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It is a universally acknowledged truth that every progressive company must be in want of right talent. And it would not be an exaggeration if one refers to recruitment as a war to find the best; after all, McKinsey & Co. also believes the same, eh! But some people may disagree with the meaning written above. They might argue that recruitment is a process and not a tussle –oh yes, my friend, it is a process – a complex process that involves attracting more and more people to vouch for a common goal and the best one gets selected! Does this Process, sound similar to war? Yes, of course, as in a war too more and more people are commanded to fight and win over their weaker counterparts. Although this war versus recruitment can be discussed at length with many more examples yet that will do no good to any of us therefore, let us focus at recruitment only. Before going any further, let us freeze a definition first. Thus, recruitment is one of the vital functions of human resource department in an organization that aims at creating competitive teams, which prove to be a harbinger of strategic advantages to the organization. Recruitment is a systematic procedure that involves many tasks, which cumulatively are referred to as recruitment process. The first and the foremost task in the process is creating a talent pool and the human resource professionals leave no stone unturned in widening this pool. The widening of the pool implies attracting more and more people to attend the selection process. The applications then get filtered and shortlisted. The selected applications only qualify for partaking the further steps of the process. Now, if the pool above seems complex, let me put it in an even simpler way. The process involves the following few steps – 1. IdentificationoftheVacancy – If any department forwards a requisition for a new employee, the following information is sought from the department by HRD – a.)How many posts need to be filled? b.)What duties the prospective employee is expected to perform? c.)What are the qualifications/experience needed? d.)Package to be offered After these details have been procured, the Human resources professionals move on to the next step. 2.PreparingtheJobDescription – Based on the requisition form, HRD prepares a detailed job-description to be shared with the aspirants and the concerned department. Once the JD gets approved, the third step follows. 3.LocatingtheSource – The HRD enlists number of sources from where the desired person can be searched. These sources can be - i)Employee Referrals ii)Advertisements iii)Job sites like naukri.com, monster.com iv)Social networking Sites like Facebook, Twitter v)Professional networking sites like LinkedIn 4.Postingthevacancy – The vacancy is posted on all or few of the above-mentioned sources. 5. ScanningtheApplications – The next step involves scanning the applications received in response to the job posting. These scanned applications are then forwarded to the concerned department that shortlists a few suitable profiles. 6. ArrangingandConductingInterviews – The persons whose profiles get shortlisted are then lined up for interviews and the interviews are conducted on a pre-defined date and time. 7. Decision-Making– Based upon the interviews, the concerned department conveys their list of seemingly suitable candidates to the HRD. The HR teams then do the salary negotiations and carry out reference checks. If everything is found satisfactory, the offer letter is rolled out. Thus, the recruitment process gets over and once the person joins in, the human resources department gets involved in the next process called Induction. People for Health is an initiative to strengthen human resources for health in India by engaging civil society organisations to support national health workforce policies, strategies, Recruitment Processes and skills transfer.India hosts 17% of the world’s population but human resources available for delivering health to 1.21 billion people have been a persistent challenge of the health system.
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