Recruitment Selection Hiring Process
Recruitment is a process of finding and attracting the potential resources for filling up the vacant positions in an organization. It sources the candidates with the abilities and attitude, which are required for achieving the objectives of an organization.
Human Resource (HRM) Recruitment and Selection
Before hiring an applicant for a job position, an organization goes through a step-by-step process to find the most qualified candidate to fill the role. Though a search can take time, a rushed hire can lead to additional staff turnover and missed opportunity costs. By investing in a thorough and detailed hiring process, a hiring staff can make the right decisions and bring in talented professionals who will help the company grow.
Identify hiring need
Before a position can be filled, it must be identified as available. Positions are either newly formed or recently vacated. In either case, the hiring staff should meet to generate a prioritized list of job requirements including special qualifications, characteristics, and experience wanted from a candidate.
Job Analysis
Job analysis helps in understanding what tasks are important and how to perform them. Its purpose is to establish and document the job relatednessof 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.
Post and promote job openings
The job listing is advertised internally so current employees can apply and make referrals. Other avenues for promotion are the company’s website, online job boards, social media, job fairs, and industry publications.
Recruiting
Beyond passive recruitment via job posts, the hiring staff should seek out qualified candidates via LinkedIn, social media, and industry events. This will ensure that some applications from potential candidates who are not actively searching for new jobs but who may be perfect for the role are received.
Recruitment Strategy
A. Job Description
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
A job description provides information on the following elements −
- Job Title / Job Identification / Organization Position
- Job Location
- Summary of Job
- Job Duties
- Machines, Materials and Equipment
- Process of Supervision
- Working Conditions
- Health Hazards
B. Job Specification
This information about each job in an organization is as follows −
- Physical specifications
- Mental specifications
- Physical features
- Emotional specifications
- Behavioral specifications
A job specification document provides information on the following elements −
- Qualification
- Experiences
- Training and development
- Skills requirements
- Work responsibilities
- Emotional characteristics
- Planning of career
C. Job Evaluation
Job evaluation is a comparative process of analyzing, 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 analyze 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.
C. Job Evaluation
Job evaluation is a comparative process of analyzing, 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 analyze 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.
B. Screening interview
Initial interviews with applicants are typically phone calls with HR representatives. These interviews determine if applicants have the qualifications needed to do the job and serve to further narrow the pool of candidates. HR may also explain the interviewing process during this step.
C. Applicant talent assessment
Before, during, or after interviews, hiring staff often assign applicants one or more standardized tests to assess personality type, talent (also called pre-employment tests), physical suitability for the job, cognition (reasoning, memory, perceptual speed and accuracy, math, and reading comprehension), and/or emotional intelligence. Some organizations also require applicants to take tests or complete assignments to demonstrate professional skills applicable to the open position.
D. Background check
One of the final steps prior to making a job offer is conducting background checks to review candidates’ criminal record, to verify employment history and eligibility, and to run credit checks. Some organizations also check social media accounts (Facebook, Twitter, etc.) to make sure potential employees are likely to represent the company in a professional manner. Drug testing may also be warranted, depending on the nature of the job.
E. Decision
The hiring staff confers and evaluates applicants based on the interviews, job experience, skills and talent assessments, and all other relevant information (recommendations, e.g.). A top choice should be identified and agreed on. A backup candidate selection should be made, as well. If no candidates meet the hiring criteria, the hiring process should start over.
Recruitment Selection Hiring Process Agency in Delhi
About Delhi
Delhi, also known as the National Capital Territory of India, is the capital of the country. It is India’s only city-state that envelops other cities such as Noida, Greater Noida, Gurgaon, Alwar, Ghaziabad, Faridabad and other nearby cities and towns. Delhi is now the world’s second most populous city and the largest Indian city in terms of area. Property in Delhi is one of the most expensive in the country.
Surrounded by the states of Haryana and Uttar Pradesh and located on the banks of the river Yamuna, Delhi is a major commercial center of the north. It has a rich and diverse history, spending most of its time as a capital under the rule of various kingdoms and empires. It has been rebuilt several times during its history and has had an altering geographical boundary. For this reason, it is called the city of cities.
