What to know about the whole recruitment process in corporate.
From India, Hyderabad
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From India, Hyderabad
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hi this is sandesh iam doing my mba if u got any information mail me what is your back ground
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Recruitment / Selection Process
1. REGULAR SELECTION BY IN-HOUSE
2. OUTSOURCE
3. HEADHUNTING
As part of the recruiting/selection procedures for certain positions that are difficult to fill, you can adopt the following:
- For tech positions, you can outsource.
- For very senior positions, you can use headhunters.
PROCEDURAL ELEMENTS FOR ALL POSITIONS
PREPARING JOB ANALYSES
PREPARING JOB DESCRIPTIONS - procedural element for all positions
PREPARING JOB SPECIFICATIONS - procedural element for all positions
DECIDING TERMS AND CONDITIONS OF EMPLOYMENT - procedural element for all positions
ADVERTISING - procedural element for all positions (except for senior positions [headhunting])
INTERNAL APPLICANTS - procedural element for all positions
EXTERNAL APPLICANTS - except for tech [outsourcing] and senior positions [headhunting]
ONLINE APPLICANTS - and senior positions [headhunting]
SIFTING APPLICANTS - procedural element for all positions
PERSONAL INTERVIEW
- INDIVIDUAL PER TO PER - procedural element for all positions
- PANEL INTERVIEW - only for tech positions
- SELECTION BOARD - only for senior positions
TESTING [BEHAVIORAL]
- PSYCHOLOGICAL - procedural element for all positions except senior positions
- PERSONALITY - procedural element for all positions except senior positions
- ABILITY - procedural element for all positions except senior positions
- APTITUDE - procedural element for all positions except senior positions
- PSYCHOMETRIC - procedural element for all positions
TESTING [TECHNICAL] - only for tech positions
ASSESSMENT CENTRE - only for senior positions
- POTENTIAL
OBTAINING REFERENCES - procedural element for all positions
CHECKING REFERENCES - procedural element for all positions
MAKING DECISIONS - procedural element for all positions
OFFERING EMPLOYMENT - procedural element for all positions
PREPARING EMPLOYMENT LETTER
Now you can easily prepare the recruitment/selection procedures using the above chart. Wherever you or your company feel certain changes are needed, you can easily make them. It is a very flexible chart.
Regards,
LEO LINGHAM
From India, Mumbai
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1. REGULAR SELECTION BY IN-HOUSE
2. OUTSOURCE
3. HEADHUNTING
As part of the recruiting/selection procedures for certain positions that are difficult to fill, you can adopt the following:
- For tech positions, you can outsource.
- For very senior positions, you can use headhunters.
PROCEDURAL ELEMENTS FOR ALL POSITIONS
PREPARING JOB ANALYSES
PREPARING JOB DESCRIPTIONS - procedural element for all positions
PREPARING JOB SPECIFICATIONS - procedural element for all positions
DECIDING TERMS AND CONDITIONS OF EMPLOYMENT - procedural element for all positions
ADVERTISING - procedural element for all positions (except for senior positions [headhunting])
INTERNAL APPLICANTS - procedural element for all positions
EXTERNAL APPLICANTS - except for tech [outsourcing] and senior positions [headhunting]
ONLINE APPLICANTS - and senior positions [headhunting]
SIFTING APPLICANTS - procedural element for all positions
PERSONAL INTERVIEW
- INDIVIDUAL PER TO PER - procedural element for all positions
- PANEL INTERVIEW - only for tech positions
- SELECTION BOARD - only for senior positions
TESTING [BEHAVIORAL]
- PSYCHOLOGICAL - procedural element for all positions except senior positions
- PERSONALITY - procedural element for all positions except senior positions
- ABILITY - procedural element for all positions except senior positions
- APTITUDE - procedural element for all positions except senior positions
- PSYCHOMETRIC - procedural element for all positions
TESTING [TECHNICAL] - only for tech positions
ASSESSMENT CENTRE - only for senior positions
- POTENTIAL
OBTAINING REFERENCES - procedural element for all positions
CHECKING REFERENCES - procedural element for all positions
MAKING DECISIONS - procedural element for all positions
OFFERING EMPLOYMENT - procedural element for all positions
PREPARING EMPLOYMENT LETTER
Now you can easily prepare the recruitment/selection procedures using the above chart. Wherever you or your company feel certain changes are needed, you can easily make them. It is a very flexible chart.
Regards,
LEO LINGHAM
From India, Mumbai
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AN OVERVIEW OF THE PROCESS
1. PREPARATION AND COMPLETION OF RECRUITMENT DOCUMENTATION.
- The line manager with a vacancy prepares the requisition form.
- The line manager prepares the job description/job specification and gives it to HR, who fine-tunes the data.
- The line manager also prepares the grading of the position.
2. ACKNOWLEDGEMENT WITH PROPOSED TIMESCALES.
- The line manager/HR prepares the proposed timescales.
3. DEVELOPMENT/SUBMISSION OF ELECTRONIC JOB DESCRIPTION AND PERSON SPECIFICATION.
- The line manager approves the job description/specifications.
- HR COMPLETES THE SUPPLEMENTARY INFORMATION REQUIRED.
4. ADVERTISEMENT
- HR PREPARES THE ADVERTISEMENT AND PLACES THE ADS.
5. RESPONSE HANDLING
- HR sends out the interview packs to the listed candidates.
6. SHORTLISTING
- HR CONDUCTS ONLINE/TELEPHONE INTERVIEWS AND MAKES A SHORTLIST.
