Professional Documents
Culture Documents
Depending on the size and culture of the organization, recruitment is undertaken in-house by managers,
human resource generalists and/or recruitment specialists (INTERNALY).Alternatively, parts of the
process are undertaken by either public-sector employment agencies, commercial recruitment agencies,
or specialist search consultancies.(Externally)
These are the stages through which company go during the process of recruitment.
Human Resource Planning
External
Candidates
.
For internal candidates
Promotion
Job Posting
Succession Planning
Internal Candidates:
Ptcl select their internal candidates for vacant posts by following methods:
They use online software call PMS for performance evaluation.
Ask from employees immediate boss
Or if boss nominate any employee as eligible
For External Candidates
Internet
Advertisement
Employment Agencies
Outsourcing
External Candidates:
For generating pool of external candidates Ptcl follows the given steps:
Advertisement through different medias
Online submission of C.vs ( e.g. Rozi.com)
Online prescreening for those who dont meet initial requirement
Then applications of short listed candidates reaches to HR manager.
CONDUCTING INTERVEIW
1st Interview:
After initial prescreening short listed candidates are called for interviews
2nd Interview:
After further short listing from 1st interview remaining candidates are called for 2 nd
interview
** For internal candidates there is only one interview.
Both interviews are Panel interviews
Consisting of 3 to 4 members
Members are:
Head of concerned department
Head of HR department
1 or 2 members of Higher management
Members of higher management can be different in 2 nd interview
Types of Questions:
Interview is formal and structured
Each panel member has sheet to evaluate
In 1st interview they evaluate qualification, skills and behavior of the applicant
In 2nd interview most of questions are situational and job related
** Questions for internal candidates are situational and job related.
Finalizing
It is important that each recruitment be properly closed, including the notification of those interviewed
and not selected, as well as all documentation associated with the recruitment be uploaded to the ATS.
To ensure proper closure, the Staff Recruitment and Selection Checklist should be completed and the
following actions conducted:
Once an offer has been accepted, the Committee Chair or designee notifies the Departmental HR
Coordinator and requests the offer letter be sent
e-recruitment
the company uses the web based recruitment which is knwon as E-Recruitment is the process of
personnel recruitment using electronic resources, in particular the internet.[1]Companies and recruitment
agents have moved much of their recruitment process online so as to improve the speed by which
candidates can be matched with live vacancies. Using database technologies, and online job advertising
boards and search engines, employers can now fill posts in a fraction of the time previously possible.
Using an online e-Recruitment system may potentially save the employer time as usually they can rate
the eCandidate and several persons in HR independently review eCandidates. Some recruiting
companies have set up their own systems like Taleo, The internet, which reaches a large number of
people and can get immediate feedback has become the major source of potential job candidates and
well known as online recruitment or E-recruitment. However, it may generate many unqualified candidates
and may not increase the diversity and mix of employees. [3]
In terms of HRM, the internet has radically changed the recruitment function from the organisational and
job seekers' perspective.