Recruitment & Selection

The Recruitment and Selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the strategic advantage for the organisations. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. A general recruitment process is as follows:

1
2005 Intelligroup, Inc.
Confidential and proprietary

9/26/2013

Recruitment Process Flow

Identify vacancy Requirement. Prepare job description and person specification Advertising the vacancy as Required. Managing the response Short-listing Arrange interviews Conducting interview and decision making FACTORS AFFECTING RECRUITMENT

2
2005 Intelligroup, Inc.
Confidential and proprietary

9/26/2013

E-Recruitment
E-Recruitment system is the comprehensive tool to manage the entire recruitment processes of an organisation. It is one of the technological tools facilitated by the information management system to the HR of organisation. Just like performance management, payroll and other systems, ERecruitment helps to contour the recruitment processes and effectively managing the ROI (Return On Investment )on recruitment. The features, functions and major benefits of the ERecruitment are explained below:

3
2005 Intelligroup, Inc.
Confidential and proprietary

9/26/2013

Structure and systematically organize the entire recruitment processes. E-Recruitment facilitates faster, unbiased, accurate and reliable processing of applications from various sources. Helps to reduce the time-per-hire and cost-per-hire. E-Recruitment helps to incorporate and integrate the various links like the application system on the official website of the company, the unsolicited applications, the final decision making to the main recruitment process. It maintains an automated active database of the applicants facilitating the talent management and increasing the efficiency of the recruitment processes. This system provides a flexible, automated and interactive interface between the online application system, the recruitment department of the company and the job seeker. Offers tolls and support to enhance productivity, solutions and optimizing the recruitment processes to ensure improved ROI(Return On Investment). It helps to communicate and create healthy relationships with the candidates through the entire recruitment process.

4
2005 Intelligroup, Inc.
Confidential and proprietary

9/26/2013

E- Recruitment Types
The two kinds of e- recruitment that an organisation can use is Job portals i.e. posting the position with the job description and the job specification on the job portal and also searching for the suitable resumes posted on the site corresponding to the opening in the organisation. Creating a complete online recruitment/application section in the companies own website. - Companies have added an application system to its website, where the passive job seekers can submit their resumes into the database of the organisation for consideration in future as and when the roles become available.

Resume Scanners: Resume scanner is one major benefit provided by the job portals to the organisations. It enables the employees to screen and filter the resumes through pre-defined criterias and requirements (skills, qualifications, experience, payroll, etc.) of the job.
Job sites provide a 24*7 access to the database of the resumes to the employees facilitating the just-in-time hiring by the organisations. Also, the jobs can be posted on the site almost immediately and is also cheaper than advertising in the employment newspapers. Sometimes companies can get valuable references through the passers-by applicants. Online recruitment helps the organisations to automate the recruitment process, save their time and costs on recruitments.
5
2005 Intelligroup, Inc.
Confidential and proprietary

9/26/2013

Online Recruitment Techniques

Giving a detailed job description and job specifications in the job postings to attract candidates with the right skill sets and qualifications at the first stage. E-Recruitment should be incorporated into the overall recruitment strategy of the organisation. A well defined and structured applicant tracking system should be integrated and the system should have a back-end support. Along with the back-office support a comprehensive website to receive and process job applications (through direct or online advertising) should be developed. Therefore, to conclude, it can be said that e-recruitment is the Evolving face of recruitment.

6
2005 Intelligroup, Inc.
Confidential and proprietary

9/26/2013

E-Recruitment
Talent Management Candidate Processing

7
2005 Intelligroup, Inc.
Confidential and proprietary

9/26/2013

Talent Management

An Advanced talent database that enables recruiters to plan for, find, track and manage potential candidates.

Find suitable candidates for open positions by providing advanced searches for ideal candidates.

