The document discusses the importance of recruitment and outlines the typical recruitment process. It begins by explaining the key steps in recruitment: job analysis, job description, and job specification. These steps are used to identify the skills and qualifications needed for a role and to attract suitable candidates. The purposes of recruitment are then given as providing a pool of candidates, attracting people to achieve organizational goals, and building a positive impression. Common recruitment methods like internal and external sourcing are also described. The summary concludes that recruitment is vital for organizations to attract qualified people to perform jobs well and engage employees to meet goals, and poor recruitment can be very damaging through unnecessary costs.

1. Chapter # 4
Scope of Recruitment

2. “Recruitment Is The War Of Talents”
Finding the right talent will be very challenging for enterprises.
Globalization of knowledge has increased the strength of recruitment and internet has transformed the
traditional human resource practices in to a new era.
There are 3 things prepared by HR department for a job role and the applicants generally should match
the following main 3 categories before he/she apply for the Job.
 Job Analysis (JA)
 Job Description (JD)
Job Specification (JS)
Every organisation small or big will carry out this process and every organisation will have a recruitment
policy which is to make sure the recruitment process will be performed systematically and the recruited
employees all of these should be matched and linked with the overall organisation goal/strategy.
Purpose of Recruitment
The general purpose of recruitment to
 provide the organisation with a pool of aspirants from which to select people to fill
specific position and not only that but also
To attract ad engage people it needs to achieve its overall organisational objectives
 Build positive impression of the recruitment process
 Recruit right people who will fit in to organisations culture and contribute to the
organisations goals

3. Job Analysis
Production Assistant
Job specification of Production Assistant include job
requirements:
1. Professional certificate or a Diploma in production is an
advantage.
2. Good knowledge of regulatory requirements,
housekeeping, health and safety.
3. 3 to 5 years plus experience in a similar capacity is an
advantage.
4. Excellent interpersonal and communication skills and
ability to liaise with various support groups.
5. Able to perform stamping die adjustment and
troubleshooting.
6. Willing to take up challenge, mature and independent
character.
7. Able to work overtime and under pressure, good written
and communication skills.
8. Previous experience of people-management and
demonstrated ability in people motivation, organizing and
team building is required.
9. Solid record of attention to detail and strict adherence to
procedures.
Example:
Job Analysis (JA)
Job analysis is the foundation for almost all HRM
activities and it is linked to all the activities.
“Is a process of gathering, assessing and
recording information”
Things to remember when carrying out JA
 That the job description and person
specification is matching and accurate
 Remember focus of the job analysis is the job
itself not the person doing the job.
 Job analysis provides a foundation for many
HR activities, including
 Writing job descriptions and person profiles
for recruitment and selection;
 Defining job responsibilities and performance
criteria for performance planning
 Designing training and development
programmes
Different ways of
conducting a Job Analysis
Interviews
Questionnaires
Checklists
Observation
Technical Conferences

4. JOB DESCRIPTION
Production Worker
DIVISION: Manufacturing JOB TITLE: Production Worker
JOB NUMBER:INNNB6700
REPORTS TO:Supervisor/ Manager
JOB PURPOSE: To perform a variety of operational functions that constitutes the
production, inspection and distribution of products or services for commercial customers.
ESSENTIAL DUTIES AND RESPONSIBILITIES
• Performs assignments in accordance with established safety policies and procedures.
• Adheres to the Quality Policy, including all items assigned to this position in accordance
with ISO policies.
• Complies with the work rules and standards set forth in the Production Worker
Handbook.
• Refers to work order or procedural instructions appropriate for each job, function or
assignment before commencing work.
• Maintains good housekeeping and clean work areas in assigned work sites.
• Assures that all work assigned to position is performed in accordance with
specifications, instructions and requirements.
•Demonstrates ability to meet production standards on specific assignments within a
reasonable time, depending on the degree of difficulty of their job functions.
QUALIFICATIONS
Experience, Competencies and Education
Must possess an education or experience level that permits the employee to effectively
communicate and perform duties, assignments and responsibilities of the job.
Language Skills
Ability to read, analyze and interpret the most documents relating to the job, function or
assignment.
Reasoning Ability
Ability to make decisions when identifying in-process problems. Ability to deal with a
variety of job assignments and meet targets.
Example:
Job
Description
(JD)
As the heading says the brief
detail about the job itself what
need to be performed not the job
holder.
It specifies
The general descriptive of around
the job
The responsibilities
whom to report
where to perform
what to perform
Remuneration
work hours, etc.
 Job description should be
simple
 Job description should not
overstate or exaggerate
 Job description should be
produced jointly and agreed

