This Report is all about the current scenario of Recruitment practices and articles are included about the future of recruitment practice by the companis

1. TOPIC:
Recruitment
Name: Muhammad
Waleed Moon
HUMAN RESOURCE
MANAGEMENT

2. 1
Contents
Acknowledgement..................................................................................Error! Bookmark not defined.
Introduction .......................................................................................................................................2
Literature Review...............................................................................................................................4
Article 1:........................................................................................................................................4
Article 2:........................................................................................................................................5
Top 5 trends 2016 of Recruiting.......................................................................................................5
Analysis.............................................................................................................................................6
CONCLUSION..................................................................................................................................7
RECOMMENDATION AND SUGGESTIONS....................................................................................8

3. 2
Introduction
I selected the topic of recruitment for the report to drill down its process, problems,
and strategy of strategy for executing an effective recruitment. Recruitment is the
overall process to attract, select, and retain the right person or people for the right
jobs, either internal people or external people. This process includes analyzing
requirements for the vacant position. On the basis of those requirements, company
starts attracting the potential candidate, giving first priority to internal hiring. As
the receipt of applications is completed, CV filtration process is being conducted.
After curtailing the list down to few potential candidates, there is a process ofpre
designed interviewing, screening, and testing. After these processes, company
decides to finalize the candidate or reject him/her and enroll the new employees
into the company.
Company seeks new people at every new recruiting process so that individuals
bring new opportunities for the company like Apple, Microsoft, Google, etc. They,
in the regular course of recruitment, find competent, skillful, and smart people
because they explore new ways of doing things and take the company to the next
levels.
Some other corporateentities seek people with different thinking horizons so they
can bring evolution in the strategies and who should be different from the existing
employees so they can bring new idea to deal with the things and strategies to
improve individual as well as company outcomes. Corporatetop management
knows that if they handle this stage properly they will give long term benefit to the
company or maybe they becomethe liability for the company.

4. 3

5. 4
Literature Review
Article 1:
Josh Bersin as an analyst of corporate HR:
He discussed some 9 key trends on corporate Recruiting
Firstly he puts corporatetalent networks as a growth of LinkedIn and other social
media that promoting employment brand now company are making corporate
relationships management for the purposeof building up
The talent he said that these social are the sources of attracting the candidates fan
and partners
Second he puts up the social sourcing he said that now a corporateHR made a
LinkedIn as a recruitment tool they made easy for the company to evaluate the
candidate techniques prowess
Days Company focuses on their training that they hire the competent candidates
that gives company a benefit in the long term
Fourth he wrote that company are focusing on customize tools of assessment like
IBM now every company have their own layout to assists the candidates rather
than some old typical methods
Furthermore he wrote that now a days company have a tracking software of
candidates further he Added that there is a candidate that experience can ruins
your company image if he/she didn't handle properly during the recruitment
process and made bad image or the company and declare you as a difficult
company to apply for
They should to handle the candidates experience during this time
He also includes that now a days there are many agencies and outsourcing firms
working on recruitment on the behalf of the companies because it saves the time of
the company and they get few candidates for the final selections
He said that innovation is taking place the process ofrecruitment at a very large
scale in the market and the HR should be aware of those changes and candidates

6. 5
too to increase the chances of their hiring in the company hiring the right people
for the right job.
(Josh Bersin Forbes Article 2013)
Article 2:
Top 5 trends 2016 of Recruiting
(By Maurer R. 2016)
Attracting the new talent and retaining will remain a problem for a company
because employees find competitive job with jobs with better incentives and
salaries and opportunities said by the Vice President of global market of Monster
Company
Future step CEO comes up with 5 top trends of recruitment
First is to improve external information about the companies candidates will not be
attracted if there insufficient information on the companies officials sites and also
focus on employees branding that make high profile people to write reviews on the
companies and the advantages of working in the these companies
Secondly most of the CEO said that some companies are still using old method of
recruitment the force is to focus on latest trends and made a friendly network
between companies and the candidates
Third is to focus on internal hiring because it's gives low costas compare to
external hiring and try to identify the real motivation of doing job and apply if you
hire internal employee you will not face the problem of attitude in them because
they are familiar with company environment
Fourth in this CEOs are focusing on that ensures candidate should apply online
easily without facing any problems and can save their time in Lengthy and tough
application processesand lack of engagement with the companies CEO are
focusing on that 20 candidates and companies have a shootshould have a very
clear communication system between companies and candidates so that they feel
easy to apply
Fifth that HR technology will continue grow this year with slow pace.

