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A Project on
‘Human Resources Recruitment’
Submitted in the partial fulfillment of the requirement for qualifying
Of Master of Management Studies
University f Mumbai o
Submitted by
LL M LL MMMM
Roll No.: 15
Specialization: Human Resources
College of Management, KKKKKK (East)
For Academic Year 2012‐2013
A Project on
‘Human Resources Recruitment’
Submitted in the partial fulfillment of the requirement for qualifying
Of Master of Management Studies
University f Mumbai o
Submitted by
LL M LL MMMM
Roll No.: 15
Specialization: Human Resources
College of Management, KKKKKK (East)
For Academic Year 2012‐2013
Project Guide: Prof. SSSSS
DECLARATION
To,
The Director,
College Of Management,
ad, Vidyanagari, Chinchpada ro
st), Kmanivali, KKKKKK (Ea
ist. Thane – 421 306. D
espected Sir, R
I the undersigned hereby declare that the project report entitled “Human Resources Recruitment” is an original work developed and submitted by me under the guidance of Prof. Sssss
The empirical findings in this project report are not copied from any report nd are true and best of my knowledge. a
DATE:
PLACE: Thane
ROLL NO.: 15
S t ignature of studen
Llll Mmmmm
CERTIFICATE
This is to certify that the project entitled ‘Human Resources Recruitment’
submitted by ‘Llll Mmmmm’ in partial fulfillment for the award of Master of
Management Studies; University of Mumbai is her original work and does not
form any part of the projects undertaken previously.
Also it is certified that the project represents the original work on the part of
the candidate.
Place: Thane
Date:
Signature of the Director Signature of Guide
ACKNOWLEDGEMENT
With immense please we are presenting “Human Resources
Recruitment” Project report as part of the curriculum of ‘Master of
Management Studies’. We wish to thank all the people who gave us unending
upport. s
I express my profound thanks to Director and Prof. Sssss, project guide
and all those who have indirectly guided and helped us in preparation of this
roject. p
We also like to extend our gratitude to all staff and our colleagues of
College of Management, who provided moral support, a conductive work
environment and the much‐needed inspiration to conclude the project in time
nd a special thanks to my parents who are integral part of the project. a
hanking you. T
Llll Mmmm
INDEX Project Contents: Page No.
i. List of figures & diagrams
1 Organization Profile 2 ‐ 18
2 Introductio f th 19 ‐ 37 n o e study
efinition, Concept 2.1 Meaning, D
ives 2.2 Object
2.3 Scope
3 Research Methodology 38 ‐ 40
4 Data Analysis 41 ‐ 47
5 Recruitment 'A theoretical frame work' 48 ‐ 50
6 Findings 52
7 Limitation 52
8 Conclusion 53
9 Suggestions 53
10 Webliography & Bibliography 55
11 Questionnaire 56 ‐ 59
List of Diagrams
Sr. o.:N PARTICULARS Pg o.. N
1 Form of Interview 42 2 Source of Candidate 43 3 Telephonic Interview Round 43 4 Track Candidate 44 5 Define Candidate 44 6 Time Spent 45 7 Different Process 45 8 Basic Questions 46 9 Cost Calculating System 46 10 Evaluation and control of Process 47 11 Facility for trainees 47
Executive Summary
The Human Resources are the most important assets of an organization. The success or failure of
an organization is largely dependent on the caliber of the people working therein. Without
positive and creative contributions from people, organizations cannot progress and prosper. In
order to achieve the goals or the activities of an organization, therefore, they need to recruit
people with requisite skills, qualifications and experience. While doing so, they have to keep the
present as well as the future requirements of the organization in mind.
Recruitment is defined as, “a process to discover the sources of manpower to meet the
requirements of the staffing schedule and to employ effective measures for attracting that
manpower in adequate numbers to facilitate effective selection of an efficient workforce.”
In order to attract people for the jobs, the organization must communicate the position in such a
way that job seekers respond. To be cost effective, the recruitment process should attract
qualified applicants and provide enough information for unqualified persons to self-select
themselves out.
The term “HR recruiter” may sound redundant, as both human resources managers and recruiters
both find job candidates and get them hired, this job is very specific.
Recruiters will work from resumes or by actively soliciting individuals qualified for positions. A
recruiter's job includes reviewing candidate's job experiences, negotiating salaries, and placing
candidates in agreeable employment positions. Recruiters typically receive a fee from the hiring
employers.
PROFILE OF THE
ORGANIZATION
Address: Office No.2, A-wing, GN Apt, XXXXX (W), Mumbai - 400070 Email ID – [email protected] Contact No: 9223300000 / 022 26520000 Website - www.emcxxxxx.in
About Company
Executive Management Consultant is located at Mumbai (India) Assists companies in search of
qualified and experienced professionals across sectors and industries.
We are a prominent executive search & selection company, providing a wide range of
recruitment solutions for various requirements. We are a team of dedicated professionals offering
services across India.
Established in 2006 with licenses, EMC is leading Indian and International companies for their
middle & senior management requirements. EMC caters to both domestic placements across
India as well as international locations. We have turnover of 10 lakhs.
Our team of 25 head hunters have extensive previous professional work experience and currently
specialize in different domains across industries and professionally head hunt and source
candidates based on specific client requirements.
“Recruiting at a Speed using the best technology,
We believe Time is Money hence sourcing the right resource in shorts”
Mohammad Shaikh Director – EMC-Executive Management Consultant
Fact Sheet
Year of Establishment : 2006
Nature of Business : Manufacturer, Service Provider
Major Markets : Indian Subcontinent, East Asia, Middle East and South East Asia
Contact Details
Company Name: EMC- Executive Management Consultant
Contact Person: Mrs. Shaikh
Contact No.: + (91)-9223300000
Address: Block No.2, A-Wing, Garib Nawaz Apt, Pipe Line Rd, xxxxx (W),
Mumbai, Maharashtra - 400000 (India)
Web Site: http://www.emc.in/
Company Profile
EMC- Executive Management Consultants process driven, recruitment firm that assists
organizations in achieving business objectives through understanding and effectively addressing
the "people" issues in their business. Our focus is on desired outcomes and bottom line success.
EMC- Executive Management Consultant is into Executive Search, Turnkey Projects & Generic
Resourcing.
EMC-Executive Management Consultant is specialized in Head Hunting, Resourcing and
Screening of candidates from & across Industries.
“Our point of difference is that we are a focused, professional, ethical and proactive team!”
DATA BANK
We have a fairly large data bank comprising of candidates in Managerial functions, HRD,
Accounts, Finance, Engineering, Information Technology and Marketing to suit the requirements
of Management at all levels of functions. Our data bank consists of candidates from different
locations and in various countries. They could even supply candidates with very rare skill sets
and experience from their data bank. This is helpful to identify candidates for specific locations
within short notice.
