Recruitment
 Recruitment refers to the process of identifying and attracting job seekers so
as build a pool of qualified job applicants. The process comprises five related
stages, viz (a) planning, (b) strategy development, (c) searching, (d)
screening, (e) evaluation and control.

Process of Recruitment
 Recruitment Planning
 The first stage in the recruitment process is planning. Planning involves the translation of
likely job vacancies and information about the nature of these jobs into a set of objectives or
targets that specify (a) number, and (b) type of applicants to be contacted.
 Strategy Development: Once it is Clear how many and what type of recruits are required,
serious consideration needs to be given to
(a) make or ‘buy’ employees;
(b) technological sophistication of recruitment and selection devices : (methods of sources of
recruitment)
(c) geographic distribution of labor markets comprising job seekers;
(d) sources of recruitment
(e) (e) sequencing the activities in the recruitment process.

Methods of sources of recruitment
(a) Internal : Internal recruitment seeks applications for positions from those
who are currently employed. Internal sources include present employees,
employee referrals, former employees and former applicants
(b) (b) External : Advertisements, employment exchanges,
college/university/institute placement services, walk-ins and write-ins,
consultants, contractors, displaced persons, radio and television,
competitors & Social Media Platform.

Searching
 Once a recruiting plan and strategy are worked out.Search process begin.
 Search involves two steps
 (i) source activation : Issuance of an employee requisition. This means that no
actual recruiting takes place until line managers have verified that a vacancy
does exist or will exist.
 (ii) selling : Communications. Challenge is to communicate to attract desirable
applicants but on the other hand companies resist the temptation of
overselling their virtues.

Screening
 Screening is first step in the selection process. The selection process will
begin after the applications have been scrutinized and shortlisted.
 The purpose of screening is to remove from the recruitment process, at an
early stage, those applicants who are visibly unqualified for the job.
 In screening, clear job specifications are invaluable.

Evaluation and Control
It is about costs incurred in the recruitment process. The costs generally incurred are:
1. Salaries for recruiters
2. Management /Professional time spent on preparing JD/JS , advertisements, agency liaison, etc.
3. Cost of advertisements or other recruitment methods, that is, agency fees.
4. Recruitment overheads and administrative expenses.
5. Costs of overtime and outsourcing while the vacancies remain unfilled.
6. Cost of recruiting suitable candidates for the selection process.
Evaluation of Recruitment Process : Quality candidate in right number
1. Return rate of applications sent out.
2. Number of suitable candidates for selection.
3. Retention and performance of the candidates selected.
4. Cost of the recruitment process.
5. Time lapsed data.

What is Talent Acquisition ?
 Process of ,
Identifying, acquiring, assessing, and hiring candidates to fill open positions within a
company.
Talent Acquisition Policies :
 To build a Strong Employer Brand : An employer brand is a reflection of your company
culture, the values, and ethics your propagate, the work-life balance you offer and the
impression you leave on the globe
 To boost Collaboration Among Hiring Teams : Active & Timely suggestions from hiring
managers, ensure that right job descriptions is in place to target the right channels and
land more qualified candidates into the hiring funnel with better odds of selection and
retention.
 To leverage Recruitment Technology :
 To Embrace the Power of AI : Recruitment teams must use a structured interview process
where they can source, screen, and interview candidates all from a single dashboard with
smart data analytics.
 To Identify Candidate Challenges : it is very essential to have two-way communication at
every stage of the hiring funnel where a candidate must receive honest answers about
their questions regarding the job

Types of recruitment
 Employer Branding. Attracting talent by working on your reputation and brand
recognition as an employer. ...
 Publication.
 Databases.
 Internal Recruitment.
 Employee Referral.
 Promotion.
 Events.
 Internships.

Talent Acquisition Process
 Forecasting : Important step is to take stock of your existing strength and annual open
position ( example : don’t simply project the roles you will need to fill, where your organization
intends to expand, etc.)
 It is important to always refer past experience while filling have proven difficult to fill (e.g. because
there are fewer qualified candidates, the interview process requires a longer timeline, etc.) make
sure your forecast accounts for such difficulties to ensure that all of your projected available roles are
filled in an appropriate amount of time.
 Build a high-quality pipeline: It is essential to have processes in place to generate and identify high-
quality candidates
 Work Collaboratively: Collaboration is the key . Be sure to collaborate with Business, HR and other
relevant teams throughout the talent acquisition process.
 Do not rush the process: Effective talent acquisition requires ample time. Do not rush the interview
process, cut corners in identifying candidates, or anything else to save time at the expense of the
acquisition process. By investing heavily in ensuring you source and hire the best talent, you will save
your organization far more resources in the long run.

7 Biggest Recruitment Challenges
faced by Modern Recruiters
 Failure to attract talented candidates. ...
 Lack of understanding between the recruiters and hiring manager. ...
 Retaining Millennials in the workforce for a longer period of time. ...
 Inability in using data effectively. ...
 Difficulty in balancing the speed of hire with quality of hire. ...
 Lack of efficiency during the recruitment process.

Talent Acquisition Process
 Recruiting and attracting top candidates
 Interview and Assessment
 Evaluating references
 Selecting the best candidate(s)
 Hiring and Onboarding

Role of TA
 Responsible for developing employer branding
 communicating that brand to potential candidates. Branding should clearly
give candidates an understanding of your company culture, its reputation, key
differentiators between competitors, and its products and services.
 manage candidate life cycle, from the initial application through the final job
offer.
 Partnering & collaboration with HM (Hiring manager) in terms of clear
communication and goal alignment.

Talent Acquisition vs. Recruitment
 Recruitment & TA both share the same objective of hiring people to fill open
positions.
 Talent acquisition is an ongoing strategy to find specialists, leaders, or future
executives for your company.
 Talent acquisition tends to focus on long-term human resources planning
and finding appropriate candidates for positions that require a very specific
skillset
 Employer branding, future resource planning, diversifying a company’s labor
force, and developing a robust candidate pipeline are the cornerstones of
talent acquisition.
 In short, recruiters fill vacancies.
 TA : “is more focused on the strategic side of tougher positions to fill.”

Roadblocks to Effective Talent
Acquisition
 Although they are too many to name and scattered, recruiters say dynamic
skill sets changing at lightning speed and candidates walking out with multiple
job offers for a given requisition are a tough nut to track