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Hr recruitment

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Hr recruitment

  1. 1. RECRUITMENT  Recruitment is a process of identifying, screening, short listing 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.
  2. 2. 1. Recruitment Planning  Figure out where the gaps are in your current team. Check if you have new needs in terms of ability, performance or personality. Ask yourself if you need someone to take care of something that is not being addressed currently. This will tell you that there is a hiring need.  Keep a track of input versus output when it comes to your team. See if there is an increase in workload that needs to be addressed by hiring.  Regularly analyse performance and make a list of missing qualities, qualifications, skills and proficiencies that you need to add to your team. This can also signal towards hiring needs.  Be mindful of existing employees leaving. This is definitely when you will have a hiring need.
  3. 3. 2. Recruitment Strategy Development  The following strategic considerations should be kept in mind:  Make or Buy Employees, which means the firm either decides to select less skilled employees and invest in training and education programmes or hire skilled professionals.  Methods of Recruitment, the firm decide on the methods used for recruiting the individuals. Such as the internet provides detailed information about the prospective candidates and helps in shortlisting the best-qualified individuals.  Geographical Area, the next decision is related to the area from where the candidates shall be searched. The firm looks for those areas where the handful amount of qualified employees is concentrated, with a view to curtailing a search cost.  Sources of Recruitment, there are two sources of recruitment: Internal source (within the organization), external source (outside the organization). The firm must decide the source from where the candidates are hired.
  4. 4. 3. Talent Search  Once the strategy is prepared the search for the candidates can be initialized. It includes two steps: source activation and selling.  The source activation means, the search for the candidate activates on the employee requisition i.e. until and unless the line manager verifies that the vacancy exists, the search process cannot be initiated.  The next point to be considered is selling, which means the firm must judiciously select that media of communication that successfully conveys the employment information to the prospective candidates.  Organizations can search candidates via different internal as well as external sources.
  5. 5. Internal Sources of Recruitment  When recruiters use internal sources for recruitment, it works to motivate the existing employees to be more productive and maximizes their job satisfaction and sense of security. Recruiting through internal sources also reduces the attrition rate along with cost and effort.  Transfer The recruiter can fill a vacancy in a different location without any changes in the job role, status, or salary of the employee by transferring a suitable candidate from within the organization.  Promotion A vacancy can also be filled by offering a high performing employee to take over a senior position within the organization for handling additional responsibilities along with a raise. Promotions motivate employees to perform better and also reduce the attrition rate.
  6. 6.  Demotion Depending on the performance of the employees, sometimes the management has to take the decision of lowering the position of underperformers. These employees then become a source for filling the lower positions.  Employees The employees of your organization can spread the word and create a buzz on their social media accounts to help you fill your vacancies. Have an employee referral program where employees are incentivized for bringing in suitable candidates can also help accelerate the recruitment process.  Retired Employees In case of an emergency or a mission-critical project, retired employees can also be called in to fill a position for a short period till an appropriate candidate is found.
  7. 7. EXTERNAL SOURCE OF RECRUITMENT  Recruiting through external sources offers a much wider scope for selection from a big number of qualified candidates. The process moves much faster even for bulk requirements while eliminating the chances of partiality or biases.  Advertisements Advertisements help recruiters build a solid brand identity that attracts efficient manpower. You can go with the traditional approach by using print media or use digital media for better results at a reduced cost.  Job Portals With the growing use of the internet, job portals have come to play a crucial role in connecting companies with candidates. These portals are a preferred platform for jobseekers looking for better career prospects so they make an excellent source for recruiters to tap the top industry talent.
  8. 8.  Company’s Careers Site A mobile-friendly, branded careers site that conveys your work culture and integrates with the company’s social profiles not only makes it easier for your potential employees to apply but also attracts top industry talent with a professional theme, attractive headers, compelling content and engaging employee videos. An ATS-integrated careers site also eliminates the hassles of manual job postings while improving the candidate experience dramatically with a customizable application process.  Social Networking Platforms Social networking sites are the place to find the most qualified, potential recruits and as a recruiter you would not want to miss out on this massive pool of talent. With a combined user base of 535 million, LinkedIn, Facebook and Twitter offer you a perfect opportunity to end up with highly skilled and efficient candidates for your company.  Placement Agencies Placement agencies are a perfect solution for those hard-to-fill vacancies that often demand a lot of time, effort and resources. These agencies employ various tools and techniques to find top talent for your company faster, at a reduced cost
  9. 9.  Job Fairs Job fairs are a one-stop public event offering easy access to a large pool of talent for bulk requirements. They bring you an opportunity to create brand awareness without having to advertise and you also get to network with other similar corporations while saving a lot of time and money.  Campus Placements Campus placements are a quick and inexpensive way to find suitable candidates, who are competent, energetic, enthusiastic and most importantly interested in working for you.
