Essentials of a right recruit

1. The Right Recruit
Monisha Syamalanathan

2. Simple Definitions
• It is a process of finding and attracting capable applicants for
the employment
• It refers to a process of attracting, screening, selecting and
onboarding a qualified person for a job.
• Recruitment is understood as a process of searching for and
obtaining applicants for the job , from among whom the right
people can be selected.

3. A Train Journey
• An organization is like a train with a destination far off
• We see people enter the train at various stations and get down at
their defined stations
• In the same way we can see that people join the firm at various stages
• Some stick on and continue in the journey of the train
• Some get off at an early station and some later
• We have to recruit only those employees who would stick on for
most part of the journey and travel in the same direction

4. Your First Step
• The most important part is job
analysis and developing a
specification. That is, to document
actual or intended requirements of
the job.
• JDs consist mainly of the following
elements
o Duties and responsibilities
o Contributions and outcomes
required of by the position
o Educational requirement and
the experience level
o Reporting relationship

5. Sourcing Candidates
• Screening and Selection of
Resumes
• Candidates can be sourced
from internal
applicants, networking, adverti
sing or job consultants
• The sourced candidates are
assessed based on their
skills, knowledge, aptitude, qu
alification and job related
experience.
• They are mapped along with
the Job Description prepared
and the best few are
shortlisted for the first round
of interview

6. Interviewing
• First round is usually conducted by an external recruitment
agency or in-house by HR Professionals
• Behavioral aspects and skill sets are evaluated.
• Those who qualify the HR Round will undergo a Technical
round of interview
• Selected candidates are then
negotiated on salary and joining dates
• The best right candidate is hired

7. How to approach candidates
• Candidates are sourced through consultancies, networking or
database from advertisements. Professional sites available are a
crucial media
• The candidates are briefed on the company requirement of the
particular position
• An assessment is done to match the company interest and the
candidate interest
• If the candidate is interested then his skill sets are analyzed

8. What are the essentials to look for in a
candidate
• Do not leave focus from the Job Description
• Do a thorough reference checking
• Focus on behavioral based questions
• Concentrate on candidates who have goals relating to skill and
career development
• Focus on the gaps in the resume
• Be cautious of candidates who badmouths previous employees
or co-workers

9. Create Your Employer Brand
• Recruitment is not just a process where the Employee selects a
candidate, it is also where candidate screens the company and
the job vacancy
• Use networking sites to highlight the company benefit scheme
to show that its the best place to work
• While interviewing discuss more on the career progress the
candidate has with the firm

10. Closing of the interview
• Before closing the
interview, give the candidate a
chance to clear queries if any
• Brief them on the Post
interview activities and a
timeline as to when they can
hear from you
• Wind the interview with a
formal handshake
• Do not forget to provide the
candidate with a Thank You
email for having been
participated in the entire
interview procedure patiently

11. Background checks
• To save organizations time
and money in the recruiting
, hiring and training process
• Safety and security aspect
• To see that employee has
not forged on educational
qualification

12. Thank You