Induction is a Part of Recruitment & Selection Process or not ,Pls reply .....Poornima
From India, Delhi
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From India, Delhi
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Dear Poornima, Induction does not come under recruitment and selection process. Induction is given to the candidates after joining the company.
From India, Madras
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From India, Madras
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Hello Poornima,
Your query seems very innocuous - I am sure you know that induction comes after someone joins the company. It's so elementary that you can't be wrong on such a point. But then why did you ask this? Can you give the reason for your query? And in which context? Like they say, "if you want the right answer, you have to ask the right question."
Rgds,
TS
From India, Hyderabad
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1650Your query seems very innocuous - I am sure you know that induction comes after someone joins the company. It's so elementary that you can't be wrong on such a point. But then why did you ask this? Can you give the reason for your query? And in which context? Like they say, "if you want the right answer, you have to ask the right question."
Rgds,
TS
From India, Hyderabad
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Hi Poornima,
In some companies, induction/orientation falls under the employees' development and Training Unit. They are the ones who prepare for the induction of the newly recruited employees.
Thank you,
KhaMukasabi
From India, Hyderabad
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In some companies, induction/orientation falls under the employees' development and Training Unit. They are the ones who prepare for the induction of the newly recruited employees.
Thank you,
KhaMukasabi
From India, Hyderabad
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Hi Poornima,
Induction is the last and very important step of recruitment and selection. It's the job of HR to make sure that the induction of an employee is done properly. It is when he or she understands the company's core values and policies before actually starting his or her job in any organization.
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Vrushali (HR professional)
From India, Thana
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Induction is the last and very important step of recruitment and selection. It's the job of HR to make sure that the induction of an employee is done properly. It is when he or she understands the company's core values and policies before actually starting his or her job in any organization.
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Vrushali (HR professional)
From India, Thana
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Dear Poornima,
There are different schools of thought. However, I feel Induction should come under the purview of R&S.
Induction is the gateway for new joiners to the company, and it is very ethical for the recruiter to integrate the new entrants with the existing practices, procedures, and systems. It's the R&S team that brings in the new people; thus, it is essential to guide individuals through the induction process to create a sense of familiarity and bonding.
However, inputs from the Training team would be valuable to make an Induction Program more feasible and structured.
Queries can also be directed to 9051455004.
-Nick
From India, Indore
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There are different schools of thought. However, I feel Induction should come under the purview of R&S.
Induction is the gateway for new joiners to the company, and it is very ethical for the recruiter to integrate the new entrants with the existing practices, procedures, and systems. It's the R&S team that brings in the new people; thus, it is essential to guide individuals through the induction process to create a sense of familiarity and bonding.
However, inputs from the Training team would be valuable to make an Induction Program more feasible and structured.
Queries can also be directed to 9051455004.
-Nick
From India, Indore
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Dear Poornima, Induction is a part of training. Its starts imediatly after completion of the recruitment and selection process. Nilesh - HR professional and Faculty
From India, Mumbai
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From India, Mumbai
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hi poornima u must answerr taj sateesh question if u want the right kind of help blessings dr ram professor HR
From India, Indore
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From India, Indore
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Dear Poornima & Vrushali, I, very much agree with Nilesh thakre Induction is a part of training. Its starts imediatly after completion of the selection and recruitment process. Regards
From India, Delhi
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From India, Delhi
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Dear Poornima,
With many HR questions, I find it useful to look at some underlying factors, and often the answer becomes evident. A good R&S team should have a specialized skill set (at least they should have!!) to be able to determine and select the right people for the right job. Not everyone can be a good recruiter.
Successful induction requires a different set of skills - structured, logical, able to present, able to engage large groups, clear thought patterns, ability to build from the known to the unknown, knowledge of adult learning is helpful, etc.
So... just based on the required skills of each department, it becomes apparent that induction does not sit as comfortably with the R&S team as it does with the T&D department.
