Jul 01, 2015 site recruitment/training manual. DECAMP Recruitment Strategies Page 3 of 20 Version 37/1/2015 Choose your recruitment strategies Media Strategies. We are exposed to so much print, radio, and television advertising we might be tempted. Poster template with local information and reproduce it, but text cannot be changed. Manual explains the steps to the hiring process for hiring officials, search committee chairs and members as well as search guidelines to assist in making a successful selection. All hiring of employees should be in accordance with the University’s Employment Policies. The procedures outlined in this manual outline the steps that are to be. Jul 24, 2007 Hi Ankit, I was looking for one such recruitment manual for my organization, and ur inputs has really helped me a lot. Thanks a tonne ankit. Nice collection and looking forward to more and more for such gud info related if any.
HR manual and staff recruitment. HR Policy and Procedures Template; My Practice Manual is a web-based manual; This publication is proudly brought to you by Avant Mutual Group. The content was authored by Brett McPherson, reviewed by Colleen Sullivan and Avant Mutual Group. This Employee Recruitment and Selection Policy template is ready to be tailored to your company’s needs and should be considered a starting point for setting up your recruiting policies. Policy brief & purpose. Our employee recruitment and selection policy describes our process for attracting and selecting external job candidates.This recruitment policy sample can serve as a rubric that our.
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Hi All Good Afternoon Any sample recruitment policy manuals friends? Regards Ank24th July 2007 From India, Pune
hey ank, i hope these recruitment policies might be of some help to you..since i had in my collection wen i needed to make one. regards ankit
24th July 2007 From India, Mumbai
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Hi Ankit,
I was looking for one such recruitment manual for my organization, and ur inputs has really helped me a lot. Thanks a tonne ankit. nice collection and looking forward to more and more for such gud info related if any.
28th July 2009
I was looking for one such recruitment manual for my organization, and ur inputs has really helped me a lot. Thanks a tonne ankit. nice collection and looking forward to more and more for such gud info related if any.
28th July 2009
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This Employee Recruitment and Selection Policy template is ready to be tailored to your company’s needs and should be considered a starting point for setting up your recruiting policies.
Policy brief & purpose
Our employee recruitment and selection policy describes our process for attracting and selecting external job candidates. This recruitment policy sample can serve as a rubric that our recruiters and hiring managers can use to create an effective hiring process.
We are committed to our equal opportunity policy at every selection stage. Hiring teams should aim for a well-planned and discrimination-free hiring process.
Scope
This recruitment and selection policy applies to all employees who are involved in hiring for our company. It refers to all potential job candidates.
Policy elements
What is the recruitment and selection process?
Generally, hiring teams could go through the following steps:
- Identify need for an opening
- Decide whether to hire externally or internally
- Review the job description and compose a job ad
- Select appropriates sources (external or internal) for posting the opening
- Decide on the selection stages and possible timeframe
- Review resumes in company database/ATS
- Source passive candidates
- Shortlist applications
- Proceed through all selection stages
- Run background checks
- Select the most suitable candidate
- Make an official offer
Stages may overlap. Hiring managers may remove/add steps as appropriate. The first five stages are mandatory in every hiring process.
Posting jobs internally
Hiring managers can post a job opening internally before starting recruiting external candidates. If they decide to post internally, they can:
- Set a deadline for internal applications
- Communicate their opening through newsletters, emails, word-of-mouth or an Applicant Tracking System’s automated emails
Creating job descriptions
Hiring managers can create job ads based on full job descriptions of each role. Job ads should be clear and accurately represent the open position. They should include:
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- A brief description of our company and mission
- A short summary of the role’s purpose
- A list of responsibilities
- A list of requirements
- How to apply
The job ad’s style should be consistent with our company’s unique voice. It should be addressed to ‘you’ in a polite and engaging tone. Jargon, complicated phrases and gender-specific language should be avoided.
Employee selection stages
Our company has a standard hiring process that may be tweaked according to a role’s requirements. Our standard process involves:
- Resume screening
- Assignment
Recruitment Template Excel
Hiring managers may choose to add/remove stages depending on the role they’re hiring for. For example, they can add the following selection stages/methods:
- Assessment centers
- Group interviews
- Competency/Knowledge or other selection tests
- Referrals Evaluation
In most cases, the stages of resume screening and interview are compulsory.
Interview feedback
Recruiters/ hiring managers should always inform candidates they interviewed that they decided to reject them. Leaving candidates in the dark can be damaging to our employer brand.
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Also, we encourage hiring managers to send interview feedback to candidates. They should first though check with HR to make sure they won’t invite legal action. Being brief, respectful and keeping feedback job-related are the general rules for writing feedback emails to candidates.
Revoked offers
In case when a formal has to be revoked, the hiring manager and human resources department should draft and sign an official document. This document should include a legitimate reason for revoking the offer. Legitimate reasons include:
- Candidate is proved to not be legally allowed to work for our company at a specific location
- Candidate has falsified references or otherwise lied about a serious issue
- Candidate doesn’t accept the offer within the specified deadline (deadline must have been included in the offer letter)
Hiring managers and HR must notify the candidate formally as soon as possible.
Disclaimer: This policy template is meant to provide general guidelines and should be used as a reference. It may not take into account all relevant local, state or federal laws and is not a legal document. Neither the author nor Workable will assume any legal liability that may arise from the use of this policy. |
Recruitment Manual Template 2018
Further reading
- Prohibited Employment Policies/Practices (US Equal Employment Opportunity Commission)
- Recruitment and Selection (University of Glasgow)
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