Recruiting

Recruitment is a process of identifying, screening, shortlisting and hiring potential resource for filling up the vacant positions in an organization. It is a core function of Human Resource Management. Recruitment is the process of choosing the right person for the right position and at the right time. Recruitment also refers to the process of attracting, selecting, and appointing potential candidates to meet the organization’s resource requirements

Staffing strategy

A staffing strategy is the next phase of the enrolment procedure, where a plan is set for signing the properties. After implementing the job descriptions and job stipulations, the succeeding stage is choosing which approach to implement for employing the possible applicants for the party.

Recruitment Steps

The recruitment is a process step by step and is continous process, where the recruiter always ready to do the needfull recuirements. each recruitment process contain the following main processes.

Building a recruitment process

Contents

Recruitment planning.
Strategy development
Searching
Evaluation and control.

Recruitment planning

Recruitment preparation is the primary stage of the staffing process, where the available spots are examined and designated. It contains job stipulations and their description, involvement, experiences, and services needed. once the vacancy has been desided then the recruiter share a position proposal through email / written application with management for an approval to kick-up starting of surfing, the recruiter of HR amanagement /concern department sharing a Job description for the position and the HR management define budgeting of salary / allowances and other benefits for the position, after these process the recruiter circulate the position annoucement to get the suitable candidates withing the given timeline to full fill the required position.

Proposal sharing : The proposal of need to hire a the employee for the recomended position has been shared with the HR management for approval.
Management approval: The HR Management reveview the position and it need base and then get approval for further action plan.
Budget allocation: the HR management announcing the position @ recomended salary and benefits with recomented allowances.
Job description: Once the position and budget allocation are announced, then the HR management contact with concern department and to prepared the employee job descrition that he will be perform during employement.
Job post circulation: After the completion of the above process the HR management hand over the case to the recruiting department to circulate the position and evaluate qualified profile for the position.
Onboarding deadline: The HR Management also recomended the recruiter department to provide the qualified profiles with given time frame.
Start-up: The recruiting department recived all recomeneded information and get start of using different job portfolio to get the suitable candidates for the announced position.

Profile surfing

Screening is an essential portion of the enrollment procedure that aids in eliminating unreserved or inappropriate applicants, which were established through finding. Searching involves enticing the job hunters to the posts,

Recruitment profile surfing process

Profile surfing/Screening
Social media: the recruiter utilize social media, like Jobs portal, face book, whatsapp, messaging, and other socail media link to get the required profile with time line.
Referral Link: The recruiter using referral suppot from the concern related team, internal or external level to get the required profiles.
Institutional: The recruiter start visiting to related institutions meet the institution admin team, and present the proposal of vacant position in front of the institution head, to provide ex- related students data for good profiling.
Government bodies: In this level of surfing the reqruiter coordinate with concern Jobs supporter institution and requesting them to provide related profile from the trained history portfolio. these are the institution like PSDF( punjab) and KPTweta (KPK)
Ex-employeement: In this process the reqruiter contact to the related company get the Ex-employee data to validate for the screening.

Interview process

Evaluation and control are the final phases in the development of staffing. The procedure and approaches’ efficiency and cogency are measured in this course. Recruitment is an expensive procedure; subsequently, it is significant that the presentation of the staffing procedure is methodically assessed.

Interview process

Interviews scheduling: Once the recruter get suitable profile then the recruiter start to schedule the interview after confirmation and time line by the interviewer.
Interviewer Team alignment. As per interviewer team alignment the recruiter align the candidates for the interview.
Interview questionnaire /Test: The interview questioner/test recommended by the interview board (if/any) has been prepared by the recruiter at a highly confidential level.
Documentation availability: During the interview time the recruiter prepares a scheduled candidate list and verifies it at the premise through attendance or other recommended way out by announcing of questionnaire/test timeline and then presenting all the forms to the candidates to start filling, once the questioner/test timeline closed the recruiter collect all the documents and closed the test program.
Interview assessments form availability. It is a normal interview process the recruiter arranges the interview assessment form with the interview scheduled profile in front of the interview board and calls one by one for the interview.
Interviewees alignments. the recruiter contacts the candidates and shares a scheduled timeline with the interviewees through emails/calls/messages.
Required stationary availability. The recruiter provides all types of stationary during test interviews to manage the activity positively.
Documentation compiling: Once the activities have been done the recruiter collects and compiles the documents and shares them with management for further reviews and selection
Finalizing interview alignments: After the 1st test /Interview a final screening interview has been scheduled by the recruiter and a no of selected candidates have appeared for the final interview and selection.