Regards
From Cambodia, Phnum Pénh
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With many HR questions, I find it useful to look at some underlying factors, and often the answer becomes evident. A good R&S team should have a specialized skill set (at least they should have!!) to be able to determine and select the right people for the right job. Not everyone can be a good recruiter.
Successful induction requires a different set of skills - structured, logical, able to present, able to engage large groups, clear thought patterns, ability to build from the known to the unknown, knowledge of adult learning is helpful, etc.
So... just based on the required skills of each department, it becomes apparent that induction does not sit as comfortably with the R&S team as it does with the T&D department.
Regards
From Cambodia, Phnum Pénh
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Dear Seniors, kindly let me know the process of induction at mfg industry and is the induction is applicable for the top management also? Regards, b.saravanakumar
From India, Coimbatore
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From India, Coimbatore
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Dear Poornima,
Recruitment is a process where a company selects the right person to serve the company. After the person joins the company, he/she is assigned to induction training. During induction training, he/she gains a complete understanding of the company, which helps them fulfill their duties. In short, recruitment, selection, and induction are interrelated and contribute to the betterment of the company.
From India, Mumbai
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Recruitment is a process where a company selects the right person to serve the company. After the person joins the company, he/she is assigned to induction training. During induction training, he/she gains a complete understanding of the company, which helps them fulfill their duties. In short, recruitment, selection, and induction are interrelated and contribute to the betterment of the company.
From India, Mumbai
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Dear Poornima,
I believe that the exact position of induction in the HR workflow depends on the size and organization of the company. In most small companies, there is a single general HR department which handles everyday HR activities, recruitment, as well as induction. In such cases, it is best if induction is treated as part of the recruitment & selection process.
In bigger firms, where there are separate recruitment teams, naturally the induction process gets separated and comes under the training department.
From India, Mumbai
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I believe that the exact position of induction in the HR workflow depends on the size and organization of the company. In most small companies, there is a single general HR department which handles everyday HR activities, recruitment, as well as induction. In such cases, it is best if induction is treated as part of the recruitment & selection process.
In bigger firms, where there are separate recruitment teams, naturally the induction process gets separated and comes under the training department.
From India, Mumbai
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Dear All,
Different companies follow different policies for induction. Induction can be part of R&S, and it may not be; it all depends on how the company wants to utilize its manpower. For example, if an organization is conducting bulk hiring, induction may not be a part of the R&S process as their numbers will be high, and they will be focused on achieving their monthly targets, thus unable to deliver the induction program. On the other hand, in situations where recruitment numbers are lower, and there is less pressure, induction can be integrated into the R&S process. It all depends on the type of strategy your organization follows.
Regards,
Derek Gomes
From India, Mumbai
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Different companies follow different policies for induction. Induction can be part of R&S, and it may not be; it all depends on how the company wants to utilize its manpower. For example, if an organization is conducting bulk hiring, induction may not be a part of the R&S process as their numbers will be high, and they will be focused on achieving their monthly targets, thus unable to deliver the induction program. On the other hand, in situations where recruitment numbers are lower, and there is less pressure, induction can be integrated into the R&S process. It all depends on the type of strategy your organization follows.
Regards,
Derek Gomes
From India, Mumbai
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Induction is different this is not comes under Recruitment and selection, once the select candidate he will be under go Induction. Regards Anil Kumar KT, HR, Kolkata.
From India, Bangalore
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From India, Bangalore
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Dear Poornima,
Induction does not come under the Recruitment and Selection process. The company will provide induction for new employees to help them understand the organization's goals and objectives.
From India, Madras
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Induction does not come under the Recruitment and Selection process. The company will provide induction for new employees to help them understand the organization's goals and objectives.
From India, Madras
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Hi Poornima,
Induction is the process that comes after recruitment and selection. It is not a part of recruitment. The hiring process, which we call recruitment, ends at the selection of a candidate. Induction is the second step for an employee to get to know the company.
Regards,
Hiral Jethwa
From India, Jabalpur
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Induction is the process that comes after recruitment and selection. It is not a part of recruitment. The hiring process, which we call recruitment, ends at the selection of a candidate. Induction is the second step for an employee to get to know the company.
