Recruitment Process: 6 Necessary Steps in

HRM
Last Updated : 04 Jun, 2024
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What is Recruitment?
Recruitment can be considered the principal function of the Human resource
department. It is a process that includes sourcing, screening, and shortlisting. It
refers to the process of identifying the staffing need and then filling it. The whole
process includes identifying, attracting, interviewing, selecting, and onboarding the
right candidates for the organization.

Table of Content
 What is the Recruitment Process?
 Step 1: Preparing
 Step 2: Sourcing
 Step 3: Screening
 Step 4: Selecting
 Step 5: Hiring
 Step 6: Onboarding
 Recruitment Process-Frequently Asked Questions (FAQs)
What is the Recruitment Process?
A recruitment process involves activities like identifying different sources
of labour supply from which applications of prospective employees may be
obtained; evaluating the validity of different sources; choosing the most suitable
source; and attracting and motivating prospective candidates to apply for the
vacant jobs.
Every organization follows its own recruitment process, but there are some basic
steps that are followed by most organizations, which are listed here:
Step 1: Preparing
Once the job opening is approved internally, the recruiter contacts the
hiring manager. This step is about gathering details about the open position.
During the discussion, the recruiter has to gather information, like the required
skills, roles, responsibilities, etc., and use this information to write a clear and
inclusive Job description. Based on the job description, they can write the job
posting.
Step 2: Sourcing
Once the job description is ready, the next step is to start the sourcing. It refers to
identifying and contacting qualified candidates rather than waiting for the
candidate to apply for the position. The primary goal is to pull qualified candidates.
A recruiter uses a variety of job portals to pull the resumes, but it is not essential
that for every position, sourcing is required. In some cases, if there are a large
number of applications, there may not be any need to source more candidates.
Step 3: Screening
The Screening of a candidate can take place in many ways. Generally, the first step
is Resume screening. If the resume meets the criteria required for the job opening,
then the next step is the phone screening, in which, the recruiter can cover topics,
like the candidate’s availability, current role, and responsibilities, current salary,
salary expectations, Notice period, etc., and if he seems to be the right candidate,
an organization can process further with his profile.
Step 4: Selecting
This process is about sending the assignments, psychometric tests and scheduling
interviews, participating in the interview process, and also keeping the hiring
manager in the loop for the whole process. It is about maintaining a good
relationship with the candidate and keeping the candidate updated about the
interview feedback.
Step 5: Hiring
This step includes the final discussion with the candidate about salary, joining date,
etc. Once the joining date is confirmed, the offer letter is released. In some cases,
this step also includes background checks.
Step 6: Onboarding
Once the candidate has accepted the offer letter, the process is not over yet. This is
where the pre-boarding period starts. This is the time between the joining date and
when the offer letter was accepted. And it’s very important to be in touch with
your candidate during this period to keep them engaged. If not done so, it can
result in them joining another company. It also includes sharing the new hire’s
email and other details with the team. Once the candidate starts the first day, it’s
time to begin the onboarding process.
Recruitment techniques
Here are some recruitment techniques that can help you attract candidates:
  Internal recruitment: You can post the opening on your internal
company site so that current employees can apply if they want to switch
their roles. This technique can save a lot of time.
 Retained recruitment: You can reach third-party consultancies to fill the
open positions, but you have to pay a fee for the recruitment work and
even some additional pay once the position is closed by them.
 Contingency recruitment: In this option, you can reach third parties but
have to pay only when the employee is hired.
 Career fairs: Going into this event provides an opportunity to hire the
best candidate for your organization and also helps to market your
company.
 Campus Recruiting: If you are looking for freshers and there is a good
amount of vacancies in your organization, then going to campus and
conducting the hiring drive can be a good option.
 Social Media: You can post the openings on Linkedin, Facebook, and
Twitter to attract more and more candidates.
Recruitment Process-Frequently Asked Questions (FAQs)
1. What are Job portals?
Job portals are websites that help applicants find a job and also, help the employer
search for the best candidates by posting job openings and searching for resumes
by just applying a Boolean Search and choosing the best candidates that exactly
match the job description. It also helps in employer branding.
2. What is a Boolean Search?
Boolean search is a search process that allows you to insert some keywords along
with boolean operators to limit or broaden your search results. By using this
search, you can narrow down the pool of candidates. There are mainly three
operators used, which are (AND, OR, and NOT), and can be used in the search
according to your requirement.

Three Boolean Search Operators you should know:

A. AND Operator
The ‘AND’ operator shows the result that includes both keywords. For example, if
you will search for candidates having skills in (React AND Django), this search
will deliver results that have both the keywords ‘React’ and ‘Django’. But if any
one of the skills is missing in that resume, it will not be shown on the result.
B. OR Operator
When you use the ‘OR’ operator, the search shows the result that includes both
keywords or any one of the keywords. For example, if you will search for a
candidate having Skills in (React OR Django), this search will deliver the result
that has both the keyword, i.e., ‘React’ and ‘Django’ or either one of the
keywords, i.e., ‘React’ or ‘Django’.
C. NOT Operator
When you use the ‘NOT’ operator the search shows the first word only and
excludes the second word completely. You can also combine this operator with
another operator. For example, searching (React OR Django) NOT (JAVA) will
show the result having ‘react’ or ‘Django’ keyword and will exclude the resume
having Java keyword.
3. What are the benefits of using a Boolean search while sourcing candidates?
If you master the art of boolean search, it can help you find the exact match for the
role. It also helps in hiring niche profiles. For example, let’s say you are sourcing a
react Developer in Noida and you search directly “react Developer resumes
Noida” it will show a bunch of irrelevant resumes, but what happens when you
apply a boolean string? You will get resumes of potential and relevant candidates.
4. What is the role of Psychometric Tests in the recruitment process?
Psychometric test is the type of test which is used while the recruitment process.
This can be used to measure various attributes like behavioural characteristics,
personality, aptitude, etc. An employer can use different types of tests. Generally,
there are two types of psychometric tests, one is the ability test, and the other is the
personality test. The ability test checks the candidate’s ability, which usually
includes numeric reasoning, verbal reasoning, logical reasoning, and situational
reasoning, while the personality test focuses on understanding the candidate’s
behaviour and attitude.
Psychometric tests are playing a vital role these days as the market is highly
competitive, which is making the recruitment process challenging for employers
and the . If you hire someone who finds it hard to settle in can be time-consuming,
and costly too, so this has to be kept in mind that the right candidate is hired. A
recruiter can not judge the candidate on their personality and ability like this, so to
make the process more reliable and fair recruiter can use psychometric testing to
get a clear picture of the personality and behaviour of the candidate in
the workplace.
To conclude the article, recruitment is a process where employers hire suitable
profiles available and reach out to people who match the requirements of the
current job openings or vacancies available in the respective organization. The
aforementioned points in the article state the important steps and points that are
required in the process of recruitment. Several topics, such as the frequently asked
questions, recruitment techniques, etc., have been discussed in this article, which
will therefore help the recruiters to get a clear understanding of how exactly
recruitment takes place and why is it an important step for both employees and
employers in order to get the most suitable candidates of your interest.
Steps in Selection Process
Last Updated : 23 May, 2024
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What is Selection?
Selection is the process of recognizing and choosing the best candidate out of
several potential candidates for a job. The candidates who are not suitable for the
job are eliminated. For selection, the candidates have to take several employment
tests and interviews. At every step, many are shortlisted and some move on to the
next round until the right candidate is found. The process of selection begins with
going through the applications and continues even after the offer of employment,
acceptance, and joining of the candidate. The reason for this is that the selection
process is concerned with the evaluation of the employee’s performance potential,
just like in any other function of management.

