Recruitment process

How to do recruitement

Recruitment is advertising and attracting talent to apply for the job in the organisation.

Recruitment is important process because we want to attract right talent/best fit candidate for the job.

For effective recruitment process employer branding is very important. If employer has good reputation in market, then the employer does not need to spend a lot of money to attract top talent for the job. Employer branding can be done by improving work environment, safety and by giving good facilities to the employees. Employees love to work in the company which has good and employee friendly policies, good work environment, good and inclusive culture.

HR leaders must design employee friendly and legally compliant policies for the business. Word of mouth plays very important role in employer branding. Unfair labour practices must be strictly avoided.

Once you have good reputation as an employer amongst the potential candidates then your advertisement will get good response and many candidates would apply. Once we get maximum job applications then we have many options available. Once there are many options available then we can screen the applications as per the job analysis/ Job description.

Once we have scrutinised applications then we can call the candidates and understand their roles, responsibilities. We need to evaluate candidates on competency, performance and behaviour. This can be achieved through asking candidates about their real life experience examples or for evaluating competency or behaviour we can ask the candidate to solve case study. If candidate has written fake things in his resume, then we will come to know about this through the candidates answer to the case study.

Once telephonic interview is done then we can have video conference with the candidate and now we can involve the technical expert and ask him to evaluate candidate on technical aspects. In presence of HR the candidate will now be evaluated in technical competencies (Knowledge, Skills & Abilities – KSA’s). Once suitability is understood then we can call the candidate for next level round face to face. In face to face interview we can further ask questions in greater details and can involve senior SME’s to interview the candidate. At this stage we can send the candidate to assessment center to evalute candidate further using software. Once evaluation gives proper results then we can negotiate salary with the candidate. Once salary gets accepted then we can send the candidate for medical examination. Based on medical test results we can give final offer to the candidate.