FACILITIES
A completely computerized Network environment with sophisticated software for maintaining
and accessing data bank - An extensive library covering almost all subjects relating to business. -
Three telephone lines, Fax, Internet and email facility. - A good job site on the web to publicize
the requirements immediately. - Dedicated Team of Consultants and staff who believe in
Right People!! Right Solutions!!
Aim & Approach of EMC
Aim
Aim is to ensure we match you with your ideal job every time. With an ethos that focuses on the
needs and aspirations of each individual candidate, rather than simply ‘filling jobs’, we make
sure we understand what you want first before discussing any relevant career options.
If our client’s are looking for full time, part time, permanent or temporary opportunities, our
specialist consultants are on hand to guide you through the options to match you with your ideal
job.
Our aim is to offer our clients the best consultancy services in India. This means that we provide
clients with full consultancy service, from identifying the relevant candidate, to closing the
position at short span of Time.
Initiatives
We proactively seek grant schemes that match your needs and help you tailor your projects to
take maximum advantage of grant opportunities.
Our extensive professional network and experience in a wide range of grant schemes ensure that
we track the latest developments in incentive schemes and identify opportunities as they arise.
You can then adapt your decisions to better fit public objectives.
Partnership
Close collaboration with clients regularly leads to long-lasting partnerships. The better we know
you and your organization, the better we can advise you. This leaves you free to focus on your
core business while we deal with grants acquisition, administration and project management. We
also partner with clients in their consortia, technological platforms and other public-private
partnerships.
Approach
Our Approach towards Client is distinctive. Large amount of support teams, provide clients with
the complete range of fully integrated recruitment solutions from each site. True client
partnerships, an advanced internet development strategy and our focus on placing people are part
of what makes us different.
Quality Policy / Processes
Quality Policy
Our consultants go through a stringent pre-qualification phase to ensure that they have the
expertise that the clients require. We select experienced personnel with established professional
consulting experience. We put strong emphasis on Attitude, Communication and Team Player
skills and demonstrated ability to stretch themselves to contribute to the successful completion of
projects. We engage in reference checks, drug tests, and background checks before deploying our
manpower to the project.
Our Philosophy Service to the customers and the candidates is our motto. Each employer is
important to us and gets personalized attention, irrespective of size or even volume of business
generated. Similarly, every candidate is treated with warmth and understanding. We make every
effort required to find suitable placement for the job seekers. It is essentially this philosophy
which has enabled us to attain our present stature.
CLIENTEL
ROLTA NETWORK18 PROCESSWARE ZENTA POLARIES
ADLABS FILMS
WHY EMC?
A perfect mix of Business focus and technology which is backed with a specialized team
of Professional recruiters who are continuously updated with technical training and high
end support.
State of the art Infrastructure, Well equipped & Air-conditioned work station.
Capability to source high number of candidates for the Clients, scale up and double
candidates when needed for project works.
Critical strength to always stand up on efficiency and quality in fulfilling commitments at
the workplace.
Executive Management Consultant takes care of:
Quality
Our consultants go through a stringent pre-qualification phase to ensure that they have
the expertise that the clients require. We select experienced personnel with established
professional consulting experience. We put strong emphasis on Attitude, Communication and
Team Player skills and demonstrated ability to stretch themselves to contribute to the successful
completion of projects. We engage in reference checks, drug tests, and background checks before
deploying our manpower to the project.
Cost
We keep our overheads low and therefore we can compete with the biggest of staffing
firms to provide a fair and competitive rate.
On Time Delivery
That is a promise we made to ourselves. We have taken extreme care to ensure that delivery
is met and we are proud of our track record that shows 90% of the candidates selected take up
our projects. Our support function facilitates our consultants to move from project to project.
This ensures that they are ready to work ‘when and where’ our clients need them.
Retention
Our retention level of consultants on the project is at an enviable rate of 95%. This does not
happen accidentally. We spend quality time on the staffing needs and ensure that the staffing
solution we provide really fulfills the clients’ needs.
Specialization in level of recruitment
EMC handles the below 3 Levels of Recruitment:
Middle & Senior Level of Management
Junior & Middle Level of Management
Junior & Senior Level of Management
EMC deals with all “IT requirements” & below mentioned are some of the Functional area of
recruitment where EMC is specialized:
Software Engineers (Core Java, JSP, J2ME, J2EE, C++, C#, VB, VB script, VB.net,
ASP.net, HTML, Autocad)
Manual Testing Engineers (Performance Testing (Web Load), Functional Testing,
Integration Testing ,White box Testing , Database testing (SQL, Oracle) )
Automation Testing Engineers (Winrunner, Loadrunner, Rational Robot, QTP, Skilktest)
Project Lead/Lead Management/Project Manager
Informatica, Autosys, Database Administrator (Oracle , SQL, DB2,DB Attritions)
Network / System support/System Integration
Symbian, Brew, Android, iphone, Blackberry, Fixed line data
Data center Operations
.net (VB/ ASP/ VC/ C#/ Sharepoint)
Sr. Ops Engineer/Ops Manager
Assistant Manager Service Delivery (Networking / System Integration / IT Operation)
Crystal Report
Weblogic / Websphere / WAP
Java / JSP / J2ee / J2me / Junit
Siebel / PHP / Perl / People soft
SAP (FICO / BASIS / ABAP / SRM / CRM)
UML / XML / HTML / DHTML
Unix / Linux / Windows
QTP / Win Runner / Load Runner
SQL / Oracle / DB2 / PL SQL / D2K / Dbase
Lotus / Mainframes
3DMax / Coral Draw / Adobe Photoshop
Adobe Pagemaker / Adobe Illustrator
Apache
Cold Fusion
Matlab / Labview
Rational Robot / MQC / Silk Test
C / C++ / C# / VB / VC / VC++ / ASP / Foxpro
Network / System / Support / Implementation Engineer
Delivery Managers (PMP & ITIL certified)
Functional Area of Recruitment Specialization
EMC deals with all “IT Non requirements” & below mentioned are some of the Functional area
of recruitment where EMC is specialized:
Sales & Marketing (All areas): Executives, Regional Manager, Marketing Head, AM-
Sales, Branding Manager.
Accounts & Finance (All areas)
Engineers Civil / Mechanical / Chemical
Draftsman / Interior Design Engineer
Secretary to CFO / MD / VP
Process Trainers / VNA Trainers
Admin Executive / Front Office Exec
Project Manager, Sr. Mgr / Mgr Production & Planning, DGM Operation, Manager
Contract & Planning, Manager Design
Commercial Head, Piping Engineer, Manager Quality, Executive Procurement,
Architects
Road Surveyor
GM, VP, AVP – Finance , Financial Analyst, Investor Relation
HR & Admin: Manager HR, Sr.Exe. / Exe. HR.
