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The five steps involved in recruitment process are:
- Recruitment Planning
- Strategy Development
- Evaluation and Control
The first step involved in the recruitment process is Recruitment planning. Here, planning involves to file a comprehensive job specification for the vacant position, outlining its major and minor responsibilities, the skills, experience and qualifications needed, grade and level of pay, starting date, whether temporary or permanent, and mention of special conditions, if any, attached to the job to be filled
Once it is known how many with what qualifications of candidates are required, the next step involved in this regard is to create a suitable strategy for recruiting the candidates. The strategic considerations may include issues like whether to prepare the required candidates themselves or hire it from outside, what type of recruitment method to be used, which areas are considered for searching the candidates, which source of recruitment to be practiced, and what sequence of activities to be followed in recruiting candidates in the organization.
This step includes attracting job seekers to the organization. There are two types of sources used to attract candidates.
- Internal Sources: Recruitment involves motivating the employees of the organization to apply for the openings within the organization.
- External Source: Recruitment involves motivating the skilled and more efficient candidate’s external to the organization to apply for the vacant positions in the organization.
Screening is starting point of selection, it is considered as an integral part of recruitment. After screening and short listing the resumes, the selection process will start. Applications are screened against the qualification, knowledge, skills, interest and experience mentioned in the job specification. Those who do not qualify are straightly eliminated from the selection process
The technique used for screening candidates depends on the source of supply and method used for recruiting. Preliminary applications, de-selection tests (Aptitude, Logical reasoning ) and screening interviews are the techniques used for screening the candidates.
Evaluation and Control:
The costs generally spent in a recruitment process include:
- Salary of recruiter
- Cost of time spent for preparing job analysis and advertisement
- Administrative expenses
- Cost of overtime while vacancies remain unfilled
- Cost incurred in recruiting unsuitable candidates
In view of above, it is necessary for an employer to answer some questions like: whether the recruitment methods are appropriate and valid? And whether the recruitment process followed in the organization is effective or not? If the answers to these questions are in negative, the appropriate control measures need to be evolved and exercised to tide over the situation.