RECRUITMENT & SELECTION PROCEDUREATDHRUVA TECHNOLOGIES PVT.LTDINTRODUCTIONHUMAN RESOURCE:

Human Resource is of paramount importance for the success of any organization. It is a source of strength and aid. Human resources are the wealth of an organization which can help it in achieving it goals. Human Resource management is concerned with the human beings in an organization. It reflects a new outlook which views organizations manpower as its resources and assets.

Human Resource is a resource like any other natural resource. It means that management can get and use the skill, knowledge, ability, etc. Through the development of skills, tapping and utilizing them again and again. Human Resource management is that process of management which develops and the human elements of an enterprise.

RECRUITMENT AND SELECTION:

The Recruitment and selection is a strategy for acquiring and placing human resource process and are often used interchangeably. Recruitment refers to the process of identifying and encouraging prospective employees to apply for jobs; selection is concerned with picking the right candidates from a pool of applications. Recruitment is said to be positive in the approach as it seeks to attract as many candidates as possible. Selection on other hand is negative in its application in as much as it seeks to eliminate as many qualified applications as possible in order to identify the right candidates. The most valuable asset to any large-scale organization is right caliber personnel, individuals, differ in their ability to perform the different types of activities. They differ in their physical characteristics, intelligence, and intellectual aptitudes, in interests, in temperament, and in character. Because of these large differences in human abilities, the problems of proper selection become a very important one.

The importance of having an effective recruitment and selection policy in an organization, the recent trends that have influenced the process of recruitment and selection in an organization, various challenges faced by organizations in the process of recruiting and selecting employees. Recruitment has been regarded as the most important function of personnel administration, which discovers the potential applicants for actual or anticipated organizational vacancies. The selection procedure is concerned with securing relevant information about an applicant. The objective of selection process is to determine whether an applicant whose is most likely to perform well in that job.

Recruitment and Selection is the core HR practices without which organization cannot survive. Recruitment forms the first stage in the process which continuous with selection and ceases with the placement of the candidates. Therefore it is important to know about the recruitment and selection process in an organization.Employers are always looking for the right staff to fill the job vacancies that they have on offer. Finding the right staff means that recruitment and selection processes are a key factor in the success of any business. In order to be truly effective it is essential that a business has the right kind of personnel. Having people who enjoy their jobs and want to make a success of them can be the making of a company, while uninterested and unsuitable staff can bring a successful business to its knees.

In order to ensure the right kind of recruitment and selection of staff means that an employer should be aware of the kind of skills that they want an employee to have. Employers should also be aware of the kind of transferable skills that will be useful to the company. This means that employers need to be quite specific when they advertise a vacancy. If an employer decides to use the services of an agency in the recruitment and selection process, then he/she should be precise in their instructions to the recruitment consultant.

One of the most important aspects of the recruitment and selection process is to have a clear framework for short listing candidates for a vacancy. This means that an employer should have some idea of what they want to see on a persons resume or CV and what kind of experience they expect a potential employee to have had. During the recruitment and selection process it is also wise to establish which qualities and qualifications are essential to the job and which are desirable. Once you have your shortlist of potential employees then you have to decide whether a single interview will suffice or whether you want an interview and presentation.

The recruitment and selection process is always easier if an employer can provide a recruitment agency or recruitment consultant with a very specific brief on what they want in an employee. They should also advise the agency/consultant of their own processes of selecting the right candidate. This way the agency or consultant can advise potential candidates at each stage of the recruitment and selection process.

Whoever interviews candidates for a position should be ready to provide feedback on that interview, either to the candidate themselves or to the agency representing them. Before the interview (and presentation if stipulated) takes place the employer should have a definite idea of what they are prepared to offer as an employment package. It is not a good idea to be vague at this stage of the process because it is all too easy to forget that when it comes to recruitment and selection the candidate may also be sizing up their potential employer.

FACTORS AFFECTING RECRUITMENT

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.

IMPORTANCE OF RECRUITMENT POLICY

It should focus on recruiting the best potential people.

To ensure that every applicant and employee is treated equally with dignity and respect.

Unbiased policy.

To aid and encourage employees in realizing their full potential.

Transparent, task oriented and merit based selection.

Weightage during selection given to factors that suit organization needs.

Optimization of manpower at the time of selection process.

Defining the competent authority to approve each selection.

Abides by relevant public policy and legislation on hiring and employment relationship.

Integrates employee needs with the organizational needs. DIFFERENCE BETWEEN RECRUITMENT AND SELECTION1.Recruitment comes first and is followed by Selection.2. Recruitment is positive process while Selection is a negative process.3. Recruitment is calling large pool of candidates while Selection is choosing the suitable Candidate. The Main Objective of a selection procedure is to determine whether an applicant meets the qualification for a specific job, and then to choose the applicant who is most likely to perform well in that job.

Need of the study:

This project work characterizes to evaluate the recruitment programs that are conducted at Dhruva Technologies Pvt.Ltd. The objectives of the study are as follows.

Recruitment is the process which links the employers with the employees.

Vacancies due to Promotions, transfer, retirement, termination, permanent disability, death and labour turnover.

Creation of new vacancies due to the growth, expansion and diversification of business activities of an enterprise. In addition, new vacancies are possible due to job specification. To evaluate the recruitment management programs.

To identify and suggest measures for the improvement of the recruitment programs. Increase the pool of job candidates at minimum cost.

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.

Meet the organizations legal and social obligations regarding the composition of its workforce.

OBJECTIVES:

To study the recruitment and selection procedure in Dhruva Technologies Pvt.Ltd(P) Ltd, Hyderabad.

To know how the new candidates are recruited and placed in Photon Fargo Solutions (P) Ltd, Hyderabad.

To know the level of satisfaction of employees regarding recruitment and selection process at Dhruva Technologies Pvt.Ltd, Hyderabad.

To know the policy in order to meet the manpower requirements of Dhruva Technologies Pvt.Ltd with personnel who posses the necessary qualifications, skills, aptitude, and are suitable as per organizational needs.

To streamline the recruitment process to ensure that we always hire the RIGHT people at RIGHT role at RIGHT time. To give suggestions if any, in strengthening the Recruitment and Selection Procedure in Dhruva Technologies Pvt.Ltd, Hyderabad.SCOPE OF THE STUDY:

The scope of the study is confined to the following process like procedure followed for Recruitment and Selection, type of skills, needed by the employees, satisfaction levels of the employees by taking the 75 as sample size. The study is covered only to the employees of Dhruva Technologies Pvt.Ltd Hyderabad. To identify the various factors companies undertake prior to the recruitment process.

To study how the companies establish a fit between their business strategy and recruitment strategy.

To study how the companies have coped with change in the market vis a vis its recruitment process. To analyse the recruitment policy of the organization.

To compare the Recruitment policy with general policy.

To provide a systematic recruitment process.

RESEARCH METHODOLOGY

Research is a scientific and systematic search for pertinent information on a specific topic. Research is an art of scientific investigation. Research comprises defining and redefining problems, formulation hypothesizer suggested solutions, collecting, organizing and evaluating the data, making deductions and reaching conclusions and at last carefully testing the conclusions to determine whether they fit the formulating hypothesis

- By CLIFFORD WOOD

Methodology means a procedure designed to the extent to which it is planned and evaluated before conducting the inquiry and the extent to which the method for making decisions is evaluated

-By Dhondyal.

Data collection: There are two types of data

Primary data Primary data can be collected either through experience or through survey. Those which are collected a fresh and for the first time thus happen to be original in character that is called primary data.Questioned 75 employees with the following questionnaire and collected the data. I spent time for the fresh recruitment process and collected the data after questioning the candidate.

By observation

Personal discussion

Personal Interview

Questionnaire Secondary data Secondary data means the data that has already been available The secondary data is gathered from Journals, magazines, official records, broachers, office files, annual reports, Internet and also through discussion with concerned officers.

