HR GROUP 2 SEC A

HRM PROJECT REPORT ON

1

RECRUITMENT AND SELECTION

Submitted to :DR. MOUSUMI S.BHATTACHARYA

Submitted by:AGNIVA DEBANINDITA BANERJEEARUP CHAKRABORTYBORNALI DEYDINESH KUMARH PHARIDAKARTHIK J.PRIYADARSHINI SHANKARSURAJ PRAKASHNIVA THAKURMOLOY SINHAVINOD K.

IFIM B-SCHOOL RECRUITMENT AND SELECTION

ContentsACKNOWLEDGEMENT...........................................................................................................................3

INTRODUCTION...........................................................................................................................................4

DISCUSSION.............................................................................................................................................7

Recruitment process................................................................................................................................7

Recruitment strategies.............................................................................................................................8

Recruiting from internal sources:............................................................................................................9

Recruiting from external sources...........................................................................................................10

College Recruitment:.............................................................................................................................11

Job fairs.................................................................................................................................................11

Recruitment policy................................................................................................................................12

STRATEGIES...........................................................................................................................................13

PRE-SELECTION PROCESS.......................................................................................................................15

POST-SELECTION PROCESS....................................................................................................................16

INFERENCE.............................................................................................................................................17

DELL.....................................................................................................................................................19

MCX......................................................................................................................................................20

KEANE.................................................................................................................................................22

INFOSYS..............................................................................................................................................24

IIST, Coimbatore...................................................................................................................................26

IIST, Chennai........................................................................................................................................27

RELIGARE...........................................................................................................................................29

CONCLUSION.............................................................................................................................................

312


ACKNOWLEDGEMENT

We would like to express our sincere gratitude to all those who have been

instrumental in the preparation of this project report.

We would like to thank Dr. Mousumi S. Bhattacharya, Professor Human Resource

Department, for her guidance and support in our project.

We wish to place on record our deep sense of gratitude to Mr.G Sankaranarayanan-

(Senior VP) MCX – SX, Mr.Manoj Bhatia – (HR Dept) KEANE INCLUSIVE,

Bagwath Gupta, (HR) ENSOFTECH Inc, Parth Sarthy Jha (Senior HR)

MAPLE ACCESSORIES PVT. LTD, Kalaivani (Sr.HR Recruiter) IIST and

various other highly esteemed and distinguished people for their expert advice

and assistance.

We are deeply thankful to IFIM B-School and its Management for its support in

the project.

Last but not least, we would like to thank The Almighty, our parents and friends

for their help and support that has largely contributed to the successful completion

of the project.

3


INTRODUCTION

The Human Resource management is a vast subject to study and hence to cope up with the

competitive world and to understand the strategies of the same one should be very well equipped

with the most vital part of Human Resource Management, that is RECRUITMENT AND

SELECTION.

Workforce management has become increasingly complex. The heritage and growth of the

human resource management profession is closely linked to people's attitudes about work, the

evolution of employment-related laws and sociological trends. The HR field today recognizes the

dynamic relationship between strategy, people, technology and the processes that drive

organizations. Although this dynamic relationship appears obvious now, the evolution of the

profession has often been slow.

In this Project we define the terms Recruitment and Selection, their types, strategies and also

various strategies that different companies use different ways, strategies, and techniques. Also

we have collective data obtained from group discussion held. Finally the conclusion is made

based on the information that we got from higher level Management people of various

companies.

Basically, Recruitment as a human resource management function is one of the activities that

impact most critically on the performance of an organization. While it is understood and

accepted that poor recruitment decisions continue to affect organizational performance and limit

goal achievement, it is taking a long time for public service agencies in many jurisdictions to

identify and implement new, effective hiring strategies. In some areas, existing laws inhibit

change; in others, the inhibiting factor is managerial inertia.

Recruitment refers to the process of screening, and selecting qualified people for a job at an

organizations or firm, or for a vacancy in a volunteer-based some components of the recruitment

process, mid- and large-size organizations and companies often retain professional recruiter or

outsource some of the process to recruitment agencies. It is actually a linking function, joining

together those with jobs to fill and those seeking jobs.

4


Recruitment logically aims at

1) Attracting large number of job applicants who are ready to take up the job if offered.

2) Offering enough information for unqualified applicants to select themselves out.

