The document outlines Ninja Partners Inc.'s recruitment and selection process, which consists of 7 key elements: identifying hiring needs, preparing job descriptions, sourcing and advertising vacancies, screening and shortlisting applicants, testing and interviewing candidates, finalizing and approving offers, and onboarding new hires. It describes the company's employment classifications, sources of recruitment both internal and external, selection methods including testing, information gathering, and structured interviews, and provides a step-by-step overview of the recruitment process from sourcing to onboarding.

1. NINJA PARTNERS INC.
HIRING PROCESS

2. HUMAN RESOURCE
MANAGEMENT
BUSINESS OBJECTIVES
RECRUITMENT
HR PLANNING
JOB DESCRIPTION JOB SPECIFICATION
JOB ANALYSIS

3. RECRUITMENT STRATEGIES
HR PLANNING
STRATEGIC
RECRUITING
RECRUITING
SOURCES/METHODS
 How many contractors are needed
 Timeline to fill the vacancy
 Knowledge, Skills & Abilities needed
 Special Qualifications
 Where to Recruit: Internal/External
 Who to Recruit: Employment
Classification
 Nature of Job Requirements
 Job boards, forums
 Paid ads

4. RECRUITMENT STRATEGIES
Employment Classification DESCRIPTIONS
1. Full Time Contractors
Full-time contractors are those who have
completed their Introductory Period and are
regularly scheduled to work at least 40 hours
per week.
2. Part Time Contractors
Part-time contractors are those who have
completed their introductory period and are
regularly scheduled to work at least 20 but
fewer than 40 hours per week.
3. Temporary Contractors
Contractors hired for an interim period of time,
usually to fill in for vacations, leaves of absence,
or projects of a limited duration. Temporary
contractors are not eligible for Company
benefits.
4. Fixed Priced Contractors
Contractors who work on an occasional or per
project basis. Fixed-price contractors are
generally not eligible for benefits.

5. SOURCES OF RECRUITMENT
INTERNAL
SOURCES
EXTERNAL
SOURCES
SOURCES OF
RECRUITMENT

6. Internal Recruiting
Data base
Promotions and
Transfers
Internal Job Posting
Employee
Referrals
Re-recruiting former
Employees & Applicants
INTERNAL
SOURCES
SOURCES OF RECRUITMENT

7. SOURCES OF RECRUITMENT Cont . . .
College Recruitment
Job Boards
Forums
Paid Job Ads
EXTERNAL
SOURCES

8. RECRUITING EVALUATION
As the goal of a good recruitment
program is to generate a large pool
of applicants from which to choose,
quantity is a natural place to begin
evaluation
In a cost/benefit analysis to evaluate
recruiting efforts, costs may include
both direct costs (advertising, recruiters’
salaries, etc) and the indirect costs
(involvement of operating managers,
public relations, etc).
Quantity of
Applicants
A comparison of the number of
applicants at one stage of the
recruiting process to the number at
the next stage.
In addition to quantity, the issue arises
as to whether or not the qualifications of
the applicant pool are sufficient to fill
the job openings. Do the applicants meet
job specification and do they perform
the jobs well after hire?
Quality of
Applicants
Yield Ratio
Evaluating Recruiting
Costs and Benefits

9. RECRUITING EVALUATION
300 Applicants
100 Final Interviews
50 Offers
25 Hires
Initial Contacts/Final Interview
(Yield ratio = 3:1)
Final Interview/Offers
(Yield ratio = 2:1)
Offers/Hires
(Yield ratio = 2:1)
Using Yield Ratios to Determine Needed Applicants:

10. CONSTRAINTS ON RECRUITMENT
Image of the
Company
Attractiveness of
Job
Internal
Organizational Policy
Recruitment Cost

11. BASIC SELECTION
CRITERIA
BASIC
SELECTION
CRITERIA
Formal Education
Experience and Past Performance
Skills and Abilities
Personality Characteristics

12. SELECTION PROCESS
Initial screening
Completed application
Comprehensive interview
Employment test
Job offer
Reject Applicant
Background Examination
if required
Conditional job
offer
Passed
Passed
Passed
Passed
Passed
Able to perform
essential elements
of job
Fail to meet minimum
qualification
Failed to complete job
application or failed job
specification
Failed Test
Failed to impress
interviewer and / meet
job expectations
Problem
encountered

