HR Process

Each organization works towards the realization of one vision. The same is achieved by the formulation of certain strategies and execution of the same, which is done by the HR department. At the base of this strategy, formulation lies various processes and the effectiveness of the former lies in the meticulous design of these processes.

The following are the various HR processes:

  1. Human resource planning (Recruitment, Selecting, Hiring, Training, Induction, Orientation, Evaluation, Promotion, and Layoff).
  2. Employee remuneration and Benefits Administration
  3. Performance Management.
  4. Employee Relations.

The efficient designing of these processes apart from other things depends upon the degree of correspondence of each of these. This means that each process is subservient to other.


End to end recruitment management starting from job requisition workflow, customizable hiring workflow to managing & tracking candidates and automated offer letter generation.

Core HR

  • Centralized & Flexible Employee Database
  • Org Charts
  • Custom Employee Profiles
  • Attendance Management (Biometric Integration, Location-based attendance)
  • Leave/Time-off tracking
  • Roles and Permissions
  • Company calendar for tracking key events


Choose from a range of options for your employees to mark attendance (Location check-in, Biometric, IP Restricted Web clock-in). Configure any leave and manage requests easily.

Employee Payroll Management

  • Payroll & Taxation
  • Simple tax declarations
  • Easy expense claims and reimbursements
  • Benefits Management
  • Generate local and national statutory compliances
  • Detailed analytics and MIS reporting
  • Seamlessly integrate with other Darwinbox modules
  • Custom-built integrations with existing ERP platform
  • Flexible compensation structure (Benefits/Allowance Management)

There are no easy hacks when it comes to getting the most out of your hiring process, but applying some of these tactics will greatly improve the quality of your candidates, as well as other relevant metrics such as time to hire and cost per hire.

1. Identify which steps have room for improvement

Try to be completely realistic with your hiring process and analyze your data. Do you have a low number of applicants with a large number of visits to your job ads? Is the amount of qualified candidates very low compared to the total amount of applicants? Perhaps your time to hire is absurdly long and you need to fill your vacancies quickly.

2. Plan ahead

The first line of work is for the HR team to talk to the departments that need to hire new talent. There is often a discrepancy between the kind of employee that the department needs and the kind of employee that the HR team thinks is a good fit. If the two sides communicate well, they can establish exactly the kind of people the company needs in the future.

3. Help candidates apply more easily

If you take a look at your data and see a poor ratio of job ad visits to applications, it’s time to examine your application process. According to research, more than 60% of candidates drop out mid-way through their applications because the process is either too complex or takes too much time. Here are some of the ways you can help them apply more easily.

4. Reduce the time needed to screen candidates (and use skills-testing instead)

In modern hiring, there are many obstacles to overcome, and one of the biggest is the sheer volume of applicants. As we’ve written before, the average job opening gets about 250 applicants. If you’re hiring remotely, that number will be significantly higher. For example, our own digital marketer job opening attracted 720 candidates, 61 of which were qualified, and only a handful were called in for an interview.

5. Do an interview only with the candidates worth your time

When you see all the great applications rolling in, with extensive experience, excellent test results and flawless CVs, you may be tempted to call in everyone you like for an interview. Having many great applicants is a good problem to have, but only the very best should make it to the interview stage.

6. Keep in touch with the previous candidate rejected at later stages

Rejection can be hard for both parties involved. It’s even harder to say no to a candidate that almost got hired, but nuances made you choose someone else for the role. The good news is that these rejected candidates can be a great asset to your talent pool and a way to optimize your hiring process.

HR process automation refers to automating repetitive administrative processes in your organisation. It helps you to:

  • Save time: HR process automation eliminates the need to manually resolve repetitive queries as a consequence, managers save time. They can now transfer the time saved from repetitive tasks to analytics and strategic decision making.
  • Increase workflow efficiency: Automating repetitive tasks/ repetitive parts of a process speeds up the entire process. For example, automating Helpdesk eliminates the manual effort of assigning employees to the right person in the organization and reduces the time taken to resolve tickets. As a result the overall effectiveness of the process improves.
  • Reduce cost: Automation reduces the errors of administrative tasks and paperwork. It also reduces opportunity cost/ implicit cost. That is the cost incurred on spending more time on repetitive administrative work rather than productive tasks (devising and implementing strategies, HR analytics, etc).

To sum up, HR process automation helps in improving the overall effectiveness of a process by eliminating blockades and inefficiencies. It saves cost and time which in turn improves ROI, employee productivity and efficiency.