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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