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HR Document Generators

Recruitment & Selection Procedures Generator

Create structured, professional employee recruitment and selection procedures with defined evaluation criteria, screening standards, and interview processes. Generate a standardized recruitment procedure in minutes and download a clean, ready-to-use PDF for internal HR documentation.

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Unlimited downloads
Professional PDF format

Who This Tool Is For

HR Managers managing hiring
Recruiters standardizing screening
Startup Founders building teams
Operations Managers hiring staff
Companies with formal hiring
Standardizing recruitment needs

Document Information

Recruitment & Selection Editor

Select recruitment guidelines to include and customize their parameters

Manpower Planning and Job Analysis

Define the process for identifying hiring needs and analyzing job requirements

Recruitment Sourcing Strategies

Define various channels and methods for attracting candidates

Application Screening and Shortlisting

Define the process for reviewing applications and creating candidate shortlists

Interview and Assessment Process

Define the structured interview process and evaluation methods

Selection and Offer Management

Define the final selection process and offer letter procedures

Pre-Joining and Onboarding Procedures

Define pre-joining requirements and onboarding processes

Recruitment Metrics and Analytics

Define key performance indicators for recruitment effectiveness

Compliance and Ethical Recruitment

Define compliance requirements and ethical standards for recruitment

Recruitment Budget and Cost Control

Define budget allocation and cost management for recruitment activities

Contingency and Emergency Recruitment

Define procedures for urgent hiring needs and crisis situations

Preview

Recruitment & Selection Procedures

Company: SkillSauce Technologies Pvt Ltd
Prepared by: John Smith

These recruitment and selection procedures establish a standardized, fair, and efficient process for attracting, evaluating, and selecting qualified candidates. The procedures ensure compliance with legal requirements while maintaining high standards of candidate experience and organizational fit.

Recruitment & Selection Guidelines

Manpower Planning and Job Analysis

Job requisition process:Department head submits requisition form to HR
Job analysis and description creation:HR conducts job analysis with department input, creates detailed job description with KRA/KPI
Hiring approval workflow:Department Head → Division Head → HR Head → CEO for positions above Manager level
Target timeline for position fulfillment:Entry level: 30 days, Mid-level: 45 days, Senior level: 60 days from requisition approval

Recruitment Sourcing Strategies

Primary job posting channels:Company career website, LinkedIn, Naukri.com, Indeed, Glassdoor
Employee referral program:Active program with rewards for successful hires
Campus recruitment strategy:Target top engineering and management colleges, participate in placement drives
Recruitment agency partnerships:Preferred vendor list for specialized roles, contingency and retained search for senior positions
Social media and digital recruiting:Active presence on LinkedIn, Twitter, Facebook for employer branding and talent attraction

Application Screening and Shortlisting

Initial screening criteria:Education qualification, relevant experience, skill match, location preference
Application submission deadline:2-4 weeks from posting date, extended if needed for critical positions
Shortlisting ratio for interviews:1:5 ratio (1 interview slot per 5 qualified applications)
Diversity and inclusion considerations:Blind resume screening, diverse interview panels, inclusive job descriptions
Background verification process:Conducted after final selection, before offer

Interview and Assessment Process

Number of interview rounds:3 rounds: Technical/Functional, Managerial, HR
Interview panel composition:Technical round: 2-3 technical experts, Managerial: Department head + senior colleague, HR: 2 HR professionals
Assessment and testing methods:Technical tests, aptitude assessments, case studies, group discussions, psychometric tests
Candidate evaluation criteria:Technical skills (40%), Cultural fit (30%), Communication (15%), Problem-solving (15%)
Interview feedback and communication:Structured feedback form completed within 24 hours, candidate communication within 1 week

Selection and Offer Management

Final selection decision process:Interview panel consensus, HR approval, final approval from hiring manager
Offer letter mandatory components:Position, compensation, benefits, joining date, reporting structure, terms and conditions
Salary negotiation guidelines:Defined salary bands, approval required for offers above band maximum
Offer acceptance timeline:7-10 days for acceptance, extension possible for exceptional candidates
Offer withdrawal and reissue policy:Offers can be withdrawn for material misrepresentation, reissue possible with approval

Pre-Joining and Onboarding Procedures

Pre-joining document requirements:Education certificates, experience letters, ID proof, address proof, PAN card, bank details
Employment reference verification:Mandatory for all positions, conducted by HR
Pre-employment medical examination:Required for all positions
New employee orientation program:2-day comprehensive orientation covering company policies, culture, systems, and team introductions
Probationary period and confirmation:6 months probation for all positions, with 3-month and 6-month reviews