Recruitment is also described as “the set of activities and processes used to legally obtain a

sufficient number of qualified people at the right place and time so that the people and the

organization can select each other in their own best short and long term interests”. In other

words, the recruitment process provides the organization with a pool of potentially qualified job

candidates from which judicious selection can be made to fill vacancies. Successful recruitment

begins with proper employment planning and forecasting. In this phase of the staffing process, an

organization formulates plans to fill or eliminate future job openings based on an analysis of

future needs, the talent available within and outside of the organization, and the current and

anticipated resources that can be expended to attract and retain such talent.

The recruitment industry has four main types of agencies: employment agencies, recruitment

websites and job search engines, “headhunters" for executive and professional recruitment, and

in-house recruitment. The stages in recruitment include sourcing candidates by advertising or

other methods, and screening and selecting potential candidates using tests or interviews.

Also related to the success of a recruitment process are the strategies an organization is prepared

to employ in order to identify and select the best candidates for its developing pool of human

resources. Organizations seeking recruits for base-level entry positions often require minimum

qualifications and experience. These applicants are usually recent high school or university/

technical college graduates many of whom have not yet made clear decisions about future

careers or are contemplating engaging in advanced academic activity. At the middle levels,

senior administrative, technical and junior executive positions are often filled internally. The

push for scarce, high-quality talent, often recruited from external sources, has usually been at the

senior executive levels. Most organizations utilize both mechanisms to effect recruitment to all

levels.

5


Selection involves choosing the best applicant to fill the positions. The growth of an

organization depends on various factors. If these factors are not implemented or followed in the

desired manner, then the organization can witness a massive downfall. One of such factors is

“Selection”.

The objectives of the Selection Process is to set norms, measures and guidelines that will allow

the organization to select the number and quality of employees with the necessary competencies,

to satisfy the current and future needs of the organization.

6


DISCUSSION

Recruitment process

Successful recruitment involves the several processes of:

1. Development of a policy on recruitment and retention and the systems that give life to the

policy.

2. Needs assessment to determine the current and future human resource requirements of the

organization. If the activity is to be effective, the human resource requirements for each

job category and functional division/unit of the organization must be assessed and a

priority assigned.

3. Identification, within and outside the organization, of the potential human resource pool

and the likely competition for the knowledge and skills resident within it;

4. job analysis and job evaluation to identify the individual aspects of each job and calculate

its relative worth;

5. Assessment of qualifications profiles, drawn from job descriptions that identify

responsibilities and required skills, abilities, knowledge and experience;

6. Determination of the organization’s ability to pay salaries and benefits within a defined

period;

7. Identification and documentation of the actual process of recruitment and selection to

ensure equity and adherence to equal opportunity and other laws.

7


Documenting the organization’s policy on recruitment, the criteria to be utilized, and all the steps in the recruiting process is as necessary in the seemingly informal setting of in house selection as it is when selection is made from external sources.

Of special importance is documentation that is in conformity with Freedom of Information

legislation (where such legislation exists), such as:

criteria and procedures for the initial screening of applicants;

criteria for generating long and short lists;

criteria and procedures for the selection of interview panels;

interview questions;

interview scores and panelists’ comments;

results of tests (where administered);

Results of reference checks.

Recruitment strategies

Recruitment may be conducted internally through the promotion and transfer of existing personnel or through referrals, by current staff members, of friends and family members.

Internal recruitment does not always produce the number or quality of personnel needed; in such

an instance, the organization needs to recruit from external sources, either by encouraging walk-

in applicants; advertising vacancies in newspapers, magazines and journals, and the visual and/or

audio media; using employment agencies to “head hunt”; advertising on-line via the Internet; or

through job fairs and the use of college recruitment.

Posting Vacancies:

Job posting refers to the practice of publicizing an open job to employees (often by literally posting it on bulletin boards) and listing its attributes, such as criteria of knowledge, qualification, skill and experience.

8


Before posting a vacancy, management needs to decide whether:

it intends to retain the job in its present form and with its present title, remuneration and

status;

selected attributes of the job, for example, skill or experience, will change;

there are sufficient qualified, potential applicants serving in other positions within the

organization who may be potential candidates for that job;

the existing organizational policy on recruitment is still applicable (for example, whether

referrals, by staff members, of friends and family are still an acceptable way of filling

vacancies);

The organizations stand to benefit more, in the long-term, from recruiting applicants from

external sources.

