RECRUITMENT FACTORS AT BANK

ASSINGMENT

In

RESEARCH METHODOLOGY & FUNDAMENTALS

OF MR

MEANING OF RECRUITMENT

According to Edwin B. Flippo, “Recruitment is the process of searching the

candidates for employment and stimulating them to apply for jobs in the

organization”. Recruitment is the activity that links the employers and the

job seekers. A few definitions of recruitment are:

A process of finding and attracting capable applicants for

employment. The process begins when new recruits are sought and

ends when their applications are submitted. The result is a pool of

applications from which new employees are selected.

It is the process to discover sources of manpower to meet the

requirement of staffing schedule and to employ effective measures

for attracting that manpower in adequate numbers to facilitate

effective selection of an efficient working force.

Recruitment of candidates is the function preceding the selection, which

helps create a pool of prospective employees for the organization so that the

management can select the right candidate for the right job from this pool.

The main objective of the recruitment process is to expedite the selection

process.

Recruitment is a continuous process whereby the firm attempts to develop a

pool of qualified applicants for the future human resources needs even

though specific vacancies do not exist. Usually, the recruitment process

starts when a manger initiates an employee requisition for a specific vacancy

or an anticipated vacancy.

RECRUITMENT NEEDS ARE OF THREE TYPES

PLANNED

The needs arising from change in organization and retirement policy.

ANTICIPATED

Anticipated needs are those movements in personnel, which an organization

can predict by studying trends in internal and external environment.

UNEXPECTED

Resignation, deaths, accidents, illness give rise to unexpected needs.

OBJECTIVES OF THE STUDY

Attract and encourage more and more candidates to apply in the

organization.

Create a talent pool of candidates to enable the selection of best

candidates for the organization.

Determine present and future requirements of the organization in

conjunction with its personnel planning and job analysis activities.

Recruitment is the process which links the employers with the

employees.

Increase the pool of job candidates at minimum cost

STATEMENT OF THE PROBLEM

The HR department has a difficulty in finding out that what aspects of

an individual are to be given importance while recruiting him/her.

The study is all about finding the level of importance of the factors

that are considered by a bank while recruiting employees at mid-level

management.

Here the factors considered are speaking skills, convincing techniques

of a person, his positive attitude, etc... By conducting this research we found

out that how many of these factors actually play a major role in recruiting

the Employees at mid-level of a Bank

RECRUITMENT PROCESS

The recruitment and selection is the major function of the human

resource department and recruitment process is the first step towards

creating the competitive strength &the strategic advantage for the

organizations. Recruitment process involves a systematic procedure from

sourcing the candidates to arranging &conducting the interviews and

requires many resources and time.

1) Identify vacancy

2) Prepare job description and person specification

3) Advertising the vacancy

4) Managing the response

5) Short-listing

6) Arrange interviews

7) Conducting interview and decision making

The recruitment process is immediately followed by the selection process

i.e. the final interviews and the decision making, conveying the decision and

the appointment formalities.

SOURCES OF RECRUITMENT

Every organization has the option of choosing the candidates for its

recruitment processes from two kinds of sources: internal and external

sources.

INTERNAL SOURCES OF RECRUITMENT EG: -

1. TRANSFERS

The employees are transferred from one department to another according to

their efficiency and experience.

2. PROMOTIONS

The employees are promoted from one department to another with more

benefits and greater responsibility based on efficiency and experience.

3. 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 and procedures.

EXTERNAL SOURCES OF RECRUITMENT EG:-

1. EDUCATIONAL INSTITUTES

Various management institutes, engineering colleges, medical Colleges etc.

are a good source of recruiting well qualified executives, engineers, medical

staff etc. They provide facilities for campus interviews and placements. This

source is known as Campus Recruitment.

