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People form an integral part of the organization. The efficiency and quality of its people
determines the fate of the organization. Hence choice of right people and placing them at right
place becomes essential. Hiring comes at this point of time in the picture. Hiring is a strategic
function for HR department. Recruitment and selection form the process of hiring the employees.
Recruitment is the systematic process of generating a pool of qualified applicant for
organization
job. The process includes the step like HR planning attracting applicant and
screening them. This step is affected by various factors, which can be internal as well as
external. The organization makes use of various methods and sources for this purpose.
Selection is carried from the screen applicant during the recruitment process. There is also some
specific process is involved. By the way of conducting preliminary interview and conducting
the various test , if required reference check and further final interview is conducted.
During the process there are certain difficulties and barriers that are to be overcomes.
Different organization adopts different approaches and techniques for their employees.
TABLE OF CONTENTS
S.NO
TITLE
PAGE NO.
Recruitment
Selection
32
Case Studies
39
49
Conclusion
55
LIST OF TABLES
S.NO
TTILE
PAGE NO.
1.7.1
20
LIST OF FIGURES
S.NO
TITLE
PAGE NO.
2.3
Selection
33
2.3.1.1
IQ Distribution
36
4.1.1
Trends
51
4.1.2
Demography
51
4.1.3
Generations co-exist
52
4.1.4
52
4.1.5
Values
53
4.1.6
Job Style
53
4.1.7
Paradigm Shift
54
4.1.8
Technology
54
1. RECRUITMENT
1.1
INTRODUCTION
People are integral part of any organization today. No organization can run
without its human resources. In todays highly complex and competitive situation, choice of
right person at the right place has far reaching implications for an organizations functioning.
Employee well selected and well placed would not only contribute to the efficient running of
the organization but offer significant potential for future replacement. This hiring is an
important function. The process of hiring begins with human resource planning (HRP) which
helps to determine the number and type of people on organization needs. Job analysis and job
design enables to specify the task and duties of hobs and qualification expected from
prospective job HRP, job analysis, job design helps to identify the kind of people required in
an organization and hence hiring. It should be noted that hiring is an ongoing process and not
confined to formative stages of an organization. Employees leave the organization in search
of greener pastures, some retire and some die in the saddle. More importantly an enterprises
grows, diversifies, take over the other units all necessitating hiring of new men and women.
In fact the hiring function stops only when the organization ceases to exist.
Hiring involves two board activities:
Recruitment
Selection
RECRUITMENT
The word recruitment has many meaning and plays an important role. Employees leave the
organization in search of greener pastures- some retire some die in saddle. The most important
thing is that enterprise grows, diversifies, and takes over other units-all necessitating hiring of
new men and women. In fact recruitment functions stop only when the organization ceases to
exist. To understand recruitment in simple terms it is understood as process of searching for
obtaining applications of job from among from whom the right people can be selected. To define
recruitment we can define it formally as it is a process of finding and attracting capable
applicants for employment. The process begins when new recruit are sought and ends when
their application are submitted. The result is a pool of applicants from which new employees are
selected. Theoretically, recruitment process is said to end with receipt of application in practice
the activity extends to the screening applicants as to eliminate those who are not qualified for
job.
1.2 IMPORTANCE OF RECRUITMENT
The general purpose of recruitment is to provide a pool of potentially qualified job candidates.
Specifically, the purposes are to:
Determine the present and future requirement of the organization in conjunction with its
personnel planning and job analysis activities;
Help increase the success rate of the selection process by reducing the number visibly
under qualified or job application;
Help reduce the probability that job applicants, once recruited selected, will leave the
organization only after a short period of time;
Meet the organizations legal and social obligation regarding the composition of its
workforce;
Being identifying and preparing potential job applicants who will be appropriate
candidates;
Increase organization individual effectiveness in the short term and long term and to
evaluate the effectiveness of various recruiting technique and sources for all types of job
applicants.
4
The child Labour Act, 1986; for example prohibits employment of children in certain
employments. Similarly several other acts such as the Employment Exchange Act,1958; The
Apprentice Act, 1961; the Factory Act,1948; and The Mines Act, 1952 deal with recruitment.
Legal consideration
Another external factor is legal consideration with regard to employment reservation of jobs for
schedule tribes, and other backward class (OBC) is the popular examples of such legal
consideration. The supreme court of India has given its verdict in favor of 50 per cent of jobs and
seats. This is so in case admission in the educational institutions also.
1.4 SOURCES OF RECRUITMENT
There are two source of recruitment,
Internal Sources
External Sources
Former employees:
Former employees are another source of applicant for vacancies to be filled up in the
organization. Retired or retrenched employees may be interested to e come back the company to
work on the part time basis. Similarly, some former employees who had left the organization for
any reason, any come back to work. This source has the advantages of hiring people whose
performance is already known to the organization.
Employee referrals:
This is yet another internal source of recruitment. The existing employees refer to the family
members, friends and relatives to the company potential candidates for the vacancies to be filled
up in the organization. This source serves as the most effective methods of recruiting people in
the organizations because refer to those potential candidates who meet the company requirement
known to them from their own experience. The referred individuals are expected to be similar in
type in the of race and sex, for example, to those who are already working in the organization
Previous applicant:
This is considered as internal source in the sense that applications from the potential candidates
are already lying with organization. Sometimes the organization contacts though mail or
messengers these applicants to fill up the vacancies particularly for unskilled or semiskilled jobs.
