ജീവനക്കാരെ തിരഞ്ഞെടുക്കുന്ന ഘട്ടങ്ങൾ: സ്ക്രീൻ, വർക്ക് സാമ്പിൾ, റഫറൻസ്, എഴുതിയ ഓഫർ.
Employee selection process steps for a five-person firm do not need a portal. They need a sequence you do not skip when you are busy: screen against the role, a work sample, one reference, and an offer that states pay and joining date.
The steps
- Role card. From how you hire.
- Screen. Five questions on the must-have skills. Reject quickly if those fail.
- Work sample. A task like the job, paid if it takes real time.
- Conversation. How they handle a mistake and a customer.
- Reference. One previous manager or client, with permission.
- Offer. CTC or take-home explained, hours, probation, and who they report to. Align it with your salary structure.
What to skip
Puzzle interviews copied from large tech firms. Tests that do not match the job. Asking about caste, pregnancy, or religion. Collecting documents you will not store safely.
Keep a one-line record
Name, date, sample result, and why you said yes or no. It keeps the next hire consistent and helps if someone later asks why a candidate was rejected.
Frequently Asked Questions
How many interview rounds do I need?
One solid conversation plus a work sample is enough for most small-business roles. Add a second person only to check a specialist skill.
What is probation for?
A written period to confirm attendance, quality, and fit, with feedback. It is not a way to delay salary.
Should the owner do every interview?
Yes at this size, unless a lead will manage the person daily. Then the lead must sit in.