A

Research Project
ON
Recuitment And selection of employees

Submitted to
Kurukshetra University, Kurukshetra
in partial fulfillment for the degree of
Master of Business Administration
(Session 2015-2016)

Under the supervision of:Mrs. Manisha Bajaj

Submitted By:Mr. Himanshu Dhamija

BBA (2015-16)
University Roll. No- 0003875952

S. D. INSTITUTE OF MANAGEMENT & TECHNOLOGY

Huda Road, Jagadhri 135003 (YamunaNagar) Haryana
Phone: +91 1732 224340, 225340

www.sdimt.co.in

Affiliated To

KURUKSHETRA UNIVERSITY, KURUKSHETRA

DECLARATION
I, Himanshu Dhamija here by declare that the work presented herein is genuine work done by
me and has not been published or submitted elsewhere for the requirement of a degree
programme.
Any literature, data or work done by other and cited within the summer training has been
given due acknowledgement and is listed in the reference section.
Himanshu Dhamija
Rgd. No.-13-SMTJ-18
University Roll No.- 0003875952
Date:..................

ACKNOWLEDGEMENT

Gratitude is not a thing of expression; it is more a matter of feeling.

There is always a sense of gratitude which one express for others for their help
and supervision in achieving the goals. I too express my deep gratitude to each and every one
who has been helpful to me in completing the project report successfully.
First of all, I am highly thankful to Dr. Shelly Gupta (Director) and Mrs.
Rekha Rathor (HOD of BBA) In S.D. Institute of Management & Technology for
allowing me to pursue my Summer Training Report on RECRUITMENT AND
SELECTION OF EMPLOYEES.
My special thanks to Mrs. Manisha Bajaj (Faculty) of S.D. Institute of
Management & Technology, who encouraged me properly, guided me in each and every
possible way throughout my Training Report.
I am indebted to the bank employees who supported me in handling my queries. I
feel self-short of words to thanks my parents, cousins and friends who had directly or
indirectly instrumental in the completion of the project.

Himanshu Dhamija

PREFACE
Management ideas without any action based on them mean nothing. That is why practical
experience is vital for any management student. Theoretical studies in the classroom are not
sufficient to understand the functioning climate & the real problem coming in the way of
management. So, practical exposure is indispensable to such courses. Thus, practical
experience acts as a supplement to classroom studies. It offers & exposure to real practical of
management in various organization. It exposes invaluable treasure of expenses to students.
I have done my training from Reliance Retail Limited, Mohali. It was my fortune to get
training in a very healthy atmosphere. I learned a lot of things which I could never have been
learnt from theory classes.
In the forthcoming pages, an attempt has been made to present a comprehensive report
concerning different aspects of my training. I got a lot of valuable information about the
company, which is changing with the passage of time. The overall knowledge gained by me
will reflect in this report itself.

CONTENTS
S.No.

1.

Title
Declaration
Certificate of Company
Certificate of Institute
Acknowledgement
Preface
Introduction
A. Company
B. The Topic

2.

1-07
08-15

Project Assignment
1. Literature View
2. Objectives of the study

3.

Page No.

Research Methodology

16-17
18
19-20

4.

a. Research Design
b. Sample Study
c. Data Collection
d. Limitations of the project
Data analysis and Interpretations

21-35

5.

Findings & Suggestions

36

6.

Conclusion

37

7.

Bibliography

38-39

8.

Appendix

40-43

COMPANY PROFILE
Committed to the cause of education Globus Consulting Group (GCG) was founded in the
year 2008 as a privately held consulting group serving educational institutes across the globe.

Our activities range from direct recruitment of international students to foreign

collaborations, technical tie-ups, research collaborations and array of value added services.
The group was founded by CA Varun Gupta, a Chartered Accountant by profession, who has
a vast knowledge of Global Education Sector.
Our main focus is on providing all possible services to the higher education institutes across
the globe. Our pragmatic approach has been appreciated and our reputation is built on trust,
resourcefulness, integrity and years of experience. We are pioneer in education consulting
services and cater to the needs of Indian as well as Foreign Institutes.
Globus Education and Immigration focus is on the individual from appreciating selfexpression to encouraging original thought and from fostering personal achievement to
ensuring Long-term success.
The road to your future begins here at Globus Education and Immigration we 'll help you
reach beyond all the barriers to discover yourself and help you to become the kind of
individual, you always knew you could be!
You have unique opinions and original thoughts; you have goals and Dreams, and your own
ideas on how to make them come true. Your definition of "success" is unlike anyone else's.
And that's what makes Globus Education and Immigration. For you!
Our councilors help the students in finding the right education destination, universities and
college for more than 34000 different courses offered worldwide related to their requirements
Importantly, over the years, Globus had raised a team of highly dedicated and experienced
visa and immigration and visa documentation experts, who--working in tandem with a
network of trained and expert immigration visa professionals, registered visa representatives,
attorneys & registered immigration advisors, from varied nations. Our fast-increasing base of
satisfied clients much more than proves that we, at Globus, follow a highly fruitful and
practical visa & immigration approach.
Our mission remains guaranteeing you hassle-free and enjoyable immigration experience, via
eradicating the usual involved stress from it. Whether it is prior evaluation, gaining the
maximum points, sponsorships, Green Card, Work Visas, documentation--and/or pocketing
the permit stamps--you can rest assured that our skilled and experienced visa consultants

would be there with you even as they offer prized guidance and the required support to you at
each & every visa & immigration step.
Its no secret that during the processing of a visa-submission, even a minor error could prove
costly; lead to long delays, or at times, even destroy ones immigration dream eternally, leave
aside the ensuing disappointment it could eventually lead to. At Globus, we value the
valuable investment of time, efforts & funds that you make even as we do our best to
guarantee that your specific case is presented in the best possible way, before the concerned
immigration bodies, to reduce the visa-submission mistakes, if any.
We are team of experts experienced in offering permanent immigration and visa services by
taking care of all aspects involved in the processes. Our services are available for applying
for residential and student visa. Our customers have been able to immigrate abroad and are
successfully settled abroad.

BACK OFFICE SUPPORT FOR YOUR STUDENT VISA

APPLICATIONS
Selecting the required program & College/university
Giving full information of requirements of admissions in selected College/university
Applying applications to College/University
Getting Acceptance from College/University
Assisting in visa filing
Applying refunds from college of refused applications
Globus services comprise academic counselling and different stages of admission procedures
to various institutions in USA, UK, Australia, New Zealand and Canada.We have helped
many students realize their dreams. Students who thought studying in some of the best
universities in USA, Australia, Canada, United Kingdom and New Zealand, was a near
impossible dream, today have realized that it is amazingly simple.

Globus is a One Stop Solutions to all your Study Abroad Needs.

Globus Represents over 250 Universities/Colleges worldwide.

Professional & Experienced trained Counselors.

More than 95% of our students have been admitted in various institutions abroad.

Very High success rate.

Host of Pre visa & post visa services and assistance in custodianship arrangement for
prospective underage students.