Sampling method

The sampling techniques are the process of selecting a few from a bigger group to become the basis for estimating or predicting the fact, situation or outcome regarding bigger group.

The research technique adopted is Random Sampling Technique

Sample size 75 respondents

Sampling unit DHRUVA TECHNOLOGIES PVT.LTD Sampling Area HYDERABADTools for data collection:

Questionnaire This method is used in data collection which is quite popular, particularly in case of big enquires private individuals research persons private and public organization, are adopting it. Questionnaires consist of a number of questions printed or typed in a definite order on forms. The respondents have to answer the questions on their own.

Questionnaire Design The questionnaire consists of a number of questions printed in a definite order or a set of forms.

Questions include :

Closed Ended Questions

Dichotomous QuestionsIndustry Profile

Overview on India's Software IndustryAccording to statistics, country's software exports reached total revenues of Rs 46100 crores. The shares of total Indian exports form 4.9 per cent in 1997 to 20.4 percent in 2002-03. It is expected that the industry will generate a total employment of around four millions peoples, which accounts for 7 per cent of India's total GDP as in the year 2008.

The year 1995-96 was a boom for the industry. The performance of the industry over the years is as follows:

(In terms of US $ millions)

Domestic software Market490670920125017002450

Software Exports 73410851750265040006300

Indian Software Industry 122417552670390057008750

India's Software Exports:Software exports has major share in India's total exports. As of the year 2004-05, bothsoftwareand services revenue grew by 32 percent to $ 22 billions and $ 28.5 billions in 2005-06.

According to NASSCOM, India's domestic market, grew by 24 per cent. Presently Indian companies have concentrated on only two largest IT service markets. They are USA and the UK. Even Canada, Japan, Germany and France represent huge growth potential in the industry.

Why India?

Rapidly Improving infrastructure

Large Talent Pool Availability

Infrastructure High Quality Educat ional

Low Operaing Costs

R&D Strengths

Established Technology Clusters

Government Incentive

Progress of IT Industry(In terms of US $ billion)Year2003-042004-052005-06*IT software and service exports9.212.015.2ITE-BPO exports3.65.27.3Domestic market3.94.86.0Total16.722.028.5

*EstimatedSource: Ministry of Communications and IT.

1995-1996 - 1224 million US Dollars1996-1997 - 1755 million US Dollars1997-1998 - 2670 million US Dollars1998-1999 - 3900 million US Dollars1999- 2000 - 5700 million US Dollars2000-2001 - 8750 million US DollarsAccording to the NASSCOM- McKinsey report on the IT industry of India, the projectedrevenueof the IT industry of India for the year 2008 is 87 billion US Dollars. The projected exports or the year 2008, accord to this report, is 50 billion US Dollars.

Some of the important aspects of the NASSCOM- McKinsey report related to the size of India's IT industry are -

There is potential of 3.2 million people being employed in the IT industry of India by the end of 2012.

Contribution of software and services to the total GDP of India will be more than 7.5%.

FDI(Foreign Direct Investment) of 10.5 billion US Dollars expected in the IT industry by the end of 2011.

45% of total exports from India will be from IT exports.

225 billion US Dollars worth of market capitalization from ITshares.

Softwares and services are exported to bout 195 companies from India. North America accounts for 61% of the software exports from India.

The projections about the size of India's IT industry present a very optimistic picture. The industry is expected to grow to double its current size by the year 2012. India's IT industry is expected to grow at an annual average rate of 18% in the next five years. The industry is also expected to cross the 100 billionUSDollarmark by 2011. One of the major areas of growth for the IT industry of India is by tapping the potential in the domestic market. The IT industry of India is largely dependant on the export market. Penetrating more into the domestic market would create further opportunities of growth for the IT industry.

Adoption of new liberal policies in India has given birth immense opportunities to its industries. Success story of India'sSoftware Industryis a step in the same direction.

TheSoftware Industry, which is a main component of the Informationtechnology, has brought tremendous success for the emerging economy.

India's young aged manpower is the key behind this success story. Presently there are more than 500 software firms in the country.

Worldwide IT Spending to Grow 5.3 Percent in 2010Unseasonably Strong Hardware Sales in First Quarter Sets Up 2010 for Solid IT Spending Growth Worldwide IT spending is forecast to reach $3.4 trillion in 2010, a 5.3 percent increase from IT spending of $3.2 trillion in 2009, according to Gartner, Inc. The IT industry will continue to show steady growth with IT spending in 2011 projected to surpass $3.5 trillion, a 4.2 percent increase from 2010.

"Following strong fourth quarter sales, an unseasonably robust hardware supply chain in the first quarter of 2010, combined with continued improvement in the global economy, sets up 2010 for solid IT spending growth," said Richard Gordon, research vice president at Gartner. "However, it's important to note that nearly 4 percentage points of this growth will be the result of a projected decline in the value of the dollar relative to last year. IT spending in exchange-rate-adjusted dollars will still grow 1.6 percent this year, after declining 1.4 percent in 2009."

Worldwide computing hardware spending is forecast to reach $353 billion in 2010, a 5.7 percent increase from 2009 (see Table 1). Robust consumer spending on mobile PCs will drive hardware spending in 2010. Enterprise hardware spending will grow again in 2010, but it will remain below its 2008 level through 2014. Spending on storage will enjoy the fastest growth in terms of enterprise spending as the volume of enterprise data that needs to be stored continues to increase. Near-term spending on servers will be concentrated on lower-end servers; longer-term, server spending will be curtailed by virtualization, consolidation and, potentially, cloud computing.

"Computing hardware suffered the steepest spending decline of the four major IT spending category segments in 2009. However, it is now forecast to enjoy the joint strongest rebound in 2010," said George Shiffler, research director at Gartner. "Consumer PC spending will contribute nearly 4 percentage points of hardware spending growth in 2010, powered by strong consumer spending on mobile PCs. Additionally, professional PC spending will contribute just over 1 percentage point of spending growth in 2010 as organizations begin their migration to Windows 7 toward the end of the year."

Worldwide IT Spending Forecast (Billions of U.S. Dollars)2009Spending2009Growth (%)2010Spending2010Growth (%)

Computing Hardware333-12.53535.7

Software221-2.12325.1

IT Services777-4.08215.7

Telecom1,892-3.41,9885.1

All IT3,223-4.53,3945.3

Worldwide software spending is expected to total $232 billion in 2010, a 5.1 percent increase from last year. Gartner analysts said the impact of the recession on the software industry was tempered and not as dramatic as other IT markets. In 2010, the majority of enterprise software markets will see positive growth.

The infrastructure market, which includes all the software to build, run and manage an enterprise, is the largest segment in terms of revenue and the fastest-growing through the 2014. The hottest software segments through 2014 include virtualization, security, data integration/data quality and business intelligence. The applications market, which includes personal productivity and packaged enterprise applications, has some of the fastest-growth segments. Web conferencing, team collaboration and enterprise content management are forecast to have double-digit compound annual growth rates (CAGR), in the face of growing competition surrounding social networking and content.

"Cost optimization, and the shifts in spending form mega suites to the automation of processes will continue to benefit alternative software acquisition models as organizations will look for ways to shift spending from capital expenditures to operating expenditures," said Joanne Correia, managing vice president at Gartner. "Because of this, vendors offering software as a service (SaaS), IT asset management, virtualization capabilities and that have a good open-source strategy will continue to benefit. We also see mobile-device support or applications, as well as cloud services driving new opportunities."

The worldwide IT services industry is forecast to have spending reach $821 billion in 2010, up 5.7 percent from 2009. The industry experienced some growth in reported outsourcing revenue at the close of 2009, an encouraging sign for service providers, which Gartner analysts believe will spread to consulting and system integration in 2010.

