The recruitment process is immediately followed by the selection process i.e. the final interviews and the decision making, conveying the decision and the appointment formalities.
The above mentioned recruitment process is automated, using the HRMS application HAPA (Human resources And People Appreciation). Here, the Candidate Bank Management feature allows the recruitment team to upload and save the resumes of applicants. These applicants, using HAPA, can be assigned various rounds of interviews with an option of selection/rejection (with feedback/comments/reasons) in each round.
In HAPA, once the candidate gets hired, and after the CTC is approved by the authority, the offer /appointment letter is automatically emailed to the candidate. Also, with an option of taking a print-out, if required.
Once the appointment/offer letter is emailed to the employee, after the employee details are entered in the application using the Employee Record Management feature, the employee ID gets automatically generated.
To know more about HAPA, click the link below:
The following trends are being seen in recruitment:
A company may draw required personnel from outsourcing firms. The outsourcing firms help the organization by the initial screening of the candidates according to the needs of the organization and creating a suitable pool of talent for the final selection by the organization.
Outsourcing firms develop their human resource pool by employing people for them and make available personnel to various companies as per their needs. In turn, the outsourcing firms or the intermediaries charge the organizations for their services.
Advantages of outsourcing are:
Yesterday, I met one of my colleague of Life Insurance Industry and discussed about happenings in Life Insurance Industry.
He told me one good sentence, applies truly in financial services. If there is one leadership vacancy in Bank, candidates lined up to go there, however if there is one leadership vacancy in Life Insurance (in-spite of the fact that the entry level position - sales manager or unit manager itself is a leadership profile), you have to literally convince a person to join. Hence its not now a recruitment activity, its a marketing activity"
Identifying the right candidate is a problem in entire life insurance industry. If we really wish to get rid of it, we need to know, why people in life insurance really leaves the organization. I don't tell you to go once again in processes like exit interview or surveys and get trapped in processes. I am telling you to apply common sense and find out few reasons to start with. these reasons could be...
1) Retaining the Existing One