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Different industries have different requirements for external or internal employees. But the process to fetch them both is somewhat similar. Read this article to know about the seven steps that are conventionally followed in the staffing process!

We can't emphasize the importance of hiring the right candidates in a company enough. They're the backbone, and drivers of success, and we rely on their skills to evolve into something greater. But finding the right candidate isn't just about the company reaching out to the mass vendor and then the mass vendor immediately providing some candidates. There's a process that each candidate has to go through, whether they're directly hired or through a staffing agency.

Although, we do admit that if you indirectly hire through an agency, you will be unburdened and can rely on them to take care of most of the tedious processes. But no matter who carries it out, this article sheds light upon the conventional processes that are followed to hire an external/internal employee.

In our other blogs, we have talked a lot about the staffing process. But what exactly does the process include? You might be seeking external staff or maybe just one permanent employee - but the process of fetching these candidates is almost the same, and here it goes:-

Step 1: Manpower Calculation

How many employees will be required to reach a specific goal or to finish a particular task? What is the job order of the client? This is the first step in the staffing process that needs to be figured out, before proceeding with the next steps.

Step 2 : Recruitment & Selection

This is the step in which you scan through a bunch of sources who can provide you with the required manpower. You gather applicants, for different job positions, depending upon their skills, qualifications, and experience. Receiving and screening applicants, employment tests, interviews, and medical examinations are typically included in this phase.

Step 3: Assigning & Placing

After the candidates have been screened, you assign them to the specific positions where they fit. This is where you ensure that the right person has been given the right job. In case, an employee fails to perform or grasp the work as expected, they'll perhaps be retrained or reassigned to some other spot.

Step 4: Introduction

This is the step where the selected candidates are introduced to an organization. They are given information about their units, supervisors, and colleagues. Things like working hours, breaks, leaves, safety precautions, medical benefits, and transport facilities will be discussed and the employees will know what their perks are.

Step 5: Training

If you wish to make sure that the hired candidates do their job well, give them the training to allow them to get familiarized with their duties. It'll enhance their existing skills and give them a proper hang of what their particular role within the company will entail.

Step 6: Evaluation

How have the employees been performing? You analyze and evaluate the work of the hired candidates and based on the results, you'll either transfer, promote or terminate their contracts.

Step 7: Money Matters

Salaries, bonuses, rewards, and various other incentives are part of this step. There are two ways of compensating the employees by either giving them direct salaries regularly or indirect compensations that include insurance, medical facilities, and et cetera. The monetary compensation of every worker depends on their level, nature of work, risks involved, and so on.


The staffing process seems long but it is necessary to ensure that you're not wasting your funds, time, and resources by hiring the wrong employees. The most important steps out of the ones mentioned above are the screening and placement ones - first, you need to thoroughly examine a candidate's skills & talent and then place them where they will provide the greatest output.

Need help with workforce planning? Try out Stafflist.