On what basis new recruitment should happen?

The HR department should be very clear about the requirements of the company. Moreover the interviewers should be clear about the JD & see whether the applicant is fullfilling the requirement or not. Applicants should be properly screened and evaluated before being selected.

It should be the mixture of all the aforementioned in different proportions.

While hiring I think what should be considered is the need of his job for example if it involves communication then give emphasis to communication, if its technical job list out the skills that is required and test his knowledge for that.

The Hr department should see that the applicant is able to STAY WITH THE COMPANY for a reasonable length of time. Unfortunately, there are many people who change positions and companies as soon as more money is offered somewhere else , or some unexpected problems occur or who just simply lack persistence.

To establish whether or not a person is able to stay for longer periods, you will have to look at several factors. One is his or her background regarding length of employment with earlier employers and the other is personality. Certain personalities are very definite about learning a job and they then experience satisfaction about knowing what they are doing and have no or little urge to change just to get some excitement.

In all cases recruitment criteria should be based on the skills and abilities needed to do the job. It is important to avoid unnecessary standards relating to experience, personal qualities or qualifications that could be discriminatory on grounds of age. For example, unnecessary minimum requirements for experience or qualifications may constitute indirect discrimination against younger persons. It is preferable to state what experience is required rather than how much. Similarly an undue emphasis on formal qualifications may discriminate against older candidates who have acquired the necessary skills through experience rather than by formal education.

Job descriptions and person specifications

Job descriptions and person specifications (e.g. descriptions of the ‘essential’ and ‘desirable’ characteristics required) should be objective, based solely on the skills, relevant experience and competencies required to do the job.

Specific details should be used to explain job requirements, for example, instead of saying ‘needs to be physically fit’, the person specification might say ‘needs to be able to occasionally stack heavy books onto library shelves’.

Do not use criteria that might be deemed to be indirectly related to age. For example, the government’s consultation document gives the example of an advertisement which included a requirement to have held a driving license for five years. A higher proportion of those aged over 40 will have fulfilled this requirement than those aged in their mid-20s. Avoid asking for ‘so many years’ experience as this may rule out younger people who have the skills required but have not had the opportunity to demonstrate them over an extended period. Employers will need to be able to justify any time requirement specified.

While advertising the requirements for any profile;

State clearly what the job is and the skills, competencies, qualifications or equivalent experience the candidate needs to do the job effectively, based on the job description and person specification.

Age related criteria or age ranges should not be used in adverts except to encourage applications from those age groups where it can be shown applications are low or non-existent, i.e. ‘positive action’. Where this is the case it should be clearly stated.

It is also important to be wary of language that may imply a certain age-group e.g. ‘youthful’ ‘mature’ or ‘young graduates’, as such terms might be indirectly discriminatory, for example in the appointment of student ambassadors.

To maximise your pool of candidates, consider where the advert is being placed.

Also ensure that any images used reflect age diversity.

i am using this word to describe that recruitment begins where activities spurt.The unit head foresee a gains or profits in fresh recruitment.

The new recruitment should always happen on the basis of Competencies required for the kind of job the new recruit is suppossed to do. In any professional organisation, the basis for the man power planning is the futuristic business plan of the organisations. The organisational structure is derived from the Business plan. The vacant positions are indentified through Gap analysis. The role definition of each vacant position leads to the job content and also to the competencies required to perform that job. The selection process should focus on the these aspects more because the incumbent is required to fulfill the needs for the position held by him/her.

Recruitment should be done for filling the desired position and not the position to be filed on the basis of seniority. Further ant new position to be filled taking care of resume submitted by candidate looking at the scope he has for his career development taking due care for Organizations goals.

Now a days Labour turnover ratio (LTR) is high so we should provide employees with proper work satisfaction, Amenities and value added services to them will help in reducing LTR. this is especia;;y in case of BPO. further the LTR involves high cost to the company in form of training cost so by Avoiding LTR we can also reduce training cost to the company.

Appraisal of employees by 360 Degree appraisal, performance appraisal will enable the company to fill desired positions, Fulfill promotional positions as and when arises. Thus it should be taken into consideration that work satisfaction of employees should be ensured by reducing there stress on duration of their job and this will in long run will reduce company cost of training on regular basis. (TULSI DARYANANI)

Recruitments must happen based on organization's business objectives and goals. Based on organization's business goals, resource plan must be prepared and sourcing, recruitment must happen.

The best companies in the world look for people who share the passion and ambitions of the company, they can learn what is necessary. If you recruit for the job people often will perform bad when they cannot participate in the transformation of the company needed to meet the competition.

The challenge to the company is to know what their passion and ambitions are!

