Recruitment Process

Recruitment process is a process consisting of various activities, through which search of prospective personnel both in quantity and quality- as indicated by human resource planning and job description and job specification is made.

Recruitment process consisting the following steps:

Recruitment process
1. Recruitment Planning: Recruitment process starts with its planning which involves the determination of following:

  1. Number of contacts: Generally,plan to attract more applicants than what they intend to select as they wish to have option in selecting the right candidates. The option is required because some of the candidates may not be interested in joining the organization;some of them may not meet the criteria of selection. Therefore, each time a recruitment programme is contemplated, the organization has to plan about the number of applications it should receive in order to fulfill all its vacancies with right personnel.
  2. Type of Contract: This refers to the type of personnel to be informed about the job openings based on job description and job specification. The type of people depends on the tasks and responsibilities involved and the qualifications and experience expected.

2. Identifying Recruitment Sources: After the finalisation of recruitment plan indicating the number and type of prospective candidates, they must be attracted to offer themselves for consideration to their employment. This necessitates the identification of sources from which these candidates can be attracted.

3. Contracting Sources: After the finalisation of sources from where the prospective candidates will be selected, the process of contracting these sources starts. Recruitment is a Two-way street; it involves recruiter and recruitee. A recruiter has the choice of whom to recruit,based on the information about the candidates. In the same way, a recruitee must have information about the organization to decide whether to join it or not. Therefore,before making the contract with the sources,particularly the external ones, the organization must decide the information which must be shared with the candidates.

4. Application Pool: Whatever the method of recruitment is adopted, the ultimate objective is to attract as many candidates as possible so as to have flexibility in selection. When the source of recruitment are contracted, the organization receives applications from prospective candidates. The number of applications depends on the types of organization, the type of jobs,and the type of conditions in specific human resource market.

5. Selection Process: Selection is the process of differentiating between applicants in order to identify those with a greater likelihood of success in a job. In selection process, highly specialized techniques are required. Therefore in the selection process,only personnel with specific skills like expertise in using selection tests, conducting interviews, etc., are involved.

6. Evaluation and Control: It is essential to improve the efficiency of future recruitment efforts. It should be borne in mind that recruitment is a costly process that includes costs such as the recruiter’s salary, advertising costs, managers salaries and other direct and indirect costs. It is therefore essential that recruitment process should be evaluated.