Report Summary

UNDERSTANDING THE RECRUITMENT OF EMPLOYEES

WHAT IS RECRUITMENT?

Recruitment is where we try to find and attract possible suitable candidates (from
within internal and external of an organization) to fill the position. The process involves
searching, sourcing, and advertising to have the right candidates for the role of the
organization.

RECRUITMENT OF EMPLOYEES

Recruitment of Employees happens when there is a vacancy in a position.

Having a vacancy happen because of some reasons like a high rate of resignation,
newly made job items and positions, or retirement of the previous employees. The
most common reason is adding more manpower because of expansion and staffing of
a newly open business and many more other reasons. It is a process of finding out the
prospective applicants and stimulating them to apply for the vacancy. It is a long
process that involves a series of activities that starts with analyzing the job
requirements and ends with the appointment of the employee.

The activities involved in the recruitment of employees are as under:

 Analyzing job requirement

 Advertising the vacancy

 Attracting candidates to apply for the job

 Managing response

 Scrutiny of applications

 Shortlisting candidates

RECRUITMENT ON THE INTERNET

Online recruitment (also known as E-recruitment or internet recruiting) allows

businesses to use various internet-based solutions – for example, online advertising, job
listings, social media, and company websites to source and hire the best candidates. The
prolific use of the internet for recruiting has made it easier to source candidates and
conduct interviews as well as process the relevant paperwork required to hire and train
candidates. Online recruitment is a way to provide businesses with an efficient and
cheaper way to fill positions.

WAYS FOR ONLINE RECRUITMENT

1. Company Website

Your company website is the starting point to showcase your workplace culture
and show people that you should be their employer of choice. You can post job listings
on your company website and let your applicants know about your company culture

2. Internet ad Campaigns

You can use pay-per-click ads on different search engines, like Google, and also
social media platforms to boost awareness of your job openings. These ads can be either
in written form or promotional videos. This online recruitment method enables you to
widen your reach to get the best candidates.

3. Social Media

The type of social media used for online recruitment depends on your candidates'
demographics. If you’re looking for professional candidates for leadership roles,
LinkedIn is your best bet. However, if you’re seeking on-demand or hourly workers for
retail and the restaurant industry, Twitter and Facebook may be suitable platforms.
Instagram is also growing in popularity as a way to market a business overall and recruit
online.

4. Online job sites.

Most people ask whether free job boards are still relevant today. However, you
only have to look at the popularity of job boards, like Monster, Indeed, and Career
Builder, to see the thousands of jobs posted.

ADVANTAGES OF ONLINE RECRUITMENT

 Save more Time

Most online recruitment sites use automation that allows companies to start
looking at resumes from qualified applicants within minutes of submission.

 Reach a Wider audience

 With online recruitment, you can reach a more targeted and wider audience. If
you’re recruiting applicants for remote work, you can reach job seekers in any country.

 Increases hiring efficiency

Online recruitment provides technology to improve the full recruitment life cycle.
This includes employment pre-screening, background checking, and assessments. The
resulting efficiency means that the time it takes to find a qualified applicant is reduced.

 Improves communication

It's important for your company's brand and reputation to have positive
interactions with applicants, irrespective of whether they get through the first phase or
are shortlisted for an interview.

RECRUITMENT PROCESS

What is Recruitment Process?

 The recruitment process is the steps from finding and selecting a new employee
to fill an opening in an organization. This job is usually done by managers,
Human Resource Management (HRM), recruiters, or a combination of all
three. Human resource managers typically lead this process, collaborating
with relevant departments and team members to streamline recruitment.

STEPS OF THE RECRUITMENT PROCESS

1. Identifying Vacancy

The first and foremost process of the recruitment plan is identifying the vacancy.
This process begins with receiving the requisition for recruitments from different
departments of the organization to the HR Department, which contains, the number of
posts to be filled, number of positions, duties, and responsibilities to be performed and
qualification and experience required.

2. Job Analysis
 Job analysis is a process of identifying, analyzing, and determining the duties,
responsibilities, skills, abilities, and work environment of a specific job. These factors
help in identifying what a job demands and what an employee must possess in performing
a job productively.

3. Job Description

The job description is an important document, which is descriptive in nature and

contains the final statement of the job analysis. This description is very important for a
successful recruitment process. A job description provides information about the scope of
job roles, responsibilities, and the positioning of the job in the organization. And this data
gives the employer and the organization a clear idea of what an employee must do to
meet the requirement of his job responsibilities.

4. Job Specification

Job specification focuses on the specifications of the candidate, whom the HR

team is going to hire. The first step in job specification is preparing the list of all jobs in
the organization and their locations. The second step is to generate the information for
each job.

5. Create a Recruitment Plan

Save time and energy by creating a recruitment plan. Strategize the best ways to
get the word out about the job. Determine who will be reviewing resumes, scheduling
interviews, and deciding on the right candidate.

6. Start Searching

Searching is the process of recruitment where the resources are sourced depending
upon the requirement of the job. After the recruitment strategy is done, the search for
candidates will be initialized. This process consists of two steps Source activation and
selling.

7. Screening / Shortlisting

Screening starts after the completion of the process of sourcing the candidates.
Screening is the process of filtering the applications of the candidates for the further
selection process.

8. Reviewing of Resumes and Cover Letters

 Reviewing is the first step of screening candidates. In this process, the resumes of
the candidates are reviewed and checked for the candidates’ education, work experience,
and overall background matching the requirement of the job

9. Recruit Top-Tier Candidates

The best candidates likely have many options, and you’ll need to maintain timely
communication or they’ll quickly move on to other opportunities. Use a mobile hiring
app to review top candidates quickly, right on your smartphone, whether you’re in the
office or on the go.

10. Phone screening

A phone screening interview is a phone call where the recruiter can determine if a
candidate is qualified to move on to an interview with the hiring manager. Recruiters will
often use a phone screen questions template to help guide their questions.

11. Initial and Final interview

The purpose of an initial interview is to get some basic information about your
skills, qualifications and interest in the position. Hiring managers also use this kind of
interview to learn more about your personality and determine if you are qualified enough
to meet for an in-person interview.

A final interview is generally the last interview you will encounter before learning
whether a company has decided to make you an offer of employment. At this stage,
you've likely had several other types of interviews, such as with a hiring manager or
about your technical skills.

Job Offering

A job offering is the last step where you will be offered to work for them and give
you a contract and start working for them.
SOURCES OF APPLICANT

INTERNAL EXTERNAL

Promotion Direct Recruitment

Transfers Employment Exchange

Internal Advertisements Professional Associations

Employees Advertisements

Previous Applications Campus Recruitment

Employee Referrals Word to Mouth Advertisement

Employment Agencies

 WRITING A RESUME

 Pick the Right Resume Format & Layout

 Mention Your Personal Details & Contact Information

 Use a Resume Summary or Objective

 List Your Work Experience & Achievements

 Mention Your Top Soft & Hard Skills

 (Optional) Include Additional Resume Sections - Languages,

Hobbies, etc.

 Tailor Your Information for the Job Ad

 Craft a Convincing Cover Letter

 Proofread Your Resume and Cover Letter

DOCUMENTATION