Hi,
Can I have some one help me with a clear cut idea of the domestic recruitment process that takes place in India.Anybody has any flowchart/graph/any file that can help me get the structure.Thank you all
From India, Hyderabad
Can I have some one help me with a clear cut idea of the domestic recruitment process that takes place in India.Anybody has any flowchart/graph/any file that can help me get the structure.Thank you all
From India, Hyderabad
Dear Friend,
There isn't any major change in the recruitment process or procedure for Domestic or international positions....the only thing that needs to be looked at is the work visa, country work related procedures etc.
Can you pls clarify whether ur working with a company or a consultancy firm so that I can share the recruitment process with you accordingly.
Regards,
Meghana
From United States
1There isn't any major change in the recruitment process or procedure for Domestic or international positions....the only thing that needs to be looked at is the work visa, country work related procedures etc.
Can you pls clarify whether ur working with a company or a consultancy firm so that I can share the recruitment process with you accordingly.
Regards,
Meghana
From United States
Hi Sushma,
For Domestic Recruitment, the following assume importance :
1. Sources of recruitment
2. Recruitment methodology/process
3. Recruitment tools - i.e. tests/interactive interviews/group
discussions/panels/forums/tech.competence evaluation, et al.
4. Sequential flow - which process first, which next and so forth...
5. Measurement scale/weightages/parameters
Typically, it varies from industry to industry. For instance, it is generally different for IT, BPO (ITES), hotels, pharma, manufacturing, engg., etc., mostly dependant upon industry practices and/or organizational needs.
The flowchart, hence, will vary.
Hence, the first question would be: which industry/sector are you associated with, next being type of skill-sets you need, the levels of seniority you need, the demand-supply situation of defined skill-sets, etc.
Recruitment flows are customized to your organization and others' flows may not serve your exact needs. The need is to brood over your organizational/positional needs and then design one. It is a easy exercise.
Flow chart may include either or some of the following :
1. Sequence of tests/interviews - which ones first, next and so on..
2. Who/which panel/individuals/departments including, of course HR, to
conduct which process (For instance, technical interview/test may be
conducted by a technical department personnel at a particular level)
3. The type of test/interview to be conducted - there may be many types.
4. The process of screening/weeding out/evaluating/scoring/shortlisting
job prospects and who to do so.
5. Timelines for conduct of such evaluation tests/interviews.
Your flow is thus ready.
Rahul Kumar
From India, New Delhi
For Domestic Recruitment, the following assume importance :
1. Sources of recruitment
2. Recruitment methodology/process
3. Recruitment tools - i.e. tests/interactive interviews/group
discussions/panels/forums/tech.competence evaluation, et al.
4. Sequential flow - which process first, which next and so forth...
5. Measurement scale/weightages/parameters
Typically, it varies from industry to industry. For instance, it is generally different for IT, BPO (ITES), hotels, pharma, manufacturing, engg., etc., mostly dependant upon industry practices and/or organizational needs.
The flowchart, hence, will vary.
Hence, the first question would be: which industry/sector are you associated with, next being type of skill-sets you need, the levels of seniority you need, the demand-supply situation of defined skill-sets, etc.
Recruitment flows are customized to your organization and others' flows may not serve your exact needs. The need is to brood over your organizational/positional needs and then design one. It is a easy exercise.
Flow chart may include either or some of the following :
1. Sequence of tests/interviews - which ones first, next and so on..
2. Who/which panel/individuals/departments including, of course HR, to
conduct which process (For instance, technical interview/test may be
conducted by a technical department personnel at a particular level)
3. The type of test/interview to be conducted - there may be many types.
4. The process of screening/weeding out/evaluating/scoring/shortlisting
job prospects and who to do so.
5. Timelines for conduct of such evaluation tests/interviews.
Your flow is thus ready.
Rahul Kumar
From India, New Delhi
Thank you so much and meghana i am working for a company and rahul thanks for your inputs as well and basically i am into IT Domain.Happy new year n thanks once again
From India, Hyderabad
From India, Hyderabad
These five practices ensure successful recruitment without any interruptions. In addition, these practices also ensure consistency and compliance in the recruitment process.
1. Recruitment Planning
Recruitment planning is the first step of the recruitment process, where the vacant positions are analyzed and described. It includes job specifications and its nature, experience, qualifications and skills required for the job, etc.
A structured recruitment plan is mandatory to attract potential candidates from a pool of candidates. The potential candidates should be qualified, experienced with a capability to take the responsibilities required to achieve the objectives of the organization.
2. Identifying Vacancy
The first and foremost process of recruitment plan is identifying the vacancy. 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.
3. 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.
Job analysis helps in understanding what tasks are important and how to perform them. Its purpose is to establish and document the job relatedness of employment procedures such as selection, training, compensation, and performance appraisal.
4. Job Description
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.
5. 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.
From India, Mumbai
1. Recruitment Planning
Recruitment planning is the first step of the recruitment process, where the vacant positions are analyzed and described. It includes job specifications and its nature, experience, qualifications and skills required for the job, etc.
A structured recruitment plan is mandatory to attract potential candidates from a pool of candidates. The potential candidates should be qualified, experienced with a capability to take the responsibilities required to achieve the objectives of the organization.
2. Identifying Vacancy
The first and foremost process of recruitment plan is identifying the vacancy. 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.
3. 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.
Job analysis helps in understanding what tasks are important and how to perform them. Its purpose is to establish and document the job relatedness of employment procedures such as selection, training, compensation, and performance appraisal.
4. Job Description
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.
5. 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.
From India, Mumbai
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2-RECRUITMENT PROCESS-2.doc