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Tips on Effective Recruitment

The future of any enterprise lay in the hands of its manpower. Wrong selection of the people can consume a measurable portion of the company’s profits and can even lead to the closure of the business. So a conscious effort must be taken to ensure the recruitment of the right candidate to the job in hand.

Recruitment must be a speedy, but cautious process. A wrong move can have disastrous impact on the undertaking. A few measures can be taken to reduce the negative impact. They are:

Create a brand image
A company that enjoys a good brand image will never have to take immense effort to find people. People will always be willing to work in a company that enjoys goodwill. Positive working relationship between the employees and the management, good monetary and non-monetary returns, greater chances for career growth through training programmes, all can lure people to a company. Moreover, the stories by the existing employees have a bigger impact on the brand image.

Define exact employee requirements
Analyse the task which calls for new recruits to know the people requirement. The educational qualification, work experience, if any, number of people required, role in the organization and the team, job specification are all dependent on the job analysis. A wrong step can have a negative impact on the company’s image as well as its profitability.

Sources for inviting applications
The employer has the option of using external or internal options to select the right candidate. External sources are the company website, print media, placement consultants, and internet. Large companies, enjoying brand value, can call for applicants by placing a requirement need in its website. Another option open is the print media which however, has a limited geographical reach. Jobsites on the internet like Naukri, Monster etc are faster and can reach people all over the world. Placement consultants, on the other hand, reduce the headache of going through the invitation process to a great extent. Another way of luring candidates is by providing incentives to the employees on successful reference. Reimbursement of traveling expenses incurred on commuting for the selection process, if any, must be informed before hand. Many companies like Larsen and Toubro, ICICI reimburse the high cost incurred on commuting which has a positive effect on the prospective candidate.

Internal recruitment includes searching within the organization for prospective candidates. Companies like Wipro call for applicants within the organization through “wings within”, an intranet site, inviting applications from existing employees who long for a change of work within the organisation. Small companies can select appropriate candidates by keeping close look at employees showing good prospects.

The next step is the screening of applications and selecting those which matches the job profile. Software can reduce the time spent on selecting resumes of people with the key requirements. If the prospective candidate applied through a placement consultant, one can be sure of his competency as the candidates will have gone through a screening process before being sent by the agency.

Selection process
Blueprint of the entire selection process can reduce confusions. Companies may conduct tests to have an insight on the technical knowledge, communication skill, and the general aptitude of the candidate. This might be followed by a group discussion which gives a clear idea on the interpersonal skills, leadership qualities and presentation skills of the candidate.

The next step is interview. The interviewer must be given the proper training on how to recruit the right person. The questions to be asked must be decided in advance. The interview must give answers to the key skills of the interviewee, his professional and personal background, factors of interest in the new company and job, the reasons for quitting the previous employer, if any, his mobility depending on job requirements, and other vital information. The interviewer must be ready with the answers to the job-in-hand, monetary and non-monetary benefits allotted, his position in the managerial hierarchy, growth prospects etc.

Maintain a candidate pool
Maintaining a list of applied candidates updating the reasons for the rejection for a particular post can help in quick retrieval of suitable candidates in case of emergency.

Time is a crucial factor in the competitive world. A well drafted system of recruitment backed by properly trained staff can aid in the quick recruitment of people with excellent skills that can be utilized to improve productivity.

Comments Listing
Posted: 26/02/2012 00:00:32

thanks for the article

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