Regards,
Hiral Jethwa
From India, Jabalpur
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Dear Poornima, recruitment and selection this is 1st step of employment. 2nd steps of employment is Induction this is not come under R&S.
From India, Bangalore
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From India, Bangalore
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Instead of answering the query....you are questioning on question? Had she known the answer she wouldnt have asked the question.
From India, New Delhi
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From India, New Delhi
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Guide to the Recruitment, Selection & Appointment Process
Step 1: Identification of a Vacancy
The Line Manager identifies a vacancy for reasons that may include:
• Staffing changes – e.g. secondment, resignation, termination, retirement, leave; and/or
• Work requirement changes – e.g. creation of a new position, temporary additional workload.
Step 2: Review the need for the position/to fill the vacancy.
The Line Manager will review the short/long term requirement for the position and the need to fill the vacancy. In so doing, the Line Manager will consider:
• Staffing Plan/profile for the work area
• Budget
• Current/Future Requirements
• Job Skill Requirements
• Occupancy required to meet need (e.g. ongoing, fixed term)
• Adequacy and accuracy of position description
• Whether the position is approved and established
Note: This review may involve other managers within the faculty/service centre.
Step 3: Determine the most effective recruitment strategy to acquire a pool of candidates
The Line Manager will consider and assess the best way of attracting a pool of suitably qualified candidates who will meet the needs of the business.
Examples of methods for acquiring a pool of candidates are:
• Internal staff (Advertisement)
• Internal staff (Redeployment)
• Candidates from recent/previous recruitment activity
• Professional/Industry Organisations
• Recruitment Agencies/Job Network
• Advertising
• Internet
• Journals
• Newspaper
Step 4: Prepare a “Request to Recruit” and provide associated documentation to secure authorisations (in accordance with HR Delegations) and initiate recruitment activity.
The Line Manager will complete and forward to the HR Account Manager the “Request to Recruit” form and attach all necessary information, including:
• 'Request to Recruit' form
• Position Description and Selection Criteria
• Draft Advertisement, where applicable (where necessary)
• Proposed Selection Panel (where appropriate)
• Recruitment agent information (where applicable)
Step 5: Arrange and undertake the recruitment activity.
The HR Account Manager assigned to the faculty/service centre will ensure the appropriate recruitment activity in accordance with the approved “Request to Recruit”.
Step 6: Establish Selection Panel & determine selection methodology.
The Line Manager will determine the composition of the selection panel in accordance with the University’s Selection Panel Guidelines, ensure that proposed members have been trained, secure panel membership, brief members on their role and the vacancy details, and plan logistics (availability, meeting times etc). The selection panel will reach a shared understanding and/or agree on:
• position role and accountabilities
• selection criteria
• method(s) for shortlisting or pre-selection
• method(s) of assessment of shortlisted candidates
- interview
- reference check (e.g. Written, telephone, at what point in the process)
- skills test
- presentation
It is the responsibility of the Chairperson to ensure that ALL selection panel members are fully aware of their legal and procedural obligations.
Step 7: Receive and collate applications.
The HR Account Manager will arrange for receipt and collation of applications.
The Chairperson of the Selection Panel will receive the Vacancy File containing the following:
• Original Applications
• List of Applicants (for QA purposes)
• Position Description
• Recruitment Process Check List
• Selection Panel Guide
Step 8: Commence selection by reviewing applications and determine a shortlist of candidates.
The Chairperson of the selection panel will ensure that all members or a representative sub-group have access to the applications, consider the information, and facilitate a shortlisting process to identify the most competitive candidates. The selection panel (or representative sub-group) will compile a summary assessment and ranking of the candidates against the selection criteria for inclusion in the selection report.
It may be necessary at this step to consider pre-selection interviews or other assessment tools to identify a manageable shortlist.
Candidates not shortlisted will be advised that they were unsuccessful.
Step 9: Assess shortlisted candidates.