Steps in Selection Process

The following are the important Steps in the Process of Selection:
1. Preliminary Screening: Preliminary screening facilitates the manager of the
organization to shortlist the candidates and eliminate those who are not suitable for
the job based on the details mentioned in the application form. Preliminary
interviews help avoid the unfit for reasons that did not emerge in the application
forms. In this interview round, the candidates are questioned by the interviewer on
account of their qualifications, experiences, etc.
2. Selection Test: This type of test is a method that is either a written test or an
exercise that tries to find out some particular skill or ability of the employees either
based on their mental ability, personality, physical capacity, or mindset.
Some of the important selection tests that are performed for the selection of
employees are as follows:
 Intelligence test: It refers to the measurement of one’s intelligence based
on memory, reasoning, etc. It is an indicator of one’s ability to make
decisions and judgments.
 Aptitude test: This test is taken to check if the candidate has the talent to
learn new skills or the capability to grasp those skills that are needed to
perform the specified job.
 Personality test: This test of the employee is conducted to understand
the personal characteristics of the candidates, such as their values,
mindset, patience, beliefs, etc.
  Trade test: It is a test to determine a candidate’s actual talents, i.e., they
are given work according to their specified jobs. These tests are based
on the employee’s level of knowledge and competency in the professional
areas.
 Interest test: Every individual has their own set of interests or particular
fields that they would like to work in. The interest test helps determine
the candidate’s area of interest and the kind of job that would suit him.
This ensures that the employees work with greater enthusiasm and
efficiency.
3. Employment Interview: An interview is a formal conversation between two
people, i.e., the candidate and the interviewer. It is conducted to test the
individual’s capability. The interviewer’s job is to question the candidate and
obtain as much information as possible, and that of the interviewee is to provide
the information with confidence. Though in the present time, the contrary is also
seen.
4. Reference and Background Checks: Personal details such as names,
addresses, and telephone numbers of the references may also be requested to be
provided to attain extra information about the candidates. The references can be
anyone who knows the applicant, teachers, professors, ex-employers, etc.
5. Selection Decision: The candidates who qualify for the tests, interview rounds,
and reference checks ultimately get selected for the final decision. In this process,
the opinion of concerned the manager makes the concluding decision as to who
will be selected among those final candidates qualifying for that particular job.
6. Medical Examination: After the selection decision and before the job offer is
provided, the candidate goes through a medical examination to prove that they are
physically and mentally fit for that job. Only then the candidate is given the job
offer.
7. Job Offer: The step following all the other steps is receiving the job offer. The
job offer is provided to only those who have passed all the prior obstacles. The job
offer is provided through a letter of appointment, which approves the candidate’s
acceptance. The letter of appointment normally contains the date on which the
candidate has to report on duty. The letter also prescribes a specified time at which
the candidate is supposed to report.
8. Contract of Employment: When the job offer is provided and accepted by the
candidate, both the employer and the candidate are required to put into effect
certain documents, like an attestation form. Such a form contains certain details
that are verified and attested by the candidate. It is a document that may be
beneficial in the future. It is also important to prepare a contract of employment.
The information necessary to be written in the contract of employment may differ
according to the level of the job. Some of the details that the contract include are as
follows- Job Title, Duties, Responsibilities, Date of joining of the employee, rates
of pay, allowances, the disciplinary procedure, work rules, working hours, leave
rules, illness, grievance procedure, termination of employment, etc.
Difference between Staffing and Recruitment
Last Updated : 13 May, 2024
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Staffing and Recruitment are two of the most important terms used in the hiring
process. Staffing is the art of acquiring, developing, and maintaining a satisfactory
and satisfied workforce. In contrast, Recruitment is the process of searching for
appropriate employees and encouraging them to apply for jobs.
What is Staffing?
Staffing is that part of management concerned with obtaining, utilizing, and
maintaining capable people to fill all positions in the organization from top-level to
bottom level. It involves the scientific and systematic procurement, allocation,
utilization, conservation, and development of human resources. It is the art of
acquiring, developing, and maintaining a satisfactory and satisfied workforce.
Features of Staffing:
 Integral Part of Management: Staffing is an integral part of
management because an organization cannot exist without human
resources.
 Pervasive: It is pervasive because staffing is performed by all managers
at all levels and in every department.
 Continuous Process: Staffing is a continuous process because it
continues throughout the life of the organization. It is required to meet
the growing needs of an organization.
 Deals with a Human Being: Staffing deals with people because it is
concerned with the people at work and their relationships.
 Wide Scope: Staffing has a wide scope because it includes a series of
activities, like workforce planning, recruitment, selection, and training.
What is Recruitment?
The process of searching for appropriate employees and encouraging them to apply
for jobs is known as Recruitment. The main objective of recruitment is to attract
personnel with the required qualifications for the jobs. It is a positive process as it
attracts people to apply for jobs. It proceeds with the selection process and creates
a pool of candidates so that organisations can select the most suitable candidate.
Features of Recruitment:
 Job Analysis: Under recruitment process, the recruiter identifies the
requirements and responsibilities of a vacant position.
 Sourcing: It helps in actively seeking and attracting potential candidates
through various channels such as job boards, social media, referrals, and
recruitment agencies.
 Screening: It also helps in reviewing resumes, conducting interviews,
and assessing candidates to determine their suitability for the job.
  Selection: With this process, a recruiter can choose the most qualified
candidate based on skills, experience, and cultural fit.
 Offer: Once selected, the recruiter extends a job offer to the candidate,
including details about compensation, benefits, and other terms of
employment.
Difference between Staffing and Recruitment
Basis Staffing Recruitment

Staffing is that part of management

The process of searching for
concerned with obtaining, utilizing,
appropriate employees and
Meaning and maintaining capable people to
encouraging them to apply for
fill all positions in the organization
jobs is known as recruitment.
from top-level to bottom level.

