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    Flow Chart For Recruitment Till Retirement

    Uploaded by

    rajagopal
    The recruitment cycle document outlines the process for filling open positions from requisition to onboarding new employees. Key steps include: 1) Getting approval for open positions and determining if replacements or new hires are needed. 2) Preparing job descriptions and criteria for open roles. 3) Sourcing candidates from existing databases, referrals, job sites or agencies within a 5 day timeframe. 4) Screening profiles, conducting interviews within 3-5 days, and making a selection if an appropriate candidate is found. 5) Extending and accepting offers, conducting background checks, and setting a start date to onboard the new employee.

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    © All Rights Reserved
    Download as XLS, PDF, TXT or read online from Scribd

    Flow Chart For Recruitment Till Retirement

    Uploaded by

    rajagopal
    319 views4 pages
    The recruitment cycle document outlines the process for filling open positions from requisition to onboarding new employees. Key steps include: 1) Getting approval for open positions and determining if replacements or new hires are needed. 2) Preparing job descriptions and criteria for open roles. 3) Sourcing candidates from existing databases, referrals, job sites or agencies within a 5 day timeframe. 4) Screening profiles, conducting interviews within 3-5 days, and making a selection if an appropriate candidate is found. 5) Extending and accepting offers, conducting background checks, and setting a start date to onboard the new employee.

    Original Title

    Flow Chart for Recruitment till retirement

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    The recruitment cycle document outlines the process for filling open positions from requisition to onboarding new employees. Key steps include: 1) Getting approval for open positions and determining if replacements or new hires are needed. 2) Preparing job descriptions and criteria for open roles. 3) Sourcing candidates from existing databases, referrals, job sites or agencies within a 5 day timeframe. 4) Screening profiles, conducting interviews within 3-5 days, and making a selection if an appropriate candidate is found. 5) Extending and accepting offers, conducting background checks, and setting a start date to onboard the new employee.

    Copyright:

    © All Rights Reserved
    Download as XLS, PDF, TXT or read online from Scribd
    Download as xls, pdf, or txt
    319 views4 pages

    Flow Chart For Recruitment Till Retirement

    Uploaded by

    rajagopal
    The recruitment cycle document outlines the process for filling open positions from requisition to onboarding new employees. Key steps include: 1) Getting approval for open positions and determining if replacements or new hires are needed. 2) Preparing job descriptions and criteria for open roles. 3) Sourcing candidates from existing databases, referrals, job sites or agencies within a 5 day timeframe. 4) Screening profiles, conducting interviews within 3-5 days, and making a selection if an appropriate candidate is found. 5) Extending and accepting offers, conducting background checks, and setting a start date to onboard the new employee.

    Copyright:

    © All Rights Reserved
    Download as XLS, PDF, TXT or read online from Scribd
    Download as xls, pdf, or txt
    of 4
    At a glance
    Powered by AI
    The document outlines the recruitment process from requisition to making an offer. It details the various steps involved like defining requirements, finding suitable candidates, conducting interviews and reference checks.

    Some of the sources mentioned for finding candidates are existing database, staff referrals, newspaper/job portals, campus recruitment and external agencies.

    The steps mentioned are getting interview details, informing shortlisted candidates, conducting technical and HR interviews, and collecting documents from candidates during interview.

    Recruitment Cycle

    Requisition for
    Manpower

    Get approval from


    Get approval from
    Director/President in
    Director/President in
    No the Manpower
    the Manpower
    Is it Requisition form
    Requisition form
    Budgeted? through the concern
    through the concern
    department.
    department.

    Send the Approval


    Send the Approval
    copy to HR
    copy to HR
    Yes

    department to fill
    department to fill
    the position.
    the position.

    No Do Job Analysis
    Do Job Analysis
    /Position Review
    Is it /Position Review
    Replacement? with the concern
    with the concern
    Department Head
    Department Head
    Yes

    Prepare Job
    Prepare Job
    Update the Job Specification Description and
    Update the Job Specification Description and
    Determine Criteria
    Determine Criteria

    Planning

    Defining the Process


    Setting the Time Frame

    Existing Database
    Existing Database
    Source
    Existing Database
    Time Frame Existing Database

    Source sufficient
    Profiles/Resumes within 5 Staff Referrals
    Staff Referrals
    days once you received the JD

    News Paper add


    News Paper add

    Source
    Existing Staff
    Existing Staff

    Databank (Pool
    Databank (Pool Job Portals
    of Profiles or Job Portals
    of Profiles or
    Resumes)
    Resumes)
    Campus
    Campus

    External Agency
    External Agency

    Screening Activity

    Time Frame

    Maximum of one day from


    Forward the Profiles/Resumes to the date of profiles received.
    Authorized person of Concern
    department

    Time Frame

    No Maximum of three days


    Is any from the date of profiles
    Shortlisted send.
    Profiles?
    Yes

    No Do we have
    the sufficient
    number of
    profiles?

    Time Frame
    Yes

    Minimum of 5 days prior


    from the date of Interview

    Get the Interview date, Venue &


    Timing from the concern
    person(Confirm the availability
    of interview panel)

    Mail the below details to the particular


    consultancy with shortlisted candidates and
    inform the same over phone.
    1. Interview Details
    2. Documents need to bring(Education &
    Experience certificates)
    3. Two passport size photograghs
    4. About the norms of travel reimbursement.
    Is shortlisted No Mail the below details to the particular
    candidates is consultancy with shortlisted candidates and
    from direct inform the same over phone.
    reference? 1. Interview Details
    2. Documents need to bring(Education &
    Experience certificates)
    3. Two passport size photograghs
    4. About the norms of travel reimbursement.

    Yes
    Mail the below details to the candidates and
    inform the same over phone.
    1. Interview Details
    2. Documents need to bring(Education & Get the confirmation through
    Experience certificates) Mail
    3. Two passport size photograghs
    4. About the norms of travel reimbursement.

    Time Frame

    1 day before the interview


    date.
    1. Remaind the interview panel
    about the interview schedule
    through Mail and Phone.
    2. Infrom to the panel members in
    case of any distribution in
    schedule.

    1. Welcome all the candidates.


    2. Make them to fill the Employment
    Application Form.
    3. Verifiy & collect all the required
    documents.
    4. Settle the travel fare.
    5. Arrange Lunch for all the candidates if
    required.

    Conduct Technical & HR interview for


    the Candidates

    No Is any
    Is any
    candidate get
    candidate get
    selected?
    selected?
    Yes
    Do two Reference Check for
    Do two Reference Check for
    shortlisted candidate.
    shortlisted candidate.

    Issue the Offer to the selected Candidate


    Issue the Offer to the selected Candidate
    and inform the same to the Consultancy
    and inform the same to the Consultancy
    (If required)
    (If required)

    Collect the acceptance of Offer and


    Collect the acceptance of Offer and
    get the joining date from the
    get the joining date from the
    candidate.
    candidate.

    Do Medical test & Pre employment check for


    Do Medical test & Pre employment check for
    selected candidate.
    selected candidate.
    In the case of any negative feedback. We will
    In the case of any negative feedback. We will
    cancel the offer of the candidate and look for
    cancel the offer of the candidate and look for
    fresh candidate.
    fresh candidate.

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