RECRUITMENT PROCESS

Arrange By:

ABUBAKAR (062030601445)
ALDA DWI SEPTI (062030601447)
CHOIRUNNISA (062030601449)
MUHAMMAD TAUFAN F.S (062030601457)

BUSINESS ADMINISTRATION MAJOR

STATE POLYTECHNIC OF SRIWIJAYA
2022
 CONTENTS

INTRODUCTION

COMPANY PROFILE

RECRUITMENT

- MEANING AND DEFINATION

- RECRUITMENT PROCESS

SELECTION

- MEANING AND DEFINITION

- SELECTION PROCESS

CONCLUSION
RECRUITMENT

Recruitment forms the first stage in the process, which continues with selection
and cease with placement of the candidate. Recruitment makes it possible to
acquire the number and type of people necessary to ensure the continued
operation of the organization.

Meaning and Definition:

In simple terms Recruitment is understood as a process for searching and
obtaining applicants for jobs, from among the available recruits. A formal
definition of Recruitment is:

RECRUITMENT PROCESS
Have 5 step on Recruitment Process
1. Planning
2. Strategy Development
3. Searching
4. Screening
5. Evaluation and Control

1. RECRUITMENT PLANNING
The first stage in the Recruitment Process is planning. Planning involves the
translation of likely job vacancies and information about the nature of these jobs
into a set of objectives is targets that specify the number and type of applicants
to be planned. Here, planning involves to draft a comprehensive job
specification for the vacant position, outlining its major and minor responsibili-
ties; the skills, experience and qualifications needed; grade and level of pay;
starting date; whether temporary or permanent; and mention of special
conditions, if any, attached to the job to be filled ”
2. STRATEGY DEVELOPMENT

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 Once it is known how many with what qualifications of candidates are required,
the next step involved in this regard is to devise a suitable strategy for recruiting
the candidates in the organisation. The strategic considerations to be considered
may include issues like whether to prepare the required candidates themselves
or hire it from outside, what type of recruitment method to be used, what
geographical area be considered for searching the candidates, which source of
recruitment to be practiced, and what sequence of activities to be followed in
recruiting candidates in the organization.
i. Make or Buy Employees
ii. Technological Sophistication of Recruitment and Selection Devices
iii. Geographic distribution of labour markets comprising job seekers
iv. Sources Of Recruitment
Internal sources
External sources

3. SEARCHING
(i) Source Activation: Source Activation takes place when a job vacancy
exists in the organization. If the organization has planned and well and
done a good job of developing its source and search methods, activation
soon results in a flood of application.
(ii) Selling: In selling the, both the Message and Media deserve attention in
the organization. Message refers to the employment advertisements. Media
refers to the source of any recruiting message. For example, Employment
Exchanges, Advertises in Business magazines

This step involves attracting job seekers to the organisation. There are broadly
two sources used to attract candidates.
These are:

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 1. Internal Sources, and
2. External Sources

4. SCREENING
The purpose of screening is to remove from the recruitment process at an early
stage, those applicants who are visibly unqualified for the job. Effective
screening can save a great deal of time and money. Care must be exercised to
assure that potentially good employees are not lost.

Though some view screening as the starting point of selection, we have

considered it as an integral part of recruitment. The reason being the selection
process starts only after the applications have been screened and shortlisted. Let
it be exemplified with an example.

In the Universities, applications are invited for filling the post of Professors.
Applications received in response to invitation, advertisement are screened and
shortlisted on the basis of eligibility and suitability. Then, only the screened
applicants are invited for seminar presentation and personal interview. The
selection process starts from here, i.e., seminar presentation or interview.
Job specification is invaluable in screening. Applications are screened against
the qualification, knowledge, skills, abilities, interest and experience mentioned
in the job specification. Those who do not qualify are straightway eliminated
from the selection process.
The techniques used for screening candidates vary depending on the source of
supply and method used for recruiting. Preliminary applications, de-selection
tests and screening interviews are common techniques used for screening the
candidates.
5. EVALUATION AND CONTROL
It is necessary as considerable costs are incurred in the recruitment process.
Stastical information should be gathered and evaluated to know the suitability
of the recruitment process.

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 Given the considerable cost involved in the recruitment process, its evaluation
and control is, therefore, imperative.

The costs generally incurred in a recruitment process include:

(i) Salary of recruiters
(ii) Cost of time spent for preparing job analysis, advertisement
(iii) Administrative expenses
(iv) Cost of outsourcing or overtime while vacancies remain unfilled
(v) Cost incurred in recruiting unsuitable candidates

In view of above, it is necessary for a prudent employer to try to answer

certain questions like: whether the recruitment methods are appropriate and
valid? And whether the recruitment process followed in the organisation is
effective at all or not? In case the answers to these questions are in negative,
the appropriate control measures need to be evolved and exercised to tide over
the situation.

