Steps of End -to- End Recruitment?

Do you Know the meaning of END-TO-END ?

You know the meaning of END-TO-END?? Yes, you know…….Yes, Of Course…you, that’s correct. HOW??

Yes. The same concept is following in recruitment that is puzzling in your mind.

End-TO-End: From START to END. From OPEN to CLOSE……..Yes, Now you got it…..Great!!

Now, let discuss about END-to-End process in Recruitment.

Yes, these are the steps of E-2-E recruitment. Now, you are familiar with this process.

Let’s discuss each step in details, so that we can have a clear picture about each point/step/process.

1.      IDENTIFICATION AND UNDERSTANDING

This is initial step of recruitment which we follow. (Not being followed in Staffing/Recruitment agencies).

This is also known as requirement analysis/Job Analysis/Requirement Analysis/Work Analysis.

In this process, HR Team and Project team do coordinate with each-other to frame out the required professional and personal skills of new team-member/manpower/workforce.

One of the main purposes of conducting job analysis is to prepare job descriptions and job specifications which in turn help hire the right quality of workforce into an organization. The general purpose of job analysis is to document the requirements of a job and the work performed.

Job analysis aims to answer questions such as:

• Why does the job exist?
• What Skills are required to e required?
• When is the job to be performed?
• Where is the job to be performed?
• Under What conditions it is to be performed?

2.      SOURCING

Sourcing is a talent acquisition discipline which is focused on the identification, assessment and engagement of skilled worker candidates through proactive recruiting techniques. Professionals specializing in sourcing are known primarily as Sourcers; but also Internet Recruiters, Recruiting Researchers or Talent Scouts.

Candidate sourcing activity typically ends once the name, job title, job function and contact information for the potential candidate is determined by the candidate sourcer.

In some situations a person that "sources" candidates can and will perform both 'primary' and 'secondary' sourcing techniques to identify candidates as well as the candidate profiling to further pre-screen candidates but there is a growing market for experts solely focused on "telephone sourcing", "internet sourcing/researching" and candidate profiling. The actual act to source candidates can usually be split out into two clearly defined techniques: primary sourcing and secondary sourcing.

• Primary (Phone)

In recruiting and sourcing, this means the leveraging of techniques to identify candidates with limited to no presence of these individuals in any easily accessible public forum (the Internet, published list, etc.). It requires the uncovering of candidate information via a primary means of calling individuals directly and/or into organizations to uncover data on people, their role, title and responsibilities, email address, company, etc.

The term "phone sourcers" or "phone name generator" or "telephone names sourcer" generally applies to the utilization of primary sourcing techniques.

• Secondary (internet)

Individuals in the recruiting industry can have deep expertise in uncovering talent in the harder to reach places on the internet (forums, blogs, alumni groups, conference attendee lists, personal home pages, social networks etc.). With the boom of social networks and the more people sharing information about themselves on the internet the amount of data has become unmanageable. Many time sourcers turn to application to help them data mine this information grant. There are application for every majors social site that allow you screen scrape information.

The term "internet sourcer", "Internet name generator" or "internet researcher" generally applies to the use of secondary sourcing techniques.

Proactive techniques

• Using Boolean operators on major search engine sites (Google, Bing.com, Yahoo!, etc.) to identify potential candidates who might meet the criteria of the position to be filled based on targeted keywords.
• Searching for candidates in job board resume databases using keywords related to the position requirements.
• Looking in own recruitment database.
• Networking with individuals to uncover candidates. This includes the use of social networking tools and sites such as LinkedIn.
• "Phone sourcing" or cold calling into companies that might contain individuals that match the key requirements of the position that needs to be filled.

3.      SCREENING

Screening resumes is the process of sorting resumes to disqualify candidates using successively more detailed examinations of the resumes. The objective is to locate the most qualified candidates for an open job. While some of this can be done with the aid of automation and computers, there are still skills and techniques that help quickly eliminate unqualified candidates.

The objective of screening resumes is to eliminate candidates which do not meet the job requirements. Today the act of screening a resume may generally be divided into three steps:

1. The first pass or scanning for keywords,
2. The second pass which includes reading the resume to evaluate the candidate against the job requirements,
3. The third is, a full review of the resume including a subjective qualitative review of the candidate's job history.

Each step requires a more detailed review of the resume.

4.      INTERVIEW

An Interview typically precedes the hiring decision. The interview is usually preceded by the evaluation of submitted resumes from interested candidates, possibly by examining job applications or reading many resumes. Next, after this screening, a small number of candidates for interviews is selected.

Interviews usually take place face-to-face and in person, although modern communications technologies such as the Internet have enabled conversations to happen in which parties are separated geographically, such as with videoconferencing software, and telephone interviews can happen without visual contact.

Interviews almost always involve spoken conversation between two or more parties, although in some instances a "conversation" can happen between two persons who type questions and answers back and forth.

Potential job interview opportunities also include networking events and career fairs. The job interview is considered one of the most useful tools for evaluating potential employees. It also demands significant resources from the employer, yet has been demonstrated to be notoriously unreliable in identifying the optimal person for the job. An interview also allows the candidate to assess the corporate culture and demands of the job.

Interviews can happen in a wide variety of contexts:

Employment:

• Interviews in an employment context are typically called job interviews which describe a formal consultation for the purpose of evaluating the qualifications of the interviewee for a specific position.
• A specific type of job interview is a case interview in which the applicant is presented with a question or task or challenge, and asked to resolve the situation. Sometimes to prepare for job interviews, candidates are treated to a mock interview as a training exercise to prepare the respondent to handle questions in the subsequent 'real' interview.