EVALUATION OF INTERNAL SOURCES
Evaluation can be done in terms of advantages and disadvantages.
ADVANTAGES:
The advantages of the internal source of recruitment include the following:
Familiarity with own employees:
The organization has more knowledge and familiarity with the strengths and weaknesses of its
own employees than of strange on unknown outsiders.
Economical recruitment:
In case of internal recruitment, the organization does not need to spend much money, time and
effort to locate and attract the potential candidates. Thus, internal recruitment proves to be
economical, or say, inexpensive.
Improves morale:
This method makes employees sure that they would be preferred over the outsiders as and when
they filled up in the organization vacancies.
A motivator:
The promotion through internal recruitment serves as a source of motivation for the employees to
improve their carrier and income. The employees feel that organization feel that organization is a
place where they can build up their life-long career. Besides, internal recruitment also serves as a
means of attracting and retaining employees in the organization.
DISADVANTAGES:
The main drawback associated with the internal recruitment is as follows:
Limited choice:
Internal recruitment limits its choice to the talents available within the organization. Thus, it
denies the tapping of talents available in the vast labor market outside the organization.
Moreover, internal recruitment serves as a means for inbreeding, which is never healthy for the
future organizations.
Discourage competition:
In this system, the internal candidates are protected from competition by not giving opportunity
to otherwise competent candidates from outside the organization. This in turn, develops a
tendency among the employees to take the promotion without showing
extra performance.
Stagnation of skills:
With the feeling that internal candidates will surely get promoted, their skill in the
long run may become stagnant or obsolete. If so, productivity and sufficiency of the
organization, in turn, decreases.
Creates conflicts:
Conflicts and controversies surface among the internal candidates, whether or not they deserve
promotion.
Employment exchanges:
The national commission labor (1969) observed in its report that in the pre-independence era, the
main source of labor war rural areas surrounding the industries. Immediately after independence,
national employment services were established to bring employer and job seeker together. In
response to it, the compulsory notification of vacancies act of 1959 (Commonly called
employment exchange act) was instituted which become operative in 1960.the main functions of
these employment exchanges with the branches in most cities are registration of job seeker and
tier placement in the notified vacancies. It is obligatory for employer to inform about the
outcome of selection within 15 days to the employment exchange. Employment exchange is
particularly useful in recruiting blue-collar, white- collar and technical workers.
10
Employment agencies:
In addition to the government agencies, there are number of private agencies that register
candidates for employment and furnish a list of suitable candidates from the data bank as and
when sought by the prospective employer. Generally, these agencies select personnel for
supervisory and the higher levels. The main function of these agencies is to invite application
and short-list the suitable candidates for the organization. Of course, the representative of the
organization takes the final decision on selection. The employer organizations derive several
advantages through this source. The time saved in this method can be better utilized elsewhere
by the organization. As the organizational identity remains unknown to the job speakers, it, thus,
avoid receiving letters and attempts to influence.
Advertisement:
This method of recruitment can be used for jobs like clerical, technical, and managerial. The
higher the position in the organization, the more specialized the skills or the shorter the supply of
that resources in the labour market, the more widely dispersed the advertisement are likely to be.
For instance, the search for a top executive might include advertisements in a national daily like
the Hindu. Some employers/companies advertise their post by giving them post box number of
the name of some recruiting agency. This is done to particular keep own identity secret to avoid
unnecessary correspondence with the applicants. However the disadvantage of these blind
advertisement, i.e., post box number is that the potential job seekers are the hesitant without
unknowing the image of the organization, on the one hand, and the bad image/ reputation that the
blind advertisement have received because of the organizations that placed such advertisements
without position lying vacant just to know supply of labor/ workers in the labor market, on the
other. While preparing advertisement, a lot of care has to be taken to make it clear and to the
point. It must ensure that some self-selection among applicant take place and only qualified
applicant responds the advertisement copy should be prepared by using a four-point guide called
AIDA . The letters in the acronym denote that advertisement should attract Attention, gain
Interest, arouse a Desire and result in action.
11
However, not many organizations mention complete detail about job positions in there
advertisement.
What
happened
is
that
ambiguously
worded
and
broad-based
Association,
etc., provide
placement
service
to
the
members.
The
campus
recruitment
is a common
opportunity to sell the organization to a large students body who would be graduating
subsequently. The disadvantages of this of recruitment are that organizations have to
limit their selection to only entry positions and they interview the candidates who
have similar education and experience, if at all.
12
Deputation
Another source of recruitment is deputation I.e., sending an employees to another
organization for the short duration of two to three years. This method of recruitment is
practice in a pretty manner, in the Government department and public sector organization
does not have to incurred the initial cast of induction and training.