I am of the opinion that the interviewers shall examine the overall personality of the candidate rather than his skills. because it is evident that the person has required skills as soon as he passes the necessary tests before attending the interview. priority shall be given to his creativity, initiative abilities and whether the candidate is willing to handle more responsibilities wherever he is not required to...

The new recruitment should be done on the basis of role and responsibilty of job holder or in other words as per the job functions

just analise to applicant for the work what you expact to them.

if the person have confident you must to give him a chance for prove the his qualities in work result.

An employee should stay with organization as long he can to job and can learn from job..

Based on criteria like qualification,experience,the new recruit should be ideal to the required profile.His past records could also be an indicator of future performance.So references are crucial before taking af inal decision.Temperament is also important to consider because he should fit in the organization culture etc,Interpersonal relationship with colleagues could play a major role.

During interviews I see most of the time recruiter consider the person who is having loads of experience in the same stream where they wanted to put the candidate , this is very right but for right selection I think one should check the technical skills also because now a days every employer needs a employee who is multi tasker & fast enough to match the pace . if this thing is missing so called "PASSION TO WORK" then even huge experiencesd candidates will also not fullfil the desired outcome.

So in my opinion recruitment should be based on JD needs but one should clearlly judge the willingness & charge which enebles problem solving approach. 

1. The new recruitment should be competency based..it should not be % of marks based in college.. some company call the candidates for interview on % of marks … in this way good candidates who have capability and competency but no marks … they do not get chance to prove them… some candidate/student may fall sick at exam time and may not able to do well in exam and don’t get good % … how they will get change to prove themselves…   the recruiter/interviewer/hr should know what competency is need for the particular job…  it is candidates’ capability and competency work at job not his/her % of marks..

Viewers ave given different parameters for recruitment and all are relevent also. But in my openion the parameters /basis the recruitment should happen depends on the job sector and at what level the recruitment happens. The requirement of IT sector may not be the basis of recruitment in health care or hospitality business and in manufacturing sector the requirement change. Also the level at which the recruitment takes place also has direct bearing on the basis of recruitment.

In short if you put tougther all the basis you can think of , and depend up on the sector and the level at which the recruitment happens ,deside the bsis of recruitment not otherwise.

Example: We have bagged a project and the number of resources required is been calculated by the delivery manager and then the numbers are sent for recruitment team for further process. the other way is to build competency with in the organization. 

On the introduction of new technology

A vacancy presents an opportunity to consider restructuring, or to reassess the requirements of the job. This assessment is valid whether it is to fill an existing job or a new one. Ask questions such as:

• has the function changed?

• have work patterns, new technology or new products altered the job?

• are there any changes anticipated which will require different, more flexible skills from the jobholder?

Answers to these questions should help to clarify the actual requirements of the job and how it fits into the rest of the organisation or department.

Basis for Govt. Departments: The main purpose of Govt. department is the growth of the nation. Generally govt. departments are in the level of client. Thier main purpose is to get work done by contractors or agencies. The persons in the govt. department should be competent enough for this purpose. He should have good knowledge & experience regarding the work of the department. The judgement about candidates can be made only through the competitive examination and interview. The academic record should not be considered. Also psychological test will be helpful to judge the mindset of candidate for precaution, i.e. not to get the corrupt persons. 

For Companies:   We know it's the world of competition. A company can survive if it is financialy strong. For being the financialy strong it requires job from its client for which it should have some reputation in the market. It needs the persons who can deliver the results. It does not matter whether the persons are from the background of good institution or good academic records. 

There are two aspects to any job. The company's aspect, and the seeker's aspect...

Recruitment should be done following a thin line of coherent need assessment of both firm and prospective Employee.

The Firm:

1. We know what value add we need, but are we looking at the Value Subtracts that we donot need, and might come along?

2. Have the desired skills been ranked/graded for level of importance to be given to them, while assessment. Are there any undesired attributes, have we listed these...?

The Employee:

1. Has the Company revealed it's inside honestly on me, and what peculiarities indicate it's hiding something ?

2. Have I understood the JD, and the work environment? Do I actually fit in?

The steps:

1. Psycho-Analytical test: to test the features like: sociability, unity, pride in his work, mutual respect, team spirit, etc...

2. A Brainstorming Session of all prospectives: To see the Creativity and judge the Mental promptness...

3. Small team games.

4. 360 feedback from all the team members.

5. Subjective in depth assessment interview.

6. Package Disclosure.. and negotiation..

7. Confirmation/Rejection

If it is a sales job, we should look for a person with a tint of aggression. A finance job demands a person who has attention to details and so on.