Time to Hire - A Recruiter's Perspective

Published by MBA Skool Team, Published on April 13, 2015

Any person looking for a job has to be well prepared for taking an interview. Each candidate must be well verse for the job profile, must have a background about the company, must prepare well about his own personality, education, work experience etc. And this is true not only for the candidate but also the HR who is conducting the interview. Thus, when the time to hire comes, even the HR needs to be thoroughly prepared for conducting the interview, to recruit a candidate who is best suited for the job.


HR's have an extremely important role to play when hiring an individual for a company. Here are some of the challenges that an HR has to face and some of the responsibilities that an HR needs to execute at the time to hire.


Preparing Job Profile-

Creating a job profile is a herculean task for an HR. The position for which a company wants to recruit should be thoroughly defined along with the hierarchy, reporting manager etc. The job profile must define the description, title, designation etc for the prospective employee alongwith all the functions associates with that job. Along with this, the HR also has to clearly define the skill set, experience, education etc which the company wants the candidates to have.


Reaching out to prospective candidates-

HR has to ensure that the job openings reach out to as many people as possible. Since this requires advertising, HR's have to ensure that they do not cross the budget limit allotted for advertising. The recruitment ads can be carries out in newspapers, online job portals, colleges etc. Hence an HR must be thoroughly equipped at the time to hire to execute these activities.


Shortlisting candidates-

Once an HR floats a job vacancy, inevitably there are hundreds of applications. This is where the HR plays a pivotal role in shortlisting candidates basis their education, experience, skills, ability to follow company values etc. The HR needs to have a critical understanding of the candidates through the CVs and details submitted, and must possess the competency to make decisions on shortlisting and rejection.


Interviewing Candidates

At the time to hire, the HR must be thoroughly prepared to ask the candidate the most relevant questions related to the company and job profile. In case of many applicants, the HR must be prepared to conduct group discussions (GD's) for a further shortlisting before the interviews. While the technical or work related questions can be taken care by the seniors in the vertical, the questions pertaining to job quality, company values, salary negotiation etc must be looked after by the HR.


Salary and Benefits-

At the time of appointment, an HR must clearly state the remuneration which the candidate will be given. All this needs to be prepared before hand and well sought out by finalising with the senior management. Along with this, the HR needs to highlight the list of benefits which an employee will get, proper documentation of the candidate to be done etc.


Induction and Orientation-

Another pivotal role that an HR needs to perform is to ensure proper induction and orientation of the candidate so that the new recruit has thorough understanding of the company operations across finance, marketing, sales, HR etc


Employees in the finance department have the power to manage millions of dollars. The marketing managers have the authority to develop new products, advertise extensively and have a big say in operations. The finance and marketing professionals are the ones who take the limelight. But ultimately it is the HR who recruits assets in the company and is the backbone at the time to hire.


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