5 of March, 2025

The recruitment and selection process is the path a company follows for the incorporation of new workers. It is a process where we can distinguish up to four key stages of the recruitment process.

Knowing each of them and applying the right strategy at all times will be essential for the process of selection of personnel to be a success. Otherwise, it will be complicated to find that right person for each job.

Stages of the recruitment process in companies

We differentiate between four key stages of the recruitment process, starting with the needs analysis and ending with the process of onboarding for companies. If you want to know in detail what they are, keep reading.

Analysis of employment needs

As its name indicates, in this initial stage of the recruitment process the human resources team must determine the needs of the company.

So, we will start by answering a simple question: what positions need to be filled. Before, it is important to do a good job in search of the defects or deficiencies of the corporate work system, the capabilities of the staff, etc.

It is also necessary to determine whether these are sporadic hires -for a particular campaign, to cover a leave- or permanent ones.

Job offer

Based on these needs, we can complete the description of the job. It is divided into two parts. Firstly, we have the skills necessary to successfully complete the tasks related to the position.

Secondly, there are the training and experience required. In the former, hard skills and soft skills must be taken into account; in the latter, academic and work issues enter. The job description is completed with the definition of the salary to offer.

Recruitment process

It is worth noting that another of the stages of the recruitment process, is the one that will allow us to locate the applicants that best fit the vacancy offered. And for this, it is essential to publish a job offer as clear as it is attractive.

Precision is the keyword. We need to be precise in the description, but also when deciding where we publish the job offer, with options such as:

Our job portal on the company’s website.
Specialized pages.
Social networks.
Temporary Employment Agencies.
Fairs and congresses.

There are many options, and sometimes trying to cover them all results in a problem with an excessive volume of applications.

Profile screening

Even so, the aim of this phase is to attract as many applicants as possible. In this sense, having the help of a recruitment software like Sesame HR will be of great help to human resources.

This tool will allow us to store CVs and attached documentation, such as cover letters or recommendations. In addition, it will also help us screen candidates.

Personnel selection process

If in the recruitment phase we were aiming to attract candidates, we face the stage of the personnel selection process with the aim of locating the most prepared applicants.

Although the recruitment and selection process are different, they go hand in hand and in the recruitment phase we can start discarding applications that do not fit what we are looking for.

Once the grain has been separated from the chaff, we can speed up the personnel selection process. Here, the quality of the applicants, not the quantity, is paramount.

Job interviews

To do this, it will be necessary to check the skills, experience and training of each candidate who has sent their resume. Once the applications have been pre-selected, it is time to move on to the job interviews.

In most cases, individual interviews are usually conducted that allow us to get to know the worker firsthand. Check their experience, let them explain their trajectory, their aspirations and expectations. If they coincide with those of the company, it will be a good sign.

But there is life beyond individual interviews. Many organizations opt for group interviews where several applicants participate.

The objective can range from seeing how they work in a high-demand environment to assessing the ability to work in a team or collaborate with the rest of the applicants.

Having a tool like Sesame HR allows us to monitor each candidate, noting their strengths, weaknesses, etc. or even scoring them. This way, it will be easier for us to choose the person who will fill the vacancy offered.

Hiring process and onboarding

Another one of the stages of the recruitment process is the hiring and incorporation of the new worker into the company. For it to be a success and facilitate its adaptation, it is essential that the organization has a plan for company onboarding for new workers.

Among other things, it allows us to ensure that we complete all legal formalities before incorporation, that we get the employee handbook to him well in advance so that he can start absorbing the corporate culture and his new tasks, etc.

Onboarding also includes follow-up meetings that will be carried out periodically to ensure that the new worker’s adaptation is a success. The training issue must not be lost sight of.

How to manage the stages of the recruitment process with software

To manage the stages of the recruitment process efficiently, it is very useful to have specialized software, like Sesame HR. This type of tools offers a wide range of features, including:

Performance analysis by teams to detect a possible lack of talent or overloading of teams.
Centralized storage of resumes and attached documents, facilitating access to and management of applicant information.
Candidate management, allowing monitoring of their progress throughout the recruitment process, from application receipt to the final selection phase.
Onboarding for companies and easy access to the employee handbook and other company resources. All so that new employees can familiarize themselves with the corporate culture and their responsibilities from day one.
Programming of periodic evaluation during the onboarding period, ensuring a successful adaptation.

The HR software from Sesame HR will accompany you throughout the recruitment and selection process. Having personnel selection software will greatly facilitate the work of your Human Resources department.

Do you want to see for yourself? Request a 14-day demo and don’t stay with the doubt!

Professional with over 20 years of extensive experience in various areas of Human Resources (Recruitment, Training, Occupational Risk Prevention, and Personnel Management). Experience in the Management Department: Broad understanding of the company and HR.

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cristinamartin

HR Content Specialist

What are the stages of the recruitment process and how to optimize them?