Good resources. The recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. A general recruitment process is as follows:
1. Identify vacancy
2. Prepare job description and person specification
3. Advertising the vacancy
4. Managing the response
5. Short-listing
6. Arrange interviews
7. Conducting interview and decision making
The recruitment process is immediately followed by the selection process, i.e., the final interviews and the decision-making, conveying the decision, and the appointment formalities.
From India, Mangaluru
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61. Identify vacancy
2. Prepare job description and person specification
3. Advertising the vacancy
4. Managing the response
5. Short-listing
6. Arrange interviews
7. Conducting interview and decision making
The recruitment process is immediately followed by the selection process, i.e., the final interviews and the decision-making, conveying the decision, and the appointment formalities.
From India, Mangaluru
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Dear Vijay,
In practice, recruitment is:
- Sourcing candidates from job portals according to the requirements with leading-edge skills (Head Hunting, References).
- Screening the profiles to check how they match the requirements.
- Shortlisting candidates based on experience, knowledge of the skill set by asking for ratings from the candidate, stability, etc.
- Scheduling interviews.
- Conducting preliminary interviews to assess communication skills.
- Scheduling technical interviews to evaluate technical skills.
- Final HR round.
From India, Bangalore
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In practice, recruitment is:
- Sourcing candidates from job portals according to the requirements with leading-edge skills (Head Hunting, References).
- Screening the profiles to check how they match the requirements.
- Shortlisting candidates based on experience, knowledge of the skill set by asking for ratings from the candidate, stability, etc.
- Scheduling interviews.
- Conducting preliminary interviews to assess communication skills.
- Scheduling technical interviews to evaluate technical skills.
- Final HR round.
From India, Bangalore
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I agree with Fed.
1. Identify vacancy
2. Prepare job description and person specification
3. Advertising the vacancy
4. Managing the response
5. Short-listing
6. Arrange interviews
7. Conducting interview and decision making
Let me introduce all of you to more information about the recruitment process. I hope that it is useful for our community.
Source: <link outdated-removed> (Search On Cite | Search On Google)
rgs
From United States, Englewood
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1. Identify vacancy
2. Prepare job description and person specification
3. Advertising the vacancy
4. Managing the response
5. Short-listing
6. Arrange interviews
7. Conducting interview and decision making
Let me introduce all of you to more information about the recruitment process. I hope that it is useful for our community.
Source: <link outdated-removed> (Search On Cite | Search On Google)
rgs
From United States, Englewood
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Hi Vijay I’m attaching a presentation against the reply. Hope it 'll solve ur problem. Thanks&Regards Ashutosh Tripathi Sr.Exec.HR Spice Televentures
From India, New Delhi
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From India, New Delhi
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Hi guys,
In my opinion, recruitment is only about generating a pool of candidates for positions open in an organization. It starts from HR planning, i.e., you decide what your company's plans are and how HR fits in. For example, if my company's goal is venturing into the education sector, I (as HR) need to find out how many teachers, non-teaching staff, etc., I would need. Once that's decided, I would consider whether I want to pursue internal or external recruitment. Internal options include promotions, transfers, and sometimes references, while external options involve consultants, job portals, campus placements, etc.
Once you've lined up candidates, the next step is screening them. From here, the next HR function of selection starts. There's a thin line between sourcing, recruitment, and selection, but it's important to understand the differences.
Hope it's not too complicated :)
Shipra
From India, Delhi
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In my opinion, recruitment is only about generating a pool of candidates for positions open in an organization. It starts from HR planning, i.e., you decide what your company's plans are and how HR fits in. For example, if my company's goal is venturing into the education sector, I (as HR) need to find out how many teachers, non-teaching staff, etc., I would need. Once that's decided, I would consider whether I want to pursue internal or external recruitment. Internal options include promotions, transfers, and sometimes references, while external options involve consultants, job portals, campus placements, etc.
Once you've lined up candidates, the next step is screening them. From here, the next HR function of selection starts. There's a thin line between sourcing, recruitment, and selection, but it's important to understand the differences.
Hope it's not too complicated :)
Shipra
From India, Delhi
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Am submitting a document on Selection and Recruitment Process..Hope it is of some use to you.
1.0 GENERAL:
1.1 OBJECTIVE:
The objectives of the Recruitment and Selection Process are to set norms, measures and guidelines that will allow the organisation to select the number and quality of employees with the necessary competencies, to satisfy the current and future needs of the organisation.
Am submitting a document on Selection and Recruitment Process..Hope it is of some use to you.
1.0 GENERAL:
1.1 OBJECTIVE:
The objectives of the Recruitment and Selection Process are to set norms, measures and guidelines that will allow the organisation to select the number and quality of employees with the necessary competencies, to satisfy the current and future needs of the organisation.
a) To streamline the Recruitment and Induction process,
b) To ensure that we always hire the RIGHT people at RIGHT role at RIGHT time, and
c) Also to build a strong Employer Branding to attract the best talents available in the Industry
1.2 SCOPE:
Covers all the vacant positions across the functions, levels & hierarchy.
