Are you from HR Department? If yes, then why do you find problem in identifying the vacancies that need to be filled is not understood.
Vacancy arise on three counts. One is when regular employee resigns. In that case whenever you receive the approved resignation letter, the arrangement of replacement should begin immediately. Second is when regular employee absconds. Anyway, that you will come to know through attendance records. You may wait for few days/weeks and if the employee is not turning up then you need to arrange replacement. Lastly, when the new position is created. In that case you could be intimated officially by the approving authority whenever a new position is created. In that case, you need to do the recruitment.
Hope the above explanation satisfies you. If your query is still different then please confirm.
8th May 2018 From India, Bangalore
Thanks a lot for your kind reply. Actually I am working in a engineering firm. There are lots of engineers but no one is experienced in HR from whom I can learn in HR field. Now our company trying to make some policy regarding HR issues. We foLlow the process of recruitment that CEO call me for new recruitment. Than I post for applications and make some short list. Then arrange interview. Then final selection and employment. Is it the standard process?
10th May 2018 From Bangladesh, Dhaka
You have given your recruitment process. Overall it is good but one important thing that is missing is Job Description (JD). Please prepare JD for every position. Filtering of CV, personal interviews etc should be based on the JD. Many times there is a mismatch between the job requirement and the skill set of the candidate because JD is not referred while selecting.
Going further, please note to include key skills of the job in the JD.
11th May 2018 From India, Bangalore