Hiring the right talent is one of the most critical tasks for any organization. A structured recruitment process ensures you attract the best candidates, evaluate them effectively, and bring the right people onboard without wasting time or resources.

This guide outlines the step-by-step recruitment workflow at DASH Management, from writing job ads to onboarding new hires.

Start with a Clear Job Description

Before posting any job, define the role clearly. Include:

1. Job title and responsibilities
2. Required qualifications and skills
3. Nice-to-have skills or experience
4. Work arrangements (remote, hybrid, etc.)
5. Application instructions

Pro Tip: Use AI to improve your job description.

Sample AI Prompt:

“Rewrite this job description to be clear, friendly, and engaging for candidates. Emphasize the main responsibilities, required skills, and why this is a great opportunity. Here’s the current job description: [Insert text].”

Add the Position to the Google Form

1. Once the job ad has been finalized, add the position to the recruitment Google Form.
2. We use this form to collect all applications in a central place for easy sorting and review.

Post the Job Ad on the Website

1. Publish the job ad on DASH Tech Management’s Careers Page.
2. Ask your supervisor for access if you don’t have admin rights.
3. Make sure the post has a clear link to apply via the Google Form.
4. Post the job opening on 5 free and one paid job listing sites.
5. Link the job openings on the third party sites to the job opening created on our website.

Review Applications and Shortlist for the First Test

1. Check all incoming applications.
2. Shortlist candidates who meet the minimum requirements (skills, experience, education, or portfolio).
3. This step filters out unqualified applicants before moving to testing.

Create Criteria for Test Review

Before sending out the first test, decide how you will evaluate results. For example:

1. Accuracy and quality of answers.
2. Creativity and problem-solving approach.
3. Speed or efficiency of work.
4. Attention to detail (did they follow instructions?).
5. Document these criteria so scoring is objective and consistent.

Send the First Test

1. Send a technical or role-specific assessment to shortlisted candidates.
2. Provide clear instructions and a deadline (e.g., 48–72 hours).
3. Explain the purpose of the test and what you’re evaluating.

Review the Test Results & Shortlist Again

1. Use the criteria you created to score each candidate.
2. Shortlist those who meet or exceed the minimum score or show strong potential.
3. Eliminate candidates who fail to meet basic requirements.

Schedule the Second Interview (Virtual)

1. Invite the shortlisted candidates to a virtual interview (Google Meet).
2. Prepare a structured set of questions (technical, behavioral, situational).
3. Share interview schedules with both candidates and interviewers.

Make the Hiring Decision

1. Choose the best candidate based on test performance, interviews, and cultural fit.
2. Send an offer letter with role details, compensation, and start date.
3. Once they accept, add them to the HR onboarding records.

Onboarding the New Hire

Schedule an onboarding session covering:

1. Company culture and expectations.
2. Tools (Google Workspace, Slack, ClickUp, etc.).
3. Key workflows and documentation.
4. Reporting and approvals.

bonus tips for successful recruitment

1. Keep communication open—send updates at each stage.
2. Automate repetitive steps (Google Forms, email templates).
3. Track all candidates using a Recruitment Tracker (Google Sheet).
4. Clearly document your test review criteria to stay fair and consistent.