The 4 S of Recruitment

Recruitment involves specification (of the position to be filled), sourcing, screening and selection.

Recruitment is an involved process, involving time and effort of many within the organization as well outside the organization. However, most often the process of recruitment is not well appreciated and thus leads to enormous wastage of resources and inefficiencies. Lets understand the different processes involved in the recruitment.

blog 38Specification – As in the case of any function involving fulfillment of a need there is some expectation in the mind of the Hiring Manager who wants to fill the position. She need to spell these expectations well enough for others to understand her expectations and fulfilling them. The specification predominantly covers the skills that are required for the position and then there are other subtle aspects that are not directly related to skills. Often HR adds to the specifications spelt out by the Hiring Manager – adding cultural dimensions to the specifications, the work conditions and other employment policy related aspects.

Sourcing – This is one of the most challenging areas in recruitment. Simply it is about identifying the human resources who match the specifications for the position. There are several sources of sourcing, including internal referrals, social media, job sites, advertisements, networking, and others. While the number of channels for recruitment have increased so also the challenges. There is a flood of information and one needs to save the information to reach the appropriate resource. Where to find those resources that match – remains a daunting task.

Screening – Having identified the resources that are likely to match the specifications, the profiles of the prospects need to be screened i.e. Those that does not match the specifications removed from the process. The screening may be based on identifying gaps in the skills, improper fit to the organization itself and expectations of the resources in terms of employment. The screening process is carried out by the recruiters within and outside the organization. A good screening saves enormous time of the prospects, interviewers and Hiring manager. However, to do a proper screening they need to have a good understanding of the expectations i.e. What to look out for.

Selection – The screened prospects are put through a selection process wherein their skills are now judged. The process may be through tests and interviews. There could be one or several rounds of interviews to assess the proficiency level of the prospects on the various skills that are required for the position.

Employee Skills Management AD

Most often, the process gets tangled in wastage of time and effort due to one, improper specification and two, poor screening.  The latter is primarily because of the first. The recruiters, without a good understanding of the expectations of the Hiring Manager will not be able to screen prospects correctly. And they are not as proficient in different skills as the Hiring Manager. So they need to be given tools that can enable to perform this screening process more efficiently.

It’s your skills -selection  is an application that enables the Hiring Manager to articulate his or her expectations and enable the recruiters to better screen prospects. And thus to better efficiencies.

Image courtesy of