RECRUITMENT and

SELECTION
INTRODUCTION
LESSON1
INTRODUCTION

People are an essential component of every enterprise. The organization's destiny is

determined by the productivity and quality of its employees. As a result, choosing
the best candidates and putting them in the right places becomes critical. Hiring
occurs at this stage in the process.
For the HR staff, hiring is a strategic activity. The recruiting process begins with the
recruitment and training of staff. The systemic method of creating a pool of eligible
applicants for an organization's job is known as recruitment.
HR preparing, recruiting applicants, and screening them are all part of the process.
This process is influenced by a number of influences, both internal and external.
For this, the organization employs a variety of approaches and resources.
During the recruiting process, the screen candidate is used to make a decision.
There is also a particular procedure to follow. The preliminary interview and various
tests are performed, and if necessary, reference checks and a final interview are
conducted. There will be some challenges and hurdles to tackle throughout the
process. For their staff, various organizations use different methods and strategies.
A well-chosen and excellently employee would not only add to the organization's
efficiency, but also have considerable opportunities for eventual succession. This
role of recruiting is crucial.
Human resource planning (HRP) is the first step of the recruiting process, and it
helps decide the amount and type of people an agency requires.
Role analysis and job planning provide for the specification of job tasks and
responsibilities, as well as the qualifications required of prospective employees.
HRP, role analysis, and job planning both aid in identifying the types of
employees included in a company and, as a result, recruiting. It should be
remembered that recruiting is a continuous process that is not limited to an
organization's formative steps.
Recruitment is the process of actively seeking out, finding and hiring candidates
 for a specific position or job. The recruitment definition includes the entire
hiring process, from inception to the individual recruit’s integration into the
company.
 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.
 Recruitment process is a process of identifying the jobs vacancy, analyzing
the job requirements, reviewing applications, screening, shortlisting and
selecting the right candidate.
Recruitment process is the first step in creating a powerful resource base. The
process undergoes a systematic procedure starting from sourcing the resources to
arranging and conducting interviews and finally selecting the right candidates.
1. RECRUITMENT PLANNING
Recruitment planning is the first step of the recruitment process, where the vacant
positions are analyzed and described. It includes job specifications and its nature,
experience, qualifications and skills required for the job, etc.
A structured recruitment plan is mandatory to attract potential candidates from a pool
of candidates. The potential candidates should be qualified, experienced with a
capability to take the responsibilities required to achieve the objectives of the
organization.
Identifying Vacancy
The first and foremost process of recruitment plan is identifying the vacancy. This process
begins with receiving the requisition for recruitments from different department of the
organization to the HR Department, which contains −
 Number of posts to be filled
 Number of positions
 Duties and responsibilities to be performed
 Qualification and experience required
When a vacancy is identified, it the responsibility of the sourcing manager to ascertain
whether the position is required or not, permanent or temporary, full-time or part-time, etc.
These parameters should be evaluated before commencing recruitment. Proper identifying,
planning and evaluating leads to hiring of the right resource for the team and the
organization.
Job Analysis
Job analysis is a process of identifying, analyzing, and determining the duties,
responsibilities, skills, abilities, and work environment of a specific job. These
factors help in identifying what a job demands and what an employee must
possess in performing a job productively.
Job analysis helps in understanding what tasks are important and how to perform
them. Its purpose is to establish and document the job relatedness of
employment procedures such as selection, training, compensation, and
performance appraisal.
The following steps are important in analyzing a job −
 Recording and collecting job information
 Accuracy in checking the job information
 Generating job description based on the information
 Determining the skills, knowledge and skills, which are required for the job
 The immediate products of job analysis are job descriptions and job
specifications.
a. Job Description
Job description is an important document, which is descriptive in nature and
contains the final statement of the job analysis. This description is very important
for a successful recruitment process.
Job description provides information about the scope of job roles, responsibilities
and the positioning of the job in the organization. And this data gives the employer
and the organization a clear idea of what an employee must do to meet the
requirement of his job responsibilities.
Job description is generated for fulfilling the following processes −
 Classification and ranking of jobs
 Placing and orientation of new resources
 Promotions and transfers
 Describing the career path
 Future development of work standards
A job description provides information on the following elements −
 Job Title / Job Identification / Organization Position
 Job Location
 Summary of Job
 Job Duties
 Machines, Materials and Equipment
 Process of Supervision
 Working Conditions
 Health Hazards
b. Job Specification
Job specification focuses on the specifications of the candidate, whom the HR
team is going to hire. The first step in job specification is preparing the list of all
jobs in the organization and its locations. The second step is to generate the
information of each job.
This information about each job in an organization is as follows −
 Physical specifications
 Mental specifications
 Physical features
 Emotional specifications
 Behavioral specifications
A job specification document provides information on the following elements −
 Qualification
 Experiences
 Training and development
 Skills requirements
 Work responsibilities
 Emotional characteristics
 Planning of Career
c. Job Evaluation
Job evaluation is a comparative process of analyzing, assessing, and determining
the relative value/worth of a job in relation to the other jobs in an organization.
The main objective of job evaluation is to analyze and determine which job
commands how much pay. There are several methods such as job grading, job
classifications, job ranking, etc., which are involved in job evaluation. Job
evaluation forms the basis for salary and wage negotiations.
2. RECRUITMENT STRATEGY
Recruitment strategy is the second step of the recruitment process, where a
strategy is prepared for hiring the resources. After completing the preparation of
job descriptions and job specifications, the next step is to decide which strategy
to adopt for recruiting the potential candidates for the organization.
While preparing a recruitment strategy, the HR team considers the following
points −
 Make or buy employees
 Types of recruitment
 Geographical area
 Recruitment sources
3. SEARCHING THE RIGHT CANDIDATES
Searching is the process of recruitment where the resources are sourced
depending upon the requirement of the job. After the recruitment strategy is
done, the searching of candidates will be initialized. This process consists of two
steps −
1. Source activation − Once the line manager verifies and permits the existence
of the vacancy, the search for candidates starts.
2. 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 External Sources
Internal sources of recruitment refer
External sources of recruitment
to hiring employees within the
refer to hiring employees outside
organization through −
the organization through −
 Promotions
•Direct Recruitment
 Transfers
 Former Employees •Employment Exchanges
 Internal Advertisements (Job
Posting) •Employment Agencies

