https://en.wikipedia.org/wiki/Recruitment: Recruitment refers to the overall process of attracting, selecting and appointing suitable candidates for jobs (either permanent or temporary) within an organization. Recruitment can also refer to processes involved in choosing individuals for unpaid positions, such as voluntary roles or unpaid trainee roles. Managers, human resource generalists and recruitment specialists may be tasked with carrying out recruitment, but in some cases public-sector employment agencies, commercial recruitment agencies, or specialist search consultancies are used to undertake parts of the process. Internet-based technologies to support all aspects of recruitment have become widespread.

https://hr.ucr.edu/recruitment/guidelines/process.html: In order to increase efficiency in hiring and retention and to ensure consistency and compliance in the recruitment and selection process, it is recommended the following steps be followed. Details for each step include the minimum recommended best practice to attract a talented and diverse applicant pool:   

• Step 1: Identify Vacancy and Evaluate Need   
• Step 2: Develop Position Description   
• Step 3: Develop Recruitment Plan   
• Step 4: Select Search Committee   
• Step 5: Post Position and Implement Recruitment Plan   
• Step 6: Review Applicants and Develop Short List   
• Step 7: Conduct Interviews   
• Step 8: Select Hire   
• Step 9: Finalize Recruitment

http://www.yourarticlelibrary.com/recruitment/recruitment-process-5-steps-involved-in-recruitment-process-with-diagram/35261: The five steps involved in recruitment process are as follows:

1. Recruitment Planning
2. Strategy Development
3. Searching
4. Screening
5. Evaluation and Control.

http://www.job-analysis.net/G000.htm: Job Analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. Job Analysis is a process where judgements are made about data collected on a job. 

https://en.wikipedia.org/wiki/Job_analysis : Job analysis (also known as work analysis) is a family of procedures to identify the content of a job in terms of activities involved and attributes or job requirements needed to perform the activities. Job analysis provides information to organizations that help to determine which employees are best fit for specific jobs. 

www.mbaskool.com/business-concepts/human-resources-hr-terms/1792-job-specification.html: A job specification defines the knowledge, skills, and abilities that are required to perform a job in an organization. Job specification covers aspects like education, work-experience, managerial experience, etc. which can help accomplish the goals related to the job. Job specification helps in the recruitment & selection process,  of evaluating the performance of employees and in their appraisal & promotion.

https://www.thebalance.com/job-specification-1918170: A job specification describes the knowledge, skills, education, experience, and abilities you believe are essential to performing a particular job. The job specification is developed from the job analysis. Ideally, also developed from a detailed job description, the job specification describes the person you want to hire for a particular job.

https://en.wikipedia.org/wiki/Job_description: A job description is a list that a person might use for general tasks, or functions, and responsibilities of a position. It may often include to whom the position reports, specifications such as the qualifications or skills needed by the person in the job, and a salary range. Job descriptions are usually narrative, but some may instead comprise a simple list of competencies; for instance, strategic human resource planning methodologies may be used to develop a competency architecture for an organization, from which job descriptions are built as a shortlist of competencies.

https://www.wikijob.co.uk/content/application-advice/job-applications/what-job-description: A job description is a document intended to provide job applicants with an outline of the main duties and responsibilities of the role for which they are applying. The description is usually drawn up by the individual in the organization responsible for overseeing the selection process for the role, often with the help of the company’s HR department and/or an external recruiter.

http://www.simplehrguide.com/recruitment-planning.htm: The recruitment planning is about having a clear outlook of the recruitment agenda for the whole year. The strategic planning is about managing job vacancies in the organization. It is about the management of the internal recruitment and management of promotions and succession planning. The plan connects all the elements with the value added for the organization and forms the final recruitment plan. The plan is about the complex alignment of the HR Strategy with the capability of the organization to increase the value added of the human capital. The recruitment and staffing is the essential HR Process for gaining the sustainable competitive advantage.

https://www.eremedia.com/ere/6-easy-steps-to-building-a-recruiting-strategy-and-successfully-measuring-the-outcome: The key is to come up with a water-tight recruiting strategy and measure its success using the right metrics. This outline will help companies do just that. This is not a one-size-fits-all solution, so companies must ensure that they tailor this model to meet their needs.

