RECRUITMENT & SELECTION

WHAT SHOULD BE THE KEY COMPONENTS OF STAFFING THAT A

PRINT MEDIA CAN IMPLEMENT TO BE PROFITABLE.

1. Estimating the Manpower Requirements:

Important Staffing Process Components of Staffing Management, We all know

that the performance of each task requires the appointment of a person with a
specific set of educational qualifications, skills, prior experience, and so on. To
understand the requirements of manpower for operations, we will usually
require you to say in simple terms, workload analysis on one hand, and
workforce analysis on the other. Assessment in manpower planning involves
two techniques.

 (A) Workload analysis
 (B) Workforce analysis.

(A) Workload analysis: 

It is important to understand this speed method. So only then you will

understand the staffing process easily, manpower requirements require
workload analysis on one hand and workforce analysis on the other. Workload
analysis will be able to assess the number and type of
human resources required for the performance of various jobs and the
achievement of organizational objectives.

As you may have understood by this. Workforce analysis reveals numbers and
types. In fact, such exercise shows whether we are intelligent, excellent, or
optimistic employees. It can be stated that neither over-staffing nor under-
staffing is a desirable position. Can you think why? In fact, this practice will
form the basis of subsequent staffing actions. In the same way, workload
analysis will be understood as a definition.

(B) Workforce analysis: 

It is important to understand this speed method Transfer has the advantage of

moving from surplus departments to employees where there is a shortage of
employees; for example, if you do not have the knowledge to base your tasks,
you cannot plan for human resources.

Workforce analysis involves identifying the current and anticipated future

supply of labour and skills, identifying what you need in terms of labour, skills,
and competencies (workforce analysis)? And the future involves identifying
gaps between present and future supply and present. And future demand (a
gap analysis). This is how the definition of workforce analysis is called.

2. Training and Development:

What people want is not just a job but a career. Everyone should get an
opportunity to rise above it. The best way to provide such an opportunity is to
facilitate employee learning.

This should be kept in mind as, many factors such as supply and demand for
specific skills in the labour market, unemployment rate, labour market
conditions, legal and political considerations, company image, policy, human
resource planning costs, technological development, and The general
economic environment will affect the way recruitment, staffing and training
are actually completed.

3. Promotions:

Business enterprises generally follow the practice of filling high jobs by

promoting employees of lower jobs. Promotion leads an employee to move to
a higher position, higher responsibilities, facilities, position, and salary.
Promotion is a vertical transfer of employees. This practice helps improve
employees’ motivation, loyalty, and satisfaction levels. It has a great
psychological effect on employees. Because promotion at a higher level can
lead to a chain of promotion at a lower level in the organization.

4. Separation:

Staffing process. This means separating employees from their jobs. This
happens in four ways i.e. through retirement, termination, re treatment
or death.
5. Placement and Orientation:

Orientations such as Placement and Orientation introduce the selected

employee to other employees and introduce them to the organization’s rules
and policies. Placement refers to the employee occupying the post or post for
which the person has been selected.

6. Recruitment:

Recruitment can be defined to search for and excite prospective employees to

apply for jobs in the organization.

7. Selection:

Selection is the process of choosing from a pool of prospective job candidates

developed in the recruitment phase.

WHY IS STAFFING IMPORTANT FOR ANY COMPANY ?

Staffing is an important management function. It relates to the recruitment,
selection, development, training, and compensation of human resources in an
organization. It is a continuous management function and involves the top
management of most businesses. Staffing plays a very important role in any
organization. It enables the organization to effectively and efficiently discharge
all other management functions. The key reasons why staffing is important in
organizations is discussed below:

Efficient Performance of Other Management Functions

Staffing is an important function as it ensures efficient performance of all other
management functions. All other management functions are performed by
skilled and experienced human resources. Staffing involves recruitment and
deployment of quality personnel in various positions across an organization. If
there are not competent staff, any organization cannot perform any of the
other important management tasks-planning, organizing, directing, and
controlling. Staffing is also the key in ensuring efficient utilization of resources.
Human resources recruited through the staffing process are responsible for the
utilization of the latest technology, capital, material, and other resources .
Improved Productivity
Another important contribution of the staffing process is its contribution to
improved HR productivity. Staffing helps to recruit the best possible human
resources for different job roles in the organization. It focuses on recruitment,
training, and development of human resources in organizations. This helps to
contribute to improved productivity in the organization.

