CHAPTER 1 INTRODUCTION:

Today, in every organization personnel planning as an activity is necessary. It is an important part of an organization. Human Resource Planning is a vital ingredient for the success of the organization in the long run. There are certain ways that are to be followed by every organization, which ensures that it has right number and kind of people, at the right place and right time, so that organization can achieve its planned objective. The objectives of Human Resource Department are Human Resource Planning, Recruitment and Selection, Training and Development, Career planning, Transfer and Promotion, Risk Management, Performance Appraisal and so on. Each objective needs special attention and proper planning and implementation. For every organization it is important to have a right person on a right job. Recruitment and Selection plays a vital role in this situation. Shortage of skills and the use of new technology are putting considerable pressure on how employers go about Recruiting and Selecting staff. First we will know what is recruitment and selectionRecruitment and Selection are simultaneous process and are incomplete without each other. Recruitment and selection are two of the most important functions of personnel management. Recruitment precedes selection and helps in selecting a right candidate. They are important components of the organization and are different from each other

1.1 Meaning 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. Recruitment is the activity that links the employers and the job seekers. A few definitions of recruitment are: A process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applications from which new employees are selected. It is the process to discover sources of manpower to meet the requirement of staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force. Recruitment of candidates is the function preceding the selection, which helps create a pool of prospective employees for the organisation so that the management can select the right candidate for the right job from this pool.

Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified applicants for the future human resources needs even though specific vacancies do not exist. Usually, the recruitment process starts when a manger initiates an employee requisition for a specific vacancy or anticipated vacancy

1.2 RECRUITMENT NEEDS ARE OF THREE TYPES

PLANNED i.e. the needs arising from changes in organization and retirement policy.

ANTICIPATED Anticipated needs are those movements in personnel, which an organization can predict by studying trends in internal and external environment.

EXPECTED Resignation, deaths, accidents, illness give rise to unexpected needs.

1.3 Need for recruitment:

The need for recruitment may be due to the following reasons / situation: a) Vacancies due to promotions, transfer, retirement, termination, permanent disability, death and labour turnover. b) Creation of new vacancies due to the growth, expansion and diversification of business activities of an enterprise. In addition, new vacancies are possible due to job specification.

1.4 Purpose and importance of Recruitment:

1. Determine the present and future requirements of the organization on conjunction with its personnel-planning and job analysis activities. 2. Increase the pool of job candidates at minimum cost. 3. Help increase the success rate of the selection process by reducing the number of visibly under qualified or overqualified job applicants. 4. Help reduce the probability that job applicants, once recruited and selected, will leave the organization only after a short period of time. 5. Meet the organizations legal and social obligations regarding the composition of its work force. 6. Begin identifying and preparing potential job applicants who will be appropriate candidates. 7. Increase organizational and individual effectiveness in the short term and long term.

8. Evaluate the effectiveness of various recruiting techniques and sources for all types of job applicants.

Recruitment is of 2 types
1. Internal Recruitment - is a recruitment which takes place within the concern or organization. Internal sources of recruitment are readily available to an organization. Internal sources are primarily three - Transfers, promotions and Re-employment of ex-employees. Re-employment of ex-employees is one of the internal sources of recruitment in which employees can be invited and appointed to fill vacancies in the concern. There are situations when ex-employees provide unsolicited applications also. Internal recruitment may lead to increase in employees productivity as their motivation level increases. It also saves time, money and efforts. But a drawback of internal recruitment is that it refrains the organization from new blood. Also, not all the manpower requirements can be met through internal recruitment. Hiring from outside has to be done.

Internal sources are primarily 3

a. Transfers b. Promotions (through Internal Job Postings) and c. Re-employment of ex-employees - Re-employment of ex-employees is one of the internal sources of recruitment in which employees can be invited and appointed to fill vacancies in the concern. There are situations when ex-employees provide unsolicited applications also.

