Recruitment Process

Recruitment Process

Recruitment process is a process of identifying the jobs vacancy, analyzing the job requirements, reviewing applications, screening, shortlisting and selecting the right candidate. The five steps involved in recruitment process are as follows: (i) Recruitment Planning (ii) Strategy Development (iii) Searching (iv) Screening (v) Evaluation and Control.

  1. Recruitment Planning:

The first step involved in the recruitment process is planning. Here, planning involves to draft a comprehensive job specification for the vacant position, delineating its major and minor responsibilities; the abilities , experience and qualifications required; 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.

Recruitment plan refers to a prearranged strategy for hiring employees. It goes about as a timetable for organizations to discover qualififed candidates without causing downtime for the organization. Recruitment plan identifies the goals for a particular position.

  1. Strategy Development:

Once it is known how many with what qualifications of candidates are required, the next step engaged in this regard is to devise a suitable strategy for recruiting the candidates in the organisation.

The strategic considerations to be considered may include issues like whether to prepare the required candidates themselves or hire it from outside, what type of recruitment method to be used, what geographical area be considered for searching the candidates, which source of recruitment to be practiced, and what sequence of activities to be followed in selecting applicants in the organisation.

  1. Searching:

This step involves attracting job seekers to the organisation. There are broadly two sources used to attract candidates.

These are:

  1. Internal Sources, and
  2. External Source


Though some view screening as the starting point of selection, we have considered it as an integral part of recruitment.The reason being the determination procedure begins simply after the applications have been screened and shortlisted. Give it a chance to be exemplified with a precedent.

In the Universities, applications are welcomed for filling the post of Professors. Applications re¬ceived in response to invitation, i.e., advertisement are screened and shortlisted on the basis of eligibility and suitability. Then, only the screened applicants are invited for seminar presentation and personal interview. The selection process starts from here, i.e., workshop presentation or interview.

Job specification is invaluable in screening. Applications are screened against the qualification, knowledge, skills, abilities, interest and experience mentioned in the job specification. The individuals who don’t qualify are straightway wiped out from the selection process.

The techniques used for screening candidates vary depending on the source of supply and method used for recruiting. Primer applications, de-choice tests and screening interviews are common techniques used for screening the candidates.

  1. Evaluation and Control:

Given the considerable cost involved in the recruitment process, its evaluation and control is, therefore, imperative.

The costs generally incurred in a recruitment process include:

(i) Salary of recruiters

(ii) Cost of time spent for preparing job analysis, advertisement

(iii) Administrative expenses

(iv) Cost of outsourcing or overtime while vacancies remain unfilled

(v) Cost incurred in recruiting unsuitable candidates

In view of above, it is essential for a prudent employer to try to answer certain questions like: whether the recruitment methods are appropriate and valid? And whether the recruitment process followed in the organisation is effective at all or not? In case the answers to these questions are in negative, the appropriate control measures need to be evolved and exercised to tide over the situation.

However, such an exercise seems to be only rarely carried out in practice by the organisations employers. Having discussed recruitment process, it will be currently important to have a thought regarding enlistment rehearses in India. The accompanying area outlines the equivalent.


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