HIRING PROCESS & HIRING

DECISION
Nature of Hiring

• Regular

• Core workforce, defined as regular full- time and part - time

employees of the organization, forms the bulk of most organizations’
workforces. The key advantages of a core workforce are stability,
continuity, and predictability.
Temporary
• Temporary employees do not have special legal stature. They are
considered employees of the temporary help agency (staffing firm)
that obtained them through its own staffing process. Temporary
employees are given job assignments with other employers (clients)
by the staffing firm. During these assignments the temporary
employee remains on the payroll of the staffing firm, and the client
employer simply reimburses the staffing firm for its wage and other
costs. The client employer has a severely limited right to control
temporary employees that it utilizes, because they are not its
employees but employees of the staffing firm.
Full Time
• Full-time employment is employment in which a person works a
minimum number of hours defined as such by his/her employer. Full-
time employment often comes with benefits that are not typically
offered to part-time, temporary, or flexible workers, such as annual
leave, sick leave, and health insurance.
• The Factories Act, 1948 in India prescribes that no adult worker shall
be required or allowed to work in a factory for more than forty-eight
hours in any week and no adult worker shall be required or allowed to
work in a factory for more than nine hours in any day.
Part Time
• A part-time contract is a form of employment that carries fewer hours
per week than a full-time job. They work in shifts but remain on call
while off duty and during annual leave. The shifts are often rotational.
Workers are considered to be part-time if they commonly work fewer
than 30 or 35 hours per week.
• In the US, the Bureau of Labor Statistics defined working part-time as
working between 1 and 34 hours per week. In Canada, part-time
workers are those who usually work fewer than 30 hours per week at
their main or only job.
Apprentice
• Apprenticeship is an agreement between a person (an apprentice)
who wants to learn a skill and an employer who needs a skilled
worker -- "earning while learning." Apprenticeship is a proven
industry-based learning system that combines on-the-job experience
with technical training to produce a certified journeyperson. Upon
completion of the specified training period, apprentices receive a
Certificate of Qualification. On average, 85% of the apprentice's two
to five years of training is spent in the workplace; the rest is spent at a
training institution.
Contractual
• As part of its staffing plan, the employer may hire independent
contractors. An independent contractor is not legally considered an
employee, however. Therefore, the rights and responsibilities the
employer has toward the independent contractor are different from
those for its employees. Classifying and using a person as an
independent contractor frees the employer of the tax withholding,
tax payment, and benefits obligations it has for employees. It may
also reduce employer exposure under laws and regulations governing
the employment relationship.
Outsourcing
• Outsourcing of work functions can be defined as the transfer of a
business process to an external organization. This is a more drastic
step than simply using Independent Contractors or temporary
employees. Increasingly, organizations are outsourcing their hiring
activities, meaning they use outside organizations to recruit and
select employees.
Existing Post or New Post to be Created

• The requirement is to either recruit for a new post or to refill an existing

post. One has to check the following aspects before putting the vacancy in
the public domain.
• I. Is the role/function still required?
• II. Could the role/function be carried out by redistributing duties to other
staff?
• III. Could the duties be Outsourced- Cost implications?
• IV. Is the Post full time or part time?
• V. Does the Job Description need updating?
Need Analysis
• There is a saying that goes as follows: “if you don’t know what you
want then you are unlikely to get it...”. This is so true in recruitment.
Another expression which is very apt for this topic is: “start with the
end in mind”. This is exactly the idea behind Needs Analysis.
• Need Analysis is the process of identifying and evaluating needs (see
sample definitions below) in a community or other defined population of
people. The identification of needs is a process of describing “problems” of
a target population and possible solutions to these problems.
• A need has been described as:
• i. A gap between “what is” and “what should be.”
• ii. “A gap between real and ideal that is both acknowledged by community
values and potentially amenable to change.”
• iii. May be different from such related concepts as wants (“something
people are willing to pay for”) or demands (“something people are willing
to march for”)
• Need analysis focuses on the future, or what should be done, rather
than on what was done as is the focus of most program evaluations.
Some people use the related term “needs assessment”.
• The life of a recruiter parallels that of a salesperson. Recruiters need
to develop a needs analysis strategy when recruiting sales candidates
just like salespeople do when pursuing prospects. Lecturing
candidates on how wonderful the company is does not bring about
excitement any more.
Cost Analysis
• The process of developing and analyzing cost data from separate business
elements and estimating incremental and total resources needed to
support current and future business strategies. A decision making tool used
to evaluate and prioritize resource needs at based on cost estimates and
their expected return on investment.
• There are many different metrics that can useful for determining an
accurate assessment of total cost. For recruitment channels such as job
boards or agency recruiters, employers can look to the cost-per hire and
then overlay that cost with an evaluation of long term performance and
quality of hire. Additional data points that are often used in regards to cost
include the total cost per hired employee across an entire company, the
total compensation per employee, and the total recruitment expenditures
for every new hire across a particular time frame.
Job Analysis
• Job analysis may be defined as the process of studying jobs in order
to gather, analyze, synthesize, and report information about job
requirements. Note in this definition that job analysis is an overall
process as opposed to a specific method or technique. A job
requirements job analysis seeks to identify and describe the specific
tasks, KSAOs, and job context for a particular job. This type of job
analysis is the most thoroughly developed and the most commonly
used by organizations.
• A second type of job analysis, competency- based, attempts to
identify and describe job requirements in the form of general KSAOs
required across a range of jobs; task and work context requirements
are of little concern. Interpersonal skills, for example, might be
identified as a competency for sales and customer service jobs;
leadership is a likely competency requirement for managerial jobs.