7. ARRANGEMENT OF INTERVIEW.
- HR sends out the invitations to the SHORTLISTED persons.
- The interviewing panel receives the interviewing packs.
8. INTERVIEW
- The panel members individually fill the assessment forms.
- HR completes the interview outcome.
- This is reviewed by HR AND THE LINE MANAGER FINALIZE THE APPOINTMENT.
9. POST-INTERVIEW
- HR sends out letters to the unsuccessful candidates.
- HR CHECKS REFERENCES.
- HR SENDS OUT OFFER LETTERS TO SUCCESSFUL CANDIDATES.
- THE LINE MANAGERS/AGREE TO THE START DATE AND INDUCTION PROGRAMME.
10. PERSONAL FILE CREATION
- HR CREATES ''PERSONAL FILE''.
11. HANDOVER TO HR/ADMINISTRATION
- THE LINE MANAGER HANDS OVER THE RESPONSIBILITY FOR PAYROLL ADMIN AND INDUCTION TO HR.
- HR PREPARES WELCOME PACK/EMPLOYEE MANUAL.
12. ARCHIVING OF APPOINTMENT FILES.
- HR ARCHIVES SELECTED CANDIDATES FILE.
- HR DESTROYS UNSUCCESSFUL CANDIDATES FILES AFTER 6 MONTHS.
THIS IS A BROAD APPROACH. THIS WILL VARY WITH COMPANIES AND REQUIREMENTS SITUATIONS.
REGARDS
LEO LINGHAM
From India, Mumbai
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1. PREPARATION AND COMPLETION OF RECRUITMENT DOCUMENTATION.
- The line manager with a vacancy prepares the requisition form.
- The line manager prepares the job description/job specification and gives it to HR, who fine-tunes the data.
- The line manager also prepares the grading of the position.
2. ACKNOWLEDGEMENT WITH PROPOSED TIMESCALES.
- The line manager/HR prepares the proposed timescales.
3. DEVELOPMENT/SUBMISSION OF ELECTRONIC JOB DESCRIPTION AND PERSON SPECIFICATION.
- The line manager approves the job description/specifications.
- HR COMPLETES THE SUPPLEMENTARY INFORMATION REQUIRED.
4. ADVERTISEMENT
- HR PREPARES THE ADVERTISEMENT AND PLACES THE ADS.
5. RESPONSE HANDLING
- HR sends out the interview packs to the listed candidates.
6. SHORTLISTING
- HR CONDUCTS ONLINE/TELEPHONE INTERVIEWS AND MAKES A SHORTLIST.
7. ARRANGEMENT OF INTERVIEW.
- HR sends out the invitations to the SHORTLISTED persons.
- The interviewing panel receives the interviewing packs.
8. INTERVIEW
- The panel members individually fill the assessment forms.
- HR completes the interview outcome.
- This is reviewed by HR AND THE LINE MANAGER FINALIZE THE APPOINTMENT.
9. POST-INTERVIEW
- HR sends out letters to the unsuccessful candidates.
- HR CHECKS REFERENCES.
- HR SENDS OUT OFFER LETTERS TO SUCCESSFUL CANDIDATES.
- THE LINE MANAGERS/AGREE TO THE START DATE AND INDUCTION PROGRAMME.
10. PERSONAL FILE CREATION
- HR CREATES ''PERSONAL FILE''.
11. HANDOVER TO HR/ADMINISTRATION
- THE LINE MANAGER HANDS OVER THE RESPONSIBILITY FOR PAYROLL ADMIN AND INDUCTION TO HR.
- HR PREPARES WELCOME PACK/EMPLOYEE MANUAL.
12. ARCHIVING OF APPOINTMENT FILES.
- HR ARCHIVES SELECTED CANDIDATES FILE.
- HR DESTROYS UNSUCCESSFUL CANDIDATES FILES AFTER 6 MONTHS.
THIS IS A BROAD APPROACH. THIS WILL VARY WITH COMPANIES AND REQUIREMENTS SITUATIONS.
REGARDS
LEO LINGHAM
From India, Mumbai
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Dear Leo,
Thank you for the detailed input about Psychometric Testing. Could you please forward me any sample Psychometric test papers, or perhaps you can guide me on where to find them?
My email id is arif.mehdi@gmail.com.
Thank you very much.
Regards,
Ali
From India, Bangalore
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Thank you for the detailed input about Psychometric Testing. Could you please forward me any sample Psychometric test papers, or perhaps you can guide me on where to find them?
My email id is arif.mehdi@gmail.com.
Thank you very much.
Regards,
Ali
From India, Bangalore
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Hi,
Recruitment and selection are major functions of the human resource department in any firm. A general recruitment process typically involves the following steps:
1. Identifying the vacancy
2. Creating a job description and person specification (some firms or organizations may specifically mention requirements such as a background in Maths, a B.Tech graduate, age between 25-30, technical expertise, etc.)
3. Advertising the vacancy
4. Managing the responses
5. Shortlisting candidates
6. Arranging interviews
7. Conducting interviews and making decisions
I hope this information is helpful to you.
From India, Chennai
Acknowledge(0)Amend(0)
Recruitment and selection are major functions of the human resource department in any firm. A general recruitment process typically involves the following steps:
1. Identifying the vacancy
2. Creating a job description and person specification (some firms or organizations may specifically mention requirements such as a background in Maths, a B.Tech graduate, age between 25-30, technical expertise, etc.)
3. Advertising the vacancy
4. Managing the responses
5. Shortlisting candidates
6. Arranging interviews
7. Conducting interviews and making decisions
I hope this information is helpful to you.
From India, Chennai
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