The document discusses recruitment, which refers to identifying, attracting, screening, and interviewing suitable job candidates. It outlines the stages of recruitment including identifying vacancies, job descriptions, advertising, screening, interviews, and onboarding. Sources of recruitment include internal promotions and transfers as well as external advertising, campus recruitment, agencies, and social media. Specific techniques for recruitment using LinkedIn and writing hiring alerts are also presented.

1. THE SPARKS
FOUNDATION
..Inspiring ,Innovating , Integrating
Graduate Rotational Internship Program (GRIP)
TASK 1 : Recruitment Articles and Posts (HR)
BY : SUKANYA ROY

2. WHAT IS RECRUITMENT ?
Recruitment refers to the process of identifying ,
attracting , screening, shortlisting and interviewing
suitable candidates for jobs within an organization. In
other words, it involves everything from the
identification of a staffing need to filling it.
Human Resource Management is the function of people
management in an organization. HR is responsible for
facilitating the overall goals of the organization through
effective administration of human capital. Recruitment
is the first step in building an organization’s human
capital.

3. STAGES OF RECRUITMENT
•Identifying Job Vacancy
•Recruitment Planning
•Job Description
•Job Advertising
•Ability Tests
•Screening
•Shortlisting
•Conducting Interviews
•Evaluation and Job offer
•Onboarding

4. SOURCES OF
RECRUITMENT
INTERNAL
•Promotion
•Transfers
•Upgrading
•Employee Referrals
•Retired Employees
EXTERNAL
•Advertisements
•Campus Recruitment
•Placement Agencies
•E- recruitment
•Employment
exchange

5. INTERNAL RECRUITMENT
Internal Recruitment refers to the process of
filling vacancies within a business from it’s
existing workforce. In internal recruitment an
organization looks at it’s existing employees to
find a suitable candidate to fill jobs with their
current employees, sourcing talent from other
teams ,departments ,and job functions within
a company. This process enables teams to
proactively fill skill gaps.

6. TYPES OF INTERNAL RECRUITMENT
•Promotion : To fill a higher position, hiring managers could
promote an existing employee. It is the most widely used form of
internal recruitment.
•Transfers and postings : Transfer involves shifting of an employee
from one job to another, typically of similar nature.
•Employee Referrals : The present employees can refer their friends
and family to the job. The organizations encourage employee referrals
as the cost and time could be saved.
•Retired Employees : Some retired employees may be willing to
come back to work on part-time basis.

7. EXTERNAL RECRUITMENT
External Recruitment is the process of filling open roles
of the company with applicants, outside the current
employee pool. It is the assessment of an available pool
of job candidates, other than existing staff, to see if
there are any sufficiently skilled or qualified to fill and
perform existing job vacancies. In other words, it is the
process of searching outside of the current employee
pool to fill open roles in an organization.

8. TYPES OF EXTERNAL RECRUITMENT
•Advertisements : The advertisement is the most common source of
external recruitment. The ads in newspapers, professional journals give
comprehensive detail about the organization and the job.
•Campus Recruitment : Campus recruitment is a program conducted
within universities to provide jobs to students.
•Placement Agencies : Placement agencies facilitate an individual seeking
a job and employers to find employees.
•E- recruitment : E-recruitment means searching and screening the
prospective candidates electronically.
•Employment Exchange : Employment exchange is the office run by the
government wherein the details about the job seekers is stored and given to
employers.

9. PROS & CONS

10. •Headhunting : Professional organizations search
senior executives and advise co. to fill the position.
•BodyShopping: Training institution develop pool
of HR.
•Business Alliances : Acquisitions, mergers, share
HR.
•Networking Events : HR events, job fairs ,
seminars, etc.
•Social Media : LinkedIn, Facebook, Twitter and
Instagram.
MODERN RECRUITMENT
TECHNIQUES

11. Getting referrals from LinkedIn-
HOW TO GET REFERRALS FROM
LINKEDIN?
Easily request a
referral by clicking
the “Ask For a
Referral” button
Know what to say with
suggestions on how to
craft your message and
put forward.
Expanding your
network increases the
chances of getting
referrals
Remind them of how
they know you of where
you met if you haven’t
been in touch
Share you’re a good fit.
Include your skills and
relevant experience. It
will make things easier
Highlight why you’re
interested. in the role.
Anything about the
company.

