Recruitment back office solutions in the business of increasing productivity through people and have developed an advanced system of tools and expertise for recruiting highly qualified people that are well-suited to a clients particular needs and environment.
The back office is generally considered to be the technology, services and human resources required to manage a company itself. Back office includes such systems as the IT, human resources and accounting departments. The back office is supported by a back end system.
Steps of Recruitment back office solutions
The first step involved in the recruitment process is planning. Here, planning involves to draft a comprehensive job specification for the vacant position, outlining its major and minor responsibilities; the skills, experience and qualifications needed; grade and level of pay; starting date; whether temporary or permanent; and mention of special conditions, if any, attached to the job to be filled ”
Once it is known how many with what qualifications of candidates are required, the next step involved in this regard is to devise a suitable strategy for recruiting the candidates in the organisation.
The strategic considerations to be considered may include issues like whether to prepare the required candidates themselves or hire it from outside, what type of recruitment method to be used, what geographical area be considered for searching the candidates, which source of recruitment to be practiced, and what sequence of activities to be followed in recruiting candidates in the organisation.
This step involves attracting job seekers to the organisation. There are broadly two sources used to attract candidates.
Though some view screening as the starting point of selection, we have considered it as an integral part of recruitment. The reason being the selection process starts only after the applications have been screened and shortlisted. Let it be exemplified with an example.
In the Universities, applications are invited for filling the post of Professors. Applications received in response to invitation, i.e., advertisement are screened and shortlisted on the basis of eligibility and suitability. Then, only the screened applicants are invited for seminar presentation and personal interview. The selection process starts from here, i.e., seminar presentation or interview.
Job specification is invaluable in screening. Applications are screened against the qualification, knowledge, skills, abilities, interest and experience mentioned in the job specification. Those who do not qualify are straightway eliminated from the selection process.
The techniques used for screening candidates vary depending on the source of supply and method used for recruiting. Preliminary applications, de-selection tests and screening interviews are common techniques used for screening the candidates.
Evaluation and Control
The costs generally incurred in a recruitment process include
Corporate Resources desires continues to be your go-to staffing company for all our staffing needs, as you could not ever imagine having a reason to take our business to anywhere else....