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Job Square Recruitment Manual

Meaning of Recruitment
Recruitment is the process of searching the candidates for employment and
stimulating them to apply for jobs in an organization. Recruitment is the
activity that links the employers and the job seekers. It is the process to
discover sources of manpower to meet the requirement of staffing schedule and
to employ effective measures for attracting that manpower in adequate numbers
to facilitate effective selection of an efficient working force.
Recruitment need are of three types
Planned i.e. the needs arising from changes in organization and retirement
policy.
!nticipated !nticipated needs are those movements in personnel" which an
organization can predict by studying trends in internal and e#ternal
environment.
$ne#pected Resignation" deaths" accidents" illness giving rise to une#pected
needs.

%hy outsource

&raditionally" recruitment is seen as the cost incurring process in an
organization. 'R outsourcing helps the 'R professionals of the
organizations to concentrate on the strategic functions and processes of
human resource management rather than wasting their efforts" time
and money on the routine work.
(utsourcing the recruitment process helps to cut the recruitment costs
to )* + and also provide economies of scale to the large sized
organizations.

!dvantages
(utsourcing is beneficial for both the corporate organizations that use the outsourcing services as well
as the consultancies that provide the service to the corporates. !part from increasing their revenues"
outsourcing provides business opportunities to the service providers" enhancing the skill set of the
service providers and e#posure to the different corporate e#periences thereby increasing their e#pertise.
&he advantages accruing to the corporates are
, turning the management-s focus to strategic level processes of 'RM
, accessibility to the e#pertise of the service providers
, freedom from red tape and adhering to strict rules and regulations
, optimal resource utilization
, structured and fair performance management.
, a satisfied and" hence" highly productive employees
, value creation" operational fle#ibility and competitive advantage
&herefore outsourcing helps both the organizations and the consultancies to grow and perform better.

Recruitment (perations
&he recruitment and selection is the major function of the human resource department and
recruitment process is the first step towards creating the competitive strength and the strategic
advantage for the organizations. Recruitment process involves a systematic procedure from sourcing
the candidates to arranging and conducting the interviews and requires many resources and time. !
general recruitment process is as follows
, Identifying the vacancy:
, &he recruitment process begins with the human resource department receiving requisitions for
recruitment from any department of the company. &hese contain
, Posts to be filled
, .umber of persons
, /uties to be performed
, 0ualifications required
, Preparing the job description and person specification.
, (utsourcing openings to various consultancies
, 1hort2listing and identifying the prospective candidate with required characteristics sent by an
outsourced vendor
, !rranging the interviews with the selected candidates.
, 3onducting the interview and decision making on prospective employment. &he recruitment process
is immediately followed by the selection process i.e. the final interview and decision making"
conveying the decision and the appointment formalities.


Recruitment Steps
Steps

1tep 4 5enerating interest in the client-s organization

1tep ) 5enerating interest in job profile

1tep 6 5enerate interest in compensation 7 benefits

Result A: Candidate acknowledges interest

1tep 8 9rief interview 2 validate key skills 7 e#perience


required

1tep : 1chedule onsite interview with 'uman Resource


/epartment ; stress importance of being on2time 7 to call at
least a day in advance to re2schedule
Step 1

Reason for call


Your CV forwarded to us through a portal / reference / headhunting
Trying to assess if you are a possible fit for a career or senior
opening with one of our clients.
Is this a good time to have this conversation?

5enerating interest in the client-s organization by saying


!et me tell you a bit about the organi"ation where there is an
opening
#ive details about the client$s organi"ation
%ur culture is very open and fun loving with freedom to wor&
but demands responsibility
%ur policies are people oriented and we offer e'cellent
compensation and benefits
Step 2
5enerating interest in job profile by
(ighlighting important and &ey areas of the organi"ation$s
functioning.
)pea& about the roles and responsibilities and mention the
details on the *ob +escription
Step 3
&he position offers very competitive
compensation and benefits compared to leading
players in the industry.
The offer will give full consideration to your s&ill
and e'perience, and your ability to deliver results
Result ! Interest
/oes this seem interesting to you<
1tep 8 9rief Interview

=ducation 7 &raining
Chec& the candidates education and training details

>our =#perience ; ?ey @ocus !reas


-s& the candidate about his .ob profile so far. Chec& if his
s&ill sets match the re/uirement
Step 5

If candidate matches our needs 2 schedule an interview with the


client.

&o schedule interview


Tell the candidate that you would li&e him/her to come in for an
interview
-s& the candidate which day of the wee& and what time during the
day would he be con
0i' up an appropriate time with the candidate
1emind the candidate about coming 23 minutes before time and
need to call at least a day in advance to reschedule

.ote candidates response to scheduling interview" 7 hisAher


eagerness for the interview

3ommunicate interview schedule to all interviewing managers in


advance with Resume and feedback
Step 6

!fter interview call the relevant person on the client-s side


and take a feed back. If feedback is positive the call the
candidate and request for his latest salary slip and forward
the same to the client. !n offer is prepared and given to the
candidate and the joining date is decided.

If the candidate is not selected or if he does not take up the


offer then initiate the search process again.

!fter interview call the relevant person on the client-s side


and take a feed back. If feedback is positive the call the
candidate and request for his latest salary slip and forward
the same to the client. !n offer is prepared and given to the
candidate and the joining date is decided.

If the candidate is not selected or if he does not take up the


offer then initiate the search process again.
Step 7

9e in regular touch with the candidate and keep him warm


so that he joins the company on the /ate of Boining.

=ven after he joins speak to him once in a while till he settles


down in the new organization. ?eeping in touch with
candidates also helps in obtaining references when need
arises.

Recruitment (perations 2 1implified
9rief about profile to consultant
1hortlist good Resumes received from consultants
3onsultants co2ordinate the interview CProfile MatchD
Interview at 3ompany Eook for some other person
3all him for final negotiation and offer
(ffer !ccepted Eook for some other person
!sk the person to join

he !nd

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