Recruitment & Selection

Plan/Strategy

Submitted to:
Mr. Imran Ali
Contents
Contents.............................................................................................................................2

Introduction........................................................................................................................1

Required Manpower...........................................................................................................2

Sources of Recruitment.....................................................................................................3

Recruitment........................................................................................................................3

Planning..........................................................................................................................4

Strategy Development....................................................................................................4

Advertisement................................................................................................................4

Screening.......................................................................................................................5

Campus hiring................................................................................................................5

Tests...............................................................................................................................5

Internship Scheme.........................................................................................................6

Selection............................................................................................................................6

General Interview...........................................................................................................6

Technical Interview.........................................................................................................7

Technical Assignment....................................................................................................7

Reference check and offer.............................................................................................7

Conclusion.........................................................................................................................8
Introduction

Effective and appropriate recruitment proves to be an essential determinant of

company’s overall performance and plays a vital role in company’s strive to meet its
goals and objective. There are certain ways that are to be followed by every
organization, which ensures that it has right number and kind of people and also at the
right place, so that organization can achieve its planned objective. All the above said
can be achieved when an organization has an effective Human Resource Department
which performs not only the recruitment and selection function but also caters to needs
of the human resource of the company and establishes in a balance between
employees and the company goals.

‘Right person for the right job’ is the basic principle in recruitment and selection.
Recruitment and selection are related terms, when it comes to organization one term
just cannot go without the other thus both processes run simultaneously. In general
recruitment process precedes selection. Recruitment is a process of discovering the
potential and creating a pool while selection process helps filter out the required
candidate out of several potential candidates.

The company chosen for the report is Data Communication & Control (Pvt.) Ltd. (DCC)
which is a research and development firm in the field of automation and engineering
sector. The organization is a 50-60 member organization which mostly involves
engineers and technician along with 5 office helpers and an accountant cum secretary.
The HR is catered by CTO and COO along with other engineers who help in smooth
working of HR department. The report matter would consist of new strategy that would
allow tuned hiring.

This report is an educational report. The data & figures may vary from actual data.
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Required Manpower

Since DCC is an engineering firm, it requires mainly 2 types of resource: software

engineers and electronics engineers. The firm consists of few mechanical engineers
and diploma holders alongside hardware and telecom engineer.

The firm is a small in size but has very diverse working environment for which much of
its resource performs several tasks which also include management. Following are key
skills and flexibility factors that are required in every member of the firm, these are
general requirement and things that the firm looks for in individuals:

1. Open to diverse work assignments

2. Must be an outstanding individual in his/her field
3. An individual should be an initiator and self motivated
4. Open to new technological changes that occur rapidly around the globe
5. Individual must be able to manage more than one responsibility at any time
6. Must have good communication skills
7. Well versed with MS Office
8. Can perform in teams
9. Can perform outdoor activities such as market buying or visit to vendors
10. Flexible work timings
11. Open to travel

Firm requires a dynamic individual that is open to multi tasking. To this date the firm has
been performing well above all other companies in related industry and is growing even
in this time of recession.

This report is an educational report. The data & figures may vary from actual data.
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Sources of Recruitment

INTERNAL SOURCES EXTERNAL SOURCES

1) Promotion 1) Campus recruitment

2) Internal notification 2) Press advertisement

3) Former employees 3) Online advertisement

4) Internship schemes

Recruitment

Recruitment refers to the process of identifying and attracting job seekers so as to build
a pool of qualified job applicants. The present process must evolve to below mentioned
steps as several issues occur in present system.

1. Planning.
2. Strategy development.
3. Advertisement.
4. Screening.
5. Campus hiring.
6. Tests.
7. Internship scheme.

This report is an educational report. The data & figures may vary from actual data.
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When we look for new individuals we understand that there is a lot of unemployment
within the country and every day more graduates pass out from university in hope of
jobs in the market which is suffering from financial draught.

Planning

Planning involves the translation of likely job vacancies and information about the
nature of these jobs. In this phase the firm basically does need analysis for number of
available jobs and the type of applicant(s) to be contacted. For example the firm may
have requirement for software programmer but with need analysis comes to conclusion
that the firm must hire 2 programmers as the upcoming work would require more
resource. Software programmer is a very broad term so with aid of planning phase i.e.
HR representatives along with concerned department should decide what kind of
programmer would firm require for desired position. Within this phase the firm develops
job requirement: key skill set along with the general skills mentioned earlier. Presently
the firm skips this phase which results in either in sufficient hiring or over hiring and also
at times bad hiring.

Strategy Development

The most important decision at this stage is to decide whether to make or buy an
employee. As the present system lacks this step the firm usually only makes new
employees rather than buying employees even in times of need. By make it means
hiring fresh and raw talent while buying employees means hiring already experienced
employee for a particular task. Firm in this stage must also decide to shift to contract
based job for some short duration requirement rather than permanent jobs for which the
resource is used for different tasks other then his/her competency.

