1. Vacancy identification: Managers are responsible for establishing a business recruiting need and justifying the need to fill the vacancy or the need to create a new position. A manpower request form must be filled out by the respective regional or functional managers, then approved by senior managers before the recruitment process can be initiated by Human Resources. The recruitment and selection process should not proceed until a comprehensive assessment of the need for the vacancy against your budget and strategic plans has been established. The line manager together with Human Resources must identify a salary range and job grade for the position. The line manager must then have the request approved by the CEO before returning the approved employee request to HR.2. Job Description and Specification: A job description and person specification must be prepared and continuously updated by Human Recourses for any vacancy to be appointed. The job description must accurately reflect the components of the position. The person specification should specify both the substantive aspects and required criteria in terms of skills, qualifications, competencies and experience for the job, which should be related to the job and applied to all candidates. Person specifications should be carefully written to ensure that the criteria used do not discriminate against certain groups of applicants.3. Advertising: Upon receiving the approved employee application, Human Resources will draft an internal announcement which will be circulated, ensuring that all vacancies are advertised internally and brought to the attention of all employees. External adverts will be written and advertised in... ... middle of paper ...... even if we find them suitable for the position. HR together with the line manager will conduct at least two reference checks.7. Job Offer: Once HR and the Line Manager are satisfied with the suitable candidate's references, a job offer should be discussed. Human Resources will prepare a job offer which must be signed by the General Manager. Once the offer has been accepted by the candidate, a formal employment contract must be drawn up and the relevant documentation must be completed and signed.78. Employee Orientation (Onboarding): An orientation program for the new employee will be organized by Human Resources. Human Resources will notify the new employee's line manager and other relevant departments of the new employee's name, department, official start date and any office requirements that may be necessary.