CHAPTER –II

RECRUITMENT & SELECTION PROCESS

RECRUITMENT

Recruitment is defined as a process to discover, the sources of manpower to meet the recruitment
the stafting schedule & employ effective measures for attracting the manpower in adequate number
to facilitate, selection of an efficient workforce. Edwin B. Flippo defined recruitment as the process
of searching for prospective employees & simulating thiem to apply for the jobs in an organization"
Those definitions can he analyzed by discussing the process of recruitment through systems
approach.

OBJECTIVE OF RECRUIMENT

The objective of recruitment is:

 To attract people with multi-dimensional skills &experience that suits the present & future
organizational sirategies
 To induct outsiders with a new prospective to lead the company
 To infuse blood at levels of an organization
 To develop an organisation culture that attract competent to the company.
 To search& head hunt/head pouch people whose skills fit the company's values.
 To devise methodology for assessing physiological traits
 To seek out non-conventional development grounds of talents
 To search for talent globally & not just within the company To seek out non-conventional
 development grounds of talents
 To design entry pay that competes on quality but not on quanturn.
 To anticipate & find people for positions that does not exist yet

PROCESS OF RECRUITMENT

Recruitment refers to the process of identifying & attracting job seekers so as to build a pool
qualified job applicant. The process comprises five interrelated stages .

1. Recruitment Planning
The first stage in the recruitment process is planning. Planning involves the translation of likely job
vacancies & information about the nature of these jobs into set of largest that specify the number &
type of applicants to be contacted.

2. Strategy Development
Once it is known how many & what type of recruits are required, serious consideration needs to be
given to devise a suitable strategy for recruiting the candidate for the organisation. It may include
issues like whether to prepare the required candidates themselves or hire it from outside, what type
of recruitment method to be used, what geographical area be considered for searching the
candidates, which source of recruitment to be practiced, & what sequence of activities to be
followed in recruiting candidates in the organization.
 3. Searching
Once a recruiting plan & strategy are worked out, the search process can begin. Search involves two
steps

i) Source activation
ii) Selling.

4. Screening
Screening of application can be regarded as a integral part of the recruiting process. The selection
process will begin after the application have been scrutinized & short listed. The purpose of
screening is to remove from the recruitment process, at an early stage, those application who are
visible unqualified for the job, effective screening can save great deal of time and money.

5. Evaluation & Control

Evaluation &control is necessary as considerable costs are incurred in the recruitment process The
costs generally incurred are

 Salaries for recruiter

 Management & professional time spent on preparing job description job specification,
advertisements, agency liaison , & so forth
 Cost of advertisements or other recruitment methods, ie, agency fees
 Cost of producing supporting literature
 Cost of overtime &outsourcing while the vacancies remain unfilled
 Cost of recruiting suitable candidates for the selection process

Recruitment is of 2 types

1. INTERNAL RECRIUMENT

It is a recruitment wlucli takes-place within the concern or organization Internal sources of

recruitment are readily available to an organization. Internal sources are primarily three Transfer
promotions and Re employment of ex-employees. Re-employment of ex-employees is one of the
internal sources of recruitment in which employees can be invited and appointed to fill vacancies in
the concern. There are situations when ex-employees provide unsolicited applications also

Internal recruitment may lead to increase in employee's productivity as their motivation

level increases. It also saves time, money and efforts. But a drawback of internal recruitment is that
it refrains the organization from new blood. Also, not all the manpower requirements can be met
through internal recruitment. Hiring from outside has to be done. Internal sources are of 3 types

a. Transfers
b. Promotions (through Internal Job Postings) and
 c. Re employment of ex-employees
Re employment of ex-employees is one of the internal sources of recruitment in which
employees can be invited and appointed to fill vacancies in the concern There are situations when
ex-employee-provide unsolicited application also

2. EXTERNAI, RECRUITMENT

External sources of recruitment have to be solicited from outside the organization. external sources
are external to a concern Rot in involves lot of time and money . the external sources of recruitment
include employment at factory gate, advertisements, employment exchange, employment agencies ,
educational institutions, labour contractors, recommendations etc

a. Employment at Factory Level :-

This is source of external recruitment in which the applications for vacancies are presented on
bulletin boards outside the Factory or at the gate This kind of recruitment is applicable generally
where factory workers are to be appointed. There are people who keep on soliciting jobs from one
place to another these applicant are called as unsolicited applicants. These types of worker apply on
their own for their job For this kind of recruitment Workers have a tendency to shift from one
factory to another and therefore they are called as” Badli “workers

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.