An organization needs to analyze the benefits and disadvantages of recruiting its personnel

through internal or external sources and, where the latter is selected, whether formal or informal

systems should be used.

Recruiting from internal sources:

There are sound reasons for recruiting from sources within the organization:

“Insiders” know the organization, its strengths and weaknesses, its culture and, most of

all, its people.

Promotions from within build motivation and a sense of commitment to the organization.

Skilled and ambitious employees are more likely to become involved in developmental

activities if they believe that these activities will lead to promotion.

Internal recruitment is cheaper and quicker than advertising in various media and

interviewing “outsiders”. Time spent in training and socialization is also reduced.

At the same time, several disadvantages exist:9


Sometimes it is difficult to find the “right” candidate within and the organization may

settle for an employee who possesses a less than ideal mix of competencies.

If the vacancies are being caused by rapid expansion of the organization there may be an

insufficient supply of qualified individuals above the entry level.

Infighting, inbreeding, and a shortage of varied perspectives and interests may reduce

organizational flexibility and growth, and resistance to change by those who have an

interest in maintaining the status quo may present long term problems.

Recruiting from external sources

External recruiting methods can be grouped into two classes: informal and formal.

Informal recruiting methods tap a smaller market than formal methods. These methods may

include rehiring former employees and choosing from among those “walk-in” applicants whose

unsolicited résumés had been retained on file. The use of referrals also constitutes an informal

hiring method.

Formal methods of external recruiting entail searching the labor market more widely for

candidates with no previous connection to the organization. These methods have traditionally

included newspaper/magazine/journal advertising, the use of employment agencies and executive

search firms, and college recruitment.Posting vacancies externally through the various arms of

the media5 or via employment agencies reaches a wider audience and may turn up a greater

number of potential candidates from which the organisation can choose. At the same time, this

method is relatively expensive and time-consuming as the organization works through initial

advertisements, short-listing, interviewing and the other processes that precede selection. Even

then, there is no guarantee that the results will be satisfactory to the organization, since the cost

of advertising often limits the frequency and duration of the job posting, as well as the amount of

information made available, thus making it difficult for a job seeker to accurately judge the

worth of the position being offered.

10


Online applications/recruiting in the internet

Using the Internet is faster and cheaper than many traditional methods of recruiting. Jobs can be

posted on Internet sites for a modest amount (less than in the print media), remain there for

periods of thirty or sixty days or more - at no additional cost - and are available twenty-four

hours a day.

College Recruitment:

College recruiting is all about sending an employer’s representatives to college campuses to

prescreen applicants and create an applicant pool from that college’s graduating class.

Two major advantages of this strategy are the cost (which is higher than word-of-mouth

recruiting but lower than advertising in the media or using an employment agency), and the

convenience (since many candidates can be interviewed in a short time in the same location with

space and administrative support provided by the college itself).

To make college recruiting effective, the recruiting organization must first determine how many

and which schools should be targeted. Subsequent invitations to the organization’s offices, made

to students identified as potential employees, may serve to solidify the firm’s image.

Job fairs

Job fairs are open forum at which employers can exhibit the best their companies have to offer so

that job seekers can make informed choices. At the job fair, employers have a large pool of

candidates on which to draw, while job seekers have the opportunity to shop around for dozens –

sometimes hundreds – of employers, all in one place.

11


Recruitment policy

A recruitment policy indicates the organizations’ code of conduct in the area of activity. A

typical policy statement may run thus:

In its recruitment policies the company will:

Advertise all vacancies internally.

Reply to every job applicant promptly.

Inform job applicants the basic details and job conditions of every job advertised.

Seek candidates on the basis of their qualification.

Aim to ensure that every person invited for interview will be given a fair and through

hearing.

Objectives of selection process

To ensure that we always hire the RIGHT people at RIGHT role at RIGHT time

To build a strong Employer Branding to attract the best talents available in the Industry.

Crucial factors in selection

Relevant Experience is important and not the total experience.

Industry type (The extent to which your present industry is related to the industry of your

prospective (employer)

Relocation (Are you willing to relocate?)

Your education and mode of your education

Salary Budget

12


STRATEGIES

1. Collection of information

The information of the candidates is collected by means of application blank. This contains the

information of the various aspects of candidate’s academics, social, demographic, work

experiences etc. This application blank provides a opportunity to introduce the candidate to the

organization.

