Contents

Page

1. Recruitment…………………………………………….….1-5

2. Sources of Recruitment……………………………………2-5
i. Internal Recruitment……………………………………2-3
ii. External Recruitment…………………………………...3-5
3. Selection…………………………………………………...5-5

4. TESCO Telecom…………………………………………..6-12
i. TESCO Manpower Planning…………………………...6-8..
ii. Recruitment Sources of TESCO Telecom……………...8-9
iii. TESCO Recruitment and Selection Process……….......9-12
1. Planning and preparation………………………...10-10
2. Applying for a post………………………………..10-10
3. Selection interviews…………………………….....11-11
4. Offer of employment……………………………....11-11
5. References……………............................................12-12
6. Feedback…………………………………………...12-12
5. References………………………………………………….13-13

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Recruitment

After Planning, Forecasting and Analyzing, the quality and quantify of

personal needs, the personal department of certain company begun its recruitment and
selection process.

Recruitment is a process of searching prospective workers and simulating to

do apply for job. According to this definition recruiting is a prospecting job, where
organization make search for prospective employees in practice. However prospective
employees too seek out organization just as organizations seek out prospective
employees. Unless these two searchers have good synchronize conditions, the recruitment
will succeed. The synchronization in term depends on three factors.

i.) There should be a common communication media. For an example if an

organization advertises its vacancies in a paper which is never read by job
seekers its effort will go waste.
ii.) The job seekers must pursue the match between his personal characteristics
and prescribe job requirements.
iii.) The job seekers must be motivated for apply for a job.

Recruiting includes the examination of vacancy, consideration of source of

suitable candidates, make contact with those candidates and attracting applications form
them. Assume that the personal department authorizes to fill a position of a company; the
next step is to develop and generate a pool of qualified applicants for organization. If it
has more applicants, the company carries out interviews and tests to screen out the best
people from the whole applicants.

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 Effective recruitment is increasingly important in today. Due to some dramatic
changers in the world the equilibrium between new jobs and new entrants to the work
force will loose. Country continues to export white – collar jobs, diminishing number of
jobs adding domestically will cause this equilibrium vary.
Recruitment activities of an organization represent its marketing role of personal,
reaching out across the organization external boundaries in the labor markets. It is
important therefore that such activities are conducted in a manner that sustain or enhance
the good reputation of the organization.

Well organized personal department works according to a check - list of

recruitment procedures designed to minimized errors and thus avoid damage organization
image externally and personnel’s image internally.

Sources of Recruitment
The sources of recruitment can be classified into two. Those are Internal and
External.

Internal Sources

Internal resources refer to the present working force of a company. Though

recruiting always brings new employees to the firm, the current employees are often the
best source of candidates.

Filling vacancies from inside candidates will bring many advantages. In the event
of a vacancy someone already on the payroll is promoted, the firm has the advantages of
increasing the general level of moral and motivation of existing employees, because their
capabilities are considered and opportunities offered for promotion. It is safer to promote
employees within the company more likely to have accurate view of a person’s skills.

Existing candidates may also be more committed and reliable to the company,
because they know by the company more thoroughly than external candidates. Moreover

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the present employee is more likely to stay with a company than an external candidate.
Companies make internal recruitment to get better use from their current employee’s
abilities in different jobs.
The employee, who had already worked with certain firm’s on a lower post
previously, and now promoted requires less training, orientation and navigation than
external candidates, because they already train for a firms certain activities before. So
then the firm can reduce the induction cost for those vacancies.

The internal recruitment is quicker and cheaper than external. It can minimize
cost of the advertising, induction, training etc.

The major weaknesses of this source are that the organization cannot get press
advantages knowledge from outsiders, because they are inactive with outsiders. Then the
industry cannot give solution for unemployment problems in the economy. Moreover
there may be problems in organizational staff.

External Sources

Internal candidates fill all the vacancies within a firm always. So then firm tends
to search for candidates from outside sources. External sources can be categories into
seven different methods.

Advertising

Advertisements are most popular method of recruiting people. The basic

principal of effective job advertisement is one that attracting sufficient number of right
kind of candidates. The advertisement should provide brief but sufficient details about the
job to be field. Then it should provide all essential details about personal requirements,

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make reference to any describe personal requirements and state to whom the application
should directed.

Advertisements for recruit through media like Bill Boards, Television, Radio
and Internet for an example over seldom used. The most common media is news papers.
Media selection can be evaluated by monitoring the quality, quantity and responses using
in side gain to upgrade future employment ads.

