Recruitment and selection of candidates 

Define the 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.

Define 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 one sector to another and from one activity to another.

Why should the employer search for employees?

Among the most important reasons that drive the employer to search for qualified candidates are:

Lack of skills and competence of staff.

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

Employees leaving work due to retirement, occupational disability or resignation.

What is the importance of hiring qualified candidates? .

The following reasons are among the most important reasons that motivate the employer to search for qualified employees: 

1- Reducing job burnout.

2- Reducing the risks.

3- Reducing and reducing 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 carry out recruitment operations in a professional manner:

First: Preparing a recruitment plan and determining the job need.

The first stage of recruitment is the preparation of a recruitment plan. It is the first step in the recruitment process, which must determine the number of vacancies, the method of obtaining candidates, identifying the team responsible for managing recruitment processes, determining the time period for recruitment, determining the target area for obtaining candidates, determining methods Announcing vacancies and finding out what are the channels for publishing job advertisements.

Second, job analysis. 

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

The following steps are important to do a job analysis:

1- Register and collect job information.

2- Accuracy in checking job information.

3- Preparing the job description based on the information.

4- Determining the skills, knowledge and skills necessary for the job.

Third: job description (job specifications and the candidate's personal specifications).

The 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 to a successful recruitment process. The job description provides information about the scope of job roles and responsibilities and the positioning of the job in the organization. This data gives the employer and the organization a clear idea of what the employee must do to meet the requirements of his job responsibilities.

The job description provides information on the following items/ 

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

Fourth: Job announcement.

You must specify the source of employment before announcing jobs. Do you want to search for a qualified employee for the job from within the company or from outside the company? For the job, the official email of the company to communicate with the candidates.

What social media channels should you use?

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

Fifthly, review the CVs of the candidates.

Given the large number of CVs of candidates received by the company, the importance of sorting the CVs received on the company's employment email or the company's website is highlighted to verify that the candidates' information matches the requirements of the advertised jobs and to exclude inappropriate CVs and determine the best CVs for conducting the initial interviews with them.

The recruitment specialist should consider the following points when screening candidates' resumes.

Changing the job title of the candidate within short periods / moving between jobs / age / the candidate's residential address / compatibility of academic qualification with practical experience.

Sixth, make an initial telephone interview.

Through this stage, the candidates are contacted by telephone and the final list of candidates for the final interviews is determined. The importance of conducting the initial telephone interviews is to ascertain the seriousness of the candidate in obtaining the job, to ensure the correctness of the information recorded in the candidate’s CV, the candidate’s job status, marital status, housing address, the candidate’s knowledge of the basic tasks required for the job, the expected time period for the candidate to start the job The new salary, the expected salary, the current salary of the candidate, if possible.

Seventh, job interviews.

At this stage, the final interviews are scheduled with the candidates and they are notified of the dates of the interviews via the official e-mail or their mobile numbers. The aim of the final interviews is to ascertain the personal skills and competencies of the candidates and their compatibility with the advertised jobs. It is preferable that the final interviews take place by specifying a team for interviews consisting of the human resources manager and another person who specializes in technical skills related to the job. The candidate must bring all academic certificates and experience certificates for matching.

VIII / evaluation of the applicant.

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

IX / Examination of the candidate's historical record 

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

X. Check the reference.

During this stage, the candidate's former managers are contacted, if any contact information is available, to verify any relevant information the candidate shared about the previous job - job performance, experience, responsibilities, and behavior in the workplace.

Eleventh / Issuing the job offer.

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

Twelfth / Employment.

This stage takes place as soon as the candidate accepts the job offer. During this stage, the human resources specialist must prepare a program to qualify the new employees, which aims to retain the employees.