2. Selection procedure

13

JOB SPECIFICATION

JOB SUCCESS CRITERION

JOB DESIGN

ORGANIZATIONAL GOALS

SELECTION INSTRUMENTS


Steps in selection procedure:

Reception of applications or preliminary screening

Application blank that gives a detail about the applicant’s background and life history.

Selection tests

1. Intelligence test: It is a test to measure the candidate ability to learn and also the ability to

understand the instruction and decision making. Some of examples are: Stanford-Binet test,

Binet-Simon test, The Wechsler Adult Intelligence Scale.

2. Aptitude test: This test is specifically meant for knowing the candidate’s approach towards an

analytical problem. It is used to measure the mathematical skills, clerical ability of the candidate.

3. Personality test: It is used to measure the basic aspects of candidate’s personality such as

motivation, emotional balance, self-confidence etc.

Selection interview

Interview is the oral examination of candidates for employment.

Types of Interview:

1) Non-Directive Interview: The interviewer ask question as he like. Here no format is used just

random questions.

2) Directive or Structured Interview: here, the interviewer uses a predetermined set of questions that

are completely job oriented.

3) Situational Interview: In this process, the candidate is given a hypothetical situation and asks how

he would respond to that.

4) Behavioral Interview: this type of interview is mainly focused on the behavior of the candidate.

He is asked how he has responded to a particular situation that has been a past experience.

5) Stress Interview: This interview is an attempt to find out how the candidate handle a stressful

question put up by the interviewer. The question may be aggressive, embarrassing and

humiliating etc.

6) Panel Interview: in this type of interview, more than one interviewer are present and they take

their turn to ask questions to the candidate.

14


PRE-SELECTION PROCESS

Phase – I: Selection

Phase – II: Selection

15

Human Resource Requirement

Approving Authority

Approval

CV Sources

Internal CV databaseHiring ConsultantsEmployee ReferralsPersonal Networks Market Intelligence

Job Description

&

Candidate Profile

(Education, competencies, Attitude etc)

Search

HR

CV Bank

Initial HR Screening CVs not short-listed go to CV Database

(For Future use)

Short-listed CVs

Tel. Interviews

(Outstation candidates)

Short-listed CVs

Called for Personal Interviews

(Local candidates)

HR co-ordinates to organize the interviews

Preliminary Interviews

(As per the Selection approving Matrix) Short-listed candidates

Final Interview

(As per the Selection Approving Matrix)


POST SELECTION PROCEDURE

Negotiation of salary

Letter of offer

Acceptance or rejection of the proposal

Reporting the higher authorities about the acceptance of the offer and the Date of Join

Evaluation of the data given by the candidate(annexure)

16

HR does Salary Negotiation & Extends the offer

Salary proposal

(HR to prepare it keeping in mind the Internal Equity)

HR closes it & sends out the offer

letter

New hire joins

HR does the necessary Reference checks & get the details documented in specified format

HR works out the modified offer, if possible within the

band, and tries to pursue & seals the offer

HR informs the concerned Functional Heads about the probable DOJ

Offer NOT AcceptedOffer Accepted


INFERENCE

THIS IS THE SAMPLE QUESTIONNAIRE USED TO COLLECT THE REQUIRED DATA FROM THE RESPECTIVE COMPANIES:

QUESTIONNAIRE:

1. For the recruitment process, among which one does the company prefer most to recruit job applicants?

a) Campus Hiring b. Search Firms c. Employee referrals d. Newspaper ads.

2. Which method of Recruitment is followed most by the company?

a. Internal Methods b. Direct Recruitment c. Indirect Methodd. Third Party Methods.

3. Do you think that The Employment Exchanges Act 1959 narrows the intake of potential employees?

4. Which among these does the company practices most as an Alternative source to recruitment?

a. Subcontracting b. Over time c. Temporary Employees d. Employee Leasinge. Outsourcing

5. How much do you think your company depends on Outsourcing?

a. Hardly anytime b. Occasionally c. Often

6. What’s the approximate Time lapse taken by the company?

a. 30 days b. 45 days c. more than 45 days.

7. Which factors for the company greatly influences the process of recruitment?

a. Economic factors b. Technological factors c. Legal factors

8. How do you evaluate the candidates during campus placement?

17


A candidate having 70% n above in his academics throughout. A candidate showing an increasing consistency in his academics.