63% of our students are references from previous satisfied students.

INTRODUCTION TO TOPIC
All organizations are basically human organizations. They need people to carry out the
organizational mission, goals and objectives. Every organization needs to recruit people. The
recruitment policy should, therefore, address itself to the key question; what are the
personnel/human resource requirements of the organization in terms of number, skills, levels
etc to meet present and future needs of production and technical and other changes planned or
anticipated in the next years.

Recruitment: -

Recruitment is the process of searching for prospective employees and stimulating them to
apply for jobs in the organization. To recruit means to enlist, replenish or reinforce. It refers to
the process of bringing together prospective employees and employer with a view to stimulate
and encourage the former to apply for a job with the latter. The primary purpose of recruitment
and selection is to achieve one desired aim i.e. picking the right person for the right jobs.
The recruitment process begins when an employee is to be transferred or promoted to another
post, notice of resignation or dismissal is given or retirement is planned. The five keyways to
develop top quality people:

Recruitment-getting the right people in the right job

Developing people-through training & development.

Monitoring-to ensures long-term development and performance.

Developing Managers-ensuring that these key people are delivering what the organization

requires.

Managing for performance- techniques that ensure top quality performance.

Recruiting is the process of discovering potential candidates for actual or
anticipated organizational vacancies.

Definitions
A process to discover the sources of man power to meet the requirements of the staffing
schedule and the employ effective measures for attracting that man power in adequate
numbers to facilitate effective selection of an efficient work force.

Yoder
The process of searching for prospective employees and stimulating them to apply for
jobs in the organization.

Edwin B. Flippo
Recruitment is the development and maintenance of adequate manpower resources. It
involves the creation of a pool of available labour upon whom the organization can draw
when it needs additional employees .Recruitment refers to the attempts of getting

interested applicant and creating a pool of prospective employee so that the management
can select the right person for the job from this pool. Recruitment is positive process as
its attracts suitable applicants to apply for available jobs.

Importance of Recruitment

To determine the present and future of the firm in conjunction with its personnel

planning na job analysis activities.

To increase the pool of candidates at minimum cost.

To help t increase the success rate of the selection process by reducing the number of

visibly underqualified or overqualified job applicants.

To help to reduce the probability that job applicants once selected leave the

organisation after a short period of time.

To meet the organization social and legal obligation regarding the composition of

workforce

To begin identifying and preparing potential job applicants who will be appropriate

candidates.

To increase organizational and individual effectiveness in short term and long term

Job
Analysis

Employee
Human
Resource

Application
Job
000

vacancies

Recruitme
nt
Planning

Searching -source

Pools

Activation
Screening
Potential Hires

Strategic
Development

job select

Application
Population

Evaluation
Control

Recruitment Process

Recruitment Process
Job Analysis
Determination of human resource or manpower requirement is one of the most important
problems in human resource or manpower planning. Manpower is concerned with the
determination of requirements of manpower for the organization both in terms of
quantity and quality. The quantitative aspect deals with determining the total amount of
work to be done in a particular period of time and the total number of people required to
do the work. But the type of people to be employed for doing the work comes under
qualitative aspect of manpower requirements.

The process by which qualitative

requirement are determined is known as Job Analysis.

Job Analysis is a detailed and systematic study of job to known the nature and
characteristics of people to be employed for each job .It is a process of discovering and

identifying the pertinent information relating to the nature of specific job .It is te
determination of the tasks which comprise the job and of the skills, knowledge, abilities
and attitude required of the worker for successful performance of the job.

Human Resource

Job Analysis represents the qualitative aspect of

human resource requirement since it determines the demand

of a job in terms of

responsibilities and duties and then translates these demands in terms of skills,qualities
and other human attributes. It helps in determining the numbers and kinds of jobs and
qualifications needed to fill these jobs. Its is job analysis which reveals what an average
person can do on a Job in a day.It facilitates the division of work into different jobs
which is an essential element of efective manpower panning.
Human Resource Planning is the process by which an organization ensures that it
has the right number and kind of people, at the right place ,at the right time, capable of
effective and efficiently completing those tasks that will help the organization achieve its
overall objective.

Recruitment planning
First step is translation of job in terms of Number of employees
Type of employees
This may vary according to requirement of the concern. Organizations plan to
attract more applicants than they will hire. some of those contacted will be uninterested ,
un qualified or both. Each time a recruitment programmed is contemplated, one task is to
estimate the number of applicants necessary to fill all vacancies with qualified people.
Type of applicants means the qualifications and experience expected. These
details are available through job description and job specification.

Strategy Development
things.

It includes the decision regarding the following

Make or Buy It means whether to hire the less skilled persons and to invest

on training and education programmes, or they can hire the skilled labour and
professionals.

Technlogical Sophistication(techonology to be used) -> it means which method

of recruitment and selection to be used. The decision is influenced by vailable

technology.

Geographical distribution(where to look) -> it refers to wheter to hire people

locally, from national market or internationally.

Sources of recruitment (sources of recruitment) -> as there are two types of

sources internal and external sources. This depend on the need of the organisation.

Sequence of activities (when to look) -> this refer to when to look for

candidate . this is basically depended on the time required to hire the competent
employees for organisation

Searching- It includes the two steps- (i) Source activation, (ii) selling. Source
activation means the issuance of requisition by the head of department to HR department
about the requirement of personnel in that very department.
Selling is a second issue to be addressed in the searching process concerns
communications. Employment advertisement is given to candidates through different
media.

Screening- The purpose of screening is to remove from the recruitment process

those applicants who are visibly unqualified for the job Effective screening can save a
great deal of time and money.

Evaluation and control It is necessary a considerable costs are incurred

on the recruitment process. It helps to know whether the recruitment methods used are
valid and whether the recruitment process itself is effective.

Evaluation is considered to be important as the following costs are involved in the

recruitment Process : Salaries for recruiter.

 Management and professional time spent on preparing job description, job

specifications, advertisement, agency liason and so forth.
Cost of advertisements or other recruitment methods, i.e agency fees.
Cost of producing supporting literature.
Recruitment overheads and administrative expenses.
Costs of overtime and outsourcing while the vacancies remain unfilled.
Cost of recruiting suitable candidates for the selection process.

Forms of Recruitment
The organisations differ in terms of their size, business, processes and practices. A few
decisions by the recruitment professionals can affect nature of the productivity and
efficiency of the organization. Organisations adopt different forms of recruitment
practices according to the specific needs of the organization. The organisations can
choose either centralized or decentralized forms of recruitment, which is explained
below:

Centralized Recruitment

The recruitment practices of an organization are centralized when the HR / recruitment

department at the head office performs all functions of recruitment. Recruitment
decisions for all the business verticals and departments of an organization are carried out
by the one central HR (or recruitment) department. (i.e HR deptt) Centralized from of
recruitment is commonly seen in government organisations.

