Recruitment

Recruitment is the process of searching and attracting capable candidates to apply for the job. It involves identifying vacancy in the organization, analyzing the job to be filled in terms of its duties and responsibilities, finding various sources from where perspective candidate can be found and finally arranging for the tests and interviews for selection. Audit of recruitment system involves:

Understanding the jobs to be filled

• Use of job description or competency profiles in clarifying requirements of job vacancy.
• Availability of manual with job description or competency profile.
• Preparation of them in consultation with top management.
• Updating them periodically.

Tapping the sources of recruitment

• Use of cost-effective methods of advertising
• Advertising method that ensures better reach to candidates.
• Response to the advertisement in past.
• Attracting and short-listing candidates
• Advertisement is well worded and giving adequate information about the job and criteria for selection.
• Mention of process of applying.
• Internal advertisement of vacancy.
• Consideration of candidates within the organization.
• Use of placement agencies.
• Short listing of candidates by comparing profiles with job description.
• Consultation of functional heads before final short listing.
• Reference check.

Using various strategies and approaches for selection

• Methods
• Use of application blank.
• Conducting panel interview consisting of senior and line managers and HR person.
• Use of assessment centers for selection at the higher levels.
• Use of aptitude, ability and behavioral tests.
• Use of experts for interpretation of tests.
• Strategies
• Person-organization interaction based selection.
• Assessment of attitudes towards the job.
• Role set strategy for selection.
• Assessment of congruence between individual needs and organizational culture and nature of job.
• Involvement of role set members in selection process.

Setting selection process

• Information to candidates in advance about interview schedule.
• Confirming attendance of the candidate.
• Treatment with respect to candidate when called for interview.
• Comfort to outstation candidates.
• On time process.
• Circulation of format for selection to panel.
• Experienced members for assessment.
• Salary negotiations for final candidate.

Final selection process

• Attention on capabilities and potential to learn and develop in the organization
• Comment on differentiation between suitability for current job, and capacity to learn and grow in the organization of employees.
• Satisfaction of employees that their capabilities are properly utilized.
• Timelines of the entire process
• Decision taken within the time limit.
• Intimation to candidate.
• Paper work on time.
• Appointment letter.
• Proper workplace facilities for new employees on time.
• Induction schedule.

Auditing Methods and Techniques for Recruitment

Interviews

• Interview of HR manager: To get information about:
• Availability of job descriptions.
• Involvement of others in its preparation.
• Updating them.
• Use of competency profile in recruitment.
• Use of advertising media for vacancy.
• Use of placement agencies.
• Reference check.
• Use of various selection methods .
• Use of psychometric tests.
• People involved in assessment.
• Time taken for selection process.
• Induction schedules etc.
• Interview of line managers: To know about
• Availability of job descriptions.
• Information of vacancy to internal employees.
• Clarity in the process of application.
• Involvement of functional heads in selection process.
• Strength and weaknesses of selection process.
• Interview of new recruits: For understanding
• Experience about selection process.
• Attitude of the contact person.
• Permission to visit entire site before interview.
• Time line of the process.
• Management of the process.

Documents/Secondary Data

• Job descriptions.
• Vacancy advertisements.
• Internal job postings.
• Database of external applicants.
• Format of application blank.
• Psychometric tests.
• Time table of selection process.
• Communication sent to candidates.
• Employee satisfaction surveys etc.

Observation:

• Physical infrastructure used for running assessment center.

Questionnaire Data:

• Information from HR managers, line managers and staff from HR Audit questionnaire