Recruitment: Recruitment refers to the process of attracting, screening, and selecting qualified people for a job.

For some components of the recruitment process, mid- and largesize organizations often retain professional recruiters or outsource some of the process to recruitment agencies. The recruitment industry has four main types of agencies: employment agencies, recruitment websites and job search engines, "headhunters" for executive and professional recruitment, and niche agencies which specialize in a particular area of staffing. Some organizations use employer branding strategy and in-house recruitment instead of agencies. Recruitment-related functions are generally carried out by an organization's human resources staff.

Recruitment Process of Xtreme Advertising and Events Successful recruitment involves the several processes of: 1.Development of a policy on recruitment and retention and the systems that give life to the policy; 2. Needs assessment to determine the current and future human resource requirements of the organization. If the activity is to be effective, the human resource requirements for each job category and functional division/unit of the organization must be assessed and a priority assigned; 3. Identification, within and outside the organization, of the potential human resource pool and the likely competition for the knowledge and skills resident within it; 4. Job analysis and job evaluation to identify the individual aspects of each job and calculate its relative worth; 5. Assessment of qualifications profiles, drawn from job descriptions that identify responsibilities and required skills, abilities, knowledge and experience;

6. Determination of the organizations ability to pay salaries and benefits within a defined period; 7. identification and documentation of the actual process of recruitment and selection to ensure equity and adherence to equal opportunity and other laws.

Documenting the organizations policy on recruitment, the criteria to be utilized, and all the steps in the recruiting process is as necessary in the seemingly informal setting of in house selection as it is when selection is made from external sources. Documentation satisfies the requirement of procedural transparency and leaves a trail that can easily be followed for audit and other purposes. Of special importance is documentation that is inconformity with Freedom of Information legislation (where such legislation exists), such as: Criteria and procedures for the initial screening of applicants; Criteria for generating long and short lists; Criteria and procedures for the selection of interview panels; Interview questions; Interview scores and panelists comments; Results of tests (where administered); Results of reference checks.

PRE-INTERVIEW # Preparation of recruitment /selection document for the position # Advertising Preparing advertisement

 Media selection Positioning # Response handling Initial interview online or telephone Short-listing for interviews Interview arrangement Sending emails or calling short listed candidates Interview details to the short listed candidates # During Interview HR interview Technical interview Conducting tests [Aptitude / Mathematical / Analytical etc.] Initial final list of candidates. Reference check (if required)

POST-INTERVIEW # Email or Telephone call to unsuccessful candidates # Technical Manager approval for a start up date. # Email or Telephone call to successful candidates # HRM prepares a letter of appointment

The selection Process

This is the process of choosing from among available applicants who are most likely to successfully perform a job. The objective the selection process is to choose the individual who can successfully perform the job from the pool of qualifies candidates.

COMPLETE RECRUITMENT & SELECTION CYCLE

Phase I: Pre-Selection

Functional

MRF

Head

&

Approving Authority

Approval

CV Sources Job Description & Candidate Profile CV Bank HR

Search

Internal CV database Hiring Consultants e-Recruitment portals Internal Reference Personal Networks

Phase II: Selection

Initial HR
Short-listed CVs Called for Personal Interviews

S c

CVs not short-listed go to CV Database

Short-listed CVs
Tel. Interviews HR co-ordinates to organize the interviews Preliminary Interviews (As per the Selection approving Matrix) Short-listed candidates Final Interview (As per the Selection Approving Matrix) De-briefing & final decision (Interviewers discuss amongst themselves & with HR to take a final selection decision)

(For Future use)

Phase III: Post-Selection

Salary proposal

(HR to prepare it keeping in mind the Internal Equity)