The Process of IT Recruitment
The process of identifying and attracting potential resources to fill vacant positions in the organization is known as recruitment. (Brishti, J.K. and Javed, A., 2020). That will need to figure out which position(s) are open, examine job requirements, screen, shortlist, and interview possible applicants who would be a good fit for the job. (Yakubovich, V. and Lup, D., 2006.) It can be assured that each and every one of the people that applied is competent and the true challenge is finding applicants who are also a good fit for the company's culture. (Dash, M., Faforia, N.G. and Muthyala, A., 2018). Any good recruitment process focuses on highly qualified candidates and encourages as many people as possible to apply for the post. (Kuhn, P., Shen, K. and Zhang, S., 2020) This makes it easy to establish a pool of skilled individuals that can fulfill the company's present and future requirements, as well as choose the greatest fit for your workplace culture. (Mindia, P.M. and Hoque, M.K., 2018).
When it comes to the IT industry, a good recruitment process will assist the hiring team in filtering the suitable applicants and reducing the time and effort required to find them. (Nawaz, N., 2019.) In IT companies, the recruitment process not only reflects the professionalism of the company, but it also helps to save money on identifying, attracting, engaging, recruiting, and retaining people. (Sandhip Laldjee, S., Ajufo, C.A.M. and Bekaroo, G., 2021)
A successful recruiting process is a step-by-step method to bring in skilled and qualified individuals who will help the firm expand. (Shahbaz, U., Beheshti, A., Nobari, S., Qu, Q., Paik, H.Y. and Mahdavi, M., 2018). Its goal is to discover the best candidate for the appropriate position at the right time. (Shenoy, V., Aithal, P.S. and Pai, R., 2018). The ideal recruiting process is all-encompassing and includes five stages of recruitment; however, this may vary based on the organization's structure and size, current workforce and workflow, selection procedure, and type of operations. (Spychała, M., Goliński, M., Szafrański, M. and Graczyk-Kucharska, M., 2019).
The Steps of Recruitment Process
Figure 1: Steps of the Recruitment Process
In order to identify the best match for the company, the recruitment process involves five interconnected processes. They are as follows:
1. Developing a Recruitment Strategy
If a job opportunity has just arisen or been abandoned, it is critical to determine what the role, and ultimately your business, need in a candidate who will fill it. (Yakubovich, V. and Lup, D., 2006)
2. Talent Search
Finding the finest sources of recruiting, finding suitable people, and attracting and inspiring them to apply for the position may all help to bring in a new viewpoint to the company. (Srinivasam, S., 2020).
3. Screening and Shortlisting
It is critical to effectively screen prospects in order to narrow in on the best candidate for the position and go forward with the recruiting process and it is listed in three points below. (Spychała, M., Goliński, M., Szafrański, M. and Graczyk-Kucharska, M., 2019).
- By filtering applications based on the required level of education.
- Sort resumes by choosing people who meet the required credentials, abilities, experience, and expertise.
- After that, make a shortlist of people who meet both the minimal credentials and needs.
5. Evaluation & Offer of Employment
After screening all of the candidates, It will need to make an offer to the most worthy one(s), who will be vetted for credibility before being given the job.(Mindia, P.M. and Hoque, M.K., 2018).
The recruiting process does not necessarily conclude with the candidate being hired. (Dash, M., Faforia, N.G. and Muthyala, A., 2018). It's common for a new employee to feel uneasy and out of place in a completely new work setting when they first start. (Brishti, J.K. and Javed, A., 2020). It is the responsibility of an employer or a senior employee to make them feel welcome to the firm, not only by showing them around but also by arranging special arrangements such as a team lunch or dinner to break the ice and speak about topics other than work. (Yakubovich, V. and Lup, D., 2006).
A smart recruiting plan will not only save the company money, time, and effort when it comes to hiring new workers for a vacant or new job post, but it will also help to choose the top applicants from among those that applied. This will result in higher job satisfaction and productivity, which will help employee engagement in the IT industry.
References:
Brishti, J.K. and Javed, A., 2020. THE VIABILITY OF AI-BASED RECRUITMENT PROCESS: A systematic literature review.
Dash, M., Faforia, N.G. and Muthyala, A., 2018. A model for recruitment process costs in the Indian IT industry. Journal of Strategic Human Resource Management, 7(1), p.1.
Kuhn, P., Shen, K. and Zhang, S., 2020. Gender-targeted job ads in the recruitment process: Facts from a Chinese job board. Journal of Development Economics, 147, p.102531.
Mindia, P.M. and Hoque, M.K., 2018. Effects of E-recruitment and internet on recruitment process: An Empirical study on Multinational companies of Bangladesh. International Journal of Scientific Research and Management, 6(01), pp.2321-3418.
Nawaz, N., 2019. How far have we come with the study of artificial intelligence for recruitment process. Int. J. Sci. Technol. Res, 8(07), pp.488-493.
Sandhip Laldjee, S., Ajufo, C.A.M. and Bekaroo, G., 2021. Optimizing Recruitment Process within Businesses: Predicting Interview Attendance Using C4. 5 Algorithm. In Progress in Advanced Computing and Intelligent Engineering (pp. 831-838). Springer, Singapore.
Shahbaz, U., Beheshti, A., Nobari, S., Qu, Q., Paik, H.Y. and Mahdavi, M., 2018. irecruit: Towards automating the recruitment process. In Service Research and Innovation (pp. 139-152). Springer, Cham.
Shenoy, V., Aithal, P.S. and Pai, R., 2018. Online E-Campus Recruitment Process of Berger Paints India Ltd. International Journal of Applied Engineering and Management Letters (IJAEML), 2(1), pp.82-95.
