INTRODUCTION RECRUITMENT & SELECTION

Edwin B Flippo Defined recruitment as process of searching for prospective employees and stimulating them to apply for jobs in the organization. Those definitions can be analyzed by discussing the processes of recruitment through systems approach. 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. Recruitment takes place from the point when a business decides that it needs to employ somebody up to the point where a pile of completed application forms has arrived in the post. Selection then involves choosing an appropriate candidate through a range of ways of sorting out suitable candidates leading to interviews and other tests. Training involves providing a range of planned activities that enable an employee to develop the skills, attitudes and knowledge required by the organization and the work required. Attracting the right candidates to apply for a job can be an expensive process. It is even more expensive when done badly because when unsuitable candidates apply for a job, then the post may need to be re-advertised-so it is best to get it right first time. Recruitment takes place from the point when a business decides that it needs to employ somebody up to the point where a pile of completed application forms has arrived in the post. The job description can be sent out to potential candidates along with a person specification, which sets out the desirable and essential characteristics that someone will need to have to be appointed to the post.

A variety of media will be used to attract applications e.g. national newspapers for national jobs, and local papers and media for local posts. Job advertisements set out such details as: A job description is also helpful because it sets out:

The title of a post. When and where it will be carried out. Principal and ancillary duties of the post holder.
Other details.

SELECTION
Meaning/Definition:
To select means to choose. Selection is the process of picking individuals who have relevant qualifications to fill jobs in an organization. The objective of the selection is to choose the individual who can most successfully perform the job from the pool of qualified candidates. After identifying the sources of human resources, searching for prospective employees and stimulating them to apply for jobs in an organization, the management has to perform the function of selecting the right employees at the right time. The purpose of selection is to pick up the most suitable candidate who would be meet the requirements of the job and the organizationin other words ,to find out which job applicant will be successful, if hired. To meet this goal, the company obtains and assess information about the applicants interms age, qualifications, skills, experience, etc. the needs of the job matched with the profile of the candidates. The most suitable person is then picked up after eliminating the less suitable applicants through successive stages of the selection process. How well an employee is matched to a job is very important because it directly affects the amount and quality of the employees work.

EFFECTIVENESS OF SELECTION PROGRAMME:

The purpose of selection program and techniques is to choose the most suitable candidate for a given job from among the prospective employees. The selection program would be effective, if the candidate selected\hired perform their jobs efficiently sincerely with commitment. The human resource manager should evaluate the effectiveness of the selection program periodically. Dale S. Beach suggest audit of the selection program to know the effectiveness of the selection program.

RECENT TRENDS IN SELECTION

New trends have been emerging in selection techniques along with other areas human recourse management. The recent trends in selection include Selection by invitation. Leasing. 360 degrees selection program.

SELECTION BY INVITATION:
Management observes the performance of key executives of competitors. If the performances of the key executives are excellent or the key executives are change agents, the management invites such executives to join the organization by offering attractive salary and benefits. Thus, the significant performance of the executives forms basis for selecting them by invitation.

LEASING:
Presently, the organizations need to employ specialists to take up the highly skilled jobs. In fact, the changes in technology demand highly skilled employees. It would be very difficult to small organizations to employ the skilled employees as they demand high pay. Added to this employee may not have enough work. These factors enabled the consultancy organizations to employ experts and depute these employees to the needy companies on lease. These consultancy organizations are principal employers and the needy organizations draw the required employees from the pool on lease and pay the agreed fee to the consultancy firms. The consultancy firms pay the salaries to the employees.

360 DEGREES SELECTION PROGRAM:

Normally superiors administer the selection tests and interviews. They judge the fit between the job and the candidate. But the employee skills, knowledge and performance affect not only superiors but also sub ordinates and the employees of the same level. Hence, the organizations started involving the subordinates and the employees of the same level in administrating the employment tests and interviews. This type of selection program is called 360 degrees selection program.

Need and Importance of the study

Recruitment and selection provides information about basing on which process the consultancy will recruit the candidates.

The study includes finding out how the employees of this consultancy feel about the recruitment & selection system. To know which selection procedure will the consultancy follows. To study whether the consultancy follows a specific recruitment policy.

To find out which source of recruitment that the consultancy will follows. To study Hrd Philosophy of the company.

Objectives of the study

To know the perception of employees about the recruitment & selection Procedure. To know the factors which affect the recruitment. To asses the attitude of the employee towards the recruitment & selection procedure of HR capitol. To examine the sources followed in the Recruitment & selection. To find out the effect of recruitment & selection process used in the consultancy.

RESEARCH METHODOLOGY
Accuracy of the study is purely based on the available information Research & Methodology.

Size of Sample
The accuracy of survey depends upon the sample size; well selected sample may give accurate results.

A good sample must be adequate in size, in order to be reliable, that the sample should be of such a size that the analysis drawn from the sample are accurate. The Sample that is taken for the purpose of survey is based on the random sampling the total sample size for the purpose of the study is 10.

Sampling Technique.
The sample that is used for the study is Random Sampling. The process of sampling involves three elements 1. Selecting the sample 2. Collecting the information 3. Making an analysis about the sample

SOURCES OF DATA:
Sources of any statistical investigation depend on the availability of accurate and reliable data chosen for data collection. There fore data collection is a very basic activity in decision making. Data may be classified either as primary or secondary. The Data that is used in this study is termed as both primary and secondary data.

