The recruitment process document outlines the steps an organization takes to hire new employees. It involves job analysis to design job descriptions, identifying potential candidates, advertising open positions, reviewing applications and resumes, shortlisting candidates, conducting technical evaluations and reference checks, negotiating salary and contracts, onboarding new hires with training and development, and providing rewards and compensation. The goal is to attract qualified candidates, assess their qualifications and fit for the role, and onboard new staff.

1. Recruitment Process

2. Job analysis
Job should be design as per the
requirements that are received from
the various departments of the
company.

3. Prepare a Job Description
Design of job is to be prepared as what
sex, age, qualifications , skill, work
experience is desirable for that
particular job

4. Candidate identification
Maximum potential area is selected to
attract more candidate to get maximum
C.V.

5. Advertised Recruitment
Main as well as the basic source to get
more CV, is advertisement in local as
well as national level news papers (as
per requirements), as in case of MR or
ASM employment notice can be pasted
in union offices etc.

6. Database Selection
To choose the right candidate
company’s previous database can be
consider. References from the
company staff are also welcome, job
rotation and job promotions can also be
analyzed .

7. Internet search
To attract the young candidates , the
latest technology internet is very helpful
as monsterindia,noukri.com.public and
social forums can also try for example
orkut,yahoo etc.collages sites ate very
helpful.

8. Managing the response
After getting the resumes ,all should be
arranged as priority and relevant.

9. Shortlisting candidates
Shortlist candidates qualifications
and experience wise .

10. Technical evaluation
 (e.g. IT Technology)
 Seminar attendance
 Project
 Computer skills etc.

11. Reference/credential verification
 Before finalize have a complete and deep
look towards reference and credential
verifications.
 Also ask for if he can get it personally from
his previous employers.

12. Salary and contract negotiation
 After assessing and analyzing we come to
the point of salary that how much he/she
expect. and whether it comes under
company policies .
 Above all if he/she deserve or not ?
 To check if he ready to negotiation?
 If he want to sign a contract in favor of
company and for how much time ?

13. Rewards & Recognition
 Ask for what types of expectations he/she
has from company .

14. Compensation, incentives & bonus design
 After that his compensation, incentive and
bonus is to be design.

15. Post joining Counseling
 After all this process a warm welcome he
deserve and introduction the staff &
management .
 Company profile, literature or other material
that he requires for his job should be
provided .if the person is MR,ASM or ZSM
his bag or brief case should be provided
 Company product sample

16. People Development & Training
 After all this primary formalities ,main and
basic training is provided to the new joiner.
that is for their immediate requirement for
that job.
 we have appointed that person for long term
planning so his skills must be upgraded as
per company requirements.that comes under
the development of the person.