It encompasses the entire process

of managing personnel, including It focuses on the process of
Scope recruitment, selection, placement, sourcing, attracting, and selecting
training, development, and candidates for job vacancies.
retention.

It is an ongoing process that

It occurs at the initial stage of
extends beyond recruitment to
filling a job vacancy, typically
include activities such as training,
Stage focusing on finding suitable
development, and managing
candidates to apply for the
employee performance throughout
position.
their tenure.

It includes recruitment activities as

It involves tasks such as
well as broader functions such as
creating job descriptions, posting
workforce planning, employee
job advertisements, sourcing
Activities orientation, training and
candidates, screening resumes,
development, performance
conducting interviews, and
management, and succession
extending job offers.
planning.

It focuses on ensuring that the

organization has the right people in It concentrates on identifying and
the right positions at the right time attracting candidates with the
Focus
to achieve its strategic objectives, required skills and qualifications
considering long-term workforce to fill specific job roles.
needs and organizational goals.

Result Successful staffing involves not A successful recruitment process

 Basis Staffing Recruitment

only hiring suitable candidates but

also ensuring their effective
integration into the organization, results in the selection and hiring
ongoing development, of qualified candidates to fill job
and retention to support vacancies.
organizational goals and
objectives.

After hiring the marketing

Company A needs to hire a
manager, Company A provides
marketing manager. They
onboarding, training, evaluates
Example advertise the job, review
performance, and implements
applications, interview candidates,
strategies to retain and develop the
and select the best fit for the role.
employee.

Staffing and Recruitment – FAQs

What role does employer branding play in recruitment?
Employer Branding refers to the reputation and image of an organization as an
employer. A strong employer brand can attract top talent, increase candidate
engagement, and improve the quality of applicants in the recruitment process.
What role does employee retention play in staffing?
Employee Retention is essential for maintaining a stable and engaged workforce,
reducing turnover costs, and ensuring continuity in organizational operations and
productivity.
How do organizations source candidates for recruitment?
Organizations source candidates through various channels such as job boards,
social media, referrals, recruitment agencies, career fairs, and networking events.
What factors should organizations consider when selecting candidates?
Organizations should consider factors such as candidates’ skills, experience,
qualifications, cultural fit, and alignment with the organization’s values and
objectives.
How can organizations improve their recruitment and staffing processes?
Organizations can improve their recruitment and staffing processes by
implementing best practices, leveraging technology, conducting regular
evaluations, seeking feedback from candidates and employees, and continuously
refining their strategies.

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now completed their journey from basics of DSA to advanced level development
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Difference between Recruitment and
Selection
Last Updated : 22 May, 2024
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Recruitment and Selection are two of the most important terms used in the hiring
process. Recruitment is the process of searching for appropriate employees and
encouraging them to apply for jobs whereas the process of identifying and
choosing the best person out of a number of prospective candidates is called
Selection.

What is Recruitment?
The process of searching for appropriate employees and encouraging them to
apply for jobs is known as Recruitment. The main objective of recruitment is to
attract personnel with the required qualifications for the jobs. It is a positive
process as it attracts people to apply for jobs. It is an important part of staffing, and
it is also an ongoing process. Its main aim is to attract a large number of qualified
candidates to apply for the job. For this purpose, an organization communicates the
vacant position through different sources of recruitment.
Features of Recruitment
 Systematic Process: Recruitment is a structured and systematic process
that involves identifying the need for new employees, defining the job
requirements, and seeking candidates who fit these criteria. This ensures
that the organization attracts suitable candidates efficiently.
 Attracting Talent: One of the primary features of recruitment is its
focus on attracting qualified and skilled individuals to apply for open
positions. This can be achieved through various channels, such as job
postings, advertisements, and recruitment agencies.
 Employment Branding: Effective recruitment enhances the employer’s
brand, making the organization more attractive to potential employees. A
strong employment brand helps in drawing high-quality candidates and
retaining existing employees.
 Cost-Effective: An efficient recruitment process is designed to be cost-
effective, minimizing the expenses associated with advertising,
 interviewing, and hiring. By streamlining the process, organizations can
reduce recruitment costs while still attracting top talent.
 Internal Recruitment: In addition to external recruitment, many
organizations also focus on internal recruitment. This involves filling
vacancies by promoting or transferring existing employees, which can
boost morale and provide career development opportunities.
What is Selection?
The process of identifying and choosing the best person out of a number of
prospective candidates for a job is known as Selection. Here, various steps are
performed to eliminate the unsuitable candidates and to select the most
suitable candidate out of the pool created by the recruitment process. Selection
includes various steps, and at every step, candidates are eliminated until the right
candidate is found. It is called a negative process because more candidates are
eliminated than employed.
Features of Selection
 Systematic Process: The selection process is systematic and follows a
structured approach. It involves multiple stages such as preliminary
screening, written tests, interviews, and background checks to ensure the
right candidate is chosen.
 Objective Criteria: Selection criteria are based on objective measures to
ensure fairness and transparency. This includes evaluating candidates
based on qualifications, experience, skills, and other relevant attributes.
 Job Relevance: The selection process focuses on job relevance, ensuring
that the criteria used are directly related to the job requirements. This
ensures that the chosen candidate is well-suited for the role.
 Cost-effectiveness: Efficient selection processes are designed to be cost-
effective, minimizing the resources and time spent on hiring. This
involves using efficient methods like online assessments and automated
screening tools.
 Strategic Alignment: The selection process is aligned with the
organization’s strategic goals and workforce planning. It ensures that the
selected candidates not only fit the current job requirements but also
align with the long-term vision of the company.
Difference between Recruitment and Selection
Basis Recruitment Selection

The process of identifying and

The process of searching for
choosing the best person out of
appropriate employees and
Meaning a number of prospective
encouraging them to apply for
candidates for a job is known as
jobs is known as Recruitment.
Selection.
 Basis Recruitment Selection

It is a positive process as It is a negative process as

Nature it stimulates people to it eliminates more people than
apply for a job. selecting them.

