Our dedicated teams will handle complete transition management to ensure risk free and high quality transition completed within budget and time. With our industry domains knowledge we create customized transition methodologies for our clients. 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.
These are:
1. Internal Sources, and
2. External Sources
These have been just discussed, in detail, under 6.3 Sources of Recruitment.
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