Good resources, 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:
From India, Mangaluru
5- Identify vacancy
- Prepare job description and person specification
- Advertising the vacancy
- Managing the response
- Short-listing
- Arrange interviews
- Conducting interview and decision making
From India, Mangaluru
Dear Vijay,
In practical, Recruitment is ....
* sourcing the candidates from job portals according to the requirement with leading edge skills (Head Hunting, References)
* Screening the profiles to check how it is matches with requirement
*Shortlisting the candidates according to the exp, knowledge on skill set by asking ratings from the candidate, stability and etc
* Scheduling the interviews
* conducting the preliminary interviews to check their communication
* Scheduling the tech interviews to check how strong on technical skills...
* Final HR round
From India, Bangalore
In practical, Recruitment is ....
* sourcing the candidates from job portals according to the requirement with leading edge skills (Head Hunting, References)
* Screening the profiles to check how it is matches with requirement
*Shortlisting the candidates according to the exp, knowledge on skill set by asking ratings from the candidate, stability and etc
* Scheduling the interviews
* conducting the preliminary interviews to check their communication
* Scheduling the tech interviews to check how strong on technical skills...
* Final HR round
From India, Bangalore
I agree with Fed
Source: <link outdated-removed> ( Search On Cite | Search On Google )
rgs
From United States, Englewood
- Identify vacancy
- Prepare job description and person specification
- Advertising the vacancy
- Managing the response
- Short-listing
- Arrange interviews
- Conducting interview and decision making
Source: <link outdated-removed> ( Search On Cite | Search On Google )
rgs
From United States, Englewood
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
From India, New Delhi
Hi guys
in my opinion recruitment is only about generating a pool of candidates for positions open in an org...it starts from HR planning ie you decide what are your company's plans and how does HR fit in... eg if my co's goal is venturing into education sector i (as HR) need tp find out how many teachers, non-teaching staff etc I would need..once thats decided I would think whether i want to go into internal or external recruitment.. internal is promotions/transfers and sometimes refernces external is consultants job portals campus placements etc...once you've lined up candidates, the next step is screening them....from here the next HR funtion of selection starts...actually theres a thin line between sourcing>recruitment>selection but the difference is important to understand...
hope its not too complicated :)
Shipra
From India, Delhi
in my opinion recruitment is only about generating a pool of candidates for positions open in an org...it starts from HR planning ie you decide what are your company's plans and how does HR fit in... eg if my co's goal is venturing into education sector i (as HR) need tp find out how many teachers, non-teaching staff etc I would need..once thats decided I would think whether i want to go into internal or external recruitment.. internal is promotions/transfers and sometimes refernces external is consultants job portals campus placements etc...once you've lined up candidates, the next step is screening them....from here the next HR funtion of selection starts...actually theres a thin line between sourcing>recruitment>selection but the difference is important to understand...
hope its not too complicated :)
Shipra
From India, Delhi
Hi Friends,
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
Its a typically recruitment cycle...where to start & how to close etc etc.
software companies use to follow 3 rounds (1 additional, if reqd).
1 - Communication & soft skills test
2-Technical Round (technologies like microsoft,java,php etc etc)
3-HR/Final round - Salary Negotiate
4-Project Head/manager
Thats all ...
Regards
Deepak
From India, Delhi
software companies use to follow 3 rounds (1 additional, if reqd).
1 - Communication & soft skills test
2-Technical Round (technologies like microsoft,java,php etc etc)
3-HR/Final round - Salary Negotiate
4-Project Head/manager
Thats all ...
Regards
Deepak
From India, Delhi
Hi ,
Recruitment process is the process that is adopted for hiring the right candidates and transforming them as employers of particular organisation.
Recruitment process can be adopted in simple 5 steps process :
1.Pre Approach
2.Approach
3.Interviews
4.Results and objections
5.Close
Pre approach :- This is the step where Planning comes into picture.Recruiter gets the vacancy information and expectations of the clients.Recruiter prepares the Job description as per the company standards and post it over the job portals,IJP postings and thru employee referrals.
Approach :- This is the process where recruiter approaches towards the Candidates and Phone screening takes place.once phone screening is done, he will put forward across the leads for their approval.after receiving the approvals recruiter shortlists the CVs and informs to the desired candidates and knows the candidates availability.
Interviews :- This phase is where Recruiter acts as Point of contact to the candidate and conducts the interview process to the shortlisted candidates.
Results and objections :- Once the results were out from the Techleads, the same will be informed to the Candidate and once gets selected, he/she will be informed about the same and asks for the documents to be collected.infact, inthis phase employee was asked to provide the references for background check if needed.
Close : Once the above requirements were met, then offer to the candidate is made and invites for the induction programme.,
Next followed by ----
Joining formalities.
Induction
Employee relations.
Regards,
Satish
Please let me know the comments and hope this made needful to you.
From India
Recruitment process is the process that is adopted for hiring the right candidates and transforming them as employers of particular organisation.
Recruitment process can be adopted in simple 5 steps process :
1.Pre Approach
2.Approach
3.Interviews
4.Results and objections
5.Close
Pre approach :- This is the step where Planning comes into picture.Recruiter gets the vacancy information and expectations of the clients.Recruiter prepares the Job description as per the company standards and post it over the job portals,IJP postings and thru employee referrals.
Approach :- This is the process where recruiter approaches towards the Candidates and Phone screening takes place.once phone screening is done, he will put forward across the leads for their approval.after receiving the approvals recruiter shortlists the CVs and informs to the desired candidates and knows the candidates availability.
Interviews :- This phase is where Recruiter acts as Point of contact to the candidate and conducts the interview process to the shortlisted candidates.
Results and objections :- Once the results were out from the Techleads, the same will be informed to the Candidate and once gets selected, he/she will be informed about the same and asks for the documents to be collected.infact, inthis phase employee was asked to provide the references for background check if needed.
Close : Once the above requirements were met, then offer to the candidate is made and invites for the induction programme.,
Next followed by ----
Joining formalities.
Induction
Employee relations.
Regards,
Satish
Please let me know the comments and hope this made needful to you.
From India
Hello hi all, to me recruitment is the process of searching prospective candidates for a job and influencing/attracting them to apply for a job in the organisation.Thus recruitment process start when Hr department receive a requistion from various department for open vacant need for employee or knowlowdge gap to perform certain duty in the organisation and its ends when HR Department receive application.That is the recruitment from that selection process start but many people confusing recruitment and selection as a seen others giving process above.
From Tanzania
From Tanzania
Hi..
I m sulabh Verma , MBA final sem.
I think most of the people confuse in process of recruitment and the Method of recruitment.
Process of recruitment means steps of recruitment. So following are the sequential steps of recruitment-
1. Identify the vacancies
2. Preparing Job descriptions and specification
3. Publishing Vacancy
4. Short Listing and Identifying the prospective employee with required
characteristics.
5. Arranging the Interview
6. Conducting the Interview and Decision making.
thx
From India, Delhi
I m sulabh Verma , MBA final sem.
I think most of the people confuse in process of recruitment and the Method of recruitment.
Process of recruitment means steps of recruitment. So following are the sequential steps of recruitment-
1. Identify the vacancies
2. Preparing Job descriptions and specification
3. Publishing Vacancy
4. Short Listing and Identifying the prospective employee with required
characteristics.
5. Arranging the Interview
6. Conducting the Interview and Decision making.
thx
From India, Delhi
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2-RECRUITMENT PROCESS-2.doc