Recruitment and Selection Introduction- Recruitment in HR is referred to as the procedure of attracting, short-listing and selecting of a qualified candidate for a particular job. Today, a majority of organizations in any industry prefer to outsource the recruiting process to recruitment agencies.
The recruitment industry can be found in four major forms, viz. employment agencies, recruitment web portals and job search engines, headhunters and niche agencies referred to for filling professional and executive positions. Employment agencies transact with trades, clerical and temporary for hiring employment opportunities. Recruitment web portals and job search engines are used to shortlist all candidates who stand close to the requirement of specific job tasks, by way of advertisements over a wide geographic location.
A professional recruiter has the ability to read the resumes thoroughly and screen them, thereafter talk to the potential candidates and provide a short listed group of candidates to the hiring organization. The head-hunter firms are hired on either contingency basis or full-time, who take on the responsibility of using their networks as their source of hunting the right candidates. Niche agencies are hired for their specialization in a specific industrial area of staffing.
Some organizations make use of ‘employer branding strategy’ and ‘internal recruiting’ instead of hiring the services of a professional recruitment firm. Where internal recruiting would always focus upon filling a single opening, a professional recruiting firm looks for talent for all positions to be filled. The benefit of deploying the latter is that they are capable of finding a qualified candidate through appropriate networking; this is what they refer to as Talent Management. Further, professional interviewing services can also be hired for, in order to gauge the candidate’s skills, qualities and if he or she can fit into the organization.
The professional recruiting firm hired for the same, first meets with the organization’s HR/hiring manager to understand the position and record the details of the vacant position before starting with the hunting process and informing their network of the requirement. Besides, these agencies also prepare the screened candidates for the rounds of interviews in the organizations, provide respective feedback about the candidates to the organizations and are also responsible for handling compensation packages/negotiations.
The module includes the following:
- Introduction
- Sources of Recruitment
- Recruitment Policies
- Employee Selection Procedure
- Importance of Selection
- Employment Testing
- Job Interview
Practice Questions
Q1. What is recruitment?
a) The process of selecting the best candidate for a job
b) The process of identifying potential candidates for a job
c) The process of advertising a job opening
d) The process of negotiating a job offer
Correct Answer: b) The process of identifying potential candidates for a job
Q2. Which of the following is NOT a source of recruitment?
a) Job portals
b) Employee referrals
c) Social media
d) Performance appraisals
Correct Answer: d) Performance appraisals
Q3. What is selection?
a) The process of identifying potential candidates for a job
b) The process of offering a job to a candidate
c) The process of evaluating and choosing the best candidate for a job
d) The process of negotiating a job offer
Correct Answer: c) The process of evaluating and choosing the best candidate for a job
Q4. Which of the following is NOT a selection method?
a) Interview
b) Reference check
c) IQ test
d) Job offer
Correct Answer: d) Job offer
Q5. What is a job analysis?
a) The process of identifying the qualifications required for a job
b) The process of identifying potential candidates for a job
c) The process of evaluating the performance of an employee
d) The process of creating a job description
Correct Answer: d) The process of creating a job description
