Recruitment (Sourcing) Steps in Recruitment Process

Recruitment (Sourcing)
Steps in Recruitment Process
What is Recruitment Process?
- A Recruitment Process is an organization-specific model of how the sourcing of new

employees is undertaken. Typically the ownership of the recruitment process resides
within the Human Resources function, although again this may differ depending on the
specific organizational structure.
Step 1: Identify Vacancy and Evaluate Need
- Recruitments provide opportunities to departments to align staff skill sets to initiatives

and goals, and for departmental and individual growth. Proper planning and evaluation
of the need will lead to hiring the right person for the role and team.
Step 2: Develop Position Description
- A position description is the core of a successful recruitment process. It is used to

develop interview questions, interview evaluations and reference check questions.
Step 3: Develop Recruitment Plan
Each position requires a documented Recruitment Plan which is approved by the

organizational unit. A carefully structured recruitment plan maps out the strategy for
attracting and hiring the best qualified candidate and helps to ensure an applicant pool
which includes women and underrepresented groups including veterans and individuals
with disabilities.
Step 4: Select Search Committee
To ensure applicants selected for interview and final consideration are evaluated by
more than one individual to minimize the potential for personal bias, a selection
committee is formed.
Step 5: Post Position and Implement Recruitment Plan
Once the position description has been completed, the position can then be posted to
the UCR career site via the ATS. Every effort should be made to ensure the accuracy of
the job description and posting text. It may not be possible to change elements of a
position once posted, because it may impact the applicant pool.
Step 6: Review Applicants and Develop Short List
Once the position has been posted, candidates will apply via UCRs job board.
Candidates will complete an electronic application for each position (resume and cover
letter are optional). Candidates will be considered Applicants or Expressions of
Interest.
Step 7: Conduct Interview
The interview is the single most important step in the selection process. It is the
opportunity for the employer and prospective employee to learn more about each other
and validate information provided by both. By following these interviewing guidelines,
you will ensure you have conducted a thorough interview process and have all
necessary data to properly evaluate skills and abilities.
Step 8: Select Hire
Final Applicant
Once the interviews have been completed, the committee will meet to discuss the
interviewees. Committee members will need to assess the extent to which each one
met their selection criteria.
Step 9: Finalize Recruitment
Upon completion of the recruitment process the offer to the selected finalist is made.
Definitions and Purpose
Definition
The process of finding and hiring the best-qualified candidate (from within or outside of
an organization) for a job opening, in a timely and cost effective manner. The
recruitment process includes analyzing the requirements of a job, attracting employees
to that job, screening and selecting applicants, hiring, and integrating the new employee
to the organization.
Purpose
It is designed to ensure that an organization identifies the right candidate to fill a job
vacancy, meaning that the list is expanded to include as many candidates as possible
before moving on to the next level. If the recruitment strategy for a firm is ineffective, it
can cost a company time and money. The key to recruitment is for recruiters to have a
defined set of job tasks and responsibilities so that candidates can be better matched.
Sourcing Strategies
Internal Recruitment Strategies
a. Job Posting - is an advertisement created by an employer, his administrative or

human resources staff, or a recruiter that alerts current employees or the public
of an immediate or future job opening within a company. The posting might
appear on a companys bulletin board, website or blog; or in print media, such as
newspapers, magazines and industry-related publications. Job postings might
also appear on career, job board, classified ad and social networking sites.
Additionally, some employers invest in posting job openings via electronic ticker-
style signs and phone or browser apps.
TWO TYPES OF JOB POSTING
INTERNAL POSTING - is for employees only. As an existing employee might already

possess the skills and knowledge needed to fill a position, hiring entities often post internally to
save the time and money they would lose on external advertising, interviewing and new hire
training.
EXTERNAL POSTING - are usually open to the entire public or targeted to a segment, such
as qualified applicants with profiles on specific career sites. Hiring entities often post externally
to locate talent that offers fresh ideas or possesses skills not available in-house.
b. Nomination or Referrals
Nomination
Nominations for internal candidates to apply for open positions can be solicited from
potential supervisors and peers. They may be an excellent source of names of internal
candidates, as they have a great deal of familiarity with what is required to be
successful in the position. They can help establish the criteria for eligibility and then,
through their contacts in the organization, search for eligible candidates.
Self-nominations are also very useful in that they ensure that qualified candidates
are not inadvertently overlooked using other applicant searching methods.
Self-nomination is an especially important consideration in the internal

recruitment of minorities and women.
Employee Referrals
Using employees to refer potential hires to the organization is a common method

of looking for candidates in external recruitment. Though it has not been used
much in internal recruitment, more companies are using employees referrals to
staff positions internally.
One system that helps companies do this is JobTAG of Norristown,