The selection panel will conduct interviews and/or apply other relevant assessment methods to acquire information relevant to the university’s business needs, position role & accountabilities, and selection criteria. The assessment methods should be consistently applied to all candidates for a vacancy and may include, but not be limited to:
• Interview
• Skills/aptitude test
• Work samples/simulations
• Psychological testing
• Reference check (mandatory for the recommended applicant)
Following the collation of information from the various sources, including the candidate’s application/resume, the selection panel will review all the information and determine a ranking of the candidates. The ranking will identify the candidates who meet the criteria and order of merit.
Step 10: Recommend Outcome.
The Chairperson will ensure that the recommendation is included in a Selection Report.
The Selection Report will contain:
• Documentation of the shortlisting process (i.e. Shortlisting Grid)
• Summary of assessment against the selection criteria for each shortlisted candidate (i.e. Interview notes, Referee reports)
• Recommendation of preferred candidate(s), remuneration to be offered, and probation conditions
• Relocation budget (where appropriate)
• Ranking of shortlisted candidates (where appropriate)
• Documentation of referee(s) comments (where applicable)
• Endorsement by selection panel members
The Selection Report should be completed within 1 day of the finalization of selection activities.
Step 11: Obtain endorsements of recommendation in accordance with the HR Delegations.
The Chairperson obtains endorsement and approval of the recommendation. This should be obtained within 1 day of submitting the Selection Report.
Step 12: Verbal offer of employment to preferred candidate and discuss employment terms and conditions.
The relevant Line Executive/Chairperson/Line Manager makes contact with the recommended candidate and informs them of the offer subject to relevant conditions. The contact may address:
• Remuneration package details
• Relocation budget/costs
• Availability for commencement
• Clarify terms and conditions of appointment including tenure, probation etc.
This should be undertaken immediately on receiving approval of the recommendation.
Step 13: Make a written offer of employment to the candidate.
HR will arrange for the formal written offer and contract of employment to be prepared (in accordance with the selection report) and dispatched within 1 day of receipt of the approved Selection Report and recommendation.
Step 14: Advise unsuccessful candidates and make available feedback/counseling.
The Chairperson of the Selection Committee will ensure that unsuccessful (shortlisted) candidates are advised of the selection decision, in a timely manner preferably immediately following contact with the recommended applicant. The Chairperson is encouraged to offer and/or proactively provide feedback to candidates.
Step 15: Arrange the appointment and commence the induction process.
HR will ensure that all appointment documentation is stored on the Vacancy File and the appointment is finalized. This will include:
• Obtaining a signed contract of employment
• Update of all information/records
• Ensure induction is planned and conducted
• Storage and retention of all original recruitment and selection documentation for 12 months in accordance with relevant records management guidelines
This I feel will be useful for all MBA HR students.
From India, Madras
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Step 1: Identification of a Vacancy
The Line Manager identifies a vacancy for reasons that may include:
• Staffing changes – e.g. secondment, resignation, termination, retirement, leave; and/or
• Work requirement changes – e.g. creation of a new position, temporary additional workload.
Step 2: Review the need for the position/to fill the vacancy.
The Line Manager will review the short/long term requirement for the position and the need to fill the vacancy. In so doing, the Line Manager will consider:
• Staffing Plan/profile for the work area
• Budget
• Current/Future Requirements
• Job Skill Requirements
• Occupancy required to meet need (e.g. ongoing, fixed term)
• Adequacy and accuracy of position description
• Whether the position is approved and established
Note: This review may involve other managers within the faculty/service centre.
Step 3: Determine the most effective recruitment strategy to acquire a pool of candidates
The Line Manager will consider and assess the best way of attracting a pool of suitably qualified candidates who will meet the needs of the business.
Examples of methods for acquiring a pool of candidates are:
• Internal staff (Advertisement)
• Internal staff (Redeployment)
• Candidates from recent/previous recruitment activity
• Professional/Industry Organisations
• Recruitment Agencies/Job Network
• Advertising
• Internet
• Journals
• Newspaper
Step 4: Prepare a “Request to Recruit” and provide associated documentation to secure authorisations (in accordance with HR Delegations) and initiate recruitment activity.
