Understanding the Process of Recruitment Productivity of a company directly depends on its human resource. Hence, to search for the right resource, managers follow a standard recruitment process. This ensures that the individual designated is the most apposite for the job offered. For a single vacancy, numerous job applications are received. The selection takes place at different levels to obtain outstanding results. The process comprises of:
Recruitment Plan: A customized recruitment proposal is designed for every job opportunity. The recruiters change their strategy and synchronize with the concerned department for their employee requirement. For example, the recruiters should know the level of hiring, the required education, experience and desired set of skills.
Job Postings: Next, recruiters have to design the post for vacancy alert. It includes all the essential requirements which company needs, for their future employees. Vacancy posting should be available at different channels for better exposure. Company’s website, social media and newspaper are commonly used mediums.
Pre-Interview Selection and Assessment: Several resumes and portfolios are received by the recruiters after job posting. The managers, then scan candidates that fulfill their criteria. Selected candidates are then assessed by a telephonic-interview or an entry test. Online forms are also given for selection. At this stage, suitable applicants are accepted while others are rejected.
Conducting Interviews: The selected candidates are called for interview. Usually, it takes 2 to 3 interviews for the selection of the right candidate. Interview questions mainly depend on the job position managers are hiring for. An individual’s personality, punctuality, confidence and skills are arbitrated during an interview.
Selection: Final selection occurs after the last interview. The panel of managers after discussion, selects the most acceptable individual. Mostly, during the interviews, job offers are made by the managers in charge.
Appointment Letter: To get the individual onboard, recruiters have to make salary negotiations. The recruiters also have to make background checks to verify about the credibility of the future employee. After the job acceptance, an appointment letter is delivered that covers the company’s policies, employee’s gross salary, perks and date of joining.
Orientation and Training: Once the employee joins, the company provides orientation and training. This helps the new employee to understand the rules and regulation. Also, it helps the employee adjust in the new environment. Initially, the employee is hired on probation which lasts from 3 to 6 months. The company can increase or decrease the period according to the performance of the employee.
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