RESEARCH PAPER

TOPIC : NEW TRENDS IN RECRUITMENT

AND SELECTION IN HR

MUSKAN DUA
BBA
(GENERAL)

IVth SEMESTER

SECTION A

04914901717
 INTRODUCTION

“Great Vision without Great People is Irrelevant”

-Jim Collins

An Brief about Human Resources

Human resources are the people who make up the workforce of an organization, business
sector, or economy. "Human capital" is sometimes used synonymously with "human
resources", although human capital typically refers to a narrower effect (i.e., the knowledge
the individuals embody and economic growth). Likewise, other terms sometimes used include
manpower, talent, labor, personnel, or simply people.

A human-resources department (HR department) of an organization performs human resource

management, overseeing various aspects of employment, such as compliance with labor law
and employment standards, administration of employee benefits, and some aspects of
recruitment.

Human resource managers are in charge of many duties pertaining to their job. The duties
include planning, recruitment and selection process, posting job ads, evaluating the
performance of employees, organizing resumes and job applications, scheduling interviews
and assisting in the process and ensuring background checks. Another job is payroll and
benefits administration which deals with ensuring vacation and sick time are accounted for,
reviewing payroll, and participating in benefits tasks, like claim resolutions, reconciling
benefit statements, and approving invoices for payment. HR also coordinates employee
relations activities and programs including but not limited to employee counseling. The last
job is regular maintenance, this job makes sure that the current HR files and databases are up
to date, maintaining employee benefits and employment status and performing payroll/benefit-
related reconciliations.
A human resources manager has several functions in a company

 Determine needs of the staff.

 Determine to use temporary staff or hire employees to fill these needs.
 Recruit and train the best employees.
 Supervise the work.
 Manage employee relations, unions and collective bargaining.
 Prepare employee records and personal policies.
 Ensure high performance.
 Manage employee payroll, benefits and compensation.
 Ensure equal opportunities.
 Deal with discrimination.
 Deal with performance issues.
 Ensure that human resources practices conform to various regulations.
 Push the employees' motivation.
 Mediate disputes internally.
 Upgrade learning knowledge of employees
 Disseminate information in the organization so as to benefit its growth
Managers need to develop their interpersonal skills to be effective. Organizations behavior
focuses on how to improve factors that make organizations more effective.

WHY THIS STUDY IS IMPORTANT

Human resource is backbone of every firm or corporate or any organization , to have a

smooth , stable , fast and better-working and progress. To have an efficient and effective work
force one’s recruitment and selection methods should be advanced , effective and up to date .
This study will help us to understand such methods ways and ways to adapt to them.
OBJECTIVES OF STUDY
This study is important because

 It will help us to get a better understanding of changing methods of recruitment and

selection.
 As human resources and its management is an crucial part of any organization .
 In last few years ways of recruitment and selection has taken a new shape it has learnt
the tech know- how and is transforming rapidly .
 Corporate enviorment went through digitalization and its effect of recruitment and
selection process.
 This study will see the current picture of recruitment and selection methods and analyze
the recent patterns.
 To evaluate the advantages and positive aspects of the latest trends
 To analyse the challenges for employees or employer with the coming of these trends

LITERATURE REVIEW

1) Stephen, Cowgill, Hoffman and Housman, 2013: Stephen, Cowgill, Hoffmanand

Housmans’ study shows that employee referrals enhance monitoring and coaching and
they also make the organization’s work environment more amiable as friends and
acquaintances come into the picture. The research shows that people tend to refer
people similar to themselves, in features as well as in behaviour.

2) Ntiamoah et al., p. 4, 2014:As the business environment gets more dynamic and
competitive, the organizations have to keep innovating their recruitment and selection
techniques to stay ahead of the industry. Studies show that these HRM processes
havebecome ever more important as organizations increasingly regard their human
resources as a source of competitive advantage.
 3) Compton, Morrissey, Nankervis, 2014:Compton, Morrissey, Nankervis say that it is
vital for the recruitment and selection processes and techniques to be accurate and
effective the first time and this can be achieved through human resource planning, job
design, human resource development, remuneration systems, career and succession
plans that satisfy and motivate qualified applicants.

4) Adeyemi et. al, 2015:The research of Adeyemi et al. shows that fair treatment of
prospective employees in the recruitment and selection procedures is also a factor for
improving the organization’s performance and these human resource management
processes should be continuously appraised to ensure the same.

5) Ekwoaba, Ikeije, and Ufoma, 2015:A study on the impact of recruitment and selection
criteria on an organization’s performance revealed that these processes have a
significant impact and a positive correlation with the organizations working and
capability. The more objective the recruitment and selection criteria, the better the
organizations performance.

RESEARCH METHODOLOGY

This research methodology is made up of 2 broader portions Data collection and Tools of
analysis ( graphs , charts , tables etc.).
To get a better understanding of topic some data was collected and Graphs and tables were
made upon these data and facts n figures.
The firm considered id “Pilotfish Koncepts and Consultants Pvt. Ltd.
The data collected is on basis on 4 different years 2013,2015,2017,2019.
The questionnaire is being filled from four outlooks
2013

Q1). Do you adopt process of recruitment and selection ?