Legal : Manager Legal , Compliance Manager, Company Secretary
How does recruiters/consultant get paid?
A recruitment consultant primarily acts from a position of self interest. Their job is to generate
revenue by making sales. Sales mean selling their service, their ability to find the right candidate,
to prospective employers. In effect they are selling you. This means they will be eager to
champion you, their product, to the employer, likewise they will be keen to ensure that you will
accept the position if offered.
Exactly how a recruitment consultant is paid depends on whether it is a permanent or contract
position. Generally for a permanent placement the company receives a proportion of your salary,
or a set fee agreed with the employer. The more you earn the more they stand to make. Knowing
this should ease any concerns you have; in this you are both on the same side. For a contract the
consultant will receive a margin of your rate.
Job Profile in EMC:
Sourcing resumes through different job portals like Naukri, monster etc.
Based on the clients requirements screening the resumes and judging the Candidates to
meet the particular requirement.
Initial phone screening of candidates to judge communications and background.
Short listing the candidates as per client’s requirements and then scheduling up the
interviews.
Regular follow up with the selected candidates to confirm their joining dates, ensuring
the maximum of them are placed successfully with the respective organization
Maintaining and updating database of potential, prospective and rejected candidates
Constantly be in touch with the candidate until he/she joins.
Co-ordinate with other recruiters to work as a team.
Maintaining a database of candidates.
Handling end to end recruitments.
Requirements I worked on in EMC
Relationship Officers / Sr. Relationship Officers / Territory Manager for the Location of
Delhi and Mumbai(Lower parel), for the Quikr India Pvt Ltd
Sales Manager for the Location of Ahmedabad, for Quikr India Pvt Ltd
Asp.Net for the Location of Mumbai(Malad), for the 3G Services
Project Engineer for the location of Mumbai, for Sigma Byte
Secretary to MD for the location of Mumbai(Andheri),for Financial Technologies
Project Co-ordinator with Onmobile Global Ltd.
Techlead Position for Atidan Technologies
Recruitment Email sent to candidate regarding the same
Dear Candidate,
This is to bring to your kind notice that we have an opening for the post of Relationship
Officer/ Sr. Relationship Officer with Quikr.com
URL: - http://www.quikr.com/html/about.php
Location: Delhi
Designation: Sr. Relationship Officer/ Relationship officerExperience: 2+ Years Essential Qualities:
Excellent Communication Skill, Positive attitude, passionate, highly motivated,
Should come from online, yellow pages, space selling and should have a good idea about online sales/marketing
Job Responsibility:
Responsible for monitoring accessing, improving the ad sales, revenue monitoring
Able to independently ideate and came out with solution to client and ad sales team Monitoring All ad positions, ad campaigning’s, sales etc.
Monitoring their sales / telesales team.
If your candidature suits the mentioned profile then kindly send us the following details:
1. your updated resume in MS Word format.
2. Present CTC
3. Expected CTC
4. Notice Period
As the requirement is a bit urgent, an early response on this would be highly appreciated.
Alternatively if you know someone suitable and available then Please
refer (or) let us know their contact details. We shall check their willingness for this opportunity.
Please, respond at the earliest.
Best regards,
Llll |HR| EMC-Executive Management Consultant
Direct: 9223499000 || [email protected]
Recruitment Email sent to candidate
Hi,
Opening with Onmobile Global Ltd for Project Co-ordinator
OnMobile [NSE: ONMOBILE] is one of the largest white-labelled Data and Value Added
Services [VAS] companies for Mobile, Landline and Media Service Providers. OnMobile
touches the lives of over 1 billion mobile users across 55 countries every month.With our
diverse product portfolio of Mobile Music, multi-screen Video Gateway and delivery
solutions, Phone Backup and Personal Cloud Management solutions, Voice and Video
portals, M-Commerce products and services, we generate 2 – 5% contribution for top
customers and top line revenues of over US $800 million for over 92 customers globally. We
deliver our products by the best combination of a hosted Cloud with on-site operations at
the customer premises or through products deployed in customer networks.Founded in
2000, OnMobile has 1500 employees spread across India, U.S., LATAM, Africa, Australia,
Middle East and Europe. The company was publicly listed in India in 2008. Recent
acquisitions include Voxmobili (2007), Telisma (2008), and Dilithium Networks (2010).
Location: Bangalore
Website: http://www.onmobile.com/
JD for Position:-
Job Title Project Coordinator
Department India Private Operators - PMO
Qualification B.Tech / BE / MCA / MBA
Experience 1-3years
Job Description
Role
Project co-ordinator is a Project Management Office role.
• The role requires the person to plan, drive, co-ordinate and track projects with various internal stakeholders.
• Schedule regular meetings with the action owners for status tracking.
• Update the senior members of the organization on the status of the projects, highlight Requirements, risks and gating issues and probable resolutions.
• Prepare and analyse the data collected from various reports and present it to the leaders for further analysis and decision making.
Skills
1) Good Analytical, negotiation and communication skills.
2) Good skills in Excel and ppt. Should have good ability to analyze
data, prepare and present analysis to internal stakeholders.
3) Ability to plan, drive, co-ordinate and track projects with various
internal stakeholders and report the progress to the AVP.
4) Should possess good Project management skills. Telecom
Knowledge and System level knowledge preferred.
Location Bangalore
If this profile suits your candidature, kindly send the updated resume mentioning the
following details:-
1) Total Experience
2) Relevant Exp.
