RECRUITMENT End to End - Muzammil Torgal

RECRUITMENT

Talent Acquisition

(Recruitment)

ByMr Muzammil .T

HRP & Factors contributing HRP

Organizational Objectives

Organizational growth phase

Finance-Budgeting

Information Processing

Organizational HR

Production- Demand & Supply

Marketing & Sales

Legal

Political

Social

Economic

Technological

Environmental

HRPInternalExternal

HRP is a process of forecasting an organization's future, by ensuring that it has the right number, right kind of people, at the right place, at the right time, capable of effectively and efficiently completing the tasks that help achieving the organization's objectives

Competition Stock market Price variations- Bullion, Oil, Exchange rates

Recession Infrastructural developmentClimatic conditions

RECRUITMENTIs a process of Finding & attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is the pool of applicants from which new employees are selected.

In simple A process of searching applicants for a particular job and selecting the right prospective Employees from that pool.

Factors governing RecruitmentDemand & Supply

Unemployment Rate

Labour Market

Political & Legal Considerations

Image of the companyRecruitment Policy

Human resource Planning

Size of the firm

Cost

Growth & ExpansionRecruitmentInternal FactorsExternal Factors

Refers to the demand & supply of specific skill-sets in the labour market.If the demand for a particular skill is high, then extra effort on recruitment may be needed.Eg: Demand for Java developersWhen unemployment rate is high, the pool of recruits will be more which would attract qualified applicants and the recruitment effort would also be less.

Labour market in particular area.Eg: For Lower & middle management local pool would be sufficient, but for Higher management state-wide or nation-wide search would help Reservations Child labour (Prohibition & Regulation) ActEmployment Exchange (Compulsory notification of Vacancies) Act Minimum wages ActSons of SoilEstablished & reputed firm will attract more applicants Internal or External recruitment Temporary/Part time or Full time

Cost of Recruiting Budgeting- Advertising, Interview process etcRequirement of Manpower based on Present and future growth of the organisation

Recruitment Process5 StagesPlanningStrategy DevelopmentSearchingScreeningEvaluation & Control

Job Analysis:

Job Description Number of positions/ Vacancies, Job title, Location

Job Specifications Qualifications, Education, training, Initiativeness, Skill sets Physical, mental, communicationalMake or Buy employees Who

Technological assistance How

Geographical distribution Where

Sources of Recruitment What

Sequencing of recruitment process WhenEvaluation of cost in terms of time, effort spent on advertising, application collection and database management, administrative expenses, cost of recruitment processReturn rate of the applicants with respect to the application sort

Recruitment ProcessRequirement / RequisitionResources Sourcing ScreeningInterviews

Feedbacks

Selections

Joining & Documentations

Designing Job Descriptions

Releasing Offer Letters

Requirements of Different Organizations

ManufacturingIT Service IndustryCorporateBPOHospitality Industry PAN IndiaLogisticsNBFC -Microfinance

Assignment

To Be Contd

Different Levels @ the organizationsLower Level

Middle Level

Upper level

Structured InterviewPreplanned, Standardized, Patterned, Directed Unstructured InterviewNot preplanned, Not designed.Group InterviewSaves Time of an Interviewer Exit InterviewReason behind leaving the Panel InterviewDepth InterviewSemi-structured interviewThe interviewer must have a good understanding of human behavior.

Types of Interview

Individual InterviewOne to One

Formal InterviewFormal atmosphere.Pre-planned questions.

Informal Interview

Stress Interview

Types of Interview

Lower Level Associates/Executive Line

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Tell us something about yourself.Why do you consider yourself a suitable candidate for this position?Will you be happy to work in night shifts or over the weekends?Are you a good team Player?Can you sell this product to me?Selling skills, Convincing skills, Strategy framing etc.

Salary?

Designation?

Location?

Timings?

Accommodation & food.

Strengths & Weakness

Many More!!!

Questions from the Interviewee

Middle Level-Frontline Managers

Can you take me through your profile.?

Dont you think, you are overqualified for this position?

I see, theres some gap in your work history. Why?

Can you tell us something about your previous Company/boss?

Middle Level-Frontline Managers

-Professional Growth

-New challenges

-Change in profile

-Planning to relocate (if applicable)

-I am not actively looking for a job change but, I saw this opening and it looked interesting.

Why are you leaving your previous job?

How long can you commit to work with us?

What is your expected salary?

You have stayed in your current job for quite a long time, why?

Would you like to ask us anything? -Career Growth.If you were hiring for this position, what qualities would you look for in a potential candidate?

