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Recruitment

Recruitment refers to the process of attracting, screening, and selecting a qualified

person for a job.

Recruitment

Planning the human resource according the organization requirements Job Analysis includes two steps - Job Description (Describes the job) & Job Specification(Specifies the skills required in candidate Application Pooling is getting the applications basing the Job Analysis to get the best talent.

Selection includes the various tests

Interview is the final step in most of the organizations. This step mostly includes the negotiation.

Placement is nothing but a induction program.

Human Resource Planning

Job Analysis

Application Pooling

Selection

Interview

Placement

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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

Real Time Recruitment Cycle

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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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☻ 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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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.