Employee Selection Process

Hiring the appropriate personnel in the correct occupations is known as employee assortment. It is the method of linking administrative wants with folk’s capabilities and authorizations. The company will get greater worker presentation by selecting the finest person for the anticipated part. The selection procedure may be labeled as recognizing and choosing fit persons with the necessary qualifications and ability to fill a business vacancy. The selection process varies from industry to industry, corporate to firm, and even within the same administration’s partitions. The eminence of new workers will be resolute by the company’s staff assortment technique, which may impact both day-to-day acts and longstanding recitals. Choosing the incorrect workers may result in less productive staff, worse quality, reduced customer satisfaction, and more costs.

The procedure necessitates publicity, studying, screening, cold calling, interrogating, testing, and then selecting the correct applicant at the right place. It can be well-defined as the signing and selecting of candidates with skillsets and the essential experiences to fill the vacancy in a corporation

Employee onboarding

Organizational socialization is another term for employee onboarding. Employee onboarding is a procedure for integrating new workers into a company by socializing with the rest. Employee onboarding refers to assimilating new workers into the business by exposing them to the company’s culture and operations. Workers are converted from outsiders to company members via organizational socialization, which comprises the transmission of information, habits, and abilities that make it easier for employees to conform their lives to the dominant corporate culture. The approach’s key advantage is that it improves the performance of the organization’s members. In terms of performance, newcomers can build competencies. Employees who have risen from lower cadres to higher levels of the hierarchy have a smoother introduction and transfer. Employee onboarding leads to increased work satisfaction as employees become more aware of job expectations and meet them.

A dense worker onboarding development is essential to aid your hires to settle down in their occupations, distinguish the organization, get precision on their occupation purposes, and furnace a decent association with other staff

Documentation process

Once the interviewing process is completed the selection process is started, it has been announced the below candidates are being finalized, and the recruiter team will serve the offer letters to selected candidates and receive that has been shared with HR management for further action plans, the HR management issuing the appointment letter and calling the recruiter for completion of the documentations. The recruiter shared the appointment letter with the candidate and called him to provide the below-required documents in the form of hard copies with a written statement documentation form to manage the candidate’s employment file for the HR record.

Employee documentation process

Fresh cv
Ex-resignation (if / any)
Ex-experience letter (If/Any)
previous company Line HR management contact detail.
Personal documents
Educational documents
Reference data form
Bank details
Affidavit (if required)
Police verification
Offer acceptance receiving.
Appointment letter issuance.
Clearance letter

Documentation verification process

Once the documentation is completed the requiter communicates to the candidate to receive a joining letter once their documentation verification process has been completed at the National database and educational institution and previous employment verification.

Documentation verification process

NIN / Visa /Passport verification (checking of expiry /Validity)
Educational documents verifications
Previous employment status confirmation
Police verification.
Driving license verification
Passport validity.

Training & Orientation

Today’s corporate world dictates ` that learning be made mandatory. Effective learning, the submission of what has been implanted to the office through an effective training assignment and an optimistic work setting, is what actions folks and business performance. Regular skill assessment is vital in every organization for its success. A coherent and robust organization is created through a thorough evaluation. Increasing skills and proficiency is the sole aim of any organization that wants to thrive. A key point in any employee training process is putting effort into areas of improvement. The current and future objectives may be met by measuring its personnel’s skills.