Steps:

1. Collect necessary inputs.

2. Come up with Action plant based on inputs

3. Collect resources to execute the plan.

4. Execute the plan.

5. Measure performance & identify improvement areas.

https://www.prospects.ac.uk/job-profiles/recruitment-consultant: Recruitment consultants are responsible for attracting candidates and matching them to temporary or permanent positions with client companies. They work with client companies, building relationships in order to gain a better understanding of their recruitment needs and requirements.
Recruitment consultants attract candidates by drafting advertising copy for use in a range of media, as well as by networking, headhunting and through referrals. They screen candidates, interview them, do background checks and finally match them to their clients.
Consultants also provide advice to both clients and candidates on salary levels, training requirements and career opportunities.

https://en.wikipedia.org/wiki/Job_interview: A job interview is a one-on-one interview consisting of a conversation between a job applicant and a representative of an employer which is conducted to assess whether the applicant should be hired. Interviews are one of the most popularly used devices for employee selection. Interviews vary in the extent to which the questions are structured, from a totally unstructured and free-wheeling conversation, to a structured interview in which an applicant is asked a predetermined list of questions in a specified order; structured interviews are usually more accurate predictors of which applicants will make good employees, according to research studies.

https://www.wikijob.co.uk/content/interview-advice/interview-preparation/job-interviews: A job interview is a meeting organised by a recruiter used to evaluate a potential employee for prospective employment at a company. Job interviews typically precede a hiring decision and often form part of the assessment centre process. Most graduate job interviews last for about one hour, although telephone interviews and technical interviews are usually shorter.

https://hiring.monster.com/hr/hr-best-practices/small-business/conducting-an-interview/interviewing-job-candidates.aspx: Let’s face it: knowing how to interview can be a challenge. Conducting an interview isn’t always fun and it doesn’t come all that naturally to lots of people. Why? Most interviewers are unarmed with the appropriate interview questions, unable to follow-up up on candidate responses and otherwise fill the void that often results when two strangers sit together for the first time.
In fact, many hiring managers fear interviewing and hiring. Still, the stakes are exceptionally high in terms of building your team and furthering your own success.
There are a few simple tips that, when consistently applied, will help you identify candidates who are geared for progression in their careers and who can make an immediate contribution to your organization.

https://www.entrepreneur.com/article/248608: There have been a tremendous number of articles written for job seekers about how to do well in an interview -- appropriate dress, conducting background research on the company, questions to ask the interviewer, etc. -- but an interview is a two-way conversation. A skilled interviewer who makes the candidate comfortable will gain valuable information about the person and present a positive image of their company, improving the odds of the best candidate being hired.

This list of 15 actions will help you improve your skills and make your next interview a more productive and positive experience for you and the candidate.

1. Be prepared.
2. Make the candidate comfortable.
3. Be consistent with your questions.
4. Learn about the candidate.
5. Be conversational.
6. Be flexible.
7. Work on your listening skills.
8. Act naturally.
9. Don’t worry if there’s silence.
10. Ask appropriate questions.
11. Don’t make the interview about you.
12. Make the candidate curious.
13. Listen for non-verbal language.
14. Look for real solutions.
15. Follow-up with the candidate.

http://www.psychometricinstitute.com.au/Psychometric-Guide/Introduction_to_Psychometric_Tests.html: Psychometric tests are a standard and scientific method used to measure individuals' mental capabilities and behavioural style. Psychometric tests are designed to measure candidates' suitability for a role based on the required personality characteristics and aptitude (or cognitive abilities). They identify the extent to which candidates' personality and cognitive abilities match those required to perform the role. Employers use the information collected from the psychometric test to identify the hidden aspects of candidates that are difficult to extract from a face-to-face interview.

http://www.michaelpage.co.uk/advice/management-advice/attraction-and-recruitment/why-use-psychometric-testing-recruitment: The word psychometric basically refers to the measurement of the mind. Unlike facets such as education, skills, experience, appearance and punctuality, the behavioural traits and personality of a candidate can be much more difficult to assess during an interview. Some employers choose to use psychometric testing during their recruitment process to help give a better overall evaluation of a candidate and hopefully secure the best fit for the role. There’s some debate over the value of psychometric testing, but those who use it believe that it can give a more objective overview of a candidate’s character, strengths, weaknesses and working style. Typically, a psychometric test will never be used in isolation, but as one component of a wider, integrated evaluation strategy.

http://universumglobal.com/articles/2014/03/what-is-employer-branding: Employer branding is the process of promoting a company, or an organization, as the employer of choice to a desired target group, one which a company needs and wants to recruit and retain. The process facilitates the company’s ability in attracting, recruiting and retaining ideal employees – referred to as Top Talent in recruitment – and helps secure the achievement of the company’s business plan.

https://en.wikipedia.org/wiki/Employer_branding: Employer brand is the term commonly used to describe an organization's reputation as an employer, and its value proposition to its employees, as opposed to its more general corporate brand reputation and value proposition to customers. The term was first used in the early 1990s, and has since become widely adopted by the global management community. Just as a customer brand proposition is used to define a product or service offer, an employee value proposition or EVP is used to define an organisation's employment offer. 

