Anda di halaman 1dari 28

RECRUITMENT INTRODUCTION

DEFINITION.
Activities designed to attract a qualified pool of job applicants to an
organization.
It involves attracting and obtaining as many applications as possible from
eligible job seekers.
Definition of Recruitment
According to Edwin B. Flippo, Recruitment is the process of searching the
candidates for employment and stimulating them to apply for jobs in the
organisation
It is a linking activity that brings together those offering jobs and those
seeking jobs.

OBJECTIVES OF RECRUITMENT
To obtain a pool of suitable candidates for vacant posts
To use and be seen to use a fair process
To ensure that all recruitment activities contribute to company goals and a desirable
company image
To conduct recruitment activities in an efficient and cost-effective manner

1|Page

PURPOSE AND IMPORTANCE OF RECRUITMENT


Attract and encourage more and more candidates to apply .
Create a talent pool of candidates to enable the selection of best candidates for the
organisation.
Determine present and future requirements of the organization in conjunction with
its personnel planning and job analysis activities.
Recruitment is the process which links the employers with the employees.
Increase the pool of job candidates at minimum cost.
Help increase the success rate of selection process by decreasing number of visibly
under qualified or overqualified job applicants.
Help reduce the probability that job applicants once recruited and selected will
leave the organization only after a short period of time.
Meet the organizations legal and social obligations regarding the composition of its
workforce.
Begin identifying and preparing potential job applicants who will be appropriate
candidates.
Increase organization and individual effectiveness of various recruiting
techniques and sources for all types of job applicants

2|Page

EXTERNAL FACTORS
SUPPLY AND DEMAND
The demand for programmers and financial analysts is higher then their supply as
opposed to demand and supply of non technical.
LABOUR MARKET
If there is surplus of manpower at the time of recruitment, even informal attempts
at the time of recruiting like notice boards display of the requisition or
announcement in the meeting etc will attract more than enough applicants. The
number of unsolicited applicants is also high.
IMAGE/GOODWILL
POLITICAL-SOCIAL- LEGAL ENVIRONMENT
Reservation in employment for scheduled castes, scheduled tribes, physically
handicapped etc., trade unions, Child Labour Act 1986, Inter-state Migrant
womens Act. 1979 , Employment Exchange Act 1959, etc.
UNEMPLOYMENT RATE
When the company is not creating new jobs, there is often oversupply of qualified
labour which in turn leads to unemployment.

INTERNAL FACTORS

3|Page

RECRUITMENT POLICY
The recruitment policy of an organisation specifies the objectives of recruitment
and provides a framework for implementation of recruitment programme.
HUMAN RESOURCE PLANNING
It helps in determining the number of employees to be recruited and what
qualification they must possess.
SIZE OF THE FIRM
The size of the firm is an important factor in recruitment process. If the
organization is planning to increase its operations and expand its business, it will
think of hiring more personnel, which will handle its operations.
COST
Recruitment incur cost to the employer, therefore, organizations try to employ that
source of recruitment which will bear a lower cost of recruitment to the
organization for each candidate.
GROWTH AND EXPANSION
Organization will employ or think of employing more personnel if it is expanding
its operations.

RECRUITMENT METHODS
External recruitment candidates are sought from outside the hiring
organization.
Internal recruitment candidates are sought from within the organization.
4|Page

Traditional recruitment candidates receive information only on most


positive organizational features.
Realistic job previews candidates receive all pertinent information.

