Top 4 Steps of Robust Recruitment Process
The process of recruitment forms one of the crucial parts of HR Operations. They need to hire people required to execute various tasks and responsibility in an organization at various levels. Requirement on the kind of people differs from organization to organization. Therefore it in very important for HR personnel to understand the function of the business he/she is in.
Hiring process is a combined effort of the HR and Hiring manager. Hence both the personnel should spend ample amount of time to discuss the qualities and capabilities they are looking for in the candidate.
To make the process a bit easier and simpler I have come up with four implementable steps that can be followed in any organization. This plan is full proved as I have got effective results as well. However, you can change the requirements as per your organization need.
Following are the four steps I am talking about. Read it carefully.
Step 1: Get details of the position to hire from the hiring manager
The hiring manager and the HR personnel should discuss well in advance the kind of person they want for a specific position. If a good coordination is not maintained, the HR would surely hire wrong kind of person and the process of recruitment would take longer time. However, it is understandable if both the personnel do not get ample time to get along and discuss because of their busy schedule. If such is the case, the HR can create a format Manpower Requisition Form to collect information required for a certain position.
The MR Form should cover all the important information required in the recruitment process to find the correct match. Some of the requirements will include:
You may also add a few of points as per your company’s requirement.
How to maintain the Master file of Manpower requirement and capturing progress
You must also maintain a master file where you can dump in all the record of the manpower requisition and progress generated. Simply create a spreadsheet to do so. Let me refer to Manpower Requisition as MR from now on.
Guideline to help you maintain the spreadsheet:
For instance, you can keep the following TAT depending upon position:
ü Below Assistant Manager : 30 Days
ü Assistant Manager to Manager : 45 Days
ü Above Manager to below General Manager : 60 Days
ü General Manager : 75 Days
ü Above General Manager : 90 Days
Maintaining the above information for each position will thus help you generate effective reports like:
ü How many positions are opened, WIP, Closed and held?
ü How many hiring are under TAT or exceeded TAT?
ü Grade wise positions along with closure status etc
Step 2: Find suitable candidate and send details to the hiring manager
When the hiring related information is obtained by the recruiter, he/she can start the sourcing process.
When the recruiter find a suitable candidate, he/she must forward the details of candidate to hiring manager. Before lining up the candidates for interview, the recruiter should match their suitability against each parameter. This way you can save time of the HR, hiring manager and candidate. Also if possible, telephonic round should be arranged to ensure hiring manager can judge further suitability on technical aspects before the Face to Face round
Make sure to send the following information while sending resume to the manager:
Step 3: Mid Recruitment Process
Below are certain tricks to make the recruitment / hiring process faster.
Step 4: Finalize the candidate
When a candidate is finally finalized after the rigorous process, follow the following process:
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