EMPLOYEMENT EXCHANGES

There are certain Employments exchanges which are run by government. Most of the government

undertakings and concerns employee people through such exchanges. Now-a-days recruitment in
government agencies has become compulsory through employment exchange.

d. Employment Agencies –

There are certain professional organizations which look towards recruitment and employment of
people, i.e. these private agencies run by private individuals supply required manpower to needy
concerns.

Educational Institutions:-
There are certain professional Institutions which serve as an external source for recruiting fresh
graduates from these institutes. his kind of recruitment done through such educational institutions
is called s Campus Recruitment. They have special recruitment cells which help in providing jobs to
fresh candidates.
Recommendations:-
There are certain people who have experience in a practical 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.

Labour Contractors:-
These are the specialist people who supply manpower to the Factory or Manufacturing plants.
Through these contractors, workers are appointed on contract basis, i.c. for a particular time period
Under conditions when these leave the organization, such people who are appointed have to also
leave the concern.

SOURCES OF RECRUITMENT

The recruitment and seleotion 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 organizations 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
> Qualification required
> preparing the job description and person specification
> locating and developing the sources required number and type of employees
> short listing and identifying the prospective employee with required characteristics
> arranging the interviews with the selected candidates
> conducting the interview and decision making.
RECRUITMENT PROCESS:

Identify vacancy

a) identify vacancies
b) prepare job description and person specification
c) advertising the vacancies
d) Managing the response
 e) Short-listing
f) Arrange interviews
g) Conducting interview and decision making

The recruitment process is immediately followed by the selection process i.e. the final interviews
and the decision making, conveying the decision and the appointment formalities.

INTERNAL SOURCES OF RECRUITMENT

1. TRANSFERS

The employees are transferred from one department to another according to their efficiency and
experience.

2. PROMOTION

The employees are promoted from one department to another with more benefits and greater
responsiility, based on efficiency and experience.

[Link] AND DEMOTION:

Others are Upgrading and Demotion of present employees according to their performance.

[Link] AND RETRENCHED EMPLOYEES:

Retired and retrenched employees Recruitment such people may also be recruited once again in
case of shortage of qualified personnel or increase in load of work. Save time and costs of the
organizations as the people are already aware of The organizational culture and the policies and
procedures.

6. DECEASED EMPLOYEES AND DESABLE EMPLOYEES:

The dependents and relatives of Deceased employees and Disabled employees are also done by
many companies so that the members of the family do not become dependent on the mercy of
others.

the suitability of candidates Management can inquire these leaders for suitable jobs in some
organization these are formal agreements to give priority in recruitment to the candidates
recommended by the trade union.

RECRUITMENT AT FACTORY GATE

Unskilled workers may the recruited at the factory gate these may Be employed whenever a
permanent worker is absent. More efficient among these may be recruited to fill permanent
vacancies.
FACTORS EFFECTING RECRUITMENT:
The recruitment function of the organizations is affected and governed by a mix of various internal
and external forces. The internal forces or factors are the fectors that can be controlled by the
organization. And the external factors are those fectors which can be controlled by the organization.
The internal and external forces affecting recruitment function an organization are:

INTERNAL FACTORS AFFECTING RECRUITMENT

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

1) RECRUITMENT POLICY

The recruitment policy of an organization specifies the objectives of recruitment and provides a
framework for implementation of recruitment programmed. It may involve organizational system to
be developed for implementing recruitment programmers and procedures by filling up vacancies
with best qualified people.

FACTORS AFFECTING RECRUITMENT POLICY

*Organizational objectives

*Personnel policies of the organization and its competitors

*Government policies

*Preferred sources of recruitment

*Need of the organization

*Recruitment costs and financial implications.

1) HUMAN RESOURCE PLANNING

Effective human resource planning helps in determining the gaps present in the existing manpower
of the organization. It also helps in determining the number of employees to be recruited and what
qualification they must possess

2) SIZE OF THE FIRM

The size of the firm is an important factor in recruitment process. If the organization is planning to
increase its operations and expand its business, it will think of hiring more personnel, which will
handle its operations.

COST:

Recruitment incur cost to the employer , therefore, organization try to employ that sources of
recruitment which will bear a lower cost of recruitment for each candidate.

4) GROWTH AND EXPANSON

Organization will employ or think of employing more personnel if it is expanding its operation.
EXTERNAL FACTOR AFFECTING REQUIREMENT:

The external forces are the foces which cannot be controlled by the organization. The major external
forces are

1. SUPPLY AND DEMAND

The availability of manpower both within and outside the organization is an important
determinant in the recruitment process. If the company has a demand for more professionals and
there is limited supply in the market for the professional demanded by the company, then the
company will have to depend upon internal sources by providing them special training and
development programs.