Yes ( // ) No ( )

Q2). How many stages are involved selection ?

1( ) 2 ( // ) 3( ) 4( ) others ( )_______

Q3). Do you follow different recruitment process for different employees ?

Yes ( ) No ( // ) Sometimes ( )

Q4). Who takes the final decision in taking an decision of selection ?

HR Manager

Q5). What are the 3 main sources of your hiring ?

Internal Hiring

Tele-Calling

Walk - Ins

Q6).How much of your requirements do you fill by internal hiring ?

40 %

Q7). What is the conversion ratio ?

20:100
2015

Q1). Do you adopt process of recruitment and selection ?

Yes ( // ) No ( )

Q2). How many stages are involved selection ?

1( ) 2( ) 3( // ) 4( ) others ( )_______

Q3). Do you follow different recruitment process for different employees ?

Yes ( ) No ( ) Sometimes ( // )

Q4). Who takes the final decision in taking an decision of selection ?

Process Manager

Q5). What are the 3 main sources of your hiring?

Tele-calling

Walk-Ins

Employee Referrals

Q6).How much of your requirements do you fill by internal hiring ?

30 %

Q7). What is the conversion ratio ?

10:100
2017

Q1). Do you adopt process of recruitment and selection ?

Yes ( // ) No ( )

Q2). How many stages are involved selection ?

1( ) 2( ) 3( // ) 4( ) others ( )_______

Q3). Do you follow different recruitment process for different employees ?

Yes ( ) No ( ) Sometimes ( // )

Q4). Who takes the final decision in taking an decision of selection ?

Process Manager

Q5). What are the 3 main sources of your hiring ?

Employee Referrals

Walk-Ins

Tele-calling

Q6).How much of your requirements do you fill by internal hiring ?

20 %

Q7). What is the conversion ratio ?

5:100
2019

Q1). Do you adopt process of recruitment and selection ?

Yes ( // ) No ( )

Q2). How many stages are involved selection ?

1( ) 2( ) 3( ) 4 ( // ) others ( )_______

Q3). Do you follow different recruitment process for different employees ?

Yes ( // ) No ( ) Sometimes ( )

Q4). Who takes the final decision in taking an decision of selection ?

Client

Q5). What are the 3 main sources of your hiring ?

Employee Referrals

Walk-Ins

Social Media Platforms

Q6).How much of your requirements do you fill by internal hiring ?

10 %

Q7). What is the conversion ratio ?

1:100
DATA ANALYSIS
Lets see the analysis part now. As we can observe that question varies from 2013-2019 and the
outlook changed over the years

 As we can observe that number of stages involved in selection were increased

from 2 to 4 over the span of 2013 to 2019 , that is 6 years.
 The recruitment process for different employees was same in starting and over
the years it changed to different recruiting process for different types of job
profiles and employees.
 The final decision taking power was firstly in hands of HR managers over the
years it shifted towards the process manager and currently in the hand of
Clients.
 The main sources of hiring were internal hiring , tele-calling , walk-ins then
employee referral scheme over then social media came over.
 Social media has taken over , the Trends has changed the tremendous way of
how will look at the hiring process today .
 Internal having do always and crucial part but over the years it got reduced from
40% in 2013 to 10% in 2019 that means the requirements filled by internal
hiring currently are only 10% . The Conversion ratio conversion ratio is basically
for tele-calling that means on hundred calls how many successful peoples joins
, over the starting in 2013 it was 20% over hundred calls then it became 10d
currently 1:100 that's not a very good ratio and the telecalling has lost its charm
and importance over the years.
Conclusion
Recruitment and selection process in today's era has taken a new face. The companies are
adapting to a new change and are not following a specific procedure or schedule, they are
trying to adopt according to the environment and keep on changing the things. A company
has its different goals and requirements and each process requires different types of selection
and recruitment.

Overall, we can say that certain steps in basic recruitment are always considered necessary
like reference check, telephonic interview and personal interviews.

The company I studied is satisfied with its process and is following it with simple and
efficient directions. It feels that direct recruitment and selection practice is the long but
effective thing.

Internal hiring has always been very important and even though it is an ancient practice, it
remains effective in motivating employees to this day. While judging for selection and
recruitment, the major question is: Do employees fit the job criteria?

Job recruitment and selection process has changed a lot in last decade and now social media,
mobile phones, e-mails have had a lot of impact on this crucial process.

But the main scenario is how different process take new shapes and structures as per changing
requirements.

References
 https://www.google.com/search?q=pilotfish+koncepts+and+consultants&oq=pilotfi
sh+koncepts+and+consultants&aqs=chrome..69i57.11790j0j7&sourceid=chrome&
ie=UTF-8
ANNEXURES