Question

Imagine that you work for a giant multinational company who need to recruit young graduates and would conduct a campus drive. What planning and controlling activities will you carry out for this?

Answer 1

PLANNING
Recruitment planning is the first step of the recruitment process, where the vacant positions are
analyzed and described. It includes job specifications and its nature, experience, qualifications
and skills required for the job, etc.

A structured recruitment plan is mandatory to attract potential candidates from a pool of candidates. The potential candidates should be qualified, experienced with a capability to take the responsibilities required to achieve the objectives of the organization.

The first and foremost process of recruitment plan is identifying the vacancy. This process begins
Recruitment and Selection
with receiving the requisition for recruitments from different department of the organization to
the HR Department, which contains:

 Number of posts to be filled
 Number of positions
 Duties and responsibilities to be performed
 Qualification and experience required

When a vacancy is identified, it the responsibility of the sourcing manager to ascertain whether
the position is required or not, permanent or temporary, full-time or part-time, etc. These
parameters should be evaluated before commencing recruitment. Proper identifying, planning
and evaluating leads to hiring of the right resource for the team and the organization.

Evaluation and CONTROLLING

Evaluation and control is the last stage in the process of recruitment. In this process, the
Recruitment and Selection
effectiveness and the validity of the process and methods are assessed. Recruitment is a costly
process, hence it is important that the performance of the recruitment process is thoroughly
evaluated.
The costs incurred in the recruitment process are to be evaluated and controlled effectively.
These include the following:

 Salaries to the Recruiters
 Advertisements cost and other costs incurred in recruitment methods, i.e., agency fees.
 Administrative expenses and Recruitment overheads
 Overtime and Outstanding costs, while the vacancies remain unfilled
 Cost incurred in recruiting suitable candidates for the final selection process
 Time spent by the Management and the Professionals in preparing job description, job specifications, and conducting interviews.

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