RECRUITMENT PROCESS

Recruitment refers to the process of attracting, screening, and selecting qualified people for a job. For some components of the recruitment process, mid- and large-size organizations often retain professional recruiters or outsource some of the process to recruitment agencies. The stages in recruitment include sourcing candidates by advertising or other methods, screening potential candidates using tests and/or interviews, selecting candidates based on the results of the tests and/or interviews, and on-boarding to ensure the candidate is able to fulfill their new role effectively.

Stages of Recruitment Process Following are the stages involved in the recruitment process

Job analysis The proper start to a recruitment effort is to perform a job analysis, to document the actual or intended requirement of the job to be performed. This information is captured in a job description and provides the recruitment effort with the boundaries and objectives of the search. Oftentimes a company will have job descriptions that represent a historical collection of tasks performed in the past. These job descriptions need to be reviewed or updated prior to a recruitment effort to reflect present day requirements. Starting recruitment with an accurate job analysis and job description ensures the recruitment effort starts off on a proper track for success. Sourcing Sourcing involves 1) advertising, a common part of the recruiting process, often encompassing multiple media, such as the Internet, general newspapers, job ad newspapers, professional publications, window advertisements, job centers, and campus graduate recruitment programs; and 2) recruiting research, which is the proactive identification of relevant talent who may not respond to job postings and other recruitment advertising methods done in #1. This initial research for socalled passive prospects, also called name-generation, results in a list of prospects who can then be contacted to solicit interest, obtain a resume/CV, and be screened (see below). Screening and selection Suitability for a job is typically assessed by looking for skills, e.g. communication, typing, and computer skills. Qualifications may be shown through rsums, job applications, interviews, educational or professional experience, the testimony of references, or in-house testing, such as for software knowledge, typing skills, numeracy, and literacy, through psychological tests or

employment testing. Other resume screening criteria may include length of service, job titles and length of time at a job. In some countries, employers are legally mandated to provide equal opportunity in hiring. Business management software is used by many recruitment agencies to automate the testing process. Many recruiters and agencies are using an applicant tracking system to perform many of the filtering tasks, along with software tools for psychometric testing. Onboarding "Onboarding" is a term which describes the process of helping new employees become productive members of an organization. A well-planned introduction helps new employees become fully operational quickly and is often integrated with a new company and environment. Onboarding is included in the recruitment process for retention purposes. Many companies have onboarding campaigns in hopes to retain top talent that is new to the company; campaigns may last anywhere from 1 week to 6 months.

REVIEW OF RECRUITMENT PROCESS

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In the movie THE PERSUIT OF HAPPINESS, it is a story based upon a person chris gardener who has applied for an internship in an brokerage firm, and in this movie they have tried people to understand the recruitment process and its steps. Following are the steps of recruitment process shown in the movie. Job Analysis As mentioned above, in simple words it means what to do n who could do that so it means job descriptions and specifications. But in the movie there were no internship specifications and descriptions advertised in the posted pages. SOURCING Advertising Of Jobs The jobs displayed by posting the printed pages on the door of the Witter Reynolds Resources Department (Brokerage Firm Hr department) for the requirement of a broker trainee Program.

Screening and selection The organization in the movie received application from the candidates; they had send him head office. They have screened those who they think are suitable for the Internship. They got

convinced to the concerned person and have got interview offer and after that they have conducted interviews for the post specified.

Contents of interview They have observed and consider the dressing Qualifications considered and questions asked regarding qualification Distinctions are also discussed Learning asked for chris regarding brokarege

Selection process for internship Selection process was interview based as well as reference based. After conducted interview they have selected 20 candidates for BTP. And selection was for an internship for 6 months without any stipend. Onboarding In the movie they have a full onboarding program and on the basis of these onboard activities they have offers Chris a paid job.