Benefits of the centralized form of recruitment are:

Reduces administration costs

Better utilization of specialists

Uniformity in recruitment

Interchangeability of staff

Reduces favoritism

Every department sends requisitions for recruitment to their central office

Decentralized Recruitment

Decentralized recruitment practices are most commonly seen in the case of

conglomerates operating in different and diverse business areas. With diverse and
geographically spread business areas and offices, it becomes important to understand the
needs of each department and frame the recruitment policies and procedures accordingly.
Each department carries out its own recruitment. Choice between the two will depend
upon management philosophy and needs of particular organization. In some cases
combination of both is used. Lower level staffs as well as top level executives are
recruited in a decentralized manner.

Transfer

Advertisement

Promotion

Campus Recruitment

Employee Referral
Retired or Retrenched
Employee

Labor Contractor

Educational Institute

Dependant of Present
Employment exchange

Unsolicited Application

E-Recruitment

External Sources

Internal Sources

SOURCES OF RECRUITMENT

Consultant

Walk-In

Internal sources
1.Transfer-The employees are transferred from one department to another according to
their efficiency and experience to fill the vacant position the organization. It involves the
Shifting of an Employee from one job to another job. One department to another or from
one shift to another. Transfer is a good source of filling vacancies with employee from
overstaffed department or shifts

2. Promotions-The employees are promoted from one department to another with

more benefits and great responsibility based on efficiency and experience. Its leads to
Shifting an employee to a higher position, Carrying higher responsibilities, facilities,
Status and pay many companies follow the practice of filling higher jobs by promoting
employees who are considered fit for the such positions. Filling vacancies in higher jobs
from within the organization has the benefit of motivating the existing employees.

3.Employee Referrals- Employee referrals are the candidates/applicants

recommended by the current employees. Current employees recommend those candidates
whose performance and behavior are known to them as well as suitable to the job and
organizational needs. This helps the organization to get high quality applicants.

4. Retired and Retrenched Employees- may also be recruited once again in

case of shortage of qualified personnel or increase in load of work. Recruitment such
people save time and costs of the organizations, as the people are already aware of the
organizational culture and the policies

5. Dependents of Deceased, Disabled and Present Employee- some

organization With a view to developing the commitment and loyalty of not only the
employee but also his family member and to build up the image provide employment to
the dependent(s) of deceased, Disabled and present employees.Such organization find
this source as an effective source of recruitment.

External Sources
1.

Advertisements - Advertisements of the vacancy in newspapers and journals

are generally used when qualified and experienced personnel are not available from
other sources. Most of the senior position in industry as well as commerce are filled by
this method.

2.

Campus Recruitment- Different type of organisation like industry, business

firm, service organization, social or religious organization can get inexperienced

candidates of different types from various educational institutions like colleges and
universities imparting education in Science, Commerce, Arts, Medicine, Management
Studies etc, are trained candidates in different disciplines like vocational, engineering,
medicine from the training institutes for Engineers etc. Organisations seeking to recruit
the candidates from this source can directly contact the institutes either in person or by
Post and stimulate the candidate to apply for the jobs.

3.

Employment Exchanges - Government establishes public employment

exchanges throughout the country. These exchanges provide job information to job
seekers and help employers in identifying suitable candidates. Employment Exchange
run by the Government are regarded as a good source of recruitment for unskilled,
semiskilled and skilled operative jobs

4.

Labour Contractors Labour contractors are an important source of

recruitment in some industries in India. Workers are recruited through labour contractors
who are themselves employees of the organization. The disadvantage of this system is
that if the contractor leaves the organization, all the workers employed through him will
also leave.

5.

Unsolicited Applicants - Many job seekers visit the office of well-known

companies on their own. Such callers are considered nuisance to the daily work routine
of the enterprise. But can help in creating the talent pool or the database of the probable
candidates for the organization.

6.

Recruitment At Factory Gate - Unskilled workers may be recruited at

the factory gate these may be employed whenever a permanent worker is absent. More
efficient among these may be recruited to fill permanent vacancies. It is direct
recruitment by placing a notice on the notice board of the enterprise specifying the details
of the jobs available.

7.

Consultant- Manage consultancy firms help the organization to recruit,

technical ,professional and managerial personnel .They specialize in middle level and
top level executive placements. they maintain data bank of persons with different
Qualifications and skills and even advertise the jobs on behalf their client to receuit right
type of personnel.

8.

E-Recruitment- Many big organization use internet as a source of

recruitment. They advartise the job vacancies through the world wide web (www).The
job seekers send their applications or curriculam vitae, i.e, CV, through e-mail using the
internet.

9.

Walk-In- The busy organizations and the rapid changing companies do not

find time to perform various function of recruitment. Therefore, they advise the potential
candidates to attend for an interview directly and without a prior application on a
specified date, time and at a specified place. The suitable candidate from among the
interviewees will be selected for appointment after screening. The candidates through
tests and interviews.

Selection
Selection is the process of picking individual (out of pool of job
applicants) with the requisite qualifications and competence to fill jobs in the
organization. Selection refers to differentiating between employees in order to identify
and hire those with a greater likelihood of success in a job.

Selection as a Source of Competitive Advantage

The role of selection in an organizations effectiveness is crucial for at
least two reason

Work performance depends on individuals. The best way to improve

performance is to hire people who have the competence ad the willingness to work.

Cost incurred in recruiting and hiring personnel speaks the volumes about the

role of selection. Wrong selection means wastage of financial resources of the

organization.

Organization For Selection

Selection process is carried out by the Human resource department because of following
reasons:

It easier for applicants to send applications to centralized department.

It facilitates contact with applicants because issues pertaining to employment

can be cleared through one central location.

It helps operating managers to concentrate on their operating responsibilities.

It can provide better selection because specialist does hiring.

The applicant is better assured of consideration for a greater variety of jobs.

Hiring costs may be cut because duplication of effort is minimized.

With increased regulation on the selection process, it is important that people

who know about these rules handle a major part of the selection process.

Selection Process

Preliminary Interview

Application Blank
R
E

Employment Tests

J
E

Selection Interview

C
T

Medical or Physical Examination

I
O

Checking Reference

N
Final Selection

SELECTION PROCEDEURE
The selection procedure is concerned with securing relevant information about an applicant.
This information is secured in a number of steps and stages. The objective of selection process
is to determine whether an applicant needs the qualification for a specific job and to choose the
applicant who is most likely to perform in that job.
The hiring procedures not a single acts but it is essentially a series of methods or steps or
stages by which additional information is secured about the applicant. At each stage, facts may
come to light, which lead to the rejection of the applicant. A procedure may be considered to a
series of successive hurdles or barriers, which an applicant must cross.
These are indented as screens and they are designed to eliminate an unqualified applicant
at any point in this process. That technique is known as the successive hurdle technique. Not all
selection process includes all these hurdles. The complexity of process usually increases with
the level and responsibility of the position to be fulfilled.
A well-organized selection procedure should be designed to select sustainable
candidates for various jobs. Each step in the selection process should help in getting more and
more information about the candidate. There is no idle selection procedure appropriate for all
cases.
Steps in the selection process:

Preliminary Screening

Application Blank

Employment Tests

Selection Interview

Medical or Physical Examination

Checking Reference

Final Approval

Preliminary Screening:
This is essentially to check whether the candidate fulfills the minimum qualification. The
preliminary interview is generally quite brief. Its aim is to eliminate the unsuitable candidate.
The job seekers are received at the reception counter of the company. The receptionists or other
official interviews the candidates to determine whether he is worthwhile or the candidate to fill
up the application blank. Candidates processing the minimum qualification and having some
chances of being selected are given the prescribed application form known as application
blank.