However, the
Word-of-mouth:
Some organizations in India also practice the word-of-mouth method of recruitment. In this
method , the word is passed around the vacancies or opening in the organization. Another
from of word-of-mouth method of employee-pinching i.e., the employee working in another
organization is offered by the rival organization. This method is economic, in terms of both
time and money. Some of the organization maintain a file applications and sent a bio-data
by a job seeker. These serve as a very handy as when there is vacancy in the organization. The
advantage of this method is no cost involved in recruitment. However, the disadvantages of
this method of recruitment are non- availability of the candidates when needed choice of
candidates is restricted to a too small number.
Raiding or Poaching:
This is another sources of recruitment whereby the rival firm by offering terms and
conditions, try to attract qualified employees to join the organisation. This raiding is a
common feature in the Indian organizations. For instance, service executive of HMT left to join
Titan Watch Company, so also exodus of pilot from Indian Airlines to join the private air taxi
operator. In fact, raiding has become challenge for the human resource manager.
Besides these, walk - ins, contractors, radio and television, acquisitions and merger, etc., art
some other sources of recruitment used by organization.
13
ADVANTAGES:Open process
Being a more open process, it is likely to attract a large number of applicants/application. The, in
turn, widens it option of selection.
DISADVANTAGES:
However, the external sources of recruitment suffer from certain disadvantages too, these are:
14
15
Items
cover
the following
job
peer
factors:
task
characteristics,
requirement,
leader
physical
characteristics,
compensation preference, task variety, job autonomy, physical demands, and work
schedule.
16
Position vacant
This very first point, clarifies to the recruiter, for which required position, the candidate is
needed. The recruiter then makes use of the data that is available to him, or creates new data of
the candidates. Thus, the recruiter can contact the person and can make him attend the scheduled
interview for the required post.
Here, there are some major tools that a recruiter put to use to, in order to generate new data,
which comprises of the required candidates relevant to the given job description.
JOB PORTALS, usually called PORTALS, in midst of recruiters, are the major source of
providing the data required for the relative job description. The recruiter has the access to these
portals, by paying an amount to these portals. These portals contain the data of candidates from
almost every part of the world, ranging from a wider aspect of qualifications and experiences.
17
These job portals have some very famous names among them. NAUKRI.COM,
SHINE.COM and MONSTER.COM are some of the major job portals that are having the
bio-data of millions of candidates. The job-seeking candidates upload their resumes on these
portals, so as to open up their profiles to the recruiter and to update themselves by the latest and
the relevant opportunities in the market.
The job portals have a specific area called the EMPLOYERS ZONE , through which the
recruiter can make his/her personal account and can post the relevant job and can send invites to
the desired and qualified candidates. The desired candidates can then reply to the message sent
by the recruiter, through his/her own message.
These job portals provide a very efficient method of posting the job by the employer or recruiter.
The recruiter can post the job through the Search-Post method or he /she can simply search for
the desired candidates through advanced search and can find out the resumes of various
candidates. These portals have a special feature in which some of the portals give the contact
number of the candidate to the employer without charging any fee, and some portals do not
provide this offer to the employer.
Job Analysis
The next and the foremost part of the job procedure is Job analysis. When the recruiter finally
get the required candidate, then he/she has to prepare an analytic form of the work, the employee
has to do.
18
This complete process is called Job analysis. Job analysis, basically, is the procedure for
determining the duties and skill requirements of a job and the kind of person who should be hired
from it.
Job analysis further produces information that is to be used for writing Job Descriptions.
Job analysis is further necessary to support several human resource management activities. In
case of recruitment and selection process, job analysis provides information about what the jobs
entails and what human characteristics are required to perform these activities. This information,
in the form of job descriptions and specifications, helps managers decide what sort of people to
recruit and hire.
Job description is a product of job analysis. Jon description is a list of a jobs duties,
responsibilities, reporting relationships, working conditions and supervisory responsibilities. Job
description then further helps in training and development process, because it lists the jobs
specific duties and requisite skills.
Job description should contain,
Job Title
Position reports to (Line Manager title, location, and Functional Manager, location if
matrix management structure)
Thus job analysis is a basic tool that is required by the recruiter in making the candidate
understand the job carefully and properly. Certain other activities related to human resources like
Performance Appraisal, compensation and Legal compliances are also dependent on the Job
analysis proc
19
Hiring For
Job Description
Desired Profile
Experience
2 - 7 Years
Industry Type
Other
Role
Sales Executive/Officer
Functional Area
Education
Compensation:
Location
Keywords
sales business development sales marketing industrial chemical textile chemical cleaning
chemical laundry chemical
Contact
Mansi Mehta
United HR Solutions Pvt Ltd
302, Sachet-1, Off C.G. Road,
Nr Swastik Char Rasta, Navrangpura
AHMEDABAD,Gujarat,India 380009
Telephone
91-79-26405892
financeuc1@gmail.com
Website
http://www.uhr.co.in/
Job Posted
2015-06-20 16:19:06.0
Reference
Industrial_Chemical
20
Recruitment planning;
Strategy Development;
Searching;
Screening;
Recruitment Planning:
The first involved in the recruitment process is planning. Hire, planning involves to draft a
comprehensive job specification for the vacant position, outline its major and minor
responsibilities; the skills, experience and qualifications needed; grade and level of pay;
starting date; whether temporary or permanent; and mention of special condition, if any,
attached to the job to be filled.