Spychała, M., Goliński, M., Szafrański, M. and Graczyk-Kucharska, M., 2019, May. Competency models as modern tools in the recruitment process of employees. In European Conference on Intangibles and Intellectual Capital (pp. 282-XIV). Academic Conferences International Limited.
Srinivasam, S. (2020). Recruitment Process: A Detailed Guide. https://www.feedough.com/. Available at: https://www.feedough.com/recruitment-process-everything-you-need-to-know/.
Yakubovich, V. and Lup, D., 2006. Stages of the recruitment process and the referrer’s performance effect. Organization science, 17(6), pp.710-723.
Hi Pavani agree with you on the post. Recruitment sources are the methods of job seekers getting to know about job openings in an organization. In order to recruit high quality P-O & P-J fits with experience, effective recruitment sources are required to attract candidates with such characteristics. (Horvarth, 2015).
ReplyDeleteHi Nilushi, I agree with your comment. However, If a job opportunity has just arisen or been abandoned, it is critical to determine what the role, and ultimately your business, need in a candidate who will fill it. (Yakubovich, V. and Lup, D., 2006).
DeleteHi Pavani, Totally agreed with you on this post. It is a widely held view that an organisation's human resources are its most important assets and, among the resources available, may offer the only non-imitative competitive edge (Pfeffer, 1994; Huselid, 1995). Thus, an organisation's ability to attract and retain capable employees may be the single most important determinant of organisational effectiveness. As the point of entry for employees, the recruitment function plays a critical role in enhancing organisational survival and success in the extremely competitive and turbulent business environment. (Singh Parbudyal; Finn Dale, 2003)
ReplyDeleteHi Ramesh, I agree with your comment. Any good recruitment process focuses on highly qualified candidates and encourages as many people as possible to apply for the post. This makes it easy to establish a pool of skilled individuals that can fulfill the company's present and future requirements, as well as choose the greatest fit for your workplace culture. (Mindia, P.M. and Hoque, M.K., 2018).
DeleteHi Pavani , According to Ofori & Aryeetey (2011), recruitment is the process of creating a pool of capable individuals to apply for employment within an organization. Recruitment is the process of finding and attracting suitably qualified and motivated job seekers to apply for job vacancies in the organization (Opatha, 2010).
ReplyDeleteHi Maheshi, I agree with your comment. However, The recruiting process does not necessarily conclude with the candidate being hired. It's common for a new employee to feel uneasy and out of place in a completely new work setting when they first start. (Brishti, J.K. and Javed, A., 2020).
DeleteHi Pavani, well explained the recruitment process in the IT industry. According to Opatha, 2010) emphasis is on the process of finding qualified and suitable people for the vacancies in the organization. It is a set of activities used by a company to attract job candidates with the necessary skills and attitudes. The recruitment process generates a qualified group of people to suit organizational job vacancies.
ReplyDeleteThank you for your comment Thanuja, The ideal recruiting process is all encompassing and includes five stages of recruitment; however, this may vary based on the organization's structure and size, current workforce and workflow, selection procedure, and type of operations. (Spychała, M., Goliński, M., Szafrański, M. and Graczyk-Kucharska, M., 2019).
DeleteHi Pavani. A comprehensive post on the recruitment process. As stated by Opatha (2012), recruitment is the process of locating and enticing adequately qualified individuals to apply for open positions inside an organization. It's a series of actions that a company does to attract job prospects with the skills and attitudes it requires. Many academics, on the other hand, believe that the purpose of recruitment is to provide a large enough pool of candidates for managers to choose the right talent they require (Stonner, Freeman and Gilbert, 2000 as cited in Saviour et al., 2016).
ReplyDeleteHi Ashanthi, I agree with your comment. Any good recruitment process focuses on highly qualified candidates and encourages as many people as possible to apply for a position. (Kuhn, P., Shen, K. and Zhang, S., 2020). Short-listed candidates will go through an interview procedure, following which will decide whether the candidate should be hired or dismissed. (Yakubovich, V. and Lup, D., 2006).
DeleteHi Pavani. Agreed. Further, when deciding between internal and external hiring, managers must consider their own organizational environment, the nature of the job and its level within the organization's job hierarchy, firm and industry characteristics, and the interaction of internal and external hiring policies and other practices in the human resources management system (DeVaro, 2020).
ReplyDeleteHi Gimhani, Agree with your comment. The recruiting process does not necessarily conclude with the candidate being hired. (Dash, M., Faforia, N.G. and Muthyala, A., 2018). It's common for a new employee to feel uneasy and out of place in a completely new work setting when they first start. (Brishti, J.K. and Javed, A., 2020).
DeleteHi Pavani, the points you have mentioned here is very valid and clear. Further to support the topic I would like to add few more things to it. The use of professionally and nonprofessionally oriented social networking Web sites (SNWs), such as LinkedIn and Facebook, has become widespread from both sides of the Atlantic. According to Nikolaou discusses the role of SNWs among employees–job seekers and recruiters–human resource professionals (Nikolaou, 2014).
ReplyDeleteHi Dinith, I agree with your comment. This may vary based on the organization's structure and size, current workforce and workflow, selection procedure, and type of operations. A smart recruiting plan will not only save the company money, time, and effort when it comes to hiring new workers for a vacant or new job post. Therefore, recruitment using social media is a very good way to hire people. (Spychała, M et al., 2019).
DeleteHi Pavani, Useful post. The proper applicants must be identified and attracted for a successful recruitment strategy. Poor hiring decisions might turn away great talent and harm your company's reputation among potential employees(Grobler, et al., 2002).
ReplyDeleteHi Janani, I agree with your comment. The recruitment process not only reflects the professionalism of the company, but it also helps to save money on identifying, attracting, engaging, recruiting, and retaining people. (Sandhip Laldjee, S., Ajufo, C.A.M. and Bekaroo, G., 2021).
Delete