SYNOPSIS

RECRUITMENT MANAGEMENT: Comprehensive study on

Interview processes that ensure efficient candidate selection

SYNOPSIS SUBMITTED TO-

Saumya Datta
APAR INDIA GROUP OF INSTITUTIONS TRAINING HUB PARTNER-TISS
TATA INSTITUTE OF SOCIAL SCIENCES

(A Deemed University, established under Section 3 of the UGC Act, 1956)

V.N. Purav Marg, Eden Gardens, Deonar, Mumbai, Maharashtra 400088

SUBMITTED BY- GAUTAM SHARMA

Title - Comprehensive study on Interview processes

that ensure efficient candidate selection
 INTRODUCTION-

In human resource management, “recruitment” is the process of finding and hiring

the best and most qualified candidate for a job opening, in a timely and cost-effective
manner. It can also be defined as the “process of searching for prospective employees
and stimulating and encouraging them to apply for jobs in an organization”.

It is one whole process, with a full life cycle, that begins with identification of the
needs of the company with respect to the job, and ends with the introduction of the
employee to the organization.

When we speak of the recruitment process, we immediately think of activities such as

the analysis of the requirements of a specific job, attracting candidates to apply for
that job, screening applicants and selecting among them, hiring the chosen
candidates to become new employees of the organization, and integrating them into
the structure.

Obviously, the main reason why the recruitment process is implemented is to find the
people who are best qualified for the positions within the company, and who will help
them towards attaining organizational goals. But there are other reasons why a
recruitment process is important.
Through recruitment, organizations make sure that the skill sets of the staff or
manpower of the company remains aligned to its initiatives and goals.

In the event that they notice some positions do not really contribute to the
advancement of the organization towards its goals, then it can take the proper action
to correct this, probably through job redesign, restructuring of the workforce, or
conduct of job enrichment programs.

SCOPE & OBJECTIVES-

Recruitment policy asserts the objectives of the recruitment and provides a framework
of the implementation of the recruitment program.

It may involve the organization system to be developed for implementing recruitment

programs and procedures to be employed.
 According to Memoria, a good recruitment policy must contain elements such as

1. organization’s objective (short term and long term),

2. identification of the recruitment needs,
3. the preferred source of recruitment,
4. criteria of selection and preferences, and
5. the cost of recruitment and its financial implications of the same. Objectives
are targets and goals.

METHODS & APPROACHES-

Recruitment is a function that requires business perspective, expertise, ability to find

and match the best potential candidate for the organization, diplomacy, marketing
skills (as to sell the position to the candidate) and wisdom to align the recruitment
processes for the benefit of the organization.

The HR professionals – handling the recruitment function of the organization- are

constantly facing new challenges in Recruitment. The biggest HR challenge in
Recruitment for such professionals is to source or recruit the best people or potential
candidate for the organization.
In the last few years, the job market has undergone some fundamental changes in
terms of technologies, sources of recruitment, competition in the market, etc.In an
already saturated job market, where practices like poaching and raiding are gaining
momentum. HR professionals are constantly facing new challenges in one of their
most important function- recruitment.They have to face and conquer various
challenges to find the best candidates for their organizations.

The major challenges faced by HR in recruitment are:

Adaptability to globalization
The HR professionals are expected and required to keep in tune with the changing
times, i.e. the changes taking place across the globe. HR should maintain the
timeliness of the process.

Lack of motivation
Recruitment is considered to be a thankless job. Even if the organization is achieving
results, HR department or professionals are not thanked for recruiting the right
employees and performers.
Process analysis
The immediacy and speed of the recruitment process are the main concerns of HR in
recruitment. The process should be flexible, adaptive and responsive to the immediate
requirements.
The recruitment process should also be cost effective.

Strategic prioritization
The emerging new systems are both an opportunity as well as a challenge for the HR
professionals.
Therefore, reviewing staffing needs and prioritizing tasks to meet the changes in the
market has become a challenge for recruitment professionals.

Technological changes
The decision to strategy development relates to the methods used in recruitment and
selection. This decision is mainly influenced by the available technology. The advent
of computers has made it possible for employers to scan national and international
applicant qualifications.
Although impersonal, computers have given employers and job seekers a wider scope
of options in the internal screening’ stage.
Technological advancement has made it possible for job seekers to gain better access.
They have begun sending C.V. about themselves to a number of organizations without
wasting time and without spending money on travel.

Two types of sources of recruitment are available such as-

● Internal sources (present employees, employee referrals, former employees

and previous applicants), and
● External sources (trade associations, advertisements, employment
exchanges, campus recruitment, walk-ins and write-ins, consultants, radio
and television, competitors and E-recruiting, etc.).

Competition in the market

Rival firms can be a source of recruitment. Popularly called poaching or raiding, this
method involves identifying the right people in the rival companies, offering them
better terms and luring them away. In order to reduce costs, organizations look into
labor markets likely to offer the required job seekers.
Generally, companies look into the national market for managerial and professional
employees, regional or local markets for technical employees and local markets for
clerical and blue-collar employees.
In order, the key steps to finding the right person to fill a position in your company
include:

1. Determine your need to hire a new employee.

2. Conduct a thorough job analysis.
3. Write a job description and job specification for the position based on the job
analysis.

4. Determine the salary for the position, based on internal and external equity.
5. Decide where and how to find qualified applicants.
6. Collect and review applications and resumes, and then select the most qualified
candidates for further consideration.

7. Interview the most qualified candidates for the position.

8. Check references.
9. Hire the best person for the job.

LIMITATIONS-

• Competitors may not share accurate data openly.

• Extensive research and data points are not be able online as it’s a sensitive topic.

• Lot of data available is dated, hence relevance may be questionable.

 CONCLUSIONS-
Recruitment is a process to discover the sources of manpower to meet the
recruitments of the staffing schedule and to employ effective measures for attracting
that manpower in adequate numbers to facilitate effective selection of an efficient
working force.

REFERENCES-
• https://harver.com/blog/innovative-recruitment-methods/

• https://www.humanresourcesmba.net/worlds-30-innovative-
corporate-human-resources-departments/

• https://iedunote.com/recruitment