Strategy Development:Once it is known how many with what qualification of candidates are required, the next
step involved in this regard is to device a suitable strategy for recruitment the candidates
in the organization. The strategic considerations to be considered may include issues like
whether to prepare the required candidates themselves or hire it from outside, what type
of recruitment method to be used, what geographical area be considered, for searching
the candidates, which source of recruitment to be practiced, and what sequence of
activities to be followed in recruiting candidates in the organization.
21
Searching:This step involves attracting job seeders to the organization. There are broadly two sources used
to attract candidates. These are:
Internal Sources
External Sources
Screening:Through some view screening as the starting point of selection, we have considered it as
an integral part of recruitment. The reason being the selection process starts only after the
application have been screened and short listed. Let it be exemplified with an example. In
the Universities, application is invited for filling the post of Professors. Application received in
respond to invitation, i.e. advertisement are screened and short listed on the
basis of
eligibility and suitability. Then, only the screened applicant are invited for seminar
presentation and personal interview.
The selection process starts from here, i.e., seminar presentation or interview. Job specification
is invaluable n screening. Applications are screened against the qualification, knowledge, skills,
abilities, interest and experience mentioned in the job specification. Those who do not qualify are
straightway eliminated from the selection process. The techniques used for screening candidates
are varying depending on the source of supply and method used for recruiting. Preliminary
applications, de-selections tests and screening interviews are common techniques used for
screening the candidates.
Evaluation and control:Given the considerable involved in the recruitment process, its evaluation and control is,
therefore, imperative. The costs generally incurred in a recruitment process include:
Salary of recruiters;
Administrative expenses;
Direct Method;
Indirect Method;
Direct Method:
In this method, the representatives of the organizations are sent to the potential candidates
in the educational and training institutes. They establish contacts with the candidates seeking
jobs. Person
with excellent
academic
records.
to the conventions,
seminars, setting up exhibits at fairs and using mobile office to go to the desired
centers are some other methods used establish direct contact with the job seekers.
Indirect Method:
Indirect methods include advertisements in the newspaper, on the radio and television,
in professional journals, technical magazines, etc. this method is useful when organization
does not find suitable candidates to be promoted to fill up the higher posts, When the
organization want to reach out a vast territory, and When organization wants to fill up scientific,
professional and technical posts.
23
The experience suggests that the higher the position to be filled up in the organization, or
the skill sought by the sophisticated one, the more widely dispersed advertisement is likely
to be used to reach too many suitable candidates. Sometimes, many organizations go for
what referred to as blind advertisement in which only Box No. is given and the
identity of the organization is not disclosed. However, organizations with regional or
national repute do not usually use blind advertisements for obvious reasons.
While placing an advertisement to reach to the potential candidates, the following three
points need to borne in mind:
To decide where to run the advertisement , i.e., newspaper with local, state, nation
wide and international reach or circulation.
include the
use of
private employment
agencies, management
consultants,
Now, a question arises; which particular method is to be used to recruit employee in the
organization? The answer to it is that it will depend on the policy of the particular firm, the
position of the labor supply, the government regulations in this regard and agreements
with labor organizations. Notwithstanding, the best recruitment method is to look first
within the organization.
24
Recruitment consultants work with companies to help them find the right people for their
positions. They also work for candidates to find a role that is suitable for them. The key skill of a
recruitment consultant is to meet the needs of both the client and the candidate to ensure the best
mutual fit; this is not simply a case of skills matching but of truly understanding the business and
its culture, as well as the aspirations of the candidate.
The companies rely on the recruitment agencies for a number of reasons that they can fulfill by
simply hiring a recruitment agency rather doing it themselves. Some of the reasons for their
hiring the recruiters are;
Convenience of coordination
When it comes to the convenience of coordination within the organization and the recruitment
agency, it becomes much easier to coordinate with each other regarding the Job descriptions, the
interview handling and the final selection of the candidates.
25
The company finds it easier to connect with the recruiters to discuss only a few important points
on the recruitment process and not on the entire selection process. Thus, it becomes easier for the
organization to coordinate with the agency, rather than handling the prolonged process of
selection themselves.
Also, the organization can keep a check on the activities of the recruitment agency by employing
an individual to maintain and record the progress made by the agency and to prevent any sort of
misunderstanding regarding any job constraint.
The coordination process between the organization and the recruitment agency, is a major factor
of the successful completion of the recruitment and selection process of the candidates. So, it has
to be very accurate and must be in due agreements within the two firms. Due to this convenience,
the organization put their steps forward in hiring a recruitment agency rather than handing this
process by themselves.
Replacement Policy
A significant and most prominently, a plus-point feature, why an organization depends much on
a recruitment agency for hiring employees for them, is the REPLACEMENT POLICY. Many
of the recruitment agencies (also the one in which I worked in) provide this unique feature. To be
stated, the recruitment agencies works the way like the candidate who is seeking a job and is
interested in the posted job by the recruiter on the portals, has to first register him/herself in that
particular agency. The agency has their charges from the candidates for the registration purpose.
After the candidate is registered in the agency, the interview is done by the recruiter or the
candidate is sent to the HR manager of the organization for the interview purpose. If the
candidate got selected in the interview, the agency charges for their part in the selection process.