A Formal Discussion.The interviewer should analyze the abilities.Win- Win situation.Views & Perception.Negotiation.Position.

Upper Level-Recruitment

Will you be happy to re-locate, if required?

Discuss the most stressful situation you came across in your previous job.

For how long do you expect to stay with our organization?


PackagePerksAccommodation with family.Compensation Benefits.News Paper billsPetrol, etc.Medical Insurance

Vehicle

Telephone


Salary Negotiation

Salary NegotiationDomake sure you've done your research on the salary you should expect for the position you're seeking.Don'tbring up salary before the employer does. Anddodelay salary negotiation for as long as possible.Dobe aware of your strengths and achievements. Anddobe sure to demonstrate the value you'll bring to the employer.Dolet the employer make the first salary offer. Anddo, if asked, say you expect a salary that is competitive with the market -- or give a salary range that you find acceptable.Don'tinflate your current earnings just to get a higher salary offer.Don'tfeel obligated to accept the first salary offer. Anddonegotiate salary if the offer made is inadequate.

Do's and Don'ts for Job-Seekers-Negotiation carries risk.

Salary NegotiationDothank the employer for the offer when it is made, butdon'ttry to negotiate right after the offer is made.Dotake the time to consider all factors before making any job offer decisions.

Don'tget overly aggressive in negotiating the salary you want.

Don'tjust focus on salary.Dolook at theentire compensation package.

Don'taccept the first acceptable salary offer you receive if you're not sure about the job or the company.

Do get offer in writing or else into digital media for documentation.

Do's and Don'ts for Job-Seekers-Negotiation carries risk.

Get in the right mindset.

friendly but assertive

Taking control of your financial future

If you are at the final Stage of an interview-The company has already invested lots of time and mental energy in you and a little negotiation is not going to make them rescind their offer.Salary NegotiationHow to Prepare Negotiation Checklist

Research a salary range.Before you negotiate your salary, you need to have an objective measurement of what youre worth on the open market.

I think Im worth with Someone in my position

Remember to research comparable job titles and companies. One companys community manager is anothers customer service associate.

Salary Negotiation

Show your accomplishments.

Highlight ways you made and saved the company money.Salary Negotiation

Come ready to discuss more than money.

Numbers are only one side of the equation.

You may offer a salary range and discover that the company cant budge.

Accelerated review schedule

Additional vacation

Relocation fees

An altered bonus structure.

Salary Negotiation

Remember a few key phrases.

Budget- Applicable only for Middle & upper level(Experienced).

Non Monetary Benefits.

Commitments/AgreementsFormal/Informal

Stay constant for the things you have committed.

Salary Negotiation

Assignment

Design an Interview Questionnaire for all three levels.

Decide who will create the template.Typically, organizations use their human resources or personnel department to create job description templates. In some cases however, a departmental group, a manager, or another individual (usually the direct supervisor of a position) might be responsible for creating one.[3]In any case, make sure the creator of the template is familiar with the companys or organizations needs.

Designing Job Description

Write a description of your company or organization. This overview will be included with all job descriptions, to give a sense of your workplace. Thus, it can be written ahead of time so that it can be inserted into the template when you prepare it.Company Description

Prepare job summaries, if relevant.You can use the job description template you use for each position that you advertise by filling in the template with the information that is relevant to that position. However, if you do (or expect to do) a lot of hiring of a particular position, you might make a special template that includes a summary of that job.[4]This will save you some time. For instance, a school might have a general template for all jobs, as well as a more specialized template for Math teachers, another for English teachers, etc.Job Summary

Creating the Template

Begin with the position title.The specific job title is important because it differentiates one position from another. You will want to leave a space at the beginning of your job description template for the position title. Think about including a job title that is specific enough to differentiate the position, and help individual understand its duties, yet also broad enough to cover all potential duties of the position.For instance, Teacher might be too broad of a job title, while Mathematics Teacher for Seventh Grade might actually be too specific if the position might also occasionally need to teach math to sixth- or eighth-graders. Instead, Middle Grades Mathematics Teacher might be both specific and broad enough.Often, the job title is specially formatted (using a bold font, or a larger font size, etc.) in order to draw attention to it.Creating the Template


Leave room to specify the department (if relevant).If your company or organization is divided into multiple sections, then a job description should mention which department or other unit that particular position reports to. When creating a job description template, it is important to leave a place for listing the department, usually near the beginning of the document.



Define the supervisorYou may find it useful to leave a section on your template to be used for detailing the supervision of a particular position, and/or the extent to which it is supervised. This can help an individual understand who he or she would report to while performing a particular position, and the role of the position within the hierarchy of a company or organization. You may also leave a section to discuss the supervisory roles of a particular position (if relevant), if it involves managing other people.