Application Blank:
The candidates are required to give full information about their age, qualification, experience,
family background, aptitude and interests act in the application blank. The application blank
provides a written record about the candidate. The application form should be designed to
obtain all relevant information about the candidates. All applications received from the
candidates are carefully scrutinized. After the scrutiny more suitable candidates among the
applicants are short-listed for written tests and others are rejected.
Employment Tests:
Candidates are asked to appear for written or other tests. Tests have become popular screening
devices. These tests are based on the assumption that human traits and work behaviors can be
predicted by sampling, however tests are not fully reliable and they also involve time and
money. Test is more useful in identifying and eliminating unsuitable candidates therefore
should be used only as supplements rather than an independent technique of selection. The
main types of tests are:

Intelligence tests

Aptitude Test

Interest Test

Personality Test

Dexterity Test

Selection Interview:
It involves a face-to-face conversation between the employer and the candidate; the selector
asks a job related and general questions. The way in which a candidate responds to the question
is evaluated. The objectives of the interview are as following:

To find out the candidates overall suitability for the job.

To cross-check the information obtained through application blank and tests, and

To give an accurate picture of the job and the company.

Interview is the most widely used step in employee selection. However, interview suffers from
several drawbacks:
Firstly, it is a time consuming and expensive device. Secondly, it can test only the personality
of the candidate and not his skill for the job. Thirdly, the interviewer may not be an expert and
may fill to extract all relevant information from the candidate. Fourthly, the personal judgment
or bias of the interviewer may make the result of the interviews inaccurate.
Interview should be properly conducted in a proper physical environment. The interview room
should be free from noise and interruptions. The environment should be confident and quite.
People generally talk freely and frankly when there is privacy and comfort. Therefore,
candidates should be put at ease. The interviewer should pay full attention to what the
candidates have to say.

Medical or Physical Examination:

Candidates who are found suitable after interview are called for physical examination. A Panel
of doctors to insure that they are healthy and physically fit for the job does a medical check-up
of such candidates. A proper medical examination will also ensure that the candidates selected
do not suffer from any serious desirous which may create problems in future.

Checking Reference:
Generally, every candidate if required to state in the application form, the name and address of
at least two responsible persons who know him. The reference may not give their Frank
opinion unless promises made that in all information will be kept strictly confidential.
Moreover the information given by them may be biased in the form of candidate.

Final Approval:
The candidates who are found suitable after the medical check-up and background
investigation are formally appointed by issuing appointment letter to them. They are asked to
join duty by the specified date. No selection procedure is foolproof and the best way judge a
person is by observing him working on the job. Candidate who gives satisfactory during the
probationary period are made permanent.
Barriers To Effective Selection
Perception
Our inability to understand other accurately is probably the most fundamental barrier to
selecting the right candidate.
Fairness
Fairness in selection requires that no individual should be discriminated against on the
basis of religion, region, race or gender. But the low numbers of women and other less
privileged sections of the society often face discrimination.
Validity
Validity is a test that helps predict job performance of an incumbent. A test that has been
validated can differentiate between the employees who can perform well and those who
will not. A validated test does not predict job success accurately.

Reliability
A reliable method is one, which will produce consistent results when repeated in similar
situations. Like a validated test, a reliable test may fail to predict job performance with
precision.

Pressure
Pressure is brought on the selectors by politicians, bureaucrats, relatives friends and
peers o select particular candidates.

Recruitment A challenging Task

The major challenges faced by the HR in recruitment are:

Finding the best Source for Recruitment - This is the most important

step of recruitment process and even a challenging task for the recruiter as number of
sources available he has to find the best one which can help him to find the best talent for
his organization at cheapest rate.

Matching Job Description to Resumes - This is also a challenge for

recruiter to shunt the resume and select only those which matches with job description. If
he fails to it he is never going to obtain the best talent for the organization.

Find the best one- this is the most crucial challenge for the recruiter. When

number of person with same qualification and ability appears before recruiter he has to
make right decision which to select or not. Right candidate selection becomes difficult
due to organizational differences, cultural differences and attitude of person. He has to
find the best one who can perform the job in perfect manner.

Adaptability to Globalization The HR professionals are expected and

required to keep in tune with the changing times, i.e. the changes taking place across the
globe. HR should maintain the timeliness of the process

Lack of Motivation Recruitment is considered to be a thankless job. Even

if the organization is achieving results, HR department or professionals are not thanked

for recruiting the right employees and performers.

Process Analysis The immediacy and speed of the recruitment process are

the main concerns of the HR in recruitment. The process should be flexible, adaptive and
responsive to the immediate requirements. The recruitment process should also be cost
effective.

Strategic Prioritization The emerging new systems are both an

opportunity as well as a challenge for the HR professionals. Therefore, reviewing staffing

needs and prioritizing the tasks to meet the changes in the market has become a challenge
for the recruitment professionals.

Hurdles in way of Recruitment there are many factors, which act as

hurdles in the way of recruiter. Recruiter has to be more conscious in order to identify
them. These hurdles may be in the form of fake profile, dropouts, face-to-face interview,
and telephonic interview sometime not able to get the required results. Some people we
feel competent for the organization do not want to join the organization.

Technological Sophistication with the passage of time new technologies

are coming. This is the era of technology. Technology helps the recruiter in doing their
work more easily and in cost effective manner. But this is also a challenge for the
recruiter to keep in touch with those technologies, as it is not easier to learn about the allnew technologies.

Overcoming Recruitment Difficulties

. Some of the solution to overcome recruitment difficulties are as follows

Appointing people who have potential to grow but dont currently have all

thats required.

Taking account of a broader range of qualities, such as personal skills instead of

qualifications, when considering candidates.

Redefining the job (for example, responsibilities, grade)

Increasing starting salaries or benefits package

Bounty payments to staff for introducing candidates

Offering flexible working

Using the employer brand as a recruitment tool

Providing additional training to allow internal staff to fill posts

Changing the way work is organized (for example, into teams)

Attracting and recruiting boomerang hires (where employees return having left

the organization)

Providing a realistic job preview

Recruiting in foreign countries and bringing staff here

Giving golden hellos (providing an incentive to take the job)

Recent Trends in Recruitment and Selection

1)

Bigger Paychecks -> as with a change in time now employers are ready to

pay more to required talent for the organization as now they have understood the
relevance of employees in the organization. So now employer are ready to pay higher to
make the job more attractive and to hire the best one.
2)

Flexible Work Arrangements -> flexible Work arrangement often

called flexi timings are on the rise. Now employers offer flexible work plans usually
alternative schedules (shifted start and quit times), condensed workweeks or
telecommuting. By doing this they are able to attract people who are already working and
cannot spend the whole day in one organization.
3)

Online Candidate Screening -> This is expected that online candidate

screening will grow in the near future, and not only the use of qualifying pre-application
questions, but full-blown searching of social networking sites and search engine checks.
As now every professional is becoming computer literate. So there is more chance of
increase in this kind of activity.