It aims to create a pool of It aims to ensure that competent

Purpose
applicants. candidate is selected for a job.

It is a simple process as there It is a complex process as there

Process
are not many steps or hurdles. are many steps or hurdles.

It starts before the selection It starts after the recruitment

Stage
process. process.

It is the second step towards the

It is the first step towards the
Step hiring process and comes after
hiring process.
recruitment.

Economical/
It is an economical process. It is an expensive process.
Expensive

Also Read:
Staffing : Meaning, Definition, Features and Importance
Recruitment and Selection – FAQs
Is recruitment and selection same?
No, they are not the same, but are interrelated. Recruitment is the process of
searching for appropriate employees whereas Selection refers to the process of
identifying and choosing the best person out of them.
Does recruitment and selection happen at same time?
Recruitment creates a pool of appropriate candidate after which selection process
is used to identify the most appropriate candidate.
What are various steps involved in selection process?
The steps under selection process include Preliminary Screening, Selection Test,
Employment Interview, Reference and Background Checks, Selection Decision,
Medical Examination, Job Offer, and Contract of Employment.
What are different sources of recruitment?
The two main sources of recruitment are Internal Recruitment which include
transfers and promotions and External Recruitment which comprises of Campus
recruitment, Direct recruitment, Employee Referrals and Advertisements.
What is the role of technology in recruitment?
Technology plays a significant role in recruitment by streamlining processes
through Applicant Tracking Systems (ATS), online job boards, social media
platforms, and AI-driven recruitment tools.
What is an Applicant Tracking System (ATS)?
An ATS is a software application that helps manage the recruitment process by
organizing candidate information, tracking applicants through different stages,
and facilitating communication.

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Program and our counsellors will connect with you for further guidance & support.
Difference between Manager and Director
Last Updated : 30 Apr, 2024
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Managers and Directors both play critical roles in an
organization. Managers focus on executing day-to-day operations within a
specific area of responsibility, while Directors have a broader scope of authority
and focus on strategic planning, goal-setting, and organizational development.
Who is a Manager?
A manager is a person who manages the organization or a project by planning,
giving direction, and maintaining coordination and control. Simply put, a manager
is an individual within an organization who is responsible for overseeing a specific
team, department, or project. Managers are typically involved in day-to-day
operations, decision-making, and the supervision of employees.
Features of Managers:
 Leadership: Managers provide leadership and direction to their teams,
inspiring and motivating employees to work toward common goals. They
set the tone for the team’s culture and values, leading by example and
guiding employees through challenges.
 Decision-making: Managers are responsible for making decisions that
affect their teams and the organization as a whole. They analyze
information, weigh options, and choose the course of action that best
aligns with organizational objectives and priorities.
 Planning and Organizing: Managers develop plans and strategies to
achieve specific objectives, breaking down goals into actionable tasks
and timelines. They organize resources, including people, time, and
materials, to ensure that projects are completed efficiently and on
schedule.
 Communication: Managers communicate with their team members,
other departments, and upper management to relay information, address
concerns, and coordinate efforts.
Who is a Director?
A director is an individual who holds a position of leadership and responsibility
within an organization. They play a crucial role in setting the strategic direction,
overseeing operations, and ensuring the success and sustainability of the
organization. The specific duties and authority of a director can vary depending on
the type of organization and its governing structure.
Features of Directors:
 Strategic Leadership: Directors are responsible for setting the overall
strategic direction and vision of the organization. They define the
organization’s mission, goals, and objectives, and develop strategies to
 achieve them while considering factors, such as market trends,
competition, and stakeholder interests.
 Governance: Directors oversee the governance framework of the
organization, ensuring compliance with laws, regulations, and ethical
standards. They establish policies and procedures to promote
transparency, accountability, and integrity in decision-making and
operations.
 Board Oversight: Directors serve on the board of directors, providing
oversight of management and executive leadership. They monitor the
performance of the CEO and senior management team, evaluate
organizational performance, and approve major strategic initiatives and
investments.
 Stakeholder Relations: Directors maintain relationships with
stakeholders such as shareholders, board members, customers, and
external partners, representing the organization’s interests and fostering
trust and transparency.
Difference between Manager and Director
Basis Manager Director

A director is an individual
A manager is a person who manages who holds a position of
the organization or a project by authority and
Meaning planning, giving direction, responsibility within an
maintaining coordination and organization, typically
control. serving on a board of
directors.

A director usually has a

A manager has a narrower scope as broader scope of
compared to a director. He oversees responsibility, overseeing
Scope
a specific team, department, or multiple teams,
project within an organization. departments, or functions
within an organization.

They are involved in

They are responsible for day-to-day
setting strategic goals,
operations, ensuring that tasks are
developing policies, and
Responsibility completed efficiently, goals are met,
guiding the overall
and resources are effectively
direction of their area of
allocated.
responsibility.
 Basis Manager Director

Managers have authority

Managers have authority over the over the employees within
employees within their team or their team or department.
department. They make decisions They make decisions
Authority regarding workflow, task regarding workflow, task
assignments, performance assignments, performance
evaluations, and resource allocation evaluations, and resource
within their area of responsibility. allocation within their
area of responsibility.

Directors focus on long-

term strategic planning,
goal-setting, and
Managers focus on executing the
organizational
day-to-day operations of their team
development. They
or department. They prioritize tasks,
analyze market trends,
Focus resolve operational issues, and
identify growth
ensure that their team meets its
opportunities, and align
objectives within the framework set
their area of responsibility
by higher-level management.
with the overall strategic
objectives of the
organization.

Directors engage in
communication and
collaboration at various
Managers typically communicate levels within the
with their team members, peers, and organization. They
higher-level management to interact with senior
Communication coordinate activities, share management, board
information, and address operational members, stakeholders,
issues within their area of and external partners to
responsibility. align strategies, secure
resources, and drive
organizational growth and
success.

Accountability Managers are accountable for the Directors are accountable

performance and outcomes of their for achieving strategic
team or department. goals, driving innovation,
and delivering results that
contribute to the overall
success of the
 Basis Manager Director

organization.