Training and orientation process

Company profile orientation.
Job descriptions Orientation.
Company policies & Ethics orientation.
Time and attendance procedure.
Salary and benefits break-up/disbursement timeline.
Other benefits (if any)
Contract rule and procedure.

Deputation

New employee deputation activity

Line management communication.
Employee deputation and location.
Work profile and procedure.
Time Management

Scope of Recruitment & Selection

The scope of Recruitment and Selection is very wide and it consists of a variety of operations. Resources are considered as most important asset to any organization. Hence, hiring the right resources is the most important aspect of Recruitment. Every company has its own pattern of recruitment as per their recruitment policies and procedures.

The scope of Recruitment and Selection includes the following operations −

Dealing with the excess or shortage of resources
Preparing the Recruitment policy for different categories of employees
Analyzing the recruitment policies, processes, and procedures of the organization
Identifying the areas, where there could be a scope for improvement
Streamlining the hiring process with suitable recommendations
Choosing the best suitable process of recruitment for effective hiring of resources

Any organization wants it future to be in good and safe hands. Hence, hiring the right resource is a very important task for any organization.

Importance of Recruitment

Recruitment is one of the most fundamental activities of the HR team. If the recruitment process is efficient, then

The organization gets happier and more productive employees
The attrition rate was reduced.
It builds a good workplace environment with good employee relationships.
It results in the overall growth of the organization

Here is a list that shows the purpose and importance of Recruitment in an organization −

It determines the current and future job requirements.
It increases the pool of jobs at a minimal cost.
It helps in increasing the success rate of selecting the right candidates.
It helps in reducing the probability of short-term employment.
It meets the organization’s social and legal obligations regarding the workforce.
It helps in identifying the job applicants and selecting the appropriate resources.
It helps in increasing organizational effectiveness in the short and long term.
It helps in evaluating the effectiveness of the various recruitment techniques.
It attracts and encourages the applicants to apply for the vacancies in an organization.
It determines the present future requirements of the organization and plans according.
It links the potential employees with the employers.
It helps in increasing the success ratio of the selection process of prospective candidates.
It helps in creating a talent pool of prospective candidates, which enables in selecting the right candidates for the right job as per the organizational needs.

Recruiter Performance metrics

The recruiter team should have the following tick and tracks.

Recruiting metrics

Time to fill and hire.
Source and quality of hire.
Cost and selection ratio.
profiles and screening ratio.
Interviewees and selection ratio.
Recruiter statistics and commendations.
heir ability to search for suitable candidates.
selection of suitable candidates.
Documentation verification.
Their ability to ask the right questions and engage the candidate.
Their ability to attract the best candidates in a particular field, even if they are not seeking a new job.
Have the ability of low-cost sense in surfing the candidates.
Their ability to hire long-term retainable sources.

Compiling hiring process

Deadline is very important for the recruiter team, so they a has need a scheduled timeline for the process.

Hiring frequency should be quick with the deadline
Hiring speed depends on quick startup and orientation in the timeline,
Offering, rejections, and backup should be ready all the time.
Source quality – which platform is sending the best candidates for a particular job
Documentation, Orientation, and deputation should be under the scheduled timeline.

Talent Acquisition Effectiveness Tips

The following are the better guide tips for effective talent acquisitions

Forecast effectively: Don’t simply project the roles you will need to fill, where your organization intends to expand. amount of time.
Build a high-quality pipeline: it is essential to have processes in place to generate and identify high-quality candidates.
Work Collaboratively: Need to have a close alignment with the HR and departments for manage the short fall at any cost.
Do not rush the process: effective talent acquisition requires ample time. Do not rush the interview process, cut corners in identifying quality candidates.

Talent pooling

Recruiting is an ongoing process, so the recruiter may be active all the time to surf quality candidates’ backup to handle any emergency situation in the organization, They must have a quality backup pool each time to fulfill the company requirements. This pooling plays a key role in the organization’s backup support.