1 0809 666 5156RecruitmentRecruitment refers to the process of attracting, screening, and selecting a qualifiedperson for ...
2 0809 666 5156What is Recruitment Cycle?Recruitment Cycle consists of many steps. The real time scenario of Recruitment c...
3 0809 666 5156Recruitment Consultants – basically they are HR recruitment consulting professionalwho understands the job ...
4 0809 666 5156☻ Some organizations have the policy of conducting a preliminarywritten / online test before the interview....
5 0809 666 515612. End of Recruitment Cycle:Recruitment cycle will not be considered as complete without the candidate act...
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Recruitment 13445160865677-phpapp01-120809075825-phpapp01

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Recruitment 13445160865677-phpapp01-120809075825-phpapp01

  1. 1. 1 0809 666 5156RecruitmentRecruitment refers to the process of attracting, screening, and selecting a qualifiedperson for a job.RecruitmentPlanning the human resourceaccording the organizationrequirementsJob Analysis includes two steps -Job Description (Describes the job)& Job Specification(Specifies theskills required in candidateApplication Pooling is getting theapplications basing the JobAnalysis to get the best talent.Selection includes the various testsInterview is the final step in mostof the organizations. This stepmostly includes the negotiation.Placement is nothing but ainduction program.Human ResourcePlanningJob AnalysisApplicationPoolingSelectionInterviewPlacement
  2. 2. 2 0809 666 5156What is Recruitment Cycle?Recruitment Cycle consists of many steps. The real time scenario of Recruitment cycleis as follows:1. Obtaining job requirements from the concerned department / line managersThe first process in recruitment is obtaining the job requirements from theconcerned department / line managers.Different employer will have different requirement. Also, single employermay have different requirements.Each employer will have their own specification for their job requirements likeage, gender, background, subject knowledge, experience etc.Clear understanding of these requirements is very important as it would spoilthe whole recruitment process if misunderstood.2. Analyzing the job requirementsThis is nothing but Job analysis.Perform a job analysis and document the job description.3. Sourcing the candidatesThere are many methods of sourcing like –Advertisements, a common part of the recruiting process, often encompassingmultiple media, such as the Internet, general newspapers, job ad newspapers,professional publications, window advertisements, job centers, and campusgraduate recruitment programs;Recruitment Web Portal research, which is the proactive identification of relevanttalent who may not respond to job postings and other recruitment advertisingmethodsReal Time Recruitment Cycle
  3. 3. 3 0809 666 5156Recruitment Consultants – basically they are HR recruitment consulting professionalwho understands the job description from the employer and help to identify theright candidate accordingly.Employee Referrals – This is one of the best methods where the employer seeks thehelp of his own employees to fill up the job vacancies. As a token of appreciation,some employers offer an attractive cash incentive to those employees who help theemployer to find a suitable candidate through his reference.Word-of-mouth referrals – This is obtained through friends, relatives and otherknown people. This also helps to a large extent.4. Screening and filteringThis is one of the critical and time-consuming processes. The completedata base has to be screened and the profiles which fit the relevantjob description need to be filtered.Factors for filtering are age, background, experience, subject-knowledge, communication skills, achievements in the past etcPossibilities are there that most matching profiles might be ignored byoversight, unfit profiles might be filtered for lack of adequateknowledge. Hence, adequate care needs to be taken in this process.5. Interaction with candidates☼ This is a step whereby the recruiter comes to know more about thecandidate through direct conversation through phone conversations,mail exchanges, and face-to-face discussions.☼ This basically helps the recruiter to know about their strength &weakness, capability & inability.6. Arranging Interview☻ After ensuring that the filtered profiles match the relevant jobrequirements and also the fact that the concerned candidates areinterested in attending the interview, the recruiter arranges for the firstround of technical interview.☻ This also involves confirming the availability of the concerned line-manager who is going to interview the candidates.
  4. 4. 4 0809 666 5156☻ Some organizations have the policy of conducting a preliminarywritten / online test before the interview. Preliminary tests mostly arein the format of objective type questions with multiple options and thecandidate has to select the right answer.7. Feedback of the interviewer- After the interview is over, the recruiter has to obtain the opinion of theinterviewer.- At this stage, the opinion of the interviewer is very important as the chances ofrejection happen if he doesn’t like the performance of the candidate.8. Short-listing the candidates☺ If the interviewer rates the candidate positively, then the recruiter has tomark the concerned profile as short-listed.☺ Then, inform the candidate accordingly.9. Arranging final round of interview with managersA final round of technical interview with the concerned reporting manager iscompulsory.Here, the mentality of both the interviewer and interviewee travels in the same paththat they might work together if the situation goes well.10. Arranging HR round of interview to finalize the termsHere comes the stage whereby the recruiter obtains a ‘go-ahead’ from theinterviewer.Then, discussing the terms like date of joining, salary package and other perquisites,joining formalities etc.11. Issuing the offer letterAt this stage, after mutual consent, the recruiter issues a formal offer letter to theselected candidate.It takes the form of either signed hard copy or scanned signed copy.This will help the concerned candidate to put in his resignation letter to his currentemployer.
  5. 5. 5 0809 666 515612. End of Recruitment Cycle:Recruitment cycle will not be considered as complete without the candidate actuallyjoining duty.It’s not that all candidates who accept the offer joins the organisation.The candidate cannot guarantee that he would join the organization for the reasonslike –- he might have gotten some other offer or- using this offer letter, would have negotiated with his company for salaryincrement or- he would have changed his mind about the job-shift.Hence, it becomes the responsibility of the HR division to ensure that the candidatewho has been issued offer letter joins duty on the committed date. Also, the HRmanagers should be able to keep alternate solutions during situations when thecandidate does not join the duty.

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