1. What is recruitment?
The overall process of sourcing, short listing, interviewing, selecting, and appointing the right candidate is known as recruitment. Recruitment is an activity that comes under Human resource management.
2. What are the responsibilities and duties of an IT recruiter?
The technical recruiter needs to identify, screen, review and qualify candidates for the technical positions. Here are some of the duties and responsibilities of the technical recruiter:
i.) Understand the job requirement.
ii.) Create detailed job description.
iii.) Source the candidates from different job portals and social media platforms.
iv.) Review and evaluate the candidates.
v.) Review applicants to verify if the position requirements are met.
vi.) Format resumes as per clients expectations.
vii.) Research and understand the technology to source right kind of candidates
viii.) Follow up with the clients and candidates.
ix.) Conduct interviews.
x.) Coordinate between the clients and the candidates.
xi.) Build long-term relationship with the candidates.
3. What is the difference between IT and Non-IT recruitment?
IT Recruitment - As the name suggests, IT recruitment is where the recruiter deals with different IT requirements. He/she looks focuses on hiring IT talent from domains such as Java, Oracle, SAP, HTML, HTML5, Angular JS, Linux, C++, etc.
Non-IT Recruitment - This refers to recruitment in the non-technical sectors such as Banking, Management, Retail, Aviation, Manufacturing, Construction, Mass communication, etc.
4. What are the skills required to be a technical recruiter?
A technical recruiter needs the following skills:
i.) Ability to understand technology.
ii.) Strong relationship building ability.
iii.) Excellent communication skills.
iv.) Ability to learn and use office automation tools.
v.) Ability to identify right kind of candidates.
vi.) Quick thinking ability.
vii.) Well organized.
They should be confident and motivated to perform.
5. What is attrition? How do you calculate the attrition rate?
The term attrition in human resource refers to the reduction of the strength of the workforce or decrease in the size of the workforce when the employees leave the company.
Attrition rate is also known as churn rate or turnover. It is the rate at which the employees leave the organization.
Attrition rate (%) = (No of attrition/ No of employees) * 100
6. What are the major reasons for attrition?
There are many reasons because of which the employees leave the organization. Some of them are as follows:
i.) Better job opportunity outside the organization.
ii.) Lack of employee recognition.
iii.) No growth opportunities in the present role.
iv.) Inadequate working condition.
v.) The inappropriate or impolite behavior of managers and peers.
vi.) The stagnant job role of the employee.
vii.) No proper work-life balance
7. As an HR professional, what steps would you recommend to control attrition?
Some of the steps to reduce attrition can be:
i.) Prepare a growth plan to motivate the employees.
ii.) Take feedback from the employees who are not satisfied.
iii.) Recognize employees' hard work through recognition and rewards.
iv.) Recognize irrelevant job positions to reduce misfit recruitment.
v.) Help employees build their career through new roles within the company.
8. What is job description and job specification?
Job description is a statement describing the job role. It gives general information about the job.
Job specification describes specific qualities, qualification, skills, and level of experience, etc required for the job. It describes any specific requirement needed for the job.
9. What is contract recruiting and permanent recruiting?
Contract recruitment focuses to bring employees for a short assignment for a certain period of time whereas permanent recruitment focuses to bring employees that are expected to work and grow with the company.