4)

Retiree Rehiring -> Now the time has changes and companies are showing

interest in rehiring those who are retired Because of companies remain pressured from
the loss of more experienced workers. As the trend of hiring former employees increasing
companies are getting benefit from that and even retired person getting employment. So
its going to be useful for the both parties. Some employers are even planning to increase
the retiring age of employees in the organization so that competent employees can stay
long in the organization.
5)

Recruiting Diversity Workers -> Now the employers have no problem

in hiring diversity workers. They are ready hire new pass out from the universities/
colleges, hiring retired person, and women. Instead of hiring one special category of
employees employers are interested in hiring diversity workers this is showing that these
days employers are more interested in hiring competent employees despite that they have
to manage diversity in the organization.
6)

Freelance or Contract Hiring -> As the cost of recruitment is on rise

employers are trying to find more and more suitable source to there organization. It is
found that the trend of freelance and contract hiring will be on rise in near future. That is
going to help the recruiter to find more competent employees at lesser cost.
7)

Perks and Benefits -> Perks and Benefits will receive more attention from

companies wanting to remain competitive in attracting and keeping workers. In light of

rising healthcare costs companies plan to offer more comprehensive or better health
benefits to employees in 2008. Some companies are planning to enhance or add perks
such as bonuses, discounts, company cars, stock options, free childcare, educational
reimbursement, transit passes and wellness programs. The main reason behind these
increases as now it is becoming difficult to attract more competent employees towards
your organization. Only giving more and more attractive package to the employees can
help the recruiter to hire the best one for their organizations.
8)

More Promotions and Career Advancement Opportunities -Now

days each candidate want more promotions and career advancement opportunities.
Nobody wants to stick with one position for his or her whole work life. Keeping in mind
this now companies are ready to provide more promotions and career advancement

opportunities in 2008. More than half of workers stated that a companys ability to offer
career advancement is more important than salary, so employers are taking action to
carve out career paths for employees.
The biggest challenge for a recruiter is not to hire the best one for

the

organization but to retain that best one in organization. So he has to provide such growth
and promotion opportunity to employees as this factor effect to satisfaction level of
employees at most.
9) Training Program for the Employees -> these days recruiter has realized that
cost and time required for the recruitment is increased even there is always fear of failure
of recruitment process. So recruiters are emphasizing on the training programs for the
existing employees so they can occupy different position the organization and handle
different kind of responsibilities. By small spending on training programs recruiter can
save the cost of recruitment and induction.

10) Campus Recruitment

-> these days campus recruitment is becoming very

popular among recruitment. As recruiter are showing more interest in the new comers.
The difference between new comers and experienced one is decreasing. Now fresher are
taken equally competent as experienced one. Many multi national companies are hiring
new pass out. As they feel young talent can help them to reach new height. Where
experience can complement the young talent.

11) Outsourcing ->In India, the HR processes is being outsourced from more than a
decade now. A company may draw required personnel from outsourcing firms. The
outsourcing firms help the organization by the initial screening of the candidates
according to the needs of the organization and creating a suitable pool of talent for the
final selection by the organization. Outsourcing firms develop their human resource pool
by employing people for them and make available personnel to various companies as per
their needs. In turn, the outsourcing firms or the intermediaries charge the organizations
for their services.

Advantages of Outsourcing are:

1.

Company need not plan for human resources much in advance.

2.

Value creation, operational flexibility and competitive advantage

3.

Turning the management's focus to strategic level processes of HRM

4.

Company is free from salary negotiations, weeding the unsuitable

resumes/candidates.

12) Poaching/Raiding ->Buying talent (rather than developing it) is the latest
mantra being followed by the organisations today. Poaching means employing a
competent and experienced person already working with another reputed company in the
same or different industry; the organisation might be a competitor in the industry. A
company can attract talent from another firm by offering attractive pay packages and
other terms and conditions, better than the current employer of the candidate. But it is
seen as an unethical practice and not openly talked about. Indian software and the retail
sector are the sectors facing the most severe brunt of poaching today. It has become a
challenge for human resource managers to face and tackle poaching, as it weakens the
competitive strength of the firm.

13) E-Recruitment ->Many big organizations uses Internet as a source of

recruitment. E- recruitment is the use of technology to assist the recruitment process.
They advertise job vacancies through worldwide web. The job seekers send their
applications or curriculum vitae i.e. CV through e-mail using the Internet. Alternatively
job seekers place their CVs in worldwide web,
which can be drawn by propective employee requirement pending upon their re
Advantages of recruitment are:
o

Low cost.

No intermediaries

Reduction in time for recruitment.

Recruitment of right type of people.

Efficiency of recruitment process

14). Head Hunting-> Headhunting refers to the approach of finding and attracting
the best-experienced person with the required skill set. Headhunting involves convincing
the person to join your organization. Headhunters are third-party recruiters often retained
when normal recruitment efforts have failed.

Headhunters are generally more aggressive than in-house recruiters. They may use
advanced sales techniques, such as initially posing as clients to gather employee contacts,
as well as visiting candidate offices. They may also purchase expensive lists of names
and job titles, but more often will generate their own lists. They may prepare a candidate
for the interview, help negotiate the salary, and conduct closure to the search. They are
frequently members in good standing of industry trade groups and associations.
Headhunters will often attend trade shows and other meetings nationally or even
internationally that may be attended by potential candidates and hiring managers.

Some Recruitment Tips

Finding the best possible people who can fit within your culture and contribute within
your organization is a challenge and an opportunity. Keeping the best people, once you
find them, is easy if you do the right things right. These specific actions will help you
with recruiting and retaining all the talent you need.

Improve Your Candidate Pool When Recruiting Employees

Companies that select new employees from the candidates who walk in their door or
answer an ad in the paper or online are missing the best candidates. They're usually
working for someone else and they may not even be looking for a new position. Here are
steps to take to improve your candidate pool.

Invest time in developing relationships with university placement offices,

recruiters and executive search firms.

Enable current staff members to actively participate in industry professional

associations and conferences where they are likely to meet candidates you may
successfully woo.

Watch the online job boards for potential candidates who may have resumes

online even if they're not currently looking.

Use professional association Web sites and magazines to advertise for

professional staff.
The key is to build your candidate pool before you need it.

Hire the Sure Thing When Recruiting Employees

Bruce N. Pfau and Ira T. Kay, authors of The Human Capital Edge are convinced that
you should hire a person who has done this "exact job, in this exact industry, in this
particular business climate, from a company with a very similar culture."
They believe that "past behavior is the best predictor of future behavior" and suggest that
this is the strategy that will enable you to hire winners. They say that you must hire the
candidates whom you believe can hit the ground running in your company. You can't
afford the time to train a possibly successful candidate.