They are evaluated based

They are evaluated based on metrics on their ability to execute
such as productivity, efficiency, strategic initiatives,
Evaluation
quality, and employee satisfaction manage resources
within their area of responsibility. effectively, and drive
sustainable growth.

An operations director
An operations manager is sees overall operations
responsible for overseeing the day- and strategic direction of a
to-day operations of a business or business or division. He
department. He manages workflow, develops operational
optimize processes, allocate strategies, optimize
Example
resources, and ensure that processes, manage
operational objectives, such as resources, and drive
production targets or service levels, continuous improvement
are achieved efficiently and initiatives to enhance
effectively. efficiency, productivity,
and profitability.

Manager and Director – FAQs

What skills are important for a manager?
Important skills for managers include leadership, communication, problem-
solving, decision-making, time management, delegation, and the ability to motivate
and inspire others.
What are the different types of managers?
There are various types of managers, including project managers, department
managers, operations managers, HR managers, sales managers, and more, each
specializing in different aspects of business operations.
What are some common challenges faced by managers?
Common challenges include balancing multiple priorities, managing diverse
teams, adapting to change, dealing with difficult personalities, and navigating
organizational politics.
What are some common challenges faced by directors?
Common challenges include navigating organizational politics, managing change
and uncertainty, balancing short-term goals with long-term vision, resolving
conflicts, and ensuring alignment with stakeholders’ expectations.
What skills are important for a director?
Important skills for directors include strategic thinking, decision-making,
leadership, communication, financial management, problem-solving, and the
ability to inspire and motivate others.
4 Steps in the process of Posting a Job
Last Updated : 24 May, 2023
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Job postings are the most influential way of talent acquisition since they have the
maximum reach and help to get the most relevant and suitable profile. Each one of
you must have come across several postings that might have led you to a suitable
job profile for yourself. Job postings not just help employees find a good
opportunity but also help employers find the best candidate or employee in that
particular field.
This article will discuss the steps of creating a job post that is visible on several
different websites and is quite important in terms of making people aware of the
vacancies available in companies and also, helps the Human Resource Department
in finding suitable profiles.

The whole process involved in the job postings that are visible on the job portals,
LinkedIn posts and the LinkedIn profiles of the Human Resource personnel of that
organization is quite interesting and takes a lot of effort to finally reach out to
interested candidates. We will try to elaborate the whole process in a way that
readers connect to it and get to know the HR side of the job postings.

Steps in the Process of Posting a Job

The steps in the process of Posting a Job are as follows:

1. Requirement raised by the concerned team leads or managers: The
managers propose the vacant positions or additional requirements in the team to
the HR Department, and following this, the HR Department starts the process of
posting a job for the positions accordingly. The urgency and criticality of the raised
requirement are also discussed with the concerned managers so that the speed of
the hiring process can be decided. As soon as the requirements are acknowledged
by the HR department and the process of hiring starts.

2. Detailed meetings about the Job Description of the respective positions: The
job descriptions play an important role in the hiring process since it is the only
document that can give clarity of the job opportunity to the applicants. The job
descriptions basically include brief information about the roles and responsibilities
of the employee, and apart from that it also mentions the eligibility criteria, which
helps the applicants to find a suitable job and the HR to find the relevant
candidates. Therefore, the JD works significantly both ways.

3. Posting vacancies on several websites(hirist, LinkedIn, Naukri.com,

etc.): Once the Job Description is made, the process of posting the vacancies on
different websites starts. A job post usually includes the contact details, like the
email id of the concerned HR personnel, an eye catchy headline, a Job Description,
and a brief idea about the eligibility, and also, these days the templates are included
in the postings so as to attract more people towards the post.
Before posting a job vacancy on the websites, the following points should be taken
care of:
 Use of templates: The templates for posting a job are usually made with
the help of graphic designers in the company. The basic information
about the vacancy is fetched to the graphic designers, and they make the
templates as per the requirements. The main motive and purpose behind
making a template is that “ Pictures are more powerful than words”,
and it actually works several times! These templates usually contain
important information about the job, such as whether the job is in-office
or remote, the location, preferred candidates and an eye catchy
background that brings attention to the post. This template helps the
candidates to easily figure out whether the job is matching their skillset
and whether they need to further read about it or not, which saves the
time and effort of the candidates.

 Timings of posting a Job Description: It is usually observed that

certain timings, such as after office hours and weekends are effective to
catch heavy traffic on the job postings. Although several factors are
considered in order to increase the reach of the post, the timings for the
job postings should also be kept in mind since it helps to expand the
reach exponentially.

 Use of hashtags: Hashtags that are related to the respective job posting
should be used efficiently and smartly in order to gain a lot of visibility
 for the post. Especially, trending hashtags are very important for the post
to get noticed among people and interested candidates.

