Powerpoint for Graduate Rotational Internship Program - APRIL-2022

1. Different & Effective ways of
Recruitment
Graduate Rotational Internship Program - #GRIPAPRIL22- The Spark Foundation
By: - Kalyan Nemani

2. Human Resource Management
 Human Resource Management is the process of recruiting, selecting, inducting employees, providing
orientation, imparting training and development, appraising the performance of employees, deciding
compensation and providing benefits, motivating employees, maintaining proper relations with employees
and their trade unions, ensuring employees safety, welfare and healthy measures in compliance with labour
laws of the land.
 Human Resource Management deals with the management functions like planning, organizing, directing
and controlling
 It deals with procurement of human resource , training & development and maintenance of human resource.
 It helps to achieve individual, organizational and social objectives
 Human Resource Management is a multidisciplinary subject.
 It includes the study of management, psychology, communication, economics and sociology.
 It also deals with building team spirit and team work.
 It is a continuous process.
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3. Recruitment
 Recruitment is the process of identifying, attracting, interviewing, selecting, hiring and
onboarding employees in an organization. The aim is to find the most suitable candidate for a
job role.
 Various types of recruitment processes help address an organization’s needs and
expectations. Such processes also address several key aspects such as:
 The need for hiring, screening and onboarding candidates
 The need for human resources (HR) management
 The need to expand skill sets and knowledge
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4. Types Of Recruitment
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Internal Recruitment
Internal bases of employment refer to
appointment employees within the group
internally. In other words, candidates
looking for the diverse positions are
those who are presently employed with
the similar organization.
At the time recruitment of teams, the
initial contemplation should be given to
those staffs who are presently working
within the organization. This is an
significant source of staffing, which
delivers the chances for the growth and
utilization of the current resources within
the organization.
External Recruitment
External bases of recruitment, refer to hiring
staffs outside the organization outwardly. In
other words, the candidates seeking job
chances in this case are those who are
external to the organization.
External employees carry innovativeness and
fresh opinions to the organization. Though
hiring over external sources is a bit costly and
tough, it has marvellous potential of driving
the organization forward in achieving its
goals. Let us now debate in detail the
numerous external sources of recruitment.

5. Internal Recruitment
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Internal recruiting is the process of filling vacancies within a business from its existing
workforce. This is unlike external recruiting, when a business looks to fill vacancies from
outside. In a year where the recruitment landscape has looked very different, internal
recruiting can be a great way to fill roles, fast.
Types of Internal Recruiting
Promotions: The most widely used form of internal recruiting is the one everybody hopes for –
a promotion.
Transfers: A transfer typically entails moving to the same job at a different location or a similar
level job in a different department.
Employee referrals: A hiring manager’s dream – and an often overlooked type of internal
recruiting. Having a system in place to encourage and gamify the employee referral process
will help to ensure you see a constant stream of employee-referred candidates.

6. External Recruitment
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External recruitment is the assessment of an available pool of job candidates, other than
existing staff, to see if there are any sufficiently skilled or qualified to fill and perform existing
job vacancies. It is the process of searching outside of the current employee pool to fill open
positions in an organization.
Job Boards: Post your client’s opening on the top job boards to recruit external candidates.
The job advertisement should include a detailed description. Include the skills and qualities
your client is looking for.
Social Media: Use social media recruiting to find outside candidates. If a job seeker has never
worked for your client, you will need to build trust with them. Interact on social media
consistently to form relationships.
Website: Include job openings on your recruiting website. Your clients can also advertise jobs
on their websites. The more you advertise a position, the larger your candidate pool becomes.
Increasing the number of interested candidates helps you find a good match for your client.

7. Different & Effective Of Recruitment
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Applicant tracking systems
Applicant tracking systems are software
systems recruiters use to organize their hiring
process. Typically, these systems help them:
• Collect applicant information, like
resumes or cover letters
• Organize candidates, like grouping them
based on experience or skill sets
• Filter applications, like separating the
ones that best meet the job criteria
Virtual reality communications
Virtual reality communications are another emerging
recruitment technology that hiring managers can use
to help them create immersive interview experiences.
Some examples of how you might use this system
during your hiring process are:
• Meeting virtually in three-dimensional spaces with
candidates
• Introducing applicants to the company office
virtually
• Showing workplace culture with immersive
experiences

8. Different & Effective Of Recruitment
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Social Media Platforms
Social media platforms can offer you spaces
to promote your job postings to potential
applicants. Using this technique is beneficial
because it may help you reach potential
candidates who weren't planning on seeking a
new position. Allowing them to see
opportunities for leadership, better benefits
or higher pay might interest them in
potentially applying.
Another way you can use social media
platforms is to post about a position you're
hiring for on your own account.
Digital Job Postings
Digital job postings are useful for recruiters because
they can more widely share their job descriptions. With
technology advancements, there have been
increasingly more digital platforms that allow
candidates to search for job openings. Example of
these digital platforms is LinkedIn, Indeed Job Search,
etc. Sharing and promoting job openings, across
different digital platforms, is beneficial to help
recruiters attract broader audiences.