2. PLACEMENT AGENCIES

Several private consultancy firms perform recruitment functions on behalf of

client companies by charging a fee. These

Agencies are particularly suitable for recruitment of executives and

specialists. It is also known as RPO (Recruitment Process Outsourcing)

FACTORS AFFECTING RECRUITMENT

The recruitment function of the organizations is affected and governed by a

mix of various internal and external forces. The internal forces or factors are

the factors that can be controlled by the organization. And the external

factors are those factors which cannot be controlled by the organization. The

internal and external forces affecting recruitment function of an organization

INTERNAL FACTORS AFFECTING RECRUITMENT

The internal forces i.e. the factors which can be controlled by the

organization are:

1. RECRUITMENT POLICY

The recruitment policy of an organization specifies the objectives of

recruitment and provides a framework for implementation of recruitment

programmed. It may involve organizational system to be developed for

implementing recruitment programmes and procedures by filling up

vacancies with best qualified people.

FACTORS AFFECTING RECRUITMENT POLICY

• Organizational objectives

• Personnel policies of the organization and its competitors.

• Government policies on reservations.

• Preferred sources of recruitment.

• Need of the organization.

• Recruitment costs and financial implications.

2. HUMAN RESOURCE PLANNING

Effective human resource planning helps in determining the gaps present in

the existing manpower of the organization. It also helps in determining the

number of employees to be recruited and what qualification they must

possess.

3. SIZE OF THE FIRM

The size of the firm is an important factor in recruitment process. If the

organization is planning to increase its operations and expand its business, it

will think of hiring more personnel, which will handle its operations.

4. COST

Recruitment incur cost to the employer, therefore, organizations try to

employ that source of recruitment which will bear a lower cost of

recruitment to the organization for each candidate.

5. GROWTH AND EXPANSION

Organization will employ or think of employing more personnel if it is

expanding its operations.

EXTERNAL FACTORS AFFECTING RECRUITMENT

The external forces are the forces which cannot be controlled by the

organization. The major external forces are:

1. SUPPLY AND DEMAND

The availability of manpower both within and outside the organization is an

important determinant in the recruitment process. If the company has a

demand for more professionals and there is limited supply in the market for

the professionals demanded by the company, then the company will have to

depend upon internal sources by providing them special training and

development programs.

2. LABOUR MARKET

Employment conditions in the community where the organization is located

will Influence the recruiting efforts of the organization. If there is surplus of

manpower at the time of recruitment, even informal attempts at the time of

recruiting like notice boards display of the requisition or announcement in

the meeting etc will attract more than enough applicants.

3. UNEMPLOYMENT RATE

One of the factors that influence the availability of applicants is the growth

of the economy (whether economy is growing or not and its rate). When the

company is not creating new jobs, there is often oversupply of qualified

labor which in turn leads to unemployment.

4. COMPETITORS

The recruitment policies of the competitors also affect the recruitment

function of the organizations. To face the competition, many a times the

organizations have to change their recruitment policies according to the

policies being followed by the competitors

FACTORS OF RECRUITMENT WHICH WE HAVE

CONSIDERED WHILE DOING A SURVEY.

1) QUALIFICATION

Professional certification, trade certification, or professional

designation, often called simply certification or qualification, is a

designation earned by a person to assure that he/she is qualified to

perform a job or task.

If a demonstration of ability or knowledge is required by law before

being allowed to perform a task or job, this is referred to as licensure

2) WORK EXPERIENCE & PROJECTS HANDLED.

Because employers are looking to recruit graduates who have some

knowledge of the world of work, work-related learning can be gained

from a variety of work-experience opportunities, which can variously

be described as:

Sandwich placements: Assessed paid work which is part of a

student's course. It is often of one year's duration.

Work-based project: A specific piece of assessed work for a course,

undertaken at an employer's premises.

Work Placement: A period of work-experience, which can be paid or

unpaid, and is part of a course of study. This can be arranged through

your university with an employer or by yourself and is for an agreed

period of time.

Voluntary work: Any type of work undertaken for no payment,

usually outside of your course and in your spare time

Whatever the size or capabilities of your organization you could reap

the benefits from taking students on work-experience. Students can

offer many qualities to your organization and can offer fresh new

ideas or develop projects that the company just hasn’t had time to

carry out.