2. External Recruitment - External sources of recruitment have to be solicited from outside the organization. External sources are external to a concern. But it involves lot of time and money. The external sources of recruitment include - Employment at factory gate, advertisements, employment exchanges, employment agencies, educational institutes, labor contractors, recommendations etc. a. Employment at Factory Level - This a source of external recruitment in which the applications for vacancies are presented on bulletin boards outside the Factory or at the Gate. This kind of recruitment is applicable generally where factory workers are to be appointed. There are people who keep on soliciting jobs from one place to another. These applicants are called as unsolicited applicants. These types of workers apply on their own for their job. For this kind of recruitment workers have a tendency to shift from one factory to another and therefore they are called as badli workers. b. Advertisement - It is an external source which has got an important place in recruitment procedure. The biggest advantage of advertisement is that it covers a wide area of market and scattered applicants can get information from advertisements. Medium used is Newspapers and Television.

c. Employment Exchanges - There are certain Employment exchanges which are run by government. Most of the government undertakings and concerns employ people through such exchanges. Now-a-days recruitment in government agencies has become compulsory through employment exchange. d. Employment Agencies - There are certain professional organizations which look towards recruitment and employment of people, i.e. these private agencies run by private individuals supply required manpower to needy concerns. e. Educational Institutions - There are certain professional Institutions which serves as an external source for recruiting fresh graduates from these institutes. This kind of recruitment done through such educational institutions, is called as Campus Recruitment. They have special recruitment cells which helps in providing jobs to fresh candidates. f. Recommendations - There are certain people who have experience in a particular area. They enjoy goodwill and a stand in the company. There are certain vacancies which are filled by recommendations of such people. The biggest drawback of this source is that the company has to rely totally on such people which can later on prove to be inefficient. g. Labor Contractors - These are the specialist people who supply manpower to the Factory or Manufacturing plants. Through these contractors, workers are appointed on contract basis, i.e. for a particular time period. Under conditions when these contractors leave the organization, such people who are appointed have to also leave the concern.

1.5 Sources of Recruitment

SOURCES OF MANAGERIAL RECRUITMENT

INTERNAL SOURCES EXTERNAL SOURCES 1) Promotion 2) Transfers 3) Internal notification (Advertisement) 4) Retirement transfer From one enterprise to another 5) Recall 6) Former employees 7) Miscellaneous external sources 5) Management training schemes 6) Walk-ins, write-ins, talk-ins 1) Campus recruitment 2) Press advertisement 3) Management consultancy service & private employment exchanges 4) Deputation of personnel or

Internal Recruitment Pros and Cons:

The Internal Recruitment can build a strong loyalty with the organization as the employees have a chance to change their position after a period of time. The employees are not pressed to look for opportunities on the external job market. The Internal Recruitment can be cheaper for the organization and can save the costs dedicated to the training and induction of new employees. Also, as the candidate knows the organization, the possibility of the failure is not a significant issue to the organization. The Internal Recruitment needs strong management from the HRM Function, which can lead to the conflicts and the HRM Function has to have a position to be able to act as a strong facilitator in the conflict resolution. The Internal Recruitment can lead to huge issues when the candidates come from one department. The managers have to have the right to protect their own interests in the organization as they are responsible for the smooth operation. The Internal Recruitment does not bring new skills and competencies to the organization and organization with an intensive usage of the internal recruitment can suffer from the fresh blood.

External Recruitment Pros and Cons: The External Recruitment brings new people to the organization, which can be a huge benefit for the organization. The External Recruitment allows the organization to define the right requirements and the organization can select the candidate, which suits the organization best. The external recruitment can be in many situations quicker solutions, mainly in the situation, when the job market is full of potential job candidates. The external recruitment and proper campaign increase the popularity of the organization on the job market, which helps to improve the position for further expansion.

On the other hand, the external recruitment is expensive and takes a lot of energy from the HRM Function to handle all the job candidates in the selection process.

CHAPTER 2 Recruitment process of INFOSYS

If we see the steps follow by the INFOSYS during selection process then it is found that the selection steps are as below shown by the diagram

2.1 Regarding Filling the Application Form:

They will ask to Fill an Application Form before the commencement of the Examination which consists of 4 pages and regarding our personal details, like

- Date, Place of Birth - Blood Group - Allergies - Last Major illness / Surgery with specific date - Eye Vision - Parent's Details - Passport Details (If not having, no problem) - Educational Details along with % (from SSC to PG) - Languages Known - Previous Working Details (If Experienced) - Two Reference's Addresses & Details like Email, Ph no. (can give our HOD's or lecturers Details) for the Verification purpose - Two Infosys employees details (if known anybody) - Whether appeared for Infosys or Progeon (Sister concern of Infosys) previously - Educational Achievements like Scholarships, prizes - Extra currical Activities & Achievements - Etc., and some more details I think so.

