CHAP 3: RECRUITMENT POLICIES

KSBM

3.1 INTRODUCTION
 Employees are a valuable asset to the successful
functioning of any organisation, which is why companies
are often eager to hire candidates that can boost their
productivity.
 Organisations achieve this by developing a solid
recruitment policy that clearly states their values and
promotes consistency in the recruitment process.
 Knowing about the various stages and importance of an
effective hiring policy can help you improve and streamline
the recruitment process for your own team.

3.2 TIPS FOR CREATING AN EFFECTIVE

RECRUITEMENT POLICY
 Have a precise and clear strategy to implement a recruitment
policy.
 Make efforts to ensure that the recruitment policy is unbiased
and fair.

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CHAP 3: RECRUITMENT POLICIES
KSBM
 State the guidelines to be followed by the HR team for each
aspect of hiring, like selection and induction procedures.
 Define the responsibilities of all relevant stakeholders during
and after the hiring process.
 Provide clear job descriptions and mention your specific
requirements to attract the right talent.
 Focus on hiring the ideal candidates for each role according to
the recruitment policy.
 Understand a candidate's merit, their values and whether they
would make a good fit for the organisation.
 State the guidelines for the approval of the candidate from the
selection stage to the next stage.
 Make use of the workforce and organisational resources
during the time of the hiring process.
 State the policies for the recruitment of temporary employees
and consultants.
 Focus on building a diverse and innovative workforce.
 Have a time duration and plan of action for the closure of a
vacancy.
 Establish the terms of conditions of employment for
candidates employed with your organisation.
 Prepare an induction program for the new employee.

3.3 EXTERNAL AND INTERNAL RECRUITMENT

STRATERGIES

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CHAP 3: RECRUITMENT POLICIES
KSBM
3.4 STEPS INVOLVED IN THE RECRUITMENT AND
SELECTION PROCESS

1. Job analysis and Designing Job Descriptions

 Job analysis and job design are considered the
first and most important steps in the recruitment
and selection process.

 Job analysis involves the examination of the job

duties, responsibilities, and requirements to
determine the skills and knowledge needed to
perform the job effectively.

2. Advertising vacancies
 Once the Job Descriptions are fully developed, the next
step is to advertise vacancies.

 This step involves the promotion of job openings to

potential candidates to attract a large talent pool of
qualified applicants.

3. Screening Applicants
 Screening applicants is the third step in the hiring and
selection process.

 It means looking at the applicant's skills, experience, and

qualifications to see if they meet the basic requirements
for the job.

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CHAP 3: RECRUITMENT POLICIES
KSBM
4. Making Hiring Decisions as an HR
 Making hiring decisions is a crucial step in the
recruitment and selection process, as it determines which
candidates will be offered the job.

5. Onboarding the New Employees

 The onboarding process is a very critical part of
recruitment, as it can determine employee retention and
loyalty.

 According to the Aberdeen Group, when compared to

companies without an onboarding program, those with
one have a 54% higher rate of keeping new hires.

6. Post-hire Evaluation
 Post-hire evaluation is an important part of the recruitment
and selection process because it helps companies figure out
how good their hiring decisions are.

 The post-hire evaluation's primary goal is to determine if

the new employee is living up to the expectations set during
the hiring process and if they are helping the organisation
reach its goals and objectives.

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