please let me know that when we can say that recruitment is over ahether after selecting the candiate or if the selected candidate joins in the company
From India, Hyderabad
From India, Hyderabad
The role of recruitment team starts from the day when requisition is raised and ends on the day of joining...or say day of induction.
Regards
Sanjeev Sharma
(Email:
; 
)
(Blog: http://sanjeevhimachali.blogpsot.com/)
From India, Mumbai
94Regards
Sanjeev Sharma
(Email:
(Blog: http://sanjeevhimachali.blogpsot.com/)
From India, Mumbai
Every organization has its own standards and interpretations of closing recruitment.
However technically recruitment for any position ends only when a candidate joins the organization, not with selection. In case a candidate has been selected and offered for the positon but eventually doesn't join, the position will still be open & thus recruiting has to continue.
From India, Delhi
However technically recruitment for any position ends only when a candidate joins the organization, not with selection. In case a candidate has been selected and offered for the positon but eventually doesn't join, the position will still be open & thus recruiting has to continue.
From India, Delhi
Hi,
Recruitment is over, in technical terms, when the candidate is Onboard i.e. when the candidate joins the company,day of induction. Else the recruiter has to pick up from the buffer and the same procedure after that is continued.
Regards,
Mallet :D :D :D
From India, Hyderabad
Recruitment is over, in technical terms, when the candidate is Onboard i.e. when the candidate joins the company,day of induction. Else the recruiter has to pick up from the buffer and the same procedure after that is continued.
Regards,
Mallet :D :D :D
From India, Hyderabad
Hi People
Can anybody tell me what is the exact difference between Recruitment and Selection??
When does selection start??When the candidate is called for the interview process?
Also what is difference between orientation and induction?
Ramya Vasudevan
From India, Madras
Can anybody tell me what is the exact difference between Recruitment and Selection??
When does selection start??When the candidate is called for the interview process?
Also what is difference between orientation and induction?
Ramya Vasudevan
From India, Madras
Hi All,
I think we miss interpreted between two different processes - recruitment and selection.
Recruitment is the positive process inwhich we (company) try to attract the resumes of the prospect canidates. Here the number of candidates should be as large as possible to term it as an effective recruitment.
Whereas Selection is a negative process in which we shortlist the resumes/candidates on the basis of the company requirement i.e. job profile and resume / cv of the candidate (by using different test/interviews).
So the recruiment ends when we collect the cv/resumes of all the prospect candidates and Selection ends when the selected prospect candidate joins the organization.
This is as per me. Please let me know if there are different opinions of other members.
Regards,
Shashank
From India
I think we miss interpreted between two different processes - recruitment and selection.
Recruitment is the positive process inwhich we (company) try to attract the resumes of the prospect canidates. Here the number of candidates should be as large as possible to term it as an effective recruitment.
Whereas Selection is a negative process in which we shortlist the resumes/candidates on the basis of the company requirement i.e. job profile and resume / cv of the candidate (by using different test/interviews).
So the recruiment ends when we collect the cv/resumes of all the prospect candidates and Selection ends when the selected prospect candidate joins the organization.
This is as per me. Please let me know if there are different opinions of other members.
Regards,
Shashank
From India
Hi,
I Agree with Shashank on-
But I don't think recruitment ends here. We need to Further Filter the resumes among the Lot,Schedule for interviews ( 1st,2nd.... till Final HR discussion),regular Followups which is very important and the Selection process Starts after Interviewing the candidates.
Ramya Vasudevan
In my opininon I think there is no much difference in these two. Induction is a part of Orientation Program.
Experts Opinion requested
Regards
Swapna
From India, Hyderabad
I Agree with Shashank on-
But I don't think recruitment ends here. We need to Further Filter the resumes among the Lot,Schedule for interviews ( 1st,2nd.... till Final HR discussion),regular Followups which is very important and the Selection process Starts after Interviewing the candidates.
Ramya Vasudevan
In my opininon I think there is no much difference in these two. Induction is a part of Orientation Program.
Experts Opinion requested
Regards
Swapna
From India, Hyderabad
Hi,
I Agree with Shashank on-
But I dont think recruitment ends here. We need to Further Filter the resumes among the Lot,Schedule for interviews ( 1st,2nd.... till Final HR discussion),regular Followups which is very important and the Selection process Starts after Interviwing the candidates.
Ramya Vasudevan
In my opininon I think there is no much difference in these two. Induction is a part of Orientation Program.
Experts Opinion requested
Regards
Swapna
From India, Hyderabad
I Agree with Shashank on-
But I dont think recruitment ends here. We need to Further Filter the resumes among the Lot,Schedule for interviews ( 1st,2nd.... till Final HR discussion),regular Followups which is very important and the Selection process Starts after Interviwing the candidates.
Ramya Vasudevan
In my opininon I think there is no much difference in these two. Induction is a part of Orientation Program.
Experts Opinion requested
Regards
Swapna
From India, Hyderabad
Hi all,
It is really wise to say that ‘ being a enterprise depends largely on the quality of manpower you have’ Very often , recruitment misunderstood as filling in of vacancies. The real purpose of recruitment is not to fill up a vacancy but to add a person to the staff whom management expect to become important in the future scheme of things. Systematic recruitment should see that the person selected has:
willingness to do the job,
has the ability to do the job,
can fit into the work situation, and
has appropriate growth potentialities and also stays the organization for a fair period.