The Line Manager will complete and forward to the HR Account Manager the “Request to Recruit” form and attach all necessary information, including:
• 'Request to Recruit' form
• Position Description and Selection Criteria
• Draft Advertisement, where applicable (where necessary)
• Proposed Selection Panel (where appropriate)
• Recruitment agent information (where applicable)
Step 5: Arrange and undertake the recruitment activity.
The HR Account Manager assigned to the faculty/service centre will ensure the appropriate recruitment activity in accordance with the approved “Request to Recruit”.
Step 6: Establish Selection Panel & determine selection methodology.
The Line Manager will determine the composition of the selection panel in accordance with the University’s Selection Panel Guidelines, ensure that proposed members have been trained, secure panel membership, brief members on their role and the vacancy details, and plan logistics (availability, meeting times etc). The selection panel will reach a shared understanding and/or agree on:
• position role and accountabilities
• selection criteria
• method(s) for shortlisting or pre-selection
• method(s) of assessment of shortlisted candidates
- interview
- reference check (e.g. Written, telephone, at what point in the process)
- skills test
- presentation
It is the responsibility of the Chairperson to ensure that ALL selection panel members are fully aware of their legal and procedural obligations.
Step 7: Receive and collate applications.
The HR Account Manager will arrange for receipt and collation of applications.
The Chairperson of the Selection Panel will receive the Vacancy File containing the following:
• Original Applications
• List of Applicants (for QA purposes)
• Position Description
• Recruitment Process Check List
• Selection Panel Guide
Step 8: Commence selection by reviewing applications and determine a shortlist of candidates.
The Chairperson of the selection panel will ensure that all members or a representative sub-group have access to the applications, consider the information, and facilitate a shortlisting process to identify the most competitive candidates. The selection panel (or representative sub-group) will compile a summary assessment and ranking of the candidates against the selection criteria for inclusion in the selection report.
It may be necessary at this step to consider pre-selection interviews or other assessment tools to identify a manageable shortlist.
Candidates not shortlisted will be advised that they were unsuccessful.
Step 9: Assess shortlisted candidates.
The selection panel will conduct interviews and/or apply other relevant assessment methods to acquire information relevant to the university’s business needs, position role & accountabilities, and selection criteria. The assessment methods should be consistently applied to all candidates for a vacancy and may include, but not be limited to:
• Interview
• Skills/aptitude test
• Work samples/simulations
• Psychological testing
• Reference check (mandatory for the recommended applicant)
Following the collation of information from the various sources, including the candidate’s application/resume, the selection panel will review all the information and determine a ranking of the candidates. The ranking will identify the candidates who meet the criteria and order of merit.
Step 10: Recommend Outcome.
The Chairperson will ensure that the recommendation is included in a Selection Report.
The Selection Report will contain:
• Documentation of the shortlisting process (i.e. Shortlisting Grid)
• Summary of assessment against the selection criteria for each shortlisted candidate (i.e. Interview notes, Referee reports)
• Recommendation of preferred candidate(s), remuneration to be offered, and probation conditions
• Relocation budget (where appropriate)
• Ranking of shortlisted candidates (where appropriate)
• Documentation of referee(s) comments (where applicable)
• Endorsement by selection panel members
The Selection Report should be completed within 1 day of the finalization of selection activities.
Step 11: Obtain endorsements of recommendation in accordance with the HR Delegations.
The Chairperson obtains endorsement and approval of the recommendation. This should be obtained within 1 day of submitting the Selection Report.
Step 12: Verbal offer of employment to preferred candidate and discuss employment terms and conditions.
The relevant Line Executive/Chairperson/Line Manager makes contact with the recommended candidate and informs them of the offer subject to relevant conditions. The contact may address:
• Remuneration package details
• Relocation budget/costs
• Availability for commencement
• Clarify terms and conditions of appointment including tenure, probation etc.
