Recruitment is the process of searching the the candidates for employment and stimulating them to apply for jobs

in the organization. Another word (RECRUITMENT Placing the RIGHT PERSON in RIGHT PLACE at RIGHT TIME) Vacancy is known in two situations (generally): An employee leaves and there is a vacancy created Business Growth The vacancy is intimated to the HR department by the concerned technical department. Ensure that judgement of abilities, experience and qualifications is made against the requirements of the position in question. 1) Defining the Requirement Decide what vacancy you have. If you need to fill a new role quickly you might find it helpful to adapt one of the models provided here:

Task analysis Draw up a detailed list of tasks that the person will have to do.

This helps in determining the qualities and qualifications genuinely required for the job.

Job description Produce an outline of the broad responsibilities (rather than

detailed tasks) involved in the job.

Person specification Decide what skills, experience, qualifications and attributes

someone will need to do the job as defined in the task analysis and job description. 2) Selection Select your candidate being objective and unbiased. Choose the person who best fits your person specification.

Short listing: Review applications on the basis of the person specification. Ensure

that you select for interview those who match the specifications, regardless of age, sex, race etc, and that the specifications are not themselves discriminatory.

Interviews: Interview your short-listed candidates remembering that your job is

not only to assess the best candidate for the job, but also to create a great impression of your organization. 3) Candidate assessments The interview will provide you with some information but check it out before offering a job.

Ask the candidate to show you examples of previous work, do a presentation, a case study, some tests or full assessment. Tests can be done before the interview or after the interview. It depends on the number of candidates being interviewed and the type of job. You must have the specific permission of the applicant to do so, particularly if you wish to contact their current employer. If you need them quickly, try phoning.

4) Making a Job Offer If you think you have found the right candidate, its time to make the job-offer. 5) Induction Help your new recruit to settle in quickly and become productive as soon as possible. Various departments:

Talent engagement People care People lease Research and domain Technical recruitment Resource augmentation Finance Sys Admn Human resource General Administration HR solutions company specializing in sourcing professionals in IT, ITES and Non IT sector

Sources used:

Available database Mass mail Job portals (Naukri, jobsahead, Monster) Headhunting Recruitments Ads

Process: 1. 1. Prepare job description:

S: Screen on Portals E: E-mail/mass mail A: Ad on job portals R: Referrals

C: Call and Meet H: Headhunt 1. 2.

Short listing process for final interview

Flow of applications screening of the resumes Conduct Test (optional) Topic Presentation (Optional) Personal Interview Rejected or selected

3. Online/written test: candidates will take up an online or written test based on the modules given by the client. It will be a 30-45 minutes aptitude test. The Recruitment Process: The recruitment process begins when you know you need someone new in the Department, either because an existing staff member has left, or because there is new work to be done. It doesnt finish until after the appointment has been made. The main stages are identified in the below flow chart Identify Vacancy Prepare Job Description and person Specification Advertise Managing the Response Short-listing References Arrange Interviews Conduct The Interview Decision Making Convey The Decision Appointment Action PRE-INTERVIEW # Preparation of recruitment /selection document for the position # Advertising

Preparing advertisement Media selection

Positioning

# Response handling

Initial interview online or telephone Short-listing for interviews Interview arrangement Sending emails or calling short listed candidates Interview details to the short listed candidates

# During Interview

HR interview Technical interview Conducting tests [Aptitude / Mathematical / Analytical etc.] Initial final list of candidates. Reference check (if required)

POST-INTERVIEW # Email or Telephone call to unsuccessful candidates # Technical Manager approval for a start up date. # Email or Telephone call to successful candidates # HRM prepares a letter of appointment Recruitment Cycle Time: To bring in more effectiveness in the recruitment process, HR would follow a specific project deadline of 38 days (from the day it had received the approved Manpower Requisition) to hire a new employee. Phase
I

Activities Role Identification, Job Description, CV Sourcing & Initial HR short-listing Organizing the Written Tests

Time frame 15 days 5 days

II

III

Organizing the First Technical Interviews Organizing the Final Interviews Sessions to take the final decisions Preparing the Salary Proposal, Negotiate with the selected