However, such an exercise seems to be only rarely carried out in practice by

the organisations employers. Having discussed recruitment process, it will be
now relevant to have an idea about recruitment practices in India. The
following section delineates the same.

SELECTION

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Selection has been regarded as the most important function of HR department. It
ensures the organization that; it has right number, right kind of people at the right
place and at the right time.

Meaning and Definitions:

"It is the process of differentiating between applicants in order to identify (and
hire) those with the greater likelihood of success."

Step 1: Job Design

This is the step during which the work is reviewed and decisions are made about
how to accomplish all the work that needs to be completed. The outcome of this
step is a clear definition of how work will be accomplished most efficiently (in
terms of timing and cost) and effectively (in terms of quality, quantity, and
customer satisfaction).

Step 2: Position Description

A position description is the formal document that describes a job. Position
descriptions should be updated as often as key responsibilities change, and
reviewed no less than every five years. This section includes guidance on using
the People Admin position management process.

Step 3: Forming a Selection Committee

Selection committee members should be as diverse as possible in order to
represent a variety of perspectives regarding a particular position incumbent or
requirements. The committee may be comprised of supervisors, peers,
clients/customers, or other key stakeholders. It is important that each member of
the committee be a willing and committed participant.

Step 4: Recruiting
Quality recruiting results in a quality applicant pool. The purpose of any
recruiting effort is to cast a wide net in places where there are likely to be high-

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quality applicants. This area includes specific information on filling out the
Posting Request form within PageUp.

Step 5: Initial Screening of Candidates

The quantitative criteria are those items which enable a clear go/no-go decision
based on each candidate’s application materials and other submitted documents
(e.g., does this person have the appropriate degree?).

Step 6: Phone, Video or other Pre-Interview Options

Phone, video, or other pre-interview options (e.g., reference letters, additional
criteria, job or work samples, etc.) can help you manage your recruiting costs, and
also be very effective in differentiating among your remaining candidates. It is at
this stage that you can begin to assess some of the qualitative criteria (oral
communication, sense of humor, clarity of thought and reasoning, etc.) that were
not able to be determined in Step 5.

SELECTION PROCESS
1. Preliminary Interview
2. Selection Tests
3. Employment Interview
4. Reference and Background Checks
5. Selection Decision:
6. Physical Examinations
7. Job Offer
8. Contract Of Employment
9. Evaluation program of Selection

1. Preliminary Interview:
The purpose of this interview is to scrutinize the applicants, i.e. elimination of
unqualified applications.

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2. Selection Tests:
Different types of selection tests may be administrated, depending on the job and
the company. Generally tests are used to determine the applicant's ability,
aptitude, and personality.

3. Employment Interview:
The next step in the selection process is employment interview, an interview is
conducted at the beginning, and at the selection process of the employment
interview can be one-to-one interview or panel interview.

4. Reference and Background Checks:

employers Many address, telephone numbers or names, request references for the
purpose to verify information and gaining additional background information of
an applicant.

5. Selection Decision:
Selection decision is the most critical of all steps in selection process. The final
decision has to be made from the pool of individuals who pass the tests,
interviews and references checks.

6. Physical Examinations:
After selection decision and before the job offer is made, the candidate is required
to undergo a physical fitness test. A job offer is often; contingent upon the
candidate being declared fit after the physical examinations.

7. Job Offer:

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The next step in selection process is job offer. Job offer is made through a letter of
appointment. Such a letter generally contains a date by which the appointee must
report on duty

8. Contract Of Employment:
Basic information is written in Contract of employment that varies according to
the levels of job. After the offer and acceptance of the job certain document is the
attestation form.

9 Evaluation of Selection program:

The broad test of effectiveness of the selection process is a systematic
evaluation .a periodic audit is conducted in the HR department that outlines and
highlights the areas which need to be evaluated in the selection process

CONCLUSION
Sprylogic Technologies Ltd., a technology-oriented company is known for its
excellence in the software industry today. The company follows a well defined
sound and effective recruitment and selection policies and procedures.

Company can adopt Psychometric testing as one of the recruitment test in order to
understand candidates in a better way. And to know candidates emotional
intelligence, cohesiveness in group and leadership qualities etc.

Thus the company has scope to increase the number of the employees to operate
for its further establishment and expansion of business and to acquire the best
human resource in this competitive environment.

SOURCES

Recruitment Process: 5 Steps Involved in Recruitment Process

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Article shared by : Smriti chand
link: https://www.yourarticlelibrary.com/recruitment/recruitment-process-5-
steps-involved-in-recruitment-process-with-diagram/35261

Associate Director of Human Resources, at jcappo@nmu.edu.

Northern Michigan University
link: https://nmu.edu/hr/selection-process