Dear sir, Can you provide me with complete and detailed information on the recruitment process step by step? for e.g what is the first step, 2nd step, etc? with thanks and best regards g.jijiya
From India, Hyderabad
1From India, Hyderabad
HR Recruitment Process
1. Client need assessment
a.. Define objectives and specifications
b.. Understand client's business and culture
c.. Understand the job/position specifications
d.. Understand roles and responsibilities of the prospective candidate
e.. Develop a search plan and review with the client
2. Candidate Identification
a.. Identify target sources
b.. Extensive organization mapping, research & database search of the profile
c.. Provide status report to client about the available talent pool
3. Candidate assessment and Presentation
a.. Screen and evaluate candidates
b.. Personal Interviews with Candidates wherever possible - assess skills, interest level and cultural fit
c.. Discuss the shortlist with the client and send resumes
4. Candidate interview, selection & Presentation of Offer
a.. Facilitate interviews with the client
b.. Obtain feedback
c.. Participate in decision making process
d.. Provide inputs on candidate's desired compensation
5. Closure & Follow up
a.. Negotiate offer acceptance
b.. Execute Reference check, Compensation & Job Level Discussions
c.. Coordinate Joining Formalities and on boarding as per predefined date
d.. Closing review to understand client's level of satisfaction
Regards,
Viji
From India, Madras
1. Client need assessment
a.. Define objectives and specifications
b.. Understand client's business and culture
c.. Understand the job/position specifications
d.. Understand roles and responsibilities of the prospective candidate
e.. Develop a search plan and review with the client
2. Candidate Identification
a.. Identify target sources
b.. Extensive organization mapping, research & database search of the profile
c.. Provide status report to client about the available talent pool
3. Candidate assessment and Presentation
a.. Screen and evaluate candidates
b.. Personal Interviews with Candidates wherever possible - assess skills, interest level and cultural fit
c.. Discuss the shortlist with the client and send resumes
4. Candidate interview, selection & Presentation of Offer
a.. Facilitate interviews with the client
b.. Obtain feedback
c.. Participate in decision making process
d.. Provide inputs on candidate's desired compensation
5. Closure & Follow up
a.. Negotiate offer acceptance
b.. Execute Reference check, Compensation & Job Level Discussions
c.. Coordinate Joining Formalities and on boarding as per predefined date
d.. Closing review to understand client's level of satisfaction
Regards,
Viji
From India, Madras
Hi,
This is kishore writing from espl software private limited, i am working as a business analyst, any body please help me with recuritment process happening in automation system, actually our company focused to product based, our current product HR application we completed nearyly 75 percentage, i strucked in the recuritement section, so can you please give some sample website or sample document regarding the same.
Thanks in advance
kishore.ss
From India, Nagercoil
This is kishore writing from espl software private limited, i am working as a business analyst, any body please help me with recuritment process happening in automation system, actually our company focused to product based, our current product HR application we completed nearyly 75 percentage, i strucked in the recuritement section, so can you please give some sample website or sample document regarding the same.
Thanks in advance
kishore.ss
From India, Nagercoil
dear sir /madam i thinks this types was in consultancy because they only deal with client companies ok it good but i need the recruitment process in organisation with regards sarita
From India, Visakhapatnam
From India, Visakhapatnam
A BIG Hi To all HR Friends,
I share the same doubts which Sai Sri has posted on this site on Jan 2010, in addition to those questions i would like to know the other methods of gathering the datebase of prospective candidates already working. Apart from the use of Job portals what are the other ways of getting the database of the candidates who might interested in a change of job. I should be glad to hear from you soon. Thanks for reading!
From India, Hyderabad
I share the same doubts which Sai Sri has posted on this site on Jan 2010, in addition to those questions i would like to know the other methods of gathering the datebase of prospective candidates already working. Apart from the use of Job portals what are the other ways of getting the database of the candidates who might interested in a change of job. I should be glad to hear from you soon. Thanks for reading!
From India, Hyderabad
Every company, be it small or large, needs a good workforce to acquire success along the way. The recruitment process helps companies to do the same. For those who do know what this recruitment is, it is the process of finding and hiring the right talent for a job position, in a timely as well as cost-effective manner.
Recruitment consists of a host of steps such as:
Job posting
Candidate screening
Interview scheduling
Hiring
Onboarding process
And much more.
