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Recruitment process flowchart template

Define Job Vacancy

Post Job Opening

Screen Applications

Conduct Initial Interview

Conduct Secondary Interview

Check References

Offer Job

Onboard New Hire


Here's a more detailed breakdown of each step:


Define Job Vacancy: The first step is to define the job vacancy, including the job description, qualifications, and other important details. This will help ensure that you attract the right candidates for the job.


Post Job Opening: Once you have defined the job vacancy, you should post the job opening on various job boards, social media, and other recruitment channels. This will help you reach a larger pool of potential candidates.


Screen Applications: After receiving applications, you should screen them to see which candidates meet the minimum requirements for the job. You can do this through automated software or manually.


Conduct Initial Interview: After screening applications, you should conduct an initial interview with selected candidates to learn more about their experience, skills, and personality.


Conduct Secondary Interview: After the initial interview, you can conduct a secondary interview with candidates who show promise. This can be a more in-depth interview to assess their skills and fit with the team.


Check References: Once you have identified the top candidates, you should conduct reference checks to ensure that they have the experience and qualifications they claim to have.


Offer Job: After checking references and assessing the candidates, you can offer the job to the most qualified candidate. This should include the salary, benefits, and other important details.


Onboard New Hire: Once the job offer has been accepted, you should onboard the new hire by providing them with the necessary information, training, and resources to ensure a smooth transition into their new role.


Remember, this is just a basic template, and you may need to customize the flowchart to suit the specific needs of your organization.

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