Dear all Greetings and compliments....... Pl help me in the process of recruitment because i am only one person in hr. so how can proceed with this activity alone.
From India, Pune
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1From India, Pune
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Recruitment Process Overview
The process of recruitment is as follows:
1. Get "Manpower Indent" from the concerned department with a brief job description.
2. Obtain CVs from local agencies or advertise in the local newspaper.
3. After compiling all the CVs, shortlist the candidates for arranging interviews.
4. After completing the interviews, submit the list of selected candidates to the management for approval.
Regards,
Ganesh
From India, Hyderabad
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The process of recruitment is as follows:
1. Get "Manpower Indent" from the concerned department with a brief job description.
2. Obtain CVs from local agencies or advertise in the local newspaper.
3. After compiling all the CVs, shortlist the candidates for arranging interviews.
4. After completing the interviews, submit the list of selected candidates to the management for approval.
Regards,
Ganesh
From India, Hyderabad
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It's sometimes challenging as well as opportunistic when you work alone in any department. So, when we aim to handle work nicely and timely, we must work smartly.
Preparing a Manpower List
As per your requirement, the first step is to prepare the manpower list indicating the number of personnel needed in various departments in the near future. It may not be perfect, but at least it will give you an idea.
Identifying Types of Hires
Your next task is to identify the type of hires required, whether frequent or urgent, based on the organization's needs or your observations. You can also obtain this list from management, especially if you are new to the organization or department.
Preparing Job Descriptions
Once you have a rough idea of the requirements, it's essential to prepare job descriptions for each role and level. This will facilitate easy job postings. By preparing them in advance, you can make slight adjustments as needed for different situations.
After completing this task, organize the job descriptions in a folder according to roles for efficient data management.
Identifying Job Posting Sources
Next, identify sources through which you will post job openings or receive resumes. Sources can include physical locations like walls, notice boards, employee referrals, as well as online platforms, newspapers, and relevant websites.
Considering Outsourcing
If necessary, consider outsourcing hiring or engaging a third party for support, especially if your workload becomes unmanageable, and the organization agrees. However, ensure you balance your work pressure and tasks effectively.
Conducting Interviews
When conducting interviews and managing candidate lineups, seek assistance from office staff with the permission of management. Schedule candidate calls based on your availability, and if there is a high volume of recruitment, inform management for additional support either internally or through external agencies.
Determine the number of interview rounds required based on the job specifications. I hope these steps will assist you in effectively handling your responsibilities.
Have a nice day.
Regards,
Arvi
From India, Gurgaon
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Preparing a Manpower List
As per your requirement, the first step is to prepare the manpower list indicating the number of personnel needed in various departments in the near future. It may not be perfect, but at least it will give you an idea.
Identifying Types of Hires
Your next task is to identify the type of hires required, whether frequent or urgent, based on the organization's needs or your observations. You can also obtain this list from management, especially if you are new to the organization or department.
Preparing Job Descriptions
Once you have a rough idea of the requirements, it's essential to prepare job descriptions for each role and level. This will facilitate easy job postings. By preparing them in advance, you can make slight adjustments as needed for different situations.
After completing this task, organize the job descriptions in a folder according to roles for efficient data management.
Identifying Job Posting Sources
Next, identify sources through which you will post job openings or receive resumes. Sources can include physical locations like walls, notice boards, employee referrals, as well as online platforms, newspapers, and relevant websites.
Considering Outsourcing
If necessary, consider outsourcing hiring or engaging a third party for support, especially if your workload becomes unmanageable, and the organization agrees. However, ensure you balance your work pressure and tasks effectively.
Conducting Interviews
When conducting interviews and managing candidate lineups, seek assistance from office staff with the permission of management. Schedule candidate calls based on your availability, and if there is a high volume of recruitment, inform management for additional support either internally or through external agencies.
Determine the number of interview rounds required based on the job specifications. I hope these steps will assist you in effectively handling your responsibilities.
Have a nice day.
Regards,
Arvi
From India, Gurgaon
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The above-mentioned learned members have provided very useful insights on how to proceed with recruitment. I am structuring the same in stages for easy understanding. It consists of the following stages. Go stage by stage to ensure the selection of the right candidates.
1) Assess vacancies - a vacancy may be caused by resignation, retirement, termination, death, or business expansion.
2) Prepare a job profile (JD) for such vacancies skill-wise/job-wise/function-wise. For example, ascertain how many marketing personnel/sales personnel, accountants, or general administrative staff are required.
3) Determine the educational qualifications, the amount of experience, and the specific areas in which such experience is required based on the JD.
4) Next, find out the sources from which you can draw such candidates - by accessing the open market through advertising, employee referrals, inner circles, or campus placements, etc.
5) Shortlist the candidates based on compliance with your norms - educational background, experience, skills, etc.
6) Constitute an interview panel with individuals skilled at spotting talent and desired traits in a candidate.
7) Prepare a list of documents that you want to verify at the time of the interview.
8) Hold interviews to select candidates. Inform candidates well in advance to prevent instances of absence during the interview. Ensure they are reminded to attend with the necessary documents.
Regards,
B. Saikumar
In-House HR & IR Advisor
From India, Mumbai
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1) Assess vacancies - a vacancy may be caused by resignation, retirement, termination, death, or business expansion.
2) Prepare a job profile (JD) for such vacancies skill-wise/job-wise/function-wise. For example, ascertain how many marketing personnel/sales personnel, accountants, or general administrative staff are required.
3) Determine the educational qualifications, the amount of experience, and the specific areas in which such experience is required based on the JD.
4) Next, find out the sources from which you can draw such candidates - by accessing the open market through advertising, employee referrals, inner circles, or campus placements, etc.
5) Shortlist the candidates based on compliance with your norms - educational background, experience, skills, etc.
6) Constitute an interview panel with individuals skilled at spotting talent and desired traits in a candidate.
7) Prepare a list of documents that you want to verify at the time of the interview.
8) Hold interviews to select candidates. Inform candidates well in advance to prevent instances of absence during the interview. Ensure they are reminded to attend with the necessary documents.
Regards,
B. Saikumar
In-House HR & IR Advisor
From India, Mumbai
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HR Recruitment Process 112304.doc