 Employee Referrals •Advertisements

 Previous Applicants
•Professional Associations

•Campus Recruitment

•Word of Mouth
4. SCREENING / SHORTLISTING
Screening starts after completion of the process of sourcing the candidates.
Screening is the process of filtering the applications of the candidates for further
selection process.
Screening is an integral part of recruitment process that helps in removing
unqualified or irrelevant candidates, which were received through sourcing.
The screening process of recruitment consists of three steps
a. Reviewing of Resumes and Cover Letters
Reviewing is the first step of screening candidates. In this process, the
resumes of the candidates are reviewed and checked for the candidates’
education, work experience, and overall background matching the
requirement of the job.
b. Conducting Telephonic or Video Interview
Conducting telephonic or video interviews is the second step of screening
candidates. In this process, after the resumes are screened, the candidates are
contacted through phone or video by the hiring manager. This screening process
has two outcomes −
 It helps in verifying the candidates, whether they are active and available.
 It also helps in giving a quick insight about the candidate’s attitude, ability to
answer interview questions, and communication skills.
c. Identifying the top candidates
Identifying the top candidates is the final step of screening the
resumes/candidates. In this process, the cream/top layer of resumes are
shortlisted, which makes it easy for the hiring manager to take a decision. This
process has the following three outcomes −
 Shortlisting 5 to 10 resumes for review by the hiring managers
 Providing insights and recommendations to the hiring manager
 Helps the hiring managers to take a decision in hiring the right candidate
4. EVALUATION AND CONTROL
Evaluation and control is the last stage in the process of recruitment. In this
process, the effectiveness and the validity of the process and methods are
assessed. Recruitment is a costly process, hence it is important that the
performance of the recruitment process is thoroughly evaluated.
The costs incurred in the recruitment process are to be evaluated and controlled
effectively. These include the following −
 Salaries to the Recruiters
 Advertisements cost and other costs incurred in recruitment methods, i.e.,
agency fees.
 Administrative expenses and Recruitment overheads
 Overtime and Outstanding costs, while the vacancies remain unfilled
 Cost incurred in recruiting suitable candidates for the final selection process
 Time spent by the Management and the Professionals in preparing job
description, job specifications, and conducting interviews.
REFERENCE:
https://
www.tutorialspoint.com/recruitment_and_selection/recruitment_process.htm