Hiring Process Report: Guidelines and Recommendations

This report delves into the intricacies of the hiring process, emphasizing the significance of selecting the right candidate for a specific role. It outlines key steps, including workforce planning, job description development, and the use of various assessment methods such as interviews and work samples. The report highlights the importance of a structured approach to attract and evaluate potential employees. Furthermore, it suggests the necessity of maintaining contact with qualified candidates, even if they are not selected for the current opening. The report aims to provide guidelines for the hiring manager to improve the efficiency and effectiveness of the hiring process, ultimately contributing to better employee selection and organizational success.

Running head: HIRING PROCESS
hiring process
[Document subtitle]

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HIRING PROCESS
Introduction
The most significant decision in an organization is the selection and hiring of a new employee. Since it
involves huge investment of time, efforts and costs by the hiring manager, the initial decision taken will
determine the individual’s caliber who will be hired for the required post. In this discussion, we will be
highlighting certain steps which are significant for the selection of right candidate at right place on right
time.
Guidelines for Initial Hiring Process
To improve the efficiency, there are several steps to be followed by the Hiring manager for the initial
selection process.
A workforce plan should be developed and approved so that necessary gap can be identified and
succession planning can be done according to it (Bateson, et al., 2016). The necessary requirements of
the job need to be confirmed from all the departments where the vacancy is to be filled and an attractive
description of job should be developed to hire the well qualified people for this job (Blount, et al.,
2016). A comprehensive plan to fill out the position should be formulated in which the requirement of
the position, announcement options, timeframe required to fill the position, appointment options
(Transfer, promotion, External Sources) should be detailed. Multiple options should be applied to make
announcement regarding the job opening to attract maximum talent and detailed description regarding the
job position should be provided (Burks, et al., 2015). In order to select the right candidate for the right
job, appropriate assessment should be done as per the job requirement which includes interviews based on
behavior, writing samples, structured interview, Assessment centers, Work samples, realistic job
previews.

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HIRING PROCESS
Conclusion
Hiring is not a one step process as the applicants who are best can get job offers and
opportunities from number of employers. So it is always required by the hiring managers to
maintain the contacts with excellent applicants even if they are not selected for the present
opportunity.

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HIRING PROCESS
REFERENCES
Bateson, J., Wirtz, J., Burke, E., Vaughan, C., Jones, G., Gobburu, V. N. P., ... & Gajano, A. M.
(2016). When hiring, first test, and then interview:: Interaction. Harvard business review, 92(1),
4.
Blount, J., Wright, C. S., Hall, A. A., & Biss, J. L. (2016). SOCIAL MEDIA: CREATING
STUDENT AWARENESS OF ITS USE IN THE HIRING PROCESS. Southern Journal of
Business and Ethics, 8, 202.
Burks, S. V., Cowgill, B., Hoffman, M., & Housman, M. (2015). The value of hiring through
employee referrals. The Quarterly Journal of Economics, qjv010.