Definition of the personnel recruitment process .

Recruitment is the process of analyzing job requirements and then searching for qualified candidates who are encouraged and motivated to apply for a job in the company .

Definition of the Personnel Selection Process .

The selection process can be defined as the process of selecting and shortlisting qualified candidates to fill vacancies in the company . The selection process varies from sector to sector and from activity to activity.

Why should an employer look for employees

The most important reasons that motivate an employer to search for qualified candidates are :

Lack of skills and competence of employees .

Increasing the workload, which can cause stress and psychological stress for employees .

Employees leave work due to retirement, professional disability or resignation .

What is the importance of hiring qualified candidates .

The following reasons are considered to be the most important reasons that prompt an employer to search for qualified employees 

1. reduce the functional combustion .

2-reduce the risk .

3. Reduce and reduce the cost of recruitment.

4-raising the level of employee productivity . 

5-raising the morale of the work teams .

6-adding and changing bad work practices .

7. get new ideas .

The employer must follow the following steps to conduct recruitment processes professionally /

First, prepare a recruitment plan and determine the job need .

The first stage of recruitment is the preparation of a recruitment plan is the first step in the recruitment process, which should determine the number of vacancies, the method of obtaining candidates, identify the team responsible for managing recruitment processes, determine the time period for recruitment, determine the target area for obtaining candidates, determine the ways to advertise vacancies and find out what channels to publish Job Ads .

Second / job analysis. 

Job analysis is the process of identifying, analyzing and determining the duties, responsibilities, skills, abilities and working environment of a particular job. These factors help determine the requirements for the job and what the employee should have in order to perform the job productively.Job analysis helps to understand important tasks and how to implement them. Its purpose is to establish and document the functional relationship of such recruitment procedures as selection, training, compensation and performance evaluation.

The following steps are important for doing job analysis :

1. record and collect job information.

2-accuracy in checking job information.

3-prepare a job description based on the information.

4. identify the skills, knowledge and skills needed for the job.

III / job description ( job specifications and candidate's personal specifications).

A job description is an important document, which is descriptive in nature and contains the final statement of the job analysis. This description is very important for a successful recruitment process. The job description provides information about the scope of job roles, responsibilities, job positioning in the organization. These data will give the employer and the organization a clear idea of what the employee should do to meet the requirements of his job responsibilities.

The job description provides information on the following items / 

Job title / job designation / organizational position / workplace/ job summary / job duties / machinery, materials and equipment / supervision process / working conditions / health hazards.

Fourth, the announcement of the job.

The source of employment must be determined before advertising jobs do you want to search for a qualified employee for the job from inside the company or from outside the company, when advertising vacancies, the announcement should be clear, specify the job title of the vacancy, financial advantages, job location, basic skills required for the job, the official email of the company to communicate candidates .

What social media channels should you use

The most effective social media channels for searching for suitable candidates are LinkedIn and Twitter, since these platforms are diverse and your ad can reach a larger segment of interested people . The company's website can also be used to advertise and receive applications for job candidates .

V. / review of candidates ' resumes .

Due to the large number of resumes of candidates that are received by the company, it is important to sort the resumes received on the company's recruitment email or the company's website to verify the compatibility of candidates ' information with the requirements of the advertised jobs, to exclude inappropriate resumes and determine the best resumes for initial interviews with them .

The recruitment specialist should take into account the following points when sorting out the resumes of candidates .

Change the job title of the candidate during short periods / move between jobs / age / address of residence of the candidate / compatibility of the scientific qualification with work experience .

Sixth: conducting an initial telephone interview .

During this stage, the candidates will be contacted by phone and the final list of candidates will be determined for the final interviews . The importance of conducting preliminary telephone interviews is in making sure that the candidate is serious about getting a job, making sure that the information recorded in the candidate's resume is correct , the candidate's job status, marital status, residential address, the candidate's familiarity with the basic tasks required for the job, the expected time period for starting the candidate for the new job, the expected salary, the candidate's current salary, if possible .

Seventh / conducting job interviews .

At this stage, the final interviews are scheduled with the candidates and they are notified of the interview dates by official email or their mobile numbers .the aim of the final interviews is to confirm the personal skills and qualifications of the candidates and their compatibility with the advertised jobs. It is preferable that the final interviews are conducted by selecting an interview team consisting of a human resources manager and another person specialized in technical skills related to the job . The candidate must bring all scientific certificates and certificates of experience for matching .

VIII / evaluation of the applicant.

At this stage, candidates are evaluated by taking professional and personal tests that measure a wide range of variables and skills related to the job including personality traits, problem-solving ability, reasoning, reading comprehension, and emotional intelligence .

Ninth / examination of the candidate's historical record 

At this stage, a report is requested from the candidate regarding the criminal record, and some financial reports can also be requested from finance companies and banks to ensure that there are no financial claims for candidates . Companies can also check social media accounts (Facebook, Twitter, etc.) to check the behavior and professionalism of candidates through their social communication.

X / check the reference.

During this stage, the candidate's former managers will be contacted if there is any contact information with them to verify any relevant information shared by the candidate about the previous job – job performance, experience, responsibilities, behavior in the workplace .

Eleventh / issuance of the job offer .

During this stage, the initial job offer is issued to candidates, which specifies the job title / financial advantages, position location, type of contract, duration of the offer .

XII / employment.

This stage takes place as soon as the candidate accepts the job offer, the HR specialist must prepare a new Employee Qualification Program during this stage, which aims to retain employees .