Look First at In-House Candidates

Providing promotional and lateral opportunities for current employees positively boosts
morale and makes your current staff members feel their talents, capabilities, and
accomplishments are appreciated. Always post positions internally first. Give potential
candidates an interview. It's a chance for you to know them better. They learn more about
the goals and needs of the organization. Sometimes, a good fit is found between your
needs and theirs.

Be Known as a Great Employer

Paul and Kay make a strong case for not just being a great employer, but letting people
know that you are a great employer. Take a look at your employee practices for retention,
motivation, accountability, reward, recognition, and flexibility in work-life balance,
promotion, and involvement. These are your key areas for becoming an employer of
choice. You want your employees bragging that your organization is a great place to
work. People will believe the employees before they believe the corporate literature.

Involve Your Employees in the Hiring Process

You have three opportunities to involve your employees in the hiring process.

Your employees can recommend excellent candidates to your firm.

They can assist you to review resumes and qualifications of potential

candidates.

They can help you interview people to assess their potential "fit" within your

company.
Organizations that fail to use employees to assess potential employees are underutilizing
one of their most important assets. People who participate in the selection process are
committed to helping the new employee succeed. It can't get any better than that for you
and the new employee.

Pay Better Than Your Competition

Yes, you do get what you pay for in the job market. Survey your local job market and
take a hard look at the compensation people in your industry attract. You want to pay
better than average to attract and keep the best candidates.
It's not. Employers are always interested in getting employees cheaply. It's a bad practice.
Did I say, "You do get what you pay for in the job market?" Sure, you can luck out and
attract a person who has golden handcuffs because they are following their spouse to a
new community or need your benefits.
But, they will resent their pay scale, feel unappreciated, and leave you for their first good
job offer. Employee-replacement costs that range from two to three times the person's
annual salary. It is like you do get what you are willing to pay for in the job market?

Use Your Benefits to Your Advantage In Recruiting Employees

Keep your benefits above industry standard and add new benefits as you can afford them.
You also need to educate employees about the cost and value of their benefits so they
appreciate how well you are looking out for their needs.
Treasured currently by employees are flexibility and the opportunity to balance work
with other life responsibilities, interests, and issues. You can't be an employer of choice
without a good benefits package that includes standard benefits such as medical
insurance, retirement, and dental insurance.
Employees are increasingly looking for cafeteria-style benefit plans in which they can
balance their choices with those of a working spouse or partner. Pfau and Kay
recommend stock and ownership opportunities for every level of employees in your
organization. I like profit sharing plans and bonuses that pay the employee for
measurable achievements and contributions.

Hire the Smartest Person You Can Find

In their recent book, First Break All the Rules: What the World's Greatest Managers
Do Differently, Marcus Buckingham and Curt Coffman recommend that great
managers hire for talent. They believe that successful managers believe:
"People don't change that much. Don't waste time trying to put in what was left out. Try
to draw out what was left in. That is hard enough."
If you're looking for someone who will work well with people, you need to hire an
individual who has the talent of working well with people. You're unlikely to train
missing talents into the person later. You can try, but then, you are not building on the
employee's strengths, which 80,000 managers, via Gallup's research, highly recommend.
The recommendation? Hire for strengths; don't expect to develop weak areas of
performance, habits, and talents. Build on what is great about your new employee in the
first place.

Use Your Web Site for Recruiting

Your Web site portrays your vision, mission, values, goals, and products. It is also
effective for recruiting employees who experience a resonance with what you state on
your site. Do create an employment section, which describes your available positions and
contains information about you and why an interested person might want to contact your
company. A recruiting Web site is your opportunity to shine and a highly effective way to
attract candidates today.

Check References When Recruiting Employees

The purpose of this section is to keep you out of trouble with the candidates you are
seeking and selecting and the employees you currently employ. You really need to check
references carefully and do background checks.
In the litigious society in which we live (don't even ask me what percentage of the
world's lawyers reside in the United States of America) you need to pursue every avenue
to assure that the people you hire can do the job, contribute to your growth and
development, and have no past transgressions, which might endanger your current
workforce. In fact, you might be liable if you failed to do a background check on a
person who then attacked another in your workplace.

Conclusion: Start With These Recommendations

Each organization has to start somewhere to improve recruiting, hiring, and retention of
valued employees. These ideas can help your organization succeed and grow; they create
a workplace that will meet both your needs and the needs of your potential and current
employees.

LITERATURE REVIEW
Boxall, Purcell and Wright, (2007) highlight five different questions an organization
has to answer to have an effective recruitment strategy in order to pursue its survival and
success. Those questions are Whom to recruit?, Where to recruit?, What recruitment
sources to use?, When to recruit? and What message to communicate? The notion of
effectiveness in this study relates to the manner by which Globus implements its employment
policies. The essence is to understand whether such policies are applied appropriately in the
way they have been designed. What is of interest here is that if such policies are contravened
in the process of implementation it implies that the recruitment and selection of candidates in
the studied company is likely to be biased.

Boxall and Purcell (2008) present the best fit and best practice approaches as a two way
process to be used by firms in order to connect their human resource strategy with their
business strategy. Efficiency on the other hand reveals whether the planned objectives of the
policies bring forth the anticipated returns to the business. The bone of contention here is to
establish a matrix of the policy objectives and the intended outcome

Treisman (2000) noted that corruption is a contributory factor for the failure of most
developing countries to develop and that, results from recent studies show that there is a
correlation between higher perceived corruption and lower investment and growth. Stanley et
al., (2008) argue that as an abuse of public power for private benefit through bribery,
nepotism, embezzlement etc, and corruption has became a global phenomenon that affects
nearly all aspects of social and economic life. It is known to weaken the institutional
foundation of a country that is fundamental for economic growth

Transparency International, (2009a) the inclusion of an anti-corruption program in

the overall business strategy of companies proves to lower the risk of suffering from a
corruption incident by 50%. Organizations are noted of spending large sums of money on
reforms and CSR programs and environmental issues. The fight against corruption has
remained a forgotten social issue for companies.
Armstrong (2009) explains that, individuals generate, retain and use knowledge and skill
(human capital) and create intellectual capital. Their knowledge is further enhanced by the
interactions between them (social capital) and generates the institutionalized knowledge
which organizations possess (organizational capital).
Catano et al., (2010) stress that, employers must aspire to hire applicants who possess the
knowledge, skills, abilities or other attributes (KSAOs) required to successfully performing
the job most effectively. To them, recruitment, screening and selection procedures should
yield the best qualified candidates within the context of agreed-upon equity programs.

