Planning the steps in recruitment

• Why?
• To find the right person for a job opening,
• To avoid high cost of recruitment in terms
of both time and money
RECRUITMENT PROGRAM
 Step 1: Determining the
recruitment goals
 Step 2: Writing the job details
 Step 3: Writing advertisement
 Step 4: Ensuring an effective
interview
 Step 5 : Recruitment budget
Step 1:Determining the
recruitment goals
• To ensure that the recruitment is as per the
course expectations. (e.g time, skills, etc.,)
• To attract sufficient applications from potential
candidates with the required skills, qualities,
experience, and competencies deemed as being
necessary to the job.
• To develop and maintain processes which will
assist in ensuring the appointment of the most
suitable candidate.
Step 2: Writing the job details
• The job details needed are the job
description and the person
specification.
• The job description explains the main
duties and responsibilities of the role and
• The person specification describes the
knowledge, skills and behaviours that the
successful applicant needs to be able to
do the job.
 Step 3: Writing advertisement

Aims in advertising:
• To inform a wide range of potentially
appropriate candidates about the job
vacancy
• To encourage applications from excellent
candidates (quality not just quantity)
• To obtain the best value for money in
achieving this
They can be found in many places such as:
• Newspaper
• Job posting on job sites
• Ads on websites related to positions
recruited.
 Step 4: Ensuring an effective
interview
• How well an interview is run and the questions
that are asked could make a big difference in the
usable information you have available to make
your decision on the best candidate.
• The best way to ensure an interview is effective
is to plan thoroughly. The two main areas of
planning are the practical aspects of the
interview and the questions that will be asked.
 Step 5 : Recruitment budget
• Identify what is budget of this recruitment.
 PLANNING THE INTERVIEW
Areas to focus on before meeting with the
candidate:
1. What the Job Requires
2. Information Needed From the Candidate to
Predict His or Her Success in the Job
3. Outline the Interview Process
4. Record and Summarize Observations about
Each Candidate
5. Schedule Interviews
6. Notify the Candidate
7. Review the Candidate's Application, Resume
or Other Related Material
 What the Job Requires
• Define the job and qualifications required.
• Identify the essential duties and
responsibilities of the position
• Prepare to discuss the job briefly
Information Needed From the Candidate to
Predict His or Her Success in the Job
o Develop specific questions to probe for the
candidate's strengths and weaknesses.
 Outline the Interview Process
• This will provide a framework and make it
easier to observe and assess each
candidate
• Preparation demonstrates that we have
looked at the information the candidate
supplied.
Record and Summarize Observations
about Each Candidate

• Develop a form or standardized format to

use in the interview.
 Schedule Interviews
 to allow for a relaxed, unhurried interview.
 Consider the location of the interview site,
 Consider days of religious observance
that might affect a candidate's
availability.
 Arrange for any reasonable
accommodations
 does not adversely affect other office
responsibilities
 Notify the Candidate
o invite the candidates to an interview. The
invitation should include complete information
 Review the Candidate's Application,
Resume or Other Related Material

• Review all candidate materials before the

interview.
• Provide blank personal history/interview
forms to the candidates before the
interview, if necessary