"We continue to see a long-term recession 'hangover' as a more-cautious mind-set continues as the norm among a lot of buyers who keep looking for small, safe deals where cost take-out is a key factor, said Kathryn Hale, research vice president at Gartner. "In the face of that ongoing strong pressure to renegotiate contracts, and in the absence of equivalent pressure from stockholders, we believe vendors will generally choose to maintain margins over revenue growth."

Worldwide telecom spending is on pace to total close to $2 trillion in 2010, a 5.1 percent increase from 2009. Between 2010 and 2014, the mobile device share of the telecom market is expected to increase from 11 percent to 14 percent, while the service share drops from 80 percent to 77 percent and the infrastructure share remains stable at 9 percent of the total market.

Worldwide enterprise network services spending is forecast to grow 2 percent in revenue in 2010, but Gartner analysts said this masks ongoing declines in Europe and many other mature markets as well as an essentially flat North American market.

"Longer term, the global enterprise network services market is expected to grow modestly, largely on the back of growth in Internet services, such as hosting," said Peter Kjeldsen, research director at Gartner. "Ethernet services will also grow significantly, albeit at the expense of both legacy services and multiprotocol label switching (MPLS)."

In India, the software boom started somewhere in the late 1990s. Most of the Indian software companies at that moment offered only limited software services such as the banking and the engineering software. The business software boom started with the emergence of Y2K problem, when a large number of skilled personnel were required to fulfill the mammoth database-correction demand in order to cope up with the advent of the new millennium

The profile of the Indian IT Services has been undergoing a change in the last few years, partly as it moves up the value chain and partly as a response to the market dynamics. Ten years ago, most US companies would not even consider outsourcing some of their IT projects to outside vendors. Now, ten years later, a vast majority of US companies use the professional services of Indian Software engineers in some manner, through large, medium or small companies or through individuals recruited directly.

The market competition is forcing organizations to cut down on costs of products. The professional IT services on the other hand are becoming increasingly expensive. The offshore software development model is today where onsite professional services were ten years ago. There is a high chance (almost a mathematical certainty), that in less than ten years, the vast majority of IT services (software development being just one of them) from developed countries, will be, one, outsourced and two, outsourced to an offshore vendor.

Despite the global economic slowdown, the Indian IT software and services industry is maintaining a steady pace of growth. Software development activity is not confined to a few cities in India. Software development centers, such as Bangalore, Hyderabad, Mumbai, Pune, Chennai, Calcutta, Delhi-Noida-Gurgaon, Vadodara, Bhubaneswar, Ahmedabad, Goa, Chandigarh, Trivandrum are all developing quickly. All of these places have state-of-the-art software facilities and the presence of a large number of overseas vendors. Indias most prized resource is its readily available technical work force. India has the second largest English-speaking scientific professionals in the world, second only to the U.S. It is estimated that India has over 4 million technical workers, over 1,832 educational institutions and polytechnics, which train more than 67,785 computer software professionals every year. The enormous base of skilled manpower is a major draw for global customers. India provides IT services at one-tenth the price. No wonder more and more companies are basing their operations in India.

India's IT industry caters to both domestic and export markets. Exports contribute around 75% of the total revenue of the IT industry in India. The IT industry can be broadly divided into four segments

The industry is in an expansion mode right now, with dozens of new offshore IT services vendors emerging everyday, the industry has a high probability of being subjected to the 80:20 rule in not too distant a future. In perhaps another ten years, 80 percent of all outsourced offshore development work will be done by 20 percent of all vendors, a small number of high quality, trusted vendors. Only a few select countries and only the most professional companies in those countries, will emerge as winners. India will definitely be the country of choice for offshore software development. We have the potential to become and remain the country of choice for all software developments and IT enabled services, second only to the USA. The third choice could be far distant.

India is among the three countries that have built supercomputers on their own. The other two are USA and Japan. India is among six countries that launch satellites and do so even for Germany and Belgium. India's INSAT is among the world's largest domestic satellite communication systems. India has the third largest telecommunications network among the emerging economies, and it is among the top ten networks of the world.

To become a global leader in the IT industry and retain that position, we need to constantly keep moving up the value chain, focusing on finished products and solutions, rather than purely on skill sets and resumes. We need to be able to package our services as products, rather than offering them as raw material. We need to be able to recognize and build up on our strengths and work on our weaknesses.

The IT industry has emerged as one of the most important industries in the Indian economy contributing significantly to the growth of the economy.

The IT industry of India got a major boost from the liberalization of the Indian economy. India's software exports have grown at an annual average rate of more than 50% since 1991. The structure of the IT industry is quite different from other industries in the Indian economy. The IT industry of India is hugely dependant on skilled manpower. Primarily a knowledge based industry, the IT industry of India has reordered significant success due to the huge availability of skilled personnel in India.

The industry structure in the ITsectorhas four major categories. These are - IT services

IT enabled services

Software products

Hardware

IT services

IT services

IT services constitute a major part of the IT industry of India. IT services include client, server and web based services. Opportunities in the IT services sector exist in the areas of consulting services, management services, internet services and application maintenance. The major users of IT services are Government

Banking

Financial services

Retail and distribution

Manufacturing

The services which make extensive use of information and telecommunicationtechnologies are categorized as IT enabled services. The IT enabled services is the most important contributor to the growth of the IT industry of India. Some of the important services covered by the ITESsectorinIndiaare -

Customer-interaction services including call-centers Back-office services

Revenue accounting

Data entry and data conversion

HR services

Transcription and translation services

Content development and animation

Remote education,

Data search

GIS

Marketresearch

Network consultancy

Software productsSoftware products are among the most highly exported products from India. The software industry in India originated in the 1970s and grew at a significant pace in the last ten years. Between 1996-1997 and 2002-2003, the Indian software industry grew more than five times from 2630 crores to 13200 crores. During the same period software and service exports from India grew by almost twelve times.

Hardware

The hardware sector of the It industry focuses on the manufacturing and assembling of computer hardware. The consumption of computer hardware is high in the domestic market. Due to the rise in the number of ITcompanies, sales of desktops, laptops, servers, routers, etc have been on the rise in recent years. Many domestic and multi-national; companies have invested in the computer hardwaremarketinIndia.

Another categorization in the structure of India's IT industry is related to the market. There are two major market classifications - the domestic market and theexportmarket. The export market, dominates the IT industry accounting for 75% of the revenue.

Challenges before Indian IT Industry

At present there are a number of challenges that are facing the information technology industry of India. One of the major challenges for the Indian information technology industry was to keep maintaining its excellent performance standards.

The experts are however of the opinion that there are certain things that need to be done in order to make sure that India can maintain its status as one of the leading information technology destinations of the world. The first step that needs to be taken is to create an environment for innovation that could be carried for a long time.

The innovation needs to be done in three areas that are connected to the information technology industry of India such as business models, ecosystems and knowledge. The information technology sector of India also has to spread the range of its activities and also look at the opportunities in other countries

.The improvement however, also needs to be qualitative rather than just being quantitative. The skill level of the information technology professionals is one area that needs improvement and presents a considerable amount of challenge before the Indian information technology industry.

The Indian information technology industry also needs to co-ordinate with the academic circles as well as other industries in India for better performance and improved productivity. The experts are of the opinion that the business process outsourcing service providers in India need to change their operations to a way that is more oriented to the knowledge process outsourcing. One of the most important crises facing the Indian information technology industry concerns the human resources aspect. The problems with outsourcing in countries like the United States of America are posing problems for the Indian information technology industry as well.