3) Current CTC
4) Expected CTC
5) Notice Period
Best regards, Lllll |HR| EMC-Executive Management Consultant Direct: 9223499000 || [email protected]
Recruitment Email sent to candidate From: Lllllll Mmmmm <[email protected]> To: Sent: Tuesday, 15 May 2012 3:15 PM Subject: Opening with Atidan Technologies for Tech Lead Hi, As per the discussion, I am sending the Company’s profile and Job Description. Opening with Atidan Technologies for the post of Tech Lead Atidan Technologies is an IT industry. It’s an U.S. based multinational company. Atidan combines offshore cost-efficiency and 24 hour work cycles with direct team interaction at different location-delivering low-risk, high-performance solutions to help you improve communications, streamline workflow and increase productivity. URL: - http://www.atidan.com/Pages/index.aspx Location: - Mumbai Job Description:- 1) Candidate must have atleast 6 yrs of experience. 2) Exp working on web based projects is a must. 3) Exposure on SharePoint is preferable. 4) Exposure working with US clients is a must. 5) Applicant should be working as a tech lead. Interview: - On Saturday (19th May 2012) Timing: - 9 AM TO 12 PM Interview Procedure:- 1) Aptitude Test (HR Interview) 2) Computer Programming Test (.Net Test) 3) Technical Interview – 1 4) Technical Interview – 2 If this profile suits your candidature kindly send the following details:- 1) Updated Resume in word format. 2) Total Exp. 3) Relevant Exp. 4) Current CTC. 5) Expected CTC. 6) Notice Period. Best regards, Lllll |HR| EMC-Executive Management Consultant Direct: 9223499000 || [email protected]
Format of Candidate Interview Schedule details sent to Organization
Hi,
Below mentioned is the interview schedule for AM / Manager HR:
Sr. No
Candidate Name
Interview Date
Interview Time Contact No Mode Location Position Consultant
1 Veena Kashelkar 17th May 12 10.00 am 98000000 F2F Mumbai AM/Manager
HR EMC
2 Richa Mehta 17th May 12 11.00 am 9833000000 F2F Mumbai AM/Manager HR EMC
2 Ragni Jethi 18th May 12 11.00 am 9833900000 F2F Mumbai AM/Manager HR EMC
Weekly Status Report
Date Candidate's Name Contact No Client Position Applied for Location CV Sent
29-May-12 Soham Raval 97277000000 Quikr S M Ahmedabad CV sent
Tracker sent to Company consists of the following elements:
Status (CV sent or not), Source (Consultant Name), Candidate Name, Current Company
(candidate is working with), Yrs Of Experience, Location, Education, Current Designation,
Current CTC, Expected CTC, Position Applied For, Contact No., Profile Sent Date, Line
Manager, 1st Level - Resume Screening, Mode, Date, 2nd Level - PI or TI, Date, 3 Level – PI,
Date, Final Status, Client CTC if offered.
Form attached along with candidate resume while forwarding to the Client (i.e. organization)
Executive Management Consultant Name
Position applied for
Current Company
Current Position
Highest qualification
Total Exp
Relevant Exp
Current CTC
Expected CTC
Notice period
Current Location
Willing to work in Location Opted for (Y/N)
Reason for Job Change
Why the Client (e.g. Tata/FT)
Why Consultant has shortlisted the CV
Introduction
Of the
Study
Objectives of the study:
The main objectives of the study are as follows:
i. To understand the process of recruitment
ii. To know the sources of recruitment at various levels and various jobs
iii. To critically analyze the functioning of recruitment procedures
iv. To identify the probable area of improvement to make recruitment procedure more
effective
v. To know the managerial satisfaction level as well as to know the yield ratio
vi. To search or headhunt people whose, skill fits into the company’s values
Scope of study:
The benefit of the study for the researcher is that it helped to gain knowledge and experience and
also provided the opportunity to study and understand the prevalent recruitment procedures.
The key points of my research study are:
i. To Understand and analyze various HR factors including recruitment procedure at
consultant.
ii. To suggest any measures/recommendations for the improvement of the recruitment
procedures
Human Resource Management and Human Resource Development
Definition:
HRM is the process of managing people in organizations in a structured and thorough
manner. This covers the fields of staffing (hiring people), retention of people, pay and perks
setting and management, performance management, change management and taking care of exits
from the company to round off the activities. This is the traditional definition of HRM which
leads some experts to define it as a modern version of the Personnel Management function that
was used earlier.
We have chosen the term “art and science” as HRM is both the art of managing people by
recourse to creative and innovative approaches; it is a science as well because of the precision
and rigorous application of theory that is required.
Human Resource Development (HRD) means to develop available manpower through
suitable methods such as training, promotions, transfers and opportunities for career
development. HRD programs create a team of well-trained, efficient and capable managers and
subordinates. Such team constitutes an important asset of an enterprise. One organisation is
different from another mainly because of the people (employees) working there in. According to
Peter F. Drucker, "The prosperity, if not the survival of any business depends on
the performance of its managers of tomorrow." The human resource should be
nurtured and used for the benefit of the organisation.
Uses of Human Resource Management in an organization:
Human Resource Management (HRM) is the function within an organization that focuses
on recruitment of, management of, and providing direction for the people who work in
the organization. It can also be performed by line managers.
Human Resource Management is the organizational function that deals with issues
related to people such as compensation, hiring, performance management, organization
development, safety, wellness, benefits, employee motivation, communication,
administration, and training.
HRM is also a strategic and comprehensive approach to managing people and the
workplace culture and environment. Effective HRM enables employees to contribute
effectively and productively to the overall company direction and the accomplishment of
the organization's goals and objectives.
Human Resource Management is moving away from traditional personnel,
administration, and transactional roles, which are increasingly outsourced. HRM is now
expected to add value to the strategic utilization of employees and that employee
programs impact the business in measurable ways. The new role of HRM involves
strategic direction and HRM metrics and measurements to demonstrate value.
The Human Resource Management (HRM) function includes a variety of activities, and
key among them is responsibility for human resources -- for deciding what staffing needs
you have and whether to use independent contractors or hire employees to fill these
needs, recruiting and training the best employees, ensuring they are high performers,
dealing with performance issues, and ensuring your personnel and management practices
conform to various regulations. Activities also include managing your approach to
employee benefits and compensation, employee records and personnel policies. Usually
small businesses (for-profit or nonprofit) have to carry out these activities themselves
because they can't yet afford part- or full-time help. However, they should always ensure
that employees have -- and are aware of -- personnel policies which conform to current
regulations. These policies are often in the form of employee manuals, which all
employees have.
HRM is widening with every passing day. It covers but is not limited to HR planning,
hiring (recruitment and selection), training and development, payroll management,
rewards and recognitions, Industrial relations, grievance handling, legal procedures etc.
In other words, we can say that it’s about developing and managing harmonious
relationships at workplace and striking a balance between organizational goals and
individual goals.
Advantages / Importance of HR:
Meeting manpower needs: Every Organisation needs adequate and properly qualified
staff for the conduct of regular business activities. Imaginative HRP is needed in order to
meet the growing and changing human resource needs of an organisation.
Replacement of manpower: The existing manpower in an Organisation is affected due to
various reasons such as retirement and removal of employees and labour turnover. HRP
is needed to estimate the shortfall in the manpower requirement and also for making
suitable arrangements for the recruitment and appointment of new staff.
Meeting growing manpower needs: The expansion or modernisation programme may be
undertaken by the enterprise. Manpower planning is needed in order to forecast and meet
additional manpower requirement due to expansion and growth needs through
recruitment and suitable training programs.
Meeting challenges of technological environment: HRP is helpful in effective use of
technological progress. To meet the challenge of new technology existing employees
need to be retrained and new employees may be recruited.
Coping with change: HRP enables an enterprise to cope with changes in competitive
forces, markets, products, and technology and government regulations. Such changes
generate changes in job content, skill, number and type of personals.
Increasing investment in HR: An employee who picks up skills and abilities becomes a
valuable resource because an organisation makes investments in its manpower either
through direct training or job assignments.