SOURCES OF RECRUITMENT
Internal
Promotions
Transfers
Internal Advertisement/IJP
Former Employees
Dependents of deceased employees
Employee referral
Recall from long leave

THE INTERNAL SOURCES OF RECRUITMENT ARE:PROMOTIONS :


Promotion means to give a higher position, status, salary and responsibility to the
employee. So, the vacancy can be filled by promoting a suitable candidate from the same
organisation.
TRANSFERS :
Transfer means a change in the place of employment without any change in the position,
status, salary and responsibility of the employee. So, the vacancy can be filled by
transferring a suitable candidate from the same organisation.
INTERNAL ADVERTISEMENTS :

5|Page

Here, the vacancy is advertised within the organisation. The existing employees are asked
to apply for the vacancy. So, recruitment is done from within the organisation.
RETIRED MANAGERS :
Sometimes, retired managers may be recalled for a short period. This is done when the
organisation cannot find a suitable candidate.
RECALL FROM LONG LEAVE : The organisation may recall a manager who has gone
on a long leave. This is done when the organisation faces a problem which can only be
solved by that particular manager. After he solves the problem, his leave is extended.

MERITS OF INTERNAL SOURCES


It is time saving, economical, simple and reliable.
There is no need of induction training because the candidate already knows
everything about the organisation, the work, the employee, the rules and
regulations, etc.
It motivates the employees of work hard in order to get higher jobs in the same
organisation.
It increases the morale of the employees and it improves the relations in the
organisation.
It reduce executive turnover.
It develops loyalty and a sense of responsibility.

DEMERITS OF INTERNAL SOURCES

6|Page

It prevents new blood from entering the organisation. New blood brings innovative
ideas, fresh thinking and dynamism into the organisation.
It has limited scope because it is not possible to fill up all types of vacancies from
within the organisation.
The position of the person who is promoted or transferred will be vacant.
There may be bias or partiality in promoting or transferring persons from within the
organisation.
Those who are not promoted will be unhappy.
The right person may be promoted or transferred only if proper confidential reports
of all employees are maintained. This involves a lot of time, money and energy.

External
Advertisements
Management Consultants
Public Advertisements
Campus Recruitment
Employment Exchange
Walk-ins
Head Hunting
Internet/Job Portals
Poaching/Raiding
Unsolicited Applications
Career fairs

7|Page

THE EXTERNAL SOURCES OF RECRUITMENT ARE:MANAGEMENT CONSULTANTS :


Management consultants are used for selecting higher-level staff. They act as a
representative of the employer. They make all the necessary arrangements for recruitment
and selection. In return for their services, they take a service charge or commission.
PUBLIC ADVERTISEMENTS :
The Personnel department of a company advertises the vacancy in newspapers, the
internet, etc. This advertisement gives information about the company, the job and the
required qualities of the candidate. It invites applications from suitable candidates. This
source is the most popular source of recruitment. This is because it gives a very wide
choice. However, it is very costly and time consuming.
CAMPUS RECRUITMENT :
The organisation conducts interviews in the campuses of Management institutes and
Engineering Colleges. Final year students, who're soon to get graduate, are interviewed.
Suitable candidates are selected by the organisation based on their academic record,
communication skills, intelligence, etc. This source is used for recruiting qualified, trained
but inexperienced candidates.
RECOMMENDATIONs :
The organisation may also recruit candidates based on the recommendations received from
existing managers or from sister companies.

8|Page

DEPUTATION PERSONNEL :
The organisation may also recruit candidates who are sent on deputation by the
Government or Financial institutions or by holding or subsidiary companies.
HEAD HUNTING:
Headhunting refers to the approach of finding and attracting the best experienced person
with the required skill set. Headhunting involves convincing the person to join your
organization.
ADVANTAGES OF EXTERNAL SOURCES
It encourages young blood with new ideas to enter the organisation.
It offers wide scope for selection. This is because a large number of suitable
candidates will come for the selection process.
There are less chances of bias or partiality.
Here there is no need to maintain confidential records.
LIMITATIONS OF EXTERNAL SOURCES
It is very costly. This is because advertisements, test, medical examination etc., has
to be conducted.
It is very time consuming. This is because the selection process is very lengthy.
It may not develop loyalty among the existing managers.
The existing managers may leave the organisation if outsiders are given higher
post.
ELECTRONIC RECRUITING

Recruitment through internet

Advantage is wide publicity and a chance for a large number of applicants to


choose

Best method to be assessed depends upon:


9|Page

Most of internet job portal are actively participating in recruitment. Like Monster
Job, Naukri, Times job are some of internal job portals.

