GROUP 1 Ankit Chawla Karan Shetty Parag Punjabi Priya Agrawal Ruben Das Sriram C.

B Winniefred Soreng

Recruitment & Selection

Steps In Recruitment & Selection

1. Employment Planning and Forecasting
2. RECRUITING: Building a pool of Talent 3. SELECTION: Predictors Assessment Techniques 4. Final Interview and Evaluation

Domain

2011-12 (.3% market share)

Attrition (7%)

CAGR Ind.(+30%)

Target Market Share (1%),201213

FINANCE
MARKETING HR OPERATIONS MISCELLANEOUS

14
17 8 14+80 40

1
1 1 7 3 13

3
5 2 25 12 47

28
34 16 150 60 288

TOTAL

173

Recruitment Planning & Forecasting

RECRUITMENT
The Process:
Searching:
Rhino Tyres aims at searching for talent mainly through external sources of recruitment.

Screening:
The talent pool created is then screened further based on their expertise (technical/managerial). This will be done through application screening, written tests, interviews, etc.

Evaluation and Control:

-Quality and Quantity -Time required -Cost and Benefits -Recruitment satisfaction

Sources of Recruitment

INTERNAL SOURCES: Rhino Tyres is a new company so internal sources will not exist during initial hiring stage. The promoters of the company will initially play a role.

EXTERNAL SOURCES

Advertisement:- Rhino Tyres can advertise for vacancies through newspaper, trade journals & magazines. The content of advertisement & media through which advertisement is to be given will be decided by Human Resource department. Casual Callers:- On occasions people drop in without any announcement of vacancy to find out if jobs are available. A waiting list of such visitors may be prepared & they may be screened to fill the vacancies whenever they arise. Gate hiring or Recruitment at factory gate:- It can be used to fill up vacancies at lower level. Rhino Tyres could place a notice on the notice board specifying details of jobs available.

EXTERNAL SOURCES

Labour Contractor:- Workers are recruited through labour contractors who are themselves employees of organisation. Union list:- Sometimes trade Unions list maintain list of candidates seeking employment in the concern. Such candidates could be recruited in consultation with union. Central application file:- A file is maintained of past applicants who were not selected earlier, in case of immediate requirements such candidates can also be contacted.

EXTERNAL SOURCES
Educational Institutions:- Business schools, colleges & professional institutions offer opportunities for recruiting their students. Management Consultants:- Can help us to recruit technical, professional & managerial personnel for example accountants, engineers, etc. They specialise in middle level & top level executive placements and maintain data bank of persons with different qualifications & skills. Recommendations:- Friends & relatives of present employees are also good source of recruitment. Executive Head-hunters/ HR Consultants: For higher level employees at key managerial posts the services of executive head-hunters can be availed. Rhino Tyres is a new and relatively small company and must also focus on hiring experienced professionals who could guide the company.

Online Recruitment

Internet based recruiting is by far the most preferred choice for recruitment. Mid-level and higher-level employees and managers can be hired through job-portals (eg. Naukri.com), virtual job fairs and even social networking sites. Rhino tyres being a new company can use internet as a cheap and efficient source for getting the right people for the right job. Basic online recruitment can be followed by a stringent selection procedure.

Factors Affecting Recruitment

External Factors:
Political Unions Reservations Economic Economic Fluctuations leading to availability of candidates Legal Liabilities and Bond period for Top Management Temporary work agencies and getting contract labour International Employees from Continental Social Recruitment of Locals Local cultures and sentiments

Factors Affecting Recruitment

Internal Factors:
HR planning Determining the number of employee needed and forecasting. Matching HR strategy with the company strategy Company policy Organizational objectives Personnel policies of the organization and its competitors. Preferred sources of recruitment. Cost of hiring Cost plays a major role. The HR budget decides whether to outsource recruitment. The cost of Advertisements, External Agencies, Job Fairs, Selection process etc.

Recruitment Management System

Recruitment management system is the comprehensive tool to manage the entire recruitment processes of an organisation. We at Rhino Tyres intend to use technology to aid us in performing better and offer better quality which is our ultimate goal: Structure and systematically organize the entire recruitment processes. Recruitment management system facilitates faster, unbiased, accurate and reliable processing of applications from various applications. Helps to reduce the time-per-hire and cost-per-hire and integrate process maintains an automated active database of the applicants facilitating the talent management and increasing the efficiency of the recruitment processes. helps to communicate and create healthy relationships with the candidates through the entire recruitment process

SELECTION
Selecting the right people for the right jobs from the Talent Pool is a crucial step. Rhino Tyres aims at selecting the best employees through a rigorous selection process and bases this selection on certain criteria: Alignment with Company goals. Flexibility Pro-active approach Result Orientation

SELECTION
The Predictors:
Application Forms Resumes Aptitude tests Mechanical Reasoning Etc.

Assessment Techniques

Assessment of Mid-level Employees

Personal history assessment/Background check Written tests Work Simulations Interviews (phone, web, Face-to-face) Medical Tests

Assessment of lower level employees

Basic technical knowledge Basic Interview Medical tests Training

Assessment of Top-level management

Face to face meetings with Directors. Background Analysis and past performance. Panel Reviews. Feedback from previous employers and Executive Recruiters.

Retention Techniques

Equal Opportunity. Continuous training and development of employees. Proper Supervisor Mentorship. Future growth prospects and plan. Transparent Appraisal System. Social Interaction.

Recruitment & Selection Evaluation

On the Basis of: Quality & Quantity Time required
Costs & Benefits Recruiting Satisfaction

Thank You for bearing with us.