Human Resource

Recruitment

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is the overall process of identifying, sourcing, screening, shortlisting, and interviewing candidates for jobs (either permanent or temporary) within an organization

.

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refers to the process of identifying, attracting, and hiring qualified individuals to fill job vacancies within an organization.

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It is a crucial function of human resource management and plays a vital role in ensuring that a company has the right talent and skills to meet its goals and objectives.

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is the process of finding and hiring suitable candidates to fill the positions. The process involves searching, sourcing, and selecting the right candidates for the roles to the organizations.

Different Source of Recruitment

1.

Internal Sources

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This involves recruiting qualified candidates within the organization within the organization to fill the vacancy.

2.

External Sources

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This involves recruiting a candidate through references, networks, job portals or they may approach recruitment agencies.

Methods of Internal Recruitment

1.

Internal Advertisements (email, newsletter, forms).

2.

Word of Mouth

3.

Promotion

4.

Internal employee referral

5.

Retired employees for temporary or contract positions.

Advantages of Internal Recruitment

1.

Reduce Time to Hire

2.

It helps you keep your best people

3.

Lower Cost to Management

4.

Motivates others of hard work to get high positions.

5.

Encourages Employee Engagement and Morale.

Disadvantages of Internal Recruitment

1.

Creating jealousy

2.

Making a hole in the team

3.

Limiting the application pool

4.

Encouraging unfair promotions

5.

Lacking Fresh Outsider’s Perspectives

Methods of External Recruitment

1.

Job Portals

2.

Recruitment Agencies

3.

Job Advertisement on Newspaper and Website.

4.

Career Events

5.

Campus Recruitment

6.

Social Media

7.

Radio and Television

8.

Walk-ins

Advantages of External Recruitment

1.

New Skills and Expertise

2.

Wider Pool of Candidates

3.

Higher Motivation and Performance

4.

Improved Employer Branding

5.

Cost Effective

Disadvantages of External Recruitment

1.

Longer Recruitment Process

2.

Higher Costs

3.

Cultural Fit

4.

Disruptive To Existing Team

5.

New Recruits Require Additional Training

Selection

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The process of determining from among the applicants who can meet the job requirements and can be offered the vacant position in the organization.

Selection Procedure

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The Human Resource Department determines te selection procedures on how to get the most qualified applicants.

1.

Establishing a selection procedure

2.

Identifying and choosing selection criteria, predictors, and instruments to be used.

3.

Gathering and evaluating information about applicants.

4.

Making communication decisions to select or reject.

The Selection Process

1

Preliminary Screening

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Facilitates the manager of the organization to shortlist the candidates and eliminate those who are not suitable for the job based on the details mentioned in the application form.

2.

Testing and Evaluation of Result

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This type of test is a method that is either a written test or an exercise that tries to find out some skill or ability of the employees either based on their mental ability, personality, physical capacity, or mindset.

3.

Employment Interviews

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An interview is a formal conversation between two people, i.e., the candidate and the interviewer. It is conducted to test the individual’s capability.

4.

Reference and Background Check

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Personal details such as names, addresses,

and telephone numbers of the references

may also be requested to be provided to

attain extra information about the candidates.

5.

Selection Decision

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In this process, the opinion of concerned the manager makes the concluding decision as to who will be selected among those final candidates qualifying for that particular job.

6.

Medical Examination

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The candidate goes through a medical examination to prove that they are physically and mentally fit for that job.

7.

Job Offer

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The job offer is provided to only those who have passed all the prior obstacles. The job offer is provided through a letter of appointment, which approves the candidate’s acceptance.

8.

Contract of Employment and Placement

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The candidate is now formally introducing in the group and undergoes an intensive orientation and introduction program. The applicant. In this process the Contract of employment will be given.

Some of the important selection tests that are performed for the selection of employees are as follows:

Intelligence test

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It refers to the measurement of one’s intelligence based on memory, reasoning, etc. It is an indicator of one’s ability to make decisions and judgments.

Aptitude test

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This test is taken to check if the candidate has the talent to learn new skills or the capability to grasp those skills that are needed to perform the specified job.

Personality test

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This test of the employee is conducted to understand the personal characteristics of the candidates, such as their values, mindset, patience, beliefs, etc.

Trade test

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It is a test to determine a candidate’s actual talents, i.e., they are given work according to their specified jobs. These tests are based on the employee’s level of knowledge and competency in the professional areas.

Interest test

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Every individual has their own set of interests or particular fields that they would like to work in. The interest test helps determine the candidate’s area of interest and the kind of job that would suit him. This ensures that the employees work with greater enthusiasm and efficiency.

Style of Interview

1.

Structured Interview

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Where the interviewer has a pre-prepared set of questions which he/she reads out to the interviewee.

2.

Unstructured Interview

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It provides no specific reference, and the applicant is given a free hand in talking about himself and the interviewer makes an assessment.

3.

Panel Interview

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it is usually done for managerial and supervisory employees.It seeks to facilitate the polling of judgments with prominent members of the working organization.

Kinds of References

1.

Character Reference

2.

Academic Reference

3.

Work or Experience Reference