Recruitment Cycle

Recruitment Cycle consists of various steps and these steps are :

 

1. Getting the requisition from the concerned department/line managers

The first process in recruitment is obtaining the job requirements from the concerned department/line managers.

Different employer will have different requirement. Also, single employer may have different requirements.

Each employer will have own specifications for their job requirements like age, gender, background, subject knowledge, experience etc.

Clear understanding of these requirements is very important as it would spoil the whole recruitment process if misunderstood.

2. Analyzing the job requirements

Perform a job analysis

Document the job description and job specification.

3. Sourcing the candidates

There are many methods of sourcing like –

Advertising, a common part of the recruitment process, often encompassing multiple media

Recruitment web portal research, which is the proactive identification of relevant talent who may not respond to job postings and other recruitment advertising methods.

Recruitment consultants – basically they are HR recruitment consulting professional who understands the job description from the organization and identify the right candidate accordingly for the organization.

Employee Referrals – this is one of the best methods where the employer seeks the help of his own employees to fill up the job vacancies through there references. 

Word-of mouth referrals – this is obtained through friends, relatives and other known people. This also helps to large extent.

4. Screening and filtering

This is one of the critical and time-consuming processes. The complete data base has to be screened and the profiles which fit the relevant job description need to be filtered.

Factors for filtering are as per the job description and job specification.

5. Interaction with candidates

This is a step whereby the recruiter comes to know more about the candidate through direct conversation through phone conversations, mail exchanges, and face-to-face discussions.

This basically helps the recruiter to know about the candidate’s strength & weakness, capability & inability.

6. Arranging the Interviews accordingly

The recruiter arranges for the first round of interview.

This also involves confirming the availability of the concerned line-manager who is going to interview the candidates.

Some organizations have the policy of conducting a preliminary written/online test before the interview. Preliminary tests mostly are in the format of objective type questions with multiple options and the candidate has select the right answer.

7. Feedback of the interviewer

After the interview is over, the recruiter has to obtain the feedback from the interviewer.

At this stage, the opinion of the interviewer is very important as the chances of rejection happen if he doesn’t like the performance of the candidate.

8.Short-listing the candidates

If the interviewer rates the candidate positively, then the recruiter has to mark the concerned profile as short-listed.

Then, inform the candidate accordingly.

9. Arranging final round of interview with managers

A final round of interview with the concerned manager is compulsory.

Here, the mentality of both the interviewer and interviewee travels in the same path that they might work together if the situation goes well.

10. Arranging HR round of interview to finalize the terms

Here comes the stage whereby the recruiter obtains a ‘go-ahead’ from the interviewer etc.

11. Issuing the offer letter

At this stage, after mutual consent, the recruiter issues a formal offer letter to the selected candidate. It takes the form of either signed hard copy or scanned copy.

This will help the concerned candidate to put in his resignation letter to his current employer.

12. End of Recruitment Cycle

Recruitment cycle will not be considered as complete without the candidate actually joining duty.

It is not sure that all candidates who accept the offer will join the organization. The candidate cannot guarantee that he would join the organization for the reasons like  :

He might have some other offer or Using this offer letter, would have negotiated with his company for salary increment or He would have changed his mind about the job-shift.

Hence, it becomes the responsibility of the HR division to ensure that the candidate who has been issued offer letter joins duty on the committed date. Also, the HR managers should be able to keep alternate solutions during situations when the candidate does not join the duty.

 

 

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