Project Report on Recruitment Cycle in Retail Industry

Topics: Recruitment, Employment, Job interview Pages: 5 (898 words) Published: June 2, 2011
n Simple words, ‘Recruitment’ denotes selecting a right person for right position at right time.

Recruitment is a process of attracting qualified applicants for a particular job. The process begins when the job requirement arises and ends when the position is closed. The result is derived from a pool of applicants, from where the appropriate candidate is selected.

What is Recruitment Cycle?

Recruitment Cycle consists of many steps. The real time scenario of Recruitment cycle is as follows:

1. Obtaining job requirements 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 their own specification 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. Analysing the job requirements

- This is noting but Job analysis.

- Perform a job analysis and document the job description.

3. Sourcing the candidates

There are many methods of sourcing like –

Advertisements, a common part of the recruiting process, often encompassing multiple media, such as the Internet, general newspapers, job ad newspapers, professional publications, window advertisements, job centers, and campus graduate recruitment programs;

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 employer and help to identify the right candidate accordingly.

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. As a token of appreciation, some employers offer an attractive cash incentive to those employees who help the employer to find a suitable candidate through his reference.

Word-of-mouth referrals – This is obtained through friends, relatives and other known people. This also helps to a 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 age, background, experience, subject-knowledge, communication skills, achievements in the past etc

- Possibilities are there that most matching profiles might be ignored by oversight, unfit profiles might be filtered for lack of adequate knowledge. Hence, adequate care needs to be taken in this process.

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 their strength & weakness, capability & inability.

6. Arranging Interview

- After ensuring that the filtered profiles match the relevant job requirements and also the fact that the concerned candidates are interested in attending the interview, the recruiter arranges for the first round of technical 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 to select the right answer.

7. Feedback of the interviewer

- After the interview is over, the recruiter has to obtain the opinion...
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