Recruitment and Selection Process: Complete Guide: In this article, we are going the get an indepth study of the recruitment and selection process. But before that let’s have some glimpse of what is recruitment.
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Definition of Recruitment
Dale Yoder defined, “Recruitment is a process to discover the sources of answer to meet the requirements of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force.”
One of the vital aspects of the entire planning of manpower is the Recruitment and selection process done by the Human Resource Department. It is also ensured by the department to appoint the right quality as well as quantity of employees in the premises of the organization. Qualitative employees with the right number can only help the business firm to achieve its goals.
Recruitment and Selection Process: Complete Guide
A pool of suitable job applicants is created under the recruitment procedure and a few are chosen for further process of selection as per the needs of the company. Hence, a base for the selection process is created. When the process of hiring is done in a better way, then the organization will get an efficient workforce that will fulfill the requirements of the company.
After that, where an end is put to the recruitment process, the selection of the candidate begins. In simple words, when enough number of applicants are received by the recruitment process then they proceed further for the selection procedure. Different sources are used to recruit employees for the company such as external and internal.
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The most promising and suitable employees are selected by the enterprise from the various applications received through the sources. The function of recruitment is optimistic and it seeks to sway as many as persons to apply for the relevant job in the company.
Here, we have jotted down the entire process of recruitment and selection. You will learn about the procedure, steps as well as various stairs included in this process.
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Identify the needs for hiring
It does not matter whether a position is newly formed or just not occupied yet, the HR team need to know the exact abilities, skills and requirements of the position. It is the very first step as if it is being ignored, then the recruitment of an irrelevant candidate can hamper the work. Moreover, the HR Manager is required to identify the vacancies that are needed to be filled and also analyze the job specifications which comprises of relevant knowledge and experience that the candidate must possess. Here are some way outs to determine the needs of hiring which are as follows:
- Find out the missing need of the department and keep an eye over the upcoming needs in terms of performance and personality. Take a deep analyze as if there is a need for someone who can take care of some part of the organization which is not yet addressed properly. In this way, it can figure out that there is a need for hiring.
- Keep a check on the input as well as output when it comes to a team effort. If there is an excess burden of work on team members, then it reflects the need for new recruitment.
- Regular analysis of performance must exist and keep a list of educational qualification, abilities, experience and major proficiencies that are needed to add value to the team. This is a clear signal of the needs of hiring.
- Keep in mind when an employee leaves the organization as there will be a need for hiring a new candidate on time. Act before it becomes a matter of hurry as it may lead to increase the chances of employing the wrong or inefficient candidate on vacant position.
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The job description is a must
Once the HR manager is occupied with all the needed requirements, skills as well as experience for the available position, then it is time to prepare a job description that can describe all duties and responsibilities of the job. In order to meet the demands of the vacant post, HR department prepares a very comprehensive Job Description, abbreviated as JD, which sheds light on the potential of the employee they need. The checklist of Job Description gives a clue to the applicants to compare their profiles before applying. It is the best tool to get accurate applications from relevant candidates hopefully.
A Job Description must include the following as mentioned below:
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Search for Talent
As we move forward, the other important aspect of the recruitment process is to identify the right talent and motivate them in such a way that they will get attracted towards the job profile. Advertising of the available job posts is done to get referrals from the premises of the organization as well as externally too. Social media websites, as well as other job portals, are the beneficial tools to do all such processes. In addition to this, the recruiters are also creating the job fair and promote job openings in the leading publications of industries that are helpful to cast a wider network.
Broadly, two sources of recruitment are used for the talent search which is categorized as internal sources and external sources.
Internal Sources: When the recruitment is done with the help of Internal Sources of Recruitment, then the employees get motivated and work more efficiently. This will not only motivate them but also the level of job satisfaction increases. Moreover, it also reduces the effort as well as the cost incurred on Human Resources. Here are some examples are given below:
- Transfer: A vacancy can be filled by the Human Resource department by just transfer one employee from one branch to another. This will change the role and status of employees along with the increment in the salary package.
- Promotion: Another way to fill the vacant position is to promote the capable and high-performing employee to the senior level. This will increase the authority as well as the responsibility of the employee and encourages performing in a much better way.
- Demotion: This one is a negative way to fill the vacant position. The employee with low performance gets demoted to the lower positions and the decision is taken with the help of management.
- Existing Employees: Job opportunities are always shared by the employees with their kith and kin which will be helpful to generate referrals to fill the available position. Moreover, the program is also incentivized.
- Retired Employees: In case of any emergency, the employees fill the position after retirement as well. This is done in case of any sort of emergency.
External Sources: A wide scope of selection and the huge number of talented candidates can be recruited with the help of external sources. The process moves at a high pace and can also help to fill the vacancies in bulk. Let us have a look at the examples:
- Advertisements: A professional brand image can be build-up by advertising and the traditional approach is print media. However, they are using digital media nowadays which is low at cost and produce better results.
- Job Portals: With the advancement in the internet, Job portals help to establish a connection between the companies and the candidates. Jobseekers always stay in touch with these job portals to get employment opportunities from time to time.
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Screening and Short-listing
Moving forward with the recruitment process, the Human Resource department go through the profiles of all the applicants and shortlist the candidates accurately as per the requirement of the job. Here, various difficulties and challenges come into the way of recruitment. Various ways are given below to screen the applications in an easy manner:
- On the basis of the minimum educational qualification.
- Pick up profiles with relevant skills and experience.
- Choose the candidates on relevant skills basis and the minimum qualification.
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Interviewing
Interview process is conducted for all the candidates who get shortlisted. After that, the applicants receive either offer letter or rejection. Interviews may vary in number as some of the large organizations take two to three interviews to properly scan the skills and abilities of the candidates.
Interviews are of various modes such as Telephonic Screening, Video interviewing, Face-to-face interview, Psychometric testing and so on.
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Medical Examination
This step is very beneficial for the organization as well as the candidate too. Medical check-up of the candidate is done through the doctor of the organization or needed by any certified doctor.
The nature of the medical test depends on the job as to whether the job is technical or simple jobs. Comprehensive medical tests are required for manual jobs such as prevention from any infection or virus, detection of diseases and other complicated ailments.
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Evaluation and Offer of Employment
Finally, the final stage of the recruitment process is evaluating the overall performance of the candidate and provides the offer of employment. It is not obvious that all the candidates will get the employment letter and even, sometimes the offer is also rejected by the applicant in case if it is not up to their expectations. When the offer is accepted by the candidate, then there is some paperwork and documents submission needed that is also done by the Human Resource Department.
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Human Resource Department is wholly responsible for the entire process of recruitment from analyzing the job role to providing the offer of employment. A comprehensive hiring process is an organization’s definite sourcing model and the aim of this model is to provide the right fit for the right job in a timely manner.
So it was all about Recruitment and Selection Process, if you have any doubt then please comment below.