Recruitment is a core function of the HRD(Human Resource Department). It is a process which involves everything from identifying, attracting, screening, shortlisting, interviewing, hiring, and onboarding employees. The recruitment teams may be large or small depending on the size of the organization.
- Prepping for Your Ideal Candidate
- Sourcing and Attracting Talent
- Converting Applicants
- Selecting and Screening Candidates
- The Interview Process
- Reference Check
The recruitment process involves finding candidates with the best skills, experience, and personality to fit the job. It requires collecting and reviewing resumes, conducting job interviews, and selecting and onboarding an employee to start working for the organization. Nowadays, many online platforms like Seamless Search have simplified this process of recruitment. At Seamless Search, their background screening technology works behind the scenes to quickly provide you with clear, intuitive, and actionable results. Their interface or API solutions allow you to run background checks for employment along with other investigative reports right inside the platforms you use every day so you can get more done in less time.
Methods of selection
- CV: A CV is a document that applicants complete and submits alongside a job application…
- Application form- An application form is completed by a potential employee when they apply for a job….
- Letter of application…
- Group activities…
Employee Selection Process
The Employee selection Process takes place in the following order-
- Preliminary Interviews– It is used to eliminate those candidates who do not meet the minimum eligibility criteria laid down by the organization. The skills, academic and family background, competencies and interests of the candidate are examined during the preliminary interview. Preliminary interviews are less formalized and planned than the final interviews. The candidates are given knowledge about the company and the job profile, and it is also examined how much the candidate knows about the company. Preliminary interviews are also called screening interviews.
- Application blanks- The candidates who clear the preliminary interview are required to fill application blank. It contains data records of the candidates such as details about age, qualifications, the reason for leaving the previous job, experience, etc.
- Written Tests- Various written tests conducted during the selection procedure are aptitude tests, intelligence tests, reasoning tests, personality tests, etc. These tests are used to objectively assess the potential candidate. They should not be biased.
- Employment Interviews- It is a one-to-one interaction between the interviewer and the potential candidate. It is used to find whether the candidate is best suited for the required job or not. But such interviews consume time and money both. Moreover, the competencies of the candidate cannot be judged. Such interviews may be biased at times. Such interviews should be conducted properly. No distractions should be there in the room. There should be honest communication between the candidate and the interviewer.
- Medical examination- Medical tests are conducted to ensure the physical fitness of the potential employee. It will decrease the chances of employee absenteeism.
- Appointment Letter- A reference check is made about the candidate selected and then finally he is appointed by giving a formal appointment letter.
The recruitment process must be just, transparent, and fair. The candidate must be informed about the selection or the rejection. In addition, the decision-making process should not take very long to prevent the candidate from taking up another job opportunity. The candidate must be explained the complete process of his appointment and all the details of the documents to be submitted.