,Key:,Ovals shows input to start the processor output to end the process,Denotes task or activity,Points in the process where yes/no questions are asked or decision is required,Indicates step is connected to another page of flowchart,Indicates a source of company data,Indicates step has a “best practice”documentation in the appendix,Annual preparation,Annual Business Planning,Strategic Workforce Planning,Annual People Costs;(Salary, Tax, Insurances),Annual Recruitment Budget,1,Start Hiring Requisition,1 week,Kick-Off Meeting - Finalize Job Profile, grade & recruitment process.,Check internal Talent Pools &Succession Plan / Intern Program,Internal job posting:Careers Website(compulsary),Employees within Segments / BUs,HR prepare advertHiring Manager approves advert,HR facilitates process2nd Level Manager approves,Approval ?,Clear the need for the position,Yes,No,1,1: Agree Comp & Ben,2,4,3,Do we have a candidate?,resum / CVreceived,2 weeks,External Sourcing: Decide on channel,External job posting / Head Hunter,Internal resum / CV,No,Yes,HR & Hiring Managers,Yes,No,Yes,Get Line Managers agreement,No,Yes,5,resum / CV received,Pre-selection / Pre-screening,Send reject letter,Telephone-screening /Technical-screening(Group testing),Acknowledgeacceptance,Send reject letter,Accept,Accept,HR,HR or H Mangr.,HR,HR,HR, Internal candidates: IDP,No,No,Yes,Yes,A,6,A,Progress Meeting:Select candidates forinterviewing (short list),Assessment /Practical Test /Group Discussion /Case Study,Reference on Background, Crime, Documentation check & Report,Endorsed candidatesfor next roundof interviews,Accept,2 weeks,Yes,Yes,No,HR with H Mangr.,HR,HR,HR,Hiring Manager optional,Invitation to #1 StructuredInterview,Send reject letter,Accept,HR,No,Yes,HR,2,Go back to theKick-off Meeting,Nobody,Accept,Pre-employmentMedical & Work Council agreement,Communicate to home Line,Send reject letter& Expense Reimbursement,#2 Interview,Send reject letter,Applicant accepts,Internal,Pass,Yes,No,No,No,Yes,No,2 weeks,1 week,HR,HR,H Mangr.,HR,HR,1 week,No,Yes,Hiring Manager / Dept& 2nd Level Manager,Yes,Build a sign-offoffer,1: HR finalize Comp & Ben,Go to Endorsed selected candidates-list,1,2,Consolidate discussion againstprofile,Reference check(if not already done),Offer to candidate,HR / H Mangr.,Issue & sign contract,D-dayMinimum1 week before,D-day,Work space Administration & Documentation Transfer regulations if applicable Mentor / coach / buddy to be identified Planning of next formal meetings,Organizational announcement Induction / training program (1/2 1 day) Induction into Company Values Receive Employee handbook, Oerlikon brochure, Annual Report, News Letters, etc. Final paper work HR & Compensation Employee Badge Company Orientation: Introduction to others (office tour and get to know different departments department heads present themselves) Establish Buddy system Family day invitation Feedback loop to HR and line manager on progress,1 week,Feedback to other Candidates /Include in Talent Pool,PreparationBefore first day,HRH Mangr.,4,4,Maintain Contact,Onboarding:Be there!Supervisor & HR(welcome),5,5,3,3,Candidate spend a day at the HQof Segment or Group,7,8,9,Employee feedback,Probation Discussion& Documentation,Ask for feedback from Line,End ofProbation & notification to employee,6,X,X,D-Day + 2 weeks,Depending onthe planning of formal meetings,End Probation,6,Finalize developmental discussion Finalize Individual Development Plan (IDP) Finalize Goals setting for the remaining of the Performance period.,HR,Line & HR,Accept,HR,Yes,No,Exit strategy and go to Hiring Requisition,10,11,Best Practice Documentation,Strategic Workforce PlanningHiring RequisitionJob DescriptionKick-off MeetingExternal Posting BrandingTelephone Screening,Examples of Best Practices,Buddy SchemeOnboarding ChecklistInduction ProgramFeedback after probationIndividual Development Plan (IDP),