Mohamed (2008) argues that the causes of this phenomenon can be in part due to the
complexities associated with the selection of the most qualified individuals and as well, due

to the availability of several graduates in different disciplines from Ivy League institutions.
To that purpose, the demand for quality graduates will remain highly competitive, the most
advantaged recruiterswill be those with strong recruitment policies, coupled with exceptional
training and development policies. In some instances, financial abilities of potential recruiters
will play a substantial role in future graduate recruitment and selection processes.
(Gilmore, and Williams, 2009)Recruitment and selection forms the foundation of the core
activities and processes underlying human resource management and such activities include
the acquisition, training and development, and rewarding performance of workers
(Sackett &Lievens, 2008)Universally, there is commonly accepted strategy or commonly
agreed procedure of recruiting and selecting graduates due to the different recruiting needs
and selection methods among many employers. The differences and variations in recruiting
and selection methods among employers are dependent on the operations, size, and needs
Raybould, and Sheedy, (2005, p. 63) posit that, however the two functions (recruitment and
selection) are closely connected, each function calls for the application of different sets of
skill and expertise, and they are fulfilled different members within the hiring process. As
such, the recruitment activity can be outsourced to outside agencies but the selection cannot
be outsourced and this explains the reason as to why it is advantageous to treat the two items
separately.
Silvester, Anderson, Haddleton, Cunningham-snell, and Gibb (2000, p. 16) point out that
the graduate recruitment and selection process in the UK has undergone tremendous changes
in the recent past and the majority of such changes entail the streamlining of selection
procedures to reduce costs. Among the highly adopted strategies are the use virtual selection
methods such video interviews, telephones, and internet means.
(Shiona, 2010)The current employees within the organization can act as a rich source of
providing linkages to potential recruits. They might hold vital information about graduates
who can match the available position within the organization and such individuals might not
be in a position of responding to normal recruitment methods

OBJECTIVES OF PROJECT
The main objective of project is

To study the various aspect of recruitment and selection process.

To study the recruitment process followed by the GLOBUS CONSULTANCY

To study the various challenges faced by the recruiters in todays world and to
find the various ways to overcome those challenges and increase the success rate
of recruitment process.

To analysis the various recent trends in industries regarding recruitment and

selection project.

RESEARCH METHODOLOGY
Research methodology is a way to systematically solve the problem. It may be
understood has a science of studying how research is done scientifically. In it we study
the various steps that all generally adopted by a researcher in studying his research
problem along with the logic behind them.

RESEARCH DESIGN
A framework or blueprint for conducting the research project. It specifies the details of
the procedures necessary for obtaining the information needed to structure and/or solve
research problems. A good research design lays the foundation for conducting the project.
A good research design will ensure that the research project is conducted effectively and
efficiently. Typically, a research design involves the following components, or tasks:
Define the information needed.
Design the research.

 Specify the measurement and scaling procedures.

Construct and present a questionnaire or an appropriate form for data collection.
Specify the sampling process and sampling size.
Develop a plan of data analysis.

DATA COLLECTION
The task of data collection is begins after a research problem has been defined and
research designed/ plan chalked out. Data collection is to gather the data from the
population. The data can be collected of two types:

Primary Data

Secondary Data

Primary Data
The Primary Data are those, which are collected afresh and for the first time, and thus
happened to be original in character.

Personal Interviews.

Telephonic interviews.

Questionnaires.

Observation

Secondary Data
The Secondary Data are those which have already been collected by someone else and
which have already been passed through the statistical tool. Methods of collection of
Secondary data

Newspapers.

Magazines

Journals

Internet

Libraries

Old records.

Both the method of data collection were used for collection of data.
PRIMARY DATA THROUGH QUESTIONNARE
SECONDARY DATA THROUGH INTERNET

SAMPLE DESIGN
A sample design is a definite plan for obtaining a sample from a given population. It
refers to the technique or the procedure and the researcher would adopt in selecting items
of sample. Sample design may as well lay down the number of items to be included in
the sample i.e. the size of the sample. Sample design is determined before data are
collected. Before going trough sampling design, let us learn some terms.

Population: The aggregate of all the elements, sharing some common set of
characteristics, that comprises the universe for the purpose of the research problem.

Sample: A subgroup of the elements of the population selected for

participation in the

study.
In this project sample size is 100 employees

Sampling Unit: The basic unit containing the elements of the population to be sampled.
In this project sampling unit is SAIL

Sampling Technique Used in Survey--Nonprobability Sampling Techniques.

 Convenience Sampling. And Judgemental Sampling

Nonprobability sampling techniques do not use chance selection procedures. Rather, they
rely on the personal judgment of the researcher where as probability sampling procedure
each element of the population has fixed probabilistic chance of being selected for the
sample.
In this survey, I have used nonprobabilty sampling technique

DATA ANALYSIS & INTERPRETATION

1.To know about sources used for recruitment by company

Sources

Campus

Emp.

consultant

Ref

%age

11.8

17.6

walkin

11.8

11.8

Existing

Adv.

TABLE 4.1

Portal

Website

15.6

9.8

Fairs

Data Base

11.8

Job

7.8

Figure 4.1
Interpretation:
The following graph shows that majority of recruiters use employee referrals and portals.
18% of employer rely on employee referrals, where 16% uses portals, 12% prefer
campus, consultants, walk-ins, existing database etc, very few percentage employers use
job fairs for recruitment purpose.
2.Which sources do you prefer the most for hiring the employees .
Sources

Internal Sources

External Sources

Both

Percentage

27

64

No of Respondent

27

64

TABLE 4.2

i
Figure 4.2
Interpretation:

Fig 4.2 shows the recruiter find it more suitable to both the sources as combination. As
majority of recruiter means 64% find it suitable to use both sources. And 27% use
internal sources where only 9% prefer to use external sources.

3. To know about the sources for recruitment of employees.

Source Campus Emp

Consulant Walk
in

Ref
No. of

Adv.

Existing

Job

Portal Web

Database fairs

site

14

22

23

13

14

22

23

13

emp.
%age

TABLE 4.3

Figure 4.3
Interpretation

Fig 4.3 depicts that majority of employer rely on employee referrals and
consultants for recruitment for middle level management employees. As 23% use
referrals and 23% use consultants, 14% use campus recruitment, 14% portals, very few
percentage like 5% use walk-ins, 5% use existing database and websites etc. call backs
and job fairs are generally not preferred for managerial jobs.

4. To know about the suitable ways to contact the candidates

Methods

Telephone

Email

Post

Other

Total

call
Percentage

80

10

10

100

Respondent

80

10

10

100

TABLE 4.4

FIGURE 4.4
Interpretation:
Fig 4.4 depicts that majority of recruiters find it suitable to use telephone to
personally contact the candidates. Because sometime this act as preliminary interview to

reject employees on initial stages. As 80% recruiter use telephone calls, 10% use email
and 10% use post.

5.

To know whether referral policy is used by the company or not

Particulars
Percentage

Yes
72.7

No
27.3

Total

Respondent

73

27

100

100

TABLE 4.5

Figure 4.5
Interpretation:

Fig 4.5 depicts that majority of employers find it suitable to referral policy in
the organization and 73% employers prefer to use it and 27% not find it much suitable.

6.Is e-recruitment suitable or not ?