3) PERSONALITY

The personality factor is in fact considered very important while

evaluating any candidate. This is because of the fact that more and

more Companies are strengthening their services component. In this

scenario a technical person has to meet and face the customers. In this,

the HR professional has to keep some fixed criteria in mind while

selecting the right candidate for any given job.

4) COMPUTER SKILLS

Computer skills refer to one's ability to utilize the software (and

sometimes hardware) of a computer.

They include:

Basic computer skills

Knowing how to switch on/off the computer

Being able to use a mouse to interact with elements on the

screen

Being able to use the computer keyboard

Being able to use the basic MS-Office

Being able to use internet and any other software required for

banks.

5) COMMUNICATION SKILLS

For a team to work effectively it is essential that team members

acquire communication skills and use effective communication

channels between one another e.g. using email, viral communication,

group meetings and so on. This will enable team members of the

group to work together and achieve the team's purpose and goals.

6) ATTITUDE

When it comes to Human Resource Management and recruiting, in

recent years hire for attitude became a well known mantra. Several

commercial tests such as the LAB Profile, Nowhere is your positive

attitude more required and appreciated by others than in your

workplace. There are sound reasons for this: about 30% of an

employee’s waking hours are spent at the workplace. Without some

positive people around, this time could become very troublesome.

7) NEGOTIATION

Broadly speaking, negotiation is an interaction of influences. Such

interactions, for example, include the process of resolving disputes,

agreeing upon courses of action, bargaining for individual or collective

advantage, or crafting outcomes to satisfy various interests. Negotiation

is thus a form of alternative dispute resolution

8) TEAM WORK

Teamwork is the concept of people working together cooperatively.

Projects often require that people work together to accomplish a common

goal; therefore, teamwork is an important factor in most organizations.

Effective collaborative skills are necessary to work well in a team

environment. Many businesses attempt to enhance their employees'

collaborative efforts through workshops and cross-training to help people

effectively work together and accomplish shared goals.

“The old structures are being reformed. As organizations seek to become

more flexible in the face of rapid environmental change and more

responsive to the needs of customers, they are experimenting with new,

team-based structures”.

FOLLOWING ARE THE OUTCOMES OF THIS SURVEY CONDUCTED

PIE DIAGRAM:-

Work Exp10%

Qualification13%

Communication Skills11%

Computer Skills11%

Personality10%

Aptitude9%

Negotiation Skills9%

Attitude9%

Projects Handled8%Team Work

10%

Qualification Work Exp Personality]Computer Skills Communication Skills AptitudeNegotiation Skills Attitude Team WorkProjects Handled

BAR GRAPH:-

-

50.00

100.00

150.00

200.00

250.00

300.00

350.00

400.00

450.00

Qua

lifica

tion

Wor

k Ex

p

Pers

onal

ity

Compu

ter S

kills

Comm

unica

tion

Skills

Aptitu

de

Negot

iatio

n Ski

lls

Attitu

de

Team

Wor

k

Proj

ects

Han

dled

ANALYSIS OF THE SURVEY PERFORMED

Sample size chosen for this survey is 100. The sampling method used in this

survey is non-probability sampling. In this type of sampling, items for the

sample are selected deliberately by the researcher; his choice concerning the

items remains supreme. The judgment of the organizers of the study plays an

important part in this sampling design.

TOTAL

419.00 375.00 351.00 378.00 399.00 341.00 334.00 333.00 365.00 296.00

MEAN

4.19 3.75 3.51 3.78 3.99 3.41 3.34 3.33 3.65 2.96STD.DE

V0.9608

0.78335

0.81023

0.78599

0.73161

0.82993

0.89013

1.00559

1.22578

1.31316

Now according to this survey, the outcome is that the sample size

chosen has given more importance to the factors like attitude,

Team work, Projects handled. These factors have to be given more

importance while recruiting the employees for the mid-level

banking sector.