Psychology:

• Psychologists use a variety of interviewing methods and techniques to try to understand and help their patients.
• In a psychiatric interview, a psychiatrist or psychologist or nurse asks a battery of questions to complete what is called a psychiatric assessment. Sometimes two people are interviewed by an interviewer, with one format being called couple interviews.
• Criminologists and detectives sometimes use cognitive interviews on eyewitnesses and victims to try to ascertain what can be recalled specifically from a crime scene, hopefully before the specific memories begin to fade in the mind.

Research:

• In marketing research and academic research, interviews are used in a wide variety of ways as a method to do extensive personality tests. Interviews are often used in qualitative research in which firms try to understand how consumers think.
• Consumer research firms sometimes use computer-assisted telephone interviewing to randomly dial phone numbers to conduct highly structured telephone interviews, with scripted questions and responses entered directly into the computer

Journalism and other media:

• Typically, reporters covering a story in journalism conduct interviews over the phone and in person to gain information for subsequent publication. Reporters also interview government officials and political candidates for broadcast.
• In a talk show, a radio or television "host" interviews one or more people, with the topic usually chosen by the host, sometimes for the purposes of entertainment, sometimes for informational purposes. Such interviews are often recorded.

Other situations:  

• Sometimes college representatives or alumni conduct college interviews with prospective students as a way of assessing a student's suitability while offering the student a chance to learn more about a college. Some services specialize in coaching people for interviews.
• Embassy officials may conduct interviews with applicants for student visas before approving their visa applications.

 Blind interview:

• In a blind interview the identity of the interviewee is concealed so as to reduce interviewer bias. Blind interviews are sometimes used in the software industry and are standard in orchestral auditions.
• Blind interviews have been shown in some cases to increase the hiring of minorities and women

Different Types of Interviews

The Telephone Interview: Often companies request an initial telephone interview before inviting you in for a face to face meeting in order to get a better understanding of the type of candidate you are. The one benefit of this is that you can have your notes out in front of you. You should do just as much preparation as you would for a face to face interview, and remember that your first impression is vital. Some people are better meeting in person than on the phone, so make sure that you speak confidently, with good pace and try to answer all the questions that are asked.

The Face-to-Face Interview: This can be a meeting between you and one member of staff or even two members.

The Panel Interview: These interviews involve a number of people sitting as a panel with one as chairperson. This type of interview is popular within the public sector.

The Group Interview: Several candidates are present at this type of interview. You will be asked to interact with each other by usually a group discussion. You might even be given a task to do as a team, so make sure you speak up and give your opinion.

The Sequential Interview: These are several interviews in turn with a different interviewer each time. Usually, each interviewer asks questions to test different sets of competencies. However, if you are asked the same questions, just make sure you answer each one as fully as the previous time.

The Lunch / Dinner Interview: This type of interview gives the employer a chance to assess your communication and interpersonal skills as well as your table manners! So make sure you order wisely (no spaghetti Bolognese) and make sure you don’t spill your drink (non-alcoholic of course!).

All these types of interviews can take on different question formats, so once you’ve checked with your potential employer which type of interview you’ll be attending, get preparing!

Here’s a list of interview formats that you should prepare your answers for;

Competency Based Interviews : These are structured to reflect the competencies the employer is seeking for the particular job. These will usually be detailed in the job spec so make sure you read it through, and have your answers ready for questions such as “Give me an example of a time you worked as a team to achieve a common goal.” For more examples of competency based questions click here.

Formal / Informal Interviews: Some interviews may be very formal, others may be very informal and seem like just a chat about your interests. However, it is important to remember that you are still being assessed, and topics should be friendly and clean!

Portfolio Based Interviews: In the design / digital or communications industry it is likely that you will be asked to take your portfolio along or show it online. Make sure all your work is up to date without too little or too much. Make sure that your images if in print are big enough for the interviewer to see properly, and always test your online portfolio on all Internet browsers before turning up.

5.      FEEDBACK

An Interview feedback is a process through which feedback from an employee's subordinates, colleagues, and supervisor(s), as well as a self-evaluation by the employee themselves is gathered.

Such feedback can also include, when relevant, feedback from external sources who interact with the employee, such as customers and suppliers or other interested stakeholders.

6.      SHORTLISTING / SELECTION

Based on the entire interview and screening process, we do coordinate with each members of panel, and all of them who has interacted with candidates and make a final decision based on performance.

Shortlisting criteria should be based on:

• The qualities and traits of top performing employees currently in the role

Shortlist criteria should not be based on:

• Personal opinion or gut feeling of what managers think are required for success
• Personal similarities of the candidates with the recruiters or hiring managers

7.      REFERENCE CHECK

Checking references is one of the best insurance policies against a bad hire. Make it your priority to call at least two of each candidate’s referees as soon as possible after interviews are completed. When it comes to references, there are no shortcuts – one-to-one verbal contact is always best, rather than more passive approaches like email or written references.

Also, the same discrimination laws apply to reference checks as to interviewing, so avoid asking the referee about the candidate's marital status, age, religion, disabilities or national origin.

8.      OFFER/JOINING/LETTER/JOB OFFER

A job offer is an invitation for a potential employee, whether she has applied for a job or not, to become an employee in your organization. The job offer contains the details of your employment offer. It generally sketches out the terms and conditions under which the employment is offered to the prospective employee. This includes salary, benefits, job responsibilities, and the reporting manager's name and title.

A verbal job offer usually involves telling the candidate that the offer includes all of the standard employee benefits that likely were reviewed with the prospect during on-site job interviews.

When making an offer, affirm that the prospect will make an excellent addition to the team. It is the continuation of efforts to make a potential new employee feel valued and wanted from the start of his employment.

After rolling out an offer to candidate, you'll have to do FOLLOW-UP, FOLLOW-UP AND Yes, Again FOLLOW-UP till joining

9.      JOINING & FORMALITIES 

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