5. Example:
Production Manager
Job
Specification
(JS)
JS is a statement of skills,
knowledge and attitudes needed
to effectively perform a job and
together with any specific
qualifications, experience or other
job related attributes which a
person might reasonably
expected before appointed for a
position.
Example:
Typing skill – 60 words per
minute
Computer literacy – good in
Microsoft Office Application
(Word, Excel, Power Point,
Access)
Having Clean heavy truck and
forklift Driving licence will be an
advantage

6. Recruitment policy of an Enterprise (Example)
Recruitment Policy of An Enterprise
(Example)
Introduction
In order to avoid child labour it is compulsory that applicant should have reached 16 year s old at the
time of application
It is a compulsory requirement that employees follow & obey these recruitment guidelines and follow
the steps in recruiting new employees or in processing the internal applicants.
Every application processed by the HR department should match the Job Description, Job
Specification and Person Specification created for each vacancies.
Every recruitment process should be carried out following these policies.
Every applicant should be local resident of the job vacant country or should hold a legal work
permit.
Ensure Equal opportunity
According to the Human Rights Act 1993 we make sure that we treat with respect every single
applicant and employees.
We treat everybody equally and promote equal opportunity despite the age, sex, race, colour,
religion, social status or wealth.
We want be biased under any circumstances to anyone
We prohibit discrimination in employments and take serious action again discriminators and in the worst
case they could be sacked under the Human Rights Act 1993

7. Procedure
The line manager/operation manger should identify the job need, write the job description and
should submit to the Human Resource manager.
The Human resource department will carefully prepare the Job description, Job specification and
person specification, the company and the Terms & condition of the employment and the remuneration.
It will get the approval from the Administration department and if necessary from the board of
directors.
HR Department will Consider the most suitable way of obtaining the right candidate. The common
methods we will follow are
Internal
 Employees should have been in the current position minimum for 12 months
 Internal advert within the company notice boards and intranet
 Discuss in minutes of meeting
 Examination of previous application on file or the company database
External (we will use all the possible channels to widen the gene pool)
 Advert within the job centre
 Advert in the local and national press
 Advert in the monthly technical or professional journals
 Adverts in the Internet, Social media, or in our own career website
Probation period
We have assigned a probation period for 6 months for employee we recruit. This is to make sure
further that the candidate is fitting in to our culture and contributing to our organizations goals.
We will analyse the employee’s performance after 1st 3 months following with the training and we analyse
again on 2nd 3 months and we will keep the employee if he/she is performing to our minimum contribution
level and we may dismiss the employee if the contribution is below the considerable level.

8. Designed by: Muzni
Job Applications
Recruitment
Process
Recruitment process is all about
widening the pool or attracting
more applicants .
The diagram below will give you a
brief idea of the process which is
being followed by most of the
enterprises.

9. Recruitment Sources and
Methods
Recruitment Sources
Internal Recruitment
Methods
Transfers
Promotions
Demotion
Upgrading
Retired Employees
External Recruitment
Methods
Graduate Programmes
Media Advertisement
Job agencies / Outsourcing
Employment Exchanges
Labour Contractors
Employee Referrals
Recruitment open days
Personal Recommendation
Internships

10. Internal Recruitment
Pros Cons
It is a lot cheaper
Organisations will save
huge amount of time,
money and energy in
terms of advertising,
recruitment, selection
and induction process.
IR doesn’t bring new
knowledge, skills or
competencies in to the
enterprise.
Offers good
opportunities for
current staffs to
progress further in their
careers
Failure could de-
promote you to the
previous position
Possibility of failure
want be a big issue for
the organisation
As the position
increases the amount
of negative impacts
can be higher (can take
legal actions)
Internal applicants
abilities and skills are
well known
Managers might not
back up or they fail to
identify the skills of
current employees.
External Recruitment
Pros Cons
Fresh blood provides
fresh innovative ideas
and talents
External recruitment is
expensive and takes a
lot of energy and time of
the HRM Department to
handle all the job
candidates in the
selection process.
Brings good
knowledge’s from the
previous company
which we might not have
HR department can be
scrutinised or criticised
badly if the new recruit
didn’t fit the organisation
organization can select
the best candidate, who
fulfils the requirements
and suits the
organization best
Increase diversity
Can increase the
popularity of the
organisation in the job
market
Being specialised in the
relevant skill could
straight away contribute
to the overall
organisations goal.
Very less harm for
refusal or rejection of
the application

