Human Resources Hiring Process
To build a quality workforce, Companies should follow a solid and consistent hiring process. The Human Resources Hiring Process is defined as the steps taken to post, find and hire a new employee. These 7 steps consist of applications, interviews, EEOC approved tests, Essential Functions and Job duties, background and references checks, and possibly fit for duty tests. The Human Resources Hiring Process does not have to be complicated or frustrating. Check out these quick steps to start building your company’s own process.
1)Review job applications and resumes:
First, the company’s owner, manager or HR professional must review all applications to ensure that all applicants have the same opportunity to be hired for the open position. After Review, the hiring manager or HR creates a list of applicants that fit the requirements of the position.
2) Interview selected applicants:
Next, the smaller pool of applicants can be scheduled for an interview with the department manager or supervisor. There are many interview options to choose from phone, face to face, etc in the hiring process. Click here for more info on HR Recruitment and Selection
3) Test applicants:
Another way to ensure a quality hire is through testing. Knowledge based testing is also a great way to weed out applicants that do not meet the requirements for a position. Note that the job posting must clearly state any and all testing requirements. While some companies require applicants to be tested during the interview, others prefer online testing from home. If tests are completed in advance, HR must provide test results to the manager before the interview. The key here is to ensure that tests are EEOC approved to avoid any chance of discrimination.
4) Select New Hire based upon a pre-determined selection criteria:
Upon completion of interviews and tests, the hiring manager, company owner or HR Recruiter should choose the applicant that best fits the position. An official offer letter is created and sent to the chosen applicant. The company representative may call the applicant to inform them of the job offer in addition to emailing the offer letter.
5) Post offer – Perform background and reference checks:
After the chosen applicant accepts the offer, the company representative can request the applicant to sign a background check authorization. Clearly state all pre-employment drug screening, background screening and credit checks in the job posting.
6) Post offer – health check or Fit-for-Duty Test:
Depending on the industry and job functions, the applicant may also be required to complete a fit-for-duty test to ensure they can physically perform the functions of the job. As stated before, all pre-employment test must be clearly stated in the job posting.
7) Closing Position & Applicant Communication:
All other applicants must be informed that the position has been filled. Only start informing applicants after all pre-employment testing and screening is complete for the New Hire. Finally, close the position.
Companies must treat all applicants in the same manner to remain consistent and compliant throughout the hiring process. If your organization requires background checks, ALL new hires must have completed a background check. The same thing goes for selection and knowledge testing and Fit-for-Duty testing. Consistency will keep you out of trouble regarding discrimination. Human Resources Hiring Process
Employers must create a solid onboarding program for their company. 90% of employees decide within the first 6 months if they are going to stay at a company. Good onboarding programs boosted employees retention percentages by 50%. Onboarded employees are more engaged, effective and produce more profits for companies. In fact in a recent survey, New Hire Productivity increased by 54 Percent for those companies who had an onboarding program! This tool kit was created by HR professional certified experts with the latest and most advanced processes to boost your company’s talent to the level of a fortune 500 company’s talent. Today: 71% of businesses are updating or creating their Onboarding Programs because of these Results – Don’t Miss Your Opportunity to Remain Competitive!
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