How To Select Effective Recruitment Agency?

Recruitment is the part of acquisition function. This activity makes possible to acquire the number and types of people necessary to ensure the continued operation of the organization. Recruiting is the discovering of potential candidates for actual and anticipated organizational vacancies. From another prospective it is a linking activity bringing together those with jobs to fill and those seeking jobs.

Every Human has the potential to be great so, the ideal recruitment effort will attract a large number of qualified candidates who will take the job, if it is offered.it should also provide information so that un qualified candidates can self-select themselves out of job candidacy; that is a good recruiting program should attract the qualified and not attract the unqualified. This dual objective will minimize the cost of processing unqualified candidates. We can’t leave our lives for circumstances.

Recruitment is the process of searching for prospective employees and simulating them to apply for jobs in an organization. Also, it is the process of encouraging qualified people to make application for employment with a firm. It can also be viewed in the sense of seeking and attracting a pool of people from which qualified candidates for job vacancies can be chosen.

Selection function starts after the recruitment of potential candidates. It is the process of choosing qualified people for a particular post from the various applicants. It is based on choosing right people in the right place or job so that anyone can never let put you down. Selection activities predict which job applicant will be successful if hired.

Methods of recruitment

1.      Job posting method: It is common method of finding applicants. The purpose of job posting is to inform current employees, who are qualified and interested. In job posting: position, location, salary scale and qualifications are described.

2.      Human Resource inventory search method: It contains data about each employee skills, ability, education, work performance, and other information which indicates his/her overall value to the organization. With the help of this information, organization can find out the potential candidates.

3.      Advertising method: It is most commonly and widely accepted method of recruitment. Advertising media can be print (newspapers, magazines, trade journal) visual (bill board, posters, and brochure) and audio-visual (radio, TV, and cinema).

4.      Internet search method: It is direct method of recruitment. All the bio data of job seekers are maintained in internet and such data base becomes a method of recruiting potential candidates.

5.      Employee referrals method: In this method, existing employees or manager suggested and recommend the potential candidates from outside the organization. Potential candidates may be existing employee’s friends and relatives.

The selection process starts with the selection test. After preliminary test, HR department conduct the selection test for the qualified candidates, who are passed out from the preliminary test. Such tests are used as an aid in screening the based qualified candidates. Selection tests are widely used for judging the applicants suitability for the job. Selection test have the following objectives or purposes:

1.      Predict future performance

2.      Unbiased tool

3.      Measures the aptitude

4.      Basis for comparison/ comparing applicants ability 

Types of selection tests

i)        Ability test:

Aptitude test: aptitude for the job, learning capacity of the candidates. Aptitude test can be done through GMAT, mechanical aptitude test, psycho motor aptitude test, artistic aptitude test.

ii)      Achievements tests: Measuring past achievement and performance. It can be: job knowledge and work sample test.
 iii)    Intelligence test: This test measure capacity for comprehension, reasoning, number and memory. 

Personality test: It measures the following things of the candidates: 

·         Extrovert and introvert

·         Emotional stability

·         Openness to experienced

·         Conscientiousness

·         Agreeableness

Situational test: It evaluates a candidate in a similar real life situation. Candidates are asked to solve critical situation of the job.

Honesty test: several tests have been devised to access honesty polygraph and paper pencil test can examine the honesty test. Polygraph is the detector machine service. Individual answer yes/no to a list of questions in the paper pencil test.

The next and foremost important step of the selection is interview. It is face to face observation and appraisal of the candidates through the employer. It is the in-depth oral conversation. It checks candidates and judge the communication skill of the candidates.

Interview process

1)       Preparation: Advance preparation for interview by the interviews. The following preparations have to be made by the interviewers before starting and interview:

·         Review the application, job description, job specification and prepare the necessary questions based on job requirement.

·         Preparing the techniques/ methods of interview.

·         Determine the types and number of interviewers.

·         Dividing the interview marks for the evaluation

·         Finalized the physical setting including the time

2)      Conduct/actually conducting the interview

·         Brief introduction himself/herself.

·         Information exchange between candidates and interviewers about the related subjects, personality, attitude and general knowledge.

·         Responses are observed and recorded.

·         Interviewer has to guide the interview tactfully to make interviewee stay on track and fill easy.

3)      Termination: Closing interview.

·         Interview is closed by asking a final question and by thanking the candidates.

·         It depends upon the limitation of the time.

4)      Evaluation of interview results:

·         Reviewing the interview and evaluates the candidates strengths and weakness.

·         It is generally based on the observation, impression and information collected during the course of interview.