PRIMARY DATA
The Primary data that has been collected through questionnaire and observation method.

SECONDARY DATA
The secondary data that have been obtained from the company internal reports, brochures and through company websites. .

HR Capital
COMPANY PROFILE:
HR Capital established in 2002 is a young and ambitious Consulting Company strategically positioned to assist organizations in the sourcing and recruitment of quality talent globally. HR Capital comprises of experienced recruitment consultants whose diverse expertise has empowered the performance of many reputed organizations and strengthened the technical and managerial competencies.

Our Vision
Redefining the mode in providing solutions in Staffing Services by Assessing Building and strengthening the Technical and Managerial Competencies of our Client organization in the most effective time through our consistent improvising process system.

We Offer:
Staffing Services like Permanent Placements, Contract Placements, and Contract to Hire Placements. Project Outsourcing and Staffing. Recruitment Process Outsourcing. Training and Development

Consultant Profile:
We have a team specialized in Resource, who are categorized as Research Associates and Head Hunters and Consultant
SHRIVIDHYA

Chief Consultant Profile 12+ years of Industry Expertise in Global Resourcing with an international work experience in UK and Singapore as Aggressive Recruitment consultant and Generalist human resource manager. Strong experience of complete hiring cycle from initiation of hiring needs to resource identification, closures. Strong experience handling resource requests from clients on a cross-section of software skills and technologies. Good experience in the International sub-contracting market. Worked with H1B/Permanent Residents and citizens in the US, UK and ASEAN region. Strong experience working with placement firms / manpower contractors globally.

Campus Recruitments:We also undertake the campus recruitments from Leading Institutes as Management trainees for MBA, Software & Engineering. Recruitment Process Outsourcing Bonsai also marching towards the RPO for the organizations where the recruitment part of the companies is exclusively handled by us as per their specific needs and our expertise.

We Seek
ITES: Technical support / customer care / Health care / Financial services / Information Technology / Telecom datacom / embedded system Web Technologies: Java, J2ee, struts, Design patterns, SOA, web services. 10

ERP:

SAP, Oracle applications, People soft. DATABASE ADMINISTRATION: BI and Data warehousing: Business objects, informatics, SAS. MAINFRAMES:
COBOL, CICS, VSAM, JCL, IMS, Assembler, Vision plus.

SQA: Manual testing, Automated testing, Verification and Validation.

Our Clients:
IT: HR Capital has an impressive list of clientele like IGATE Global Solutions, Cognizant Technology Solutions, Wipro Technologies, Consulting, Limited, I Vantage India, Fugro ADP India, Adaptec India, Alliance Microsoft R & D India, GE India Innovation Center, HTMT India Pvt Geosoft Pvt Limited, Converges Information

Management Solutions Group, Info gain, Sierra Atlantic, Intel group Asia Pvt Limited, Computer Associates India, CSC India, Shaken Communication etc.. ITES: Deshaw / Reuters India / HSBC / Monster India / converges /HP India Unisys corporation / Deloitte consulting / Sum Total systems /ICICI bank ICICI Source / accenture / sitel /Ge / 24/7 /Wipro Non IT: ICICI Prudential, Kotak mahindra, cooks cape, ICICI direct. HR Capitol has a firm competent base in Technology Recruitments in the following areas:

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About Us: HRCapitol is one of the fastest growing Human Resource Consulting Firm, specialized in resourcing technology talent for the Information Technology Industry. We specialize in helping our clients find, hire and retain quality talent from the market from different technology disciplines. If you want to hire the best talent, looks no further just call us

Client Services:
Every Company needs Great People: HRCapitol helps each of its clients, identify this great talent from the Information Technology Industry, who know how to contribute and provide extreme value for the organization they are associated with we specialize in resourcing professionals from Entry Level to Senior Management, and from Contract to Full Time Permanent Staffing positions across the Globe. From established software corporate leaders, to emerging software organizations, our clients enjoy our to share knowledge and streamline operations in a way that creates competitive advantage for our clients and candidates.

Mission and Values

We believe in maintaining and building relationships with our clients. Long Term Relationships, that are built on strong work ethics, value added services, complete client satisfaction and Mutual Trust and benefits and redefining the recruitment resourcing by assessing, building and strengthening Technical and Managerial Competencies of our Client Organization in the most effective time, through our consistent improvising process system.

Our Passion:
HR Capitals wide international and hands on professional experience and contemporary, deep and wider understanding of the issues and challenges facing the information technology and ITES industries gives a definite edge over the crowded field of traditional recruiters .We have partnered with all the top corporate in this industry and know all the companies, their buzzwords, the industry news, practices and latest developments and stay in close and constant touch with their Human Resources and hiring managers. Therefore we often discover job opportunities before any one does. And by the way, about 80% of all 12

job Openings are never advertised. 1. Industry Specific Knowledge. 2. Resource and Expertise. 3. Professional and Work Ethics.

