Human Resource recruitment processes: Learn how to hire the best talent

Human Resource recruitment processes are an essential part of any organization. And the reason is simple: people are the agents that perform the tasks and you need to find the right people to get the tasks done in the most effective manner.

And not just when it comes to hiring and selection, but overall Human Resource recruitment processes should also ensure the attraction and retention of talent, the definition of benefits, jobs and salaries, career policies and training.

In this post, we will focus on what happens during the Human Resource recruitment processes. At such times, an HR manager and his team will perform a series of steps to determine the best possible occupant for a given function.

We prepared for you an example of a Human Resource recruitment process flowchart, check out the details.

Steps and participants of Human Resource recruitment processes

We can say that three key players are a part of this human resource process, they are divided into 3 lanes in our flowchart:

Process participants:

Requester: The senior manager who requires the new employee and is responsible for the technical interview and choosing the most suitable candidate.
HR: The HR team is responsible for conducting the entire process.
Area Manager: The Area Manager is responsible for hiring employees and for the costs.

Human Resource recruitment processes steps:

Normally we say that Human Resource recruitment processes follow these steps:

1. The requester fills out a form requesting the opening of a new position and sends it to the area manager.
2. The Area Manager approves or doesn’t approve the request.
3. HR consults their history of selected resumes from previous hiring processes.
4. HR advertises the job both internally and externally, to get more resumes.
5. After receiving the resumes, HR adds more from previous screenings and sends all of them to the requester.
6. The requester then analyzes the resumes and decides if they have suitable candidates to continue along the HR process. If there is no appropriate candidates, they then request that a new candidate screening be opened.

7. If it is not necessary to screen new candidates, HR calls the pre-selected candidates for an interview.
8. Tests and interviews are conducted with applicants by HR to select those who will be interviewed by the initial requester.
9. The requester does interviews and selects the candidate who they believe is the most suitable for the job.
10. Now HR takes the indication from the requester and formally selects the candidate(s).
11. HR gets in contact with the candidate(s) selected, letting them know that they have been approved and informing them of the next steps. Then they receive a formal email. HR will not formally contact the unsuccessful candidates. They receive a notification telling them that they were not selected and that their resumes will be reviewed in other future opportunities.
12. HR sends the approved candidate a welcome e-mail and also a complete list of documents required for hiring.
13. Finally, HR opens the new position and starts further HR processes: such as registration and new employee integration.

As you can see, all of these HR processes are long and complex, hence the importance of having them properly described in a diagram with documentation and well-defined flows.

Thus, responsibilities are clear, and all authorizations and evaluations occur at the right time, avoiding delays or setbacks.

Adapting to these HR recruitment processes

Each organization has its specifications and its Human Resources recruitment processes may vary accordingly. If necessary, another hierarchical level may be included to allow the beginning of the hiring process. Or the legal department may be asked to give an opinion before the HR employee registration process request is begun.

Moreover, in some companies it is necessary for whoever the requester reports to, to also interview some candidates after they are pre-selected, creating one more step in the process. Similarly, you could use a group dynamics interview process, where future pairs of candidates act as observers. Everything will depend on the HR rules in your company.

HEFLO is an agile, cloud-based, and intuitive BPM tool, which helps you create and model processes wherever you are, to share with whoever you wish.

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