Hi Sushma,
For Domestic Recruitment, the following assume importance:
1. Sources of recruitment
2. Recruitment methodology/process
3. Recruitment tools - i.e. tests/interactive interviews/group discussions/panels/forums/tech.competence evaluation, et al.
4. Sequential flow - which process first, which next and so forth...
5. Measurement scale/weightages/parameters
Typically, it varies from industry to industry. For instance, it is generally different for IT, BPO (ITES), hotels, pharma, manufacturing, engg., etc., mostly dependent upon industry practices and/or organizational needs. The flowchart, hence, will vary.
Hence, the first question would be: which industry/sector are you associated with, next being the type of skill-sets you need, the levels of seniority you need, the demand-supply situation of defined skill-sets, etc.
Recruitment flows are customized to your organization, and others' flows may not serve your exact needs. The need is to brood over your organizational/positional needs and then design one. It is an easy exercise.
The flow chart may include either or some of the following:
1. Sequence of tests/interviews - which ones first, next and so on...
2. Who/which panel/individuals/departments including, of course, HR, to conduct which process (For instance, technical interview/test may be conducted by a technical department personnel at a particular level)
3. The type of test/interview to be conducted - there may be many types.
4. The process of screening/weeding out/evaluating/scoring/shortlisting job prospects and who to do so.
5. Timelines for the conduct of such evaluation tests/interviews.
Your flow is thus ready.
Rahul Kumar