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RECRUITMENT
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 wit h jobs fulfill 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 un qualified persons to self-select themselves out

A sound recruitment policy calls for adopting a scientific process of recruitment, i.e. those techniques, which are model and scientific. Recruitment policy also requires one to consider the high cost of managerial turnover. Unless a company adopts a suitable recruitment policy, it may not be possible for the company to select the right candidate for the right job. A sound recruitment policy, therefore, needs to: Identify, at the out side the recruitment needs of the organization, Identify the preferred sources of recruitment, Frame suitable criteria for selection and finally, Consider the cost of recruitment.

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Objectives of Recruitment:
1. To attract people with multi-dimensional skills and experiences that

Suits the present and future organizational strategies. 2. To induct outsiders with a new perspective to lead the company. 3. To infuse fresh blood at all levels of the organization. 4. To develop an organizational culture that attracts competent people to the company. 5. To search or head hunt people whose skills fit the companys values. 6. To devise methodologies for assessing psychological traits. 7. To seek out non-conventional development grounds of talent. 8. To search for talent globally and not just within the company. 9. To design entry pay that competes on quality but not on quantum. 10. To anticipate and find people for positions that does not exist yet.

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Sub-systems of Recruitment:
The recruitment consists of the following sub-functions: 1. Finding out and developing the sources where the required number kind of employees will be available. 2. Developing suitable techniques to attract the desirable candidates. 3. Employing the techniques to attract candidates. 4. Stimulating as many candidates as possible and asking them to apply irrespective of number of candidates required. Management has to attract more candidates in order to increase selection ratio (i.e. number of applications per one job vacancy) in order to select the most suitable candidates out of the total candidates. Recruitment is positive as it aims at increasing the number of applicants and selection is somewhat negative as it selects the suitable candidates in which process the unsuitable are automatically eliminated. Though, the function of recruitment seems to be easy, a number of factors make performance of recruitment a complex one. or jobs

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RECRUITMENT PROCESS

Company Strategies

HRP

Job Analysis

Recruitment Type Number Job Vacancies at a Future date Type Number of HRs

Applicant spool

Screening

Potential |Hires

Search for the Prospective Candidates Sources Traditional, Modern

Stimulate them to Apply Techniques Traditional, Modern

Evaluation & Control

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Factors Affecting Recruitment:

Both internal and external factors affect recruitment. The external factors include supply of and demand for human resources, employment opportunities and/or unemployment rate, labor market conditions, political, legal requirement and government policies, social factors, information systems etc.

The internal factors include the companys pay package including salary, fringe benefits and incentives, quality of work life, organizational culture, career planning and growth opportunities, size of the company, companys product/services, geographical spread of the companys operations viz., local, national or global, companys growth rate, Role of Trade Unions and cost of recruitment.

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Factors Affecting Recruitment

Internal Factors Companies pay Package Quality work Life Career Planning & Growth Companys Size Geographical Spread of The Companys Operations

External Factors Socio economic Factors Supply & Demand Factors Employment Rate Labour Market Conditions Political, Legal &Governmental Factors like Reservations for

Companys Growth Rate Role of Trade unions Cost of Recruitment Companys Name & Fame

SC/ST/BC &sons of Soil Information System like Employment Exchanges/ Tele Recruitment like Internet

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Complexity of the Function of Recruitment:

Performing the function of recruitment i.e. increasing the selection ratio is not as easy as it seems to be. This is because of the hurdles created by the internal factors and external factors which influence an organization. The first activity of recruitment i.e. searching for prospective employees is affected by many factors like 1. Organizational policy regarding filling up of certain percentage of intern candidates. 2. Local candidates (sons of soil). 3. Influence of trade unions. 4. Government regulations regarding reservations of certain number of candidates based on community/region/ caste/ sex; 5. Influence of recommendations, nepotism etc. As such, the management is not free to find out or develop the source of desirable candidates and alternatively it has to divert its energies for developing the sources within the limits of those factors though it cannot find suitable candidates for the job The other activity of recruitment is consequently affected by the internal factors such as: 1. Working conditions; 2. Promotional opportunities; 3. Salary levels, type and extent of benefits; 4. Other personnel policies and practices; 5. Image of the organization; 6. Ability and skill of the management to stimulate the candidates. vacancies to vacancies by

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It is also affected by external factors like: 1. Personnel policies and practices of various organizations regarding working conditions, salary, benefits, promotional opportunities, employee relations etc. 2. Career opportunities in other organizations. 3. Government regulations. The degree of complexity of recruitment function can be minimized by formulating sound policies. A few progressive companies in India like Larsen & Toubro, Hindustan Lever, Procter & Gamble and a few others have exemplary policies of recruitment which even International companies are trying to emulate. Of late Indian BPOs and multinationals have evolved their unique methodologies in fast recruitment and selection processes.

Recruitment Policy:
Recruitment policy of an organization is derived from the personnel of the same organizations In other words the former is a part of the latter. however recruitment policy itself should take into consideration the governments internal sources, social responsibility in absorbing minority sections, women etc. recruitment policy should commit itself to the organizations personnel policy like enriching the organizations human resources or serving the community by absorbing the weaker sections and the disadvantaged people of the society, motivating the employees through internal promotions, improving the employee loyalty to the organization by absorbing presents/former employees etc. retrenched or laid off employees or causal/temporary employees or dependents of

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The following factors should be taken into consideration in formulating policy. They are

Government policies Personnel policies of other organizations Organizations personnel policies Recruitment sources Recruitment Needs Recruitment Cost Selection Criteria and preference.