https://www.thebalance.com/job-offer-letter-2061695: A job offer is a formal offer of employment from a company. When a company makes a verbal job offer, the hiring manager will typically call the selected candidate to let them know that they are being offered the job.

https://en.wikipedia.org/wiki/Cost_to_company: Cost to company (CTC) is a term for the total salary package of an employee, used in countries such as India and South Africa. It indicates the total amount of expenses an employer (organization) spends on an employee during one year. It is calculated by adding salary to the cost of all additional benefits an employee receives during the service period.

https://www.bayt.com/en/specialties/q/56200/what-is-quot-appointment-letter-quot-who-is-responsible-for-issue-the-appointment-letter: An Appointment Letter is a legally binding document that confirms that an organization has offered a position to an employee and they have accepted the terms and agreement in exchange for a salary. The appointment letter goes into great detail of what is expected of the new employee and the role they will play in the company. 

https://careercove.org/2015/05/23/components-of-an-appointment-letter: While you go about signing an appointment letter, most of them would have the below components:

1. Service Agreement,
2. Probation,
3. Notice period,
4. Abandonment of Services,
5. Automatic Termination of Services,
6. Medical fitness,
7. Transfer,
8. Working Hours,
9. Leave,
10. Maternity and Paternity Leaves,
11. Confidentiality,
12. Non Compete,
13. IP,
14. Disclosures,
15. Remedies and Breaches,
16. Arbitration.

http://www.akyra.com.au/induction-onboarding: 

Induction or orientation is an event where you introduce the job and your organisation to the new employee and vice versa. It’s an important process for bringing new employees into your business.

Onboarding is the process through which new hires learn the attitudes, knowledge, skills and behaviors required to function effectively within your business. The bottom line is that, to the degree you can make new hires feel welcomed into the business and prepared for their new jobs, the faster they will be able to successfully contribute to business outcomes.

https://www.quora.com/What-is-the-difference-between-a-Resume-CV-and-Bio-Data: 

RESUME: Resume is a French word meaning "summary". A resume is ideally a summary of one's education, skills and employment when applying for a new job. A resume does not list out all details of a profile, but only some specific skills customized to the target job profile. It thus, is usually 1 or at the max 2 pages long. A resume is usually written in the third person to give it an objective and formal tone.

CURRICULUM VITAE: Curriculum Vitae is a Latin word meaning "course of life". It is more detailed than a resume, generally 2 to 3 pages, or even longer as per the requirement. A C.V. lists out every skill, all the jobs and positions held, degrees, professional affiliations the applicant has acquired, and in chronological order. A C.V. is used to highlight the general talent of the candidate rather than specific skills for a specific position.

BIO-DATA: Bio Data is the short form for Biographical Data and is an archaic terminology for Resume or C.V. In a bio data, the focus is on personal particulars like date of birth, gender, religion, race, nationality, residence, marital status, and the like. A chronological listing of education and experience comes after that.

https://www.asme.org/career-education/articles/job-hunting/6-tips-for-writing-an-effective-resume: Hiring managers and recruiters alike say they've seen more poorly written resumes cross their desks recently than ever before. Attract more interview offers and ensure your resume doesn't eliminate you from consideration by following these six key tips:

1. Format Your Resume Wisely
2. Identify Accomplishments not Just Job Descriptions
3. Quantify Your Accomplishments
4. Cater Your Resume for the Industry
5. Replace your Objective" with a "Career Summary"

https://www.prospects.ac.uk/careers-advice/interview-tips/how-to-prepare-for-an-interview: There are a number of different types of job interview such as Face-to face, Telephone, Video, Assessment centres, etc.

Your performance in an interview depends, to a significant extent, on how well you prepare. Focus your research on Employer, Role, Interview panel & Common questions. 

It's a good idea to do at least one mock interview before the real thing. 

https://www.reference.com/government-politics/employment-bond-a58d3404cbb8cc68: There are a number of reasons why a company may make new employees sign a bond, the most common of which is to reduce staff turnover. When a company notices that a large number of employees keep leaving, it may bond the new ones for a set amount of time, such as one year. This means that if an employee decides to quit before this amount of time elapses, he may end up having to pay damages to the company. The consequences of violating the bond must be clearly stated in the agreement. In many parts of the world, the scope of the employment bond may be limited by national laws. For instance, there are some countries where compelling potential employees to sign a bond is not allowed, and doing so may lead to the imposition of fines from the civil courts.