RECRUITMENT

John Michael A. Bautista

RECRUITMENT

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.
A procedure of identifying the jobs
vacancy, analyzing the job
requirements, reviewing
applications, screening,
shortlisting and selecting the right
candidate.
RECRUITMENT PROCESS

is the first step in creating a

powerful resource base. The process
undergoes a systematic procedure
starting from sourcing the resources
to arranging and conducting
interviews and finally selecting the
right candidates.
 Recruitment Planning

Strategy Development
Recruitment
Process Searching

Screening

Evaluation & Control

1. RECRUITMENT PLANNING

Recruitment planning is the first

step of the recruitment process,
where the vacant positions are
analyzed and described.
It includes job specifications and its
nature, experience, qualifications
and skills required for the job, etc.
Identifying Vacancy

The first and foremost process of

recruitment plan is identifying the
vacancy.
This process begins with receiving the
requisition for recruitments from
different department of the organization
to the HR Department, which contains −
Number of posts to be filled
Number of positions
Duties and responsibilities to be performed
Qualification and experience required
When a vacancy is identified;
position is required or not
permanent or temporary
full-time or part-time
Job Analysis

A process of identifying, analyzing, and

determining the duties, responsibilities,
skills, abilities, and work environment of
a specific job. These factors help in
identifying what a job demands and
what an employee must possess in
performing a job productively.
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 knowledge and skills, which are
required for the job
Job Description

an important document, which is

descriptive in nature and contains
the final statement of the job
analysis.
This description is very important
for a successful recruitment
process.
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
Job Specification

focuses on the specifications of the

candidate, whom the HR team is going
to hire. The first step in job
specification is preparing the list of all
jobs in the organization and its
locations. The second step is to
generate the information of each job.
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

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.
2. Recruitment Strategy
the second step of the recruitment process,
where a strategy is prepared for hiring the
resources.
After completing the preparation of job
descriptions and job specifications, the next
step is to 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
 The development of a recruitment strategy is a long
process, but having a right strategy is mandatory to
attract the right candidates. The steps involved in
developing a recruitment strategy include
 Setting up a board team
 Analyzing HR strategy
 Collection of available data
 Analyzing the collected data
 Setting the recruitment strategy
3. Searching the Right Candidates

Searching is the process of recruitment

where the resources are sourced
depending upon the requirement of the
job. After the recruitment strategy is
done, the searching of candidates will
be initialized. This process consists of
two steps −
Source activation − Once the line manager verifies
and permits the existence of the vacancy, the
search for candidates starts.
Selling − Here, the organization selects the media
through which the communication of vacancies
reaches the prospective candidates.
Searching involves attracting the job seekers to the
vacancies. The sources are broadly divided into two
categories: Internal Sources and External Sources.
INTERNAL SOURCES of recruitment refer to hiring
employees within the organization through −
Promotions
Transfers
Former Employees
Internal Advertisements (Job Posting)
Employee Referrals
Previous Applicants
EXTERNAL SOURCES of recruitment refer to hiring
employees outside the organization through −
Direct Recruitment
Employment Exchanges
Employment Agencies
Advertisements
Professional Associations
Campus Recruitment
Word of Mouth
4. Screening / Shortlisting

Screening starts after completion of

the process of sourcing the
candidates. Screening is the process
of filtering the applications of the
candidates for further selection
process.
SCREENING is an integral part of
recruitment process that helps in
removing unqualified or irrelevant
candidates, which were received
through sourcing. The screening
process of recruitment consists of
three steps −
Reviewing of Resumes and Cover
Letters
Reviewing is the first step of screening
candidates. In this process, the resumes
of the candidates are reviewed and
checked for the candidates’ education,
work experience, and overall
background matching the requirement of
the job
While reviewing the resumes, an HR
executive must keep the following points
in mind, to ensure better screening of the
potential candidates −
Reason for change of job
Longevity with each organization
Long gaps in employment
Job-hopping
Lack of career progression
 Conducting Telephonic or Video
Interview
Conducting telephonic or video interviews is the second
step of screening candidates. In this process, after the
resumes are screened, the candidates are contacted
through phone or video by the hiring manager. This
screening process has two outcomes −
 It helps in verifying the candidates, whether they are
active and available.
 It also helps in giving a quick insight about the
candidate’s attitude, ability to answer interview
questions, and communication skills.
 Identifying the top candidates
Identifying the top candidates is the final step of screening
the resumes/candidates. In this process, the cream/top
layer of resumes are shortlisted, which makes it easy for
the hiring manager to take a decision. This process has the
following three outcomes −
 Shortlisting 5 to 10 resumes for review by the hiring managers
 Providing insights and recommendations to the hiring manager
 Helpsthe hiring managers to take a decision in hiring the right
candidate
 5. Evaluation and Control
Evaluation and control is the last stage in
the process of recruitment. In this process,
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 the
recruitment process is thoroughly evaluated.
The costs incurred in the recruitment process are to be evaluated
and controlled effectively. These include the following;
 Salaries to the Recruiters
 Advertisements cost and other costs incurred in recruitment
methods, i.e., agency fees.
 Administrative expenses and Recruitment overheads
 Overtime and Outstanding costs, while the vacancies remain
unfilled
 Cost incurred in recruiting suitable candidates for the final
selection process
 Time spent by the Management and the Professionals in preparing
job description, job specifications, and conducting interviews.