4. Screening Candidates: Once these job postings are done on the above-
mentioned websites, the applications start coming, and the process of screening the
candidates gets started. Although all the websites play quite a significant role in
this process, LinkedIn is where usually most candidates apply. Either they
comment on the job postings, DM their resumes or email their resumes to the HR
person who posted the job. LinkedIn is therefore gaining a lot of popularity in
terms of professional usage these days.
Job postings are a quite crucial part of hiring, which makes it receive the utmost
attention by the hiring team for any vacancy that comes up in the organization.
Also, it is important to check the job postings thoroughly before applying to it as it
becomes easier for both candidate and recruiter to find a suitable opportunity and
employee, respectively. Therefore, it can be said that releasing a job posting
requires effort from a lot of people from different domains and fields, which makes
it even more creative and interesting!
Sources of Recruitment (Internal and
External: Meaning, Merits and Demerits)
Last Updated : 10 Jun, 2024
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Recruitment can be defined as the process of publicizing information about various
job vacancies in the organization. It is a process of searching for prospective
employees and encouraging them to apply for the job in the organization.
Recruitment is a positive process because it stimulates people to apply for the job.
It is an important part of staffing, and it is also an ongoing process. Its main aim is
to attract a large number of qualified candidates to apply for the job. For this
purpose, an organization communicates the vacant position through different
sources of recruitment. This process of staffing brings together the job giver and
the job seekers.
Table of Content
 Sources of Recruitment
 I. Internal Sources
o Merits of Internal Sources
o Demerits of Internal Sources
 II. External Sources
o Merits of External Sources
o Demerits of External Sources
Sources of Recruitment
Recruitment is performed to attract potential employees with the necessary
qualifications and skills in the adequate number for the positions available in the
organization. It searches available people for the job and invites them to apply for
the job. The process of recruitment precedes the process of selection of the right
candidate for the given positions in the organization. Recruitment seeks to attract
suitable applicants to apply for available jobs.
The recruitment process involved the following activities:
 Identify different sources of labour supply for which applications of
prospective employees may be obtained.
 Evaluate the validity of different sources.
 Choose the most suitable source or sources.
 Contact the chosen sources of recruitment to secure applications.
 Attract and motivate prospective candidates to apply for vacant jobs.
An organization can recruit employees from within or from outside. Therefore, the
various recruitment sources available to an organization may be broadly divided
into two categories: Internal and External sources.
I. Internal Sources
Internal recruitment consists of two main resources that are transfers and
promotions.
 Transfers: Transfer refers to the moving of an employee from one job to
another, one department to another, or from one shift to another without
any significant change in a person’s responsibility, status, or pay. In some
cases, it may bring about some changes in responsibilities, or working
conditions, but it cannot result in a change in the salary of the employee.
Transfer can help fill vacancies with employees from departments that
are over-staffed. It is the horizontal movement of employees. If
employees are insufficient in one branch or department, it can be filled
through transfer. It is also important in avoiding termination and helping
solve the employee’s problems. During the transfer, it should be kept in
mind that the employee who is transferred to another job is capable of
performing it. Transfer also helps the employees learn about different
jobs as well.
 Promotions: In most business organizations, there is a practice of
promoting the employees from a lower level to a higher position. It is the
movement of employees from a lower level to fill in the vacancy of a
higher authority. Promotions influence the employees greatly as a
promotion at one level leads to a chain of promotions in the levels lower
than it.
Merits of Internal Sources
Internal recruitment or filling vacancies within the organization have the following
advantages.
1. Higher Motivation level: Internal recruitment may help the employees
to boost their performance. Promotions at a higher level lead to a chain
of promotions at the lower levels. This also increases their status and pay,
and motivates the employees to improve their performance. This
increases their motivation and commitment to the organization. The
employees, thus remain loyal and satisfied with the organization.
2. Simple Process: Internal recruitment makes the process of selection and
placement simple. The working of the employees can be evaluated in a
better way. This type of recruitment is better as the employees know
about the organization well.
3. Develops future managers: Transfer is a method through which
employees are trained for higher jobs. The people who are transferred
within the organization do not need induction or orientation training.
4. No over or under staffing: Another benefit of transfers is that the
organization can shift employees from one department to another where
there is a shortage.
5. Economical: The process of internal recruitment is cheaper in
comparison with external sources.
Demerits of Internal Sources
The limitations of internal sources are as follows:
1. Lack of fresh talent: The internal sources reduce the opportunity of
getting fresh talents. Therefore, being completely dependent on internal
sources can give rise to the danger of inbreeding by not letting new
people join the organization.
2. Decrease in enthusiasm level: The employees tend to become lazy
because they know that they will be promoted.
3. Low productivity: The productivity of the organization may get
hampered due to the frequent transfer of employees.
4. Lack of competition: The employees may lose their motivation and
spirit of competition as there is no competition from the outside world.
5. Limited choice: All the organizations cannot fill in all their vacancies
through internal sources of recruitment, especially new organizations.
II. External Sources
Since the filling up of all the vacancies in an organization is not possible through
internal sources, there are several external forces for various positions. There might
be a possibility that there are not sufficient men or that they do not fulfil the
eligibility criteria for the job. The external sources of recruitment provide a vast
range of choices and the introduction of fresh talents to the organization. The most
used external sources are as follows:
 Direct Recruitment: Under the process of direct recruitment, a notice is
placed outside on the notice board of the organization. The notice
contains all the details of the job available. The people who are interested
gather outside the premises of the organization on the specified date and
time, and selection is done then and there. This method of direct
recruitment is usually used for finding candidates for unskilled or semi-
skilled jobs. Such people are paid wages daily and are referred to as
casual workers or ‘badli’ workers. This type of recruitment is
economical, as it does not require any form of advertising and thus, a lot
of money is saved. It can be really helpful in situations when there is a
rush of work or when the permanent workers are off-duty.
 Casual Callers: A lot of business organizations keep a record of
uninvited job applicants in their offices. These candidates can be of
benefit to the organization. Such a list of job-seekers can be evaluated,
and used for filling up vacancies as required. This type of recruitment
can decrease the price of recruiting the workforce.
 Advertisement: When a wide choice is required, advertisement is the
frequently used method. Advertisements can be done through
newspapers or trade or professional journals. A lot of senior positions in
the industry as well as commerce are filled through advertisement. The
benefit of advertisement is that a lot more detail about the organization
and the job can be provided. It helps the management of the organization
select from a larger range of candidates. Advertisements given in leading
 newspapers can bring in a lot of responses, but most of the time they are
from candidates who are not quite suitable.
 Employment Exchange: Government-run employment exchanges are
considered a good source of recruitment for both skilled as well as
unskilled jobs. In a few cases, the organizations are necessarily required
to notify the employment exchange of vacancies available. Therefore,
employment exchange work as a link between the job-seekers and the
employers by matching the personnel demand and supply. But a lot of
times, the records of employment exchange are not quite suitable, as they
might not meet up the expectations of the job.
 Placement agencies and Management consultants: Private agencies
and professional bodies appear to be doing considerable work in
technical and professional fields. Placement agencies help provide
nationwide service by matching personnel demand and supply. These
kinds of agencies evaluate the bio-data of several candidates and provide
suitable names to their clients. These types of agencies are useful where
large-scale screening is necessary and they charge fees for such services.
These professional agencies attract higher-level executives by providing
the right kind of offers. Management consultancy firms facilitate the
organizations to recruit technical, professional, and managerial
personnel. They especially deal in middle and top-level executive
placements. These firms manage huge sets of data people with different
qualifications and skills, and also advertise jobs in the place of their
clients to recruit the right person for the right job.
 Campus Recruitment: Recruitments are also done through colleges and
institutions of management and technology. These have become a
significant source of recruitment for technical, professional, and
managerial jobs. Several huge organizations keep close contact with
universities, vocational schools, and management institutes to recruit
qualified candidates for different kinds of jobs. Educational institutions
are a widespread and normal practice for businesses for recruitment.
 Recommendations of Employees: A lot of times, the present
employees, or their friends or relatives may introduce applicants. This
might be a good source of recruitment. Also, the background detail of the
candidates are well known, so it is easier to select them. Some kind of
introductory screening takes place because the employees working there
know the company as well as the candidates, and therefore, would try to
satisfy both of them.
 Labour Contractors: Labour contractors are helpful as they keep close
contact with labourers and in providing the necessary amount of
unskilled workers in a short period. The labour contractors are
themselves employees of the organization and perform the work of
recruiting labourers whenever necessary. But if the same employee of the
 organization who is the labour contractor chooses to leave the
organization, the labourers hired by him will also leave.
 Advertising on Television: Proving advertisements on television is now
becoming much more popular these days. It is attracting the attention of
a large number of people. Also, whenever there is a vacancy, the job
details and required skills regarding the job are posted along with the
profile of the organization.
 Web Publishing: The most common source of recruitment nowadays is
the Internet. People can apply as well as post jobs through websites that
are specially designed for this purpose. These websites are frequently
visited by both candidates or job-seekers and organizations in search of
required employees.
Merits of External Sources
Following are the advantages of the external sources of recruitment:
1. Qualified Personnel: With the help of external sources of recruitment,
the management can get skilled and trained candidates who are qualified
for that particular job which is vacant in the organization.
2. Wider Choice: When advertisements regarding vacancies are made
widely, several applicants from outside the organization apply. Therefore,
the management has a wide variety of choices.
3. Fresh Talent: Sometimes, the present employees in the organization
may not be enough or able to fulfil the requirements of the organization.
Therefore, external sources are very useful in bringing new and fresh
talents to the organization.
4. Competitive Spirit: If an organization utilizes external sources, the
existing employees will have to compete with outsiders. They will be
motivated to work harder to perform better.
Demerits of External Sources
Following are the disadvantages of the external sources of recruitment:
1. Dissatisfaction among existing staff: External recruitment may result in
dissatisfaction and frustration among present employees. The employees
may feel deprived of their chance to get a promotion.
2. Lengthy process: Recruitment from external sources follow long
procedures and thus, can be time-taking. The organizations have to
evaluate and give notice about any vacancy available, and then wait for
the applications to be processed.
3. Costly process: The process of recruitment through external sources can
be quite expensive. Advertisement and evaluation of applications for
selection can be costly as a lot of money has to be spent.
Difference between Internal Recruitment and
External Recruitment
Last Updated : 01 Mar, 2024
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Internal Recruitment and External Recruitment are two ways of recruiting people
into an organization. In the former method, a company makes use of the existing
staff to fill up the vacant jobs. However, in the latter method, a company searches
for employees from outside sources.