11. Most Common Job
Advertisement Methods
Newspaper Advertisements
Career Pages on Company Websites
Subscribe in Job Portals
Job Posters/ Banners
Recruitment Advertising
Videos
HireClix - Interactive Recruitment
Marketing
Social Recruiting - Is Your Company
Using the Power That Is Social
Media.mp4

12. Why Recruitment is so Important?
Recruitment is vital
 In order to attract and choose people who can do their job well
 create good organizational citizens and to engage people in to achieve its overall organisational
goals.
 It also plays significant part in building team players and shaping, maintaining and organisation of
employees to fit in to organisations culture.
How bad recruitment can affect overall performance
Poor decision at the recruitment stage and failure to have this process correctly and
accurately could cause you a lot of grief and potentially be very damaging for years to
your enterprise and will eventually affect our overall organizational goal.

13. Wrong person in your
organisation may cause the
business following costs:
 Advertising cost
 Administrative costs to process the candidate
 Interview costs
 Manager's time (a significant amount of time away from
their normal duties)
 Lost opportunities (eg incomplete projects, disruption)
 Training and development
 Turnover
 Low morale amongst existing staff
 Existing staff may lose motivation
 Occupational Health and Safety (OHS) related costs (eg
staff not being able to cope with the demands of a
particular role)
Approximate
Cost 13 Lacs
Pak Rupees

14. Recruitment Styles in Few Countries
Indian Recruitment process
Mainly from Job Agencies (Placementindia.com, Monsterjobs.com, manpowerindia.net)
The job recruitment agencies in India involves identifying those posts, preparing the job
description and person specification, advertising, management of the response, the
prequalification process, organizing meetings, conducting interviews, making decisions, the
appointment and action.
Most recruitment agencies in India follow these stages in the recruitment process, which are
essentially short list of application, preliminary assessment, written test to judge the work
efficiency of the applicant and final interview and selection.
Chinese recruitment process
Recruitment in China is now more systematic than few decades ago
Involving diverse channels (Internet, Job agencies)
 Including newspaper advertising
Headhunting
 Visits to universities
Internal appointments
as one of the highest populated country in the world the most common
way of recruitment in China specially in manufacturing plants and
major factories are just but word of mouth or referrals by friends or
family members.

15. New Zealand Recruitment Process
Some major companies for example banks follow following recruitment processes
 In house Advertising  Employee referrals
 Graduate Programmes
(warehouse, Telecom)
 Recruitment Agencies (Alliance & SPM
meat factories)
 Executive search consultants
(for specialised roles)
 Other Media Advertising (TV, Radio,
Social Media, Internet)
However each and every company has their own strategy of recruitment
For example:
Telecom New Zealand
•When choosing people for the Leadership Development Programme we use a mix of CV and
application review,
•Ability and personality testing,
•Some phone and face-to-face interviews, and a
•Handful of tasks and discussions on assessment days
•It's a robust process that allows us to look at people in many different circumstances

16. Recruitment Flow Chart
What Skills
do you
have..!
I’ve got
10 years of
industry
skills

17. Recruitment issues and problems
 Maintaining the equal opportunity throughout the process of recruitment including in the job
advertisement
 Lack of English knowledge among many Chinese employees could cause miss interpretations
Finding the right talent and suitable person(s) to the organisation
 Maintaining the confidentiality and privacy of the applicants by the enterprise at all times
during the recruitment process
 Protecting the huge amount of data and storage in our system
 We might not be able to make the recruitment process fast if we get a huge amount of
applications and employees might secure jobs elsewhere by the time we call for interviews.
Conclusion
If there's a position vacant the HR Department should identify and design the Job
Description and Job Specification.
The person applying for the job and the HR department should comply/match with
these three vital concepts before hiring the right employee.
The employee hired should contribute to the overall organisations goals/strategy and
if the HR department failed to hire the right person the organisation could have
serious implications and could cause possible long term big damages to organisation.
And it has been calculated that hiring a wrong employee could cause about 13 lacs
Pak Rupees (approx) for organisations.

18. Thank You…!!!
