Employee Recruitment and Selection Policy Sample.This Employee Recruitment and Selection Policy template is ready to be tailored to your company’s needs and should be considered a starting point for setting up your recruiting policies.
Policy brief & purpose
Our employee recruitment and selection policy describes our process for
attracting and selecting external job candidates. This recruitment
policy sample can serve as a rubric that our recruiters and hiring
managers can use to create an effective hiring process.
We are committed to our equal opportunity policy at every selection
stage. Hiring teams should aim for a well-planned and
discrimination-free hiring process.
This recruitment and selection policy applies to all employees who are
involved in hiring for our company. It refers to all potential job
What is the recruitment and selection process?
Generally, hiring teams could go through the following steps:
Identify need for an opening
Decide whether to hire externally or internally
Review the job description and compose a job ad
Select appropriates sources (external or internal) for posting the opening
Decide on the selection stages and possible timeframe
Review resumes in company database/ATS
Source passive candidates
Proceed through all selection stages
Run background checks
Select the most suitable candidate
Make an official offer
Stages may overlap. Hiring managers may remove/add steps as appropriate.
The first five stages are mandatory in every hiring process.
Posting jobs internally
Hiring managers can post a job opening internally before starting
recruiting external candidates. If they decide to post internally, they
Set a deadline for internal applications
Communicate their opening through newsletters, emails, word-of-mouth or an Applicant Tracking System’s automated emails
Creating job descriptions
Hiring managers can create job ads based on full job descriptions of
each role. Job ads should be clear and accurately represent the open
position. They should include:
A brief description of our company and mission
A short summary of the role’s purpose
A list of responsibilities
A list of requirements
How to apply
The job ad’s style should be consistent with our company’s unique voice.
It should be addressed to ‘you’ in a polite and engaging tone. Jargon,
complicated phrases and gender-specific language should be avoided.
Employee selection stages
Our company has a standard hiring process that may be tweaked according to a role’s requirements. Our standard process involves:
Hiring managers may choose to add/remove stages depending on the role
they’re hiring for. For example, they can add the following selection
Competency/Knowledge or other selection tests
In most cases, the stages of resume screening and interview are compulsory.
Recruiters/ hiring managers should always inform candidates they
interviewed that they decided to reject them. Leaving candidates in the
dark can be damaging to our employer brand.
Also, we encourage hiring managers to send interview feedback to
candidates. They should first though check with HR to make sure they
won’t invite legal action. Being brief, respectful and keeping feedback
job-related are the general rules for writing feedback emails to
In case when a formal has to be revoked, the hiring manager and human
resources department should draft and sign an official document. This
document should include a legitimate reason for revoking the offer.
Legitimate reasons include:
Candidate is proved to not be legally allowed to work for our company at a specific location
Candidate has falsified references or otherwise lied about a serious issue
Candidate doesn’t accept the offer within the specified deadline (deadline must have been included in the offer letter)
Hiring managers and HR must notify the candidate formally as soon as possible.