Employee Referrals

Quality people know quality people. Some industrial with a record of good
personal relations encourage their employees to bring suitable candidates for various
vacancies in the organization. The advantages of this method like that the new employee
will probably be familiar with the organization and its culture and disposed to accept it.

Unsolicited Applications
These are persons who gather at the factory gates to serve as casual workers or
who send their applications without any invitation from the factory.

College Recruiting
Filling applicant pool by graduating class is important source of professional
employees. Sometimes recruiters are sending to college campuses to fill the applicant
pool from graduates. Then the recruiter provides placement services to the candidates,
who recommended for certain job. Some companies send representatives to process
meeting and conventions to recruit employees from the colleges.

Professional Search Firms

Professional search firms usually recruits only specific terms of human
resource for fee paid by the employer, for example some are specialized in executive
talents, while others fine technical and scientific talents. Search firms effectively seek out

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recruiters among the employees. Although search firms may advertised they keep in
contact with candidates to locate and attract prospective recruiters.

Trade unions
Recruiting candidates from trade unions will gain people, who has skill or
knowledge the job requires. But recruiter has limited choice to select candidates.

Private Agencies
Private agencies are providing candidates for firms as it need them. They
charge fees for applicants they place. Employers assume that this is a best way to attract
best candidates for company.

Selection

Selection is the process used to identify and hire individuals or groups of

individuals to fill vacancies within an organization. Often based on an initial job analysis,
the ultimate goal of personnel selection is to ensure an adequate return on investment in
other words, to make sure the productivity of the new hire warrants the costs spent on
recruiting and training that hire. Several screening methods exist that may be used in
personnel selection. Examples include the use of minimum or desired qualifications,
resume/application review, oral interviews, work performance measures (e.g., writing
samples), and traditional tests (e.g., of job knowledge). The field of personnel selection
has a long history and is associated with several fields of research and application,
including human resources and industrial psychology.

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TESCO TELECOM

TESCO telecom is one of the fastest growing GSM operators in Sri Lanka,
offering customers a range of value-for–money prepaid GSM services and fulfilling
diverse needs of all segments. With over 2 million subscribers since the launch of its
GSM service in 2000. TESCO has continuously been investing in the expansion of
network coverage with the aim of becoming a nationwide operator in Sri Lanka.

TESCO‘s key success of being the leader in Telecommunication service

providing Around the world is there workforce, how they had organized the people and
coaching for commitment in work, and it all relies on the procedure of Recruitment and
Selection TESCO as a standard policy for Recruitment and Selection.

Objectives

The recruitment and selection of suitable, high quality staff is an essential part
of the TESCO Human Resource Management Strategy. The aim is to ensure that TESCO
recruits the most suitable person for the job. These documents will help ensure that
TESCO applies the most effective and consistent methodology available to recruit and
select the best people into the TESCO.

1. TESCO Manpower Planning

Planning staff levels requires an assessment of present and future

requirements of the organization be compared with present resources and future predicted
resources. The appropriate step needed is to develop a plan on how to balance the
demand and supply.

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 Firstly TESCO’s examines the existing workforce profile (numbers, skills,
ages, flexibility, gender, experience, forecast capabilities, character, potential, etc. of
existing employees) and then to adjust it for 1, 3 and 10 years ahead by amendments for
normal turnover, planned staff movements, retirements, etc, in line with the business plan
for the corresponding time frames.
For instance overstaffing is wasteful and expensive, and it is costly to eliminate because
of modern legislation in respect of redundancy payments, consultation, minimum periods
of notice, etc. Very importantly, overstaffing reduces the competitive efficiency of the
business.

The steps involve in man power planning in TESCO Telecom

1. Predict manpower plans

2. Design job description and the job requirements

3. Find adequate sources of recruitment.

4. Give boost to youngsters by appointment to higher posts.

5. Best motivation for internal promotion.

6. Look after the expected losses due to retirement, transfer and other issues.

7. See for replacement due to accident, death, dismissals and promotion

Developing strategies to combat the future predicted factors that may affect the
efficiency of the work force

1. Inheritance: Persons from good collection are bound to work professionally. The
quality and rate of physical as well as mental development, which is dissimilar in
case of different individuals is the result of genetic differences.

2. Climate: Climatic location has a definite effect on the efficiency of the workers.

3. Health of worker: worker’s physical condition plays a very important part in

performing the work. Good health means the sound mind, in the sound body.

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 4. General and technical education: education provides a definite impact n the
working ability and efficiency of the worker.