SELECTION
Selection
Choosing from a pool of applicants the person or persons who offer the
greatest performance potential.
According to Thomas stone
Selection is the process of differentiating between applicants in order to
indentify and hire those with a greater likelihood of success on the jobs.
In simple wordsIt is the functions perform by the management of
selecting the right employees at the right time After identifying the
sources of human resources, searching for prospective employees
and stimulating them to apply for jobs in an organization .The objective of
10 | P a g e

the selection decision is to choose the individual who can most successfully
perform the job from the pool of qualified candidates
Selection Steps
Completion of a formal application form.
Interviewing.
Testing.
Reference checks.
Physical examination.
Final analysis and decision to hire or reject.

STEPS IN THE SELECTION PROCESS


Step 1application forms
Declares individual to be a job candidate.
Documents applicants personal history and qualifications.
Personal rsums may be included.
Applicants lacking appropriate credentials are rejected at this step.

Step 2interviews
Exchange of information between job candidate and key members of the
organization.
Opportunity for job candidate and organizational members to learn more
about each other.

Step 3 employment tests


11 | P a g e

Used to further screen applicants by gathering additional jobrelevant information.


Common types of employment tests:
Intelligence
Aptitude
Personality
Interests

Criteria for selection devices:


Reliability
The selection device is consistent in measurement.
Validity
There is a demonstrable relationship between a persons score or
rating on a selection device and his/her eventual job performance.

Behaviorally-oriented employment tests:


Assessment center
Evaluates a persons performance in simulated work situations.
Work sampling
Evaluates a persons performance on actual job tasks.

12 | P a g e

Step 4 reference and background checks


Inquiries to previous employers, academic advisors, coworkers
and/or acquaintances regarding applicants:
Qualifications.
Experience.
Past work records.
Can better inform potential employer.
Can enhance candidates credibility.
Step 5 physical examinations
Ensure applicants physical capability to fulfill job requirements.
Basis for enrolling applicant in life, health, and disability insurance
programs.
Drug testing is done at this step.
Step 6 final decision to hire or reject
Best selection decisions will involve extensive consultation among
multiple parties.
Selection decision should focus on all aspects of the candidates
capacity to perform the designated job.

SOCIALIZATION & ORIENTATION


Socialization
Process of influencing the expectations, behavior, and attitudes of a new
employee in a way considered desirable by the organization.
13 | P a g e

Orientation
Set of activities designed to familiarize new employees with their jobs,
coworkers, and key aspects of the organization.
Induction

Induction is the process that introduces an employee to the organization

It is usually the responsibility of the HR department to conduct induction process

Role based training (RBT):


The training is aimed at assisting employees in particular roles to mould themselves to
those roles. Each of the courses in this training is well designed to enable employees to
gain knowledge and practical experience. As applicable for a role, the courses are
visible under a specific portal 'ILITE' on an employee's login on Infosys Intranet.
Just in Time (JIT):
These courses are delivered to project persons based on their sudden or unforeseen
requirements. These are the regular RBT's tailored to meet the urgent and time bound
requests of projects.

Virtual Classroom sessions:


This is a session delivered by an educator from some other locations through Live
meeting software.
Technology Assisted Learning (TAL) or E-learning:
This is an online learning program which enables a reader to do a self study of the
course. Each topic also has a set of exercises at the end of each session.
14 | P a g e

Certification: is to measure the skills of the employees in a particular

Seminars and Consultancy:


Education and Research department conducts various seminars inside and outside the
company.

Higher Education Support (HES) Policy:


is to encourage the employees to continue education through distance learning or part
time programs in India with reputed academic institutions.

