The document provides information on recruitment processes for an organization. It defines recruitment as the process of searching for candidates and stimulating them to apply for jobs. It discusses the different types of recruitment needs as planned, anticipated, and unexpected. It outlines the benefits of outsourcing recruitment to consultants, including reduced costs and allowing HR to focus on strategic functions. The recruitment process is described as identifying vacancies, preparing job descriptions, shortlisting candidates, conducting interviews, and making hiring decisions. The steps in recruitment operations and the recruitment process are also detailed.

1. Job Square Recruitment Manual

2. Meaning of Recruitment
Recruitment is the process of searching the candidates for employment and
stimulating them to apply for jobs in an organization. Recruitment is the
activity that links the employers and the job seekers. It is the process to
discover sources of manpower to meet the requirement of staffing schedule
and to employ effective measures for attracting that manpower in adequate
numbers to facilitate effective selection of an efficient working force.
Recruitment need are of three types
Planned: i.e. the needs arising from changes in organization and retirement
policy.
Anticipated: Anticipated needs are those movements in personnel, which an
organization can predict by studying trends in internal and external
environment.
Unexpected: Resignation, deaths, accidents, illness giving rise to unexpected
needs.

3. Why outsource
Traditionally, recruitment is seen as the cost incurring process in an
organization. HR outsourcing helps the HR professionals of the
organizations to concentrate on the strategic functions and processes of
human resource management rather than wasting their efforts, time and
money on the routine work.
Outsourcing the recruitment process helps to cut the recruitment costs
to 20 % and also provide economies of scale to the large sized
organizations.

4. Advantages
Outsourcing is beneficial for both the corporate organizations that use the outsourcing services as well
as the consultancies that provide the service to the corporates. Apart from increasing their revenues,
outsourcing provides business opportunities to the service providers, enhancing the skill set of the service
providers and exposure to the different corporate experiences thereby increasing their expertise.
The advantages accruing to the corporates are:
• turning the management's focus to strategic level processes of HRM
• accessibility to the expertise of the service providers
• freedom from red tape and adhering to strict rules and regulations
• optimal resource utilization
• structured and fair performance management.
• a satisfied and, hence, highly productive employees
• value creation, operational flexibility and competitive advantage
Therefore outsourcing helps both the organizations and the consultancies to grow and perform better.

5. Recruitment Operations
The recruitment and selection is the major function of the human resource department and recruitment
process is the first step towards creating the competitive strength and the strategic advantage for the
organizations. Recruitment process involves a systematic procedure from sourcing the candidates to
arranging and conducting the interviews and requires many resources and time. A general
recruitment process is as follows:
• Identifying the vacancy:
• The recruitment process begins with the human resource department receiving requisitions for
recruitment from any department of the company. These contain:
• Posts to be filled
• Number of persons
• Duties to be performed
• Qualifications required
• Preparing the job description and person specification.
• Outsourcing openings to various consultancies
• Short-listing and identifying the prospective candidate with required characteristics sent by an
outsourced vendor
• Arranging the interviews with the selected candidates.
• Conducting the interview and decision making on prospective employment. The recruitment process
is immediately followed by the selection process i.e. the final interview and decision making,
conveying the decision and the appointment formalities.

7. Recruitment Steps

8. Steps
• Step 1: Generating interest in the client's organization
• Step 2: Generating interest in job profile
• Step 3: Generate interest in compensation & benefits
• Result A: Candidate acknowledges interest
• Step 4: Brief interview - validate key skills & experience
required
• Step 5: Schedule onsite interview with Human Resource
Department – stress importance of being on-time & to call at
least a day in advance to re-schedule

9. Step 1
• Reason for call
•Your CV forwarded to us through a portal / reference / headhunting
• Trying to assess if you are a possible fit for a career or senior
•opening with one of our clients.
•Is this a good time to have this conversation?
•Generating interest in the client's organization by saying:
–Let me tell you a bit about the organization where there is an
opening
– Give details about the client's organization
– Our culture is very open and fun loving with freedom to work
but demands responsibility
• Our policies are people oriented and we offer excellent
compensation and benefits

10. Step 2
Generating interest in job profile by:
Highlighting important and key areas of the organization's
functioning.
Speak about the roles and responsibilities and mention the
details on the Job Description

11. Step 3
The position offers very competitive
compensation and benefits compared to leading
players in the industry.
The offer will give full consideration to your skill
and experience, and your ability to deliver results

12. Result A: Interest
Does this seem interesting to you?

13. Step 4: Brief Interview
• Education & Training
– Check the candidates education and training details
• Your Experience – Key Focus Areas
• Ask the candidate about his job profile so far. Check if his
skill sets match the requirement

14. Step 5
• If candidate matches our needs - schedule an interview with the
client.
• To schedule interview:
– Tell the candidate that you would like him/her to come in for an
interview
– Ask the candidate which day of the week and what time during the
day would he be con
• Fix up an appropriate time with the candidate
• Remind the candidate about coming 10 minutes before time and
need to call at least a day in advance to reschedule
• Note candidates response to scheduling interview, & his/her
eagerness for the interview
• Communicate interview schedule to all interviewing managers in
advance with Resume and feedback

15. Step 6
• After interview call the relevant person on the client's side
and take a feed back. If feedback is positive the call the
candidate and request for his latest salary slip and forward
the same to the client. An offer is prepared and given to the
candidate and the joining date is decided.
• If the candidate is not selected or if he does not take up the
offer then initiate the search process again.
• After interview call the relevant person on the client's side
and take a feed back. If feedback is positive the call the
candidate and request for his latest salary slip and forward
the same to the client. An offer is prepared and given to the
candidate and the joining date is decided.
• If the candidate is not selected or if he does not take up the
offer then initiate the search process again.

16. Step 7
• Be in regular touch with the candidate and keep him warm so
that he joins the company on the Date of Joining.
• Even after he joins speak to him once in a while till he settles
down in the new organization. Keeping in touch with
candidates also helps in obtaining references when need
arises.

17. Recruitment Operations - Simplified
Brief about profile to consultant
Shortlist good Resumes received from consultants
Consultants co-ordinate the interview (Profile Match)
Interview at Company Look for some other person
Call him for final negotiation and offer
Offer Accepted Look for some other person
Ask the person to join

18. The End