Recruitment & Selection Process in HRM

Recruitment is a process of finding and attracting the potential resources for filling up the vacant positions in an organization. It sources the candidates with the abilities and attitude, which are required for achieving the objectives of an organization.
This is a process of identifying the jobs vacancy, analyzing the job

Recruitment is a process of finding and attracting the potential resources for filling up the vacant positions in an organization. It sources the candidates with the abilities and attitude, which are required for achieving the objectives of an organization.
This is a process of identifying the jobs vacancy, analyzing the job requirements, reviewing applications, screening, shortlisting and selecting the right candidate.

Step 1: (i) Recruitment Planning & Selection Process
Recruitment basically consists of three distinct phases. The work before posting an ad for the vacant position, the selection process and finally choosing the right candidate.
⦁ Identifying Vacancy
⦁ Job Analysis
⦁ Job Description
⦁ Job Specification
⦁ Job Evaluation
⦁ Receive applications
⦁ Rating and ranking candidates
⦁ Interviews
⦁ Simulated work exercise
⦁ Offer and tying off loose ends

(ii) Planning & Forecasting
⦁ Employment or personal planning is the process of deciding in which what positions of the firm will have to fill and how to fill them.

⦁ Succession Planning is the process in which decide how to fill the company’s most important executive jobs.

⦁ What to Forecast: In which includes the overall personal needs and the supply of inside and outside candidates.

Step 2: Strategy Development
⦁ Develop a thorough understanding of your company’s objectives
⦁ Evaluate your HR capability
⦁ Analyze your current HR capacity in light of your goals
⦁ Estimate your company’s future HR requirements
⦁ Determine the tools required for employees to complete the job
⦁ Implement the human resource management strategy
⦁ Evaluation and corrective action


Step 3: Searching the right candidates
⦁ Source activation: Once the line manager verifies and permits the existence of the vacancy, the search for candidates starts.

⦁ Selling: Here, the organization selects the media through which the communication of vacancies reaches the prospective candidates.

⦁ Searching involves attracting the job seekers to the vacancies. The sources are broadly divided into two categories: Internal Sources and External Sources.

Internal Sources
Internal sources of recruitment refer to hiring employees within the organization through
⦁ Promotions
⦁ Transfers
⦁ Former Employees
⦁ Internal Advertisements (Job Posting)
⦁ Employee Referrals
⦁ Previous Applicants
External Sources
External sources of recruitment refer to hiring employees outside the organization through −
⦁ Direct Recruitment
⦁ Employment Exchanges
⦁ Employment Agencies
⦁ Advertisements
⦁ Professional Associations
⦁ Campus Recruitment
⦁ Word of Mouth


Step 4: Screening/Shortlisting
Selecting candidates involves two main processes:
⦁ Screening
⦁ Shortlisting
The Pre-screening is done by the Recruitment Consultant and is based on:
⦁ Skills and experience required to do the job as per the Recruitment brief
⦁ Conducting Telephonic or Video Interview
⦁ Identifying the top candidates
⦁ Reviewing of Resumes and Cover Letters
⦁ Professional registration eligibility
⦁ References & Immigration status
⦁ Pre-screening questions (This is the application form) and other HR documents.

Step 4: Evaluation and Control
Evaluation and control is necessary as considerable costs are incurred in the recruitment process. The costs generally incurred are:
⦁ Salaries for recruiters.
⦁ Management and professional time spent on preparing job description, job specifications, advertisements, agency liaison, and so forth.
⦁ Cost of advertisements or other recruitment methods, that is, agency fees.
⦁ Cost of producing supporting literature.
⦁ Recruitment overheads and administrative expenses.
⦁ Costs of overtime and outstanding while the vacancies remain unfilled.
⦁ Cost of recruiting suitable candidates for the selection process.

If you want to requite staff or executive employees, get help from our HRM experts

requirements, reviewing applications, screening, shortlisting and selecting the right candidate.

Step 1: (i) Recruitment Planning & Selection Process
Recruitment basically consists of three distinct phases. The work before posting an ad for the vacant position, the selection process and finally choosing the right candidate.
⦁ Identifying Vacancy
⦁ Job Analysis
⦁ Job Description
⦁ Job Specification
⦁ Job Evaluation
⦁ Receive applications
⦁ Rating and ranking candidates
⦁ Interviews
⦁ Simulated work exercise
⦁ Offer and tying off loose ends

(ii) Planning & Forecasting
⦁ Employment or personal planning is the process of deciding in which what positions of the firm will have to fill and how to fill them.

⦁ Succession Planning is the process in which decide how to fill the company’s most important executive jobs.

⦁ What to Forecast: In which includes the overall personal needs and the supply of inside and outside candidates.

Step 2: Strategy Development
⦁ Develop a thorough understanding of your company’s objectives
⦁ Evaluate your HR capability
⦁ Analyze your current HR capacity in light of your goals
⦁ Estimate your company’s future HR requirements
⦁ Determine the tools required for employees to complete the job
⦁ Implement the human resource management strategy
⦁ Evaluation and corrective action


Step 3: Searching the right candidates
⦁ Source activation: Once the line manager verifies and permits the existence of the vacancy, the search for candidates starts.

⦁ Selling: Here, the organization selects the media through which the communication of vacancies reaches the prospective candidates.

⦁ Searching involves attracting the job seekers to the vacancies. The sources are broadly divided into two categories: Internal Sources and External Sources.

Internal Sources
Internal sources of recruitment refer to hiring employees within the organization through
⦁ Promotions
⦁ Transfers
⦁ Former Employees
⦁ Internal Advertisements (Job Posting)
⦁ Employee Referrals
⦁ Previous Applicants
External Sources
External sources of recruitment refer to hiring employees outside the organization through −
⦁ Direct Recruitment
⦁ Employment Exchanges
⦁ Employment Agencies
⦁ Advertisements
⦁ Professional Associations
⦁ Campus Recruitment
⦁ Word of Mouth


Step 4: Screening/Shortlisting
Selecting candidates involves two main processes:
⦁ Screening
⦁ Shortlisting
The Pre-screening is done by the Recruitment Consultant and is based on:
⦁ Skills and experience required to do the job as per the Recruitment brief
⦁ Conducting Telephonic or Video Interview
⦁ Identifying the top candidates
⦁ Reviewing of Resumes and Cover Letters
⦁ Professional registration eligibility
⦁ References & Immigration status
⦁ Pre-screening questions (This is the application form) and other HR documents.

Step 4: Evaluation and Control
Evaluation and control is necessary as considerable costs are incurred in the recruitment process. The costs generally incurred are:
⦁ Salaries for recruiters.
⦁ Management and professional time spent on preparing job description, job specifications, advertisements, agency liaison, and so forth.
⦁ Cost of advertisements or other recruitment methods, that is, agency fees.
⦁ Cost of producing supporting literature.
⦁ Recruitment overheads and administrative expenses.
⦁ Costs of overtime and outstanding while the vacancies remain unfilled.
⦁ Cost of recruiting suitable candidates for the selection process.

If you want to requite staff or executive employees, get help from our HRM experts

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