Immediate supervisor might introduce the following steps:

Welcomes the newcomer

Explains the overall objectives of the company and his role

Shows the location or place of work

Hands over the rule book or job descriptions

Provides details about training and promotional advancements

Discusses working conditions

Topics that are usually covered are:


Organizational issues:

History of that company

Layout and physical facilities

Products/services offered
15 | P a g e

Overview of the company procedures

Disciplinary procedures

Probationary period

CITIBANK INDUCTION PROCESS


ORIENTATION
PROGRAMME
Duration 21/2 weeks

ON-THE-JOB
PERFORMING

Presentation by each business


head
Case study presentations which
encourage solutions from the
participants
Simulation
exercises

Corporate
Banking

Assigned Specific
Job
Duration
21/2 6 weeks

Customer
Banking

Assigned Projects:
Two or more projects
Duration 6 weeks
CONCLUDING CLASSROOM TRAINING
Detailed job-wise
discussion, training,
problem-solving
Interaction with peers
across the region

CITIBANKS INDUCTION PROCESS


1. Orientation programme : Duration of 2 weeks
Presentation by each business head
Case study presentations which encourage solutions from the participants
Simulation exercises
2. On-the-job performing
16 | P a g e

Corporate Banking : Assigned Specific Job(Duration of 2 -6 weeks)


Customer Banking : Assigned Projects Two or more projects(Duration 6

weeks)
3. Concluding class-room training
Detailed job-wise discussions, training, problem-solving
Interaction with peers across the region

Maruti Udyog:
The company customizes its initiation programs to suit the new recruit.
For engineers the program is offered in four parts:
1.
2.
3.
4.

familiarize with various functions and meet division heads


work on shop floor
work at various other departments
work finally in departments for about 2 months where they will
eventually work

SELECTION PROCESS IN VARIOUS COMPANIES


THE SELECTION PROCESS OF INFOSYS:
Initial screening of interviews:
Initial Screening is done on the basis of applicants and applications. A preliminary
interview is conducted so as to select the suitable candidate who can go through further
stages of interviews. Normally for the posts of engineers degree cutoff is decided like say
60% on an average. If the candidates do not meet the requirement they are rejected. And
for higher posts applications and applicants both play a major role in the screening

Completion of application forms:


Application form establishes the candidates general details like name, address, telephone
number, education, job- related training, work-experience with dates, company names,
17 | P a g e

and job details, professional or industrial involvement, hobbies and recreational pursuits.
The company establishes as many hypotheses about the candidate from the details
provided in the application form. It then decides what areas of information it needs to
explore or investigate more specifically during the interview. Company sees to it that no
judgment is passed about the candidate based only at this level. What drawn here is
hypotheses and not conclusions. Application forms are such framed that, they provide the
necessary details to the organisation without affecting the sentiments and feelings of the
candidate.

SHORTLISTING
Once the deadline for a job opening has passed, the hiring manager for the position will
screen applications to assess candidates eligibility against the criteria stipulated in the job
opening and will produce a shortlist of candidates to pass to the assessment stage of the
recruitment process.
TECHNICAL KNOWLEDGE AND SKILLS ASSESSMENT
For most job openings, shortlisted candidates are requested to take a written test to
evaluate technical knowledge related to the functions of the advertised post. The technical
tests are sent to the candidate for completion at a time of their choice, within a period
defined by ITC. Only successful candidates will be invited for interview.