In the recent times a bill has been passed in the state of New Jersey that allows only the citizens or legal non-Americans to be given contracts. This legislation has also affected some other states like Missouri, Connecticut, Wisconsin and Maryland. These states are also supposed to be considering these laws and their implementation. This is supposed to have an adverse effect on the outsourcing that is the source upon which the information technology industry of India thrives. The information technology professionals who aim at working in the country are also likely to be hindered by the legislation as a significant amount of these professionals have been going to work in the USA for a long time

The size of India's IT industry has grown significantly over the years. The size of this sunshine industry of India grew from 150 million US Dollars to 50 billion US Dollars between 1990-1991 and 2006-2007. The growth of the IT industry has been very high in the last few years. The size of the Information Technology industry of India was 5.7 billion US Dollarsin 1999-2000. After the turn of the century the industry experienced exponential growth to reach the 50 billion mark by 2006-2007.

verview

Photon Fargo Solutions focuses on Software development, BPOs and Consulting Company providing hi-tech information technology solutions and manpower staffing. Our main asset has been our software professionals who have been successfully working at Top Fortune Companies all over India and abroad.

From IT strategy-consulting right through implementing IT solutions for customers, Photon Fargo Solutions straddles the entire IT space. It has excellent domain competencies in verticals such as Banking & Financial Service, Insurance & Healthcare, Hi-Tech, Retail and Manufacturing. As a diverse end-to-end IT solutions provider, Photon Fargo Solutions offers a range of expertise aimed at helping customers re-engineer and re-invent their businesses to compete successfully in an ever-changing marketplace.

Photon Fargo Solutions has a client base comprising several fortune 1000 organizations. Our commitment is to provide solutions that translate into tangible business outcomes for our customers. Photon Fargo Solutions domain capability expertise and reduced learning curves enables significant compression in time-to-value deliverables. And through collaborative, long-term relationships, we enable customers to achieve and sustain measurable results.

Photon Fargo Solutions a customer-centric and quality conscious offshore development company with head quarters in New Delhi, India and sales office in UK - offers solutions in a wide array of IT segments with a desire to be the leader in the industry. As one of the leading software development companies, we have carved a niche for ourselves in offshore outsourcing, software outsourcing, software development, web development, web designing, web hosting, and graphics designing, content development and in many more domains. At Photon Fargo Solutions we have always delivered quality solutions umpteen times to clients based across the globe and to our credit, clients have continuously reposed their valuable faith in us. With an incredible team as our forte, in the years to come, we are sure to be the best offshore development company in the entire world.

We offer full cycle custom software services from offshore software development to outsourcing support and enhancement. Having experienced and skillful team of software engineers, we are able to produce tangible positive results in all projects according to your business needs. We enable you to reduce outsourcing software development costs and aim to enhance revenue growth by offering highly responsive support, mature software development and cost-competitive services. We take pride to leverage deep industry and functional expertise and advanced technology to create highest value for all business models.

Vision:

At Dhruva Technologies Pvt.Ltd.,, the customer is the focus of our vision. Their changing needs and demands are our inspiration. Their satisfaction is our only measure of success.Our Customer First policy is about

Providing cutting-edge consulting and technology solutions.

Looking beyond the immediate needs and offering solutions for the future.

Presenting innovative options to deliver value.Believing in quality above all else.

At Dhruva Technologies Pvt.Ltd., , the customer comes first.

Dhruva Technologies Pvt.Ltd., is constantly doing customer research in order to deliver better value to customers, depending on their specific needs. We study new technologies in depth for robustness, feasibility and obsolescence to enable early adoption and create lasting customer value. Our global pool of talent in consulting and services delivers trusted solutions to customers.

Corporate profile:

About CompanyDhruva Techno Solutions Pvt. Ltd., is a leading consulting and technology solutions company in India with a focus on Executive Search, Recruitment. Learning and Temporary Staffing services to client organizations. Dhruva is the fastest growing HR company in India.

We are one of the HR & recruitment solution providers with multi domain IT & Non IT expertise which helps us serve our clients with premium consulting. Providing innovative and creative answers to organizations in search of efficient Staffing, BPO Services, and Learning Solutions. We specialize in end-to-end recruitment solutions, soft skills and behavioural skills trainings, HR outsourcing solutions, software solutions and HR Consultancy Services.

Dhruva is professionally managed Manpower Placement Consultancy firm with network across India. Dhruva is well organized as one of the leading manpower sources providing recruitment consultancy services Specialized in placement of Senior and Middle level Management. Dhruva's Prime objective is to add value to the client's business by offering best-in-class services and solutions. Your organization can leverage our resources and expertise to improve productivity.

Company OverviewWe provide a large array of HR Solutions viz. Executive, talent procurement into IT & Non IT, We provide tailor made solutions to all our clients, to meet their objectives and timelines. We possess a network of highly qualified professionals who conducts the first base selection in accordance with the client's requirements. Dhruva Techno Solutions Pvt. Ltd. is a privately held company has acquired Tropical Consultants Pvt.Ltd., which offers consulting and Information Technology services started in 1999.

We believe that the biggest assets for any company are its people. Therefore it is imperative for any company to not only have the best of the talents as its Human Capital but also to keep upgrading their expertise by means of extensive training and development programmes. Dhruva not only helps you to find the best available talent from the industry but also to train and develop your people to make them Industry Ready'.

The trust and commitment that we demonstrate in our work has got us the coveted title of "The Employer's Choice" by many of our clients.

Our Mission Dhruva Techno Solutions effectively uses the innovativeness of our personnel to employ process & technology that facilitates an environment of dynamic and rapid growth. Dhruva aim to sharpening each business unit's operation to a gleaming point and allow these units.

To provide high performance business solutions & Consulting services to meet the requirements and exceed the expectations of our customers.

Develop Business Solutions based on proven technologies, provide high-quality, easy to use, secure and reliable software solutions suitable for corporate usage.

To continually improve the productivity of business by providing business management software and related services that adapt to the ever-changing needs of business.

"We are passionate and pioneering people dedicated to provide solutions for any HR Challenges of our clients, out customers or our employees".

Listen closely to our customers and be genuine and real in our communication. Refuse to settle for mere customer satisfaction, but strive to positively delight and amaze our customers with service and support that are second to none. Dhruva is committed to promoting diversity at workplace.Our VisionNo matter where we are or what we do, there are fundamental beliefs and behaviours that guide our decisions, focus our actions and unite us as a company. Dhruva's vision and values serve to inspire how we interact, create, deliver and, ultimately, be successful - for clients, for job seekers and for ourselves. Our vision is to lead in the creation and delivery of innovative workforce solutions and services that enable our clients to win in the changing world of work.

Our ValuesWe care about people and the role of work in their lives. We respect people as individuals, trusting them, supporting them, enabling them to achieve their aims in work and in life. We help people develop their careers through planning, work, coaching and training. We recognize everyone's contribution to our success - our staff, our clients and our candidates. We encourage and reward achievement.

We share our knowledge, our expertise and our resources so that everyone understands what is important now and what is happening next in the world of work - and knows how to respond. We actively listen and act upon this information to improve our relationships, solutions and services. Based on our understanding of the world of work, we actively pursue the development and adoption of the best practices worldwide.

We lead in the world of work. We dare to innovate, to pioneer and to evolve. We never accept the status quo. We constantly challenge the norm to find new and better ways of doing things. We thrive on our entrepreneurial spirit and speed of response - taking risks, knowing that we will not always succeed, but never exposing our clients to risk.

"To be India's Premier HR Company and to acquire, provide and nurture the best of Indiantalent"Training and DevelopmentDhruva'sTraining and Development Center provides thousands of courses accessible online every day, 24 hours a day. It's a convenient way for anyone to update and increase their skill sets. And it's free for all Manpower associates and employees. Take a look at the many ways you can take advantage of the Training and Development Center and advance your position.

Need your employees to learn a new software tool? Strengthen managerial skills? Refresh their knowledge of safe work practices? Withonline training from Manpower, you can cost-effectively enhance your employees' skill sets, engagement and productivity.