Adjusting manpower requirements: A situation may develop in; an organisation when
there will be surplus staff in one department and shortage of staff in some other
department. Transfers and promotions are made for meeting such situations.
Recruitment and selection of employees: HRP suggests the type of manpower required in
an organisation with necessary details. This facilitates recruitment and selection of
suitable personnel for jobs in the Organisation. Introduction of appropriate selection tests
and procedures is also possible as per the manpower requirements.
Placement of manpower: HRP is needed as it facilitates placement of newly selected
persons in different departments as per the qualifications and also as per the need of
different departments. Surplus or shortage of manpower is avoided and this ensures
optimum utilization of available manpower.
Training of manpower: HRP is helpful in selection and training activities. It ensures that
adequate numbers of persons are trained to fill up the future vacancies in the
Organisation.
HR TOPICS - FUNCTIONS
Recruitment and Selection Process
Complete Recruitment life cycle
Levels of Companies
Technologies and Domineer
Portal Explanation
Explanation of Job Description and Analyzing of Requirement
Sourcing of Profiles from Portals
Screening of profiles as per the requirement
Calling the Candidates
Formatting of profiles and Tracker’s Preparation
Maintenance of Database
Training and Development
Concept of Training and Development
Training Needs Identification Process
Designing Annual Training Plans
Training Execution
Designing Employee Development Initiatives
Designing Supervisory Development Programs
Designing Management Development Programs
What is Training ROI and how to Calculate
Introduction to Best Trainer Skills, Knowledge and Abilities
Induction and Orientation
How to Design Induction Programs and Execution
How to Design on the Job Training Programs and Monitoring
How to evaluate effectiveness of Induction and on the Job Training Programs
Probation Confirmation and HR Role
Team Management Skills
Understanding What is a Team
Understanding Team Development Stages
What is your Team Membership Orientation
How to improve your effectiveness as Team Member
What is Team Leadership
Understanding my Orientation
HR Recruitment:
According to Edwin Flippo, "Recruitment is the process of searching for prospective
employees and stimulating them to apply for jobs in the Organisation."
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.
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 organisation 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 almost central to any management process and failure in recruitment can create
difficulties for any company including an adverse effect on its profitability and inappropriate
levels of staffing or skills. Inadequate recruitment can lead to labor shortages, or problems in
management decision making and the recruitment process could itself be improved by following
management theories. The recruitment process could be improved in sophistication with Rodgers
seven point plan, Munro-Frasers five-fold grading system, psychological tests, personal
interviews, etc. Recommendations for specific and differentiated selection systems for different
professions and specializations have been given. A new national selection system for
psychiatrists, anesthetists and dental surgeons has been proposed within the UK health sector
Need for Recruitment
The need for recruitment may be due to the following reasons / situations
Vacancies: due to promotions, transfers, retirement, termination, permanent disability,
death and labour turnover.
Creation of new vacancies: due to growth, expansion and diversification of business
activities of an enterprise.
In addition, new vacancies are possible due to job respecification.
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 and the strategic
advantage for the organisations. Recruitment process involves a systematic procedure from
sourcing the candidates to arranging and conducting the interviews and requires many resources
and time. A general recruitment process is as follows:
Identifying the vacancy:
The recruitment process begins with the human resource department receiving requisitions for
recruitment from any department of the company. These contain:
• Posts to be filled
• Number of persons
• Duties to be performed
• Qualifications required
Preparing the job description and person specification.
Locating and developing the sources of required number and type of employees
(Advertising etc).
Short-listing and identifying the prospective employee with required characteristics.
Arranging the interviews with the selected candidates.
Conducting the interview and decision making
The HR Role in Recruitment changed and HRM: Decides about the design of the recruitment processes and to decide about the split of
roles and responsibilities between Human Resources and Hiring Manager
Decides about the right profile of the candidate
Decides about the sources of candidates
Decides about the measures to be monitored to measure the success of the process
A traditional role of HR in Recruitment was an administrative part of the whole process. The
HRM was responsible for maintaining the vacancies advertised and monitored, but the real
impact of HRM to the performance of the whole recruitment process was minimal.
But as the role of Human Resources in the business was increasing, the HR Strategy was
changed. From making the process working to the real management of HR Processes and the
Recruitment Process was the first to manage.
The role of HR in Recruitment is very important as HRM is the function to work on the
development of the recruitment process and to make the process very competitive on the market.
As the job market gets more and more competitive, the clearly defined HR Role in Recruitment
will be growing quickly. HRM is not a function to conduct all the interviews today, the main role
of Human Resources is to make the recruitment process more attractive and competitive on the
job market.
Scope of HR Recruitment:
HR jobs are one of most important tasks in any company or organization.
To structure the Recruitment policy of company for different categories of employees.
To analyses the recruitment policy of the organization.
To compare the Recruitment policy with general policy.
To provide a systematic recruitment process.
It extends to the whole Organization. It covers corporate office, sites and works
appointments all over India.
It covers workers, Clerical Staff, Officers, Jr. Management, Middle Management and
Senior Management cadres.
A recruitment agency provides you with career counseling which renders a crystal clear
picture of what are the possible career options out there for you and which job option
suits you the best.
Objective of HR To obtain the number and quality of employees that can be selected in order to help the
organization to achieve its goals and objectives.
Recruitment helps to 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.
Recruitment acts as a link between the employers and the job seekers and ensures the
placement of right candidate at the right place at the right time.
Recruitment serves as the first step in fulfilling the needs of organizations for a
competitive, motivated and flexible human resource that can help achieve its objectives.
The recruitment process exists as the organization hire new people, who are aligned with
the expectations and they can fit into the organization quickly.
Advantage of Outsourcing Recruitment/Hiring of Consultancy Traditionally, recruitment is seen as the cost incurring process in an organization. HR
outsourcing helps the HR professionals of the organisations to concentrate on the strategic
functions and processes of human resource management rather than wasting their efforts, time
and money on the routine work.
Outsourcing the recruitment process helps to cut the recruitment costs to 20 % and also provide
economies of scale to the large sized organizations.
The major advantages of outsourcing performance management are:
Outsourcing is beneficial for both the corporate organisations that use the outsourcing services as
well as the consultancies that provide the service to the corporate. Apart from increasing their
revenues, outsourcing provides business opportunities to the service providers, enhancing the
skill set of the service providers and exposure to the different corporate experiences thereby
increasing their expertise.
The advantages accruing to the corporate are:
Turning the management's focus to strategic level processes of HRM
Accessibility to the expertise of the service providers
Freedom from red tape and adhering to strict rules and regulations
Optimal resource utilisation
Structured and fair performance management.