Particulars
Percentage
Respondent

Yes
65%

No
35%

Total

65

35

100

100

TABLE 4.6

Figure 4.6
Interpretation:
Fig 4.6 depicts that majority of recruiter find it suitable to use e-recruiting, as 65%
find it useful and 35%of employers not find it much suitable to use e-recruiting in the
organization for selection of middle level management employees.

7.To know the average time taken to get adequate pool of candidates.

Time period
Percentage

one Month
81

TwoMonths
9

ThreeMonth
9

More
1

TABLE 4.7

Figure 4.7
Interpretation

Fig 4.7 shows that majority of employers take one month to get adequate pool of
candidates, as 82% take one month, 9 % spend two months and 9% spend three months
to get adequate pool of candidates

8.To know about the criteria used for selection of middle level management employees.
Criteria

Qualification Experience

Communication Leadership

Technical

Avg Out of5 2.18

2.45

3.18

Quality

Skills

4.18

Table 4.8

Figure 4.8
Interpretation:
Fig 4.8 shows that majority of employers prefer other criteria that qualification,
experience, communication and leadership which is technical skills, as average score of
technical skills is 4.18 out of 5, where communication comes at number two with 3.18
score, after it leadership with 3,experience with 2.45 and then comes qualification with
2.18 score

9.What is the type of interview conducted for the selection?

Type of Interview
Percentage
TABLE 4.9

One to one
36.4

Sequential

Panel

Interview
63.6

Figure 4.9
Interpretation:
Fig 4.9depicts that majority of employers prefer to use panel interview for final
selection of middle level management employees. As 64% conduct panel interview and
36% conduct one to one interview for final selection.

10.what are the tests conducted for the appointment of employees

Type of Test

Psychometric

Aptitude

Interest

Technical

Percentage

30

Test
20
TABLE 4.10

Test
20

Test
30

Figure 4.10
Interpretation:
Fig 4.10 shows that majority of employers use psychometric test and technical test
(relating to field). As 30% employers use psychometric test, 30 technical test, 20%
aptitude test and 20% uses interest test for selection of employees for the organization.

11.what is the method for information to the rejected candidates

Methods
Percentage
Table 4.11

Mail
45

Phone

Not

Total

32

Informed
23

100

Figure 4.11
Interpretation:
Fig 4.11 shows that different methods used by different employers to inform
rejected candidates about their rejection are equally considered. As 45% employer uses
mail, 32% uses phone and employers do not find any need to inform rejected candidates
and 23% employers inform candidate after their interview about their rejection.
12.to know the usefulness of the background reference check.
Particulars
Percentage

Yes
90.9

No
9.1
TABLE 4.12

Total
100

Figure 4.12
Interpretation:
Fig 4.13 depicts that majority of employers find it useful to use background
reference checks. As 91% employer use background reference checks to know about
ability of selected candidates and 9% employer do not find it much suitable.

FINDINGS
These days most of the recruiters try to find the sources which can save their cost.
So most of the employers first try to look within the organization before going
outside as internal sources are more reliable and cheap. Employees working in
organization also get motivated if they get promotions.

 Majority of employers try to employee referrals and portals first to other sources
for recruitment. Both of these are really cheap and effective.
Campus Recruitment is another source which is becoming the first choice of
recruiter. As it is less costly and helps to find young talent with multiple skills.
For hiring middle level management employees most of the employers rely on
employee referrals and consultants. As these sources are not very costly. And
consultants can help to contact effective people as they already have huge number
of contacts.
Majority of employers try to find talented manager on national basis rather that
relying on the local talent. Sometime this also increases their cost but it is helpful
to get more talent from other states that are capable of saving cost of organization
in other manner.

SUGGESTIONS
Recruitment policies to be planned according to job requirements.
Selection procedure shall be based on merit, experience related to job
requirements.

 Selection shall be based not only on marks obtained, they should also consider
candidates communication skills, behavior, etc.., these are the major factors
which reflects the company well being.
Involve lower level people and ask if workload is there
Selection policy shall be with in the framework of organization policy
Departmental head should always be in touch with employees to know the job
requirement.
Proper training has been given to recruitment person and technical aspects.
Conduct written test for his general ability and in the field he/she is concerned
with a good interview.
Select people with taking minimum 2 or 3 interviews
Establish a feedback system for the candidates to know about employers
reputation and also for the selected candidates to know about improvement in the
selection procedure.
It is required to have complete record of cost of recruitment in order to the return
on investment.

CONCLUSION

The human element of organization is the most crucial asset of an organization. Taking a
closer perspective -it is the very quality of this asset that sets an organization apart from the
others, the very element that brings the organizations vision into fruition.
Thus, one can grasp the strategic implications that the manpower of an organization has in
shaping the fortunes of an organization. This is where the complementary roles of
Recruitment and Selection come in. Management of human relations in the future will have
to face new challenges and take up new responsibilities in the same way recruiting task has to
face new challenges in the future. As it is not going to be so easier to find appropriate talent
in the cost effective way. As the changes takes place in the environment recruiter has to make
changes in the recruitment strategies. In the changing domains of technological and legal
environment the recruiter task is going to be harder than the earlier.

BIBLIOGRAPHY

Books:

Aswathapaa, "Human Resource Management", Tata McGraw-Hill Publishing

Company Limited, new Delhi, fifth edition 2008, page no 143-186

Shashi K. Gupta, "Human Resource Management", Kalyani Publishers, Third

edition 2006, page no 5.1-5.16, 6.1-6.10

Electronic sites used:

www.economictimes.com

www.hrmguide.com

www.citehr.com

www.managementparadise.com

www.about.com

www.jobsdb.com

http://recruitment.naukrihub.com

www.burneleyexpress.net

www.wikepedia.com

QUESTIONNAIRE
1.

Tick the Sources used by your company.

Campus

Advertisement

Employee referrals

Job fairs

Consultants

Portals

Walk INS

Web sites

Existing database

Call backs

Other
2.

Which Source do you prefer the most for hiring Management employees

(middle level)?
Internal Sources

Both

3.

External Sources

Name the source you find most suitable for hiring management employees.
Campus

Advertisement

Employee referrals

Job fairs

Consultants

Portals

Walk INS

Web sites

Existing database

Call backs

Other
4.

What way you find most suitable to contact candidates?

Telephone calls

E-mails

Post

Other

5.

Do you have a referral policy in your Organization?

Yes

6.

Do you find e-recruiting a suitable way of recruiting?

Yes

7.

No

No

What is the average time to get adequate pool of candidates for conducting

interviews?

8.

One Month

Three months

Two Months
More

To know about the criteria used for selection of the employees.S

Qualification
Experience
Communication
Leadership qualities
Others
9.

What type of interview is conducted for selection of employees

One to one

Sequential

Panel interview

other

10.

What are the tests conducted for the appointment of employees:

Psychometric test

General Knowledge test

11.

Aptitude test

Interest test

Are rejected candidates informed by

Mail

Phone

Not informed

others

12.

Do you find background reference check really help to know about the candidates?

Yes

No