Hiring Process - Recruitment & Selection

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Hiring Process: Recruitment

The entire hiring process consists of recruitment, selection, induction and follow-up. Recruitment refers to the process of screening, and selecting qualified people for a job at an organization or firm, or for a vacancy in a volunteer-based some components of the recruitment process, mid and large-size organizations and organizations often retain professional recruiters or outsource some of the process to recruitment agencies. External recruitment is the process of attracting and selecting employees from outside the organization. It is a process of stimulating people to apply for vacant positions of an organization. In other word, recruitment is a process of searching for prospective employees. It identifies and evaluates sources.

Sources of Recruitment: Internal and External

There are basically two sources of recruitment like: internal source and external source. Organizations may prefer any or both sources on the basis of their philosophy and business strategy. Organizations often fill up the vacancies through internal promotion or job change process. In many organizations prefers internal source rather than external source of recruitment for certain reasons. Here, employees become more committed and dedicated to the organization that increases their general level of morale. Internal source also help in avoiding possible wastage of talent, time and money. Internal sources are not always sufficient and many new job specifications cannot be met from the available inventory of manpower. In that case external (outside) sources are tapped. The most common external sources of recruitment are: advertising, employment agencies, recommendations of the present employees, academic/training institutes, labor unions, deputation, internet/websites recruitment etc. In order to make the hiring process successful some preliminary requirements must be satisfied. These are: a) authority to come from employee requisition;

b) there must be standard performance with which applicant (prospective candidates) can be compared from job specification; and c) sufficient job applicant.

Screening and Selection

Suitability for a job is typically assessed by looking for skills, e.g. communication, typing, and computer skills. Qualifications may be shown through résumés, job applications, interviews, educational or professional experience, the testimony of references, or in-house testing, such as for software knowledge, typing skills, numeracy, and literacy, through psychological tests or employment testing. In some countries, employers are legally mandated to provide equal opportunity in hiring. Business management software is used by many recruitment agencies to automate the testing process. Many recruiters and agencies are using an Applicant tracking system to perform many of the filtering tasks, along with software tools for psychometric testing. Common personal qualities that form the basis for selection are: skill, experience, age, sex, education/training, physical characteristic, appearance, intelligence, initiative, ingenuities, aptitude, maturity, attitude towards work and personality. Some of these qualities and capabilities are difficult to measure or discover. In general the common methods of discovering the above qualities are: initial or preliminary interview, application blank, check of reference, tests (psychological, knowledge, performance, attitude, medical etc.), employment interview, approval by the supervisor, physical examinations and induction.

|Different types of Tests | |Psychological Tests | |(Psychological tests measure personality or temperament. | |They are among the least reliable tests)...
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