12. STEPS TO GET REFERRALS FROM LINKEDIN-
The basic steps to get successful referrals through LinkedIn are :
1.Expand your network and connect with as many people as you can.
2.Find the best suited person.
3. Send the right formal message.
4. Keep the message informative – send your message with proper ID and
URL of the opening (from company career page, LinkedIn, etc.)
5. Create a template. Following a proper template of the referral message
including your skills and relevant experience.
6. Be genuine with words.
7. Follow up.

13. After you are done with the basics of how to ask for referrals , follow the
below stated steps :
•Check out profiles of people who are working at your preferred domain of
interest.
•Prefer and approach people who are working in the same domain of interest
as yours. For Instance, if you’re a data science analyst , it is advisable to ask a
data science analyst to refer you for the available vacant positions. They can
judge you based on your curriculum vitae and skills.
•LinkedIn allows you to send messages to a certain limit. Prefer people who’ve
been active on LinkedIn in the past one month. Here, being active means a
like/ comment or shares.
•Try that your message is concise and appealing, this increases chances of
getting a reply. The referrer may even suggest some improvements or provide
some valuable feedback.
And, that’s all we need to get successful referrals from LinkedIn.
FEW ADDITIONAL STEPS-

14. Steps and plan for recruitment using social media
,linkedIn etc.
A job posting is used to advertise jobs and helps standardize them
across a business. A good template should list things that attract
great candidates, rather than merely listing pertinent requirements
and qualifications. Job Postings are also called job advertisements,
announcements, job ads or wanted ads.

15. STEPS AND PLAN FOR RECRUITMENT USING SOCIAL MEDIA
Online recruitment is all about finding quality candidates and making
connections with them. Trying to find an employee that will not only fit with
the job you’re hiring for but also matches your company culture can be
challenging. Here are the basic steps to get started :
• Find suitable people : The key to recruiting on social media is to cut
through the noise and find the right people.
• Be easy and promote your work culture : You should share content that
shows your company is a great place to work so you can organically attract
candidates.
•Involve every employee : Encourage your entire staff to share openings
and, in general, be an evangelist for your brand on social media.
•Recruiters can grow small media presence : Individual recruiters can
make person-to-person connections with candidates but should first know
social media best practices and use social media regularly.

16. RECRUITMENT USING LINKEDIN
LinkedIn is undoubtedly the best of all social media networks
when it comes to recruiting. Nearly everyone with an established
career has a profile on the “ World’s Largest Professional
Network.”
Here are a few steps for getting started :
•Fully complete your brand page : Job searchers will find your
page , see openings and learn everything they need to know
about your organization.
•Utilize filters to find the right candidates : Since there are so
many people on LinkedIn, recruiters are able to use filters to find
potential candidates.
•Add some personal touch : Add personal touch to your
messages. Mention what about the candidate caught your
attention and makes you think they would be a good fit for your
company.

17. EXAMPLE OF HOW YOU CAN WRITE A HIRING ALERT FOR YOUR COMPANY
Dear Aspirants,
We are #hiring #interns in several functions for June 21’ batch for our Graduate Rotational Internship
Program (GRIP) – an opportunity to learn, grow your network.
Various functions available are :-
Campus Ambassador.
Talent Acquisition.
Data Science and Business Analyst.
Content Development.
Digital Marketing.
Mobile App Development.
IoT & Computer Vision.
Web Development & Designing.
Details are provided in the link:-
https://docs.google.com/forms/d/e/IFMpQUrF-pTur/edit=?.huok6uy7
Please go through the link and apply for the same.
Deadline for applying to the above positions – 20 May 2021
Internship will begin from first week of June 2021.
All the best!

18. - SUKANYA ROY