2.2 Regarding the Exam Pattern:

The Exam is for 1 1/2 Hours, in which 1 Hour is given for 10 Puzzles to solve, and the Remaining 1/2 an Hour is given to answer 45 Simple English Grammar Questions. In English It'll be Quite Easy questions.

Regarding Puzzles & English: The Puzzles is of 50 Marks, and one have to score above 35 to get qualified in the test. They will take the Puzzles Question Paper after the completion of 1 Hour. So, if there are any unsolved puzzles, you can note them in the rough paper which they will give you to make the rough work, and can try to solve them during the English Section. Sometimes, they are asking two essays and asking to write an essay among them.

If you got selected in the written test, then that's all. You can be confirmed that you got selected for Infosys. 99% of the people got selected in the written test got selected in the Interviews also. The remaining 1% those who not selected are because of their communication skills.

2.3 Regarding Interview:

The Interview is of Purely HR Based. There will be Two Persons. One Younger and One Elder. Younger One make to keep us cool, where as Elder one fire the Questions on us, that too HR Questions.

The Questions are as Follows: Tell me about yourself? What are Ur Strengths and Weakness? Explain Ur Project in Clay men Words and Do U tested it or not why do you want to join in Infosys? What does u know about us? Why should we hire you? What can u do for us if you are selected? What are your strengths and Weakness? What's the time you faced a lot of trouble in your life and how you solved it? And some more questions like this, And questions based on your Interests and Hobbies. They stress mainly on your hobbies, so be careful in answering to those questions.

CHAPTER 3: A NEW STRATEGY of INFOSYS

(60-Second Guide to Hiring the Right People)

0:60 Define the Duties: To find promising employees, you must first determine what you want them to do. Carefully consider all direct and associated responsibilities and incorporate them into a written job description. Be careful with general titles such as typist or sales clerk, as they have different meanings to different people.

0:49 What it Takes to do them: Fulfilling these responsibilities will require some level of skill and experience, even if it is an entry-level position. Be reasonable about your expectations. Setting the bar too high may limit your available talent pool; setting it too low risks a flood of applications from those unqualified for the job.

0:37 Make it Worth their While: Likewise, you dont want to be overly generous or restrictive about compensation. State and local chambers of commerce, employment bureaus and professional associations can help you determine appropriate wages and benefits. Scanning descriptions of comparable jobs in the classified ads and other employment publications will also provide clues about prevailing wage rates.

0:38 Spread the Word: How you advertise your job opening depends on who you want to attract. Some positions are as easy to promote as posting a help wanted sign in your store window or placing an ad in your local newspaper. For jobs requiring more specialized skills, consider targeted channels such as trade magazines, on-line job banks and employment agencies (though these may require a fee). And dont overlook sources such as friends, neighbours, suppliers customers and present employees.

0:25 Talk it Over: Because you have clearly defined the role and requirements, you should have little difficulty identifying candidates for interviews. Make sure you schedule them when you have ample time to review the resume, prepare your questions and give the candidate your undivided attention. After the interview, jot down any impressions or key points while theyre still fresh in your mind. This will be a valuable reference when its time to make a decision.

0:12 Follow-up on Interviews: You want to believe your candidates are being honest, but never assume. Contact references to make sure youre getting the facts or to clear up any uncertainties. Professional background checks are a wise investment for highly sensitive positions, or those that involve handling substantial amounts of money and valuables.

0:03 youve Found them; now keep them: Now that youve hired ideal employees, make sure they stay with you by providing training and professional development opportunities. The small business experts at SCORE can help you craft human resource policies and incentive plans that will ensure your company remains the small business employer of choice.

3.1 REASONS FOR REJECTION IN THE INTERVIEW (INFOSIS)

1. Poor attitude. Many candidates come across as arrogant. While employers can afford to be self-centred, candidates cannot. 2. Appearance. Many candidates do not consider their appearance as much as they should. First impressions are quickly made in the first three to five minutes. (For details regarding Appearance, refer to the message 'Interview Etiquette' which I had posted earlier in "CHETANA-JOBS" group). 3. Lack of research. It's obvious when candidates haven't learned about the job, company or industry prior to the interview. Visit the library or use the Internet to research the company, then talk with friends, peers and other professionals about the opportunity before each meeting. 4. Not having questions to ask. Asking questions shows your interest in the company and the position. Prepare a list of intelligent questions in advance. 5. Not readily knowing the answers to interviewers' questions. Anticipate and rehearse answers to tough questions about your background, such as recent termination or an employment gap. Practicing with your spouse or a friend before the interview will help you to frame intelligent responses.

