EXPLANATION OF RECRUITMENT PROCESS

A. Prepare job description & job specification for each category to each department
JD is lists of the general tasks, or functions, and responsibilities of a position. Typically,
they also include to whom the position reports, specifications such as the qualifications
needed by the person in the job, salary range for the position, etc.
B. Advertise the vacancies
When we are going to advertise the vacancy, we have to give right JDs, organization
name, address, contact number, email address to find the right employees to the right job.
C. Receive & Divide applicant's CVs
We have to select right CVs for the right job from received several CVs to call for the
interview.
D. Interview & Employment test
Interview:
When we are going to conduct an interview, basically we have to consider those
functions. That are,
Review Job Needs
What is necessary for success in the position?

Knowledge
Skills
Abilities
Traits or characteristics

Review Applications/Resumes

Does the applicant possess the minimum education/experience required?

Are there gaps in the work record?
What additional information is needed?

Identify Interviewer(s)
Determine who else will interview the candidates and what their role is in the hiring
process, particularly if a selection committee is involved.
Prepare Format and Setting
Formulate questions to meet objectives set for the interview.

Employment test:
Many types of tests are available to be used in the selection of candidates. Those are,
Personality tests, intelligent tests, Simulations & Management assessment centre etc So
interviewer can select appropriate tool to use to select best candidates.
D.1. For Human Resources Positions (Lower level, Middle level & Top level)
Human Resource Management is roof of Organizations. So, when we are going to
start a new organization, first we have to recruit employees for Human Resources
Department. Because
HR Department has a team of experienced HR professionals who will assist in the
development of a strategic approach to HR issues. Usually that are,
Recruitment and selection of employees.
Staff retention by performance management, recognition and reward systems.
Improving employer/employee relations.
Clarifying job description and development.
Resource planning and change processes.
D.2. For lower level Position to each department.
Lower level position ensures that the decisions and plans taken by others to carry out.
So when we go to recruit the employees for lower level position, we have to more
focus on school leavers who are finding jobs and who have minimum required
experiences and qualifications for this level. If you take this organization structure,
you can find out some lower level employees in each department.
D.3. For middle level positions to each department
Middle level position has to understand of certain managerial tasks and they are
responsible for carrying out the decisions made by top-level management. So, to get
the employees for middle level position better way is conduct with job agencies.
Because they might have graduates CVs who have submitted for job vacancies and
they are good contact with other organization. So, we are able to pullout the
employees from other organization for the middle level position. There have
mentioned the middle level position in this organization structure; so we can recruit
them for this position.
D.4. For top level positions to each department
Top level position requires that extensive knowledge of management roles and skills,
they have to be very aware of external factors such as markets, and their decisions are
generally of a long-term nature and they are responsible for strategic decisions. So,
better to pullout the employees from competitive organization for these positions.
Because, they know this type of organizations strengths, weaknesses, treads and
opportunity and they know how to run the organization as well towards
organizational objectives.

E. Reference checking and final selection

Reference is usually takes place either before or after the interview. Organizations
provide space on the application form for the purpose of listening references. References
can be obtained either personally, school, institution and past employers.
Final selection is after evaluating the information about the finalist in the job selection
process, the managers next step is to make the actual hiring decision.