It contains details about Recruitment, Different and Effective ways of Recruitment, Steps to get Referrals on LinkedIn and Plan for Recruitment using Social Media on medium

1. HR Internship at The Sparks Foundation
Submitted by Meshvee Kanani
March-2021
Task #1 Recruitment Article and posts
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2. Submitted By – Meshvee Kanani
Content
 Human Resource Management
 Recruitment
 Different and Effective ways of Recruitment
 Steps for Referrals on LinkedIn
 Plan for Recruitment using Social Media on Medium
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3. Submitted By – Meshvee Kanani
Human Resource Management
 Human Resource Management is “the planning, organizing,
directing, controlling of procurement, development, compensation,
integration , maintenance and separation of human resources to
the end that individual, organizational and social objectives are
accomplished.”
 HRM is the function performed in organizations that facilitates the
most effective use of people (employees) to achieve organizational
and individual goals.
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4. Submitted By – Meshvee Kanani
Recruitment
 Recruitment refers to the process of identifying, attracting,
interviewing, selecting, hiring and onboarding employees. In
other words, it involves everything from the identification of a
staffing need to filling it.
 Depending on the size of an organization, recruitment is the
responsibility of a range of workers.
 Recruitment is the process of having the right person, in the right
place, at the right time.
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5. Submitted By – Meshvee Kanani
Different and Effective Ways of Recruitment
1. Prepare, Plan & the Process
2. Internal Promotion or the External
Hiring
3. Cultural Fit
4. Evaluate the Skills, Potential &
Performance
5. Check the Soft & Hard Skills
6. Check the Background &
Reference
7. Make them feel Welcomed
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6. Submitted By – Meshvee Kanani
#1 Prepare, Plan and the Process
 Job Information
- Job title, pay grade, reporting person, shift timing, department name, location.
 Job summary
- Job purpose, job importance, job significance, job value, contribution.
 Job challenges
- Deadline, punctuality, quality, accuracy
 Qualification
- Education, experience, overall qualification, skills, knowledge, expertise
 Working condition
- Start time, finish time, working hours, breaks, travel hours (if required), location
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7. Submitted By – Meshvee Kanani
#2 Internal Promotion or External Hiring
 Internal Hiring
- In many ways, internal recruitment should be the goal. Hiring from within the company is
a sign of a successful organization and as research indicates, internal hiring costs less,
tends to perform better and builds confidence.
 External Hiring
- After deciding internal or external hiring, point the focus on interviewer panel.
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8. Submitted By – Meshvee Kanani
#3 Cultural Fit
Ask culture oriented questions?
Situation based questions?
About work culture, boss, environment, dream job, comfort level.
By this, ones leadership style is known whether the person is :
Team player
Integrative
Collaborative
Democratic
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9. Submitted By – Meshvee Kanani
#4 Evaluate the Skills, Potential &
Performance
3 Important things to check before
hiring
1. Long gap in the career
2. Job Hopper
3. Worked for a long time in one
organization. If so, then check it’s
Promotion & Talent Progression
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10. Submitted By – Meshvee Kanani
#5 Check the Soft & Hard Skills
Soft Skills includes:
 Communication skills
 Leadership
 Motivation
 Patience
 Persuasion
 Problem solving ability
 Teamwork
 Decision making
 Time management
 Listening skills
 Public speaking
 Adaptability
Hard Skills includes:
 Functional core competencies
 Technical IT jobs
1. Statistical analysis or Data
mining
2. Integration of software
3. Network information system
4. SEO or SEM (Digital marketing)
 Accounting or finance
 Mathematical algorithms
 Calculus, etc
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11. Submitted By – Meshvee Kanani
#6 Check the Background & Reference
Background Verification
Reference
• Credit History
• Rehire History
• Bank statement/Form 16A,B
• And all other details
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12. Submitted By – Meshvee Kanani
#7 Make them feel Welcomed
• Showing them they are been
expected
• Providing them a great tour of the
workplace
• Providing plenty of on-the-job
training
• Setting them up with small,
manageable tasks at first
• Getting them a mentor
• Ask for their feedback
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13. Submitted By – Meshvee Kanani
Steps to get Referrals on LinkedIn
1. Find the right person
2. Send the right message
3. Follow up
To whom should you send the message?
 The people who are working in your target company
 Especially working in the same domain.
What should you send in the message?
Here are few Do’s & Don’ts to decide what to send
 Cut the small talk and get to the point.
 Provide a proper context instead of just dropping a “Hi” or “Can you refer me?”
 Keep the message informative
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14. Submitted By – Meshvee Kanani
What to do after sending the message?
With the right message sent to the right people, it is likely to get a lot of
referrals. If still you do not get the reply, send the follow-up message after a
few days.
 Send at max 2 to 3 follow-ups spread across 10 to 15 days.
 If it still doesn’t work, try to find someone else for the referral
Steps to get Referrals on LinkedIn (contd)
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15. Submitted By – Meshvee Kanani
Plan for Recruitment using Social Media on
Medium
Article published on medium at below URL
https://medium.com/@meshveek2006/plan-for-recruitment-
using-social-media-on-medium-339554e23bce
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16. Submitted By – Meshvee Kanani
Thank you