Recruitment process in India.

Sources of recruitment. Present employee Unsolicited applicant Educational and professional institutions Public employment offices Private employment agencies Employee referrals Help wanted advertising Walk-ins

Selection. Is the process of discovering the qualifications and characteristics of the job applicant in order to establish their likely suitability for the job position. A good selection requires a methodical approach to the problem of finding the best matched person for the job. Selection Process. 1. 2. 3. 4. 5. 6. 7. Preliminary interview Selection test Employment interview Reference and background analysis Physical examination Job offers Employment contract

Stages in selection process. Stage: 1.

Screaming of application forms

Stage: 2. Tests ---- aptitude, technical, ability, interested Stage: 3.

Selection process. Stage: 4. Selection decision

Steps of Recruitment Process

Decision is made as to whether recruitment is necessary

Job description is prepared Specification is prepared Plans are made on how and when to advertise Applicants are short-listed References are requested Candidates are invited for interviews and selection tests The successful candidate is offered the job and signs the contract of employment

Difficulties in Recruitment process

Talent Acquisition.

Expensive. Time Constraint. Retention of employees. Managing low attrition rate. Budget.

Challenges in Recruitment & Selection: Talent Shortage Attrition Rate Reservations and other Gov. Policies Remoteness of Job

Scrutiny of employees credentials

Another issues

Main Recruitment Process Steps

The aim of the HRM Function is keeping the recruitment process design as simple as possible. The HR Recruiters should not forget about this main goal during the design phase of the recruitment process development. The recruitment process is simple on the high level, but it contains a lot of interaction among different participants in the recruitment process. The HRM Function, the line manager and candidates need to receive and share a lot of information and their interaction is usually the main issue during the recruitment process. The main steps of the recruitment process are:

1. Job Design 2. Opening Job Position 3. Collecting Job Resumes 4. Preselection of Job Resumes 5. Job Interviews 6. Job Offer
The job design is the most important part of the recruitment process. The job design is a phase about design of the job profile and a clear agreement between the line manager and the HRM Function. The Job Design is about the the agreement about the profile of the ideal job candidate and the agreement about the skills and competencies, which are essential. The information gathered can be used during other steps of the recruitment process to speed it up. The Opening of the Job Position is generally the job of the HR Recruiter. Skilled and experienced HR Recruiter should decide about the right mix of the recruitment sources to find the best candidates for the job position. This is another key step in the recruitment process. The next step is collecting of job resumes and their preselection. This step in the recruitment process is very important today as many organization lose a lot of time in this step. Today, the organization cannot wait with the preselection of the job resumes. Generally, this should be the last step done purely by the HRM Function. The job interviews are the main step in the recruitment process, which should be clearly designed and agreed between HRM and the line management. The job interview should discover the job candidate, who meets the requirements and fits best the corporate culture and the department. The job offer is the last step of the recruitment process, which is done by the HRM Function, it finalizes all the other steps and the winner of the job interviews gets the offer from the organization to join.

Recruitment Process
The actual steps involved in recruitment follow a well defined path : Application shortlist : In this step, we shortlist the CVs received from various sources based on the suitability for the requirement. Preliminary Assessment : The short listed candidates go through a preliminary round of interviews. This interview lays more emphasis on functional competencies. To have more data on the functional skills, the candidates may be given a business case for analysis and presentation (This is done for certain positions only). Final interview : Here the candidates who successfully clear the first round of interview go through another round of interview with one or more of the functional heads. Medical Evaluation: Candidates who are selected by Colgate are asked to undergo a medical test.