9. Among the selection testing given below, which one gets the more weight age by the company?

a. Intelligence Test b. Aptitude Test c. Personality Test

10. However, where do you think majority of the job applicant fail to qualify?

a. Intelligence Test b. Aptitude Test c. Personality Test

11. According to you what are the most Standard Selection Tools?

12. . Which one among these does the company expects the applicant to score most?

a. Non-directive interview b. Directive interview c. Situational interview d. Behavioral Inter view

13. In Stress interview, what do you think the company expects from applicant?

a) His ability to respond to the situation calmly and patiently.

b) His ability to respond to the situation smartly (which includes arguing with interviewer).

14. Which of them according to you is the effective form of Interview?

a. A panel interviewing the candidate.b. An Individual Interviewer interviewing the candidate.

15. What is your opinion about the evaluation done in assessment centre technique?

18


DELL

Dell, Inc. (NASDAQ: DELL, HKEX: 4331), is a multinational technology corporation that

develops, manufactures, sells, and supports personal computers and other computer-related

products. Based in Round Rock, Texas, Dell employs more than 76,500 people worldwide as of

2009.

CEO - MICHAEL DELL

In Dell Company for recruitment process they prefer employee referrals.

Direct recruitment is the most followed recruitment method.

The company feels The Employment Exchange Act1959 narrows the intake of potential

employee’s alternative source to recruitment.

Company occasionally depends on outsourcing.

Time lapse: more than 45 days.

Economic factors of the company influences recruitment process.

They assess student candidates based on academic consistency.

Intelligence test is given more weightage in the process of recruitment.

Candidates find difficulties in intelligence tests.

In Dell, the most Standard Selection Tools is Communication & practical skills.

The company expects the applicant to score most in Behavioral Test.

In Stress interview the company expects the candidate to respond to the situation smartly

According to Dell, the most effective form of Interview is Individual Interviewing of the

candidate. .

19

http://www.hkex.com.hk/invest/index.asp?id=company/quote_page_e.asp?WidCoID=4331&WidCoAbbName=&Month=&langcode=e

http://quotes.nasdaq.com/asp/SummaryQuote.asp?symbol=DELL&selected=DELL


MCX

For recruitment process, MCX Stock Exchange brings with it superior technology and processes

that makes it one of the most efficient exchanges in India. It is recognized by the Securities and

Exchange Board of India (SEBI) as a stock exchange. MCX Stock Exchange enjoys good market

share in trading currency futures and is fully geared to increase market depth and enhance reach

and access in Indian securities market. It is promoted by MCX, the no 1 commodity exchange in

India and Financial Technologies that operates multi asset exchanges in different geographies

and time zones. With more than 600 members and trading terminals spread over several cities,

MCX Stock Exchange is committed to deploy state of the art technology and global best

practices in regulatory compliance and investor protection.

1) MCX prefers search firms the most to recruit job applicants.

2) Direct recruitment process is mostly followed by the company.

3) According to Infosys, the Employment Exchanges Act 1959 doesn’t narrow the intake of

potential employees.

4) The company practices temporary employee as an alternative source to recruitment.

5) The company occasionally depends on Outsourcing.

6)30days is the time lapse taken by the company.

7) Technological factors greatly influences the process of recruitment.

20


8) The company looks for academics consistencies during campus recruitment.

9) Aptitude Test is given more weightage by the company during selection process.

10) According to the company, majority of the job applicant fail to qualify in the aptitude

test.

11) The standard selection tools is test, group discussion and interview

12) The company expects the applicant to score most in situational interview Test.

13) In Stress interview the company expects the candidate to respond to the situation calmly

and with patience.

14) the most effective form of Interview is Panel Interviewing of the candidate

15) Since this an ongoing and graded assessment, the assessment made tends to be more

realistic. However the employee sometimes feels uncomfortable and irked to be ever under

observation.

21


KEANE

Keane Inc is an IT services firm whose business objective is stated as a business that "partners

with businesses and government agencies to optimize IT investments by delivering exceptional

operation, maintenance, and evolution of mission-critical systems and business processes. Keane

helps clients realize the greatest value from their IT investments by leveraging an insider’s

hands-on understanding of the nuances and subtleties of their applications, processes and

infrastructure making the recommendations we give more actionable, the work we do more

pragmatic, and the results realized more measurable."