5 days 4 days 3 days 6 days

candidates & offer closure ss specific schedule break-up is mentioned below

The proce

Examples of OPEN Questions for Candidates: Q. Please tell us about the problems you have handled as a Programmer / Supervisor? Q. Please tell us how do you work well within a team? Q. Please give us an example of how you have dealt with conflict within your team? Examples of CLOSED Questions for Candidates: Q. Have you handled problems as a Programmer / Supervisor? Q. Do you work well within a team? Q. Are able to deal with conflict? Recruitment policy: The recruitment policy of an organization would normally be in aligned with the objectives and policies of an organization. It lays down the objectives of recruitment and the channels and source of recruitment. The recruitment policy is concerned with quantity and qualifications of manpower and it also establishes broad guidelines for the staffing process. A good recruitment policy should: Complies with government policies on hiring Provides optimum employment security and avoids frequently layoffs or lost time Flexible enough to accommodate changes in the organization Designed in such a way that it ensure long-term employment opportunities for its employees Is cost effective for the organization Stresses and reflects the important of job analysis Process of recruitment HRP Identify the HR requirements Determine the number , levels & criticality of vacancies

Choose the resources & method s of recruitment Analyze the cost & time involved Start implementation the recruitment program Select & hire the candidate Evaluate the program Sources of Recruitment: The objectives of recruitment are more likely to be achieved if the recruiting sources used are suitable for the kind of position that is to be filled. The selection of recruitment sources should also be economically viable for the organization. For instance if an organization is looking for a young, fresh technician, it would better to advertise in the local newspapers than in a magazine like Business Today. Different sources of recruitment can be employed, depending on various factors like the level of the position, number of people required, time available and the funds allocated for recruitment. 1. Internal search: Many organizations try and identify employees from within the organization, to be groomed to take on higher responsibilities. The human resource inventory, an outcome of human resource planning, forms the basis of internal search. Organizations which will go for an internal search normally announce the vacancy through the displays on notice boards, circulars sent to different departments or through intranet. Candidates from within the organization respond to this job posting by sending in their applications. It is the responsibility of the HR department to ensure that the information about the vacancy reaches all the prospective candidates in the organization. The management then evaluates all the applicants and makes the final selections. 2. External search: An organization will have a greater choice in Human Resources if it decides to go in external recruitment. There are various methods of recruiting from external sources. Some of the popular methods are advertisements, campus recruitments, employee referrals, employment exchanges, private placement agencies etc. 1. Advertisements: Advertisements have the wider reach and are quite effective for an organization in search of external talent. Different Medias can be used for advertising, depending on the cost, the need and the reach desired.the organization can make use of news paper, television, radio and internet. For example, Bangalore based i-Flex solutions recently aired its recruitment ads on the local FM radio channel. 2. Employee referrals:

It forms a very good source of recruitment, especially for the lower and middle level management. Employees working in an organization recommend their friends or acquaintances for the vacant positions in the organization. One advantage in this method is that the candidates seeking employment has an insiders view of the job as he has gathered information from the employee and is more realistic in his expectations from the company. 1. Employment Agencies: Based on the type of clientele they serve, employment agencies can be broadly classified into public and private agencies. 1. Public agencies: Till a few years ago, employment exchanges were extremely popular in India. Fresh graduates and technicians in search of suitable employment would first register themselves with the local employment exchanges. The exchanges facilitates communication between the candidates and the company if finds suitable 1. Private agencies: Nowadays one private agency is becoming popular in the process of recruitment. Private agencies provide a meeting grounds for both the parties and simplifies the whole process of recruitment. Private agencies or management consultants perform many of the jobs traditionally done by HR department. They invite applications from the interested candidates, scan them for the first round of short listing, test them or interview and finally arrive at the list of the most suitable candidates, for the vacant positions in the organization. The HR department of the company has to conduct a final round of interviews to select the best fit. Private agencies normally cater to the recruitment needs at the junior, middle and top levels of management. 2. Educational institutions: During the placement season, educational institutions, especially the reputed ones turn into hunting grounds for organizational looking for fresh talent. These institute offer placement services to their students by trying to get some of the best companies in the market to their campus for recruitment. Organization shortlist the institutions which can provide the kind of resources that they are looking and visit them during the placement seasons. 3. Interested applicants: One of the sources of recruitment for an organization might be unsolicited applicants(i.e., not in response to any advertisement or announcement of a vacancy) of candidates interested in working with the organization. Such candidate send in their applications to the management either through post or e-mail or in person and express their interest in employment with the company. For example, Tata Indicom(Tata Tele services Ltd) has the concept of CV drop boxes. 4. Other sources:

Organization can consider non-traditional sources of recruitment while searching for certain types of applicants. For instances recruiting from association of the handicapped can provide a highly motivated workforce and also help the organization in building the image of a good corporate citizen.