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Recruitment

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recruitment process and real time recruitment process

Recruitment

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Recruitment
Recruitment refers to the process of attracting, screening, and selecting a qualified
person for a job.

                              Recruitment
                                           Planning the human resource
      Human Resource                       according the organization
         Planning                          requirements

                                           Job Analysis includes two steps -
                                           Job Description (Describes the job)
         Job Analysis
                                           & Job Specification(Specifies the
                                           skills required in candidate

                                           Application Pooling is getting the
          Application
                                           applications basing the Job
           Pooling
                                           Analysis to get the best talent.



           Selection                       Selection includes the various tests



                                           Interview is the final step in most
           Interview                       of the organizations. This step
                                           mostly includes the negotiation.


                                           Placement is nothing but a
          Placement
                                           induction program.




            1                                              0809 666 5156
Real Time Recruitment Cycle




What is Recruitment Cycle?
Recruitment Cycle consists of many steps. The real time scenario of Recruitment cycle
is as follows:
1.   Obtaining job requirements from the concerned department / line managers

        The first process in recruitment is obtaining the job requirements from the
        concerned department / line managers.
        Different employer will have different requirement. Also, single employer
        may have different requirements.
        Each employer will have their own specification for their job requirements like
        age, gender, background, subject knowledge, experience etc.
        Clear understanding of these requirements is very important as it would spoil
        the whole recruitment process if misunderstood.
2. Analyzing the job requirements

              This is nothing but Job analysis.
              Perform a job analysis and document the job description.
3. Sourcing the candidates
There are many methods of sourcing like –
Advertisements, a common part of the recruiting process, often encompassing
multiple media, such as the Internet, general newspapers, job ad newspapers,
professional publications, window advertisements, job centers, and campus
graduate recruitment programs;
Recruitment Web Portal research, which is the proactive identification of relevant
talent who may not respond to job postings and other recruitment advertising
methods




              2                                              0809 666 5156
Recruitment Consultants – basically they are HR recruitment consulting professional
who understands the job description from the employer and help to identify the
right candidate accordingly.
Employee Referrals – This is one of the best methods where the employer seeks the
help 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 the
employer to find a suitable candidate through his reference.
Word-of-mouth referrals – This is obtained through friends, relatives and other
known people. This also helps to a large extent.
4. Screening and filtering

             This is one of the critical and time-consuming processes. The complete
             data base has to be screened and the profiles which fit the relevant
             job description need to be filtered.
             Factors for filtering are age, background, experience, subject-
             knowledge, communication skills, achievements in the past etc
             Possibilities are there that most matching profiles might be ignored by
             oversight, unfit profiles might be filtered for lack of adequate
             knowledge. 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 the
           candidate 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 job
           requirements and also the fact that the concerned candidates are
           interested in attending the interview, the recruiter arranges for the first
           round of technical interview.
         ☻ This also involves confirming the availability of the concerned line-
           manager who is going to interview the candidates.




            3                                               0809 666 5156
☻ Some organizations have the policy of conducting a preliminary
            written / online test before the interview. Preliminary tests mostly are
            in the format of objective type questions with multiple options and the
            candidate has to select the right answer.
7. Feedback of the interviewer
- After the interview is over, the recruiter has to obtain the opinion of the
interviewer.
- At this stage, the opinion of the interviewer is very important as the chances of
rejection 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 to
     mark the concerned profile as short-listed.
   ☺ Then, inform the candidate accordingly.
9. Arranging final round of interview with managers
A final round of technical interview with the concerned reporting manager is
compulsory.
Here, the mentality of both the interviewer and interviewee travels in the same path
that they might work together if the situation goes well.
10. Arranging HR round of interview to finalize the terms
Here comes the stage whereby the recruiter obtains a ‘go-ahead’ from the
interviewer.
Then, discussing the terms like date of joining, salary package and other perquisites,
joining formalities etc.
11. Issuing the offer letter
At this stage, after mutual consent, the recruiter issues a formal offer letter to the
selected 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 current
employer.



             4                                                0809 666 5156
12. End of Recruitment Cycle:
Recruitment cycle will not be considered as complete without the candidate actually
joining 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 reasons
like –
- he might have gotten some other offer or
- using this offer letter, would have negotiated with his company for salary
increment or
- he would have changed his mind about the job-shift.
Hence, it becomes the responsibility of the HR division to ensure that the candidate
who has been issued offer letter joins duty on the committed date. Also, the HR
managers should be able to keep alternate solutions during situations when the
candidate does not join the duty.