CEO: MANI SUBRAMANIAN

1) For recruitment process, Keane prefers campus hiring the most to recruit job applicants.

2) Direct recruitment method process is mostly followed by the company.



4) The company practices Outsourcing as an alternative source to recruitment.

5) The company depends often on Outsourcing.

6) 45 days is the time lapse taken by the company

7) Economics factors greatly influence the process of recruitment.

22



9) Intelligence Test is given more weightage by the company during selection process.


test.

11) In keane, the most Standard Selection Tools is communication skills and in-depth

knowledge of the subject.

12) The company expects the applicant to score most in situational interview.


& with patience

14) the most effective form of Interview is panel Interviewing of the candidate .

23


INFOSYS

Infosys Technologies Limited (BSE: 500209, NASDAQ: INFY) is a multinational information

technology services company headquartered in Bangalore, India. It is one of India's largest IT

companies with 103,905 professionals (including subsidiaries) as of Jun 30, 2009. It has offices

in 22 countries and development centers in India, China, Australia, UK, Canada and Japan

CEO: GOPALKRISHNA

1) For recruitment process, Infosys prefers Employees referrals the most to recruit job

applicants.

2) Third party method process is mostly followed by the company.



4) The company practices subcontracting as an alternative source to recruitment.



24

http://quotes.nasdaq.com/asp/SummaryQuote.asp?symbol=INFY&selected=INFY

http://www.bseindia.com/stockreach/stockreach.htm?scripcd=500209





10) According to the company, majority of the job applicant fail to qualify in the intelligence

test.

12) The company expects the applicant to score most in situational interview Test.

13) In Stress interview the company expects the candidate to respond to the situation smartly

14) The most effective form of Interview is Individual Interviewing of the candidate

15) It good and candid, few modification required need to be more focus on domain specific question.

25


IIST, Coimbatore

Indian Institute of Software Testing (IIST) imparting an emerging career in Embedded

Electronics. To mould fresh electronics engineers and to retrain working engineers into High

Caliber Embedded System by enhancing their knowledge and skills in various design aspects of

Embedded Systems. It provides an equal emphasis on both Software and Hardware platforms.

CEO: hemavathy boskaran

1) For recruitment process, IIST prefers Employees Referral the most to recruit job applicants.

2) Direct recruitment process is mostly followed by the company.

3) According to Infosys, the Employment Exchanges Act 1959 narrows the intake of potential

employees.



6) 45 days is the time lapse taken by the company.

7) Economics factors greatly influences the process of recruitment.

8) The company looks for academics consistencies during campus recruitment.26



10) According to the company, majority of the job applicant fail to qualify in the aptitude test.

11) In Infosys, the most Standard Selection Tools is intelligence test.

12) The company expects the applicant to score most in Behavioral Test.


14) According to company, the most effective form of Interview is Individual Interviewing of

the candidate

15) It promptly depends upon the HR committee members and Recruitment persons

IIST, Chennai

1) For recruitment process, IIST prefers newspaper ads the most to recruit job applicants.

2) Internal method process is mostly followed by the company.




5) The company depends occasionally on Outsourcing.


27


7) Technological factors greatly influence the process of recruitment.

8) The company looks for technical skills during campus recruitment.


10) According to the company, majority of the job applicant fail to qualify in the personality

test.

11) In IIST, the most Standard Selection Tools is personal interview.

12) The company expects the applicant to score most in Behavioral Test.


14) the most effective form of Interview is Panel Interviewing of the candidate

15) The evaluation done by the assessment center technique is satisfactory and will be

effective.

28


RELIGARE

A diversified financial services group with a pan-India presence and presence in multiple

international locations, Religare Enterprises Limited ("REL") offers a comprehensive suite of

customer-focused financial products and services targeted at retail investors, high net worth

individuals and corporate and institutional clients.

1) For recruitment process, Religare prefers employees referral the most to recruit job

applicants.

2) Direct recruitment method process is mostly followed by the company.

3) According to Religare, the Employment Exchanges Act 1959 doesn’t narrow the intake of



5) The company depends occasionally on Outsourcing.

6)30 Days is the time lapse taken by the company.


8) The company looks for academics consistencies during campus recruitment.29


9) Intelligence Test is given more weightage by the company during selection process.


test.

11) In Religare, the most Standard Selection Tools is personal interview.

12) The company expects the applicant to score most in Non directive interview.


