Bashar AlAlfi/20018999 HR LO2

Recruiting:-
Is the process of luring, holding, evaluating, and bringing on new employees. At the strategic
level, it entails determining the skills and qualities required, creating an employer brand, putting
recruiting technologies into use, and determining the budgets and duties of the hiring teams.
(Chiradeep BasuMallick/March 11, 2021).
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steps:-
Preparing:-
The recruiting manager's information is what you need at this point. The hiring manager will be
contacted by the recruiter to set up a time for the vacancy intake as soon as the internal
approval of the job requisition has been given. The hiring manager and recruiter will go over the
particulars of the new position's requirements during the intake. It outlines the necessary
qualifications, a candidate's place on the team, personality, and other traits. They will write the
job posting based on the job description after that (or ask a copywriter to do this). Candidates
will read the text from the job posting, often known as the job advertisement.
Sourcing:-
It's time to begin sourcing once the groundwork for the applicant search has been established
(i.e., the job advertisement is ready). This is where it's simpler, for instance, if the full-cycle
recruiter is solely concentrating on really specialized tasks. The number of possible sourcing
channels is drastically diminished if you are simply looking for individuals in a particular field.
You will then be able to monitor each channel more effectively as a result. Additionally, it
enables you to comprehend which channel sends you the most qualified individuals, etc. In
addition to serving as a backup plan in the event of an unexpected departure, a talent pool can
give you access to passive applicants who can be challenging to engage with. The recruiter will
keep the hiring manager informed of the status of the search process by communicating with
them frequently during the sourcing phase.
Screening:-
Candidates might be initially screened in a number of ways:-
• Resume screening:- The most popular approach is this one. It makes it easier for the
recruiter to determine whether prospects meet (some of) the requirements in the job
description. There are a number of paraphrase tools out. They range from resume screeners that
utilize AI to forecast the quality of hire to built-in resume screening technologies that are
included in an applicant tracking system (ATS).
• Phone screening/chatbot:- A phone interview frequently follows the resume assessment.
The candidate's and the employer's expectations are thereby better matched. A checklist might
be used by the recruiter to go through this. Expectations for compensation and benefits, a
commitment to full- or part-time work, the start date, and other potentially problematic factors
may all be covered during the screening. An automated chatbot might possibly take over as this
is a very regular process.
• Pre-selection:- It is an effective screening technique that aids in preventing potential
mismatches. In order to forecast the quality of the new hire, pre-selection tools offer exams that
may include cognitive testing, a job sample, personality testing, and other tests. Realistic job
previews can also be a part of pre-employment evaluations. This gives candidates a more
accurate view of the position by highlighting both the good and the less appealing aspects of the
work. This facilitates better hiring decisions by bringing candidate and employer expectations
into alignment.
These preselection exams are frequently utilized for positions where there are many applicants.
However, a full-cycle recruiter can employ a realistic job preview to control prospect
expectations, for example, in the form of an actual "day in the life of" video. The objective of this
phase of the hiring process is to whittle down the pool of applicants to a manageable group of
3–10 individuals. These applicants are eligible for in-person or video interviews.
Selecting:-
Involves setting up assignments, conducting interviews, taking part in the interview process, and
giving candidates feedback. Additionally, it's important to keep the hiring manager in the loop
and build a positive working relationship. Here, the complete cycle recruiter must simultaneously
keep an eye on many balls. Scheduling has a significant role at this step of the complete
recruiting cycle. Planning and confirmation are required for candidate interviews. Assignments
must be distributed, reviewed, and then followed up with helpful feedback. The hiring manager's
relationship with the recruiter is a crucial aspect of this step of the process. They ought to be
touching closely. The hiring manager and the recruiter are in continual communication with the
shortlist of candidates, the latter's comments on the candidates, iterating the requirements, etc.
An interview guide can be quite useful during this stage of the employment process. It will
establish an organized procedure and guarantee that all applicants have the same experience,
starting with the invitation and briefing and continuing with the sequencing of the questions and
the conclusion of the interview. Using an interview guide might also lessen the possibility of
prejudice throughout the interview process. Once again, a chatbot might be useful as a tool for
the interview planning process. The main benefit of this is that they can, to some extent, address
basic queries that applicants may have about their interview.
Hiring:-
It's time to examine references and, in certain situations, additionally run a background check
once the recruiter and hiring manager have narrowed their selection to one to three individuals.
Reference checks are a means to validate your impression of the candidate and obtain more
details from various angles. This is particularly helpful if you were unsure of a particular aptitude
or talent throughout the interview. Background checks may be used, depending on the job and
the nation you are in. This kind of assessment is frequently performed, for instance, for
government operations. It is used more frequently in places like the US than in most of Europe.
It's time to choose a choice once these boxes have also been "checked." Although the complete
cycle recruiter is (engaged) in each stage of the process, the hiring manager ultimately has the
last say. A data-driven strategy is the best way to make this conclusion. To put it another way,
depending on predetermined standards against which every applicant is evaluated. A job offer
will then be made to the selected candidate.
Onboarding:-
The recruiter's work doesn't end when the candidate signs the contract; it's still in the whole
cycle. Pre-boarding time starts at this point. It refers to the period of time between the
applicant's contract signing and the beginning of their new employment. In order to keep new
hires motivated and eager to get started, it's imperative to stay in touch with them during this
time. If they don't, they can end up starting over with another company. Software solutions can
assist the recruiter in this situation as well, helping to ensure that all new hires have the same
experience by guiding them through the process. As soon as the new employee begins working
for the company, the employee onboarding program is in charge of looking after them. It's
crucial that the recruiter keeps in touch with the new employee, even if this is frequently driven
by HR and involves the hiring manager heavily. After all, they've developed a relationship, so the
recently hired employee could feel more at ease discussing their issues with the recruiter, at
least for the first few weeks.