Table of Content
 What is Internal Recruitment?
 What is External Recruitment?
 Difference between Internal Recruitment and External Recruitment:
What is Internal Recruitment?
Making use of existing staff to fill up vacant jobs is known as an Internal
source of recruitment. Those employees are recruited for positions that are already
working in the organization. Internal recruitment includes promotion and transfer.
In promotion, there is a vertical shift of employees, whereas, in transfer, there is a
shift of employees from one place or department to another. Internal source of
recruitment motivates the existing employees to improve their performance and is
also a cheaper method of recruitment, as employees are already working and
already well-versed with the working conditions of the organization. Although,
employees become promotion-bound, which hampers productivity, and infusion of
new blood in the organization is not possible in the case of internal recruitment.
What is External Recruitment?
Searching for employees from sources outside the organization is known as
an External source of recruitment. Every job position cannot be filled by internal
sources of recruitment, so organizations are required to fill the jobs from external
sources. It provides a wide range of choices and infuses new blood into the
organization. These include direct recruitment, casual callers, employment
exchange, advertisement, campus recruitment, etc. External sources keep the
competitive spirit high in an organization, as the existing employees work more
hard in order to compete with the new employees. It also has some demerits, as it
demotivates the existing employees because their chances of promotion are
reduced. Moreover, it is a costly and lengthy method of recruitment.
Difference between Internal Recruitment and External Recruitment:
Basis Internal Recruitment External Recruitment

Searching and filling employees

Making use of existing staff to fill up from sources outside the
Meaning vacant jobs is known as an Internal organization is known as
source of recruitment. an External source of
recruitment.

Choice It has limited choice. It has a wide choice.

It is a cheaper source of
recruitment as employees are well- It is costly as a lot of money is
Economy versed in the organization. There is spent on advertisement and
also no cost of advertisement and publicity.
publicity.

Time It is less time-consuming. It is a lengthy process.

It motivates the existing staff to It demotivates the existing staff

Motivation
improve their performance. and leaves them dissatisfied.
 Basis Internal Recruitment External Recruitment

There is an infusion of new

There is no infusion of new blood
Quality blood and fresh talent in the
and fresh talent in the organization.
organization.

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Importance of Training and Development to
Organisation and Employees
Last Updated : 06 Apr, 2023
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What is Training and Development?
Training is a process by which the skills, talents, and capabilities of the employees
of an organization are increased. Training helps employees to grasp new skills and
utilize the knowledge provided. It is not only required by the new employees, but it
is also necessary for the current staff. It is not a one-time job. It is a continuous
process that helps increase the performance of the employees and prepares them
for their new job or keeps them updated on their present job. It is a systematic
approach that guides the employees and teaches them how to handle the given
responsibilities. Training of employees is essential as they need to be updated on
the advancement in technology and the latest development.
Development is a process that deals with the overall growth of the employees and
the organization. It not only focuses on employees in learning new skills, but also
helps them build their personality, become mature, and realize their potential,
which will further lead them to become better employees and better people. It is a
process that encourages employees to face their fears and find out their hidden
talents. The organization must provide sufficient growth opportunities to the
employee for the development of the employees, or else the employees may get
discouraged.
The field of training and development is concerned with improving the
performance of the employee as well as the organization. It deals with increasing
the capacity of the employees, whether new or current, through learning. It is
usually done by helping the employees to increase their skills and knowledge.
Importance of Training and Development
Back in the days, when the jobs were straightforward and the change in technology
affecting the organization was minimum, there was very little need for the
employees to enhance their skills. In the fast-changing business environment and
rising complexities, organizations are under increased pressure to readapt the
products and services being produced, the approach through which the products
and services are being produced and supplied, the kinds of jobs necessary, and the
skills essential to fulfil the requirements of jobs. Therefore, the need for training
and development has increased due to the complexity of the jobs. Training and
Development are required by both the employees as well as the organization.
Importance to the Organisation

