Steps of Recruitment Proces.

Steps of recruitment process according to business jargon,

• Recruitment planning
• Strategy development
• Searching
• Screening
• Evaluation and control

Recruitment planning.

Recruitment planning is the first step of the process.  structured recruitment plan is mandatory to attract potential candidates from a pool of candidates. The potential candidates should be qualified, experienced, with a capability take the responsibilities to achieve the objectives of the organization. Under the planning process there are many steps to be fulfilled as,

Job analysis,

Job description,

Job specification,

Job evaluation.

Strategy development.    

strategy is prepared for hiring the resources. After complete the preparation of job description and job specification, the next step is decide which strategy to adopt for recruiting the potential candidates for the organization.

while preparing a recruitment strategy, the HR team considers the following points.

Make or buy employees,
Types of recruitment,
Geographical area,
Recruitment sources.

Strategy development is a long process but the below steps involve to developing an effective strategy to the organization.

Setting up a board team,
Analyzing HR strategy,
Collection of available data,
Analyzing the collected data,
Setting the recruitment strategy.

Searching.

Searching is the process of recruitment where the resources are sourced depending upon the recruitment of the job. After the recruitment strategy is done, the searching of candidates will be initialized. the process consists of two steps.

Source activation
Selling
Then the source are broadly divide in to Internal sources and External sources.

Screening.

Searching integral part of recruitment process that helps in removing disqualified or irrelevant candidates which were received through sourcing. The screening process consist three steps as,

Reweaving of resumes and cover letters,
Conducting telephonic , video or face to face interweave,
Identifying the top candidates.

Evaluation and controlling.

The effectiveness and the validity of the process and methods are assessed recruitment is a costly process, hence it is important that the performance of recruitment process is thoroughly evaluated.

Theses incurred cost can be evaluated as follows,

Salaries to the recruitment,
Advertisement cost and other costs that incurred to the recruitment method,
Administrative expenses and recruitment overheads,
Overtime and outstanding cost while the vacancy remain unfilled,
Cost incurred in recruiting suitable candidates for the final selection process,
Time spending by the managers and the professionals in preparing job description, job specifications and conducting the interview.

References.
Jargon.B. 2019 Business Jargons [Online]
Available at: https://businessjargons.com/recruitment-process.html
[Accessed 28th January 2020]


 



   

Recruitment process

Recruitment can be regarded as the process of attracting candidates insufficient numbers and with appropriate skill-sets and encouraging them to apply for vacancies within the organization (Byars and Rue 1987:141; Casico 1998;170; Carell et al.1999:138). The recruitment process typically consists of a sequence of steps that need to be followed to ensure that the best possible job applicant is appointed in terms of relevant knowledge, skills, and capabilities. These steps provide a sequential and systematic way of managing the recruitment process. Usually such a management process starts off with human resource planning to determine the realities of supply and demand facing the labor force.  This is followed by consideration of a more operational nature. This includes a through job analysis, the nature and requirement of the incumbent for the position. And the nature of the job. (Swapnepoel, Erasmus, and Shenek 2008:270-273)

According to the  above statement, the common sequential steps in the recruitment process as follows.

1. Identify the need to recruit/ determine whether a vacancy exist.
2. Update the job description, specification and profile.
3. Determine the key performance area of the job/ recruitment planning.
4. Consult the recruitment policy and the procedure.
5. Consider the source of recruitment. ( Searching)
6. Choose the appropriate recruitment method.
7. Develop the recruitment advertisement / strategy development.
8. Placed the advertisement in the most appropriate and suitable communication medium/  implement a decision.
9. Ensuring availability of application blanks/ ensure pool potential qualified applications/allow sufficient time for responses.
10. Screen responses/ screening.
11. Recruitment evaluation and calculation.

References.

Thebe, T.P & Vander Weldth, G.2014. A Recruitment and Selection process Model: The case of the department of Justice and Constitutional Development. Administratio Publica, 22(3):6-29

   

Selection

Selection.
The process of interviewing and evaluating candidates for a specific job and selecting individual for employment based on certain criteria. Employees selecting can range from a very simple process to a very complicated process depending on the firm hiring and the position. Certain employment laws such as anti-discrimination laws must be obeyed during employee selections.

Ex:- some small private organizations not can be seen rely with complicated process like relevant testing, medical test etc... But same sector large organization such as MNCs following more complicated systems when they are going to select candidates for the jobs. As same in government sector, they need to full fill certain government circulars when selecting peoples for the jobs.

" The selection is the process of  choosing the most suitable candidates for the vacant position in the organization. Also, selections means weeding out unsuitable applicants and selecting those individuals with prerequisite qualifications and capabilities to fill the jobs in the organization". (Jargons,2019)

There are some purposes and aspects can be seen when selecting.

• Gather relevant information of applicants.
• Analyze, Organize and evaluate information of applicant to make a choice.
• Asses each applicant to determine their suitability.
• Provide information of the company to applicants for them to make a decision to work in the company.

References.

Jargons. B.,2019.Business Jargons. [online]

Available at: https://businessjatgons.com/selection.html

{Accessed 24th January 2020}

Business dictionary 2020. [Online}

Available at: https://businessdictionary.com/definitio/employee-selectio.html

{Accessed 25th January 2020}