Stages in Recruitment and Selection Process Definition Recruitment is the organisation process whereby the business starts to find and engages itself to the people the organization needs.
How to Solve the Riddle When people ask me for a specific search string, they may not realize it, but in effect, they are asking for the answer to a problem.
In some respects, a specific search string can be compared to the answer to a specific math problem or riddle. Unfortunately, once you change the facts, figures and variables of the problem or riddle, the answer will also change. Similarly — if you change anything about your hiring need, the most effective queries to find qualified candidates will also change, and rarely are two hiring needs are perfectly identical in every way.
Throughout my career, sourcing candidates has never been about the searches themselves, but rather the process of finding the best candidates.
Similarly, once you master the process of sourcing, you can solve any hiring problem. And I do mean any. Take a fish from someone and you are fed for a day. Learn how to fish and you are fed for a lifetime. Sourcing is an Investigative Process When I start the process of finding people who are likely to be well-matched to a client need, the first thing I do is research.
As such, I always spend some time investigating the skills, terminology, and companies that will likely be useful to me in finding the right people. Two companies with the same role can and often do give the role different titles. Furthermore, there are people who either simply forget to include or consciously exclude explicit mention of some skills, responsibilities and technologies.
Investigative research can help uncover all of the various ways that skills, responsibilities, technologies, and company names can be written and expressed, discover what companies have certain types of employees, roles, and technologies, as well as help identify what skills, experience, responsibilities and technologies people may easily forget to include in their resume or social media profile.
For those of you who source and recruit in the software development space, you are likely familiar with Iterative and Incremental development as the heart of a cyclic software development process that starts with an initial planning effort and ends with deployment with the cyclic interactions in between.
Iterative and incremental development are essential parts of the Rational Unified ProcessExtreme Programming and generally the various agile software development frameworks.
You can easily adapt this process to electronic talent discovery and identification.
Once a hiring need is identified, the required skills, experience and qualifications are identified and an initial query is generated and executed. Once the query has been run, the results are analyzed for relevance and for further information that may be useful to incorporate into successive searches.
Based on the observed results, the initial query is modified appropriately more terms are added, some may be removed or excluded, term weighting and proximity may be applied if the search engine supports them, etc.
A sound candidate sourcing process is iterative and incremental — it involves repeating the cycle of 1 search, 2 analyze the relevance and quantity of search results, 3 modify the query slightly incrementally based on results analysis 4 search until a search is settled upon that returns a decent quantity of relevant results — people who are highly likely to be qualified and interested in the opportunity being sourced for.
For some hiring profiles, the initial process can take less than 5 minutes. For others, it may take up to 30 minutes or more. PDCA plan—do—check—act is an iterative four-step problem-solving process typically used in business process improvement.
PDCA is a successive cycle which starts off small to test potential effects on processes, but then gradually leads to larger and more targeted change.
Here is an example of how the PDCA cycle can be applied to sourcing: Based upon hiring requirements gathered, establish an initial query that is likely to identify people with the expected skills, responsibilities, experience and qualifications necessary.
Analyze the differences between observed results and the hiring profile to determine their cause. Variances can be part of either one or more of the P-D-C-A steps. Determine where to apply changes that will include improvement.
Final Thoughts When it comes to human capital information retrieval, the sourcing process is more important than the search strings themselves.Recruitment is a positive process of finding and employing the human resource that can aid in achievement of business objective whereas selection is a part of the recruitment process deals with decision making on the applicants that shall join the organization.
Complexity characterises the behaviour of a system or model whose components interact in multiple ways and follow local rules, meaning there is no reasonable higher instruction to define the various possible interactions.. The term is generally used to characterize something with many parts where those parts interact with each other in multiple ways, culminating in a higher order of emergence.
ADVERSE IMPACT: Action or policy which may appear to be neutral when applied equally to all employees but has the effect of disproportionately excluding one or more members of a protected class.
A business process can be anything from processing a customer order, to opening a new account, to on-boarding a new employee. It is the set of steps taken in our day to day work activities that is performed to accomplish a desired outcome.
The hiring process is the process of reviewing applications, selecting the right candidates to interview, testing candidates, choosing between candidates to make the hiring decision and performing.
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