Recruitment Auditing

About Vijay Anand (Head Mentor)

Has an overall 15 plus years of experience in the Recruitment Industry. Working experience includes Leading Consultancy Services, IT/Telecom software companies in Chennai, India. Holds a Bachelor of Science from Madras University, India. Master of Labour Management from Madurai Kamaraj University, Madurai and a Post Graduate degree in Human Resources Management, Pondichery.

• Experience of interviewing several hundreds of candidates across all the verticals.• Exposure to both consultancy and corporate environment.• Groomed a team of recruiters for productive results.• Provided recruitment solutions for several hundreds of recruiters through Online

and In-person mentoring.• Founder and President of Global Recruiters Association, non profit organization for recruiters (www.graindia.org)• Online Recruitment Journal - Hirington (www.hirington.com),• Author of Hiring Handbook,• Cross Border Recruiter Exchange (an Online Facebook Community for Recruiters)• Subject Matter Expert in Recruitment.

Recruitment Auditing

About Hirington Academy

Hirington Academy is an ambitious initiative to improve the recruitment capability and standards of individual recruiters, consultancy and the corporate.

Provides Key Marquee Programs to the Recruitment Community. “Recruitment Auditing, Business Development Support (Manpower Consultancy), Best Hiring Practices'' – are World's first certified program from Hirington Academy.

Provides India's First 100% Practical Training Program for HR students. ''Recruiter - Industry Ready'', ''HR - Industry Ready''

We used all our capabilities to create an unique recruitment enrichment and management programs for the individual recruiters, consultancy and corporate. That is where the bulb sparkled from our head and gave a birth to HARD (Hirington Academy for Recruitment Development).

Recruitment Auditing

What is a Recruitment AuditA Recruitment Audit is an unbiased examination and evaluation of systems and processes of an organization in order to demonstrate whether they are in compliance with a standard. It is a comprehensive method to review your current recruitment policies, procedures, documentation and systems to identify needs for improvement and enhancement of the overall recruitment function. An Audit involves systematically reviewing all aspects of recruitment, usually in a checklist fashion.

Sections of review includes;• Job requirement initiation• Market Survey and Talent Mapping• Sourcing channels and methods• Screening methods• Interview process• Offer process• Joining and On-boarding

Recruitment Auditing

Recruitment Audit – The ProcessThe recruitment audit process is conducted in different phases. Each phase is designed to build upon the preceding phase so that the organization will have a very strong overview of the health of the recruitment function, at the conclusion of the audit. These phases include:

Pre-Audit Information: This phase involves the acquiring and review of relevant recruitment manuals, handbooks, forms, reports and other information present with the individual recruiters, consultancy and the corporate.

Self-Assessment: In order to maximize the time spent during subsequent portions of the audit, a pre-audit self-assessment form, if sent to the client can be of use. The self-administered yes/no questionnaire asks a number of questions about the current recruitment policies and practices. The completion of this self-administered questionnaire allows auditors to identify key areas for focus during the recruitment audit.

Audit Report: The information gathered is used to develop a recruitment audit report. The audit report categorizes action needs into three separate areas. The areas that are urgent and important (UI), not urgent needs but important (NUI), not urgent but not important needs (NNI)), and important opportunities needs (IO). As a result of this scheme of classification, managements can prioritize their steps.

Recruitment Auditing

Benefits of a Recruitment Audit

• Brings opportunities to individual recruiters. Manpower agencies and corporate to gain confidence of their candidates.

• Identification of recruitment strengths and weaknesses including a proposal for improvement measures.

• Feedback on the quality of the implemented recruitment processes as compared with industry best practices.

• Evaluation change management using continuous auditing methods.

• Build a strong recruitment process, policies to bring out needed business and revenue for the organization.

• Build a qualitative talent team that can cater any needs on recruitment.

• Benchmarking of the quality and efficiency of recruitment processes as compared

with industry best practices using key performance indicators.