"Recruitment Process Flowchart Template"

What Is a Recruitment Process Flowchart?

A Recruitment Process Flowchart is a way for an organization to set out how they will hire their next intern, temporary worker, or permanent worker. Finding good candidates for positions is often a long and costly process, so it is important to have the best Recruitment Flowchart ready to go before you start searching for candidates so that you can avoid costly errors or hire employees that do not match your needs.

You can download a printable Recruitment Process Flowchart template through the link below.

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How to Make a Recruitment Process Flowchart?

To create a Recruitment Process Flowchart you will want to follow these steps.

  1. Consider what is the staffing need that will be filled with this position? You should first write out the full job description and duties and send the description to your Human Resources department for approval. You will also want to identify if the role will be temporary versus permanent and if it will be an internship, part-time, or full-time role.
  2. If the role will be a temporary position, you can then post the position online, in print, and through staffing agencies since it will be a short-term role. If the position is for a long-term role you will then want to proceed to the next step.
  3. After you have designated the role as a long-term position you can decide if you will post the role internally first or go straight to job boards. You can also review resumes received for past job applications to see if you might already have candidates that would fit the position (and avoid the time and money spent waiting for new applicants to apply).
  4. If you are unable to find candidates through these methods you will then want to post your job listing externally. You should consider what are the best sites and methods for posting to help avoid spending money on listings that will not be seen in the right channels.
  5. Once you have gathered enough resumes of candidates that fulfill the job listing requirements, you can begin sending out preliminary interview requests by a phone call or email. Before the interview you should write out every question you will want to ask candidates and consider any quizzes or knowledge tests you would like to conduct during the interviews. When the interviews are completed, you can check the references of your top candidates and then begin making your final decisions.
  6. Finally, once you have selected a candidate, you will want to settle on a final job description and pay range, then send the candidate the formal job offer for them to accept.

Still looking for a particular template? Take a look at the related templates below:

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