Recruitment Selection Hiring Process
Recruitment is a process of finding and attracting the potential resources for filling up the vacant positions in an organization. It sources the candidates with the abilities and attitude, which are required for achieving the objectives of an organization.
Human Resource (HRM) Recruitment and Selection
Before hiring an applicant for a job position, an organization goes through a step-by-step process to find the most qualified candidate to fill the role. Though a search can take time, a rushed hire can lead to additional staff turnover and missed opportunity costs. By investing in a thorough and detailed hiring process, a hiring staff can make the right decisions and bring in talented professionals who will help the company grow.
Identify hiring need
Before a position can be filled, it must be identified as available. Positions are either newly formed or recently vacated. In either case, the hiring staff should meet to generate a prioritized list of job requirements including special qualifications, characteristics, and experience wanted from a candidate.
Job Analysis
Job analysis helps in understanding what tasks are important and how to perform them. Its purpose is to establish and document the job relatednessof employment procedures such as selection, training, compensation, and performance appraisal.
The following steps are important in analyzing a job −
- Recording and collecting job information
- Accuracy in checking the job information
- Generating job description based on the information
- Determining the skills, knowledge and skills, which are required for the job
The immediate products of job analysis are job descriptions and job specifications.
Post and promote job openings
The job listing is advertised internally so current employees can apply and make referrals. Other avenues for promotion are the company’s website, online job boards, social media, job fairs, and industry publications.
Recruiting
Beyond passive recruitment via job posts, the hiring staff should seek out qualified candidates via LinkedIn, social media, and industry events. This will ensure that some applications from potential candidates who are not actively searching for new jobs but who may be perfect for the role are received.
Recruitment Strategy
A. Job Description
Job description provides information about the scope of job roles, responsibilities and the positioning of the job in the organization. And this data gives the employer and the organization a clear idea of what an employee must do to meet the requirement of his job responsibilities.
Job description is generated for fulfilling the following processes −
- Classification and ranking of jobs
- Placing and orientation of new resources
- Promotions and transfers
- Describing the career path
- Future development of work standards
A job description provides information on the following elements −
- Job Title / Job Identification / Organization Position
- Job Location
- Summary of Job
- Job Duties
- Machines, Materials and Equipment
- Process of Supervision
- Working Conditions
- Health Hazards
B. Job Specification
This information about each job in an organization is as follows −
- Physical specifications
- Mental specifications
- Physical features
- Emotional specifications
- Behavioral specifications
A job specification document provides information on the following elements −
- Qualification
- Experiences
- Training and development
- Skills requirements
- Work responsibilities
- Emotional characteristics
- Planning of career
C. Job Evaluation
Job evaluation is a comparative process of analyzing, assessing, and determining the relative value/worth of a job in relation to the other jobs in an organization.
The main objective of job evaluation is to analyze and determine which job commands how much pay. There are several methods such as job grading, job classifications, job ranking, etc., which are involved in job evaluation. Job evaluation forms the basis for salary and wage negotiations.
C. Job Evaluation
Job evaluation is a comparative process of analyzing, assessing, and determining the relative value/worth of a job in relation to the other jobs in an organization.
The main objective of job evaluation is to analyze and determine which job commands how much pay. There are several methods such as job grading, job classifications, job ranking, etc., which are involved in job evaluation. Job evaluation forms the basis for salary and wage negotiations.
B. Screening interview
Initial interviews with applicants are typically phone calls with HR representatives. These interviews determine if applicants have the qualifications needed to do the job and serve to further narrow the pool of candidates. HR may also explain the interviewing process during this step.
C. Applicant talent assessment
Before, during, or after interviews, hiring staff often assign applicants one or more standardized tests to assess personality type, talent (also called pre-employment tests), physical suitability for the job, cognition (reasoning, memory, perceptual speed and accuracy, math, and reading comprehension), and/or emotional intelligence. Some organizations also require applicants to take tests or complete assignments to demonstrate professional skills applicable to the open position.
D. Background check
One of the final steps prior to making a job offer is conducting background checks to review candidates’ criminal record, to verify employment history and eligibility, and to run credit checks. Some organizations also check social media accounts (Facebook, Twitter, etc.) to make sure potential employees are likely to represent the company in a professional manner. Drug testing may also be warranted, depending on the nature of the job.
E. Decision
The hiring staff confers and evaluates applicants based on the interviews, job experience, skills and talent assessments, and all other relevant information (recommendations, e.g.). A top choice should be identified and agreed on. A backup candidate selection should be made, as well. If no candidates meet the hiring criteria, the hiring process should start over.
Recruitment Selection Hiring Process Agency in Navi Mumbai
About Nashik
About Navi Mumbai
Navi Mumbai lies on the west coast of Maharashtra. It is situated in the eastern trans-harbour of Mumbai. The city was developed as a new urban township and satellite city of Mumbai in 1972. It is also the largest planned city in the world. The main purpose for building the city was to decongest the city of Mumbai.
Navi Mumbai covers 150 km of the total 720 km of the Konkan coast. There are totally 86 villages covering 39,400 acres within Navi Mumbai limits.
CIDCO had created 14 nodes/townships in Navi Mumbai. They are Vashi, Sanpada, Airoli, Ghansoli, Nerul, Kopar Khairane, CBD Belapur, New Panvel, Kamothe, Ulwe, Kalamboli, Dronagiri, Kharghar and Taloja. Each node is further divided into sectors.