IMPACT POLICIES

OF

PERSONNEL

POLICIES

ON

RECRUITMENT

Recruitment policies are mostly drawn from personnel policies of the organization. According to Dale yodar and Paul D. standohar general personnel policies provide a variety of guidelines to be spelt out in recruitment policy. After formulation of the recruitment policies, the management has to decided whether the centralize or decentralize the recruitment function.

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RECRUITMENT TECHNIQUES
Recruitment techniques are the means or media by which management contracts prospective employees provide necessary information exchanges ideas or stimulates them to apply for jobs. Management uses different types of techniques to stimulate internal and external candidates. Techniques useful to stimulate internal candidates are: Promotions: and Transfers : Techniques useful to stimulate external candidates: Present employees/employee referrals: Sourcing: Advertising.

SOURCES OF RECRUITMENT
Generally, the learners of the human resource management may feel that sources and techniques of recruitment are one and same. But they are different. Sources are those where prospective employees are available like employment exchanges while techniques are those which stimulate the prospective employees to apply for jobs like nomination by employees, advertising, promotion etc. now we discuss the sources of recruitment. Management has to find out and develop sources of recruitment as early as possible because of high rate o time lapse. Types of sources: 1. Traditional sources 2. Modern sources 23

SOURCES OF RECRUITMENT

Traditional Sources Internal Sources External Sources

Modern Sources Internal Sources External Sources

Present Permanent Employees Present Temporary Employees Retrenched Retired Employees Dependents of Deceased Employees

Campus Recruitment

Employee Referrals

Walk -in Consult in

Private Employment Agencies/Consultants Public Employment Exchanges Professional Associations Databanks

Head Hunting Body Shopping

Disabled & Retired Employees

Casual Applicants Similar Organizations/ Competitors Trade Unions

Mergers & Acquisition Tele Recruitment Out sourcing

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Sources for recruitment:

Depending on the type of job opening, you can recruit qualified staff from several internal and external sources:

Internal sources:
You may have someone in mind that may be suitable for the job. It may be a relative or a close friend. He/she is someone whom you can trust and who is qualified, with the relevant experience. If your business has been ongoing with an existing pool of employees, you may also wish to allow your existing employees the opportunity to be considered for the new job opening. Internal sources include: 1. present permanent employees , 2. present temporary/casual employees, 3. retrenched or retired employees, 4. Dependents of deceases, disabled, retired and present employees.

1. Present permanent employees:

Organizations consider the candidates from this source for higher level jobs due to: Availability of the most suitable candidates for jobs relatively or equally to the external source, To meet the trade union demands, To the policy of the organization to motivate the present employees.

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2. Present temporary/casual employees

Organizations find this source to fill the vacancies relatively at the lower level owing to the availability of suitable candidates or trade to pressures or in order to motivate them on the present job.

3. Retrenched or retired employees

Generally a particular organization retrenches the employees due to lay-off. The organization takes the candidates for employment from the retrenched employees sue to obligation, trade union pressure and like. Some time s the organization prefers to reemployees as a token of their loyalty to the organization or postpones some inter-personal conflicts for promotion.

4. Dependents of deceases, disabled, retired and present employees

Some organizations with a view to developing the commitment and loyalty of not only the employee but also his family members due to obligation, trade union pressure and the like. Sometimes the organizations prefer to re-employ their retired employees as a token of their loyalty to the organization to postpone some inter-personal conflicts for promotion etc.

1) In sourcing or Outsourcing:
Companies recruit the candidate employ them train and develop them and utilize the Human Resources of these candidates is called in sourcing. Some organizations employ and develop the candidates with a view to provide the human resources to other organization. Some companies depend for their human resource requirements on such external organization whose core business is to provide human resources. This strategy is called out sourcing.

2) Vast & Fast Source:

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The fast developing IT industry and high technology oriented industry invariably require vast human resource within the short period .The best strategy to get vast human resource immediately is internet.

External sources:
Depending on your needs and your budget, you may consider the following sources: referrals from your business contacts or clients for a suitable candidate advertising in the media post the job opening on online job banks recruit fresh graduates from tertiary institutions walk-in interviews job fair professional recruitment agencies or government agencies such as WDA The suitable candidates with skill, knowledge, talent etc., are generally available. Candidates can be selected with out any pre-conceived notion or reservation. Cost of employees can be minimized because employees selected from this source are generally placed in minimum pay scale. Expertise, excellence and experience in other organization can be easily brought into the organization. Human resources mix can be balanced with different background, experience, skill etc. Latest knowledge, skill, innovative or creative talent can also flowed into the organization. Existing will also broadens their personality. Long-run benefit to the organization on the sense that qualitative human resources can be brought. External sources include: o Campus recruitment, o Private employment agencies/consultants,

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o Public employment exchanges, o Professional Associations, o Data Banks, o Casual Applicants, o Similar Organizations, o Trade unions, RECRUITMENT PRATICES Finding of the various surveys conducted in foreign countries reveal that various organizations use the following sources of recruitment in the order of the relative practice: employment referrals, casual applications, advertising, local educational institutions, public employment exchanges, private employment agencies and unions. Industries in India depend on the following sources: Internal sources. List of a central pool of candidates from which vacancies are filled. Public employment. Causal labourers. Lobour contractors. Candidates introduced by friends and relatives. Private employment agencies/consultants. Campus recruitment like Indian Institutes of Management Indian Institutes of Technology, Indian Institute of Science, National Institute for Training Industrial Engineers. SONS OF THE SOIL: 28