In the other words, recruitment is the pillar stone of the whole personal structure of any organization. For a lay man it is like picking persons for filling up jobs laying vacant in some office. Its function should be positive and dynamic to identify and attract the best available talent from the society. The management should must stress on manpower planning and must ask question to themselves that whether the recruitment is at all necessary, because recruitment means an additional employee and therefore an additional load. These two factors namely, an additional complement meaning, thereby more complex problems and additional financial liability must have fair justification on the basis of returns in terms of additional work load carried out and the capacity of the industry to meet the financial liabilities. If the answer to these two points is in the affirmative, then only recruitment could be said to be justified.
Many steps has to be taken while recruiting of a candidates.
Firstly, physical fitness as required by the job. This will impact directly the work for which candidates are to be taken. As level to level would differ from job to job. For example, high level fitness would be necessary for armed force or pilot, it would not necessary if the job related to software work or other clerical work.
Secondly, Mental suitability i.e. both by intelligence and education commensurate with the nature of the job. That means a person for the higher post of in the hierarchy of management will need higher level of intelligence and education while at lower level intelligence and education standards would not be demanding.
Thirdly, Sufficient experience to acquire skill and knowledge to do a job
(a) to satisfactory standards of quality and
(b) with necessary degree of safety.
This mean the necessary experience would differ from job to job
many things has to be considered to complete recruitment process such as
SKILL,
EXPERIENCE,
AGE,
SEX,
EDUCATION & TRAINING,
PHYSICAL CHARACTARISTICS,
INITIATIVE,
APTITUDE & ATTITUDE ,
STABILITY & RESPONSIBILITIES,
PERSONALITY,
PHYSICAL MAKEUP,
INTERESTS,
CIRCUMSTANCES,
Few tests are also advised to involve to complete recruitment process, like,
PERFORMANCE TEST,
TRADE TESTS,
INTELLIGENCE TESTS,
APTITUDE TESTS,
INTEREST TEST,
EMOTIONAL TEST AND ADJUSTMENT,
ATTITUDE TEST,
OBSERVATION TEST,
PHYSICAL REACTION TEST,
Depending on the nature of job & responsibilities lies you should use these tools to finish your recruitment process.
Regards,
Pranav
From India, Pune
It is really wise to say that ‘ being a enterprise depends largely on the quality of manpower you have’ Very often , recruitment misunderstood as filling in of vacancies. The real purpose of recruitment is not to fill up a vacancy but to add a person to the staff whom management expect to become important in the future scheme of things. Systematic recruitment should see that the person selected has:
willingness to do the job,
has the ability to do the job,
can fit into the work situation, and
has appropriate growth potentialities and also stays the organization for a fair period.
In the other words, recruitment is the pillar stone of the whole personal structure of any organization. For a lay man it is like picking persons for filling up jobs laying vacant in some office. Its function should be positive and dynamic to identify and attract the best available talent from the society. The management should must stress on manpower planning and must ask question to themselves that whether the recruitment is at all necessary, because recruitment means an additional employee and therefore an additional load. These two factors namely, an additional complement meaning, thereby more complex problems and additional financial liability must have fair justification on the basis of returns in terms of additional work load carried out and the capacity of the industry to meet the financial liabilities. If the answer to these two points is in the affirmative, then only recruitment could be said to be justified.
Many steps has to be taken while recruiting of a candidates.
Firstly, physical fitness as required by the job. This will impact directly the work for which candidates are to be taken. As level to level would differ from job to job. For example, high level fitness would be necessary for armed force or pilot, it would not necessary if the job related to software work or other clerical work.
Secondly, Mental suitability i.e. both by intelligence and education commensurate with the nature of the job. That means a person for the higher post of in the hierarchy of management will need higher level of intelligence and education while at lower level intelligence and education standards would not be demanding.
Thirdly, Sufficient experience to acquire skill and knowledge to do a job
(a) to satisfactory standards of quality and
(b) with necessary degree of safety.
This mean the necessary experience would differ from job to job
many things has to be considered to complete recruitment process such as
SKILL,
EXPERIENCE,
AGE,
SEX,
EDUCATION & TRAINING,
PHYSICAL CHARACTARISTICS,
INITIATIVE,
APTITUDE & ATTITUDE ,
STABILITY & RESPONSIBILITIES,
PERSONALITY,
PHYSICAL MAKEUP,
INTERESTS,
CIRCUMSTANCES,
Few tests are also advised to involve to complete recruitment process, like,
PERFORMANCE TEST,
TRADE TESTS,
INTELLIGENCE TESTS,
APTITUDE TESTS,
INTEREST TEST,
EMOTIONAL TEST AND ADJUSTMENT,
ATTITUDE TEST,
OBSERVATION TEST,
PHYSICAL REACTION TEST,
Depending on the nature of job & responsibilities lies you should use these tools to finish your recruitment process.
Regards,
Pranav
From India, Pune
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.