Advertisement

Since we live in a third world country with lot of potential graduating from our
universities every year and many individuals seeking new opportunity, advertisement
plays a vital role in attracting candidates. The present system allows advertisement in

This report is an educational report. The data & figures may vary from actual data.
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news paper with only core skills printed in the newspapers while the general skills that
firm seek in an individual are known to the candidate at time of interview. With aid of this
new plan the firm would require to publish general requirement.

Screening

Once all the resumes are received by the firm each is sorted out and is compared to the
skill set provided in the advertisement. Resumes with cover letter are given special
treatment. To avoid such bias the new system must assure the requirement for cover
letter is also given in the advertisement. The screening in present case is done by the
departmental head rather than the representative to HR department. The new plan must
empower the representative in determining the potential candidate.

Campus hiring

To acquire fresh talent campus hiring is a good option but it can be of concern if it is
only conducted in one particular university. The firm must ensure tests in several
universities to eliminate the bias factor and should only go for on campus hiring when
the aim is to achieve employer branding.

Tests

After careful screening only selected candidates are called for tests in case of
advertisement. In the case of campus hiring professors or placement officers of
particular universities are allowed to shortlist candidates for tests, the firm
representatives travel to the universities for conducting tests. The biggest drawback of
present system is that it does not follow particular pattern and hardly understand the
difference between two types of hiring. The department head is given right to choose
between the two types of hiring i.e. advertisement or the campus hiring. The new
strategy must ensure the training of heads such that the campus hiring is done when
the firm needs to do employer branding and advertisement allows talent from across
every section.

This report is an educational report. The data & figures may vary from actual data.
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In case of advertisement is conducted I company premises which runs short if there are
more than 15 candidates at one time. The firm must accommodate all candidates, which
usually do not exceed 30 candidates in all who are called for tests, at one time.

Internship Scheme

Each year internships are offered by the firm to students of different universities. These
internships are given to individuals who are referred by already working employees of
the firm or to the GIKI (Gulam Ishaq Khan Institute) students. The head of department
keeps track of these internees and offers jobs when the students graduate. The present
system must be open to all candidates. The overall strategy should be to asses every
internee with not only managers keeping an eye on the interns but also senior
employees should be allowed to share their point of view. After graduation each
candidate must be tested once again before finalizing the employment terms.

Selection

It is a process of choosing the right people for the job and also is a search for an
individual who best suits the organization. Following are the steps that shall be taken
when selecting an employee for our firm:

1. General Interview
2. Technical Interview
3. Technical Assignment
4. Reference check and Offer

General Interview

In present system the firm calls at least 5 individuals on any given day and conducts
only one combine interview which is rarely structured. Managing Director would
generally chair the interview of engineers and is observer when the interview is for
technicians. The interview session often stretches up to 2 hours and often other
applicant wait outside, at times applicants are told to come on some other date. In this

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new structure it is kept in provision that the interview shall be broken down into 2 stages
that is general interview in which an individual is asked questions regarding the general
needs of the company and the behavioral assessment is conducted. When one
candidate is free from general interview he/she can be sent for technical interview and a
fresh candidate can be called in for general interview. Such technique is time saving
and creates generally a good impression on the candidate.

Technical Interview

Present system has a very strong technical interview such that the department head
along with his assistant and managing director conduct this interview. The candidate is
asked almost about every subject that he/she has studied in case of fresh graduate and
in case of experienced employee the company would try to unearth by learning about
previous experience of the individual. Often the candidate is asked same question twice
to assure reliability and validity factors. This new system shall adapt the same technique
that is already part of present system. The only change is to run technical interview
parallel to general interview.

Technical Assignment

After the interview only the final shortlisted candidates are assigned a technical task on
which they are free to use any source such that they could perform similar task or part
of the task in front of the panel when submitting the task. The decision of hiring is taken
on first cum first basis that is the fastest to submit the assignment is usually selected.
The only problem in present system is that sometimes candidates get longer tasks due
to which they are left behind. Rather than selecting on first cum first basis it is better to
check the assignment on the basis of methodology.

Reference check and offer

One candidate is selected with the help of technical assignment and is offered the job.
Reference check is conducted by confirming degree from HEC and respective university
along with police check. The offer is made and the candidate is given very short time

This report is an educational report. The data & figures may vary from actual data.
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that is not more than 3 days to decide. Certainly the process seems to fit the company
and there is no need to change this procedure.

Conclusion

Human element of any organization is the most important element such that company’s
productivity, profits and growth are dependent to the human element. This is where the
complementary roles of Recruitment and Selection come in. The role of these aspects
in the contemporary organization is a subject on which the experts have pondered,
deliberated and studied, considering the vital role that they obviously play.

This report is an educational report. The data & figures may vary from actual data.
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