The staffing process

A factory manager contacted us about his recruitment problems. Just recently, he hired a parts clerk and after only 3 months he finds out he is incompetent and lacks team spirt. Every day, he drains valuable time from co-workers by his judgment errors.  He is the fourth clerk in the past two years and the manager is thinking of firing him because he does not have the skills to do the job. He asks me why he has so much trouble recruiting good employees. Do you have similar issues? The candidate you hired is not the ideal person, so what should you do? Is the candidate you hired not the ideal fit? What can you do?

Remember that poor selection leads to direct and indirect costs of several thousands of dollars. Therefore, good recruitment practices are crucial in reducing turnover and staff dissatisfaction levels. A better match between job requirements and the employee decreases the turnover rate.

The recruitment process is time consuming, but it is a worthwhile investment to get the right candidate.

Key stages of the hiring process:



  • Needs assessment (Do I really need to fill the position, is the position still useful?  If yes, is the position part-time or full-time?)
  • Job description
    (Are my needs well-defined? Has the position changed?)
  • Job requirements
    (What are the minimum requirements needed to do the job properly? (Education, experience, physical strength, languages, other)



  •  Writing an effective job offer
  • Choosing recruitment sources (internal or external, get help from HR professionals, use your contacts).


Selection process

  • Preliminary review of CV’s
    (evaluate the CVs methodically, classify them into sections: good, uncertain, rejects)
  • Telephone interview
    (allows  you to pre-select and reduce the number of interviews)
  • Evaluation methods
    (validate candidates’ knowledge and skills of the position: written test, job simulation tests interview, others)
  • Committee selection and tests
  • Conducting the interviews
    (required tasks)
  • Reference checks
    (an essential step, obtain the written authorization of the candidate)
  • Criminal record checks
  • Choosing the candidate(contact the candidate by phone)



  • Hiring contract
    (prepare your offer)
  • The process of onboarding
  • Provide rejected candidates a letter, thanking them for their time and interest.
    (It’s the company’s image)