Recently there has been a move in India that the vacancies at the lower level should be filled by the local people. Some organizations including public sector organizations have started providing jobs to sons of soil on priority basis. The National Committee on Labour, in this connection, recommended for providing employment to the local persons. Further, the Government of the India issued directives to public sector enterprise s to recruit local candidates on priority basis. SPECIFIED COMMUNITIES AND CATEGORIES: According to the government directives the organizations, particularly public sectors have to recruit candidates to the specified extent from the scheduled castes, scheduled tribes, and backward communities and from specified classes like physically handicapped, ex-servicemen and the like.

ASSESSMENT OF RECRUITMENT PROGRAMME

Recruitment strategies and policies should be assessed continuously against the corporate strategies, objectives and policies. In addition, recruitment sources and techniques should also be evaluated against the recruitment objectives and policies of the company. The purpose of such assessment is to know the degree of suitability of the sources and techniques in achieving the corporate strategies and objectives. The assessment helps in monitoring and controlling the recruitment practices. It also helps reviewing , updating or modifying the man power plans, recruitment sources and techniques selected in view of the changes in the internal and external environment

CAMPUS RECRUITMENT:
Different types of organization like industries, business firms, service organizations, social or religious organizations can get inexperienced candidates of different types from various educational institutions like colleges and Universities imparting education in Science, Commerce, Arts, Engineering and Technology, Agriculture, Medicine, Management studies etc., and trained candidates in different disciplines like vocational engineering, medicine from the training institutes like Vocational Training Institutes of the state

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government in various trades , National Industrial Training institutes for engineers etc. Most of the Universities and institutes imparting technical education in various disciplines like engineering, technology and management studies provide facilities for campus recruitment and selection. They maintain the bio-data and performance required of the candidates. Organizations seeking to recruit the candidates from this source can directly contact the institutes either in person or by post and stimulate the candidates to apply for jobs. Most of the organizations using this source, perform the function of selection.

CAMPUS RECRUITMENT TECHNIQUES:Companies realize that campus recruitment is one of the best sources for cream of the new blood. The techniques of campus recruitment include: Short listing the institutes based on the quality of students intake, faculty facilities and past track record. Selecting the recruiting team carefully. Offering the smart pay rather than pay package. Presenting a clear image of the company and the corporate culture. Present the company but do not over ell the company. Getting in early. Make an early bird offer. Focusing on career growth opportunities that the company offers to the recruits. Include young line mangers and business school (B-School) and engineering School (E-School) alumini in the recruiting team. Build the relationships with the faculty, administrators and students to grab them before the rivals do. 30 recruiting the

SELECTION:
After identifying the sources of human resources, searching for prospective employees and stimulating them to apply for jobs in an organization, the management has to perform the function of selecting the right employees at the right time.

Selection Procedure
The selection procedure is the system of functions and devices adopted to ascertain whether the candidate specifications are matched with the job specifications and requirement or not.

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Selection simply involves choosing the right person for the job. Effective selection requires that the organization makes the right prediction from data available about the various candidates for a post. Research indicates that the most valid form of selection method is the use of an assessment centre where candidates are subjected to a variety of test including interviews, group exercises, and presentations, 'in-tray' exercises, and so on.

Psychometric (personality) tests have become increasingly popular in the UK in recent years and are often used alongside other tests. Interviews will be most successful when they are tightly related to job analysis, job description and the person specification. In-tray exercises can be used for candidates to respond to work-related and other problems, which are presented to them in an in-tray to be processed.

IMPORTANCE:
Selection of personnel to man to organization is a curial, complex and continuing function. The ability of organization to attain its goals affectingly and to develop in a dynamic environment largely depends upon the effectiveness of its selection program. If right personnel are selective the remaining functions of personnel management become easier, the employee contribution and commitment will be at optimum level and employeeemployer relations will be congenial in an opposite situation where the right person is not selected, the remaining functions of personnel management, employee-employer relations 32

will not be effective. If the right person is selected, he is a valuable asset to the organization and if faulty selection is made, the employee will be come a liability to the organization.

FACTORS AFFECTING SELECTION DECISIONS:

The goal of selection is to sort out or eliminate those judged and qualified to meet the job and organizational requirements where as the goal of recruitment is to create a large pool of persons available and willing to work. Thus, it is said that recruitment tends to be positive while selection tends to be some what negative. A number of factors affect the selection decision of candidates. The important among them are: 1. Profile matching. 2. Organizational and social environment. 3. Successive hurdles. 4. Multiple correlations.