These charges are of two different aspects.
If the company needed a candidate for a vacant position in their organization and
proposes a JD for the same, then after the selection of the candidate, the recruitment
agency charges its salary part from the company itself. The agency then, do not take any
amount from the employees end.
26
If the candidate is seeking a job in a reputed organization and contacts the recruitment
agency for the desired job, then the company sends the candidate in a particular company
for interview and if he/she gets selected there, then the agency charges its part from the
employees end and not from the companys end.
This is how the recruitment agencies work. Now, for the point mentioned above, if a candidate
who is selected for the job and is placed in the organization, declines from the job or leaves it
due to some valid reason, within a given time of probation of the organization, then again the
position of that particular personnel would be left vacant. Here comes the role of the recruitment
agency again. According to the replacement policy, if such an employee, who is provided to the
organization by that agency, leaves the organization within a given time of probation, then the
recruitment agency is RESPONSIBLE for hiring another candidate for the same position,
without charging any amount from the companys end.
Due to this replacement policy, it become an advantage for the organization to hire a candidate
from the due help of a recruitment agency and not by themselves as the chances of getting a good
candidate from the one who is purely into the business of recruiting, is very high. And also, the
organization do not have to allocate its time in searching for an another efficient candidate for
the job, by again investing money on the whole procedure again.
Thus, the replacement policy is also a major factor, why an organization hires a
recruitment agency for hiring their employees.
It is clear, that why organizations rely much on hiring candidates from the recruitment agencys
side and not by themselves, we can now move on to the part that indicates some special
characteristics of the recruitment agencies. Due to these characteristics, the recruitment agencies
are considered to be the efficient choice of the organizations for hiring candidates for them, and
also by the candidates to provide better options for the job opportunities.
27
Act as Intermediates
There are several instances when a job-seeking candidate cannot access the interview dates of an
organization from the data available on the sites of the organization. The general data available
on these sites are only the overview of what the organization do, and what progress they have
made in the present. Most of the sites only talk about the achievements of the organization.
In spite of all this, very few companies have sites in which an option to upload the resumes by
the candidates interested for job, is available. The company also has a reason, NOT to put that
option on its websites to avoid spam and unwanted comments.
Now, the difficulty arises that neither the person who need the job, is able to upload his/her
resume on the companys website, nor the company is having any resume or data of any
personnel that is required for some vacant post in the company.
Thus, in such cases the recruitment agencies act as intermediates between the job-seeking
candidate and the organization. These agencies have their tie-ups with the companies and thus
after receiving the appropriate JD, starts searching for the required candidates. Thus, the
candidate who is having the required qualification but was unable to get access to the company,
can also reach to interview desk, through the help of the recruitment agencies.
As a result both of the sides purpose is served. And the recruitment agency gets to act as the
intermediates between the two sides.
28
Moreover, the recruitment agencies are not bound by any sort of restriction by their
collaborators, not to approach any of the business units for business purpose. These agencies can
approach to the organizations that are having a small business unit to that of a large one, ranging
from manufacturing sectors to service sectors and from the government -owned organizations to
the private players of the market also.
The range of these agencies also depends on the sizes of them. Some recruitment agencies runs
in a larger unit offices and some of them operates from smaller offices. Most of the agencies still
have the work process in them as manual, that is candidates records etc. are kept as manual files
and data are maintained in registers or folders. But now on, the recruitment agencies are taking a
broader range, operating in big offices and the work process there is also shifting from manual to
computerized. That is, the data entry of the candidates are done in computers and special
software is created that can access the incoming JDs from the companies and can search the
suitable matching candidates from the available data.
The candidates are contacted immediately through an E-mail or a message to the contact
numbers of the candidates and there are less chances of spam or missing entry and also the
chances of a missed candidate, decreases to a large extent.
29
30
Though there has so far not been evolved any formula such that makes recruitment programme
necessitates having certain attributes such as:
A suitable method and technique for tapping and utilizing these candidates.
31
2. SELECTION
2.1 DEFINITION
Selection is the process of picking individuals (out of the pool of job applicants) with
requisite qualifications and competence to fill jobs in the organization. A formal definition of
Selection is: It is the process of differentiating between applicants in order to identify (and
here) those with a greater likelihood of success in a job.
Recruitment and selection are the two crucial in the HR process and are often used
interchangeably. There I, however, a fine distinction between the two steps. While recruitment
refers to the process of identifying and encouraging prospective employees to apply for jobs,
selection is concerned with picking the right candidates from the pool of applicants.
Recruitment is said to be positive in its approach as it seeks to attract as many candidates as
possible. Selection, on the other hand, is negative in its application in as it seeks to
eliminate as many unqualified applicants as possible in order to identify the right candidates.
32
33
Reception
To create a favorable impression on the applicants right from the stage of reception.
Screening Interview
Generally planned by large organizations to cut the cost of selection by allowing only eligible
candidates to go through the further stages in selection.
