World’s first Workbook for RecruitersThe motive of “Hiring Workbook” (HH - Part 2) is to capture recruiter’s day to day recruitment efforts and improve their performance. We found that there has been less awareness on the ethical practices, due importance on capturing data and lack of documentation process among the recruitment fraternity.

For a long time recruiter’s efforts are captured in a Daily / Weekly / Monthly / Yearly reports. Either in a form of an automated way or using XL Sheet. Pettiest thing is that both are not serving its purpose and it has been difficult for the recruitment manager / management to analyze the individual & team’s capability.

It is a recruitment guide for recruiters / managers to understand their ability, to expose talents, exhibit the efforts and improve performance of the recruitment team. It captures all the needed data in your recruitment life cycle and helps the manager / management on performance review & appraisal discussions. It makes your hiring life simpler and smarter.

World’s first Workbook for RecruitersBook deals with the following topics;

RECRUITMENT POLICYRECRUITMENT LIFE CYCLERECRUITMENT HIRERACHYKEY RESULT AREASOURCING METHODSSCREENINGINTERVIEWSSELECTION METHODSOFFER PROCESSJOINING PROCESSINDENTRECRUITMENT PLANNINGJOB DESCRIPTIONYEARLY PLANNER (Financial Year)

World’s first Workbook for RecruitersGist from the book;

RECRUITMENT POLICYEach company has their own recruitment policy connected with the company’s goal and mission. Before hiring, recruiter needs to understand and follow the company’s Recruitment Policy for better recruitment results. For example, your organization’s recruitment policy could be to hire only engineering graduates with first class in computer science from a tier 1 educational institution. In this case, your policy will not allow hiring candidates with other stream in engineering or with less percentage. Significance of writing your organizational / client recruitment policy here will help you to look back this page whenever you need a clarification.

RECRUITMENT LIFE CYCLERecruitment Life Cycle is the first phase of the recruitment activity and the entire lifecycle includes from job opening from the Client till Candidates joining and closing the position. As a Recruiter / Recruitment Manager, you need to be strong on the concept. The structure differs from organization to organization (including Manpower Agencies).

World’s first Workbook for RecruitersGist from the book;

RECRUITMENT HIRERACHY A well planned system or an organization formation in which people or groups are ranked one above the other according to their status or the authority. Pyramid-like ranking of ideas, individuals, items, etc., where every level (except the top and the bottom ones) has one higher and one lower neighbour. Higher level means greater authority, importance, and influence.

KEY RESULT AREA Did you find out yourself in the organizational hierarchy chart? You may be a trainee or a senior executive or a recruitment manager, now it’s time to set a KRA for you. Usually, people who are up in the ladder determine KRA for the down line employees (Subordinates). For Recruitment Manager and his / her team of recruiters, CEO sets the KRA. It is important for you to achieve the KRA set by the management for best appraisal / promotion. Your day to day hiring needs to be based on the KRA set to you and once in a day check if you are in-line with the goal.

World’s first Workbook for RecruitersGist from the book;

SOURCING METHODS Recruiter(s) goal is to fulfil the given assignment with the suitable candidate(s) on time. Below given is the sample sourcing methods by which Recruiter(s) can target relevant resources.

SCREENING The next step after sourcing resumes is to check the suitability / availability of the candidates with your current job openings. Below given is the sample mandatory data for the recruiters to check in the resume before speaking to the candidates.

INTERVIEWS Interviews are the place for finding real time expertise of the candidates. Following are the sample interviewing types in an organization (both in corporate and consultancy). It can change based on the organizational and the recruitment policy.

World’s first Workbook for RecruitersGist from the book;

SELECTION METHODS Each organization has their own way of selecting candidates. Below given is the Sample Selection Methods for Fresher. It can change based on the requirement and client needs.

OFFER PROCESS Offer Process is part of the Interview Process. In HR interview, the HR Manager understands the technical and personal capability of the candidate. HR Manager takes a decision based on the Joining date, Salary fitment and other expectations of the candidate.

JOINING / ON-BOARDING PROCESSThe Recruitment Life Cycle successfully ends by on-boarding suitable candidates for the open positions. The candidate interacts with the HR-Recruiter from the date of applying the job till joining. So, Recruiter is the right person to give a warm welcome to the new employee joining the company. As per company’s policy, Recruiter confirms that the candidate has brought the needed documents to do the join formalities.

World’s first Workbook for RecruitersGist from the book;

RECRUITMENT PLANNING This is an important part of the requirement handling. Most of the recruiters skip this exercise and start their sourcing channels once after receiving the indent. This is not only a bad practice but also it will never yield proper results to the recruiter / organization. Indent speaks about what manpower a client needs. But Recruitment Planning speaks about how recruiter / team can close the open positions raised by the hiring manager / client. For each indent / requirement (not for each positions), recruitment planning is must. Hiring managers / clients may not know the market reality. Recruiters are the one who has to give a realistic view on closing the openings.

JOB DESCRIPTION Once the indent and recruitment planning sheet approved by the hiring manager / client, recruiter has to create the detailed Job Description to be shared with the candidate. Indent is for internal recruiter’s reference and that can’t be shared with the candidate as it includes confidential matters. For candidate’s understanding, recruiter need to create a Job Description (JD) and it has to be authorized by the hiring manager / client.

World’s first Workbook for RecruitersGist from the book;

Indent Creation

Interview Sheet

Market Mapping

Recruitment Planning Sheet

Yearly PlannerMonth on month based chart for the recruiters

World’s first Workbook for Recruiters

To purchase this book, visit;

Amazon / CreateSpace – https://www.createspace.com/4268880

Pothi.com (For Indian Recruiters) - http://pothi.com/pothi/book/vijay-anand-l-v-hiring-workbook

To know more about the author and his books, visit – www.vijayanand.co.in