CIDCO planned and constructed the railway stations in the city and developed the nearby areas. The Vashi bridge was opened in 1973 for the residents of Vashi, Nerul and CBD Belapur. The Sion-Panvel Expressway was built to reduce commuting time from Sion to Panvel.
The commissioning of a wholesale agricultural produce market in Vashi and building of a commuter railway line between Mankhurd and Vashi in 1992led to a very high population and economic growth.
Navi Mumbai has a vibrant industrial activity in the regions of Mahape and Taloja. The last decade has seen a steady growth of IT/ITeS sectors as well. The satellite city has seen a high growth of residential development in the last 5 years.
Demographics:
According to census data, the city has seen a huge migration of population from the Island city of Mumbai (54.6%) . It also attracts population from other suburbs of Mumbai and Maharashtra (28.9%). There is a small population from outside Maharashtra that has settled here (0.7%).
According to 2011 consensus, the population in Navi Mumbai is 1,119,477 and its urban population is 18,414,288. The sex ratio in the city is 1000:831. The average literacy rate of the city is 91.57% out of which, 95.05% are males and 87.33% are females.
Employment Opportunities
Navi Mumbai has a buzzing manufacturing activity in the state owned industrial estates. The Maharashtra Industrial Development Corporation (MIDC) areas in Taloja and Mahape have several SMEs. Taloja has several companies such as Asian Paints, Exide Batteries and Asahi Glass.
There are several IT/ITeS companies and software parks making their way into the satellite city such as Reliance group, Patni Computer Systems, TCS and Mastek. The next decade is expected to see a market domination by the IT/ITeS sector.
Most of the employment opportunities in the city is on the stretch of the Thane-Belapur road. The areas of Airoli, Mahape, Rabale, Turbhe, Vashi, Jui nagar and Belapur are locations that have ample office spaces and have good employment opportunities.
Connectivity
The Mumbai suburban railway is the most prominent mode of public transport in Navi Mumbai. This connects most regions of Navi Mumbai to the main city of Mumbai and Thane. The most important railway stations are Vashi, Belapur, Panvel and Nerul. Panvel is the only mainline station as well as the busiest railway station in Navi Mumbai. A new broad gauge line has been made functional between Panvel and Karjat. There are currently three express trains that use this line.
The Navi Mumbai Municipal Transport (NMMT) and Brihanmumbai Electric Supply and Transport (BEST) provide bus services throughout Navi Mumbai, Mumbai and other areas of Mumbai Metropolitan Region (MMR). There are regular BEST AC Kinglong and NMMT AC Volvo buses running between Mumbai and Navi Mumbai.
Navi Mumbai has the most advanced port in India: Jawaharlal Nehru Port Trust (JNPT) in Nhava Sheva near Uran industrial area. It is well connected to roads and handle about 65% of the country’s container traffic.
The Navi Mumbai International Airport is proposed in Kopra-Panvel area. This is expected to decongest the air traffic in Mumbai. The airport will be built through Public Private Partnership (PPP). The airport is expected to be completed in 2017.
Navi Mumbai civic administration
The Navi Mumbai Municipal Corporation (NMMC) was formed in 1991 to maintain some of the developed nodes. Local self-government in Navi Mumbai started on January 1 1992. Under this, NMMC was handed nine of the total 25 nodes of Navi Mumbai project area. These nodes are Vashi, Nerul, CBD Belapur, Kopar Khairane, Turbhe, Airoli, Ghansoli, Sanpada and Digha. The municipal commissioner and a mayor head NMMC.
The City and Industrial Development Corporation (CIDCO) was created on 17 March 1971 for developing and maintaining the city. When Navi Mumbai was created, CIDCO was the only authority that maintained and developed the city.
There are 64 electoral wards in Navi Mumbai. Each has an elected corporator.
All Localities in Navi Mumbai
| Mahape Rabale Shiravane Turbhe Apta Parsik Hill Khanda Colony Dronagiri Navade Khalapur Bonkode Shedung Ghansoli Ulwe Taloja New Panvel Panvel CBD Belapur Nerul | Kharghar Kalamboli Seawoods Kamothe Airoli Sanpada LOCALITY Khandeshwar Kopar Khairane Uran Vashi Rasayani Pen Mumbai Pune Express Highway Nhava Roadpali Palm Beach Road Juinagar | Karanjade sector 8A sector 11 Talavli savoli sector 26 Vashi Sector 19 Tembhode sector 50 sector 50 New sector 15 sector 19 (shahbaz village) sector 20 Sector 6 LOCALITY sector 7 Sector 10 ( Kopra) Sector 12 | sector 13 sector 20 Kharghar Sector 27 Kharghar sector 30 Kharghar sector 34 Kharghar Sector 35 Kharghar Sector 21 Kharghar Sector 15 Kharghar sector 19 Kharghar Sector 27 – Kharghar sector 36 Kamothe Sector 18 Kamothe Sector 21 Kamothe Sector 22 Kamothe Sector 25 Khandeshwar Sector 19 Ulwe Sector 21 Ulwe Sector 18 Ulwe Sector 17 Ulwe sector 5 Ulwe | Sector 02 Ulwe Sector 09 Ulwe LOCALITY Sector 08 Ulwe Vichumbe Palaspa Dighe Nevali Koproli Bonshet Garpoli Akurli Chouk Rohinjan Nilje Gaon Kalundre Shil Phata Chipale Shilottar Raichur Nere Usarli Khurd Valap Adai Umroli Chirle Ranjanpada Dhansar |
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