Development of Human Capital

Staffing is concerned with getting the right people for the job at the right time.
staffing allows HR managers to ascertain the number of staff required and
when they are needed. This provides them time to plan in advance for the
recruitment of staff for various job roles. Staffing also deals with the
development and capacity building of the existing and new staff. This not only
helps in the career building of the staff, but it also contributes to the pool of
existing human capital which benefits the organization in the long run.

Building Morale and Motivation of Staff

An efficient staffing system helps considerably in building staff morale and
motivation. Staffing not only deals with the recruitment of staff, but it also
entails assessing their performance and rewarding them. They can be
rewarded through monetary or non-monetary incentives which can help build
their morale and motivations. Staff feel valued in such organizations and work
with greater commitment. Staffing helps to develop uniform principles for
performance assessment and evaluation of staff and brings uniformity in the
process. Overall, it also helps to bring in peace and harmony within the
organization.
 WORKFORCE PLANNING PROCESS FOR OUTLOOK INDIA

Recruitment

Outlook Group recruitment cycle can ensure that the best team is formed for
your unique project needs. From an aggressive recruitment campaigns to
utilising your extensive database, they can ensure that the right person is at
the right job.

Local requirements

Understanding the finesses of local employment and working together with

the community are often demanded and then you can have the ability to build
the bridges you need to form this relationship.

Operational requirements

Your project needs to run at maximum capacity in order to secure a profit and
maintain productivity. By working with various companies under the Outlook
Group banner, you will be able to provide the services required to keep
everything working smoothly. You can organise inductions, PPE specifications
and costing’s, on-site medicals and more, which are essential to maintaining
optimal productivity.

Key Account Management

The management of people, processes, finances and admin, systems, service

integration and planning can be handled by highly competent and experienced
team of account managers.
 EFFECTIVE EMPLOYMENT RECRUITMENT PROCESS FOR OUTLOOK

1. Identify Your Needs : Create a list of needs before you create a job
posting. It may seem easy to identify the hiring need when you’re replacing an
employee who just left, but the task gets more difficult if you’re creating a new
position or changing the responsibilities of a role.

2. Prepare the Job Description : Creating a good job description is a vital

piece in crafting an effective recruitment strategy. Once you understand your
business and department’s needs, you should determine the duties and
responsibilities of the role and write them out. Job descriptions help
communicate the organization’s needs and expectations to a potential
candidate. It’s essential to be as specific as possible in the job description to
attract and meet candidates who can sufficiently meet the demands of the
role.

3. Create a Recruitment Plan : Save time and energy by creating a

recruitment plan. Strategize the best ways to get the word out about the job.
Determine who will be reviewing resumes, scheduling interviews, and deciding
on the right candidate.

4. Start Searching : Use keyword recruitment tools to cut down on your

search time during the recruitment process. This can be the most time-
consuming part of recruiting, and keyword tools can weed out unqualified
applicants.

5. Recruit Top-Tier Candidates : The best candidates likely have many

options, and you’ll need to maintain timely communication or they’ll quickly
move on to other opportunities.
Use a mobile hiring app to review top candidates quickly, right on your
smartphone, whether you’re in the office or on the go.

6. Conduct a Phone Screening : Once you have your eye on certain

applicants, conduct a phone screening to narrow down the selection process
and make sure you want to take the time to interview the candidate in person.
Make a list of the best interview questions to ask before you get started.

7. Interview in Person : Interviews should be conducted soon after a phone

screening—ideally within a week. The process shouldn’t stretch on too long, or
candidates may lose interest. Communicate with the interviewee about where
you are in the process and how long it will take to get back to them with your
decision. And then be sure to follow up, even if you decide they’re not a good
fit. Be sure to allot enough time so you can focus and give candidates your
undivided attention.

8. Offering the Job : Just because you offer an employee a job doesn’t mean
they’re going to accept. Take great care in this step of the process to present a
desirable offer the candidate won’t want to pass up. Over 90 percent of people
report being contacted by a manager can make them accept a job offer faster,
so don’t be afraid to reach out. But expect the process to take time, and be
ready to negotiate salary and benefits.

9. Onboarding a New Employee : Now that you’ve determined which

candidate will be joining your team, the real work begins. Implement a new
hire onboarding process so the candidate has a positive experience and can
easily dive into the job you’ve hired them for. The onboarding process
shouldn’t simply focus on new hire paperwork—it should focus on processes
and resources that will help new hires transition successfully into the company.
For example, assigning a mentor or a buddy and setting up one-on-one time
with managers can help expedite new hire proficiency.