Dhruva's Training and Development Center offersthousands of current and interesting courses in the areas of:

Desktop software skills - e.g., Microsoft Office, Lotus Notes, Adobe

Business skills - e.g., project management, communication, sales excellence

IT skills - e.g., Microsoft Exchange, Flash, SAP, Linus

Legal compliance - e.g., sexual harassment, workplace ethics, HIPAA

Environmental health and safety - e.g., injury prevention, lockout/tagout, back safety

Courses cover the latest hot topics and business-critical knowledge areas, and many come with supplemental reading materials and learning aids to further extend that knowledge. Each course is also value-priced to enable employers to take advantage of the full catalog and match courses to the individual needs of employees.

HR Professionals Courses-Our Training and Development Center offers courses specifically targeted to HR professionals studying for their PHR/SPHR certification, or looking to grow their knowledge with courses that qualify for HRCI credit.

Services Offered:

Application Development and Maintenance Services, Consulting and Enterprise Business Solutions, Infrastructure Management Services.STAFFING SERVICES :

Organizations today realize that human expertise is critical for the success of any enterprise. Our clients partner with us for strategic and comprehensive solutions in locating talent, not merely to cut costs, but to gain a competitive edge and focus on core strengths.

IfHuman expertiseis what makes an organization work, we bring in the right combination of expertise facilitating organizations to acquire flexible and permanent workforce, enhancing productivity & quality and reducing employment related risk.

For career aspirants seeking flexible employment or an Organization seeking flexible workforce, recruitment and staffing services in any function or category we assure speed, flexibility, transparency, dependability and excellent service, needless to say, value addition and a solution based approach.

Focused approach, continuous investment to enhance operational and delivery standards, implementation of Global Best Practices and Technology has enabled us to attain the leading position in the HR Outsourcing space.

Dhruva Technologies Pvt.Ltd., provides Manpower Consulting and Software Development Services to clients - as partners to conceptualize and realize technology driven business transformation initiatives.

Dhruva Technologies Pvt.Ltd., has been providing superior information technology talent and solutions to private and public sector clients. Our reputation as an IT expert is built on a decade of experience as a full-spectrum source for the IT community. We help organizations operate more productively and profitably through a full spectrum of specialized staffing and project implementation services.

Dhruva Technologies Pvt.Ltd., has young enthusiastic management professionals from various fields like Business Consulting and Information Technology supported by senior experts from the corporate world. The team is well integrated and equipped with advanced technologies, which enables Dhruva Technologies Pvt.Ltd., to deliver value to its clients. The extensive in-house training program ensures that the team is ready not only to perform but also gives it the ability to rapidly develop deep expertise in any technology and business area. The growth of Dhruva Technologies Pvt.Ltd., has been spurred by the spirit of the individuals who work at various levels to keep ahead of the rest, and constantly rise to the challenges that beckon them at the frontiers of technology.

Database Selection:

With live and extensive in-house database collected over the last two years Dhruva Technologies Pvt.Ltd., can cater to both the candidates to get their dream jobs as well as the recruiters to find the right employee for their openings. Dhruva Technologies Pvt.Ltd., has an extensive database consisting of some of the biggest companies and reputed institutions from every sector. The candidates database is also huge with different kinds of candidates with enormous potential.

Dhruva Technologies Pvt.Ltd., also gets support from its Channel partners to fulfill client requirements.

Current & Large Database

Validated Talent Pool

Strong Technology Support System

Selection process:

We have team of senior technical professionals for all range of technologies for screening and evaluating candidates competencies. Due to this pre-process, only quality candidates are forwarded to our clients. Thereby saving our clients valuable time and efforts.

We have full fledged automated Candidate Tracking System to maintain/search/track high quality professionals.

We invest the time to understand your company, your values, your requirement, and your business

Software Development:

Dhruva Technologies Pvt.Ltd., can provide Software Development services as per the specifications of our clients either at the functional level or at the system design level. Based on the level and detail of inputs provided, our consultants can step into the life-cycle, complete the development and hand-over the system where our client is most comfortable to take over. Appropriate entry and exit criteria for Dhruva Technologies Pvt.Ltd., to step-in and step-out, as well as the deliverables could be mutually agreed upon before the start of such Software Development services.

Our Software Development services comprise of an array of programming activities:

Development of custom applications and solutions

Development of databases, software to support your business processes

Integration of third-party components/applications, reverse engineering

A development project involves taking a holistic approach to the entire software development lifecycle. Everything is planned prior to the initiation of the project; right from conducting requirements analysis and systems assessment stage up to implementation and user training. This, along with our quality management system, reduces the time taken for application development, giving our customers significant business benefitsDhruva Technologies Pvt.Ltd., methodology helps its expert professionals work closely with customers to understand and map the concept/problem, detail the requirements, architect the system, develop, deploy and support the applications on a continuous basis. Dhruva Technologies Pvt.Ltd., takes complete responsibility for the application from concept to rollout.

Our Project Management Expertise, outstanding quality, on time delivery, knowledge transfer abilities and proven methodology make us a great value addition to your company. We provide all these services with professional integrity and a total commitment to your success.

Dhruva Technologies Pvt.Ltd., manages the complete life cycle of the application, all productivity improvements are documented and demonstrated to customers. Contract Staffing

We match the candidates to the tasks you need completed based on the description of skills you have provided. Once you select the candidate for your needs we place them on our payroll and their work for you begins. Photon Fargo Solutions takes all of its contract professionals and assumes the employer of record responsibilities for all mandated withholdings and state employee insurance and PF for the duration of the contract.

Permanent Placement

Business in all industries turn to Dhruva Technologies Pvt.Ltd., Resource Group when they need to add or replace regular full time IT professionals or functional consultants within their staffs. Our own competency in all of the HR functions allows us to understand your specific business needs and target the precise combination of knowledge, experience and style required for the positions open.

Payrolling Service

Utilizing select contract employees and their specific skills without taking on the burden of payroll administration, tax withholdings and mandated insurance coverages is as doable as it is attractive for businesses with Dhruva Technologies Pvt.Ltd., payrolling services. The flexible approach to generally short-term staffing beeds gives you access to people you know when you need them without the hassles of layoffs when the work project is finished. You identify who you need, Dhruva Technologies Pvt.Ltd., enrolls them on its payroll, assumes the employer of record responsibilities, provides mandated employee state insurances, provident fund and ensures proper tax withholdings, and IT form at the end of year for tax purposes

HR Solutions

Outsourced HR services is a proactive, bundle program of services designed to respond to the needs of growth companies with little or few internal HR capabilities. Outsourced HR includes human resources services, which combine the depth of Photon Fargo Solutions HR knowledge with client's resources to collectively manage the HR function. This program works well for capability to meet changing organizational and legal requirements, without adding an internal staff position.

OUTSOURCING :

Offshore Development Center

Globalization has transformed the entire business world and has led to new buzzword i.e. Outsourcing. Offshore outsourcing has undoubtedly changed the way business is now being conducted. Many organizations are leveraging the benefits by outsourcing their services in terms of both cost and quality. Developed part of the world is specially finding many offshore development centers in the developing countries to be worthwhile for outsourcing activity. This is because they can receive quality service at economically cheap prices.

Vsworx is one of the leading offshore development centers based in UK, US and Asia. We have fully equipped development center with necessary infrastructure and professional expertise to create quality software applications. We specialize in software outsourcing, offshore outsourcing, software development, web development, web designing, web hosting, search engine optimization, graphics designing, content development and many more areas.

Benefits of choosing us as an offshore center

Reduced costs as compared to onsite companies

Full control over the project and capability to manage it dynamically

Improved productivity by delivering reliable, speedy and cost effective services

Smooth communication with any team member

Flexibility to select appropriate skills to meet your project objectives

Sustainable differential advantage over competitors

Our highly professional and skilled team focuses on core business needs and project goals and maintains transparency in the development work. We are flexible enough to synchronize working shifts with business hours in your company. We undertake quality standards in every project to assure success.