2. LABOUR MARKET:

Employment conditions in the community where the organization is located will influence the
recruiting efforts of the organization. If there is surplus of manpower at the time of recruitment,
even informal attempts at the time of recruiting like notice board display of the requisition or
announcement in the meeting etc will attracted more than enough applicants.

3. IMAGE & GOODWILL

Image of the employer can work as a potential constraint for recruitment. An organization with
positive image and goodwill as an employer finds it easier to attract and retain employees than an
organization with negative images, Image of a company is based on what organization does and
affected by industry. For example finance was taken up by fresher MBA's when many finance
companies were coming up.

4. POLITICAL-SOCIAL- LEGAL. ENVIRONMENT

Various government regulations prohibiting discrimination in hiring and employment have direct
impact on recruitment practices. For example Government of India has introduced legislation for
reservation in employment for scheduled castes, scheduled tribes, physically handicapped etc. Also,
trade unions play important role in recruitment. This restricts management freedom to sclect those
individuals who it believes would be the best performers If the candidate can't meet criteria
stipulated by the union but union regulations can restrict recruitment sources.

5. UNEMPLOYMENT RATE

One of the factors that influence the availability of applicants is the growth of the economy
(whether economy is growing or not and its rate) When the company is not creating new jobs, there
is often oversupply of qualified labour which in turn leads to unemployment.

6. COMPETITORS

The recruitment policies of the competitors also affect the recruitment function of the organizations.
To face the competition, many a times the organizations have to change their recruitment policics
according to the policies being followed by the competitors.
RECRUITMENT POLICY OF A COMPANY:

In today's rapidly changing business environment, a well defined recruitment policy is necessary for
organizations to respond to its human resource requirements in time. Therefore, it is important to
have a clear and concise recruitment policy in place, which can be executed effectively to recruit the
best talent pool for the selection of the right candidate at the right place quickly. Creating a suitable
recruitment policy is the first step in the efficient hiring process. A clear and concise recniitment
policy helps ensure a sound recruitment process.

It specifies the objectives of recruitment and provides a framework for implementation of

recruitment programmed. it may involve organizational system to be developed for implementing
recruitment programmed and procedures by filling up vacancies with best qualified people.

COMPONENTS OF THE RECRUIIMENT POLICY

> The general recruitment policies and terms of the organization

> Recruitment services of consultants

> Recruitment of temporary employees

> Unique recruitment situations

> The selection process

> The job descriptions

> The terms and conditions of the employment

A recruitment policy of an organization should be such that:

*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 select

* Weight age during election given tbufactors the 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.

SELECTION

Once the potential applicants are identified, the next step is to evaluate their qualification, qualities,
experiences , capabilities, etc. make the selection. It is the process of offering jobs to the desired
applicants. 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.

PURPOSE

The purpose of selection is to pick up the most suitable candidate who would meet the
requirements of the job in an organization best, to find out which job applicant will be successful, if
hired. To meet this goal, the company obtains and assesses information about the applicants in
terms of age, qualifications, skills, experience, etc. the needs of the job are matched with the profile
of candidates. The most suitable person is then picked up after eliminating the unsuitable applicants
through successive stages of selection process. How well an employee is matched to a job is very
important because it is directly affects the amount and quality of employee s work. Any mismatch in
this regard can cost an organization a great deal of money, time and trouble, especially, in terms of
training and operating costs In course of time, the employee may find the job distasteful and leave in
frustration. He may even circulate negative information about the company, causing incalculable
harm to the company in the long run Effective election, therefore, demand s constant monitoring of
the fit' between people the job.

PROCESS OF SELECTION

The selection process is based on the following parameters in the organization. When there is
opening in an organization, organization look for people, as per the process, as per the department
and they schedule their interview accordingly which makes them know about the job vacancy, job
opening and help the candidates in performing so the HR basically deals with this process and
completes all the necessary details of the process of selection of the candidates as per the process
and methods. They apply certain principles for selection of the candidates and give the position to
the candidates as per their requirement, qualification; eligibility, experience and necessary positions
and they specify the specific job to specific employee so they can perform better. Selection process
is not that easier to perform because this task requires lot of skills as per the level of screening the
students. This is a very challenging and a difficult task or a job to select and reject the candidates in
the interview process because it requires no heart in the field and only requires the interviewer to
think from their mind and apply the tools and necessary strategies for making this concept clear This
process helps the company in filling the suitable employees with suitable positions to performs the
task and duties in the organization. Selection is not same as recruitment because it talks about
choosing the best and the nght candidate for the poisition, fort the vacancy and for the organization.
It requires the candidate should process skills, abilities knowledge, eligibility, qualification ant many
more.

What are the tools applied in the selection process?

The selection process has various tools applied