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Recruitment Process-Overview

Recruitment Process  
  • Introduction
  • Table of contents
  • FAQ
  • Practical Demo
  Introduction   “The process of searching for prospective employees and stimulating them to apply for jobs in the organization” - Edwin B.Flippo   The first step in staffing involves Human Resource Planning (HRP), which is understood as the process of forecasting an international organizations’ future demand for and supply of the right type of people in the right number. The Recruitment process is closely linked to the business plan of the MNC and facilitates the realization of the organization’s objectives by providing the right type and the right number of personnel. Since hiring and then deploying people to positions where they can perform effectively is the ultimate goal of most of the organizational HRP.    The purpose of the Strategy used in the HRMS tool is to rightfully focus on selecting the candidates and avoid unwanted cost occurrences.     Objectives of recruitment:
  • To attract people with multi-dimensional skills and experiences that suit the present and
  • future organizational strategies
  • To induct outsiders with a new perspective to lead the company
  • To infuse fresh blood at all levels of the organization
  • To develop an organizational culture that attracts competent people to the company
  • To search or headhunt/head pouch people whose skills fit the companies values
  • To devise methodologies for assessing psychological trait
  • To seek out non-conventional development ground of talent
  • To search for talent globally and not just with the company
  • To design entry pay that competes on quality but not on quantum
  • To anticipate and find people for a position that do not exist yet
  Types of Process   Manpower planning: Manpower Planning which is also called Human Resource Planning consists of putting the right number of people, the right kind of people at the right place, right time, doing the right things for which they are suited for the achievement of goals of the organization. Human Resource Planning has got an important place in the arena of industrialization. Human Resource Planning has to be a systems approach and is carried out in a set procedure. The procedure is as follows:  
  • Analyzing the current manpower inventory
  • Making future manpower forecasts
  • Developing employment programs
  • Design training programs
  Analyzing the current manpower inventory:   Once the factors affecting the future manpower forecasts are known, planning can be done for the future manpower requirements in several work units. The Manpower forecasting techniques commonly employed by the organizations are as follows:  
  1. Expert Forecasts: This includes informal decisions, formal expert surveys and
unique techniques.  
  1. Trend Analysis: Manpower needs can be projected through extrapolation
(projecting past trends), indexation (using base year as a basis), and statistical analysis (central tendency measure).   iii. Work Load Analysis: It is dependent upon the nature of workload in a department, in a branch, or in a division.  
  1. Workforce Analysis: Whenever production and time period has to be analyzed,
due allowances have to be made for getting net manpower requirements.  
  1. Other methods: Several Mathematical models, with the aid of computers, are
used to forecast manpower needs, like budget and planning analysis, regression, and new venture analysis.   Developing employment programs- Once the current inventory is compared with future forecasts, the employment programs can be framed and developed accordingly, which will include recruitment, selection procedures, and placement plans.   Design training programs- These will be based upon the extent of diversification, expansion plans, development programs, etc. Training programs depend upon the extent of improvement in technology and advancement to take place. It is also done to improve upon the skills, capabilities, knowledge of the workers.   Recruitment methods:   The two methods of recruitment are as follows:   Internal Recruitment :   Internal sources are primarily three – Transfers, promotions, and Re-employment of ex-employees. Re-employment of ex-employees is one of the internal sources of recruitment in which employees can be invited and appointed to fill vacancies in the concern. There are situations when ex-employees provide unsolicited applications also.  
  1. Transfers
  2. Promotions (through Internal Job Postings) and
  3. Re-employment of ex-employees - Re-employment of ex-employees is one of the internal sources of recruitment in which employees can be invited and appointed to fill vacancies in the concern. There are situations when ex-employees provide unsolicited applications also.
  External Recruitment:   External sources of recruitment have to be solicited from outside the organization. External sources are external to a concern. But it involves a lot of time and money. The external sources of recruitment include – Employment through social media, advertisements, employment exchanges, employment agencies, educational institutes, labor contractors, recommendations, etc.    External Recruitment can also be done through Job Analysis, and the following process takes place once the above criteria are fulfilled    The Employee selection Process takes place in the following order-  
  1. Preliminary Interviews - - The skills, academic, and family background,
competencies and interests of the candidate are examined during the preliminary interviews.   
  1. Application blanks - The candidates who clear the preliminary interview are required to fill the application blank. It contains a data record of the candidates such as details about age, qualifications, the reason for leaving the previous job, experience, etc.
 
  1. Written Tests - Various written tests conducted during the selection procedure are aptitude tests, intelligence tests, reasoning tests, personality tests, etc. These tests are used to objectively assess the potential candidate. They should not be biased.
 
  1. HR Interviews - It is a one-one interaction between the interviewer and the potential candidate. It is used to find whether the candidate is best suited for the required job or not. Such interviews should be conducted properly. No distractions should be there in the room. There should be honest communication between the candidate and the interviewer.
 
  1. Medical Examinations - Medical tests are conducted to ensure the physical fitness of the potential employee. It will decrease the chances of employee absenteeism. The motive to examine the medical tests is for a futuristic scope for sending the employee for onsite opportunities and also to avoid 
  After understanding the above said, now it's time for us to practice and to work out the steps in the HRMS and the ESS tools for practicing the Recruitment process.    Table of Contents  
  1. Recruitment Plan
  2. Profile 
  3. Skill Set
  4. Job Opening 
  5. Job Applicant 
  6. Manpower recruitment and Plan
  7. Selection type and rounds
  8. Selection Process
  9. Offer Letter Generation
  10. Induction and Orientation Checklist
  11. Type Master Checklist, Shift, Employee Details
  12. Salary Structure
  13. Workload Allotment
  14. Shift Allotment (Attendance Setting)
  15. Reports
  Frequently Asked Questions Recruitment Management Workflow Practical Demo - Page 

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