Charles Logsdon

LIBR 207

The Hiring Process

1. Develop the position description.
A position description is the core of a successful recruitment process. It
is used to develop interview questions, interview evaluations and
reference check questions. It should include information such as
general information, basic position and pay information, essential job
functions, and minimum requirements. To avoid hiring disasters, a well
thought-out job description should include: a platform that serves as a
key for hiring criteria, is detailed enough that the applicants know what
theyre signing up for, a reference tool during the evaluation process,
and a benchmark for performance after hiring a potential candidate.
2. Develop a recruitment plan.
A recruitment plan is approved by the organizational unit. A carefully
structured recruitment plan maps out the strategy for attracting and
hiring the best qualified candidate and helps to ensure an applicant
pool which includes women and underrepresented groups including
veterans and individuals with disabilities.
3. Post position and implement recruitment plan.
After finishing the position description, the position can finally be
posted to the public. This can be done through different job agencies,
by posting newspaper ad, or online on the companys website. There
are many different ways to advertise that the company is hiring.
Choose whichever way that will reach the community best.
4. Review applicants and develop a short list.
Once the deadline for applicants to submit their application has
arrived, its time to being looking for top priority candidates. Look over
every applicant and compile a list of ones that stood out from the
others in a positive light. Once a list has been determined and
approved, the applicants can now be contacted for the interview.
5. Conducting the interview.
One of the most single most important steps in the selection process,
the interview gives the employer opportunity to learn more about each
other and validate information provided by both. The interview
provides a chance for the interviewer to get a general sense of the
applicants overall intelligence, enthusiasm and attitude.

Charles Logsdon
LIBR 207

6. Select for hire.

With the interviews completed, the committee will meet to discuss the
interviewees. As one of the most critical steps in the process, it is
important to keep the following in mind: that the best candidate for the
position was chosen based on qualifications, and that the candidate
will help carry out the departments missions.
7. Finalize recruitment.
Once the offer has been accepted, the Committee Chair or designee
notifies the Departmental HR Coordinator and requests the offer letter
be sent. At this stage of the game, the company has chosen their
newest employee and are ready to inform the applicant that they have
selected. Here the applicant can decide to take the position or decline,
in which case they decline its important to have back up choices.
8. Employee Training.
The purpose of in house employee training is to take out some anxiety
the first few days of work bring. Its a chance to let the newly hired
person get to know his/her fellow staff and get the lay of the land.
Employee training and development raises a wide range of educational
and learning based tools. These activities arent essentially built into
the job junctions, but generally provide some positive change in the
way employees handle their work. These activities can range from a
live seminar, to a CD that employees listen to while commuting, to an
online or DVD lesion they participate in at home or at their desks,
(Messmer, 2007).

Charles Logsdon
LIBR 207

References
Messmer, M. (2007). Human Resources Kit for Dummies. Hoboken, N.J.: John Wiley &
Sons, Inc. [US].
Recruitment & Selection Hiring Process. (2015, July 17). Retrieved April 20, 2016,
from https://hr.ucr.edu/recruitment/guidelines/process.html#step2