Application Blank
Application blank or form is one of the most common methods used to collect information like,
Marital data
Educational data
Employment Experience
Extra-curricular activities
Selection Testing
Attempts to asses intelligence, abilities, personality trait, performance, simulation tests. Some of
the commonly used employment tests are,
Intelligence tests
Aptitude tests
Personality tests
Achievement tests
Selection Interview
Interview is the oral examination of candidates for employment. The most essential step in the
selection process. Interviewer matches the information obtained about the candidates through
various means to the job requirements.
34
Medical Examination
Certain jobs require physical qualities like clear vision, perfect hearing, unusual stamina,
tolerance of hard working conditions, clear tone, etc. Medical examination reveals whether or not
a candidate possesses these qualities.
Reference Check
Once the interview and medical examination of the candidate is over, the personnel department
will engage in checking references. Candidates are required to give the names of 2 or 3
references in their application forms.
Hiring Decision
The line manager has to make the final decision now, whether to select or reject a candidate after
soliciting the required information through different techniques.
Extroversion,
Emotional stability,
Agreeableness,
Conscientiousness and
Openness to experience.
Achievement tests: It helps to measure the proficiency that a person has been able to achieve.
35
Intelligence tests: It attempts to measure the intelligencethat is, basic ability to understand the
world around you, assimilate its functioning, and apply this knowledge to enhance the quality of
your life. Or, as Alfred Whitehead said about intelligence, it enables the individual to profit by
error without being slaughtered by it.
Intelligence, therefore, is a measure of a potential, not a measure of what youve learned (as in an
achievement test), and so it is supposed to be independent of culture.
IQ=Mental Age/Actual Age*100
2.3.1.1 IQ Distribution
IQ Range
Classification
Above 145
130-145
Very superior
115-130
Superior
85-115
Normal
70-85
Dullness
Below 70
Borderline deficiency
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Occupational tests: It attempts to match your interests with the interests of persons in known
careers. The logic here is that if the things that interest you in life match up with, say, the things
that interest most school teachers, then you might make a good school teacher yourself.
Personality tests: It attempts to measure your basic personality style and is most used in research
or forensic settings to help with clinical diagnoses. Two of the most well-known personality tests
are,
Rorschach (the inkblot test), composed of several cards of inkblotsyou simply give a
description of the images and feelings you experience in looking at the blots.
Specific clinical tests: It attempts to measure specific clinical matters, such as your current level
of anxiety or depression.
Two intersecting alternatives are Participative Selection and Employee Leasing. Participative
selection that subordinates participates in the selection of their co-workers and supervisors. The
idea is that such participation will improve quality, increase support for the selected supervisors
and co-workers, and improve employee morale. In employee leasing, the client company leases
employees from a third part, not on a temporary basis, but rather ate leased as full-time, longterm help.
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An interesting feature of this method is that the client company need not perform such
personnel activities as hiring, compensation or record keeping. The advantages of employee
leasing are significant.
The client is relived from many administrative burdens, as well as the need to employ specialized
personnel employees. Further, employees not recruited by one client are sent to another
client company for employment.
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3. CASE STUDIES
3.1 RECRUITMENT PROCESS IN A MANUFACTUIRNG COMPANY
The recruitment and selection procedure followed by LARSEN & TOUBRO is as follows
(Some steps may be interchanged in order, depending on the situation):
A Need Assessment is carried out as to how many people are / will be required and at
what level(s). These would normally include Management Trainees or other recruits at
middle or senior levels. This stage is referred to as manpower planning (MPP).
A Talent Acquisition Request form (TAR) is filled in case of any openings, based on
which the Job Profile and other details are laid out. This is filled by the H.R head of the
respective operating division which has to be approved by the business head.
the basis of the nature of job and present employee inventory, skills, the HR Department
decides whether to go for Internal Recruitment or External Recruitment.
In case of Internal Recruitment, a Job Posting is made on the notice boards of the
company for the employees to make applications.
Also they have an internal employee scheme known as AMANTRAN wherein the
employee working in the company recommends an outsider for the required post.
The company also goes for PCO i.e. POLICY FOR CAREER OFFER wherein an
employee from one department can apply for another position in another department with
the consent of the local HR consultant.
In case of External Recruitment, the sources for applicants would include consultants,
media such as newspapers, online applications through L&T website and third party
recruitment which include APEX consultants, RSS money and associates etc.
After receiving applications, they are first short listed on the basis of their Resumes.
Depending on the post, the candidates may be required to go through different Tests.
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At junior level, (individuals with an experience of 1-2 yrs) different tests like general
aptitude test, attitude tests etc are conducted. The interview is then conducted, by the
Recruitment Manager and Jr. HR Manager. The second interview may be conducted,
again depending on the post, normally by the HR Head, the Head of the concerned
functional department. In case of senior level positions, the senior managers from L&T
are present.
Candidates for the senior post have to give a psychometric test which is self designed by
the company itself. This test checks on the functional knowledge, communication skills,
interpersonal skills, commercial skills of the candidates.
These candidates are then taken to assessment centers where they play business games.
Also the candidates are required to prepare on a topic within 45mins and present it for a
1/2 hour in front of the panel. L&T has in-house assessment centers which are designed
by SHL.
After the Interviews, the applicants are sent Regret / Offer letters, depending on whether
they are selected or not.
Once the candidate accepts the Job Offer, the salary is negotiated and they are asked for 2
reference letters. The respective HR heads speaks to the 2 people regarding the overall
performance of the applicant.
