Unit-2 Human Resource Management

Recruitment (hiring)

Recruitment refers to the process of identifying, attracting, interviewing, selecting,

hiring and on boarding employees. In other words, it involves everything from the
identification of a staffing need to filling it. Recruitment is the first step in building
an organization's human capital. At a high level, the goals are to locate and hire the
best candidates, on time, and on budget.

While the recruitment process is unique to each organization, there are 15 essential
steps of the hiring process. They are mentioned below:-

 Identify the hiring need

 Devise a recruitment plan
 Write a job description
 Advertise the position
 Recruit the position
 Review applications
 Phone Interview/Initial Screening
 Interviews
 Applicant Assessment
 Background Check
 Decision
 Reference Check
 Job offer
 Hiring
 Onboarding (Onboarding is the processes of integrating new hires into the
workplace, helping them understand their work environment, company culture, and
making them feel welcomed.)

Types of Recruiting
 Internal Recruiting: internal recruiting involves filling vacancies with
existing employees from within an organization.
 External Recruiting: In external recruitment job vacancies are filled by
hiring professionals that are not part of the company. In other words, by looking
for candidates on the market.
 E-recruitment: Also, known as online recruitment, refers to the use of web-
based technology for the various processes of attracting, assessing, selecting,
recruiting and on boarding job candidates. 
 Retained Recruiting: When organization hires a recruiting firm, there are
several ways to do so; retained recruiting is a common one. When an organization
retains a recruiting firm to fill a vacancy, they pay an upfront fee to fill the
position. The firm is responsible for finding candidates until the position is filled.
The organization also agrees to work exclusively with the firm. Companies cannot,
in other words, hire multiple recruiting firms to fill the same position.
 Contingency Recruiting: like retained recruiting, contingency recruiting
requires an outside firm. Unlike retained recruiting, there is no upfront fee with
contingency. Instead, the recruitment company receives payment only when the
clients they represent are hired by an organization.
 Staffing Recruiting: staffing recruiters work for staffing agencies. Staffing
recruiting matches qualified applicants with qualified job openings. Moreover,
staffing agencies typically focus on short-term or temporary employment positions.
 Outplacement Recruiting: Outplacement is typically an employer-
sponsored benefit which helps former employees transition into new jobs.
Outplacement recruiting is designed to provide displaced employees with the
resources to find new positions or careers.
 Reverse Recruiting: Reverse Recruiting refers to the process whereby an
employee is encouraged to seek employment with a different organization that
offers a better fit for their skill set. We offer Reverse Recruiting Days to help
workers with this process. At our Reverse Recruiting Days we review resumes,
conduct mock interviews, and offer deep dives into specific job roles.

Selection

The process of selection and short listing of the right candidates with the necessary
qualifications and skill set to fill the vacancies in an organization. The selection
process varies from industry to industry, company to company and even amongst
departments of the same company.

Selection Process

Every organization creates a selection process because they have their own
requirements. Although, the main steps remain the same. They are mentioned below-

1) Screening applications- the first step involves screening all the applications
received through various channels & removing any wrongly submitted CVs.

2. Short listing CVs- based on a candidate's education, work experience, skill sets
etc, CVs of candidates are shortlisted for the subsequent selection process steps.
3. Written test- to test the technical knowledge & skills of shortlisted candidates,
written tests are conducted.

4. Group discussions- in case there a large of candidates applying, a group

discussion or GD becomes a step to evaluate the candidate's knowledge, language,
confidence, participation etc.

5. Interview- after all the above steps, a few candidates are selected for a personal
interview with the department heads. Interview sessions are detailed so that it helps
the recruiter understand the candidate as much as possible. Generally, interviews
are one-on-one face to face, but can also be done via phone, video conferencing
etc.

6. Job offer- once a company selects a final candidate, they offer a job with salary,
perks etc to the candidate.

7. Medical test- if the candidate accepts the job offer, a medical test is conducted
to check the overall wellbeing & health of a candidate.

8. Appointment Letter- once all the above steps of selection process are
satisfactorily completed, the candidate is appointed & is hired for the job profile.

(Here, no 3, no 4 varies depending upon the type of organization. Also, no 7

point is usable in case Govt. /Defense etc. jobs or any private jobs)

Orientation

It is a systematic and planned introduction of employees to their jobs, co-workers

and the organization. It is also known as Induction.
Objectives of orientation:-

 gain employee commitment,

 reduce his or her anxiety,
 helps to understand the organization’s expectations, and
 Convey what he or she can expect from the job and the organization.

Orientation VS Onboarding

Orientation begins on the first day of work and consists of first-day introductions

and information.

Onboarding starts from the moment a candidate accepts their offer, includes

orientation, and proceeds to encompass a longer transition period. In short,
orientation is a part of on boarding, but they are not the same thing.

Types of Employee Orientation

 Realistic Orientation: These people are attracted to occupations that

involve physical activities requiring skill, strength, and cooperation.
Examples include forestry, farming, and agriculture.
 Investigative Orientation: Investigative people are attracted to careers that
involve cognitive activities (thinking, organizing, and understanding) rather
than affecting activities (feeling, acting, or interpersonal and emotional
tasks).Investigative orientation examples are biologists, chemists, and
college professors.
 Social Orientation: These people are attracted to careers that involve
interpersonal rather than intellectual or physical activities. Social orientation
examples are clinical psychology, Foreign Service, and social work.
 Conventional Orientation: A conventional orientation favors careers that
involve structured, rule-regulated activities and careers. It is expected that
the employee subordinates his or her personal needs to those of the
organization. Conventional orientation examples include accountants and
bankers.
 Enterprising Orientation: Verbal activities aimed at influencing others
characterize enterprising personalities. Examples include managers, lawyers,
and public relations executives.
 Artistic Orientation: People here are attracted to careers that involve self-
expression, artistic creation, expression of emotions, and individualistic
activities. Examples include artists, advertising executives, and musicians.