Recruitment refers to the process of attracting, screening, and selecting qualified candidates for jobs. It involves several steps:
1. Obtaining job requirements from departments and analyzing the job description.
2. Sourcing candidates through advertisements, employee referrals, consultants, and other methods.
3. Screening and filtering applications to identify candidates that best fit the job requirements.
4. Interviewing shortlisted candidates and obtaining feedback from interviewers to further evaluate candidates.
The recruitment cycle is complete when a candidate accepts an offer letter and officially joins the organization.
Recruitment is key function of HR. It is bridge between job seeker & employer. Today, technology plays big role into the recruitment. This presentation is describes about basic process of Recruitment, Types of Recruitment, Recruitment methods , job consultant cycle in Recruitment & factors affecting recruitment.
Recruitment and selection powerpoint presentationAndrew Schwartz
Having the highest performing employees is critical for the success of an organization but too often the best candidates can be hidden among stacks of scripted resumes. Hiring managers must learn strategies to find and select the right candidate. The Recruitment and Selection Powerpoint Presentation offers slides on topics such as: 27 points on creating a recruitment strategy, 24 slides on methods of recruiting, 10 tips for how to review resumes, 5 slides on evaluating interviews, 5 points on making the final decision, 17 points on assessing recruitment and selection strategies including 3 steps on how to benchmark these strategies, 15 slides on training and retention including 6 tips to increase retention and 8 tips for implementing training programs, 6 slides describing the legal issues, 4 slides for final action steps and much more. Royalty Free - Use Them Over and Over Again. Once purchased, download instructions will be sent to you via email. (PC and MAC Compatible).
Understand and Differentiate between strategic recruitment and selection.
Identify the dual goals of recruiting.
Comprehend recruitment process from organizational as well as individual perspective.
Identify what strategic decisions are involved in recruiting.
Explain the major recruitment methods and analyze their advantages and disadvantages.
Identify the basic selection criteria.
Design and administer an effective selection process.
Evaluate the three methods e.g., information gathering, tests and interviewing used in employee selection.
Appreciate varied contemporary interviewing techniques used by interviewers.
Design interview form and evaluation matrix.
Employee onboarding is the process to introduce new employee to the organization’s environment and culture. It helps the new employee to adopt the company culture and policies and increase work efficiency and productivity of the employee.
For more information visit https://www.hrhelpboard.com/hr-process/onboarding-process.htm
Talent acquisition,definition,sources of recruitment,action steps in recruitm...Devika A K
Talent acquisition,definition,sources of recruitment,action steps in recruitment,alternatives to recruitment, selection process,orientation and induction, induction process.
Recruitment is key function of HR. It is bridge between job seeker & employer. Today, technology plays big role into the recruitment. This presentation is describes about basic process of Recruitment, Types of Recruitment, Recruitment methods , job consultant cycle in Recruitment & factors affecting recruitment.
Recruitment and selection powerpoint presentationAndrew Schwartz
Having the highest performing employees is critical for the success of an organization but too often the best candidates can be hidden among stacks of scripted resumes. Hiring managers must learn strategies to find and select the right candidate. The Recruitment and Selection Powerpoint Presentation offers slides on topics such as: 27 points on creating a recruitment strategy, 24 slides on methods of recruiting, 10 tips for how to review resumes, 5 slides on evaluating interviews, 5 points on making the final decision, 17 points on assessing recruitment and selection strategies including 3 steps on how to benchmark these strategies, 15 slides on training and retention including 6 tips to increase retention and 8 tips for implementing training programs, 6 slides describing the legal issues, 4 slides for final action steps and much more. Royalty Free - Use Them Over and Over Again. Once purchased, download instructions will be sent to you via email. (PC and MAC Compatible).
Understand and Differentiate between strategic recruitment and selection.
Identify the dual goals of recruiting.
Comprehend recruitment process from organizational as well as individual perspective.
Identify what strategic decisions are involved in recruiting.
Explain the major recruitment methods and analyze their advantages and disadvantages.
Identify the basic selection criteria.
Design and administer an effective selection process.
Evaluate the three methods e.g., information gathering, tests and interviewing used in employee selection.
Appreciate varied contemporary interviewing techniques used by interviewers.
Design interview form and evaluation matrix.
Employee onboarding is the process to introduce new employee to the organization’s environment and culture. It helps the new employee to adopt the company culture and policies and increase work efficiency and productivity of the employee.
For more information visit https://www.hrhelpboard.com/hr-process/onboarding-process.htm
Talent acquisition,definition,sources of recruitment,action steps in recruitm...Devika A K
Talent acquisition,definition,sources of recruitment,action steps in recruitment,alternatives to recruitment, selection process,orientation and induction, induction process.
7 phases of applicant management, hiring and recruitmentAlaiyana
PeopleQlik, HR Applicant Management Software helps your organization in picking the best candidate as it possess all the above mentioned qualities along with Time and Attendance Software in Pakistan and payroll module.
Best recruitment companies in India use automation to the best possible extent to reduce errors and come up with results in no time! This takes inspiration from volume hiring practices that vary widely from regular recruitment.
C H A P T E R 5SelectionTHE INTERVIEWMany of us have or.docxRAHUL126667
C H A P T E R 5
Selection
THE INTERVIEW
Many of us have or will sit in a waiting room with our best clothes on awaiting a job (or school) interview. You can
feel your palms sweat and thoughts race as you wait for your name to be called. You look around at the office en-
vironment and imagine yourself walking through those doors everyday. People walk by and smile, and overall, you
have a really good first impression of the organization. You hope they like you. You tell yourself to remember to
smile, while recalling all your experience that makes you the perfect person for this job. A moment of self-doubt
may occur, as you wonder about the abilities of the other people being interviewed and hope you have more ex-
perience and make a better impression than they do. You hear your name, stand up, and give a firm handshake to
the HR manager. The interview has begun.
As she walks you back to a conference room, you think you see encouraging smiles as you pass by people. She
asks you to take a chair and then tells you what the interview process will be like. She then asks the first question,
“Tell me about yourself.” As you start discussing your experience, you feel yourself relax, just a little bit. After the in-
terview finishes, she asks you to take a quick cognitive test, which you feel good about. She tells you she will be do-
ing reference checks and will let you know by early next week.
To get to this point, the hiring manager may have reviewed hundreds of résumés and developed criteria she
would use for selection of the right person for the job. She has probably planned a time line for hiring, developed
hiring criteria, determined a compensation package for the job, and enlisted help of other managers to interview
candidates. She may have even performed a number of phone interviews before bringing only a few of the best
candidates in for interviews. It is likely she has certain qualities in mind that she is hoping you or another candidate
will possess. Much work goes into the process of hiring someone, with selection being an important step in that
process. A hiring process done correctly is time-consuming and precise. The interviewer should already have ques-
tions determined and should be ready to sell the organization to the candidate as well. This chapter will discuss the
main components to the selection process.
selection process
The steps involved in
choosing people who have
the right qualifications to fill a
current or future job opening.
Employee Selection Introduction
The author introduces the chapter on employee selection.
1. THE SELECTION PROCESS
L E A R N I N G O B J E C T I V E
1. Be able to name and discuss the steps in the selection process.
Once you have developed your recruitment plan, recruited people, and now have plenty of people to
choose from, you can begin the selection process. The selection process refers to the steps involved in
choosing people who have the right qualifications to fill ...
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.
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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
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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.
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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.
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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.
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