Candidates applying to General Service posts (fixed-term and temporary) will be invited to
undertake a test aimed at assessing the candidates computer literacy. The rest is based on

18 | P a g e

Microsoft Office 2010 Word, Excel and PowerPoint. This test is administered at ITC and
last one hour and 30 minutes.
REFERENCES
Appointment at ITC is subject to satisfactory and complete verification of academic
qualifications and previous employment. If you are a candidate under close consideration,
reference checks will be conducted and you will be notified accordingly. Only applicants
with academic qualifications from accredited (officially recognized) universities or
institutions are considered eligible. The accreditation status of an educational institution is
verified through this reference check procedure. If you had indicated in your application
that you have objections to contacting your current employer, this employer is not
contacted until you have actually been selected for and you have confirmed your interest in
a position. If you are selected for inclusion in the roster no reference checks are conducted
with a current employer unless you are actually informed of your upcoming selection.
COMPETENCY-BASED INTERVIEWS
ITC interviews are competency-based (CBI) and focus on the seven competencies that
have been identified as key to the organization and are defined in the UN Competency
Framework.
Each job opening lists the competencies that are specific to that post and interviewers will
ask questions aimed at determining candidates' past performance, achievements and
contributions related to these competencies.
Interviews may take place at ITC Headquarters in Geneva, Switzerland, or via
videoconference at a facility close to the candidates location.
ITC assessment panels for interviews are usually composed of three voting members: the
hiring manager, two subject-matter experts at the same or higher level of the job opening,
19 | P a g e

one of whom from the same work unit and one from outside the work unit where the job
opening is located, as well as a Human Resources representative who is non-voting.
NOTIFICATION AND APPOINTMENT
ITC will contact only those candidates that will be invited to participate in the selection
process and will inform them on the final decision at end of the selection process. Due to
the thorough review process for each job opening, the selection process may take a few
months to be completed. To check the status of the selection process click here.
At the end of the selection process, the successful candidate will receive an offer of
appointment by ITC Human Resources. Employment with ITC is contingent upon the
candidate passing a pre-employment medical examination, and verification of diplomas
and personal references.
ROSTER
A roster is a pool of candidates who have already been assessed as suitable candidates
through the selection process and who are ready for immediate selection for similar
positions.
If you have been informed of your inclusion in the roster, either based on the
recommendation for a specific or for a generic job opening, you can potentially be selected
for an upcoming job opening without having to undergo the entire selection process.
Once you are included in a roster, you may be contacted by e-mail if ITC is considering
you for a position , or you may choose to temporarily put on hold or permanently withdraw
your roster membership.
Even if you are placed on a roster, we recommend that you regularly search our website
for job openings and actively apply for positions for which you think you are qualified

20 | P a g e

Employment tests:

logical test
English test
Vocabulary
Reasoning
Essay writing

VARIOUS TESTS:
Mental or intelligence tests
Mechanical aptitude tests
Intelligence test
Personality Test
Medical Test

Interview
Formal Interview
Panel interview
Final decision of selection( HR round)

JP MORGAN

Conference meeting wherein the employees are told regarding vacancies, job

profile, date of commencement of interview.


First round starts with Gmail round wherein the applicants are given a case and

they have to write an email with respect to that case.


Second round is aptitude rounds 60 questions in 60 min.
Third round is accounting round 20 accounting related question.
Forth round is telephonic round of the selected candidates
Fifth round operation round
Sixth is HR round where the final decision of hiring the candidate is taken.

RECRUITMENT AND SELECTION PROCESS OF RELIANCE


21 | P a g e

The candidates who have got minimum 60% aggregate over all eight semester are eligible
for the recruitment of Reliance Company.
Selection procedure of Reliance Company consists of 3 processes. They are,
Written test (Aptitude)
Technical written test
Technical and HR interview
Candidate type required: Engineers (graduates/post graduates) of Chemical / Mechanical /
Electrical / Instrumentation / Civil / Production / Industrial Engineering.

1. Written test (Aptitude)


In written test the number of questions are 75 and time limit for those questions are 35
minutes. The questions are from several topics like ratio, simple logics, comparisons,
analogy etc. The cut off marks for this round is 60%.

2. Technical written test


In this round number of questions are 50 and time limit are 25 minutes. Technical
questions are from electronics, networking subject.One has to be strong in his/her subjects
to clear this round. For this round the cut off marks is 50%.

