Recruitment Planning (10 Points)

1. Define the job role and responsibilities clearly.
2. Identify the key skills and qualifications required.
3. Establish hiring goals and timelines.
4. Determine the budget for recruitment activities.
5. Decide on the recruitment team and assign roles.
6. Research current job market trends.
7. Benchmark salaries for the position.
8. Establish candidate persona profiles.
9. Set diversity and inclusion hiring goals.
10. Plan for contingency hires if needed.

Job Posting and Advertisement (10 Points)

1. Write an engaging and accurate job description.
2. Include detailed requirements and benefits in the job ad.
3. Select appropriate job boards and platforms for posting.
4. Optimize job postings with relevant keywords.
5. Promote openings on social media platforms.
6. Leverage company websites for job listings.
7. Target niche industry forums and communities.
8. Use employee referral programs to advertise positions.
9. Include a strong call to action in job postings.
10. Regularly update job postings for accuracy.

Candidate Sourcing (10 Points)

1. Search internal databases for potential candidates.
2. Reach out to past applicants for new roles.
3. Utilize LinkedIn and other professional networks.
4. Partner with recruitment agencies if necessary.
5. Host or participate in career fairs.
6. Use Boolean search techniques for sourcing.
7. Develop talent pipelines for future roles.
8. Conduct targeted outreach to passive candidates.
9. Tap into alumni networks or industry groups.
10. Monitor and track sourcing metrics for efficiency.

Application Management (10 Points)

1. Implement an applicant tracking system (ATS).
2. Acknowledge receipt of all applications.
3. Pre-screen applications for minimum qualifications.
4. Ensure consistent communication with candidates.
5. Protect candidate data and comply with privacy laws.
6. Provide status updates to applicants during the process.
7. Allow candidates to easily update their applications.
8. Offer clear instructions for submitting resumes.
9. Track and organize applications efficiently.
10. Close outdated or filled job applications promptly.

Screening and Selection (10 Points)

1. Create standardized screening questionnaires.
2. Conduct initial phone or video interviews.
3. Assess candidates using skills tests or assignments.
4. Check for alignment with the company culture.
5. Ensure non-bias in evaluation criteria.
6. Use scoring rubrics for consistent assessments.
7. Verify candidate certifications and credentials.
8. Cross-check references provided by candidates.
9. Conduct background checks where applicable.
10. Schedule next-stage interviews promptly for shortlisted candidates.

Interviewing (10 Points)

1. Prepare structured interview questions.
2. Train interviewers on best practices.
3. Offer virtual or in-person interview options.
4. Communicate interview formats to candidates.
5. Schedule interviews with flexibility for candidates.
6. Ensure a positive and professional interview experience.
7. Use behavioral and situational questions.
8. Take detailed interview notes for evaluations.
9. Allow time for candidate questions during interviews.
10. Provide clear instructions for post-interview follow-ups.

Offer Management (10 Points)

1. Discuss salary expectations during final interviews.
2. Draft personalized offer letters for candidates.
3. Include clear details about compensation and benefits.
4. Allow time for candidates to review the offer.
5. Address any concerns or questions promptly.
6. Provide a deadline for offer acceptance.
7. Prepare counteroffers if necessary.
8. Secure signed offer letters before proceeding.
9. Notify unsuccessful candidates politely.
10. Ensure compliance with employment laws in offer terms.

Onboarding (10 Points)

1. Develop a comprehensive onboarding plan.
2. Send welcome emails and onboarding documents.
3. Arrange orientation sessions for new hires.
4. Provide access to necessary tools and resources.
5. Assign mentors or buddies for new employees.
6. Communicate job expectations clearly.
7. Collect employee documents and set up payroll.
8. Schedule check-ins during the probation period.
9. Gather feedback on the onboarding experience.
10. Update HR records and systems for new hires.

Performance Tracking (10 Points)

1. Track hiring process metrics (e.g., time-to-hire, cost-per-hire).
2. Measure source effectiveness for applications.
3. Collect candidate feedback on the recruitment process.
4. Analyze recruiter performance and workloads.
5. Evaluate the success of new hires in their roles.
6. Track diversity metrics in recruitment outcomes.
7. Monitor retention rates for recent hires.
8. Adjust processes based on hiring data insights.
9. Set benchmarks for future hiring improvements.
10. Report recruitment metrics to stakeholders.

Compliance and Ethics (10 Points)

1. Ensure job postings comply with legal standards.
2. Avoid discriminatory language in all materials.
3. Comply with equal opportunity employment laws.
4. Maintain data privacy standards (e.g., GDPR, CCPA).
5. Keep detailed records of hiring decisions.
6. Conduct regular audits of hiring practices.
7. Train staff on ethical recruitment practices.
8. Prevent conflicts of interest in recruitment.
9. Handle candidate disputes professionally.
10. Stay updated on labor law changes and industry standards.