Pennsylvania. JobTAG uses Web-based software that rewards employees who
refer other employees within the company for open positions. Employees log
onto their companys JobTAG site, makes referrals, and if a referral is hired, the
employee is rewarded (rewards differ from company to company).
There are other providers of internal referral systems. Regardless of what system
is used, as with external recruitment, employee referrals programs used
internally may need to rely on formal programs with recognition for participation
to get employees actively participating in making referrals. Moreover, they need
to be educated on eligibility requirements to ensure that qualified personnel are
referred.
c. Employee Database
d. Career Development Plan
Is a significant part of human development, is the process that forms a person's work
identity. It spans over his or her entire lifetime, beginning when the individual first
becomes aware of how people make a living. For example, when a child notices that
some people are doctors, others are fire-fighters and some are carpenters, it signals the
start of this process. It continues as that person begins to explore occupations and
ultimately decides what career to pursue him- or herself.
e. Succession Plans
Succession planning is a process whereby an organization ensures that employees are

recruited and developed to fill each key role within the company. Through your
succession planning process, you recruit superior employees, develop their knowledge,
skills, and abilities, and prepare them for advancement or promotion into ever more
challenging roles. Actively pursuing succession planning ensures that employees are
constantly developed to fill each needed role. As your organization expands, loses key
employees, provides promotional opportunities, and increases sales, your succession
planning guarantees that you have employees on hand ready and waiting to fill new
roles.
Companies that are well known for their succession planning and executive talent
development practices
include: GE, Honeywell, IBM, Marriott, Microsoft, Pepsi and Procter & Gamble.
BENCH STRENGTH
Bench strength refers to the capabilities and readiness of potential successors

to move into key professional and leadership positions. The term comes from
baseball, for which it refers to a team's lineup of highly skilled players who can
step in when a player is hurt or replaced.
Companies that are well known for their succession planning and executive
talent development practices
include: GE, Honeywell, IBM, Marriott, Microsoft, Pepsi and Procter & Gamble.
Succession Planning: Key Elements
1. Assessment of Key Positions:
What are the competencies and experiences needed to qualify for each key position?
2. Identification of Key Talent:
Typically people at the top two levels of the organization and high potential
employees one level below.
Identified by their managements assessment of their performance and potential for

advancement.
3. Assessment of Key Talent:
For each person on the radar screen, primary development needs are identified
focusing on what they need in order to be ready for the next level.
4. Generation of Development Plans:
A development plan is prepared for how we will help the person develop over the next
year.
5. Development Monitoring & Review
An annual or semi-annual succession planning review is held to review progress of key

talent and to refresh or revise their development plan.
Succession Planning: Key Elements
Assessment of
Key Positions
Identification of
Key Talent
Generation of
Assessment
Development
of Key Talent
Plans

Recruitment (Sourcing) Steps in Recruitment Process

Uploaded by

Copyright:

Available Formats

Recruitment (Sourcing) Steps in Recruitment Process

Uploaded by

Document Information

Original Description:

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Recruitment (Sourcing) Steps in Recruitment Process

Uploaded by

Copyright:

Available Formats

Recruitment (Sourcing)

Steps in Recruitment Process

What is Recruitment Process?

- A Recruitment Process is an organization-specific model of how the sourcing of new

Step 1: Identify Vacancy and Evaluate Need

- Recruitments provide opportunities to departments to align staff skill sets to initiatives

Step 2: Develop Position Description

- A position description is the core of a successful recruitment process. It is used to

Step 3: Develop Recruitment Plan

Each position requires a documented Recruitment Plan which is approved by the

Step 4: Select Search Committee

Step 5: Post Position and Implement Recruitment Plan

Step 7: Conduct Interview

Step 8: Select Hire

Step 9: Finalize Recruitment

Definitions and Purpose

a. Job Posting - is an advertisement created by an employer, his administrative or

TWO TYPES OF JOB POSTING

INTERNAL POSTING - is for employees only. As an existing employee might already

Self-nomination is an especially important consideration in the internal

Using employees to refer potential hires to the organization is a common method

One system that helps companies do this is JobTAG of Norristown,

Succession planning is a process whereby an organization ensures that employees are

Bench strength refers to the capabilities and readiness of potential successors

Succession Planning: Key Elements

1. Assessment of Key Positions:

2. Identification of Key Talent:

Identified by their managements assessment of their performance and potential for

3. Assessment of Key Talent:

5. Development Monitoring & Review

An annual or semi-annual succession planning review is held to review progress of key

Succession Planning: Key Elements

You might also like