Including a section on supervision within a job description can also be a useful record when determining how to handle any conflicts that may arise regarding a particular position.



Provide a job summary sectionThink of this as describing the purpose of the position, and its role within your company or organization as a whole.A job summary will briefly acknowledge the fundamentals of the position, so leave space on your job description template to answer:

What do you want the job to achieve?What is its purpose?What is the primary duty of the person working in this position?



Create a space to describe essential duties and responsibilities.

These might also be called major functions or essential functions.Whatever you call it, this section of a job description should provide a list of those duties that are associated with the position, no matter who fills it.


Create a space to describe essential duties and responsibilities.List the duties in order of importance, using a bulleted list or other clear formatting.Keep in mind the following model to effectively write about the essential duties of a job: action word + subject + specific activities.For example, you might list one specific duty of a workplace safety compliance officer as Prepare monthly safety reports by collecting, verifying, and summarizing workplace safety data.You may also wish to include percentages describing the amount of time a position spends doing particular duties. For instance, a job description template for teachers could be used to indicate that perhaps 75% of the position is devoted to teaching duties, 15% to advising students, and 10% to serving on committees.


Consider leaving a space for other dutiesIf the exact duties of some positions at your company or organization depend upon the individuals filling them, then you might want to leave a space stating Other duties may include. This will give you flexibility to incorporate other duties and responsibilities based on a candidates experience or abilities.



Create a required skills section.Identifying a particular set of skills that are required to perform in a particular job can help individuals understand if they have the abilities and knowledge to complete its basic duties.Examples of skills include things like Ability to use spreadsheet software proficiently and Effectively manage team of 5-6 internsRemember that skills may be hard (teachable skills, such as working with a particular tool, knowledge of a specific software program, or the ability to create a certain type of document or object) or soft (often called people skills, these refer to your ability to interact with others and to use emotional intelligence). Your job description template may want to reflect this by making a specific place for one, or the other, or both.



Set aside a space to list required qualificationsThe qualifications section of a job description template is used to list any education, specific training, or certification that is require to perform the job.

Qualifications might include: degrees earned; specific number of years of experience doing a particular kind of work; experience using specific equipment, software, etc.; and certifications required by law or other regulations in order to complete the duties of the job.You may also consider including a space on your template for minimum qualifications as well as desired qualifications. For instance, a particular position may require the knowledge and experience of a bachelors degree to perform its essential duties, but your company or organization may prefer that someone working in that position has a masters degree.


Make room to describe any special physical or mental effort the job may require.

For instance, you may want a space on your job description template to describe whether or not a particular position requires things like lifting heavy objects, sitting for extended periods, performing repetitive tasks, or traveling.



Leave a section to characterize working conditions

For some positions, it is relevant to disclose working conditions. For example, some positions require working with or around things like toxic materials, potentially dangerous equipment, excessive noise, or extreme weather. If this is relevant for your workplace (or may be relevant for some positions), include a section for it in your job description template. If a particular position that you later use the template for does not have any hazardous or otherwise notable working conditions, you can write something like normal office environment in this section, or simply delete it from the template.


Make a space to detail the salary, benefits, or funding.If the job description template you are creating will or may be used for advertising open positions and recruiting candidates, you may also decide to include financial information. You may leave a place to identify a particular salary or salary range, a description of benefits available at your institution (whether general or position-specific), and the positions funding source, if relevant

Reviewing the Template

Distribute a draft of your template to managers and supervisors.Anyone who will need to use the template to create job descriptions should have an opportunity to review the template, provide feedback on it, and work together to make any improvements to it.


Use the template to input a few job descriptions that are already written.This will help you determine if you left anything out, or need to broaden the template. If you do not already have a job description written out, use the template to practice writing one, then review it together with any relevant managers.


Save the template.Keep the template in a place that is easily accessible. If many different people will need to access the template in order to write job descriptions, it needs to be readily available. For example, put the final template on a company intranet, if you have one. Otherwise, save it in a shared folder or cloud storage.


Review and update the job description template on a regular basis.As a company or organization changes and grows, its job descriptions will as well. Make a periodic (annual, biennial, etc.) review of the template a calendar item in your human resources and management meetings


Review and update the job description template on a regular basis.As a company or organization changes and grows, its job descriptions will as well. Make a periodic (annual, biennial, etc.) review of the template a calendar item in your human resources and management meetings

Assignments

RECRUITMENT End to End - Muzammil Torgal

Documents

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