             5                                               0809 666 5156

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Recruitment

  • 1. Recruitment Recruitment refers to the process of attracting, screening, and selecting a qualified person for a job. Recruitment Planning the human resource Human Resource according the organization Planning requirements Job Analysis includes two steps - Job Description (Describes the job) Job Analysis & Job Specification(Specifies the skills required in candidate Application Pooling is getting the Application applications basing the Job Pooling Analysis to get the best talent. Selection Selection includes the various tests Interview is the final step in most Interview of the organizations. This step mostly includes the negotiation. Placement is nothing but a Placement induction program. 1 0809 666 5156
  • 2. Real Time Recruitment Cycle What is Recruitment Cycle? Recruitment Cycle consists of many steps. The real time scenario of Recruitment cycle is as follows: 1. Obtaining job requirements from the concerned department / line managers The first process in recruitment is obtaining the job requirements from the concerned department / line managers. Different employer will have different requirement. Also, single employer may have different requirements. Each employer will have their own specification for their job requirements like age, gender, background, subject knowledge, experience etc. Clear understanding of these requirements is very important as it would spoil the whole recruitment process if misunderstood. 2. Analyzing the job requirements This is nothing but Job analysis. Perform a job analysis and document the job description. 3. Sourcing the candidates There are many methods of sourcing like – Advertisements, a common part of the recruiting process, often encompassing multiple media, such as the Internet, general newspapers, job ad newspapers, professional publications, window advertisements, job centers, and campus graduate recruitment programs; Recruitment Web Portal research, which is the proactive identification of relevant talent who may not respond to job postings and other recruitment advertising methods 2 0809 666 5156
  • 3. Recruitment Consultants – basically they are HR recruitment consulting professional who understands the job description from the employer and help to identify the right candidate accordingly. Employee Referrals – This is one of the best methods where the employer seeks the help 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 the employer to find a suitable candidate through his reference. Word-of-mouth referrals – This is obtained through friends, relatives and other known people. This also helps to a large extent. 4. Screening and filtering This is one of the critical and time-consuming processes. The complete data base has to be screened and the profiles which fit the relevant job description need to be filtered. Factors for filtering are age, background, experience, subject- knowledge, communication skills, achievements in the past etc Possibilities are there that most matching profiles might be ignored by oversight, unfit profiles might be filtered for lack of adequate knowledge. 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 the candidate 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 job requirements and also the fact that the concerned candidates are interested in attending the interview, the recruiter arranges for the first round of technical interview. ☻ This also involves confirming the availability of the concerned line- manager who is going to interview the candidates. 3 0809 666 5156
  • 4. ☻ Some organizations have the policy of conducting a preliminary written / online test before the interview. Preliminary tests mostly are in the format of objective type questions with multiple options and the candidate has to select the right answer. 7. Feedback of the interviewer - After the interview is over, the recruiter has to obtain the opinion of the interviewer. - At this stage, the opinion of the interviewer is very important as the chances of rejection 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 to mark the concerned profile as short-listed. ☺ Then, inform the candidate accordingly. 9. Arranging final round of interview with managers A final round of technical interview with the concerned reporting manager is compulsory. Here, the mentality of both the interviewer and interviewee travels in the same path that they might work together if the situation goes well. 10. Arranging HR round of interview to finalize the terms Here comes the stage whereby the recruiter obtains a ‘go-ahead’ from the interviewer. Then, discussing the terms like date of joining, salary package and other perquisites, joining formalities etc. 11. Issuing the offer letter At this stage, after mutual consent, the recruiter issues a formal offer letter to the selected 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 current employer. 4 0809 666 5156
  • 5. 12. End of Recruitment Cycle: Recruitment cycle will not be considered as complete without the candidate actually joining 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 reasons like – - he might have gotten some other offer or - using this offer letter, would have negotiated with his company for salary increment or - he would have changed his mind about the job-shift. Hence, it becomes the responsibility of the HR division to ensure that the candidate who has been issued offer letter joins duty on the committed date. Also, the HR managers should be able to keep alternate solutions during situations when the candidate does not join the duty. 5 0809 666 5156