An Overview - Recruitment
- 1. By – Sheetal Wagh
- 2. Recruitment refers to the overall process of attracting, shortlisting, selecting and appointing suitable candidates for jobs (either permanent or temporary) within an organization. The recruitment process includes analyzing the requirements of a job, attracting employees to that job, screening and selecting applicants, hiring, and integrating the new employee to the organization.
- 3. It is a core function of Human Resource Management. Recruitment is the process of choosing the right person for the right position and at the right time. The hiring of the candidates can be done internally i.e., within the organization, or from external sources. And the process should be performed within a time constraint and it should be cost effective.
- 4. Recruitment Process : 1) Recruitment process is the first step in creating a powerful resource base. 2) The process undergoes a systematic procedure starting from sourcing the resources to arranging and conducting interviews and finally selecting the right candidates.
- 6. Recruitment Process Recruitment Planning Strategy Development Searching Screening Evaluation & Control
- 7. a) Recruitment Planning: 1) It is the first step of the recruitment process, where the vacant positions are analyzed and described. 2) It includes job specifications and its nature, experience, qualifications and skills required for the job, etc. 3) A structured recruitment plan is mandatory to attract potential candidates from a pool of candidates. 4) The potential candidates should be qualified, experienced with a capability to take the responsibilities required to achieve the objectives of the organization.
- 8. This step involves the following: i. Identifying vacancy ii. Job Analysis iii. Job Description iv. Job Specification v. Job Evaluation
- 9. i. Identifying vacancy: The first and foremost process of recruitment plan is identifying the vacancy. This process begins with receiving the requisition for recruitments from different department of the organization to the HR Department, which contains − I. Number of posts to be filled II. Number of positions III. Duties and responsibilities to be performed IV. Qualification and experience required
- 10. When a vacancy is identified, it the responsibility of the sourcing manager to ascertain whether the position is required or not, permanent or temporary, full-time or part-time, etc. These parameters should be evaluated before commencing recruitment. Proper identifying, planning and evaluating leads to hiring of the right resource for the team and the organization.
- 11. ii. Job Analysis: Job analysis is a process of identifying, analyzing, and determining the duties, responsibilities, skills, abilities, and work environment of a specific job. These factors help in identifying what a job demands and what an employee must possess in performing a job productively. Its purpose is to establish and document the job relatedness of employment procedures such as selection, training, compensation, and performance appraisal. The following steps are important in analyzing a job − • Recording and collecting job information • Accuracy in checking the job information • Generating job description based on the information • Determining the skills, knowledge and skills, which are required for the job
- 13. iii. Job Description: • The immediate products of job analysis are job descriptions and job specifications. • Job description is an important document, which is descriptive in nature and contains the final statement of the job analysis. • This description is very important for a successful recruitment process. • Job description provides information about the scope of job roles, responsibilities and the positioning of the job in the organization. • And this data gives the employer and the organization a clear idea of what an employee must do to meet the requirement of his job responsibilities.
- 14. A job description provides information on the following elements − Job Title / Job Identification / Organization Position Job Location Summary of Job Job Duties Machines, Materials and Equipment Process of Supervision Working Conditions Health Hazards
- 15. iv. Job Specification: Job specification focuses on the specifications of the candidate, whom the HR team is going to hire. The first step in job specification is preparing the list of all jobs in the organization and its locations. The second step is to generate the information of each job. * A job specification document provides information on the following elements − Qualification Experiences Training and development Skills requirements Work responsibilities Emotional characteristics Planning of career
- 16. v. Job Evaluation: Job evaluation is a comparative process of analyzing, assessing, and determining the relative value/worth of a job in relation to the other jobs in an organization. The main objective of job evaluation is to analyze and determine which job commands how much pay. There are several methods such as job grading, job classifications, job ranking, etc., which are involved in job evaluation. Job evaluation forms the basis for salary and wage negotiations.
- 17. b) Strategy Development / Recruitment Strategy: It is the second step of the recruitment process, where a strategy is prepared for hiring the resources. After completing the preparation of job descriptions and job specifications, the next step is to decide which strategy to adopt for recruiting the potential candidates for the organization. The steps involved in developing a recruitment strategy include − • Setting up a board team • Analyzing HR strategy • Collection of available data • Analyzing the collected data • Setting the recruitment strategy
- 18. c) Searching the right candidates: • Searching is the process of recruitment where the resources are sourced depending upon the requirement of the job. • After the recruitment strategy is done, the searching of candidates will be initialized. • Searching involves attracting the job seekers to the vacancies. • The sources are broadly divided into two categories: Internal Sources and External Sources.
- 19. Sources of Recruitment Internal Sources External Sources i. Promotions ii. Transfers iii. Former Employees iv. Job Postings v. Employee Referrals i. Direct Recruitment ii. Employment Exchanges iii. Employment Agencies iv. Advertisements v. Campus Recruitment
- 20. Internal Sources Internal sources of recruitment refer to hiring employees within the organization. External Sources External sources of recruitment refer to hiring employees outside the organization.
- 21. d) Screening / Short-listing: Screening starts after completion of the process of sourcing the candidates. Screening is the process of filtering the applications of the candidates for further selection process. Screening is an integral part of recruitment process that helps in removing unqualified or irrelevant candidates, which were received through sourcing. This involves three steps: 1) Reviewing of resumes / cover letters 2) Conducting Telephonic / Video Interview 3) Identifying the top candidates
- 22. e) Evaluation & Control: Evaluation and control is the last stage in the process of recruitment. In this process, the effectiveness and the validity of the process and methods are assessed. Recruitment is a costly process, hence it is important that the performance of the recruitment process is thoroughly evaluated.
- 23. The costs incurred in the recruitment process are to be evaluated and controlled effectively. These include the following − a) Salaries to the Recruiters b) Advertisements cost and other costs incurred in recruitment methods, i.e., agency fees. c) Administrative expenses and Recruitment overheads d) Overtime and Outstanding costs, while the vacancies remain unfilled e) Cost incurred in recruiting suitable candidates for the final selection process f) Time spent by the Management and the Professionals in preparing job description, job specifications, and conducting interviews.