A Recruitment Audit is an unbiased examination and evaluation of systems and processes of an organization in order to demonstrate whether they are in compliance with a standard. It is a comprehensive method to review your current recruitment policies, procedures, documentation and systems to identify needs for improvement and enhancement of the overall recruitment function. An Audit involves systematically reviewing all aspects of recruitment, usually in a checklist fashion.

2. Recruitment Auditing
About Vijay Anand (Head Mentor)
Has an overall 15 plus years of experience in the Recruitment Industry. Working
experience includes Leading Consultancy Services, IT/Telecom software companies
in Chennai, India. Holds a Bachelor of Science from Madras University, India. Master
of Labour Management from Madurai Kamaraj University, Madurai and a Post
Graduate degree in Human Resources Management, Pondichery.
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Experience of interviewing several hundreds of candidates across all the verticals.
Exposure to both consultancy and corporate environment.
Groomed a team of recruiters for productive results.
Provided recruitment solutions for several hundreds of recruiters through Online and
In-person mentoring.
Founder and President of Global Recruiters Association, non profit organization for
recruiters (www.graindia.org)
Online Recruitment Journal - Hirington (www.hirington.com),
Author of Hiring Handbook,
Cross Border Recruiter Exchange (an Online Facebook Community for Recruiters)
Subject Matter Expert in Recruitment.

3. Recruitment Auditing
About Hirington Academy
Hirington Academy is an ambitious initiative to improve the recruitment capability
and standards of individual recruiters, consultancy and the corporate.
Provides Key Marquee Programs to the Recruitment Community. “Recruitment
Auditing, Business Development Support (Manpower Consultancy), Best Hiring
Practices'' – are World's first certified program from Hirington Academy.
Provides India's First 100% Practical Training Program for HR students. ''Recruiter Industry Ready'', ''HR - Industry Ready''
We used all our capabilities to create an unique recruitment enrichment and
management programs for the individual recruiters, consultancy and corporate.
That is where the bulb sparkled from our head and gave a birth to HARD (Hirington
Academy for Recruitment Development).

4. Recruitment Auditing
What is a Recruitment Audit
A Recruitment Audit is an unbiased examination and evaluation of systems and
processes of an organization in order to demonstrate whether they are in
compliance with a standard. It is a comprehensive method to review your current
recruitment policies, procedures, documentation and systems to identify needs for
improvement and enhancement of the overall recruitment function. An Audit
involves systematically reviewing all aspects of recruitment, usually in a checklist
fashion.
Sections of review includes;
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Job requirement initiation
Market Survey and Talent Mapping
Sourcing channels and methods
Screening methods
Interview process
Offer process
Joining and On-boarding

5. Recruitment Auditing
Recruitment Audit – The Process
The recruitment audit process is conducted in different phases. Each phase is designed to build
upon the preceding phase so that the organization will have a very strong overview of the
health of the recruitment function, at the conclusion of the audit. These phases include:
Pre-Audit Information: This phase involves the acquiring and review of relevant recruitment
manuals, handbooks, forms, reports and other information present with the individual
recruiters, consultancy and the corporate.
Self-Assessment: In order to maximize the time spent during subsequent portions of the
audit, a pre-audit self-assessment form, if sent to the client can be of use. The selfadministered yes/no questionnaire asks a number of questions about the current recruitment
policies and practices. The completion of this self-administered questionnaire allows auditors
to identify key areas for focus during the recruitment audit.
Audit Report: The information gathered is used to develop a recruitment audit report. The
audit report categorizes action needs into three separate areas. The areas that are urgent and
important (UI), not urgent needs but important (NUI), not urgent but not important needs
(NNI)), and important opportunities needs (IO). As a result of this scheme of
classification, managements can prioritize their steps.

6. Recruitment Auditing
Benefits of a Recruitment Audit
• Brings opportunities to individual recruiters. Manpower agencies and corporate
to gain confidence of their candidates.
• Identification of recruitment strengths and weaknesses including a proposal for
improvement measures.
• Feedback on the quality of the implemented recruitment processes as compared
with industry best practices.
• Evaluation change management using continuous auditing methods.
• Build a strong recruitment process, policies to bring out needed business and
revenue for the organization.
• Build a qualitative talent team that can cater any needs on recruitment.
• Benchmarking of the quality and efficiency of recruitment processes as compared
with industry best practices using key performance indicators.