8
2005 Intelligroup, Inc.
Confidential and proprietary

9/26/2013

Applicant completes profile (initially). Information that a recruiter would run searches on would be pulled from the candidate profile sections. Applicants must release their profile for the recruiter to find them in the talent pool. Recruiter conducts a search of the talent pool
View candidate match list Select the candidates of interest View their profile
History of what they have applied for and the associated activities Overview of profile/resume Notes (attachment)

Make decision and flag them to send notifications Notifications are sent out to potential candidates providing information on the matching position and details of how to apply (if interested).
9
2005 Intelligroup, Inc.
Confidential and proprietary

9/26/2013

Process Flow
Talent Warehouse Administration

Applicant
Start

SAP system

Recruiter

Complete Candidate Profile

Talent Pool

Search Talent Warehouse

Applies for Vacancy

Notification sent to Applicant

Profile Match

End

10
Confidential and proprietary

2005 Intelligroup, Inc.

9/26/2013

Candidate Processing

Candidate Referrals will automatically populate the recruiter requisition. The candidate material will be forwarded to the hiring manager for consideration.

The candidate information is stored in the talent warehouse for future consideration.

11
2005 Intelligroup, Inc.
Confidential and proprietary

9/26/2013

Candidate Tracking

Activity Recruiter Review Status Reason Meets Requirements Does Not Meet Requirements Candidate withdrew Posting Cancelled Late Referral * (Blank) * Indicates that additional status reasons must be completed for tracking to be final.

12
2005 Intelligroup, Inc.
Confidential and proprietary

9/26/2013

Candidate Tracking

Activity Recruiter Interview Status Reasons

Meets Requirements Does Not Meet Requirements Candidate withdrew Posting Cancelled Others more competitive Compensation too Low

Activity Hiring Supervisor/Search/Committee Review.

Status Reason * Intent to Pursue Others more competitive * Request Screening Candidate Withdrew Posting Cancelled

* Indicates that additional status reasons must be completed for tracking to be

final.
2005 Intelligroup, Inc.
Confidential and proprietary

13

9/26/2013

Candidate tracking

Activity Hiring Supervisor/Search/Committee Review. Status Reason Others More Competitive Offer Extended Compensation Too Low Posting Cancelled Candidate Withdrew Future Interest

Activity Decision Status Reasons

Accept Decline
14
2005 Intelligroup, Inc.
Confidential and proprietary

9/26/2013

Candidate Tracking

Activity Decision
Status Reasons
Accept Decline
Candidate Processing

The candidates application status section will be updated with position closed. When the position is official filled. A report will be generated, upon completion of the hire, to provide the necessary information for the hiring completion form.
15
2005 Intelligroup, Inc.
Confidential and proprietary

9/26/2013

Process Flow

16
2005 Intelligroup, Inc.
Confidential and proprietary

9/26/2013

Key Performance Indicators (KPI)

90% of Applicant material submitted electronically

Reduce lapse time between request to post and actual posting Goal 24 hours.
Applicant Manages their own job self service = reallocate recruiter time involved in Customer Service.

EEO (Equal Employment Opportunity)-data1-2 days instead of weeks to audit for workforce snapshot

17
2005 Intelligroup, Inc.
Confidential and proprietary

9/26/2013

 2005 Intelligroup, Inc.

Confidential and Proprietary

19
2005 Intelligroup, Inc.
Confidential and proprietary

9/26/2013

20
2005 Intelligroup, Inc.
Confidential and proprietary

9/26/2013

21
2005 Intelligroup, Inc.
Confidential and proprietary

9/26/2013

22
2005 Intelligroup, Inc.
Confidential and proprietary

9/26/2013

23
2005 Intelligroup, Inc.
Confidential and proprietary

9/26/2013

24
2005 Intelligroup, Inc.
Confidential and proprietary

9/26/2013

25
2005 Intelligroup, Inc.
Confidential and proprietary

9/26/2013

26
2005 Intelligroup, Inc.
Confidential and proprietary

9/26/2013

27
2005 Intelligroup, Inc.
Confidential and proprietary

9/26/2013