What are the stages of the Recruitment Process?




You are here because you have selected a career in recruiting. Great! But if you are still contemplating on what your passion is I recommend reading what is your passion.

As you know the process of finding the best fit, for the available job, from the available pool of candidates is recruiting. In the entire recruitment process, you act as a match-maker. At each step in the recruitment process, you ensure to have found the right match for the available job. And you have to do all this in a timely and cost-effective manner.

Check our In Conversation with Santosh Alex, Sr. Engineering Recruiter with Twitter and learn how Santosh progressed in his recruiting career in his exclusive interview with MappedSkills.

Different Stages of Recruitment Process

A recruitment process is a step-by-step progressive process. The broader steps involved in the recruiting process are job description analysis, creating a talent pool, screening and selection, expectation setting up, salary negotiation, offer, and onboarding.

Step-By-Step Recruitment Process
Step-By-Step Recruitment Process

Let us discuss each step in little more detail.

Job Requirement Analysis

As a recruiter, it is important that you understand the job in detail before creating a talent pool. For example, if you need an electrical engineer and you only read engineer, creating a pool of mechanical engineer will be a pure waste of your time.

What’s important is that you make a note of the following from the job description:

  1. Educational Qualification.
  2. Least experience required.
  3. Roles and responsibilities of the job profile.
  4. Salary range offered to the candidate.

This helps you prepare better before you get into the recruiting process. It’s like ensuring that you have the right ammunition before you jump into a war. In my post Job Description and its Analysis, you will get more insight on how to quickly do a job description analysis.

Creating a pool of candidates

Now that you know what you are hunting for, it’s easy to attract the talent pool of candidates. Imagine fishing with a fishing rod and the right kind of food to attract the fishes. And now imagine fishing with a fishing rod and expecting to attract alligators.

Method to create the pool of candidates will depend on the type of job you are hunting for. If you are looking for fresher and in bulk, campus hiring may give you fast results. However, if you are looking for a seasoned technologist, LinkedIn might be more suitable.

Screening candidates

Once you have a set of available candidates, put them into the selection process. Your selection process depends on the internal process and project requirements. This might include a communication test, aptitude test, technical test, and a few others.

You, as a recruiter, need to ensure that the candidate is kept informed throughout the process. And also that the candidate moves smoothly throughout the process.

Setting up Expectations

After shortlisting the candidates, it’s time to build the right set up expectations with them. This helps in filtering the candidates whose expectations are different than what you have to offer. It also makes the candidate aware with the rest of the interview process and time it takes at each step.

A good recruiter will ensure talking to the candidate pre and post each step of the interview and helping the journey as smooth as possible. The entire experience of the interview process gives you an advantage in your next step i.e. Salary Negotiation.

Salary Negotiation

This is the trickiest part of the entire recruiting process. Not everyone is a great negotiator. A recruiter should have the required negotiation skill. Between your negotiation lies your commissions and you need to make most of it.

We all are born negotiator. Remember you negotiating with your other on playing over studying. However, when it comes to negotiating salary, few find it too hard.

The good news is that you can learn how to negotiate well.

You should be quick on negotiating the salary and release the offer letter. Access of negotiation in salary may drift the candidate away from the opportunity.


Offer the best you can and stick to it.  Help the candidate realize the benefits which are beyond the compensation offered.

As soon as you close the negotiation, be quick to send an offer letter and an acceptation on it. Delays at this stage may expose your candidate to other opportunities. Find possibilities to reduce the time to join after offer acceptance.


Expect in a few cases, there is always some gap between the acceptance of the offer letter and the joining date. The candidates are volatile at this stage. And as a recruiter, you must handle the onboarding process carefully.

The candidate has already made up his/her mind to leave the current organization. But he has not yet joined your organization. This gives him enough space to explore more opportunities. And that’s a risk you live with.

There is no full-proof formula to zero it down. But if you plan well, you will be able to control your loss at this stage to a greater extent. Read more on On-boarding strategies.

Once the candidate has been on-boarded and handed over to the project team, your role as a recruiter ends. It’s time for you to get on to your new hunt.

Recruiting hasn’t got the must deserved appreciation that it is deemed for. But without a great recruiting engine in place companies cannot grow and set up for success. Great companies are made with great employees. And it’s the recruiting team who does the hard work to bring the right talent in the organization at the right time.

If you like to grow in your recruiting career, the learning should never stop. Check out the recommended books on recruiting that can change the way you have been recruiting so far.


While we have touched the broader steps involved in the Recruitment Process, each step can further be divided into sub-steps and strategized. Recruitment Process keeps evolving with time, location, and clients, however, the core always remains the same.

I am open to hear your views and keep the process updated as and when required. Leave your comments and suggestions in the comment box below.

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About the author, Amit Gupta

  • Nice article Amit…a good and simple effort to explain a complicated process. Please include more about creating candidate pool considering start-up..what should be their hiring strategy?

    • Hi Jyoti,
      Thanks much for your feedback. Appreciate that. It’s a great idea to talk about creating a candidate pool for startups. I will work on it and create a separate article on the same.

  • Thanks for your share Amit. Just one input : may be between screening the candidate and offer, there can be a stage for setting right expectations. This is to do the expectation setting for rounds of interview and preparing for further rounds. Also taking care of negotiations well in advance if there are any highlights. The drops between screening and offer seems to be an increasing concern.

  • After the employer has made the decision of selecting the ideal candidate, the selection process is still not over. The candidate has to accept the offer of the company to be a part of it. Usually, at this point, the employer has all the data that would make the candidate accept the offer. This conversation is usually a part of the phone interview or face-to-face interview. The offer is then made to the candidate, and only when he/she accepts it, the contract is drawn.

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