& with patience

14) the most effective form of Interview is Individual Interviewing of the candidate

Excel of HR.xls

30


CONCLUSION

After an in-depth analysis of the various companies’ recruitment strategies the following

inference can be accurately drawn:

1. The first question in our questionnaire stressed on the recruitment process companies

most prefer for recruiting job applicants.

Looking at the varied responses of the 9 companies under consideration we can make

some important conclusions:

Employee Referral is the most popular choice: Employee referral is an

internal recruitment method employed by organizations to identify potential

candidates from their existing employees social networks. An employee referral

scheme encourages a company's existing employees to select and recruit the

suitable candidates from their social networks.

This clearly shows how companies try and use their resources to the fullest by

using their own employees as a means of getting newer and better work force by

virtue of their experience and knowledge about the needs of the company.

Dell, Infosys, IIST, Religare have been using this technique.

2. The second question dealt with the method of recruitment mostly used by the companies.

This question got 1 response in majority which is the method of Direct Recruitment.

It’s evident from the name of the method why companies prefer this method the

most.

It recruits people directly without any extra procedures and strategies.

The main objective is to recruit the right people based on their ability to work for

the company by virtue of their skill set and knowledge reservoir.

3. The next question was on the consequences of The Employment Exchanges Act 1959 on

intake of potential employees.

The responses were very balanced with 4 out of 9 saying YES the act did narrow

the intake.

And 5 out of 9 saying the act did not influence intake in any way.

31

http://en.wikipedia.org/wiki/Social_networks

http://en.wikipedia.org/wiki/Organization

http://en.wikipedia.org/wiki/Recruitment


4. Next we asked about the alternatives to recruitment process.

Most companies opt for outsourcing: Outsourcing is subcontracting a process,

such as product design or manufacturing, to a third-party company.

It also means the transfer of a business function to an external service provider.

5. When asked about the level of dependence on outsourcing we again received a mixed

reply with some of them opting for ‘often’ and almost the same number opting for

‘occasionally’ but whatever the case outsourcing proved to be 1 of the main ways of

recruiting applicable employees.

6. Time Lapse: mostly the companies have a 45 day or more time lapse period.

7. The factors influencing recruitment of the company saw a tie between technological and

economic factors showing how both the factors influence different companies based on

their qualities and properties and also the area of expertise of the company.

8. Evaluation of candidates during campus placements saw a great demand of academic

consistency. Proving that companies infer a lot about a candidates knowledge and skill

set by looking at the consistency plot of his/her academic background and performance.

9. Most valued selection technique of the company: certain companies opted for intelligence

test and some for aptitude test.

This factor is totally determined by particular company policies.

It differs from company to company and has nothing to do with what the nature of

the company is; it is a matter of choice and what method a company would like to

employ to short-list applicable candidates.

It’s the companies interpretation of intelligence and aptitude and what they think

is more important in an employee.

10. Where most job applicants fail to qualify : more cases of failure in the aptitude test

category as aptitude is something a person is born with and is difficult to be improved on

the other hand intelligence is a quality which can be worked upon and improved over

time by gaining experience and studying.

32


11. Standard Selection Tools : these range from

Communication and Practical skills

Intelligence Interview

Personal Interview

Test , Group Discussion , interview

Directive Interview

12. Where does the company expect the candidate to score: mostly behavioral and situational

are the areas where the company expects candidates to perform well as these form the

grounds of taking a decision about the particular candidate.

13. What is expected off the candidate in a stress interview: smartness and quick wit is what

the companies are looking for in candidates.

Certain weightage is also given to calmness and patience of the candidate and how they

handle various situations put infront of them.

14. Panel and Individual interview both are equally preferred by various companies.

To summarise companies while recruiting have a well laid out plan which comprise various

strategies and policies which have been formed keeping in mind the needs and requirements of

the company at that moment and in the future.

The main aim of a company to carry out recruitment is to enhance their existing work-force and

take in employees who can further add value to their organization.

33


BIBLIOGRAPHY

HUMAN RESOURCE MANAGEMENT

Second Edition – By V S P Rao.

RECRUITMENT STRATEGIES

Managing/Effecting the Recruitment Process – By Margaret A. Richardson

www.wikipedia.com

www.google.com

34

http://www.google.com/

http://www.wikipedia.com/


35

HR GROUP 2 SEC A

Documents

Transcript of HR GROUP 2 SEC A