A compulsory Medical Examination is done for every single candidate before he is given
the appointment letter. This is done so as to ensure that the employee will not face any
health problems during the course of his service.
The entire process lasts for 1 month on an average but it can extend to 3 months if
necessary.
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The company is operating in a huge plant situated at Derabassi,near Chandigarh. Nearly 1800
employees are already working on the rolls of the company. The HR department of the company
has an active group of 16 members, who handles the entire works like recruiting and selecting
the employees, regulating and controlling the attrition rate, managing payrolls etc.
The Company is dealing in the making of various chemicals, thus having a huge chemical base.
The recruitment process for the required candidates is usually conducted by the recruitment
agency. The company, as mentioned, is having the business of manufacturing chemicals, so the
main requirement of the candidates is from the field of chemical background.
Currently, the company is also undertaking other projects in which it is including
pharmaceuticals branch and therefore, includes the recruitment and selection of candidates
having degree in pharmacy.
RECRUITMENT PROCESS
Since, Kudos Chemical Limited is a manufacturing unit, so thats why the recruiter has to keep
in mind, the work background and the qualification of the candidate in mind. While doing the
recruitment, we see to it that the organization was mainly having the demand of chemical
background people. So, before begin the recruitment process, we have to completely understand
the JD received from the company. Half of the process is completed at the end of the recruiter, if
we understand the JD completely.
Also, the companys also requires different categories of employees. Sometimes the requirement
is of the diploma holders and sometimes the requirement is of degree holders. So, candidates are
called according to their qualification and their experience. Then begin the interview process.
The recruiter calls the candidate, reminding him/ her to bring his/her resumes or CVS.
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We then take an interview of the candidate as per his/her qualification as mentioned in their
resumes. The questions asked generally, are related to their field and relative to the aptitude of
the candidate.
If in some cases, the organization demands to interview the candidates themselves, then the
recruiters job is to shortlist the candidates and sends the deserving and interested candidates list
and the soft copies of their shortlisted resumes, to the HR of the organization.
In Kudos Chemical Limited, the interview is conducted by the HR manager of the company, but
the screening of the candidate is done at Job achievers only (Job achievers is the recruitment
agency here, in which my training was done). At Job achievers, the candidates are called along
with their resumes and the screening is done initially. Then, the shortlisted candidates are then
sent to the company located at Derabassi. There, the final interviews of the candidates are done
by the HR manager of the company. Thereafter the candidates are selected accordingly by the
HR manager of the company.
The selected candidates name and date of joining of the job is then sent to the recruitment
agency(Job achievers, in this case). The company then provides the agency with the amount that
has to be submitted to the agency as their fee for the work.
After that, the agency also keeps a record of the candidates work profile and the satisfaction
level of his/her job there. This is due to the reason, because in case if the candidate quits the job
in the probation period or within 3 months, then the agency has to re-recruit another candidate at
the same place, keeping in mind the Replacement Policy.
Thus, the training and the development of the newly hired employee, is bkept on record by both
the recruitment agency as well as the organization.
INTERVIEW CONDUCTION
Interviews are the most popular methods for obtaining job-related information. They may range
from completely unstructured interviews to highly structured ones in which job analysts follow
detailed questionnaires in asking their questions.
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Interview conduction, is a point of differentiation, because of its mode of conduct and by whom
the interview is being conducted. In this study, this point came under observation due to the
following two points:
Mode of Conduct
The mode of conduction of the interview is again of two types: Structured and Unstructured
Interview.
Unstructured Interview is an unstructured conversational-style interview in which the interviewer
pursues points of interest as they come up in response to questions. In these interviews, the
managers do not follow a set pattern.
Unlike the unstructured interviews, the structure d interviews are having a set pattern, that is the
interview follows a sequence of questions. These are such kind of interviews that are based on
carefully selected job-oriented questions with predetermined answers that interviewers ask of all
applicants.
Now, mentioning this point was the main cause of understanding the differentiation of it. In
Kudos chemical Limited, the interview approach shifts from unstructured to structured,
depending on the need of the job-profile of the candidate. Explain this point, the candidate may
or may not be asked questions related to his field. He/she may face an unstructured interview in
which questions about his previous job, reason to leave that job and about the previous
companys management can be asked in the beginning of the interview. This is how, the
interviews mode of conduct is important.
Panel of interviewers
This point differentiates the interview mode in such a manner, that the differentiation could be
done at this point.
In Kudos Chemical Limited, generally the interview is taken by the HR manager of the
company. Since, the HR department of the company is quite broad and efficient, thus the team of
members of the department, are sometimes in the panel made for the interview purpose.
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The company gives the recruiter, the authority to conduct a screening of the candidates prior to
the interview. Thus the recruiter at first, have to short list various candidate on the basis of their
qualification and experience, and then also have to conduct a short screening based upon the
field to which the candidates belong.
The candidates are asked questions about their code of conduct in the previous company, if they
have worked somewhere else before. Also, the recruiter asks question checking the stability of
the candidate, that is, whether the candidate is having a positive attitude towards the job or
he/she is just doing the job for money purpose, because such a candidate would not be loyal to
the company, as per the company norms.