The benefits of training and development are as follows:

 Reduces cost of production: Training is always better than hit and trial
methods, which are mostly a waste of time and effort. On the other hand,
training is a systematic approach for the employees to learn and gain
knowledge. The employees work economically, using the resources
efficiently, which prevents wastage of materials and reduces the cost of
production.
 Higher productivity: Training strengthens the productivity of the
employees both in qualitative and quantitative terms, which further leads
to higher profits.
 Prepares future managers: Training benefits all employees whether
they are new or old. It also trains the future manager who can take charge
of the organization in the absence of the present manager due to any kind
of emergency.
 Better response to fast-changing environment: Training keeps the
employees of the organization updated on the changes in the organization
as well as increases their response to the rapid changes in the business
environment, be it technical or economical.
 Increases morale of employees: Training helps increase the morale of
the employee and also decreases absenteeism and employee turnover.
 Reduces accidents: Training helps to reduce accidents in the workplace
as employees are given proper training on how to operate machinery or
the system on which they are working.
Importance to the Employees

The following are the benefits of training and development for the employees of
the organization:
 Career Growth: Training improves the knowledge and skills of the
individuals making them efficient, which leads to growth in their careers.
 Increased earnings: Well-trained employees work efficiently and
effectively, which increases the performance of the employee and
encourages them to earn more.
 Safety of employees: Training makes the employees more adapted to the
working of the machines, and they are able to handle them more
efficiently. Hence, the employees are less exposed to accidents.
 Higher morale: Trained employees tend to know their job better, which
helps increase the morale and satisfaction of the employees as they are
able to perform better than others.
Education
Education is a process that increases the knowledge and skills of employees. It is
the acknowledgement and analysis of knowledge. It does not provide a clear-cut
answer, but rather develops a logical and rational mind that can establish
relationships among relevant variables, thereby understanding a phenomenon.
Education conveys qualities of mind, character, and understanding of basic
principles and establishes the capabilities of evaluation, synthesis, and objectivity.
Training is concerned with the goals of the organization more than the goals of the
employee.
Methods of Training: On-the-Job Methods
and Off-the-Job Methods
Last Updated : 03 May, 2024
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Meaning of Training
Training is a process by which the skills, talents, and capabilities of the employees
of an organization are increased. Training helps employees to grasp new skills and
utilize the knowledge provided. Training is not only required by the new
employees, but it is also necessary for the current staff. Training is not a one-time
job. It is a continuous process that helps increase the performance of the employees
and prepares them for their new job or keeps them updated on their present job. It
is a short-term systematic approach that guides the employees and teaches them
how to handle the given responsibilities. Training employees is essential as they
need to be updated on technological advances and the latest development.
Table of Content
 Training Methods
 On-the-Job Training Methods
 Off-the-Job Training Methods
Training Methods
There are several methods of training. These are mainly categorized into two
groups: On-the-Job and Off-the-Job methods. On-the-Job methods are generally
the methods that are applied to the workplace during the working of the employee.
It means learning while working. Off-the-Job methods refer to the methods that are
used away from the workplace. It means learning before working.
On-the-Job Training Methods
Following are the On-The-Job methods:
 Apprenticeship Programs: Apprenticeship programs place the trainee
under the guidance of well-trained personnel. These programs are
designed to obtain skills and knowledge of higher levels. Such programs
are necessary for people entering skilled jobs, like, plumbers,
electricians, etc. These apprentices are trainees who enter into these
programs and invest some time working under the guidance of a
professional or a trainer. The trainees are required to spend a specified
time here where both fast and slow learners are trained together. The
slow learners may be provided with additional training.
 Coaching: In this method, the trainer who is known as the coach guides
and instructs the trainee. The coach or the trainer sets the required goals
with a mutual discussion, advises on how to achieve those goals,
analyzes the trainees’ progress from time to time, and suggests changes
necessary in the attitude and performance. The trainee works under the
senior manager and the manager takes full responsibility for the
employees’ training. The training is done to take the place of the senior
manager so that he can be freed from some of his duties. This is also a
chance for the trainee to learn about his job and the working of the
organization.
 Internship Training: Internship training is a cooperation of educational
institutions and business firms. These trainings are generally a joint
program. The candidates who are selected continue to pursue their
studies regularly and also work in a factory or office to gain the practical
knowledge and skills required for a job.
 Job Rotation: Job rotation involves shifting trainees from one job to
another or from one department to another. This allows the trainee to
gain a better understanding of the working of the organization and all its
parts. The rotation enables the trainee to indulge in all kinds of
operations from different departments, and also allows them to enhance
their knowledge and skills. This is also beneficial for the trainees, as they
get to interact with other employees, which creates cooperation among
 different departments. Such training of employees makes it easier for the
organization at the time of promotions, replacements, or transfers.
Off-the-Job Training Methods
Following are the Off-the-Job methods:
 Class Room Lectures or Conferences: The lecture or conference
method is generally used for conveying specific information, rules,
procedures, or methods. The use of audio-visual means makes a formal
classroom presentation more interesting along with increasing the
memory and proving an instrument for clearing difficulties or doubts.
 Films: Films supply information and show a definite display of skills
that are not easily represented by other techniques. The use of films
together with conference discussion is a very effective method in most
cases.
 Case Study: Case studies are the actual experiences faced by the
organization. They display the events that the managers have faced in
real life. The trainees study these cases and analyze them sincerely to
find out the problems and their causes, come up with possible solutions,
select the best solution and at last, implement it.
 Computer Modelling: It encourages the work environment by
developing a computer program that copies a few of the realities of the
job and enables learning to take place securely. It also allows the
organization to see the mistakes that may occur and how much they
would cost. This saves the organization from making mistakes in such
situations in real life.
 Vestibule Training: In vestibule training, the employees are given
training on the equipment that they will be using during their jobs.
Though the training is conducted away from the actual workplace, the
trainees are provided with a work environment in which all the pieces of
equipment, files, and materials to be used are present. This method is
usually used when the employees need to handle advanced or complex
equipment and machinery.
 Programmed Instruction: Such a method includes a predetermined and
proposed acquisition of some definite skills or general knowledge. In this
method, the information is divided into meaningful units, and these units
are arranged in a proper way to form a logical and consecutive learning
bundle or collection, i.e., from simple to complex. The trainee is required
to answer the questions asked or by filling in the blanks.