13. Recruitment & Selection Process
(Ninja Partners Inc)
Recruitment for
permanent &
temporary employees
2-6 weeks
Consist of 7
key elements
Identify
hiring need
and prepare
hiring plan
Prepare
Job
Description
Sourcing
and
vacancy
announce
ment
Screen
and
shortlist
applicants
Test &
Interview
Candidate
Finalizati
on & offer
approval
Offer
placeme
nt
Offer
Acceptance
Offer proposal
will be sent via
Pandadoc
Onboarding
process
begins
If offer is not
accepted,
recruitment
reserves the
right to
withdraw
offer
Recruited
or
Rejected
Yes
Yes No
No

14. SELECTION METHODS
1. Testing
2. Gathering Information
3. Interviewing

15. SELECTION METHODS
Tests measure knowledge, skill,
and ability, as well as other
characteristics, such as personality
traits.
1. TESTING
TESTING TYPES
Cognitive
Ability Test
Personality
Test
Typing Test

16. It measures the learning,
understanding, and ability
to solve problems..
1. Cognitive Ability
Testing
It measures typing speed
of a candidate. Only
applicable to some
positions
3. Typing Test
It measures the patterns of
thought, emotion, and
behavior.
2. Personality Testing
SELECTION METHODS
TESTING
TYPES

17. SELECTION METHODS
 Generally ask for information such as address
and phone number, education, work
experience, and special training.
 At the professional-level, similar information
is generally presented in résumés.
Application
Forms and
Résumés
 Historical events that have shaped a
person’s behavior and identity.Biographical
Data
 Involves contacting an applicant’s previous
employers, teachers, or friends to learn more
about the applicant
Reference
Checking
2. INFORMATION GATHERING:

18. SELECTION METHODS
3. INTERVIEWS:
 The interview is the most frequently used
selection method.
 Interviewing occurs when applicants
respond to questions posed by a manager
or some other organizational
representative (interviewer).
 Typical areas in which questions are
posed include education, experience,
knowledge of job procedures, mental
ability, personality, communication
ability, social skills.

19. SELECTION METHODS
Types of Interviews used
by Ninja Recruiters
2. Unstructured
Interviews
1. Structured
Interviews
Situational
Interview
Behavioral
Interview

20. SELECTION METHODS
SITUATIONAL
INTERVIEW
• In which the
interviewer asks
questions about
what the applicant
would do in a
hypothetical
situation
BEHAVIORAL
INTERVIEW
• In which the
questions focus
on the
applicant’s
behavior in past
situations.
Uses a list of predetermined
questions. All applicants are
asked the same set questions.
There are two types of
structured interviews.
1. Structured
Interviews
Interviews-open ended
questions are used such as “Tell
me about yourself”
2. Unstructured
Interviews
• This allows the interviewer
to probe and pose different
sets of questions to different
applicants.

21. SELECTION METHODS
CREATING STRUCTURED INTERVIEW
QUESTIONS
Step 1: Determine What to Measure
•Use job analysis results to determine needed knowledge, skills, &
abilities
•Think about characteristics that separate top performers from the rest
•Focus on attributes that are critical for success across jobs in the
organization
Step 2: Write Questions
•Meet as a group with other people who will be present during the
interview
•Create a set of situational and behavioral questions
•Make sure that all questions are appropriate and legal
Step 3: Evaluation
•Create an evaluation template based on the type of questions asked

22. Step-by-Step Recruitment Process
Sourcing
Determine the job vacancy
Create job description
Get approval from CEO for salary
Post job vacancy in HR system,
job boards and forums

23. Step-by-Step Recruitment Process
Screening
Screen applicants in HR system for minimum
qualifications
Send test link to candidates who passed the
minimum qualifications
Review test results of candidates. Reject
candidates who failed the test.
Testing

24. Step-by-Step Recruitment Process
Interview
Conduct comprehensive
interview
HRA / HRD will conduct an
evaluation in the HR system after
the interview
Endorse candidate to OM for final
interview / assessment

25. Step-by-Step Recruitment Process
Selection
Endorse candidate to CEO for
approval
Conduct reference check
Send candidate Independent
Contractor Agreement
Send candidate Proposal Offer

26. Step-by-Step Recruitment Process
On-boarding
Collect Virus scan, valid ID,
personal details, etc from the
newly hired contractor
Create a project in basecamp for
the candidate to complete the
tasks
Send welcome letter to the
candidate