RECRUITMENT & SELECTION PROCESS IN A COMPANY

RECRUITMENT – Placing the RIGHT PERSON in RIGHT PLACE at RIGHT TIME.

Vacancy is known in two situations (generally):

✓ An employee leaves and there is a vacancy created

✓ Business Growth

The vacancy is intimated to the HR department by the concerned technical department.

Ensure that judgment of abilities, experience and qualifications is made against the
requirements of the position in question.

1) Defining the Requirement - Decide what vacancy you have. If you need to fill a new
role quickly you might find it helpful to adapt one of the models provided here:

● Task analysis - Draw up a detailed list of tasks that the person will have to do.
This helps in determining the qualities and qualifications genuinely required for the job.
● Job description - Produce an outline of the broad responsibilities (rather than
detailed tasks) involved in the job.
● Person specification - Decide what skills, experience, qualifications and attributes
someone will need to do the job as defined in the task analysis and job description.

2) Selection - Select your candidate being objective and unbiased. Choose the person
who best fits your person specification.

● Short listing: Review applications on the basis of the person specification. Ensure
that you select for interview those who match the specifications, regardless of age, sex,
race etc, and that the specifications are not themselves discriminatory.
● Interviews: Interview your short-listed candidates remembering that your job is
not only to assess the best candidate for the job, but also to create a great impression of
your organization.

3) Candidate assessments - The interview will provide you with some information
but check it out before offering a job.
● Ask the candidate to show you examples of previous work, do a presentation, a
case study, some tests or full assessment. Tests can be done before the interview or
after the interview. It depends on the number of candidates being interviewed and the
type of job.
● You must have the specific permission of the applicant to do so, particularly if
you wish to contact their current employer. If you need them quickly, try phoning.

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4) Making a Job Offer - If you think you have found the right candidate, it’s time to make
the job-offer.

5) Induction - Help your new recruit to settle in quickly and become productive as soon
as possible.

Now, Let us see a little more in detail how this process can be divided into stages and
how best to execute the process:

The Recruitment Process:

The recruitment process begins when you know you need someone new in the
Department, either because an existing staff member has left, or because there is new
work to be done. It doesn't finish until after the appointment has been made.

The main stages are identified in the below flow chart –

Identify Vacancy

Prepare Job Description and person Specification

Advertise

Managing the Response

Short-listing

References

Arrange Interviews

Conduct The Interview

Decision Making

Convey The Decision

Appointment Action

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PRE-INTERVIEW

# Preparation of recruitment /selection document for the position

# Advertising
● Preparing advertisement
● Media selection
● Positioning
# Response handling
● Initial interview online or telephone
● Short-listing for interviews
● Interview arrangement
● Sending emails or calling short listed candidates
● Interview details to the short listed candidates
# During Interview
● HR interview
● Technical interview
● Conducting tests [Aptitude / Mathematical / Analytical etc.]
● Initial final list of candidates.
● Reference check (if required)

POST-INTERVIEW

# Email or Telephone call to unsuccessful candidates

# Technical Manager approval for a start up date.
# Email or Telephone call to successful candidates
# HRM prepares a letter of appointment

Recruitment Cycle Time:

To bring in more effectiveness in the recruitment process, HR would follow a specific

project deadline of 38 days (from the day it had received the approved Manpower
Requisition) to hire a new employee.

Time
Phase Activities
frame
Role Identification, Job Description, CV Sourcing & Initial HR
I 15 days
short-listing
5 days
Organizing the Written Tests
Organizing the First Technical Interviews 5 days
II
Organizing the Final Interviews 4 days
Sessions to take the final decisions 3 days
Preparing the Salary Proposal, Negotiate with the selected
III 6 days
candidates & offer closure
The process specific schedule break-up is mentioned below

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COMPLETE RECRUITMENT & SELECTION CYCLE

Phase – I: Pre-Selection
&
Functional MRF
Approving
Head
Authority
Approval

CV Sources
1. Internal CV database
Search 2. Hiring Consultants
Job Description HR 3. e-Recruitment portals
& 4. Internal Reference
Candidate Profile 5. Personal Networks
(Education, competencies,
Attitude etc)

CV Bank

Phase – II: Selection

Initial HR CVs not short-listed go

Screening to CV Database
(For Future use)

Short-listed CVs
Called for Personal Short-listed CVs
Interviews Tel. Interviews
(Local candidates)

HRco-ordinates to organize the interviews

Preliminary Interviews
(As per the Selection approving Matrix)

Short-listed candidates

Final Interview
(As per the Selection Approving Matrix)

De-briefing & final decision

(Interviewers discuss amongst themselves &
with HR to take a final selection decision)

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Phase – III: Post-Selection
Salary proposal
(HR to prepare it keeping in mind the
Internal Equity)

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