ITCONS IT staffing is a systematic implementation process of our standard Human Resources Plan, which involves finding or attracting candidates, evaluation, selection, recruitment and appraisal in line with our association with prestigious client/partners. The primary objective of the IT staffing process is to find competent candidates to fill the different job roles in the IT Company.
Our IT Staffing process
This staffing process allows us to identify the current and future requirements of the clients and partners. Further, it helps us create and execute a plan as per the derived requirements to hire the most suitable candidates. The different steps in staffing process include:
1. Workforce planning
The first step in the staffing process is to estimate and plan our workforce requirements. This process includes analysing the qualitative and quantitative aspects of recruiting. The two key features that help us to determine workforce requirements are - the type of workforce and the number of resources.
These features help us plan out an elaborate recruitment and selection strategy, which helps to attract and hire the right candidates for the job. Additional aspects that are taken into consideration while planning include desired qualification, job requirements, desired skills, and employee relationship with the previous employer.
2. Recruitment and selection
Recruitment involves the sourcing and searching for prospective candidates and encouraging them to apply for available job positions. This process involves identifying the prospects and encouraging them to join our company as per client / partner requirements.
Selection involves the process of evaluating and selecting the best candidate for the job out of the list of prospective applicants. During selection, it is crucial to ensure that the candidate's ability matches with the job role.
3. Placement and induction
Our Placement Process involves hiring and placing the right person for the right role. Placement involves the right posting of the selected candidate as per their qualification, skills and expertise. For instance, it makes sense to place a candidate with sales experience with the sales team rather than shift them to the marketing team, merely to fill in the posts.
Orientation or induction is the process of introducing the different aspects of the organisation / partner, its policies, rules, regulations and job roles to the new hires. It is aimed at giving new employees an overview of the organisation and their specific job roles.
4. On boarding
Orientation or induction is a one-time process of welcoming new hires to our company. On the other hand, on boarding is a broad concept, which includes induction and a series of activities to ensure that the new hire is ready for the work floor. Further, on boarding includes the process of acquiring new expertise or skills, specific to their respective department or team, and understanding their performance parameters and goals effectively to ensure a quick and smooth transition into their new department or team.
5. Training and development
Training involves the process of imparting systematic knowledge and skills to the new hires to make them ready for the job. Training is sometimes included with the broader concept of on boarding, or it is sometimes addressed individually. It plays a vital role to improve the preparedness of employees to handle their current jobs.
Development is the process of providing adequate opportunities for professional growth of employees. It involves encouraging employees to take up higher responsibilities and providing them with ample internal promotion opportunities. Growth and development opportunities are essential for an employee to prosper and flourish in an organisation.
6. Performance appraisal
Performance appraisal involves the process of evaluating the employee's performance based on their key performance indicators (KPIs) and rewarding them accordingly. This helps us to gauge the performance of employees in any given month, quarter or a year. In case of any short coming in performance appraisal targets, then the company provides further training to improve the knowledge, skills and thus performance of the employee.
Retention is one of the key processes in maintaining employee satisfaction. It involves focusing on retaining the best talent within the organisation and ensuring that they are happy and satisfied with the opportunities within the organisation and would not look for better employment opportunities elsewhere.
Retention involves creating a positive work environment and a cohesive company culture that identifies, appreciates and nurtures talent among employees. It involves creating a transparent and inclusive work environment where the words and views of the employees are heard, acknowledged and acted upon. Such a process ensures a successful staffing cycle for the company.