Job Description (details of the role)

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A job description is a key document in the recruitment process, and must be finalized prior to taking any other steps in the process. It should clearly and accurately set out the duties and responsibilities of the job and must include: The job title (which must be sex and age neutral) The location of the job i.e. department/faculty/division/research group Grade of the post The post to whom the potholder is responsible Any posts reporting to the post holder Main purpose of the job Main duties and responsibilities Any special working conditions (e.g., unsocial or shift working patterns, the requirement - for clinical posts - to obtain health clearance from an NHS Trust, the requirement for a criminal record check -) Items that should be included in job descriptions are: A note that indicates that, as duties and responsibilities change, the job description will be reviewed and amended in consultation with the post holder An indication that the post holder will carry out any other duties as are within the scope, spirit and purpose of the job as requested by the line manager or Head of Department/Division.

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The language in job descriptions should: Avoid jargon and unexplained acronyms and abbreviations Be readily understandable to potential applicants for the post can proof documents for accessibility and plain, effective English Avoid ambiguity about responsibilities and be clear about the potholders accountability for resources, staff, etc. Use inclusive language - for advice on non-discriminatory language see UCLs Guide to non-discriminatory Language. The person specification is of equal importance to the job description and informs the selection decision. The person specification details the skills, experience, abilities and expertise that are required to do the job. It should be drawn up after the job description and, with the job description, should inform the content of the advert. The person specification should be specific, related to the job, and not unnecessarily restrictive - for example only qualifications strictly needed to do the job should be specified. The inclusion of criteria that cannot be justified as essential for the performance of the job may be deemed discriminatory under discrimination law, if these impact disproportionately to the disadvantage of specific groups. The person specification must form part of the further particulars of a vacancy along with the job description in order that applicants have a full picture of what the job entails. The person specification enables potential applicants to make an informed decision about whether to apply and those who do apply, to give sufficient relevant detail of their skills and experience in their application.

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SELECTION PROCESS
EMPLOYMENT

LINE MANAGERS DECISION

REFERENCE CHECKS

MEDICAL EXAMINATION

FINAL INTERVIEW

TESTS

GROUP DISCUSSION

PRELIMINARY INTERVIEW

WRITTEN EXAMINATION

APPLICATION FORM

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SCIENTIFIC SELECTION PROCEDURE

Development Bases for Selection

Job Analysis

Application/Resume/CV

Human Resource Plan

Written Examination

Recruitment

Preliminary Interview

Business Games

Tests Final Interview Medical Examination Assess the fit between Job and the Candidates Reference Checks Line Managers decision Job Offer

Employment 37

JOB ANALYSIS:
Job analysis is the basis for selecting the right candidate. Every organization should finalize the job analysis, job description, job specification &employee Specifications before proceeding to the next step of selection.

RECRUITMENT:
It is the process of searching for prospective employees & stimulating them to apply for jobs in an organization. It is the basis for remaining techniques of the selection & the latter varies depending upon the former.

APPLICATION FORM:
It is also known as application blank .The technique of application blank is traditionally & widely accepted for securing information from the prospective candidates. Personal Back ground Information Educational Attainments Work experience Salary Personal Item Reference Written Examination The organization have to conduct written examination for the qualified candidates after they are screened on the basis of the application blank so as to measure the candidates ability in arithmetical calculations , to know the candidates attitude towards the job , to measure the candidates aptitude , reasoning knowledge in various disciplines , general knowledge & English knowledge.

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WRITTEN EXAMINATION:
The organizations have to conduct written examination for the qualified candidates after they are screened on the basis of the application blanks so as to measure the candidates ability in arithmetical calculations, to know the candidates attitude towards the job, to measure the candidates aptitude, reasoning, knowledge in various disciplines, general knowledge and English language.

PRELIMINARY:
The preliminary interview is to solicit necessary information from the prospective applicants & to Asses the applicants suitability to the job. Preliminary interview is useful as a process of eliminating the undesirable & unsuitable candidates. If a candidate satisfied the job requirements most of the areas, he may be selected for further process.

GROUP DISCUSSIONS:
The techniques of group discussion are used in order to secure further information regarding the suitability of the candidate for the job. Group discussion is a method where groups of the successful applicants are brought around a conference table & are asked to discuss either a case study or subject matter.

TESTS
Guides to Testing Concept of Testing Testing Terminology

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TYPES OF TESTS
1) APTITUDE TESTS

Intelligence Tests Mechanical Tests Psycho meter Tests Clerical Aptitude Tests 2) ACHIEVEMENT TESTS Jon Knowledge Tests Work Sample Tests 3) SITUTATIONAL TESTS Group Discussion Tests In Basket 4) INTEREST TESTS 5) PERSONALITY TESTS Objective Tests Projective Tests 6) MULTI- DIMENTIONAL TESTING

FINAL INTERVIEW:
Testing finally follows final interview. This is the most essential step in the process of selection. In this step the interviewer matches the information obtained about the candidate through various means to the job requirements & to the information obtained through his own observation during interview.

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TYPES OF INTERVIEW
1) PRELIMINARY INTERVIEW 2) CORE INTERVIEW a) Informal Interview b) Un Structured Interview

a) Background Information Interview b) Job & Probing Interview c) Stress Interview d) The Group discussion
e) Formal & Structured Interview f) Panel Interview g) Depth Interview

3) DECISSION MAKING INTERVIEW

INTERVIEW PROCESS
A) Preparation for the interview Appropriate type of interview The Areas to be tested Type & number of interviews Review the information

B) Conduct the interview Open the interview Get complete and accurate information Record Observation & impressions Guide the interview Check the success of the interview

C) Close the Interview D) Evaluate the Interview Results.

