Hi,
Could someone please help me with a clear-cut idea of the domestic recruitment process that takes place in India? Does anybody have a flowchart, graph, or any file that can help me understand the structure better? Thank you all.
From India, Hyderabad
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Could someone please help me with a clear-cut idea of the domestic recruitment process that takes place in India? Does anybody have a flowchart, graph, or any file that can help me understand the structure better? Thank you all.
From India, Hyderabad
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Dear Friend,
There isn't any major change in the recruitment process or procedure for domestic or international positions. The only thing that needs to be looked at is the work visa, country work-related procedures, etc. Can you please clarify whether you are working with a company or a consultancy firm so that I can share the recruitment process with you accordingly.
Regards,
Meghana
From United States
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1There isn't any major change in the recruitment process or procedure for domestic or international positions. The only thing that needs to be looked at is the work visa, country work-related procedures, etc. Can you please clarify whether you are working with a company or a consultancy firm so that I can share the recruitment process with you accordingly.
Regards,
Meghana
From United States
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Hi Sushma,
For Domestic Recruitment, the following assume importance:
1. Sources of recruitment
2. Recruitment methodology/process
3. Recruitment tools - i.e. tests/interactive interviews/group discussions/panels/forums/tech.competence evaluation, et al.
4. Sequential flow - which process first, which next and so forth...
5. Measurement scale/weightages/parameters
Typically, it varies from industry to industry. For instance, it is generally different for IT, BPO (ITES), hotels, pharma, manufacturing, engg., etc., mostly dependent upon industry practices and/or organizational needs. The flowchart, hence, will vary.
Hence, the first question would be: which industry/sector are you associated with, next being the type of skill-sets you need, the levels of seniority you need, the demand-supply situation of defined skill-sets, etc.
Recruitment flows are customized to your organization, and others' flows may not serve your exact needs. The need is to brood over your organizational/positional needs and then design one. It is an easy exercise.
The flow chart may include either or some of the following:
1. Sequence of tests/interviews - which ones first, next and so on...
2. Who/which panel/individuals/departments including, of course, HR, to conduct which process (For instance, technical interview/test may be conducted by a technical department personnel at a particular level)
3. The type of test/interview to be conducted - there may be many types.
4. The process of screening/weeding out/evaluating/scoring/shortlisting job prospects and who to do so.
5. Timelines for the conduct of such evaluation tests/interviews.
Your flow is thus ready.
Rahul Kumar
From India, New Delhi
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For Domestic Recruitment, the following assume importance:
1. Sources of recruitment
2. Recruitment methodology/process
3. Recruitment tools - i.e. tests/interactive interviews/group discussions/panels/forums/tech.competence evaluation, et al.
4. Sequential flow - which process first, which next and so forth...
5. Measurement scale/weightages/parameters
Typically, it varies from industry to industry. For instance, it is generally different for IT, BPO (ITES), hotels, pharma, manufacturing, engg., etc., mostly dependent upon industry practices and/or organizational needs. The flowchart, hence, will vary.
Hence, the first question would be: which industry/sector are you associated with, next being the type of skill-sets you need, the levels of seniority you need, the demand-supply situation of defined skill-sets, etc.
Recruitment flows are customized to your organization, and others' flows may not serve your exact needs. The need is to brood over your organizational/positional needs and then design one. It is an easy exercise.
The flow chart may include either or some of the following:
1. Sequence of tests/interviews - which ones first, next and so on...
2. Who/which panel/individuals/departments including, of course, HR, to conduct which process (For instance, technical interview/test may be conducted by a technical department personnel at a particular level)
3. The type of test/interview to be conducted - there may be many types.
4. The process of screening/weeding out/evaluating/scoring/shortlisting job prospects and who to do so.
5. Timelines for the conduct of such evaluation tests/interviews.
Your flow is thus ready.
Rahul Kumar
From India, New Delhi
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2-RECRUITMENT PROCESS-2.doc