World's first Workbook for the Recruiters. It captures all the needed data in your recruitment life cycle and helps the manager / management on performance review & appraisal discussions. It makes your hiring life simpler and smarter.

2. World’s first Workbook for Recruiters
The motive of “Hiring Workbook” (HH - Part 2) is to capture recruiter’s day to
day recruitment efforts and improve their performance. We found that there
has been less awareness on the ethical practices, due importance on
capturing data and lack of documentation process among the recruitment
fraternity.
For a long time recruiter’s efforts are captured in a Daily / Weekly / Monthly
/ Yearly reports. Either in a form of an automated way or using XL Sheet.
Pettiest thing is that both are not serving its purpose and it has been difficult
for the recruitment manager / management to analyze the individual &
team’s capability.
It is a recruitment guide for recruiters / managers to understand their ability,
to expose talents, exhibit the efforts and improve performance of the
recruitment team. It captures all the needed data in your recruitment life
cycle and helps the manager / management on performance review &
appraisal discussions. It makes your hiring life simpler and smarter.

3. World’s first Workbook for Recruiters
Book deals with the following topics;
RECRUITMENT POLICY
RECRUITMENT LIFE CYCLE
RECRUITMENT HIRERACHY
KEY RESULT AREA
SOURCING METHODS
SCREENING
INTERVIEWS
SELECTION METHODS
OFFER PROCESS
JOINING PROCESS
INDENT
RECRUITMENT PLANNING
JOB DESCRIPTION
YEARLY PLANNER (Financial Year)

4. World’s first Workbook for Recruiters
Gist from the book;
RECRUITMENT POLICY
Each company has their own recruitment policy connected with the
company’s goal and mission. Before hiring, recruiter needs to understand
and follow the company’s Recruitment Policy for better recruitment results.
For example, your organization’s recruitment policy could be to hire only
engineering graduates with first class in computer science from a tier 1
educational institution. In this case, your policy will not allow hiring
candidates with other stream in engineering or with less percentage.
Significance of writing your organizational / client recruitment policy here
will help you to look back this page whenever you need a clarification.
RECRUITMENT LIFE CYCLE
Recruitment Life Cycle is the first phase of the recruitment activity and the
entire lifecycle includes from job opening from the Client till Candidates
joining and closing the position. As a Recruiter / Recruitment Manager, you
need to be strong on the concept. The structure differs from organization to
organization (including Manpower Agencies).

5. World’s first Workbook for Recruiters
Gist from the book;
RECRUITMENT HIRERACHY
A well planned system or an organization formation in which people or
groups are ranked one above the other according to their status or the
authority. Pyramid-like ranking of ideas, individuals, items, etc., where every
level (except the top and the bottom ones) has one higher and one lower
neighbour. Higher level means greater authority, importance, and influence.
KEY RESULT AREA
Did you find out yourself in the organizational hierarchy chart? You may be a
trainee or a senior executive or a recruitment manager, now it’s time to set a
KRA for you. Usually, people who are up in the ladder determine KRA for the
down line employees (Subordinates). For Recruitment Manager and his / her
team of recruiters, CEO sets the KRA. It is important for you to achieve the
KRA set by the management for best appraisal / promotion. Your day to day
hiring needs to be based on the KRA set to you and once in a day check if
you are in-line with the goal.

6. World’s first Workbook for Recruiters
Gist from the book;
SOURCING METHODS
Recruiter(s) goal is to fulfil the given assignment with the suitable
candidate(s) on time. Below given is the sample sourcing methods by which
Recruiter(s) can target relevant resources.
SCREENING
The next step after sourcing resumes is to check the suitability / availability
of the candidates with your current job openings. Below given is the sample
mandatory data for the recruiters to check in the resume before speaking to
the candidates.
INTERVIEWS
Interviews are the place for finding real time expertise of the candidates.
Following are the sample interviewing types in an organization (both in
corporate and consultancy). It can change based on the organizational and
the recruitment policy.

7. World’s first Workbook for Recruiters
Gist from the book;
SELECTION METHODS
Each organization has their own way of selecting candidates. Below given is
the Sample Selection Methods for Fresher. It can change based on the
requirement and client needs.
OFFER PROCESS
Offer Process is part of the Interview Process. In HR interview, the HR
Manager understands the technical and personal capability of the candidate.
HR Manager takes a decision based on the Joining date, Salary fitment and
other expectations of the candidate.
JOINING / ON-BOARDING PROCESS
The Recruitment Life Cycle successfully ends by on-boarding suitable
candidates for the open positions. The candidate interacts with the HR-
Recruiter from the date of applying the job till joining. So, Recruiter is the
right person to give a warm welcome to the new employee joining the
company. As per company’s policy, Recruiter confirms that the candidate has
brought the needed documents to do the join formalities.

8. World’s first Workbook for Recruiters
Gist from the book;
RECRUITMENT PLANNING
This is an important part of the requirement handling. Most of the recruiters
skip this exercise and start their sourcing channels once after receiving the
indent. This is not only a bad practice but also it will never yield proper
results to the recruiter / organization. Indent speaks about what manpower
a client needs. But Recruitment Planning speaks about how recruiter / team
can close the open positions raised by the hiring manager / client. For each
indent / requirement (not for each positions), recruitment planning is must.
Hiring managers / clients may not know the market reality. Recruiters are the
one who has to give a realistic view on closing the openings.
JOB DESCRIPTION
Once the indent and recruitment planning sheet approved by the hiring
manager / client, recruiter has to create the detailed Job Description to be
shared with the candidate. Indent is for internal recruiter’s reference and
that can’t be shared with the candidate as it includes confidential matters.
For candidate’s understanding, recruiter need to create a Job Description
(JD) and it has to be authorized by the hiring manager / client.

9. World’s first Workbook for Recruiters
Gist from the book;
Indent Creation
Interview Sheet
Market Mapping
Recruitment Planning Sheet
Yearly Planner
Month on month based chart for the recruiters

10. World’s first Workbook for Recruiters
To purchase this book, visit;
Amazon / CreateSpace – https://www.createspace.com/4268880
Pothi.com (For Indian Recruiters) - http://pothi.com/pothi/book/vijay-
anand-l-v-hiring-workbook
To know more about the author and his books, visit – www.vijayanand.co.in