Delhi real estate has witnessed rapid progress in infrastructure and development. The city has excellent and improving connectivity. Certain industries such as IT, Knowledge Process Outsourcing, and Business Process Outsourcing (BPO) have shown tremendous growth over the last few years creating new employment opportunities for the city’s growing population.
Stats and Facts
The population of Delhi, as per the Census report of 2011, stands at 1.68 crores.
According to the same report, the sex ratio in Delhi is 868 per 1000 males, which is well below the national average sex ratio of 940 per 1000 males. There is, however, a definite increase in sex ratio from the previous counting that occurred in 2001.
Delhi has a literacy rate of 86.21%, according to the Census of 2011. This number indicates an upward trend since literacy rate stood at just 81.67% during the release of the previous Census report in 2001.
Yamuna is a major river flowing right through Delhi.
Delhi is vulnerable to earthquakes as it lies in India’s seismic zone-IV.
It finds a place in the mythical tale of Mahabharata, as it was the site of ancient Indraprastha, the capital of the Pandavas.
Although Delhi is a union territory, it closely resembles a state because it has a legislature, executive council of ministers headed by a Chief Minister and a high court.
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Ghaziabad, Faridabad, Gurgaon, Noida.
The Tertiary Sector
The tertiary sector is the largest contributor to the Delhi’s gross State Domestic Product (SDP), at 70.95%, as confirmed by the Economic Survey of Delhi 2005-06.
Key service industries comprising this sector are IT and telecommunications, banking, tourism, media, and hotels. Real estate and health & community services are also important to Delhi’s economy.
The city attracts considerable foreign investment, thanks to the availability of skilled labor and the large consumer market in the city. Property in delhi has seen good chunk of this investment overtime.
Delhi’s prominence as a trade center is also noteworthy. It’s favored by being located in the trade route extending from Punjab to the Gangetic plains.
Connectivity
The domestic and international travelers can reach Delhi via air through the Indira Gandhi International Airport. IGI Terminal 3 is regarded as one of the world’s largest buildings. With 35 million passengers using the airport during 2012-13, Delhi IGI airport is among the busiest in South Asia.
Delhi is the headquarters of the Northern Railway. It’s an important junction for Indian railways. Old Delhi, New Delhi, Anand Vihar railway terminal, Nizamuddin and Sarai Rohilla are the five prominent railway stations in the city.
Delhi has excellent road connectivity through five National Highways – 1, 2, 8, 10, and 24 connecting it to all the major Indian cities. It’s connected to Gurgaon by the Delhi-Gurgaon Expressway and to the neighboring industrial town of Faridabad by The Delhi-Faridabad Skyway. The Noida-Greater Noida Expressway and the DND Flyway are the other roads connecting Delhi to the neighboring towns.
The city has a rapid transit system in the form of Delhi Metro which connects it to Noida, Gurgaon, Ghaziabad, and Faridabad. Delhi Metro was India’s first modern public transportation system and led the way for many other such projects to be unfurled.
Delhi Civic Administration
The National Capital Territory of Delhi comprises 9 districts, 3 statutory towns, the Municipal Corporation of Delhi (MCD), the New Delhi Municipal Council (NDMC), and the Delhi Cantonment Board (DCB); 59 census towns, 27 tehsils and 300 villages.
The five local municipal corporations in Delhi are NDMC, DCB, East Delhi Municipal Corporation, South Delhi Municipal Corporation and North Delhi Municipal Corporation.
The city-state hosts the Delhi High Court, the Supreme Court of India and other subordinate courts.
For administrative purposes, Delhi is divided into 9 police zones comprising 95 local police stations.
The Parliament of India, Rashtrapati Bhavan is also situated in Delhi.
Recruitment Selection Hiring Process Agency in Delhi
About Delhi
Recruitment Selection Hiring Process Agency in Delhi
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