7-Step Recruitment Process to Hire the Right Talent

Sunny Samanta

10th Nov'21

Recruitment is an integral and challenging part of many organizations. Hiring new talents to expand the team is essential to pursue growth and success in the business. However, to hire the right talent, a lot depends on the recruitment process. The recruitment process for any organization is critical to ensure an improved candidate conversion rate. With an enhanced candidate conversion rate, the organization can give itself a better chance at hiring the right talent.

It brings us to an important question – How can the recruitment process improve its candidate conversion rate percentage? More importantly, can an organization develop a recruitment process that can help with a better selection process? The answer is a big YES. Here is a list of a 7-step recruitment process that organizations can follow to attract and evaluate talents in early stage startups:


  • Define the hiring Needs

  • Enlist the proper job descriptions

  • Develop the recruitment strategy

  • Screen and shortlist candidates for interviews

  • Take Interviews

  • Evaluate the talent and make the offer

  • Hire the employee




Step 1: Define the Hiring Needs

Before you start to look for a suitable recruitment process, you must evaluate your recruitment needs first. Especially in early-stage startups keeping the recruitment needs to a limit is idle. Besides, different hired talents can hamper your organization's balance, causing it to deal with unwanted challenges. Hence, defining the hiring needs before developing or adopting a recruitment process becomes an important challenge of starting your own business. Here are a few tips to consider to evaluate the hiring needs.


  • An employee has left, and it needs a replacement

  • Any skill or performance gap that the organization has to fill

  • A sudden increase in workload that becomes difficult for your current team to manage


Step 2: Enlist the Proper Job Descriptions

Once you have defined the hiring needs, fulfilling them automatically becomes the next step in the 7-step recruitment process. List down the reasons that you need to fulfill through the recruitment processes. Use them to enlist the proper job descriptions to attract the right talents for hire.

The following step further helps create a checklist for candidates, which can help filter the relevant talents in the hiring process. Hence, here are a few key points to consider while enlisting an accurate job description.


  • Title of the Position

  • Responsibilities

  • Required qualification and skills

  • Benefits, compensations, and perks of the job position

  • Location


Step 3: Develop the Recruitment Strategy

It is an essential step to decide whether your organization can attract and retain the right talent. Hence, recruiters must take every precaution to ensure not to mess up the recruitment process. Therefore, you must first evaluate if your organization already has an employee fit for the job description. This step will have a list of filtered talents that are ideal for the listed job description. If the answer is a Yes, you must strongly consider assigning the person with the job position as you cannot replace a prior work experience. If the answer is a No, then here are the key points you must consider in your recruitment strategy:


  • The location you are targeting

  • The methods for recruitment such as social media, referrals, video interviews, etc

  • Create relevant job advertisements in places such as LinkedIn and job portals.

  • Posting the job advertisement on the company websites and its social media handles




Step 4: Screen and Shortlist Candidates for Interviews

Now, if your recruitment process has made up for this step, then it is an indictment of the enormous success your company has achieved with its recruitment strategy. So, here is what you must do next – screen the talents and create a shortlist of them. Since it is a challenging process, you must consider the following steps to screen and shortlist candidates for interviews.


  • Start with evaluating the submitted applications to find the minimum qualified candidates.

  • In the next step, separate the minimum qualified candidates from the preferred credentials. The credentials can include the candidate's experience, certifications, domain, and skillset.

  • Shortlist the candidate who meets the minimum required qualifications and required credentials.

  • Finally, note down the concerns (if any) and get them clarified while conducting the interview.


Step 5: Take Interviews

Once you have screened and shortlisted the candidates for the interview, you finally contact them. So, first and foremost, as an employer, you must look to make a great first impression on the shortlisted candidates or talents. Therefore, to take interviews, you must offer flexibility to the candidates for the interviews. You can share various slot times from where they can select. This process instantly makes the talent feel valued, and their interest in joining your organization can increase significantly. Besides this, you can even opt for a visualized interview program to avoid any confusion.


Step 6: Evaluate the Talent and Make the Offer

Finally, you will go through several 7-step recruitment processes to have evaluated the talent thoroughly. Based on the overall experience, finalize whether you should make the offer or directly move on to the next shortlisted candidate. However, if you have made the offer, you understand that the candidate can decline the offer. In such cases, you can either look to make an offer to the next candidate or make a pitch to the employee to make another offer while you get through the other shortlisted candidates.


Step 7: Hire the Employee

Based on the overall process (including the part where you made the offer to various shortlisted candidates), finalize which one is idle for the enlisted job description that you have defined earlier. Break the hiring news to the selected candidate and welcome the employee onboard. However, the recruitment process doesn't end here. You must ensure that the talent can settle in the workplace and understand their responsibilities well.


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A lone wolf by definition, a writer by heart, and a lost star with ambitions to light up the dark both inside and around me, sometimes by immersing myself into books or video games or traveling with a backpack to an uncertain destination believing that life is all about the choices we make and we don't.