- To enable HR to initiate the hiring process at any point of time during the year.
HR – Human Resources
HOD – Head of Department
CEO – Chief Executive Officer
CV – Curriculum Vitae
DOJ – Date of Joining
2.0 RECRUITMENT QUALITY NORM:
In today’s knowledge driven business scenario,People are perceived as the most valuable assets of an organization and the optimum utilization of the skill, knowledge, attitude, they posses, are directly instrumental to the growth of any organization.
Therefore, while recruiting a candidate for any role, position, level, function, it should always be ensured that there is no compromise in the quality of people, we hire.
Besides checking the presence of role-specific key competencies & the behavioral attributes required to perform a job, few basic eligibility criteriashould be considered, even before a candidate is called for the initial rounds of Interviews -
- Academic Qualification: MinimumGraduate (Recognized university) for all positions.
- Process:
- Once the candidates resume is screened based on the Job Description, the candidate will be eligible for an interview.
- For all short-listed resumes, the candidate will have to take up three levels of interview (Step by step) as follows.
- If the candidate is a local candidate, he/she must fill Candidate Information Form.
Level 1: Personal discussion & HR round (Telephone/ Face to face)
Level 2: Technical Round (Telephone/ Face to Face)
Level 3: II Technical Round with US Team (Telephone) All the evaluations about the candidate should be recorded in the Candidate Evaluation Form - Reference check: Reference check is MUST for all recruitments and HR should always ensure that Reference check is done before or after extending the offer to a selected candidate. However, it’s mandatory that it is done before he/ she is appointed the organisation. In exceptional cases, it is done before confirmation.
a) Candidates selected after rounds of interviews would be asked to provide the names & contact details of at least 2 persons as his/herProfessional References,and
b) HR would contact these references and the comments & remarks of the referees would be documented and preserved for future records.
c) HR in some of the critical cases may also carry out an Independent Reference Check through the respective Placement consultants (who had sourced the CV of the concerned candidate), who would check with atleast 2referees (one each from 2 different organizations) whom the concerned candidate had worked with in the past
4.0 RECRUITMENT APPROVAL MATRIX:
Any Recruitment across the organization, at any level / function has to be approved by the concerned authorities as specified in the matrix below –
a) Project Lead to Managers - Preliminary round by HOD and final by CEO, Director
b) Trainees to Senior Engineers - Preliminary round by Functional Lead/ Project Manager and HR and final by CEO, Director
5.0 RECRUITMENT SOURCES:
Any Recruitment across the organization, at any level / function has to be approved by the concerned authorities as specified in the matrix below –
a) Project Lead to Managers - Preliminary round by HOD and final by CEO, Director
b) Trainees to Senior Engineers - Preliminary round by Functional Lead/ Project Manager and HR and final by CEO, Director
5.0 RECRUITMENT SOURCES:
- To ensure a steady in-flow of quality candidates for all the existing vacant positions, with an aim to select the best within a stringent recruitment deadline, HR would always focus to develop a robust database of CVs searched from the following sources –
b) Employee Referral Scheme
c) Market Intelligence, Personal Network and Head Hunting
d) Hiring Consultants
Hiring consultants: HR will negotiate the Terms & Conditions with all the identified consultants and will get a one-time approval (from the CEO) before rolling out the formal agreement with them.
6.0 COMPENSATION PROPOSALS, NEGOTIATION & ISSUING THE OFFER LETTERS:
a) Academic & Professional qualification of the respective candidates6.0 COMPENSATION PROPOSALS, NEGOTIATION & ISSUING THE OFFER LETTERS:
- HR prepares the compensation proposals based on the below-mentioned critical attributes and gets those approved by the concerned authorities before extending to the candidates -
b) Experience Profile
c) Existing Compensation & benefits
d) Market synergy
e) Internal Role-wise compensation study to maintain the equity
- HR extends the proposals to the candidates who get selected after final round of Interviews and negotiates to close those.
- Once the candidates agree to the proposals & intimate their acceptance, HR sends out the formal offer letter, duly approved & signed by the concerned authority.
HR should make sure that all the below-listed documents are received & checked thoroughly before issuing the formal offer letters –
a) Resume (hardcopy) of the candidate
b) Candidate Information Form
c) Interview Evaluation Form (Filled up with specific recommendations by the concerned Interviewers)
d) Reference Check Form (documented in the specified format)
e) Compensation Proposal (Existing package & the proposed plan, approved by the concerned Authority
7.0 RECRUTIMENT PROCESS: Pre and Post selection process is shown in the attached document
From India, Madras
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It's a typical recruitment cycle... where to start and how to close, etc. Software companies used to follow 3 rounds (1 additional if required).
1 - Communication and soft skills test
2 - Technical Round (technologies like Microsoft, Java, PHP, etc.)
3 - HR/Final round - Salary Negotiation
4 - Project Head/Manager
That's all...