After the screening of the candidates, the recruiter sends the deserving candidates to the
company for the final interview purpose. The company has its full team of HR department who
are in the process of recruitment and selection and handles the interviews of the shortlisted
candidates very effectively according to their needs and skills required in the candidates.
After the selection of the candidates, the information is sent back to the recruiter about how
many of the shortlisted candidates are selected and the amount incurred by the recruitment
company is being given to them by the company.
DESIGNATIONS PROVIDED
This point is also a part of the differentiation. The designation provided by Kudos Chemical
Limited to the newly hired employees is of a Production Executive. After the training of the
candidates are done, then the newly hired employees work in the organization on the post of a
production executive. The salary packages of the employees are also given according to the scale
of the employees and their designations in the company.
At first, all of the newly employed candidates work on the designation of Production
Executives and then work their way out. The designations keep on shifting as the employee
work proficiently and attains promotion during his/her work period. The employees also have to
work in the departments suited to their profiles, as the recruiter and HR department feels to put
the candidate into.
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The company is having many divisions like Quality Control, Research and Development and
many others. The candidates are having their specialization in some of these fields but after the
interview, the organization decides in which division the candidate has to be placed.
Also, the organization also provides a way of Job Enrichment. For doing this, the company
keeps shifting the positions of the employees so that they may not feel fatigue while doing the
same work every day.
Since all of the employees have got the training about starting of a work during their training
period, so the employees do not face any problem in the beginning of the work. And in the way
ahead, the employees have their supervisors, who introduce the new projects and the work to be
done, so that the employees do not have to face any problem, while performing the shift in the
work.
INCREMENTAL POLICIES
The organizations are having different incremental policies for the employees. Every employee
gets his/her increment based on 2 factors:
The candidates also due to the process of job enrichment when have the continuous shifts in
work and starts becoming the important assets of the organization, then the incremental policies
again goes to a different scale for the candidates. The organization sees to it that the increment
policies of the organization is in full recognition and due consent of the owners and the
employees. The organization always clear its norms to all of the candidates and tell the
candidates beforehand that what amount of increment they would receive after a due interval of
time. The candidates are having knowledge about how much time they have to spend working in
an organization in order to get an increment.
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Now, these are some of the points of differentiation, that are in the respect of the case of
difference between the recruitment process and here, the recruitment process in a manufacturing
unit, KUDOS CHEMICAL LIMITED is discussed.
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The first task was to understand the various job profiles for which recruitment was to be
done.
The next step was to explore the various job portals to search for suitable candidates for
the job profile.
Once the search criteria were put, candidates went through a telephonic interview to
validate the information mentioned in their resume.
A candidate matching the desired profile was then lined for the first round of Face to
Face interview in their respective cities.
When a candidate cleared his first round, he is then made to take an online aptitude test.
We created the online aptitude test. It the HR department, which has the exclusive rights
to assign test, codes to the candidates. Each code was unique and could be used only once
by a candidate.
Once the candidate completed his first assessment, his scores were checked. If he cleared
his cut-off he was given another test.
I had the responsibility to make sure that candidates complete all formalities and had to
regularly follow up with them.
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Since we received many resumes, it was essential that a database be maintained to keep a
track. It was convenient method than to stock up piles of papers. ICICI has their own
database named as PACE, I update all the records of the new joinees in that tracker.
PACE contains all the information of a candidate such as name, contact number, location
etc.
Understanding what kinds of database are maintained and how they help in keeping a
record.
I was also involved in maintaining a track of test codes given, the database for employee
referrals, Database for the resumes received through mails and response of advertisement.
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Gamification in Recruitment
The use of gamification in recruitment has been going on for some time. Recruitment can be fun,
and people want to work for organizations where work and fun are closely connected.
Gamification in Selection
Gamification is now entering selection as well. Candidates are asked to play a game (e.g. The
Wasabi Waiter) and the companies behind the games claim they can make a valuable profile of
the candidate based on his or her game behaviour and results. Playing a game is a lot more fun
than being interviewed by people who all ask more or less the same questions ("What are your
strong points?").
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4.1.1 Trends
4.1.2 Demography
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4.1.5 Values
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4.1.8 Technology
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5. CONCLUSION
Recruitment and selection are getting very much importance these days in the organization. It is
very critical thing to evaluate the human resources.
It is a systematic procedure that involves many activities. The process includes the step like HR
planning attracting applicant and screening them. It is very important activity as it provides right
people in right place at right time. It is not an easy task as organizations future is depends on
this activity. If suitable employees are selected which are beneficial to the organization it is at
safe side but if decision goes wrong it can be dangerous to the organization. So it is an activity
for which HR department gets very much importance.
Recruitment and selection procedure and its policies changed as per the organization.
Its importance also gets changed as the organization changed.
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BIBLIOGRAPHY
www.citehr.com
www.efst.hr
www.hrfuture.net
www.ukessays.com
www.hrwale.com
www.ijimt.org
www.slideshare.net
shodhganga.inflibnet.ac.in
ijsr.net
ir.inflibnet.ac.in
intellecap.com
in.yhs4.search.yahoo.com
rphrm.curtin.edu.au
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