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QUALITIES OF A SUCCESSFUL INTERVIEWER:

The interviewer, to be successful, should process the qualities like: elderly outlook, social detachment, intelligence, emotionally matured, interest in understanding human behavior, sociability, active interaction, judgment, expressing the genuine feelings etc. Further he should be well educated and trained, should show interest in reading latest literature, equipping himself with latest knowledge and should have thirst for knowledge. He should have thorough under standing of jobs, organization, human behavior human qualities etc., in addition to the successful interviewer these are some other means to make the interview effective.

Means to make the interview effective:

The interview technique can be used effectively through the following means:

By selecting the interviewer with higher status, caliber, skill and knowledge:

Resorting to right type of interview depending upon the situation:

Studying the background information, data, facts about the candidates before the interview :

Assessing and evaluating the characteristics and traits of the candidate accurately: By basing interview coverage on job and organizational requirements :

Following time management techniques to collect as much important information as possible within the available time: 42

Checking before hand the reliability and validity of the interview and method:

respecting interviewees interest and individually:

clearly informing the interviewee the purpose of the interview:

making the interviewee feel at ease through the interview:

encouraging interviewee to speak freely:

interviewer should try to understand the words used by the interviewees:

Interviewers should not have personal views and options.

MEDICAL EXAMINATION:
Certain Jobs require certain Physical qualities like clear vision, perfect hearing, unusual stamina, tolerance of hard working conditions, clear tone, etc. Medical examination reveals whether or not a candidate possesses these qualities

REFERENCE CHECKS:
After completion of the final interview & medical examination, the personnel department will engage in checking references. Candidates are required to give the names of reference in their application forms.

FINAL DECISION BY THE LINE MANAGER CONCERNED:

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The line manager concerned has to make the final decision whether to select or reject a candidate after soliciting the required information through different techniques discussed earlier.

EMPLOYMENT:
Thus after taking the final decision the organization has to intimate this decision to the successful as well as the unsuccessful candidates. The organization sends the appointment orders to the successful candidate either immediately or sometime depending upon its time schedule.

RECRUITMENT AND SELECTION IN HR CAPITOL

Understanding the client business and his requirement. Understanding the job description and parameters given by the client. Sourcing the resumes in job portals. Screening the resumes according to the skill set mentioned by the client Short listing the resumes which are relevant. Primary screening was done by telephone. Asking them if they are interested for change. If yes then taking his compensation details and required time to join. Sending profiles to the client and scheduling the interview date and time.

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 Informing the candidates about the interview date and time. Follow ups, back ups and track ups.

Table:1 Consultancy of the screen resume

Particulars Client Requirement According to Requirement Total

No. of respondents 40 20 60

Percentage (%) 67 33 100

Interpretation:
According to the analysis 67% of employees in the consultancy said that according to the client requirement they will screen the resume.

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Table-2:

The different sources of consultancies are using:

Particulars Job Portal News Paper Personal Network Total

No. of respondents 10 30 20 60

Percentage (%) 17 50 33 100

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Interpretation: According to the analysis 50% of employees in the consultancy are using job portals as a major source for recruiting

Table:3

Type of screening process will be running our consultancy

Particulars Face to Face Mailing Telephonic Total No. of respondents 10 20 30 60 Percentage (%) 17 33 50 100

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Interpretation:
According to the analysis 50% of employees said that they will screen the candidates over the phone.

Table: 4 The different type of categories prefer to fill in our consultancy

Particulars Skilled Fresher Work Experienced Total No. of respondents 15 30 15 60 Percentage (%) 25 50 25 100

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Interpretation:
According to analysis 50% of the employees prefer to fill the vacancies in the organization with fresher people only.

Table:5 The time speed of recruit a candidate in a recruitment process?

Particulars 1Week 15 Days 1Month Total No. of respondents 10 25 25 60 49 Percentage (%) 17 42 41 100

Interpretation:
According to analysis 42% of the employees in the consultancy feel that the time speed will be 15 days to recruit a candidate.

Table: 6 The Kind of job posting wills our consultancy prefer to recruitment
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Particulars Job Portal News Papers Others Total

No. of respondents 30 15 15 60

Percentage (%) 50 25 25 100

Interpretation:
According to analysis 50% of the employees said that their consultancy prefer job portal mostly for posting the jobs. 51

Table: 7 The department in recruitment procedure will takes place

Particulars Hr Dept Concern dept Both Total No. of respondents 10 30 20 60 Percentage (%) 17 50 33 100

Interpretation: According to analysis 50% of the employees in the consultancy feel

that the recruitment procedures major take place in concern department.

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Table: 8 Diffrent type of procedure wills your consultancy use to select the candidates?
Particulars Traditional Selection Scientific Selection Total No. of respondents 40 20 60 Percentage (%) 67 33 100

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Interpretation: According to analysis 67% of the employees feel that the consultancy
will use the traditional selection procedure to select the candidate.

Table: 9 What kind of questions will be asked at the time of selection?

Particulars Job Oriented Subject Oriented Both Total No. of respondents 15 15 30 60 Percentage (%) 25 25 50 100

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Interpretation:
According to analysis 50% of the employees feel that at the time of selection both type of questions will be asked.