Regards,
Deepak
From India, Delhi
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1 - Communication and soft skills test
2 - Technical Round (technologies like Microsoft, Java, PHP, etc.)
3 - HR/Final round - Salary Negotiation
4 - Project Head/Manager
That's all...
Regards,
Deepak
From India, Delhi
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Hi,
The recruitment process is the procedure adopted for hiring the right candidates and transforming them into employees of a particular organization.
The recruitment process can be broken down into a simple 5-step process:
1. Pre-Approach
2. Approach
3. Interviews
4. Results and Objections
5. Close
In the pre-approach stage, planning is crucial. The recruiter receives information about the vacancy and client expectations. The job description is prepared according to company standards and posted on job portals, internal job postings, and through employee referrals.
During the approach stage, the recruiter reaches out to candidates and conducts phone screenings. After phone screenings, the recruiter presents potential candidates to the clients for approval. Upon receiving approval, the recruiter shortlists CVs, informs the desired candidates, and confirms their availability.
Interviews involve the recruiter acting as the point of contact for the candidate and conducting interviews with the shortlisted candidates.
After the interviews, results and objections are handled. The tech leads share the results with the recruiter, who then informs the candidate. If selected, the candidate is notified and asked to submit required documents. Additionally, at this stage, the employee may be asked to provide references for background checks if necessary.
The final step is closing the process. Once all requirements are met, an offer is extended to the candidate, who is then invited to an induction program.
Following this are the joining formalities, induction, and employee relations.
Regards,
Satish
Please let me know your feedback, and I hope these corrections are helpful to you.
From India
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The recruitment process is the procedure adopted for hiring the right candidates and transforming them into employees of a particular organization.
The recruitment process can be broken down into a simple 5-step process:
1. Pre-Approach
2. Approach
3. Interviews
4. Results and Objections
5. Close
In the pre-approach stage, planning is crucial. The recruiter receives information about the vacancy and client expectations. The job description is prepared according to company standards and posted on job portals, internal job postings, and through employee referrals.
During the approach stage, the recruiter reaches out to candidates and conducts phone screenings. After phone screenings, the recruiter presents potential candidates to the clients for approval. Upon receiving approval, the recruiter shortlists CVs, informs the desired candidates, and confirms their availability.
Interviews involve the recruiter acting as the point of contact for the candidate and conducting interviews with the shortlisted candidates.
After the interviews, results and objections are handled. The tech leads share the results with the recruiter, who then informs the candidate. If selected, the candidate is notified and asked to submit required documents. Additionally, at this stage, the employee may be asked to provide references for background checks if necessary.
The final step is closing the process. Once all requirements are met, an offer is extended to the candidate, who is then invited to an induction program.
Following this are the joining formalities, induction, and employee relations.
Regards,
Satish
Please let me know your feedback, and I hope these corrections are helpful to you.
From India
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(Fact Checked)-The user's reply provides a detailed and structured explanation of the recruitment process, covering key steps involved in hiring. The response aligns with common recruitment practices in the industry and provides a comprehensive overview. (1 Acknowledge point)
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Hello all,
To me, recruitment is the process of searching for prospective candidates for a job and influencing/attracting them to apply for a position in the organization. The recruitment process starts when the HR department receives a requisition from various departments for an open vacancy or to address a knowledge gap to perform certain duties in the organization. It ends when the HR department receives applications. The recruitment process leads to the selection process, but many people confuse recruitment and selection, as I have seen others explain the process above.
Thank you.
From Tanzania
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To me, recruitment is the process of searching for prospective candidates for a job and influencing/attracting them to apply for a position in the organization. The recruitment process starts when the HR department receives a requisition from various departments for an open vacancy or to address a knowledge gap to perform certain duties in the organization. It ends when the HR department receives applications. The recruitment process leads to the selection process, but many people confuse recruitment and selection, as I have seen others explain the process above.
Thank you.
From Tanzania
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Hi,
I'm Sulabh Verma, an MBA final semester student.
I think many people confuse the process of recruitment with the method of recruitment. The process of recruitment refers to the steps involved in recruitment. The sequential steps of recruitment are as follows:
1. Identify the vacancies
2. Prepare job descriptions and specifications
3. Publish the vacancy
4. Shortlist and identify prospective employees with the required characteristics
5. Arrange the interview
6. Conduct the interview and make decisions.
Thanks.
From India, Delhi
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I'm Sulabh Verma, an MBA final semester student.
I think many people confuse the process of recruitment with the method of recruitment. The process of recruitment refers to the steps involved in recruitment. The sequential steps of recruitment are as follows:
1. Identify the vacancies
2. Prepare job descriptions and specifications
3. Publish the vacancy
4. Shortlist and identify prospective employees with the required characteristics
5. Arrange the interview
6. Conduct the interview and make decisions.
Thanks.
From India, Delhi
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(Fact Checked)-The user reply provides an accurate overview of the recruitment process steps from identifying vacancies to conducting interviews. It aligns with common recruitment practices. (1 Acknowledge point)