  10. 10. 4. Screening and Short listing Asurveyofrecruiters revealedthatwhile46%struggletoattract top talentinthecurrentcandidate-drivenmarket,52%confirmedthat themostchallengingpartofhiringwasidentifying theright candidatesfromalargepoolofapplicants.
  11. 11. 4 Steps to Effectively Screen or Shortlist Candidates  Screen applications on the basis of minimum qualifications.  Next, sort resumes that have the preferred credentials by looking at their certifications, relevant experience, domain expertise, technical competencies and other specific skills that are required for the role.  Then, shortlist candidates who have both the preferred credentials and the minimum qualifications.  Finally, flag any concerns or queries in the resume so they can be clarified during the interview.
  12. 12. 5. Interviewing  Telephonic Screening/Video Interviewing  Face-to-Face Interviewing  Psychometric Testing
  13. 13. 6. Evaluation and Offer of Employment 4 Things you Should do Once you Zero in on a Candidate  Checking the References Once the final selection for a position is done, it is time to check the candidate’s professional references and verify all the employment details. If you find that everything is in order, it is time to draft your employment contract and make the offer.  Making the Job Offer The offer letter should include everything from the start date and the conditions of employment to the work hours and the compensation while ensuring that every detail is clear and unambiguous.
  14. 14.  On boarding Every new hire feels awkward at first, but you can win some really good loyalty points here by putting in some extra effort and helping your new hire settle in. Instead of just showing them around the office and making sure all the essential supplies are handy, make them feel welcome by making special arrangements for lunch and getting colleagues to talk about non-work stuff.  Evaluation and Optimization of the Recruitment Process Given the considerable amount of time, effort, cost and resources involved in the recruitment process, evaluation becomes imperative. Recruiting metrics reveal valuable insights into how well your recruitment process is working and also help you identify areas of improvement.
  15. 15. SELECTION  Selection is the procedure of selection or choosing the correct candidate, who is maximum appropriate for a vacant job position in an organization.  In other words, selection can also be clarified as the procedure of interviewing the candidates and assessing their potentials, which are essential for a precise job and then selecting the suitable candidate for the position.  The selection of a right candidate for a vacant position will be an advantage to the organization, which will be serving the organization in accomplishment its purposes.
  16. 16. The Selection Methods  Sifting applications: Application forms, CV-s and covering letters  Biodata analysis: objective, weighted scoring of biographical data (e.g. sex, age, family background, work experience, leisure interest…)  Work sample tests  Written tests: ability, intelligence (or cognitive ability), personality, aptitude  Interviews:  Individual interviews, interview panels, selection boards  Structured or general interview  Assessment centers  References  The final stage: offer a job contract  https://www.grb.uk.com/recruiter-research/selection-methods
  17. 17. Importance of Selection  Reduce Applicant Numbers  Assess Behavior  The Time Dimension  Low Employee Turnover  https://smallbusiness.chron.com/importance- selection-recruitment-orientation-process- 17372.html
  18. 18. COST OF BAD HIRES  https://www.peoplematters.in/article/hiring- science/the-cost-of-a-bad-hire-16936
  19. 19. NEW MARKET = NEW RULES
  20. 20. Challenges in Recruitment & Selection  Challenge Customer Thinking  Ability to locate hard talent  Sales & Marketing Skills  Turn passive candidate to eager  Leverage Data
  21. 21. Next Steps in Recruitment • ORIENTATION Here’s a full list of what is generally accomplished during new employee orientation: Intro to the company mission, vision and values: The company’s leaders or long- tenured employees may give a presentation on these topics, telling stories that help bring the information to life for new hires. Mandatory new employee paperwork: The company’s HR representative can guide new employees through paperwork completion and collect and answer any questions they have. Introduction to benefit plans: Again, an HR representative or benefits coordinator can present an overview of benefits to new hires, answering questions about how and when they should begin using them. Review of safety, health and any other key policies: Bring in safety personnel to introduce employees to pertinent workplace safety information. This could include a guided tour of relevant areas of the business for necessary demonstrations. Review of administrative procedures, such as computer systems logins, etc.: An information technology representative can present and answer questions about how to use workplace tech systems.
  22. 22. Next Steps in Recruitment  ON BOARDING During the on boarding process, employees are thoroughly introduced to their department. They learn the culture and business objectives by participating in meetings and starter projects with co-workers. Managers should schedule regular check-in meetings with new employees so that they get comfortable talking to one another. Gradually, they’ll learn the specifics of their role and responsibilities, such as how to properly complete key tasks, who to go to with questions, how to get approval for their work and how to make suggestions.
  23. 23. Activity  Create an one day (8 hrs) Orientation Plan for MBA fresher’s joining Marketing Department.  Position : Marketing Executive  Key skills for marketing executives  Good teamwork skills  Communication skills and networking ability  Adaptability  Strong attention to detail  Good organization and planning skills  Creativity and writing skills  Commercial awareness  Numerical skills  IT skills
  24. 24. Taking the Call  Acceptance & Rejection Calls  Acceptance & Rejection Mails  Other Projects before on boarding for fresher's
  25. 25. Connecting Dots  Consultancy  NGO  Training Centres – DDUGKY, PMKVY and Banks like ICICI etc.
  26. 26. Consultancy Tapping  Call the Consultancy, Training Centres & NGO and asked about the types of candidates they provide.  Calling Employees for the acceptance and rejection  Mailing the employees for the acceptance and rejection

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