A satisfied and, hence, highly productive employees
Value creation, operational flexibility and competitive advantage
Therefore outsourcing helps both the organisations and the consultancies to grow and perform
better.
Result Qualitative/Quantitative
Hiring of consultancy Time saving of Company
Focus Management Effort
Cost Reduction
Changing Role of Recruitment Intermediaries:
Recruitment consultancies, agencies or intermediaries are witnessing a boom in the demand of
their services, both by the employers and the job seekers. With an already saturated job market,
the recruitment intermediaries have gained a vital position acting as a link between the job
seekers and the employers.
But at the same time, one of the major threats faced by this industry is the growing popularity of
e-recruitment. With the changing demand, technologies and the penetration and increasing use of
internet, the recruitment consultancies or the intermediaries are facing tough competition. To
retain and maintain their position in the recruitment market, the recruitment intermediaries or
consultants (as they are commonly known) are witnessing and incorporating various changes in
terms of their role, functions and the services.
According to a survey amongst top employers, most of them agree with the growing influence of
technology and the Internet on the recruitment processes. 70 per cent of employers reported the
use of application portal on their company’s official website. Apart from that, the emerging
popularity of the job portals is also growing.
But the fact that the intermediaries or the consultants are able to provide their expert services,
economies of scale, up to 40 percent savings in the recruitment costs, knowledge of the market,
the candidates, understanding of the requirements, and most importantly, the assess to the
suitable and talented candidates and the structured recruitment processes. The recruitment
intermediaries save the organisations from the tedious of weeding out unsuitable resumes, co-
coordinating interviews, posting vacancies etc. give them an edge over the other sources of
recruitment.
To retain their position as the service providers in the recruitment market, the recruitment
intermediaries are providing vale added services to the organisations. They are incorporating the
use of internet and job portals, making their services more efficient.
Despite of the growing use of the internet, the recruitment intermediaries are predicted to
continue dominating the recruitment market in the anticipated future.
Recruitment Management System
Recruitment management system is the comprehensive tool to manage the entire recruitment
processes of an organisation. It is one of the technological tools facilitated by the information
management systems to the HR of organisations. Just like performance management, payroll and
other systems, Recruitment management system helps to contour the recruitment processes and
effectively managing the ROI on recruitment.
The features, functions and major benefits of the recruitment management system are 4explained
below:
Structure and systematically organize the entire recruitment processes.
Recruitment management system facilitates faster, unbiased, accurate and reliable
processing of applications from various applications.
Helps to reduce the time-per-hire and cost-per-hire.
Recruitment management system helps to incorporate and integrate the various links like
the application system on the official website of the company, the unsolicited
applications, outsourcing recruitment, the final decision making to the main recruitment
process.
Recruitment management system maintains an automated active database of the
applicants facilitating the talent management and increasing the efficiency of the
recruitment processes.
Recruitment management system provides and a flexible, automated and interactive
interface between the online application system, the recruitment department of the
company and the job seeker.
Offers tolls and support to enhance productivity, solutions and optimizing the recruitment
processes to ensure improved ROI.
Recruitment management system helps to communicate and create healthy relationships
with the candidates through the entire recruitment process.
The Recruitment Management System (RMS) is an innovative information system tool
which helps to sane the time and costs of the recruiters and improving the recruitment
processes.
HR Recruitment Process
1. Client need assessment
Define objectives and specifications
Understand client's business and culture
Understand the job/position specifications
Understand roles and responsibilities of the prospective candidate
Develop a search plan and review with the client
2. Candidate Identification
Identify target sources
Extensive organization mapping, research & database search of the profile
Provide status report to client about the available talent pool
3. Candidate assessment and Presentation
Screen and evaluate candidates
Personal Interviews with Candidates wherever possible - assess skills, interest level and
cultural fit
Discuss the shortlist with the client and send resumes
4. Candidate interview, selection & Presentation of Offer
Facilitate interviews with the client
Obtain feedback
Participate in decision making process
Provide inputs on candidate's desired compensation
5. Closure & Follow up
Negotiate offer acceptance
Execute Reference check, Compensation & Job Level Discussions
Coordinate Joining Formalities and on boarding as per predefined date
Closing review to understand client's level of satisfaction.
HR Telephonic Interview Questions:
Tell me about yourself? Tell me about your job profile? How much current CTC, you’re getting in current organization? How much you’re expecting form new organization? How the notice period you required if you are selected? Why did you want to resign from your previous job?
HR Challenges in Recruitment
Recruitment is a function that requires business perspective, expertise, ability to find and match
the best potential candidate for the organisation, diplomacy, marketing skills (as to sell the
position to the candidate) and wisdom to align the recruitment processes for the benefit of the
organisation. The HR professionals – handling the recruitment function of the organisation- are
constantly facing new challenges. The biggest challenge for such professionals is to source or
recruit the best people or potential candidate for the organisation.
In the last few years, the job market has undergone some fundamental changes in terms of
technologies, sources of recruitment, competition in the market etc. In an already saturated job
market, where the practices like poaching and raiding are gaining momentum, HR professionals
are constantly facing new challenges in one of their most important function- recruitment. They
have to face and conquer various challenges to find the best candidates for their organisations.
The major challenges faced by the HR in recruitment are:
Adaptability to globalization – The HR professionals are expected and required to keep in
tune with the changing times, i.e. the changes taking place across the globe. HR should
maintain the timeliness of the process
Lack of motivation – Recruitment is considered to be a thankless job. Even if the
organisation is achieving results, HR department or professionals are not thanked for
recruiting the right employees and performers.
Process analysis – The immediacy and speed of the recruitment process are the main
concerns of the HR in recruitment. The process should be flexible, adaptive and
responsive to the immediate requirements. The recruitment process should also be cost
effective.
Strategic prioritization – The emerging new systems are both an opportunity as well as a
challenge for the HR professionals. Therefore, reviewing staffing needs and prioritizing
the tasks to meet the changes in the market has become a challenge for the recruitment
professionals.
Research
Methodology
RESEARCH is a ‘careful investigation or inquiry especially through search for new facts in any
branch of knowledge’.
METHODOLOGY OF STUDY:
The project is a systematic presentation consisting of the enunciated problem, formulated
hypothesis, collected facts of data, analyzed facts and proposed conclusions in form of
recommendations.
The data has been collected from both the sources primary and secondary sources.
DATA COLLECTION:
Primary Data: Primary data was collected through survey method by distributing questionnaires to employees.
The questionnaires were carefully designed by taking into account the parameters of my study.
Secondary Data: Data was collected from web sites, going through the records of the organisation, etc. It is the data
which has been collected by individual or someone else for the purpose of other than those of our
particular research study. Or in other words we can say that secondary data is the data used
previously for the analysis and the results are undertaken for the next process.