Focus on technology, competitive pricing, service model and excellent project management experience are key elements which reflects credibility and brand name of your company worldwide. We provide world class infrastructure, resourceful engineers, skilled and experienced project managers and quality management process to achieve what you are thriving upon.

Outsourcing IT application management allows enterprises to focus on their core business, offering benefits across the business spectrum

Reduced Manpower Concerns

With a strong pool trained IT professionals, Photon Fargo Solutions IT understands and caters to the specific needs of the enterprise

Further, a well-defined career growth path for the enterprise's in-house IT employees reduces the problem of manpower attrition

Cost Reduction

Tremendous financial benefits on a sustained basis through Photon Fargo Solutions IT's cost-effective technology solutions

A predictable IT spend with annuity based long term contracts

Access to scaleable solutions in line with business growth

Freed up capital funds for deployment in core business activities

Improved User Satisfaction

Our improvements on services, software functionality and quality ensure higher user satisfaction

Case Studies

E-commerce Application

Our major task is to create a web ordering and online customization of products business process that must have good features

Business Directory

The Belgium-based client wanted an online directory and cross-industry market place that addresses online presence and e-commerce facilitation needs of business users who can use available comprehensive business intelligence to get acquainted with potential market, partners and competitors in their sector, area, region and country.

Social Networking

Our solution was specifically tailored to facilitate communication and referrals through a community website for business and entertainment purposes.CONSULTING:

Photon Fargo Solutions consulting team aims to improves the alignment of business and technology through improved process efficiency, reduced cost and enhanced business value of IT. Our consultants combine extensive technical experience with strong strategic and business focused leadership. We work with some of the largest companies in the world, providing solutions to their issues using a proven business-focused approach. Starting with an understanding of the business need, we then work with our clients to design and deliver efficient solutions, striking the right balance between leveraging what they have and delivering what they need.

We help our clients in building a high performance IT organization through formalizing the IT strategy, governance, metrics, business processes, technology and organization structure needed to deliver and manage efficient, high quality IT services. We work with our clients in architecture, business value analysis, asset management, product evaluation and selection, data privacy and security of their IT function.

Technologies: Enterprise Architecture Consulting

Enterprise Portal Consulting

ERP Consulting

Quality Consulting

Web Services Consulting

Industries: Automotive

Banking and Finance

Bio Technology

Government

HealthCare

High Technology

Insurance

Media and Entertainment

Retail

Semi-conductor

Telecom

Travel and Transportation

CLIENTS :Photon Fargo Solutions Valued Customers, Our goal is to develop long-term relationships with our clients. We measure success by the value our customers receive from our expertise and the resulting business and technical achievements. Over the years, we've helped over 150 organizations in accomplishing their objectives. Here are the few companies we've served...We routinely assist our customers with streamlining business operations through process engineering, automation and help them isolate and resolve complex technical issues. Our culture is one that encourages knowledge sharing and constructive debating.

SAP LABSHPCadbury

VirtusaBAJAJ AllianzHerald Logic

Knack systemsInfotechBank of America

GoldstoneGeBBSVERTEX

Thakral GroupTransdyneMott`s

E Centric Solutions Pvt LtdSEAL Infotech Pvt. LtdDatamatics Limited

Architectsap

Photon Fargo Solutions consulting services pvt ltd ServicesERP

SAP

Oracle

People Soft

JD Edwards

BAAN

Operating Systems / Platforms

MS Windows NT 95/98/ 2000/ XP

Novel Netware

MacOS

UNIX

LINUX

SUN Solaris

Application / Servers

Microsoft IIS

Microsoft commerce Server 2000

Microsoft Terminal Server

Microsoft Site Server

Microsoft Transaction Server

Microsoft Sharepoint Server

MS Exchange Server 2000

BEA WebLogic

Oracle 9i AS

IBM WebSphere

Netscape Enterprise Server

Netscape Application Server

(NAC)

Allaire/Macromadia JRun

Apache Tomcat

Software Engineering Tools

Microsoft Visual Interdev

Microsoft Visual Studio .NET

Microsoft .NET Mobile Web SDK

Microsoft Visual Sourcesafe

Microsoft Project

Rational Rose

Rational Rose XDE

Rational Clear Case

Erwin

Enterprise Architect

Norton Ghost

Developer / Designer 2000

InstalShield

CodeWarrior

Symantec Visual Cafe

IBM VisualAge

J Builder

Databases /RDBMS

MS SQL Server

Microsoft Access

Oracle (PL/SQL,OCI)

Microsoft Visual Fox Pro

IBM DB2

IMS

XML SQL

MySQL

An enterprise resource planning (ERP) system is an integrated computer-based application used to manage internal and external resources, including tangible assets, financial resources, materials, and human resources. Its purpose is to facilitate the flow of information between all business functions inside the boundaries of the organization and manage the connections to outside stakeholders. Built on a centralized database and normally utilizing a common computing platform, ERP systems consolidate all business operations into a uniform and enterprise-wide system environment.[1]

An ERP system can either reside on a centralized server or be distributed across modular hardware and software units that provide "services" and communicate on a local area network. The distributed design allows a business to assemble modules from different vendors without the need for the placement of multiple copies of complex and expensive computer systems in areas which will not use their full capacity.

Our expert In this modules

SAP

Oracle

People Soft

JD Edwards

BAANOperating Systems / PlatformsAn operating system (OS) is software, consisting of programs and data, that runs on computers and manages the computer hardware[1] and provides common services for efficient execution of various application software.

For hardware functions such as input and output and memory allocation, the operating system acts as an intermediary between application programs and the computer hardware,[2][3] although the application code is usually executed directly by the hardware, but will frequently call the OS or be interrupted by it. Operating systems are found on almost any device that contains a computerfrom cellular phones and video game consoles to supercomputers and web servers.

Examples of popular modern operating systems for personal computers are Microsoft Windows, Mac OS X, and GNU/LinuxMS Windows NT 95/ 98/ 2000/ XP

Novel Netware

MacOS

UNIX

LINUX

SUN SolarisDhruva Techno Solutions Pvt.Ltd.,1-98/15/1/192, NJS Towers,

Hitech City Main road, Madhapur,

Hitech City, Hyderabad.

A.P., India - 500081.

+91 40 32900060

www.dhruvatechno.com

Dhruva Techno Solutions Pvt.Ltd.,

1-634, 36thCross, 100 ft Road,

Indira Nagar, Bangalore.

Karnataka, india - 560038.

www.dhruvatechno.comDhruva Techno Solutions Pvt.Ltd.,

E4, Lavanya Apartment,

Sector-62, Noida-201301

www.dhruvatechno.comTHEORETICAL FRAME WORKRecruitment forms the first stage in the process which continues with selection and ceases with the placement of the candidate. It is the next step in the procurement function, the first being the manpower planning. Recruitment makes it possible to acquire the number and types of people necessary to ensure the continued operation of the organization. Recruiting is the discovering of potential applicants for actual or anticipated organizational vacancies.

In the other words, it is a linking activity bringing together those with jobs and those seeking jobs. Recruitment has been regarded as the most important function of personnel administration, because unless the right type of people are hired, even the best plans of the organization would fail to achieve the objectives.

DEFINITION:

Recruitment is the process of locating and encouraging potential applicants to apply for existing or anticipated job openings. It is actually a linking function, joining together those with jobs to fill and those seeking jobs. Recruitment, logically, aims at

Attracting a large number of qualified applicants who are ready to take up the job if its offered and

Offering enough information for unqualified persons to self- select themselves out (for example, the recruitment ad of a foreign bank may invite applications from chartered accountants who have cleared the CA examination in the first attempt only).

- V.S.P. RAO Recruitment is the process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organization.

-EDWIN B FLIPPO Recruitment is a process to discover the sources of manpower to meet the recruitments of the staffing schedule and to employ effective measures for attracting that manpower in adequate number to facilitate effective selection of an efficient workforce.

