Professional Documents
Culture Documents
meet jobs requirement and attracting such people to offer themselves for
recruiter has to choice whom to recruit or not, similarly the prospective employee
activity. But the volume and nature of Recruitment varies with the size, nature
attribute, labor laws, culture and environment (e.g sons of the soil), Government
policies (e.g. reservation for SC/ST). Most of these factors serve as constraints
Selecting
Human Resource Recruiting qualified Placing selected
required personnel personnel on
jobs
Experience
Promoting to higher job
Employee
referrals
External Sources Providing
Advertising
Clarifying doubts
Scouting
RECRUITMENT POLICY
In today's rapidly changing business environment, a well-defined recruitment policy is
Recruitment policy specifies the objectives of recruitment and provide a framework for
principles such as enriching the organization ' s human resources by filling vacancies
with the best qualified people, attitudes towards recruiting handicaps, minority groups,
women, friends and relatives of present employees, promotion from within. It may also
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 recruitment policy helps ensure a
To find out employ the best qualified persons for each job.
To retain the most promising of those hired.
employment opportunities. A well considered and pre planned recruitment policy based
on the goals, needs and the environment of the organization will help to avoid hasty or
ill-conceived decisions and help to man the organization with the right kind of personnel.
recruitment costs and financial implications, selection criteria and preference etc.
Provide suitable jobs and protection to handicapped, women and minority groups.
Encourage responsible trade unions.
To ensure that every applicant and employees is treated equally with dignity and
respect.
Unbiased policy.
relationship.
organizations like public sectors banks adopt centralized recruitment whereas other
department at the head office performs all the functions of recruitment. Every operating
place.
It relives the line executive of the recruitment problems thereby enabling them to
more sufficient.
DISADVANTAGES
There is delay in recruitment as operating units cannot recruit staff as and when
required.
The central office may not be fully familiar with job requirement of different units
Recruitment is not flexible because operating units lose cannot over the
recruitment process.
Both centralized recruitment have their own merits. The choice between the two will
depend on the management philosophy and needs of the particular organization. In some
cases, a combination of both systems is used. Lower level staff is recruited centrally
The requirement of insurance is growing fast with the increasing population and their
wealth. Insurance professional assist and equip companies and individuals against risk
and losses. Their paramount profile is to manage the risk and to secure people from the
losses. Careers in the insurance sector offer you the stimulating, lucrative environment.
As an insurance professional, you will have to help clients in choosing the insurance
policies, which suits their requirements. You will also have the responsibility to guide
your diverse customers in identifying the type and level of insurance necessary and help
them to select the appropriate policy. Posts and positions in the insurance sector Include
products,
insurance include property and casualty, life, health, disability, and long-Term care
insurance.
Now-a-days every person would invariably have his /her life insurance done Insurance is
growing like wildfire, not only in the urban areas but also in the rural areas. These is an
incredibly ample opportunity for success and prosperity in the insurance sector.
Campus recruitment
Labour contractor
In public sector enterprises, a special proportion of vacancies are reserved for scheduled
etc. some organizations give preference to local people i.e., sons of the soils.
The recruitment programme should be evaluated periodically. The criteria for evaluation
may consists of cost per applicant, the applicant / hiring ratio, performance appraisal,
tenure of stay etc. The organization should first find out how the applicant was attracted
to the job. The next step is to find out how whether a particular method consistently
FOR
OF
AGENT ADVISORS
25-35 2
35 – above 3
MARITAL Single 1 Double
STATUS Double 2
QUALIFICATION Undergraduate 1 Graduate
Graduate 2
GENDER Male 2 Female
Female 2
LIVING IN CITY Yes 2 Yes
FOR YEARS No 1
As the figure shows above it describe the Recruitment and selection criteria for agent
Max New Your Life require that type of people, those may have high market reach
retired people have more experience of life and they can understand others and help them
So, Max New York Life has made criteria, on the basis of those criteria they marking of
AGE: Max New York Life recruits the agent on the basis of age, in which they also
MARITAL STATUS: Max New York Life recruit the agent on the basis of marital status,
QUALIFCATION: Max New York Life recruits the agent on the basis of qualification, in
GENDER: Max New York Life recruit the agent on the basis of gender, in which they
LIVING IN CITY FOR 5 YEARS: Max New York Life recruits the agent on the basis of
living in that particular city for 5years, in which they also mention a rate like:
Those are living more than 5 years/up to 5 years they mark those 2
According to this criteria those e candidate secure more points that will be select but the
SCREENING /APPOINTMENTS
COPETENCYBASED INTERVIEW
CARRER SEMINAR
CAREER INTERVIEWS
SELECTION
MAX NEWYORK LIFE uses this funnel for recruitment for agent advisor, which
names, who are interested to join it and in which only 20 candidates may appear the
After the screening MNYL takes a Competency Based Interview of those candidates 16
After the competency based interview, MNYL set up a Career Seminar on every Tuesday
and Friday for those candidates, in which a presentation is given to help them for getting
the more information about the company, the role of those agent in that company
progress, what the company will provide them, actual benefits and actual work the
company wants from their side, than only 5 may attend this seminar.
At the time of carrier seminar the company provides them a P-200 from/Evaluation of
P-200.
P-200 Form - It is project, which is fill by those candidates who are interested to do that
job. In this form the candidate have to fill the 200 people names which they knows them
This form help to MNY to know about the candidates market reach. This form kept that
candidate which comes in help of him after joining the organization, for contacting them.
And may be only 6 candidates pass out from this step and processed further.
Than after may be only 4 candidates will attend and clear the carrier interviews.
Finally Selection Stage has come in which only 2 candidate fill selected for that job.