KIND OF RESEARCH
The research done by
EXPLORATORY RESEARCH
This kind of research has the primary objective of development of insights into the problem. It
studies the main area where the problem lies and also tries to evaluate some appropriate courses
of action.
Sample Design:
A complete interaction and enumeration of all the employees was not possible so a sample was
chosen that consisted of 25 employees. The research was taken by necessary steps to avoid any
biased while collecting the data.
Tools of Analysis:
The data collected from both the sources is analyzed and interpreted in the systematic manner
with the help of statistical tool like percentages.
RESEARCH DESIGN:
A research design is the arrangement of the condition for collection and analysis of data
in a manner that aims to combine relevance to the research purpose with economy in procedure.
A research design is the specification of methods and procedure for acquiring the information
needed to structure or to solve problems. It is the overall operation pattern or framework of the
project that stipulates what information is to be collected from which source and be what
pro educ res.
1 What is study about?
2 What is study being made?
out? 3 Where will the study be carried
4 What type of data is required?
ound? 5 Where can the required data be f
n? 6 What will be the sample desig
. 7 Technique of data collection
8 How will data be analyzed?
Data Analysis
And
Interpretation
The analysis of the data is done as per the survey finding. The data is represented
graphically in percentage. The percentage of the people opinion were analyzed and
expressed in the form of charts.
Question 1: What form of interview did you prefer?
Most of the manager Prefer Personal interviews, 30% prefer to take telephonic interviews where
as only 20% goes for video conferencing and rest 10% adopt some other means of interviews.
Question 2: What source you adopt to source candidates?
Candidate Referral
10% Advertising5%
Job Portal85%
Candidate ReferralAdvertisingJob Portal
Source: Compiled from questionnaire data
Interpretation:
This analysis indicates that most of the respondent i.e. 85% responded for Job Portal, 10%
responded for Candidate referral and 5% responded for Advertising.
Question 3: How many stages are involved in selecting the candidate? / How many
Question you are asking during the Telephonic interview round?
Most of the Executives Prefer two stages of interview, 40% prefer to take three stages interviews
where as only 10% goes for four rounds and rest 5% sometimes opt for one round of interviews.
One5%
Two45%
Three40%
Four10%
One
Two
Three
Four
Question 4: How do you track the source of candidate?
Software5%
Online80%
Data15%
Software
Online
Data
Most of the Executives 80% prefer online, 15% prefer Data where as only 5% goes for software
to source a candidate.
Question 5: Does the organization clearly define the position objectives, requirements and
candidate specifications in the recruitment process?
This analysis indicates that most of the respondent i.e. 95% responded for Yes and 5% responded
for No.
Yes95%
No5%
Yes
No
Question 6: What is the average time spent by executives during recruitment (each
candidate)?
1 - 5 minutes60%
5 - 10 mins20%
10 - 15 mins10%
more than 15 mins10%
1 - 5 minutes
5 - 10 mins
10 - 15 mins
more than 15 mins
This analysis indicates that most of the respondent i.e. 60% responded for 1 to 5 minutes, 20%
responded for 5 to 10 mins, whereas 10% responded for 10 – 15 mins and rest 10% responded
for more than 15 mins.
Question 7: Do you follow different recruitment process for different grades of employees?
This analysis indicates that most of the respondent i.e. 95% responded for Yes and 5% responded
for No.
Question 8: What are the basic questions you ask to the candidate?
Yes95%
No5%
Yes
No
Experience (Total / Relevent)
0%
Current / Expected CTC
0%
Current Job Profile
0%
Notice Period0%
All of the Above100%
Experience (Total / Relevent)
Current / Expected CTC
Current Job Profile
Notice Period
All of the Above
This analysis indicates that the entire respondent i.e. 100% responded for asking all the basic
questions.
Question 9: Do you have any system to calculate cost per recruitment?
This analysis indicates that most of the respondent i.e. 70% responded for No and 30%
responded for Yes.
Question 10: Is there any provision for evaluation and control of recruitment process?
Yes 30%
No70%
Yes
No
Yes 45%
No55%
Yes
No
This analysis indicates that most of the respondent i.e. 55% responded for No and 45%
responded for Yes.
Question 11: Is there any facility for absorbing the trainees in your organization?
This analysis indicates that most of the respondent i.e. 70% responded for Yes and 30%
responded for No.
THEORITICAL FRAMEWORK:
THEORIES REGARDING RECRUITMENT
No30%
Yes70%
No
Yes
RECRUITMENT IS TWO WAY STREET:
It takes recruiter and a recruitee: It takes a recruiter and a recruitee recruiter has a choice whom
to recruit and whom not;
As per Behling et al, there are three ways in which a prospective employee makes a decision to
join an organization.
Accordingly, the following three theories of recruitment have been evolved:
Objective factor theory
Subjective factor theory
Critical contact theory
These theories can be explained as follows:
Objective Factor Theory
It assumes that the applicants are rational. As per this theory, the choice of organization by a
potential employee depends on objective assessment of tangible factors such as;
Pay package, Location, Opportunity per career growth, Nature of work and Educational
opportunities. The employer according to this theory considers certain factors among others;
educational qualification, years of experience and special qualification/experience.
Subjective Factor Theory
The decision making is dominated by social and psychological factors. The status of the job,
reputation of the organization and other similar factors plays an important role.
According to this theory, compatibility of individual personality with the image of organization
is decisive factor in choosing an organization by individual candidate seeking for employment.
These subjective factors are; Personal compatibility for the position, Competence and Best fit.
Critical Factor Theory
The critical factors observed by the candidate during his interaction with the organization play a
vital role in decision making. Recruiter being in touch with the candidate, promptness of
response and similar factors are important. This theory is more valid with the experienced
professionals.
There are instances when a candidate is unable to choose an organization out of alternative based
on Objective and Subjective factor(s) listed above. This is due to many reasons such as limited
contact and insufficient data with regards to the organization or its own inability to analyze and
come to ant conclusion. In such cases, certain critical factors observed by the manager during
interview and contact with personnel of the organization will have profound influence in his
decision process.
It must be noted that, the theoretical base given above by Behling et al was mostly influenced by
the working condition which existed in developed countries like The United States of America
and European countries. In these countries, vacancies are many and there is scarcity of suitable
hands unlike in developing countries like Cameroon where vacancies are less and hands are more
resulting to large scarce unemployment. The theoretical base given above cannot be applied in
developing countries except in hid paid jobs where higher skills and better knowledge are the
prerequisites. In such cases, candidates have variety of choices and he is the master of his choice.
In production, servicing and clerical jobs, unemployment is where the number of job seekers far
exceeds the vacancies.
In such a situation, candidates have little choice and such, grab whatever organization call him or
her for employment. In such a case, the potential organization is in a better place to choose the
candidates from the many available.