Table: 10 The basis of our consultancy selects the candidates

Particulars Based on Marks Obtained Communication Skills Both Total

No. of respondents 10 25 25 60 55

Percentage (%) 17 42 41 100

Interpretation:
According to the analysis 42% of employees said that their consultancy will selects the candidates based on the communication skills.

Table: 11

Are you getting any incentives for the better performance performed by you or not.

Particulars Yes No Total

No. of respondents 30 56 30 60

Percentage (%) 50 50 100

Interpretation:
According to analysis only 50% of the employees in the consultancy are getting the incentives.

Table: 12 Is the consultancy has given the technical training or not

Particulars Yes No Rarely

No. of respondents 20 57 40 60

Percentage (%) 33 67 100

Interpretation:
According to the analysis 67% of the employees are getting technical training.

Table: 13 Information to the interview date and time to the candidate

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Particulars Sending Mails to the candidate Making Calls to the Candidate Total

No. of respondents 50 10 60

Percentage (%) 83 17 100

Interpretation: According to analysis 83% of the employees in the consultancy

feel that they will inform the interview date and time to the candidate through sending mails to the candidate.

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Table:14 Finally selection of the candidate.

Particulars Consultancy Company HR Manager Special Panel Total

No. of respondents 30 15 15 60

Percentage (%) 50 25 25 100

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Interpretation:
According to analysis 50% of the employees feel that consultancy of Hr manager will select the candidate.

Tables: 15 Frequently do you recruit?

Particulars Every Month Regularly When Need Arises Total No. of respondents 30 15 15 60 Percentage (%) 50 25 25 100

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Interpretation: According to analysis 50% of the employees in the consultancy feel that they recruit employees every month for the job.

Table: 16 The recruitment process will end in our consultancy

Particulars After Candidate Recruited Candidate Joining Total

No. of respondents 20 40 60

Percentage (%) 33 67 100

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Interpretation: According to the analysis 67% of employees feel that the selection process will be completed after the candidate joining only.

Conclusion and Findings

Hr capitol is a recruitment firm that recruits the candidates of various qualifications. Recruitment and selection requires understanding the clients business requirement, parameters. 63

 Effective Recruitment is the process of placing a right person at the right place at the right time. Recruitment is going to be a good profession in coming generation so most of the employees are prefer to be a good recruiter. Selection process includes selecting a right candidate for the required position. The Recruitment Process will be start by getting the client requirement only. It was also noticed that the employees are very much satisfied with the policy of the consultancy. .

SUGGESTIONS
Recruitment and selection process in the company needs more accurate. Frequently measuring the Employees performance.

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And giving Performance appraisals to the employees. Motivating the employees to achieve the desire target.

Giving appreciations and incentives for the employees who did the better work. The employees should follow the companys rules, regulations and ethics.

Training the employees to understand the organization business. Selection shall be based not only on marks obtained by the candidate but also shall considered the candidates communication skills and attitude.

Proper training shall be given to the Recruited person in Technical aspects to fit into the job. Providing the better opportunities for the employees for their individual as well as organization growth.

Limitations of the study

The study was limited to a sample of employees.

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 The limitations of the present study is with regard to data obtained through questionnaire as the responses given by respondents may not be cent percent correct and there is a scope for bias in filling questionnaire. Personal interaction may not be conducted due to lack of time because the employees were busy in their work

QUESTIONNAIRE ON RECRUITMENT AND SELECTION

1 How will you screen the resume? 1. According to the requirement 66

2.client requirement 2 What kind of source does your consultancy will use? 1. Job portal 3. News papers 3 What type of screening process will be running in your consultancy? 1 Face to face 3. Mailing 4. What category of people does your Consultancy prefer to fill the vacancy? 1. Fresher 3. Skilled 5 What is the time speed to recruit the candidate in your Consultancy? 1. 1week 3. 1 month 2. 15 days 4. 20 days 2.Work experienced 2. Telephonic 2. Personnel network

6. In which departments the recruitment procedures takes place? 1. H.R department 3. Both 2.Concern department

7. What kind of jobs posting will your Consultancy prefers? 1. Job portal 2.News paper

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3 others 8 What type of selection process will your consultancy use to recruit the Candidates? 1 Scientific selection procedure 2 Traditional selection procedures 9 what kind of questions is asked at the time of selection? 1. Job Oriented 3. Both 10 On what basis does your consultancy select the candidates? 1 Based on marks obtained 2 Based on Communication skills 3 Both 11 Is your consultancy has given the technical training or not? 1 Yes 2 No 2. Subject oriented

12. Are you getting any incentives for your better performance? 1 Yes 2 No

13. How you inform the Interview date and time to the candidates? 1 Sending mail to the candidates 2 Making calls to the candidates

14. Finally who selects the candidate? 1. Constancy 2. Company HR Manager

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3. Special panel

15 How recruitment process will be end in your Consultancy? 1. After candidate recruited 16 How frequently do you recruit? 1. Every month 3. As and when need arises 2. Regularly 2. Candidate joins.

Signature of the employee

BIBLOGRAPHY

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Human Resource Management- P.SubbaRao Principles of management -T.Ramaswamy Personal management -Tripathy

WEB SITES www.hrcapitol.com www.google.com www.answers.com

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