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The Importance:-
• Determines the current and future needs:- The hiring process helps a business determine
its current and long-term staffing needs. To calculate the ideal number of hires required, it
carefully examines business operations.
• Avoids Interrupting Business Activities:- The hiring procedure makes certain that your
organization's daily operations run smoothly. It frequently gives firms access to all the human
resources they need for a variety of work jobs. To fill the needs of the organization, candidates
from a range of backgrounds are chosen through the recruitment process.
• Increases the hiring success rate:- This strategy is successful in increasing the company's
hiring process' success rate. To reduce the number of people who are overqualified and inflating
their qualifications, it evaluates all job applications. Only applications from qualified candidates
move on to the next phase of the hiring process.
• Boosts the Talent Pool:- The purpose of recruitment is to provide a sizable pool of eligible
applicants from which one must select the candidate who is best suited for the position. With
the use of this strategy, large numbers of people are attracted and encouraged to apply for job
openings within an organization.
• Cost-Effective:- The time and overall costs associated with hiring qualified candidates are
minimized. An extensive list of persons are given a thorough description of a job position during
recruitment, a well-organized and rigorous process. The cost of hiring many people increases
with a decent job description.
• Increases the organization's credibility:- A successful hiring process improves the
reputation of a company organization. It evaluates the accuracy of job postings and shows the
firm's professionalism and sincerity. A corporation or organization can gain the trust of job
seekers by using a good application process. This thus draws the interest of highly qualified
candidates for your firm.
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Retaining:-
Is the procedure a business does to make sure its employees don't leave their positions. The
percentage of employees who stuck with the company during a specific time period varies
depending on the company and industry. (Chiradeep BasuMallick/March 11, 2021).
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Practices:-
• Flexibility:-
Employees increasingly prioritize schedule flexibility as one of their employee retention
techniques in addition to remote possibilities. Employees who can change their schedules to
meet family caregiving, medical needs, or even a quick trip to the bank in the middle of the day
will probably feel more in control of their workday and better equipped to tend to their
demands. Even when the total number of hours worked remains constant, this is still true.
• Employee Socialization:-
New hire turnover is frequently very high. A systematic onboarding and assimilation program
can assist new hires integrate into the organization and increase their likelihood of sticking
around by implementing socialization tactics. These practices include group and individual
learning opportunities, structured and unstructured get-to-know-you events, and designating
more seasoned workers as role models for new hires.
• Employee engagement:-
Is built on mutual respect, honesty, a dedication to working together, and open communication.
It is a strategy that improves the likelihood of corporate success while boosting productivity,
performance, and wellbeing at the organizational and individual levels. It is measurable.
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The Importance:-
• Cost cutting:- Large American firms invest upwards of $1 trillion yearly in identifying and
hiring replacement labor. Advertising, interviewing, and screening are all costs. Training and
managerial oversight are additional onboarding costs. Other concerns that increase the cost of
turnover include reduced productivity, poorer engagement, poor customer service, and effects
on the company culture.
• Morale is raised:- Employee morale can be negatively impacted by a culture of turnover.
Employees who remain might have to take on greater tasks or responsibilities in addition to
losing connections. Their drive and pleasure may as a result plummet. The contagiousness of
turnover is also a cause for concern. Because they see others looking for work, talking about
leaving, or actually leaving the organization, employees may opt to leave. Companies with
effective retention strategies may boost employee morale, facilitate better engagement and
connection, and spread contagious positive feelings throughout the office.
• Employees with experience:- The loss of institutional knowledge, skills, and relationships —
within the company and with customers and partners — that vanish when a person leaves is one
of the debilitating costs of excessive turnover. Additionally, the employer forfeits the opportunity
cost, or prospective value the employee may have provided, to the company. When senior staff
leave, that loss may also affect succession planning. Even during periods of high unemployment,
these people are frequently at danger for leaving their jobs, especially top achievers or those
with in-demand talents. Retaining more senior or experienced staff has a considerable positive
impact on an organization's bottom line since these individuals are more likely to independently
solve complicated problems.
• Efficiency in Hiring and Training:- Replacement expenses for employees are high.
Employees must be trained after being successfully recruited, onboarded, and hired by a firm. All
of that money is lost if a new employee leaves. Spending less on recruiting can be achieved by
concentrating on staff retention. Utilizing existing employees as candidates is another idea. An
corporation can save tens of thousands of dollars per person by paying an employee to be
trained and retrained internally.
• Higher Productivity:- Numerous problems arise for employers as a result of constant
turnover. The loss of production has the biggest direct effect. A new hiring typically needs one to
two years to become as productive as an old employee. Additionally, it takes time for new
personnel to establish connections with both customers and coworkers. Another issue that arises
in an understaffed setting is employee overtime and fatigue, as well as decreased productivity
and delays. An organization can avoid productivity losses by maintaining its workforce
effectively. Workplaces with high retention rates frequently have more engaged staff members
who produce more as a result. Teams that have had time to gel together also tend to be more
productive, and engaged employees are more likely to develop customer connections.
• More positive corporate culture:- A company's corporate culture is created by the
attitudes, tastes, and actions of its employees, and it unquestionably aids in attracting and
keeping the best candidates. Others frequently wonder why an employee leaves and may begin
to doubt their own commitment to the company when this happens. A company's ethos and
atmosphere are strengthened when engaged individuals who are in line with its culture remain
on staff.
• Higher Revenue:- Gains in revenue are generated, among other things, by improved
customer experiences, increased productivity, and lower staffing expenses. An essential HR
indicator to show the ROI of those programs is to track revenue growth as a result of retention

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