#1: 7 steps of recruitment in HRM
1. What to hire?
• You have to prepare a Job Description (JD) to hire an employee with the right competency.
• Job Description is helpful for the external candidates who wish to apply for the job as well as for the internal employees of the company who are interested in this position.
• Critical elements of a Job Description are:
- Job description
- Job title
- Pay- as per industry standards
- Reporting manager
- Shift timings
- Department
- Employee hierarchy
- Qualification/skills required
- Key Performance Areas
2.When to hire?
• You can figure this out as per the manpower analysis of your company.
• You will have to see in which department the work is increasing and manpower is less.
• If you can see in your SOP that the employee who is going to join you has enough work to remain occupied for 8.5 hours a day, you must hire him.
• Also, if in any department there are more employees and they finish their work early due to less work, you can also go for a cross-functional movement.
• However, you should shift an employee to another department only when his skill and competency match the JD otherwise the plan will fail.
3.How to hire?
• After making the Job Description, in this step, you need to attract the candidates.
• You can post the Job Description or job opening on LinkedIn as it is a very big professional network and also an important tool for hiring.
• Also, you can post the Job Description on job websites like naukari.com or monster.com or jobsahead.com, etc. You need to buy a subscription on these websites to get access to thousands of resumes.
• Make use of employee referrals is if an employee in your company refers to someone, he prefers to refer the right candidate otherwise his image in the organisation can be questioned.
• You can also go for the consultant’s services as they share with you some fixed percentage of the employee’s package.
• You can also conduct campus interviews to hire youth as they bring new ideas along. For campus hiring, you need to approach the placement agency, share the job description with them and go to the campus and give a presentation about your roles, structure, and salaries of your company, etc. You pitch your company so that you can attract the best candidates.
• On the basis of this presentation, students apply for the interview and you can conduct the recruitment process with them and can give the job offer after that.
• You can also hire the trainees and interns of your company as they already know about your company, have adapted to its culture and you do not have to spend a lot of time to train them.
• The above-mentioned ways of hiring were external but you can also fill the position internally by conducting the internal transfers by giving a promotion to your employees as it gives a boost to their confidence.
• You will also have to decide the hiring process that will include who will conduct the hiring and how it will happen.
• Usually, this process is decided by the HR along with the manager for whose team the hiring will be done.
• In the hiring process, you should evaluate candidate’s skills and potential and that is why you should ask them work-related questions through the written test, discussion, and interview and measure their knowledge before hiring them.
• If you wish to test the analytical skills of a candidate, you can conduct case studies, group discussions, or written tests based on the reasoning with them.
• Also, if you wish to test the Mathematical Aptitude of a candidate, you can take a situation based test or can ask him about his accounting capabilities.
• You can test his technical skills through the interview or case study discussions and soft skills like communication, teamwork, work ethics, etc. can be tested through the interview and their body language.
• The process of an interview should neither be too long and nor too short. Also, don’t keep the candidate waiting for too long and prefer to close the decision within a week for a professional approach.
4.Who will hire?
• You should make an interview panel of the senior management that would include the:
• HR manager
• Reporting manager
• Vice President/CEO
• Through this panel, you can come to know the viewpoint of everyone and you can easily hire the best candidate.
• You can conduct a few rounds that would include the:
• Initial screening- written and situational test
• Final round- interview
• You must conduct the interview round with the panel.
5.How to evaluate?
You can judge your candidate on the following parameters:
Potential: See the potential in them and understand the work they do and wish to do and how they can contribute to the organisation.
Previous performance: Evaluate their performance of the previous company. See if they got promoted or the time period that they have spent in the company. Also, see if they switch jobs over a short period of time, and if yes, you won’t be able to evaluate their performance as they left the company before contributing something big.
Skill: You can test this with the help of an interview or written test as without the right skill, you cannot hire a candidate.
Commitment: You will have to see if the candidate has the wish to finish the work on time and if he does not run away from his work.
Cultural fit: See if the employee can fit in the culture of your company otherwise, he won’t stay happy in the company. For example, the culture of the company is to work till late but the candidate prefers to come early in the morning and leave early, he might not be able to adjust.
Reference check: You should do a reference check from the previous company of the employee but also do their educational verification by asking a copy of their degree and employee verification through which you can come to know that the designation, company’s name, tenure, etc. mentioned by the candidate is correct or not.
You should also conduct a criminal background check of the candidate so that he is not involved in any activity that may impact your company
Also, social media checks can help you to understand the social behavior of the employee as he will show his best behavior in front of you.
6.What salary you should offer?
• The salary should be based on the market average or you could give them a hike of 15 to 20% on their previous salary.
• If you are a small organisation and if you have found a talented candidate, you must give him a higher salary.
• You can also include variable pay, incentive, and ESOPs in the salary structure of your employees as it attracts the employee and they consider themselves the partner of their company and work with full responsibility.
• Also, in the salary structure avoid showing that the CTC is high but the in-hand salary is low as the employee will make a wrong impression of you and will feel that he is cheated.
7.Employee induction:
• If you have performed all the above steps, the final step is employee’s induction.
• As per the research, out of 4 new employees, 1 employee leaves the organisation within 6 months of his joining. And this wastes the company’s time and money.
• Therefore, it is important to make an employee a part of your organisation.
• Prepare a joining kit, tell about all the company policies to the employee introduce him to the team and make a plan of 30 days in which tell the employee about the functions of the department so that he is able to work easily. This process is also known as employee onboarding.
#2: Tips for recruiting and hiring
1.Respect everyone:
• If you have called a candidate for the interview but you do not wish to hire him due to any reason, his impression of you should still be good.
• As he might share the reputation of your company with others.
2.Make the interview process less stressful:
• The interview process gets so stressful that the employee is not able to answer properly.
• Therefore, make the candidate feel comfortable as he has come for an interview and not war.
3.Close position quickly:
• At times, companies take months to choose a candidate.
• And, when they finally decide to get the candidate in their company, he has joined somewhere else.
4.Write the job description clearly:
When you will have a good and detailed job description, you will get a good candidate.
5.Attract candidates by boosting the company’s qualities:
If your company is not an established brand, you will have to sell your company to attract and hire the best talent.
6.Hire candidates with relevant industry experience:
If possible, hire a candidate with relevant industry experience as they gel quickly in the company and understand the processes too and may also perform well.
7.Encourage the candidate to ask questions about the company:
You should encourage the candidates to ask you questions about the company as they should also know where they are going to spend the coming years of their company.
If you follow these 7 steps, you will be able to recruit properly and will get the right candidate who fits in your company.