7. 6
Analysis
A visit has been paid to BAYERS Company to meet Mr. Khalid Siraj who is the
HR business Partner in the BAYERS; furthermore, he also dispense his services as
a Recruiter for many other companies as well. The questions that have been asked,
are discussed below.
After reading the referred articles and internet research, it came to my knowledge
that world is changing rapidly, and every other moment, there is a new beginning,
new technology, new techniques, and new trends which have led to new
requirements and needs in the organizations. So, today, HR people have to adhere
to all these needs to employ employees who can keep the company survive in the
competitive world.
He told that company give them a complete outline for the new job vacancy
requirements. On the basis of that outline, they work accordingly. There is a talent
portfolio that determines where to enter in the corporate world and quit out of
company. After getting the outlines, they do internal job posting i.e. if there is any
individual in the company who has the capability to take over that vacancy. In this
regard, an employee referral program is also followed and local boards hiring.
He further told that if the existing employees bring new employees as for vacant
posts, and if that referred persongets selected, the existing employee gets some
money as bonus.
If there is no internal candidate, they start external job posting which include
exploring and browsing on social websites such as LinkedIn, newspapers, job
portals, etc. He also mentioned that in Pakistan, most of the candidates insert
wrong information on their professionals’ account which creates a situation of
lapse for them when they came to interview.
Mr. Khalid told that their recruitment process also includes the hiring of internees
from different universities based on their fields of study. In this regard, the talent
hunt programs are also notable to seek out potential students as new future
employees. The internees who prove themselves up to the standards, are taken as
recruits later, and designated a job of their potential.

8. 7
He said that he usually judges the interpersonal skills of the candidates instead of
their CGPA. The company has 3 follow up interviews after the candidate entry test
where they closely judge the candidates’ abilities.
If candidates gets selected, they gave him 3 days orientation about the company
and 6 months of probation period. This whole process takes around maximum 40
days (more than 40 for higher position) and minimum 15 days.
He said that most of the companies are now giving payrolls to HR agencies to
handle the recruitment department on the behalf of the company it resulted them
the cheap costand creating easier to the company to select few people in the end
stage
He said that today job requirements that company is asking for functional skills
and passionfor work and collaboration and team work skills.
He further added in Pakistan environment they sometimes face pressurefrom
external sources to get the candidates for the company and they usually found
those candidates as a good and competent candidates
And sometimes stereotyping can come in between in the selection of the
candidates and it’s sometimes hard to avoid stereotyping in making selections.
So what I learn from this talk that LinkedIn is a very powerful platform for the
candidates to get to in the company and they techniques are changing in these
processes to get best people for the right job.
CONCLUSION
From above the all scenarios about the recruitment that conclusion is that world is
now moving towards the advancement and rapid changes and what I believe that
till will create opportunities and hardness for both HR people and the candidates
As a candidate perspective candidates will find some new techniques to get the job
through the recruitment process and fully aware of the process and techniques to
avoid the mistakes and sometimes they will try to manipulate their real

9. 8
backgrounds with smartness because this advance world provide them suchways
where they can do these unethical things
As a HR manager they will come out with every new trick and advancement to
bring out the candidates potential and hire best of bets candidates for the
companies the thirst of the best can never be fulfil they can mislead the candidates
as well and might ignore the potential candidates as a low profile candidates by
using these techniques and they can be left as an unemployed people and machine
and electronic gadgets replacing the human being in every walk of life so they can
create hurdles for the candidates.
HR people to identify their real cause and their solutions HR people should find
out the real potential in the candidates by giving them an opportunities for short
period of time to prove themselves as competent employees don’trun after the
glittering candidates from the top notch universities or companies this type of acts
can misleads some candidates to take some wrong steps in their lives.
RECOMMENDATION AND SUGGESTIONS
On the basis of observation and profound research on the designated topic,
following recommendations have been taken out, that should be carried out while
recruiting the future force of a corporation:
Shunning Unreliable Sources:Although the globally connected business world is
on the fingertips of the people and there is no more need to pay high costto look
out for people, the risk of spam and fake information makes it a bit handy and
cumbersome sometime. Most of the social websites contain wrong and fabricated
information due to which the credibility of this process comes onstake regularly;
therefore, this method should be avoided as much as possible.
Values and aspirations of the Organization: The core value of the company and
the needs of the employers should be understood first so as to provide them a team

10. 9
of employees that cam, in every way possible, the services that are required in the
organization.
Training Programs and EvaluationMethods: Since many firms, nowadays,
have customized needs for the courseof business functions, there should be an
open culture for new recruits and give them an exposure with senior management;
moreover, a 360 degree feedback would be most effective as everyone in the
company knows each other due to free flow of communication and interactive
sessions. This will lead to an air of confidence and sense of ownership among
employees which would enhance their enthusiasm to serve the company. Secondly,
training programs should also be conducted for bringing the new recruits to a level
of understanding the environment and aspirations of workplace. Proper
performance appraisals on a quarterly basis should be done throughout the year,
and these reports should be sent out to recruitment agencies so they evaluate how
far they have gone up to meeting the needs of firms. Scholarships to employees can
be provided for different training programs which can be identified after a
thorough training need analysis which will be effective when it comes to employee
retention and boosting motivation.
RewardSystems: Remuneration package is one of the most important variable of
recruitment. A well designed recruitment process is based on pre designed salary
packages according to the desired people’s contribution to the organization. A well
set package contains allowances for health facilities, scholarships for further
education for employees or their children, annual trips, means of transportation,
and other incentives because monetary reward is the core motivation for
employees.

11. 10
References
http://study.com/academy/lesson/what-is-recruitment-in-hr-lesson-quiz.html
http://www.forbes.com/sites/joshbersin/2013/07/04/the-9-hottest-trends-in-
corporate-recruiting/#29bcfb1c71d6
https://www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/5-
recruiting-trends-2016.aspx
http://www.sevensteprpo.com/recruitment-process
http://www.maersk.com/en/the-maersk-group/career/vacancies/recruitment-process