Recruitment Metrics and Analytics

Time to fill metric:Average time from job posting to offer acceptance, tracked monthly
Quality of hire assessment:Performance rating at 6 months, retention rate, promotion rate within 2 years
Cost per hire calculation:Total recruitment cost divided by number of successful hires
Recruitment source effectiveness:Track hire source, quality, and cost for each channel
Diversity hiring metrics:Gender ratio, representation of different demographics, diversity hiring goals

Compliance and Ethical Recruitment

Equal employment opportunity policy:No discrimination based on caste, religion, gender, age, disability, or marital status
Candidate data privacy and GDPR compliance:Secure storage of candidate data, consent for processing, data retention policies
Anti-bribery and corruption policy:No payments to candidates or agencies for job placement, transparent fee structures
Recruitment vendor management:Vendor evaluation criteria, contract terms, performance monitoring, payment terms
Candidate experience standards:Prompt communication, respectful treatment, feedback provision, process transparency

Recruitment Budget and Cost Control

Annual recruitment budget allocation:Job portals (40%), Agency fees (30%), Campus recruitment (15%), Events (10%), Miscellaneous (5%)
Cost approval thresholds:HR approval up to ₹50K, Department head up to ₹2L, CEO approval above ₹2L
Budget monitoring and reporting:Monthly budget tracking, quarterly reviews, variance analysis and corrective actions
Cost optimization strategies:Employee referral incentives, social media recruiting, internal job postings

Contingency and Emergency Recruitment

Urgent position fulfillment process:Fast-track approval, premium job posting, executive search, temporary staffing solutions
Key position succession planning:Identify critical positions, develop successor pools, cross-training programs
Crisis recruitment protocols:Emergency hiring procedures, temporary staffing arrangements, rapid onboarding processes
Contract and temporary staffing:Approved vendor list, contract terms, conversion to permanent employment guidelines

Policy Compliance

• These recruitment procedures apply to all positions and hiring activities across the organization.

• All hiring managers and HR personnel must adhere to these procedures to ensure fair and legal recruitment practices.

• Any deviations from these procedures require prior approval from the HR Director.

• Regular audits will be conducted to ensure compliance with these recruitment and selection procedures.

• The company is committed to equal employment opportunity and diversity in its hiring practices.

These procedures ensure fair, efficient, and compliant recruitment practices. Please contact HR for any clarifications or special circumstances.

What Are Recruitment & Selection Procedures?

Recruitment and selection procedures are structured guidelines that define how an organization attracts, evaluates, and hires candidates. These procedures typically outline workforce planning, job analysis, sourcing methods, screening standards, interview processes, selection criteria, and offer management.

A documented recruitment and selection process promotes consistency, transparency, and fairness in hiring while helping organizations maintain compliance with applicable employment laws and internal policies.

This tool enables HR teams to generate a professionally structured recruitment and selection procedures document that can be customized to align with organizational practices and operational requirements.

How the Generator Works

1

Define Manpower Planning

Set job requisition processes, role approval workflows, and responsibility allocation.

2

Configure Sourcing Strategies

Select recruitment channels such as job portals, referrals, internal hiring, and agencies.

3

Establish Screening Standards

Define application review criteria, shortlisting methods, and initial evaluation parameters.

4

Structure the Interview Process

Outline interview stages, interviewer roles, and assessment methods.

5

Set Selection Procedures

Document decision-making steps, reference checks, offer approval, and acceptance timelines.

6

Download the Document

Generate a structured PDF recruitment and selection procedures document for internal use.

How This Tool Supports HR Functions

Standardized Hiring Framework

Provides a consistent structure for recruitment activities across departments, supporting uniform decision-making.

Process Transparency

Clarifies roles, responsibilities, and evaluation steps, reducing ambiguity during hiring.

Compliance Support

Helps document recruitment procedures that may assist with internal governance and regulatory alignment.

Operational Efficiency

Clearly defined procedures help reduce delays in approvals, screening, and candidate communication.

Structured Evaluation

Encourages objective candidate assessment using defined criteria rather than informal judgment.

Documentation & Recordkeeping

Creates formal process documentation that can support internal audits, policy reviews, or HR governance.

Scope of the Generated Document

Section AreaWhat the Document May Include
Workforce PlanningManpower planning framework and job requisition process
Job AnalysisRole definition and job description development
Sourcing StrategyRecruitment channel selection and outreach methods
Screening ProcessCandidate screening and shortlisting procedures
Interview FrameworkInterview structure and evaluation guidelines
Selection WorkflowApproval process and decision-making standards
Offer ManagementOffer communication and acceptance timelines
RecordkeepingDocumentation standards and retention practices

Review Checklist: Document Scope

Workforce planning
Job analysis development
Recruitment channel selection
Screening processes
Interview guidelines
Approval workflows
Offer communication
Recordkeeping practices

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