RECRUITME

NT SOP
• Change Management is defined as the methods in which a company describes and implements change within its
internal and external processes.
• A change management consultant is responsible for implementing new concepts within a company and helping
in transforming the ways in which the organization operates.
Recruitment
 Process of finding and attracting the most potential candidates for filling up the vacant positions in an organization.

 Process of identifying the jobs vacancy, analyzing job requirements,

 Proper preparation, plan and process is required.

 Expensive and time consuming process

Human Resource is an important part in an organization. It is important to hire the right candidate for the right job. One wrong
decision can lead to a problem for an organization and can also lead to loss for a company. There are certain expectations of a
company from its candidates and company tries to look for the best candidate to fulfill all those needs and expectations of the
company.

Recruitment Process:
 Recruitment Planning

 Strategy Development

 Searching

 Screening

 Evaluation and Control

1. Recruitment Planning
 A structured recruitment plan is mandatory to attract the right and potential candidate for the right job. Firstly, it is important to
provide the right details to the candidate about the job.

 Job details i.e. job title, pay grade, reporting person, shift timing, department name, location.

 Job summary i.e. job purpose, importance, significance, value and contribution

 Job challenges i.e. deadline, punctuality, quality, accuracy

 Hierarchy level: Executive, Manager, Department Level, CEO.

 Qualification: Education, experience, skills, knowledge, expertise

 Working condition: start time, finish time, working hours, lunch/tea break, travel hours

 Job responsibility: Role, goals, communicate

 Competencies: Knowledge, skill, attitude

Assumption*: I have formed the JD including all these necessary information for the candidate.
2. Recruitment Strategy

While preparing a recruitment strategy, the HR team considers the following points:
 Make or buy employees

 Types of recruitment

 Geographical area

 Recruitment sources

Assumption*: I will look up for the strategy to be followed for hiring and is one of the important decision in recruitment process.
3. Searching
 Resources are sourced depending upon the requirement of the job.

 Source activation- Once the line manager verifies and permits the existence of the vacancy, the search for candidates start.

 Selling- Here the organization selects the media through which the communication of vacancies reaches the prospective
candidates.

Internal Promotion or External Hiring

 Internal Promotion: Company hire or promote the person within an organization.

Sometimes, there is a candidate which we find suitable for the post within our organization and we recruit them. i.e. job
rotation.
 External Hiring: Company hires a candidate outside an organization through various job portals.

Assumption*: After forming the strategy, I will go for external hiring for Change Management Consultant and send my JD’s for
the applicants on different job portals.
4. Screening/ Shortlisting
 Screening starts after completion of the process of sourcing the candidates.

 Process of filtering the applications of the candidates for the further process.

 Process of removing unqualified or irrelevant candidates which were received through screening.

 Reviewing of resumes and cover letters

 Conducting Telephonic or Video Interview

Assumption*: Total number of applications received where 50. I shortlisted 8 candidates out of 50 by matching the required
details by the company with candidates information and also collecting further details like reason for leaving previous job,
longevity with each organization, long gaps in employees, job hoping and other.
5. Evaluation and Control
 Effectiveness and the validity of the process are assessed.

 The cost incurred in the recruitment process is evaluated and controlled

 Final step of recruitment

 Best and final candidates are decided

Assumption*: Personal Interview is scheduled with the manager of the HR of the clients for the final selection round. Best 2 will
be selected from the 8 shortlisted candidates.