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Our employee recruitment guidelines and selection policy outline the steps we use to find and hire external applicants.


This sample of recruiting guidelines can be used as a rubric by the recruiters and hiring managers to develop a more efficient hiring process.


To begin with, data analysis is one of the most consuming jobs that tend to need expertise and focus while recruitment of candidates. It deals with a very careful selection of variables basing on software and the internet to be able to transform them into factors to contribute to important decision-making and managerial processes.


Thus, an analysis is one resourceful personnel that are essential in most companies, businesses, and institutions. Without this member of the working force, data and other variables become prone to misuse, misunderstanding, and misinterpretation.

At iMocha, we care about the quality and importance of the analytics that you are hiring. Therefore, we make sure that you are guided in the process of selection of such. Below are some of the very useful tips in choosing the right analytic for your data:

  • As part of Human Resources, it is a very important task to a screen where the candidates are coming from. A total background check must be your first step in the process of hiring.
  • With this tip, you ensure that you know the background of the applicant and the feedback from the companies that they came from before you accept them for the second step which is the interview.
  • During the interview, it is important to set parameters with regard to the interviewee’s character, capability to handle stress, truthfulness, firmness, decision making, and dependability.

In general, the recruitment guidelines of candidates is as follows: 

1. Number of Candidates

A number of candidates applying for a position are a good mark to start the process of hiring. As said, it is always a protocol to conduct a social investigation among the applicants to be able to familiarize yourself with basic information that is helpful in the process of selection.

2. Quality of Candidates

From the stated first focal point, the next step is to assess the qualifications of candidates. Since you already know the candidates’ basic information, it is time to dig deeper into the essentials.

3. Identify Hiring Needs 

Whether a job vacancy is brand new or recently vacated, you won't be able to find what you're looking for if you don't know what you're looking for in the first place. As a result, your hiring process should begin with finding open positions and then reviewing job descriptions, including the knowledge, abilities, and experience required for the position.

4. Set Up Hiring Teams

A good hiring team ensures a successful hiring process. Because one bad decision can affect the entire workforce's productivity, the team's role in the recruitment process is critical. The hiring team should be able to clearly identify the job vacancy and define the qualities of the ideal candidate. 

5. Craft Right Job Description

Determine the job's responsibilities after you've determined what you'll need in terms of knowledge, abilities, and experience. Prepare a detailed job description (JD) that explains what skills and experience your potential employees will need to fulfill the role's requirements. More crucially, it gives a checklist or a list against which your prospects can assess themselves before applying.

6. Cost Efficiency

When conducting a hunt for an employee, holding a specific budget is important. Therefore, it is equally important to assess the generation of application of the methods that you used in information dissemination. A few of these methods are social media, job postings, and announcements.

7. Hiring

What: Lastly, choosing one or more applicants who fit in the job is as crucial as posting an announcement of a job opening. Hiring means getting the most qualified and efficient ones chosen from the whole process.

Those are just the basics. The rest of the important issues when hiring are usually committed throughout the process. So, start unveiling the secrets to successful hiring!

Amit Mishra
Amit Mishra
CEO, Co-founder of iMocha, the world's largest skills assessment API platform.

Topics: Tech Recruitment, Skills Assessment

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