Hence, the recruitment process should be that of filtering and re-distributing potential candidates
not only, for actual or anticipated organization vacancies but also searching for prospective
employee.
From Behling’s review, it could be assessed that workers output will increase due to certain
objectives of motivating them through regular payment. This will help to influence their working
conditions thereby making them to be effective at work.
Problems arise when unemployment rate is high and the number of those seeking for jobs far
exceeds the vacancies that exist. In this case, candidates have little choice to be offered the job in
the institution. Though they possess the knowledge, education, the process should be to filter and
re-discover their potentials.
When this happens, right (qualified) employees should be placed in the right positions and as a
result, it will lead to an increase in productivity.
Due to the subjective factor of a candidate being best fit for the job, it is not the best procedure to
determine whether his output will increase or decrease but it should be assessed from the critical
factor observed during interview and the contact with the personnel of the organization that will
influence his productivity and his decision making.
Personality–Job Fit Theory
The personality–job fit theory postulates that a person's personality traits will reveal insight as to
adaptability within an organization. The degree of confluence between a person and the
organization is expressed as their Person-Organization (P-O) fit. This also referred to as a
person–environment fit. A common measure of the P-O fit is workplace efficacy; the rate at
which workers are able to complete tasks. These tasks are mitigated by workplace environs- for
example, a worker who works more efficiently as an individual than in a team will have a higher
P-O fit for a workplace that stresses individual tasks (such as accountancy). By matching the
right personality with the right company workers can achieve a better synergy and avoid pitfalls
such as high turnover and low job satisfaction. Employees are more likely to stay committed to
organisations if the fit is 'good'.
In practice, P-O fit would be used to gauge integration with organizational competencies. The
Individual is assessed on these competencies, which reveals efficacy, motivation, influence, and
co-worker respect. Competencies can be assessed using various tools like psychological tests,
competency based interview, situational analysis, etc.
If the Individual displays a high P-O fit, we can say that the Individual would most likely be able
to adjust to the company environment and work culture, and would be able to perform at an
optimum level.
Findings,
Conclusion,
Suggestions,
Limitation
FINDINGS
According to the Survey, Recruitment differs from company to company for each
category.
According to the Survey, the company do utilize internet sites for the recruitment process
and for finding the talent candidate
According to survey it is observed that the company are utilizing the job description in
order to make screening process more efficient
Limitation of the study:
The study is subjected to the following limitations
The study is based on the data provided by the company statements so, the limitations of
the company’s employees remaining are equally applicable.
In some cases data is collected from the companies past records.
CONCLUSIONS
• Polices adopted by EMC are transparent, legal and scientific.
• Recruitment is fair.
• The recruitment should not be lengthy.
• To some extent a clear picture of the required candidate should be made in order to
search for appropriate candidates.
• Most of the employees were satisfied but changes are required according to the changing
scenario as recruitment process has a great impact on the working of the company as a
fresh blood, new idea enters in the company.
SUGGESTIONS
• Time management is very essential and it should not be ignored at any level of the process.
• Recruitment policy is satisfactory in EMC but the periodicity of recruitment is being
more which needs to be reduced.
• Communication, personal and technical skills need to be tested for employees
WIBLIOGRAPHY
http://recruitment.naukrihub.com/meaning-of-recruitment.html
http://www.fempower.co.za/01/index.php?option=com_content&task=view&id=19&Itemid=34
http://en.wikipedia.org/wiki/Recruitment
https://www.google.co.in/
http://www.emc.com/
BIBLIOGRAPHY
C.B Mamoria and S.V. Gankar (2004), Personal Management Text and Cases. Himalaya
Publication.
Essentials of HRM and IR - P.Subba Rao.
Personal Management - C.B.Memoria.
Research Methodology -C.R.Kothari.
Personnel and Human Resource Management – P. Subba Rao, Himalaya Publication
Questionnaire on Recruitment Process
Name –
Company’s name –
Designation –
Date-
Note – Please fill the appropriate option.
Question 1: What form of interview did you prefer? ( )
a. Personal interviews b. telephonic interviews c. video conferencing d. Other
Question 2: What source you adopt to source candidates? ( )
a. Candidate referral b. Advertising c. Job portals
Question 3: How many stages are involved in selecting the candidate? / How many
Question you are asking during the Telephonic interview round? ( )
a. 1 b. 2 c. 3 d. 4 e. More
Question 4: How do you track the source of candidate? ( )
a. Software b. Online c. Data
Question 5: Does the organization clearly define the position objectives, requirements and
candidate specifications in the recruitment process? ( )
a. Yes b. No
Question 6: What is the average time spent by executives during recruitment (each
candidate) ? ( )
a. 1mins to 5mins. b. 5 to 10 mins.
c. 10 to 15mins. d. More
Question 7: Do you follow different recruitment process for different grades of employees?
( )
a. No b. Yes
Question 8: What are the basic questions you ask to the candidate? ( )
a. Experience (Total/Relevant)
b. Current CTC/Expected CTC
c. Job Profile
d. Notice period
e. All the Above
Question 9: Do you have any system to calculate cost per recruitment? ( )
a. No
b. Yes, please specify –
Question 10: Is there any provision for evaluation and control of recruitment process?
( )
a. Yes b. No
Question 11: Is there any facility for absorbing the trainees in your organization?
a. Yes b. No ( )
Questionnaire on Recruitment Process
Name –
Company’s name –
Designation –
Date-
Note – Please fill the appropriate option.
Question 1: What form of interview did you prefer? ( )
a. Personal interviews b. telephonic interviews c. video conferencing d. Other
Question 2: What source you adopt to source candidates? ( )
a. Candidate referral b. Advertising c. Job portals
Question 3: How many stages are involved in selecting the candidate? / How many
Question you are asking during the Telephonic interview round? ( )
a. 1 b. 2 c. 3 d. 4 e. More
Question 4: How do you track the source of candidate? ( )
a. Software b. Online c. Data
Question 5: Does the organization clearly define the position objectives, requirements and
candidate specifications in the recruitment process? ( )
a. Yes b. No
Question 6: What is the average time spent by executives during recruitment (each
candidate) ? ( )
a. 1mins to 5mins. b. 5 to 10 mins.
c. 10 to 15mins. d. More
Question 7: Do you follow different recruitment process for different grades of employees?
( )
a. No b. Yes
Question 8: What are the basic questions you ask to the candidate? ( )
a. Experience (Total/Relevant)
b. Current CTC/Expected CTC
c. Job Profile
d. Notice period
e. All the Above
Question 9: Do you have any system to calculate cost per recruitment? ( )
a. No
b. Yes, please specify –
Question 10: Is there any provision for evaluation and control of recruitment process?
( )
a. Yes b. No
Question 11: Is there any facility for absorbing the trainees in your organization?
a. Yes b. No ( )
