INTRODUCTIONTORECRUITMENT PROCESSOVERVIEW

Recruitment is the process of generating a pool of qualified applicants for jobs. The first step of the recruitment process is to get an approval to initiate the search. This is done through a workforce requisition. Once the workforce requisition has been approved, the next step is to develop an applicant pool using one or more of the recruitment sources. Its hard to overemphasise the importance of effective recruiting. The more applicants you have, the more selective you can be in yourhiring. Bytheendofthissectionyoushould: ; BefamiliarwithwhatthefollowingmeanWorkforceRequisition,SourcesofRecruitment ; Understandhowyouchooseasourcetogenerateaqualifiedpoolofapplicants ; UnderstandthedifferencebetweenRecruitmentandSelection Step1:WorkforceRequisition: TheWorkforceRequisitionistheprocessthroughwhichanapproval istakentoinitiatetherecruitmentprocess. Theworkforceplan provideforthe overallestimate of workforcefor ayear. Howeverit is necessary to take specific approval to fill vacancies. The Manager in whose team the vacancies have arisen initiates the process through a Error! Hyperlink reference not valid.. The concerned Department Head as well as the HR Head must approve the same. The CEO must approve the request for any unbudgetedpositions. Step2:Usingsourcestogenerateaqualifiedpoolofapplicants:Oncetheworkforcerequisitionhas been approved, the HR Manager or team initiates the search. Before starting the search for candidatesexternally,oneshouldlookwithintheorganisationforsuitablecandidates. First look internally: Organisations may decide to move people into open positions on the basis of theirsuitabilityqualification,experience&supervisorsrecommendation.Alternatively,thejobcan be advertised internally through an Internal Job Posting (IJP). An IJP entails publicising the open job to employees through the managers, email, communication meetings, notice boards etc. The employees would then apply for the job and would go through a selection process. The job posting liststhejobattributesandtheeligibilitycriteriaforapplyingtotheposition. Themeritsofsourcingcandidatesinternallyare: There is no substitute for knowing the candidates performance, strengths and the areas of development.Withinternalcandidatesyouarelikelytohaveamoreaccurateview. Commitmentlevelsofinternalcandidatesmaybehigher Internal candidates will have a better understanding of the organisation and the industry and would therefore take less time to settle down in the job. The original philosophy and missionoftheorganisationisingrainedinthem. Training&orientationtimewillthereforebesaved EmployeeMoralewillriseastheywillseeopportunitiesforjobenhancementandgrowth Therehoweveraresomeriskswhichoneshouldkeepinmind:
ProprietaryMaterial@mfihr.com |

 Internalcandidateswhodontgetthejobmaygetdemotivated. Tellingunsuccessfulcandidateswhytheywererejectedandwhatremedialactiontheyneed to take is critical. This needs to be done conscientiously and requires the managers and interviewerstime. There could be a lot of candidates who apply for the position and interviewing all of them couldbeatimeconsumingexercise. The person who moves into the new role may find it difficult to gain acceptance from a groupoferstwhilepeers. Inbreeding is another potential drawback. When a lot of managers come up through the ranks, they may have a tendency to maintain status quo, even when a new direction is required.

ThenlookexternallySourcesofRecruitment It is not always possible to get all the employees from the current staff and a search for candidates hastobedoneexternally.Therearevarioussourcesofhiringcandidatesfromtheexternalmarket. Advertisement(Choiceofpublicationiscritical) PlacementAgencies/Consultants Campus EmployeeReferrals InternetJobposting Walkins TempingAgencies LocalCommunitieswheretheorganizationdeliversitsservices Thefactorsthatwouldimpactthechoiceofthesourceofrecruitmentare: LevelsEntrylevel,midmanager,seniormanager Scaleofrecruitmentoneorfewpositions,largescalehiring RecurrenceOneoff,ongoing Timeavailableimmediate,plannedtime Costsminimal,planned

ProprietaryMaterial@mfihr.com

 RecruitmentProcessMap

yes Managerraisesthe workforcerequest ApprovedbyDept. HeadandHR Manager

Approved Staffing Requirement fortheyear no Managerraisesthe workforcerequest

Approved WorkforceRequest ApprovedbyDept. HeadandHR Manager ApprovedbyCEO

yes

Movecandidateto newrole

Approved WorkforceRequest

Internalcandidate identifiedand selected no Identifyand Activateexternal search

ProprietaryMaterial@mfihr.com

 Differencebetweenrecruitment&selection Bothrecruitment and selectionare the two phases of the staffing process. The differencesbetweenthetwoare: Recruitment Selection Recruitmentis the process of searching the Selection involves the series of steps by candidates for employment and stimulating which the candidates are screened for themtoapplyforjobsintheorganisation. choosing the most suitable persons for vacantposts. The basicpurpose of recruitmentsis to create a talent pool of candidates to enable the selection of best candidates for the organisation, by attracting more and more peopletoapplyintheorganisation. The basic purpose of selection process is to choose the right candidate to fill the various positionsintheorganisation.

Recruitment is a positive process i.e. Selection is a negative process as it involves encouraging more and more employees to rejectionoftheunsuitablecandidates. apply. Recruitment is concerned with tapping the Selection is concerned with selecting the sourcesofhumanresources. most suitable candidate through various interviewsandtests. There is no contract of recruitment Selection results in a contract of service establishedinrecruitment. between the employer and the selected employee.

ProprietaryMaterial@mfihr.com