9. Different & Effective Of Recruitment
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Networking Events
HR events, job fairs, open houses, seminars,
and conferences offer a perfect recruitment
platform. HR professionals with relevant and
sustained relationships can easily acquire
candidates and interns from different
disciplines at these events. These events can
also be leveraged to offer candidates a VR
experience. Virtual reality will give your
potential employees a realistic picture of your
company and culture through an engaging
video!
Mobile Recruitment and Video
Interviewing
A mobile recruitment strategy is no longer an option. In
fact, it is the only way to connect with Millennials and
Gen Z candidates. A mobile-responsive recruitment
process will ensure that you are easily accessible for
busy job-seekers and don’t miss out on talented
candidates who are always on-the-go.
Video interviewing is a relatively new recruitment
method that makes it much easier for recruiters to
screen candidates while ensuring a convenient and
positive candidate experience. With video interviews,
recruiters can ask unlimited questions and view the
responses at a convenient time.

10. Different & Effective Of Recruitment
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Integrity Tests
Integrity tests reveal the behavioral traits of
an applicant. Such tests effectively identify a
person’s trustworthiness, propensity for
honesty, and dependability. By using integrity
tests, you can hire a candidate who has a
higher likelihood of displaying positive
behavior in the workplace.
Talent Pool Database
Your talent pool has candidates that were not hired but
good enough to be saved for future job openings. So,
when a new vacancy opens up, searching your talent
pool for suitable candidates helps save time.

11. Steps for Referral on LinkedIn
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Respect
Ask
Send
Connect
Keep
Research

12. Steps for Referral on LinkedIn
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LinkedIn is always a place for me to seek professional networking. If you've had your eye on a
specific role or have always wanted to work for a particular company, referrals are one of the
best ways to get your foot in the door.
There are three steps to getting a successful referral through LinkedIn:
• Find the right person
• Send the right message
• Follow up
Keep in mind that people are busy. Respect their time. Most of these people get a lot of
messages on LinkedIn. You do not want your message to be ignored among the other
messages.
With the right message sent to the right folks, you will most likely get a lot of referrals from
multiple amazing people.

13. Whom should you send the message?
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• Find people who are working in your target company.
• Prefer people who are working in the same domain. As in, if you're a frontend developer, it
is better to ask a frontend developer to refer you for the available position. They can judge
you better based on your resume and your skills.
• LinkedIn allows you to send messages to a limited number of people. Prefer people who’ve
been active on LinkedIn in the past one month. Here, activity means a
like/comment/post/share

14. What should you include in the message?
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Follow these DOs and DONTs to decide what to send.
• Cut the small talk and get to the point. Don’t drop a "Hi" and wait for the other person to
respond back to continue the conversation.
• Provide proper context. Don’t just send a straight "Can you refer me?" without any
context.
• Keep the message informative. Send your message with the proper job id and URL of the
opening (from company career page, LinkedIn, etc).
• Sell yourself. If you’ve something to showcase, mention that.
• Example: any tech talk that you've delivered, any open-source contributions that you have
made, your personal website, etc.
• Create a template. Following a proper template of the referral message which includes the
above points will make it easier for you to apply to multiple roles.

15. What to do after sending the message?
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• With the right message sent to the right folks, you will most likely get a lot of referrals from
multiple amazing people.
• People are busy and may not respond to or even read your message immediately. If you do
not get a reply, send a follow-up message after a few days. Send at max 2-3 followups
spread across 10-15 days. If it still doesn't work, try to find someone else for a referral.

16. Conclusion
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An effective recruitment and selection process reduces turnover, we also get much better
results in our recruitment process if we advertise specific criteria that are relevant to the job.
Include all necessary skills, and include a list of desired skills that are not necessary but that
would enhance the candidate's chances. If we fail to do this, we might end up with a low-
quality pool of candidates and wind up with limited choices to fill the open position.
When we choose a candidate based upon the qualifications demonstrated in the resume, the
interview, employment history and background check, we will land the best fit for the position.
Based on our decisions about a specific candidate upon specific evidence rather than any gut
instincts.
The recruitment and selection process is the time we not only identify a candidate who has the
experience and aptitude to do the job that we are looking to fill, but also to find someone who
shares and endorses our company’s core values.

17. Thank You