6. Relying too much on resumes. Employees hire people, not paper. Although a resume can list qualifications and skills, it's the interview dialogue that will portray you as a committed, responsive team player. 7. Too much humility. Being conditioned not to brag, candidates are sometimes reluctant to describe their accomplishments. Explaining how you reach difficult or impressive goals helps portray you as a committed, responsive team player. 8. Not relating skills to employers' needs. A list of sterling accomplishments means little if you can't relate them to a company's requirements. Reiterate your skills and convince the employer that you can "do the same for them". 9. Handling salary issues ineptly. Candidates often ask about salary and benefit packages too early. If they believe an employer is interested, they may demand inappropriate amounts and price themselves out of the jobs. Candidates who ask for too little undervalue themselves or appear desperate. 10. Lack of career direction. Job hunters who aren't clear about their career goals often can't spot or commit to appropriate opportunities. Not knowing what you want wastes everybody's time. 11. Job shopping. Some applicants, particularly those in certain high-tech, sales and marketing fields, will admit they're just "shopping" for opportunities and have little intention of changing jobs. This wastes time and leaves a bad impression with employers they may need to contact in the future.

3.2 Sample set of INFOSYS PAPER ON 19th AUGUST 2006

1) In a game of cricket Azahar scored 28 less than dravid and sachin scored 72 more than Azahar.the total runs made by Azahar and robin are 94.robin scored 26 more than zadeja.dravid scored 26 more than robin. What is the score?Make some equations ..based on the above datas n solve itits an easy one..

2) Reema and Mona went to shopping, they had spent half of the money plus Rs.2 in butcher shop, then they had gone to xxx spent half of the remaining +Rs.5.then they went to bakery and spent half of the remaining amount. Finally Rs.5 was left with them. How many rupees did they carry.

3) Two train starts from two town for each hour. it takes 5hours to reach other town. how many trains does the train come across.

4) XYZ +AB __________ CDEF

and

XYZ -AB _______________ BGA

Then find the value of X,Y,Z ,G

5) There are five persons in an office in the post of buyer, clerk, floorwalker, manager, and cashier. Allen, Benett, Clark, Ewinger, Davis holds the post. 1. Among the 5 two have their lunch time from 11:30- 12:30 and the rest have it in 12:30 1:30 2. Mrs Allen and Mrs Benett are sisters. 3. Cashier and floorwalker share their lunch among themselves.

4. Cashier and clerk share Bachelors rooms. 5. Davis and Ewinger doesn't face each other from the day Davis reported Ewinger to the Manager when he returned from lunch and found out that Ewinger has already left for lunch before time.

6) A couple had triplets - Annie, Fannie and Danny. One of them broke a drum with flour in it and there were foot-prints all around the kitchen-floor. The parents could not tell to whom those footprints belonged coz all of them wore same shoes. Then they asked their children who did it. Annie said "I didn't do it". Fannie said "Danny did it". Danny said "Fannie is lying". Only one of them spoke truth while the other 2 were lying. Whose the culprit?

7) a )1,2,3,5,16,_____? b) 1,2,3,8,--?,224

8) A man starts from XYZ city and drives a constant speed. After some time he sees a milestone with two digits written on it. after he drives for an hour, he sees another milestone with the same digits, but in reversed order. After another hour of journey, he sees another milestone with original digits but with a zero between them. What was the speed of his car if milestones show kilometers?

9) A man asked a taxi driver his number to which he replied: If you divide my taxi no with 2,3,4,5 or 6, it leaves a remainder 1, but it is completely divisible by 11. And theres no other taxi driver in the city having a smaller number than my taxi who can say the same. What was his taxi no??

10) There were less than 500 students in a school. one-third of the number of students in the school was a whole number and so were one-fourth , one-fifth and one-seventh of students in the school. What's the total no of students in the school? Engilsh section was there And then Interview.