INTRODUCTION TO RECRUITMENT PROCESS

DEFINITION Recruitment is the process of generating a pool of qualified applicants for jobs. The first step of t he recruitment process is to get an approval to initiate the search. This is done through a workfor ce requisition. Once the workforce requisition has been approved, the next step is to develop an a pplicant pool using one or more of the recruitment sources. Its hard to overemphasise the i

mportance of effective recruiting. The more applicants you have, the more selective you can be i n your hiring.

By the end of this section you should: Be familiar with what the following mean Workforce Requisition, Sources of Recruitment Understand how you choose a source to generate a qualified pool of applicants Understand the difference between Recruitment and Selection

Step 1: Workforce Requisition: The Workforce Requisition is the process through which an approval is taken to initiate the recruitment process. The workforce plan provide for the overall estimate of workforce for a year. However it is necessary to take specific approval to fill vacancies. The manager in whose team the vacancies have arisen initiates process through a reference.

Step 2: Using sources to generate a qualified pool of applicants: Once the workforce requisition has been approved, the HR Manager or team initiates the search. Before starting the search for candidates externally, one should look within the organisation for suitable candidates. First look internally: Organisations may decide to move people into open positions on the basis of their suitability qualification, experience & supervisors recommendation. Alternatively, the job can be advertised internally through an Internal Job Posting (IJP).

An IJP entails publicising the open job to employees through the managers, email, communication meetings, notice boards etc. The job posting lists the job attributes and the eligibility criteria for applying to the position.

The merits of sourcing candidates internally are: There is no substitute for knowing the candidates performance, strengths and the areas of development. With internal candidates you are likely to have a more accurate view. Commitment levels of internal candidates may be higher Internal candidates will have a better understanding of the organisation and the industry and would therefore take less time to settle down in the job. The original philosophy and mission of the organisation is ingrained in them. Training & orientation time will therefore be saved Employee Morale will rise as they will see opportunities for job enhancement and growth

There however are some risks which one should keep in mind:

Internal candidates who dont get the job may get demotivated. Telling unsuccessful candidates why they were rejected and what remedial action they need to take is critical. This needs to be done conscientiously and requires the managers and interviewers time. There could be a lot of candidates who apply for the position and interviewing all of them could be a time consuming exercise. The person who moves into the new role may find it difficult to gain acceptance from a group of erstwhile peers. Inbreeding is another potential drawback. When a lot of managers come up through the ranks, they may have a tendency to maintain status quo, even when a new direction is required.

Then look externally Sources of Recruitment It is not always possible to get all the employees from the current staff and a search for candidate has to be done externally. There are various sources of hiring candidates from the external mkt. Advertisement (Choice of publication is critical) Placement Agencies/ Consultants Campus Employee Referrals Internet Job posting Walkins Temping Agencies Local Communities where the organization delivers its services

The factors that would impact the choice of the source of recruitment are: Levels Entry level, mid manager, senior manager Scale of recruitment one or few positions, large scale hiring Recurrence One off, on going Time available immediate, planned time Costs minimal, planned