Question

Write an essay to draw a boundary between recruitment and selection process. Describe how the recruitment process is important to have a successful selection of the right employees?

Answer 1

Recruitment Process

• The hiring manager submits a completed requisition to the HR department.
• The HR department will assign a requisition number to assist in tracking and reporting.
• The HR department will meet with the hiring manager to discuss the position and determine the most effective recruitment and selection process.
• Recruitment sources will include some or all of the following:
  • [Company Name] website.
  • Internal posting.
  • Online job boards.
  • Social media sites (Facebook and LinkedIn).
  • Newspaper advertising.
  • Retained agency search.
  • Temporary agency placement.
  • Employee referrals.
• The HR department and hiring manager will review resumes of qualified candidates to identify the most appropriate candidates for interviewing.
• The HR department will conduct telephone pre-screens of identified candidates and schedule in-person interviews with the hiring manager.

Selection Process

This process applies for external hires only.

• Hiring managers are responsible for conducting timely, effective interviews of qualified candidates. The HR department is available to advise hiring managers on interview techniques and final candidate selection.
• A candidate evaluation form will be completed for each candidate interviewed and will be used to make a final candidate selection.
• Upon the selection of the final candidate, the hiring manager and the HR department will collaborate to develop an appropriate offer of employment (including position title, compensation, etc.).
• The HR department or hiring manager will extend the verbal offer of employment to the candidate selected. The HR department will prepare a written offer of employment that is contingent upon the success completion of required background checks.
• The HR department will conduct reference checks and background checks on the selected final candidate.
• Upon receipt of an offer letter signed by the candidate and the successful completion of background checks, the HR department will close out the requisition on the tracking report.

Importance of a Strong Recruitment Process

Any foolproof recruitment process is typically targeted towards attracting qualified candidates and encouraging maximum possible job seekers to apply. This makes it possible to build a big pool of talented players in a tight job market and minimizes the time involved in finding candidates and filling roles for the present and future requirements of the company.

7 Phases in a Recruitment Process

1. Identifying the Hiring Needs

Whether a job opening is newly formed or just vacated, you cannot find what you need if you don’t know what you need in the first place. So, your recruitment process should start with identifying the vacancies that exist followed by analyzing the job specifications including the knowledge, skills and experience needed for the role.

Factors That Influence Recruitment

• Size of the organization
• Salary structure
• Work culture and working condition within the organization
• The growth rate of the organization
• The current state of employment in the economy

2. Preparing the Job Description

Once you know exactly what you need in terms of knowledge, skills and experience, it is time to determine the duties and responsibilities of the job. Preparing a comprehensive job description (JD) will help you know what your potential employees must have in order to meet the demands of the role. More importantly, it provides your prospects with a checklist or a list that they can compare themselves to before applying. It is a tool to ensure that you get applications from the right candidates (hopefully).

A job description must include all of the following and can be as comprehensive as you want:

• Title
• Duties & Responsibility
• Qualification & skill
• Location
• Compensation, Perks& Benefits

3. Talent Search

Identifying the right talent, attracting them and motivating them to apply are the most important aspects of the recruitment process. The job listing should be advertised internally to generate referrals as well as externally on popular social networking sites and preferred job boards. Recruiters can also conduct job fairs and promote openings in leading industry publications to cast a wider net. Broadly, there are two sources of recruitment that can be tapped for a talent search:

Internal Sources of Recruitment

When recruiters use internal sources for recruitment, it works to motivate the existing employees to be more productive and maximizes their job satisfaction and sense of security. Recruiting through internal sources also reduces the attrition rate along with cost and effort.

External Sources of Recruitmen

Recruiting through external sources offers a much wider scope for selection from a big number of qualified candidates. The process moves much faster even for bulk requirements while eliminating the chances of partiality or biases.

4. Screening and Shortlisting

In order to move forward with the recruitment process, you need to screen and shortlist applicants efficiently and accurately. This is where the recruitment process gets difficult and challenging. You can resolve this recruitment bottleneck by following these four steps:

Steps to Effectively Screen or Shortlist Candidates

1. Screen applications on the basis of minimum qualifications.
2. Next, sort resumes that have the preferred credentials by looking at their certifications, relevant experience, domain expertise, technical competencies and other specific skills that are required for the role.
3. Then, shortlist candidates who have both the preferred credentials and the minimum qualifications.
4. Finally, flag any concerns or queries in the resume so they can be clarified during the interview.

No wonder, the most arduous task of the recruitment process is reviewing resumes. Fortunately, you can make this complicated, time-consuming task a total breeze with an applicant tracking system that is designed to screen resumes in a jiffy. Using an ATS will ensure that you have an unbiased, objective filter that will smartly wade through the sea of resumes to narrow down your talent pool in no time!

5. Interviewing

The shortlisted applications will now move through the interview process prior to receiving an offer letter or a rejection note. Depending on the size of the hiring team and their unique recruitment needs, several interviews may be scheduled for every candidate.

Telephonic Screening/Video Interviewing

This is a quick, easy and convenient way to screen candidates and their capabilities. The telephonic or video interview is also your first opportunity to leave a lasting first impression on your potential employees. So, while you need to keep your very first interview short, make sure you also take the time to screen them against the knowledge, skills and experience mentioned in your job description, so you can eliminate the irrelevant profiles first.

6. Evaluation and Offer of Employment

This is the final stage of the recruitment process. You should never take it for granted that the candidate will accept your offer. However, if your candidate has patiently completed all the paperwork and waited through the selection process, the odds of accepting the offer are high.

Things you Should do Once you Zero in on a Candidate

The recruitment process is not easy, so if you have a structured format to follow, you wind up with more time to stay focused on finding the right fit for your business.

• Checking the References

• Making the Job Offer

• Onboarding

• Onboarding

7. Introduction and Induction of the New Employee

When applicants accept the job offer, they officially become the employees of the company. The joining date and time is communicated to the employee. Once that’s done, pre-employment screening that includes reference and background checks are conducted. Once the verification is done, the employees are then introduced to the organization. The induction process of the employees then begins. During the induction process, a welcome kit is usually given to the new employees, and then the employment contract is signed.