- MERVIN C. YODER

Other definitions of recruitment are:

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 AND SELECTION PROCEDURE AT Dhruva Technologies Pvt.Ltd

Recruitment and selection are two of the most important functions of personnel management. Recruitment precedes selection and helps in selecting a right candidate.

Recruitment is a process to discover the sources of manpower to meet the requirement of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of efficient personnel.

Staffing is one basic function of management. All managers have responsibility of staffing function by selecting the chief executive and even the foremen and supervisors have a staffing responsibility when they select the rank and file workers. However, the personnel manager and his personnel department is mainly concerned with the staffing function.

Right person for the right job is the basic principle in recruitment and selection. Ever organisation should give attention to the selection of its manpower, especially its managers. The operative manpower is equally important and essential for the orderly working of an enterprise. Every business organisation/unit needs manpower for carrying different business activities smoothly and efficiently and for this recruitment and selection of suitable candidates are essential. PURPOSE AND IMPORTANCE:

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.

Help increase the success rate of selection process by decreasing number of visibly under qualified or overqualified job applicants.

Help reduce the probability that job applicants once recruited and selected will leave the organization only after a short period of time.

Meet the organizations legal and social obligations regarding the composition of its workforce.

Begin identifying and preparing potential job applicants who will be appropriate candidates.

Increase organization and individual effectiveness of various recruiting techniques and sources for all types of job applicantsSOURCES OF RECRUITMENT

Every organisation has the option of choosing the candidates for its recruitment processes from two kinds of sources: internal and external sources. The sources within the organisation itself (like transfer of employees from one department to other, promotions) to fill a position are known as the internal sources of recruitment. Recruitment candidates from all the other sources (like outsourcing agencies etc.) are known as the external sources of recruitmentINTERNAL RECRUITMENT: Internal recruitment seeks applicants for positions from within the company. The various internal sources include:

Present EmployeesPromotions and transfers among the present employees can be a good source of recruitment. Promotion implies upgrading of an employee to a higher position carrying higher status, pay and responsibilities. Promotion from among the present employees is advantageous because the employees promoted are well acquainted with the organizational culture, they get motivated. Promotion from among present employees also reduces the requirement for job training.

Transfer refers to shifting an employee from one job to another without any change in the post, status and responsibilities. The need for transfer is felt to provide employees a broader and varied base which considered necessary for promotions.

Former EmployeesFormer employees are another source of applicants for vacancies to be filled up in the organization. Retried or retrenched employees may be interested to come back to the company to work on a part- time basis. Similarly, some former employees who left the organization for any reason may again be interested to come back to work.

Employee ReferralsThis is yet another internal source of Recruitment. The Existing employees refer their family members, friends and relatives to the company as potential candidates for the vacancies to be filled up in the organization.

Retirements

At times, management may not find suitable candidates in place of the one who had retired, after meritorious service. Under the circumstances, management may decide to call retired managers with new extension.

Internal notification Sometimes, management issues an internal notification for the benefit of existing employees. Most employees know from their own experience about the requirement of the job and what sort of person the company is looking for. Often employees have friends or acquaintances who meet these requirements. Suitable persons are appointed at the vacant posts.

EXTERNAL RECRUITMENTExternal recruitment makes it possible to draw upon a wider range of talent, and provides the opportunity to bring new experience and ideas in to the business. Disadvantages are that it is more costly and the company may end up with someone who proves to be less effective in practice than they did on paper and in the interview situation. The various external sources include:

Advertisement

It is an external source which has got an important place in recruitment procedure. The biggest advantage of advertisement is that it covers a wide area of market and scattered applicants can get information from advertisements. Medium used is Newspapers and Television. Advertisements must contain proper information like the job content, working conditions, location of job, compensation including fringe benefits, job specifications, growth aspects, etc. The advertisement has to sell the idea that the company and job are perfect for the candidate.

Educational Institutions

There are certain professional Institutions which serve as an external source for recruiting fresh graduates from these institutes. This kind of recruitment done through such educational institutions is called as Campus Recruitment. They have special recruitment cells which help in providing jobs to fresh candidates.Walk-ins and Write-ins The most common and least expensive approach for candidates is direct applications, in which job seekers submit unsolicited application letters or resumes. Direct applications can also provide a pool of potential employees to meet future needs. While direct applications are particularly effective in filling entry-level and unskilled vacancies, some organizations compile pools of potential employees from direct applications for skilled positions. Write-ins are those who send written enquiries. These jobseekers are asked to complete application forms for further processing.Recommendations There are certain people who have experience in a particular area. They enjoy goodwill and a stand in the company. There are certain vacancies which are filled by recommendations of such people. The biggest drawback of this source is that the company has to rely totally on such people which can later on prove to be inefficient.MERITS AND DEMERITS OF RECRUITMENT

MERITS

Economical: The cost of recruiting internal candidates is minimal. No expenses are incurred on advertising. Suitable: The organization can pick the right candidates having the requisite skills. The candidates can choose a right vacancy where their talents can be fully utilized.

Reliable: The organization has knowledge about the suitability of a candidate for a position.

Satisfying: A policy of preferring people from within offers regular promotional avenues for employees. It motivates them to work hard and earn promotions. They will work with loyalty, commitment and enthusiasm.

DEMERITS

Limited choice: The organization is forced to select candidates from a limited pool. It may have to sacrifice quality and settle for less qualified candidates.

Inbreeding: IT discourages entry of talented people. Available outside an organization. Existing employees may fail to behave in innovative ways and inject necessary dynamism to enterprise activities.

Inefficiency: Promotions based on length of service rather than merit, may prove to be a blessing for inefficient candidates. They do not work hard to prove their worth

Bone of contention: Recruitment from within may lead to infighting among employees aspiring for limited. Higher-level positions in an organization. As years roll by the race for premium positions may end up on a bitter note.RECENT TRENDS IN RECRUITMENT

The following trends are being seen in recruitment OUTSOURCING

In India, the HR processes are 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: Company need not plan for human resources much in advance.

Value creation, operational flexibility and competitive advantage

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

Company is free from salary negotiations, weeding the unsuitable resumes/candidates.

Company can save a lot of its resources and time.POACHING/RAIDING Buying talent (rather than developing it) is the latest mantra being followed by the organizations today. Poaching means employing a competent and experienced person already working with another reputed company in the same or different industry; the organization 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. E-RECRUITMENT The buzzword and the latest trends in recruitment is the E-recruitment Also known as Online recruitment, it is the use of technology or the web based tools to assist the recruitment process. The tool can be either a job website like naukri.com, the organizations corporate web site or its own intranet. Many big organizations use 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 prospective employees depending upon their requirements.

OVERALL VIEW OF RECRUITMENT PROCESSJob analysis The proper start to a recruitment effort is to perform a job analysis, to document the actual or intended requirement of the job to be performed. This information is captured in a job description and provides the recruitment effort with the boundaries and objectives of the search. These job descriptions need to be reviewed or updated prior to a recruitment effort to reflect present day requirements. Starting a recruitment with an accurate job analysis and job description insures the recruitment effort starts off on a proper track for success.

Sourcing AdvertiSING:

A common part of the recruiting process, often encompassing multiple media, such as the Internet, general newspapers, job ad newspapers, professional publications, window advertisements, job centers, and campus graduate recruitment programs. Recruiting research: Which is the proactive identification of relevant talent who may not respond to job postings and other recruitment advertising methods. This initial research for so-called passive prospects, also called name-generation, results in a list of prospects who can then be contacted to solicit interest, obtain a resume/CV, and be screened.Screening and selection Suitability for a job is typically assessed by looking for skills, e.g. communication, typing, and computer skills. Qualifications may be shown through resumes, job applications, interviews, educational or professional experience, the testimony of references, or in-house testing, such as for software knowledge, typing skills, numeracy, and literacy, through psychological tests or employment testing. Other resume screening criteria may include length of service, job titles and length of time at a job. In some countries, employers are legally mandated to provide equal opportunity in hiring. Business management software is used by many recruitment agencies to automate the testing process. Many recruiters and agencies are using an applicant tracking system to perform many of the filtering tasks, along with software tools for psychometric testing.

