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Recruitment Selection
Hiring Process

Recruitment is a process of finding and attracting the potential resources for filling up the vacant positions in an organization. It sources the candidates with the abilities and attitude, which are required for achieving the objectives of an organization.
  • 21-day average time-to-hire
  • 95% 6-month retention
  • Free replacement/Money Back Guarantee (within 07 working days)
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Human Resource (HRM) Recruitment and Selection

Before hiring an applicant for a job position, an organization goes through a step-by-step process to find the most qualified candidate to fill the role. Though a search can take time, a rushed hire can lead to additional staff turnover and missed opportunity costs. By investing in a thorough and detailed hiring process, a hiring staff can make the right decisions and bring in talented professionals who will help the company grow.

Identify Hiring need

Before hiring an applicant for a job position, an organization goes through a step-by-step process to find the most qualified candidate to fill the role. Though a search can take time, a rushed hire can lead to additional staff turnover and missed opportunity costs. By investing in a thorough and detailed hiring process, a hiring staff can make the right decisions and bring in talented professionals who will help the company grow.

Job analysis helps in understanding what tasks are important and how to perform them. Its purpose is to establish and document the job relatednessof employment procedures such as selection, training, compensation, and performance appraisal. The following steps are important in analyzing a job
  • Recording and collecting job information
  • Accuracy in checking the job information
  • Generating job description based on the information
  • Determining the skills, knowledge and skills, which are required for the job
The immediate products of job analysis are job descriptions and job specifications.
The job listing is advertised internally so current employees can apply and make referrals. Other avenues for promotion are the company’s website, online job boards, social media, job fairs, and industry publications.
The job listing is advertised internally so current employees can apply and make referrals. Other avenues for promotion are the company’s website, online job boards, social media, job fairs, and industry publications.

Recruitment Strategy

Job Description

Job description provides information about the scope of job roles, responsibilities and the positioning of the job in the organization. And this data gives the employer and the organization a clear idea of what an employee must do to meet the requirement of his job responsibilities.

Job description is generated for fulfilling the following processes –
  • Classification and ranking of jobs
  • Placing and orientation of new resources
  • Promotions and transfers
  • Describing the career path
  • Future development of work standards

A job description provides information on the following elements –

  • Job Title / Job Identification / Organization Position
  • Job Location
  • Summary of Job
  • Job Duties
  • Machines, Materials and Equipment
  • Process of Supervision
  • Working Conditions
  • Health Hazards

This information about each job in an organization is as follows –

  • Physical specifications
  • Mental specifications
  • Physical features
  • Emotional specifications
  • Behavioral specifications
A job specification document provides information on the following elements –
  • Qualification
  • Experiences
  • Training and development
  • Skills requirements
  • Work responsibilities
  • Emotional characteristics
  • Planning of career
Job evaluation is a comparative process of analyzing, assessing, and determining the relative value/worth of a job in relation to the other jobs in an organization. The main objective of job evaluation is to analyze and determine which job commands how much pay. There are several methods such as job grading, job classifications, job ranking, etc., which are involved in job evaluation. Job evaluation forms the basis for salary and wage negotiations.
Searching and Selecting right candidates
Applicant screening
As job applications arrive by email or via our applicant tracking system, the hiring staff reviews resumes/ CVs and cover letters based on the criteria established in the planning step. Unqualified candidates’ applications are withdrawn from the applicant pool. Qualified candidates are informed of next steps beginning with a screening interview.
Initial interviews with applicants are typically phone calls with HR representatives. These interviews determine if applicants have the qualifications needed to do the job and serve to further narrow the pool of candidates. HR may also explain the interviewing process during this step.
Before, during, or after interviews, hiring staff often assign applicants one or more standardized tests to assess personality type, talent (also called pre- employment tests), physical suitability for the job, cognition (reasoning, memory, perceptual speed and accuracy, math, and reading comprehension), and/or emotional intelligence. Some organizations also require applicants to take tests or complete assignments to demonstrate professional skills applicable to the open position.
One of the final steps prior to making a job offer is conducting background checks to review candidates’ criminal record, to verify employment history and eligibility, and to run credit checks. Some organizations also check social media accounts (Facebook, Twitter, etc.) to make sure potential employees are likely to represent the company in a professional manner. Drug testing may also be warranted, depending on the nature of the job.
The hiring staff confers and evaluates applicants based on the interviews, job experience, skills and talent assessments, and all other relevant information (recommendations, e.g.). A top choice should be identified and agreed on. A backup candidate selection should be made, as well. If no candidates meet the hiring criteria, the hiring process should start over.