5. Personal qualities: persons with dissimilar personal qualities bound to have

definite differences in their behavior and methods of working. The personal
qualities influence the quality of work.
6. Wages: proper wages guarantees certain reasons in standard of living, such as
cheerfulness, discipline etc. and keep workers satisfy. This provides incentive to
work.

7. Hours of work: long and tiring hours of work exercise have bad effect on the
competence of the workers.

2. Recruitment Sources of TESCO Telecom

Normally TESCO uses variety of recruitment sources (internal and external) in

order to ensure that vacancies may be filled with the most suitable person available in a
cost effective and timely manner. Normally Vacancies will be advertised both externally
and internally.

2.1) Internal Sources

Internal sources are relates to recruiting personal with in TESCO usually

internal recruitment takes place with in departments or with in subsidiary companies. In
the most cases internal recruitment will be in the form of promotion from one level to
another (lower to higher) or simply transfer from one job to another. Promotional
opportunities are including job rotation, motivating and reducing boredom at work

In TESCO vacancies are usually advertised within the business via a variety of media:

• Staff notice boards

• Intranets
• In-house magazines / newsletters
• Staff meetings

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2.2) External Sources

External recruitment accesses talent from outside the business. You can
bring in staff with quite different ideas about meeting customers’ needs. The downside is
the higher costs in recruiting and the need to induct and train new staff about procedures
and company culture.

TESCO uses the following external sources when full filling the vacancy

1. Employment / recruitment agencies

2. Headhunters / Recruitment Consultancies
3. Job centers
4. Hiring the candidates from institutes or universities
5. Advertising
6. Online recruitment

3. TESCO Recruitment and Selection Process

TESCO’s Recruitment and selection process include activities that assist the
business to recruit a pool of job applicants and to select the best applicants for the
available jobs.
1. Planning and preparation
2. Applying for a post
3. Selection interviews
4. Offer of employment
5. References
6. Feedback

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3.1. Planning and preparation

When an existing post becomes vacant, managers will review the post and
consider whether the post needs to be filled or whether the work could be redistributed. If
the requirement of the post remains, the manager will seek approval to backfill the post.
Where the need for a new post is identified, approval to fill the post is also required.
Once a new post has been approved, the manager must complete a job description
document which will be used to confirm the grade of the post.

Where an existing post has been approved to backfill, the manager reviews
the job description of the post to ensure that it accurately reflects the demands of the job.
The outcome of this review may necessitate job re-evaluation.

Once the grading and associated terms and conditions have been confirmed
HR will contact the recruiting line manager to agree the most appropriate method of
advertising, the selection panel and the recruitment schedule. All vacancies will be
advertised internally and may also be advertised externally for example in the press or
through specialist recruitment agencies.

3.2. Applying for a post

TESCO will accept either an application form or CV which should be

submitted by the closing date. TESCO is an equal opportunities employer therefore we
request that the equal opportunities monitoring form is returned with the application form
or CV. The equal opportunities form will be kept confidential and will not be seen by the
selection panel.

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3.4. Selection interviews

Panel members are competent interviewers and have undertaken training in

TESCO’s policy and procedures on recruitment and selection. Panel members will
normally be TESCO members of staff.

Applicants will be advised when invited to interview whether a task or test is

part of the selection process. All applicants who are being interviewed will be required to
undertake the task or test.

The interview will provide evidence of how the applicant matches the
competencies required for the role. It is, however, only one source of evidence. Other
sources are the Application Form and the results of any task or test undertaken. All
evidence will be taken into account when a recommendation to appoint is made.

The interview will be based around the competencies of the job and is an
opportunity for the applicant to demonstrate suitability by providing evidence to support
their application.

3.5. Offer of employment

Once the interviews have taken place the chairperson of the panel will inform HR
of the successful applicant. HR will then contact the successful applicant to make the
offer and confirm the basic terms and conditions of the offer. Salary offers will be made
under the terms of the equal pay policy. Once the offer is accepted, references will be
requested and the unsuccessful candidates will be notified.

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3.6. References

A factual reference will be requested for the successful candidate irrespective of

whether this is an external candidate or a current employee of TESCO. Where
satisfactory references are not received before the suggested start date, the individual may
be permitted to commence employment. Where unsatisfactory references are received,
the offer of employment may be withdrawn.

3.7. Feedback

It is essential for individuals to be able to learn and grow. The purpose of

feedback is to provide information about performance and behavior including completion
of an application form, results of a task and participation in an interview against the items
within a person specification.

**********END**********

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References

1. Gary Dessler, 2006, 10th Edition, Asoke K. Ghosh Prentice-Hall of India,

New Delhi, India
2. http://en.wikipedia.org/wiki/Recruitment, Wikipedia

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