Conceptual framework of Recruitment and selection

The recruitment process

The Recruitment process comprises of five interrelated stages. 1. Planning 2. Strategy Development 3. Searching 4. Screening 5. Evaluation and Control

I. Recruitment Planning
It the first stage in recruitment process. Planning involves the translation of job vacancies and information about the nature of these jobs into a set of target that specify the the number of contacts (yield ratio) type of applicants to be contacted
Job Description , job specification

II. Strategy development

Once its known how many and what type of recruits are required. Serious considerations needs to be given to Make or buy employees Technological sophistication Geographic distribution of labour markets comprising jobseekers. Source of recruitment

Source of Recruitment
Internal Present employeespromotions, transfers and upgrading Employee referrals Former and retired employees Previous Applicants External Professional or Trade Association Campus recruitment Walks in/ write in/ talk in Consultants contracts Mergers & Acquisitions Outsourcing Competitors

III. Searching
Once the recruiting plan and strategy are worked out, the search process begins. Search process involves two steps: 1. Source Activation and 2. Selling

IV. Screening
It is an integral part of recruitment. Screening starts after applications have been scrutinized and short listed. The purpose is to remove the visibly unqualified applicants. Effective screening can save a lot of time and money. They are judged on the basis of knowledge, skills, abilities and interests etc.

V. Evaluation and control

Evaluation and control is necessary as considerable cost are incurred in the generally incurred is: 1. Salaries for recruiters 2. Management and professional time spent on preparing job description, job specifications, advertisement, agency liaison and so forth. 3. The cost of advertisement or other recruitment methods, that is agency fees, media cost etc. 4. Cost of producing supporting literature. 5. Recruitment overheads and administrative expenses. 6. Cost of overtime and outsourcing while the vacancies remain unfilled. 7. Cost of recruiting unsuitable candidates for the selection process. Questions should be asked always whether the recruitment methods used are valid and effective.

Technique of recruitment
Traditional Technique Promotion Transfer Advertising Campus Recruitment Modern Technique Scouting ( Campaigning by representatives) E- recruitment Networking ESOPs (Employees stock ownership programs)