3. Technical and HR interview


After clearing both written test the final round is technical and HR interview. It will take 1
hour and based on National merit test. In this round some technicals questions will be
asked and in HR round the questions will be asked about the company, projects, hobbies
etc. Candidates are required to produce original mark sheets/ certificates for verification
during Interviews.

22 | P a g e

SBI Selection Process For PO


The State Bank of India Probationary Officer post is most popular among the students as
far as Bank PO job is concerned. The State Bank Recruitment Examination is conducted
by the Central Recruitment Board, State Bank Group. SBI conducts this exam in all major
cities in India, every tear they recruit around 400 to 500 probationary officers depending
on the requirement.

Structure and Pattern of SBI PO Exam:


There are two parts to the written exam

Objective test

Reasoning -75 questions

English Language -50 questions

General Awareness -50 questions

Quantitative Aptitude -50 questions

Descriptive Paper

Argumentative Questions 4 questions 45 min.

Candidates who pass the written examination will be called for group discussion and
interview for final selection.

23 | P a g e

Final Selection: The candidate will have to pass both in 1.written test and 2.Group
Discussion and Interview separately, will be aggregated and arranged in descending order
(category wise) for candidates who have qualified in both the phases separately and
depending on the vacancies, selection will be made from the top merit ranked candidates in
each category.

DELL RECRUITMENT DRIVE PATTERN

DELL Placement consists


1. DELL self Introduction Round (Personal Introduction and Topic round)
2. DELL Written Test-Verbal ability 10 Questions
3. Voice Accent Round
4. Group Discussion
5. Operational Managerial Round
6. HR Round

DELL SELF INTRODUCTION ROUND (PERSONAL INTRODUCTION AND


TOPIC ROUND)

This is easy round and they ask u to say about yourself and then ask to speak on topic for

24 | P a g e

minimum of 1 min.
This section is for check your communication skill
DELL WRITTEN TEST-VERBAL ABILITY 10 QUESTIONS
2 or 3 questions verbal and the rest Computer knowledge Questions
VOICE ACCENT ROUND
In the voice accent round u need to speak on phone with the trainee of Dell. He will
generally ask u to introduce yourself and then ask u to speak about any topic and again he
will give u one topic and u need to speak about it.
At last he will ask Sentence completion like
a. if it rains b. in summer
c. if i cook d. if i don,t cook e. i love
f. no one

25 | P a g e

GROUP DISCUSSION
In this round ur interview will be taken again by some other person for 15 or more minutes
and you will be accessed on your confidence level in a group and always smile while
giving the interview .the questions will be almost same as in the first round

NOTE-In both these rounds they check your ACCENT (it should be neutral no mother
tongue influence in it {MTI}) AND also check your grammar skills
HR ROUND
a) Tell me about urself?
b) What do u know about Dell?
c) Why do u want to join Dell?
d) R u ready to sign a bound?
e) Tell ur strenghts and weakness?
f) what is meant by BPO?
g) what did you leave your previous company (if you are working)
OPERATIONAL MANAGER ROUND.
They ask basic computer terminology. even if u dont know technically u can show
confidence tht DELL training will help in technical

26 | P a g e

CONCLUSION
Thus the project conclude what are the recruitment and selection process in practised in
various companies.In this project, we examine this angle through the case studies of 2
companies, involved in the same sector but essentially different in their perceptions
towards recruitment and selection. And both seem to have benefited from their take on the
2 processes. In the end, this project endeavors to present a comprehensive picture of
Recruitment and Selection and hopes to enable the reader to appreciate the various
intricacies involved.
We also had looking on the process after recruitment and selection that is induction or
orientation or socialization and saw how it is practised in two companies

BIBLIOGRAPHY

PROF. TAQDEES PAWASKAR


www.scribd.com
www.slideshare.com
www.managementparadise.com
www.bmsprojects.com
27 | P a g e

http://www.slideshare.net/partha89mahanta/report-on-airtel-recruitment-andselection

28 | P a g e