Talent acquisition,definition,sources of recruitment,action steps in recruitment,alternatives to recruitment, selection process,orientation and induction, induction process.

1. Talent acquisition
Devika AK
Trimester 4 , MBA
Rajadhani Business School.

2. Human resource play a vital role in the success and profitability
of any business organization. Each organization tries to attract the best
talent for the best result.
The efficient and effective recruitment become very crucial in human
resource management.
 Recruitment is the process of hiring the right number of people of right
type at the right place.
 It is the process of generating a pool of qualified applicants for a job.
 It includes identifying and encouraging the applicants to apply for the
job.

3. According to Kempner,
“Recruitment is the process which continues with selection and
cease with the placement of the candidate”
Definition

4. Sources of recruitment
Internal source
External source
Internal source includes
•Transfer.
•Promotion.
•Retired and retrenched employees.
•Employee referrals.
•Job posting.
•Deceased and disabled employees.

5. External sources
•Campus recruiters.
•Management consultants.
•Advertisements through newspapers, television and radio etc.
•Trade associations.
•Walking interview.
•Job fair.

6. Recruitment – action steps
Obtain leadership buy in: the upper management needs fully support and
explain to the entire organization the value of diversity in the employee
population for the success of the business.
Develop a recruitment plan: a strong recruitment plan consists of specific
action steps taken in response to issues identified after through
organizational assessment of where the organization stands with respect to
diversity and inclusion.
Train recruiters on the value of a diverse workforce: the recruiters
should have capable for answering to he questions regarding the
organizations attitude, history, intensions. And ensures the recruiters are
professional and accurately represents the organizations values and
positions.
Perfect your job posting: be sure on the job description absolutely
matches the job
you are hiring for.
Enlist the current employees as recruiters.
Practice targeted recruiting.
 Effective on boarding for new employees.

7. Alternatives to recruitment
 Overtime.
 Temporary employees.
 Sub contracting.
 Employee leasing.
 Outsourcing.

8. Selection process
1. Preliminary interview.
2. Selection test.
 Intelligence test.
 Aptitude test.
 Personality test.
 Achievement test.
 Simulation test.
 Graphology test.
 Polygraphy test.
 Integrity test.

9.  Non directive interview.
 Structured interview.
 Situational interview.
 Behavioral interview.
 Stress interview.
 Group discussion.
3. Employment interview.
4. Medical examination.
5. Reference check.
6. Job offer.

10. Orientation and induction
Orientation is the process in which the new employees are made
familiar to their jobs, complex processes, co workers and organizations.
It may be formal or informal, individual or collective and is structured
over a scheduled period.
Benefits of orientation and induction are,
• It helps in bringing familiarity and removing fear.
• Forming impression.
• Source of information.

11. Induction process
A well conducted induction ensures new hires and retained and
speedily and comfortable settled in a constructive role. The process
includes.
Introduction Socialization Follow up

12. Introduction :
 The new employee is introduced in various aspects
of the business.
 He is made aware of organizational issues like
history of the company, organizational structure of
the company, names and roles of existing
employees, products , process and services
disciplinary procedures etc.
 The new recruit also get an insight of employee
benefits.
 He is also introduced to the senior supervisors, co
workers trainers etc.

13. Socialization:
 Formal and informal interactions with the existing
employees in the organization helps the new recruits in
understanding the functioning of the company.
 It helps an insight of what kind of behavior is
expected by the company.
 It helps to know about the values, norms and other
beliefs held by others in the organization.

14. Follow up:
 Follow up meetings is conducted to reduce the gaps
between the supervisors and the new joins.
 The gaps spotted through in-depth interviews,
questioners, round table conferences etc.
 The main aim of follow up is to further guide the
new joins on the job related matters where they feel
directionless.

15. Effective onboarding strategies:
 introduce the new employee before they arrive.
Identify the onboarding buddies for new employees.
Set clear expectation for new employee.
Train new employee.
Share unspoken rules and work etiquette.