Setting up the Best Recruitment Team

                            

                        

            Setting up the Best Recruitment Team

A strong recruitment team ensures a strong recruitment process. The team’s role in the recruitment process is crucial because one wrong decision can affect the productivity of the entire workforce

Recruitment is process of findings potential suitable resource for fill up the vacant positions in an organization. It sources candidates with the abilities and attitude which are required for achieving the objectives of an organization.

Related on recruitment process bellow criteria need to function relevant department

Ø Recruitment Planning

Ø Recruitment strategy

Ø Searching the right candidates

Ø Screening and Shortlisting

Ø Evaluation and control

Recruitment Planning

     According to organization needs recruitment planning is most important part of during recruitment process. 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.

During Recruitment planning under bellow sub factors are considering for getting maximum benefit for company.

Identifying Vacancy

The first and foremost process of recruitment plan is identifying the vacancy. This process begins with receiving the requisition for recruitment 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

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

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

Job Evaluation

 

Job evaluation is a comparative process of analysing, 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 analyse 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.

References:

 

tutorialspoint.com (2019). Recruitment and Selection Recruitment Process. [online] www.tutorialspoint.com. Available at: https://www.tutorialspoint.com/recruitment_and_selection/recruitment_process.htm.

 

Jobsoid Team (2018). End to End Recruitment Process - The Ultimate Guide to Hiring Top Talent |... [online] Jobsoid. Available at: https://www.jobsoid.com/recruitment-process/.