Of late, companies have started relying on automated recruitment solutions such as HROne to automate their recruitment process. Such systems take care of the whole process, thereby allowing recruiters to pay attention to other vital tasks.
From India, Noida
Recruitment consists of a host of steps such as:
Job posting
Candidate screening
Interview scheduling
Hiring
Onboarding process
And much more.
Of late, companies have started relying on automated recruitment solutions such as HROne to automate their recruitment process. Such systems take care of the whole process, thereby allowing recruiters to pay attention to other vital tasks.
From India, Noida
Hi Yogith,
You would be able to find the recruitment process details on search here in cite HR as these topics were already discussed in the cite hr.
Anyway to the best of my knowledge the recruitment process may differ from firm to firm and based on various factors like the position you are recruiting, company policies, number of vacancies, time period for filling the vacancy, etc....
https://www.jobsoid.com/recruitment-process/
website like above will help you vast details.
In short-
Communicate with the team head and managers and create the job role specifications. Prepare posters and share on social media, references, connect collages or training institutes with - other marketing . Collect maximum resumes. Sort resumes using the criteria and comparing with job description. Connect with candidates. Conduct 1st level telephonic , and other interview levels and tests if necessary on discussion with your seniors. Share offer letter to the selected employee (better to discuss the same before sending the offer letter and if they are willing send the offer letter). In return of signd offer letter you can start onboarding. Complete with induction training of new employee.
I hope the above details help you.
Thanks,
Lakshmi
HR executive
From India, Kochi
You would be able to find the recruitment process details on search here in cite HR as these topics were already discussed in the cite hr.
Anyway to the best of my knowledge the recruitment process may differ from firm to firm and based on various factors like the position you are recruiting, company policies, number of vacancies, time period for filling the vacancy, etc....
https://www.jobsoid.com/recruitment-process/
website like above will help you vast details.
In short-
Communicate with the team head and managers and create the job role specifications. Prepare posters and share on social media, references, connect collages or training institutes with - other marketing . Collect maximum resumes. Sort resumes using the criteria and comparing with job description. Connect with candidates. Conduct 1st level telephonic , and other interview levels and tests if necessary on discussion with your seniors. Share offer letter to the selected employee (better to discuss the same before sending the offer letter and if they are willing send the offer letter). In return of signd offer letter you can start onboarding. Complete with induction training of new employee.
I hope the above details help you.
Thanks,
Lakshmi
HR executive
From India, Kochi
I have posted many times on recruitment process. I am copying my foolproof six step process that has been proven over and over again to work.
Long standing members will recall that I have posted many times on this subject.
For the newcomers, here again is Aussiejohn's 6 Easy Steps to Recruitment and Selection.
If you want the right candidate for the job, you only need 6 things:
1. A proper position description which sets out the requirements of the job
2. A person specification setting out what the successful candidate needs to perform the job
3. A rigorous selection process based on the PD and PS, to choose the top 4 candidates to interview
4. A targeted interview questionnaire based on the PD and PS, to ensure the candidates can do the job and can integrate into the company - no stupid, irrelevant questions that have nothing to do with the job. Every candidate for the position is asked the same set of questions to ensure you are comparing like with like
5. Well trained interviewer/s
6. A rigorous and thorough reference checking process
Ensure that you source the RIGHT type of candidates for interview right off the bat. Don't waste time on anyone else.
That's all there is to it. No need to complicate the process. Remember the KISS principle.
From Australia, Melbourne
Long standing members will recall that I have posted many times on this subject.
For the newcomers, here again is Aussiejohn's 6 Easy Steps to Recruitment and Selection.
If you want the right candidate for the job, you only need 6 things:
1. A proper position description which sets out the requirements of the job
2. A person specification setting out what the successful candidate needs to perform the job
3. A rigorous selection process based on the PD and PS, to choose the top 4 candidates to interview
4. A targeted interview questionnaire based on the PD and PS, to ensure the candidates can do the job and can integrate into the company - no stupid, irrelevant questions that have nothing to do with the job. Every candidate for the position is asked the same set of questions to ensure you are comparing like with like
5. Well trained interviewer/s
6. A rigorous and thorough reference checking process
Ensure that you source the RIGHT type of candidates for interview right off the bat. Don't waste time on anyone else.
That's all there is to it. No need to complicate the process. Remember the KISS principle.
From Australia, Melbourne
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