Recruitment Process.

What is Recruiter?

Who work to fill the job openings in organizations. Recruiter responsibilities includes reviewing candidate’s job experiences, sourcing, screening, negotiating salaries and providing a shortlist of qualified candidates for various roles.

Process of Recruiter? 

•      Identify the hiring need:

The hiring process begins by identifying a need within your organization. This need could vary from filling a vacated position, better managing a team’s workload, or expanding the reach of organizational tasks. Positions are, in other words, either newly formed or recently vacated.

•        Preparing the Job Description:

The next step in the recruitment plan is preparing a job description that will help you understand what skills and experience your potential employees must have in order to qualify for the job opening. It also helps potential candidates make a check-list to determine whether they’d be right for the job. A good job description includes:

1.       Company name and description
2.       Core values of your organization
3.       Benefits you offer
4.       Location
5.       Job title
6.       Department
7.       Industry pay
8.       Description of duties
9.       Skill-set, experience, Qualifications, knowledge and training required
10.       Qualities that will make a difference

•        Advertise the Position:

The Next Step in the recruitment plan is advertise the preparing job descriptions through.

  Advertisements- Advertisements, whether they’re digital or in print, help create a strong brand identity and attract efficient manpower.

  Job Portals- With an increase in the use of the internet, you can also list job openings on job portals where those seeking for jobs and better opportunities provide you with a great way to tap into industry talent.

  Social Network- Social media is the best place to look for potential employees these days. It is a great way to look for industry talent, as well as attract job seekers looking for opportunities.

  Job Fairs- Job fairs offer access to a large pool of talent and help you create brand awareness and build a brand identity, all while also saving cost, time and effort.

  Campus Placements- Recruiting young students who are enthusiastic and energetic can bring in fresh perspectives.

 

•       Phone Interview/Initial Screening:

By screening applications based on the minimum education requirement.

Sort resumes by selecting the candidates who have the qualifications, skills, experience and expertise in the relevant field.

Then shortlist candidates who have both the minimum qualifications and requirements.

Finally, make sure that you mark any possible queries or clarifications that you might want during the interview rounds.

•       Interviews:

Depending upon the size of your hiring team and requirement needs, more than one interview can be scheduled for the candidates who have been selected.

 Interviews were traditionally done face-to-face and usually still are, but with the growth in the use of internet and more companies employing candidates from different cities or due to time constraints, interviews are also done via telephonic round or Skype, Hangout,etc. video calls.

•      Job offers:

Even after selecting the final candidates who might be the right fit for your organization, you can’t be sure that they will accept the offer of employment that you make them. However, before you can make an offer, it is important to evaluate the credibility of your chosen candidates.

Before drafting a contract, make sure that the candidate’s professional references are credible and that the information that they have provided in their resume checks out. While drafting a contract and offer letter, it is important to include the details such as work hours, compensation, work conditions and salary. Ensure that the details are clear and specific.