This should be undertaken immediately on receiving approval of the recommendation.
Step 13: Make a written offer of employment to the candidate.
HR will arrange for the formal written offer and contract of employment to be prepared (in accordance with the selection report) and dispatched within 1 day of receipt of the approved Selection Report and recommendation.
Step 14: Advise unsuccessful candidates and make available feedback/counseling.
The Chairperson of the Selection Committee will ensure that unsuccessful (shortlisted) candidates are advised of the selection decision, in a timely manner preferably immediately following contact with the recommended applicant. The Chairperson is encouraged to offer and/or proactively provide feedback to candidates.
Step 15: Arrange the appointment and commence the induction process.
HR will ensure that all appointment documentation is stored on the Vacancy File and the appointment is finalized. This will include:
• Obtaining a signed contract of employment
• Update of all information/records
• Ensure induction is planned and conducted
• Storage and retention of all original recruitment and selection documentation for 12 months in accordance with relevant records management guidelines
This I feel will be useful for all MBA HR students.
From India, Madras
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The HR process may be divided into 4 parts for ease of understanding: The Acquisition process, the Development process, the Motivation process, and the Maintenance process. Induction is very much a part of the Acquisition process, which involves getting the new recruit familiar with the culture of the organization - the way things are done!
Regards
From India, Delhi
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Regards
From India, Delhi
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Hi,
I agree with Vrushali. As per my knowledge, Induction is a part of the Recruitment & Selection process. This is the last and very important phase of the Selection process. Once Induction is completed, the Selection process is completed.
Regards,
Mukesh Sharma
From India, Ghaziabad
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I agree with Vrushali. As per my knowledge, Induction is a part of the Recruitment & Selection process. This is the last and very important phase of the Selection process. Once Induction is completed, the Selection process is completed.
Regards,
Mukesh Sharma
From India, Ghaziabad
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good evening all i am working in hr asst. at textail industry. how to develop my position in hr field , pls give me suggestion M.saravanan Thanks and regards
From India, Coimbatore
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From India, Coimbatore
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Hi,
Induction is not a part of recruitment and selection, but actually, induction takes place once a candidate is appointed. Induction is provided to a newly joined employee so that he/she can become familiar with the company's culture and colleagues. The primary goal is to create a friendly environment for the new employee so that they become comfortable within the organization.
Warm Regards,
Rekha Thakur
(HR)
From India, Bhopal
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Induction is not a part of recruitment and selection, but actually, induction takes place once a candidate is appointed. Induction is provided to a newly joined employee so that he/she can become familiar with the company's culture and colleagues. The primary goal is to create a friendly environment for the new employee so that they become comfortable within the organization.
Warm Regards,
Rekha Thakur
(HR)
From India, Bhopal
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Induction is a part of employer branding (easing the new employee and showing the organization as a great place to work). It is not a part of training (comes before training) and it is also not a part of recruitment and selection (comes after R&S).
With Regards,
K. R. RAMPRAKASH
From India, Thanjavur
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With Regards,
K. R. RAMPRAKASH
From India, Thanjavur
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Hi friend Induction is not a part of recruitment and selection process becoz, it is a type of tranning program given to the employees who are newly entered into the organisation.
From India, Coimbatore
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From India, Coimbatore
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Hi Friends,
The recruitment and selection process are totally different from the induction program. An induction program is arranged to familiarize the new joiner with the organization. Induction is a post-recruitment process. Once recruitment is done, the recruited person (now an employee) is sent for an induction program to make them familiar with the organization.
I hope this will clear all the doubts.
From India, Pune
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The recruitment and selection process are totally different from the induction program. An induction program is arranged to familiarize the new joiner with the organization. Induction is a post-recruitment process. Once recruitment is done, the recruited person (now an employee) is sent for an induction program to make them familiar with the organization.
I hope this will clear all the doubts.
From India, Pune
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HRM recruitment and selection FINAL.doc
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