"Onboarding" is a term which describes the process of helping new employees become productive members of an organization. A well-planned introduction helps new employees become fully operational quickly and is often integrated with a new company and environment. Onboarding is included in the recruitment process for retention purposes. Many companies have onboarding campaigns in hopes to retain top talent that is new to the company, campaigns may last anywhere from 1 week to 6 months.Internet recruitment and websites

Such sites have two main features: job boards and a resume/curriculum vitae (CV) database. Job boards allow member companies to post job vacancies. Alternatively, candidates can upload a rsum to be included in searches by member companies. Fees are charged for job postings and access to search resumes.

Since the late 1990s, the recruitment website has evolved to encompass end-to-end recruitment. Websites capture candidate details and then pool them in client accessed candidate management interfaces (also online).

Key players in this sector provide e-recruitment software and services to organizations of all sizes and within numerous industry sectors, who want to e-enable entirely or partly their recruitment process in order to improve business performance.

The online software provided by those who specialize in online recruitment helps organizations attract, test, recruit, employ and retain quality staff with a minimal amount of administration. Online recruitment websites can be very helpful to find candidates that are very actively looking for work and post their resumes online.

Also, some candidates who are actively looking to change jobs are hesitant to put their resumes on the job boards, for fear that their current companies, co-workers, customers or others might see their resumes.

Job search engines The emergence of meta-search engines, allow job-seekers to search across multiple websites. Some of these new search engines index and list the advertisements of traditional job boards. These sites tend to aim for providing a "one-stop shop" for job-seekers.

However, there are many other job search engines which index pages solely from employers' websites, choosing to bypass traditional job boards entirely. These vertical search engines allow job-seekers to find new positions that may not be advertised on traditional job boards, and online recruitment websites. MEANING OF SELECTION

Once the potential applicants are identified, the next step is to evaluate their qualification, qualities, experiences, capabilities, etc. and make the selection. It is the process of offering jobs to the desired applicants.The size of the labour market, the image of the company, the place of posting ,the nature of job the compensation package and a host of other factors influence the manner of aspirants are likely to respond to the recruiting efforts of the company. Through the process of recruitment the company tries to locate prospective employees and encourages them to apply for vacancies at various levels. Recruiting thus, provides a pool of applicants for selection.

DEFINITION Selection means choosing a few from those who apply, it is picking up of applicants or candidates with requisite qualifications and qualities to fill jobs in the organization. The entire process of selection begins with an initial screening interview and concludes with a final employment decision. When a selection policy is formulated, organizational requirement like technical and professional dimensions are kept in mind.RECRUITMENT AND SELECTION PROCESS:1. Receiving Applications

2. Screening Applications

3. Testing-Achievement Trade, Intelligence, Aptitude Personality

4. Interviewing

5. Checking References Selection

6. Physical & Medical examination

7. Placement Job introduction, on the job training.

The selection practices and procedures differ from one organization to another depending on the situation and needs of the organization. The procedure adopted for selection involves a series of methods or steps or stages by which the overall information regarding the candidates is known. Selection procedure depends upon the nature adopted by a company thinks to derive from the candidate on selection.Reception

A company is known by the people it employs. In order to attract people with talents, skills and experience a company has to create a favourable impression on the applicants right from the stage of reception. Whoever meets the applicant initially should be tactful and able to extend help in a friendly and courteous way. Employment possibilities must be presented honestly and clearly. If no jobs are available at that point of time, the applicant may be asked to call back the personnel department after some time. Preliminary interviewInitial screening is done to weed out totally undesirable/unqualified candidates at the outset. It is essentially a sorting process in which prospective candidates are given necessary information about the nature of the job and the organization.

Application Blank

Application blank or form is one of the most common methods used to collect information on the various aspects of the applicants academic, social, demographic, work related background and references. It is a brief history sheet of employees background.

Selection test

Psychological are being increasingly used in employee selection. A test is sample of some aspects of an individuals attitude, behavior and performance. It also provides systematic basis for comparing the behavior, performance and attitudes of two persons.

Selection is the process of gathering information about applicants who can best do the job. There are various tests involved for selection, which shall provide a candidate for a job. These tests are classified as:

1)Personality Test This is a test to measures the different kinds of job-related personality the applicants possess.

2)Assessment Centers A place for applicants to undergo performance simulation tests that evaluate the applicants capability for managerial position.

3)Specific Ability Test This is a test to measures the specific kinds of ability applicants have in order to perform a job well.

4)Cognitive Ability Test This is a test to measures the applicants ability in perceptual speed, numerical aptitude general reasoning, verbal comprehension and spatial aptitude.

5) Biographical Data This is a survey that reviews applicants personal background and life experience. 6)Work Sample Test This is a test that requires applicant to perform the tasks that are actually done on the job. 7)Written Test

Various written test conducted during selection procedure are aptitude test,intelligence test,reasoning test,personality test,etc.These test are used to objectively assess the potential candidate

Employment interview

It is one to one interaction between the interviewer and the potential candidate.It is used to find whether the candidate is best suited for the for the required job or not.

Types of interviews:

Several types of interviews are commonly used depending on the nature and

importance of the position to be filled within an organization.

In a NON-DIRECTIVE INTERVIEW the recruiter asks questions as they come to mind. There is no specific format to be followed.

In a PATTERNED INTERVIEW, the employer follows a pre-determined sequence of questions. Here the interviewee is given a special form containing questions regarding his technical competence, personality traits, attitudes, motivation, etc.

In a STRUCTURED OR SITUATIONAL INTERVIEW, there are fixed job related questions that are presented to each applicant.

In a PANEL INTERVIEW several interviewers question and seek answers from one applicant. The panel members can ask new and incisive questions based on their expertise and experience and elicit deeper and more meaningful expertise from candidates.

Interviews can also be designed to create a difficult environment where the applicants confidence level and the ability to stand erect in difficult situations are put to test. These are referred to as the STRESS INTERVIEW. This is basically an interview in which the applicant is made uncomfortable

by a series of, often, rude, annoying or embarrassing questions.

In the final category, there is the APPRAISAL INTERVIEW, where a superior and subordinate sit together after the performance appraisal to discuss the subordinates rating and possible remedial actions.

Reference Checks

Once the interview and medical examination of the candidate is over, the personnel department will engage in checking references. Candidates are required to give the names of 2 or 3 references in their application forms. These references may be from the individuals who are familiar with the candidates academic achievements or from the applicants previous employer, who is well versed with the applicants job performance and sometimes from the co-workers. In case the reference check is from the previous employer, information in the following areas may be obtained.

They are job title, job description, period of employment, pay and allowances, gross emoluments, benefits provided, rate of absence, willingness of previous employer to employ the candidate again, etc. Further, information regarding candidates regularity at work, character, progress, etc. can be obtained. Often a telephone call is much quicker. The method of mail query provides detailed information about the candidates performance, character and behavior. However, a personal visit is superior to the mail or telephone methods and is used where it is highly essential to get a detailed, first hand information which can also be secured by observation. Reference checks are taken as a matter of routine and treated casually or omitted entirely in many organizations. But a good reference check, when used sincerely, will fetch useful and reliable information to the organizatition.

Final Approval

The shortlisted candidates by the department are finally approved by the executives of the concerned department. Employment is offered in the form of appointment letter mentioning the post, the rank, the grade, the date by which the candidate should join and other terms and conditions in brief. OVERALL VIEW OF RECRUITMENT AND SELECTION PROCESS