RECRUITMENT

Recruitment is regarded as the most important function of HRM. It is basically the process of searching for and obtaining applicants for jobs, from among whom the right person can be selected. It is also said that it is the process of finding and attracting capable applicants for job.

DEFINATION OF RECRUITMENT
According to Dole Yoder, recruitment is a process to discover the source of manpower to meet the requirements of the staffing schedule and to employee effective for attracting the manpower in adequate number to facilitate effective selection of our efficient workforce.

PURPOSE OF RECRUITMENT
1) To determine the present and future requirement of the organization, in conjunction with its personnel-planning and job analysis activities. 2) To increase the pool of job candidates at minimum cost. 3) Helps to increase the success rate of the selection process by reducing the number of visibility, under qualified or overqualified job applicants. 4) Helps to reduce the turnover of the job employees, once recruited and selected, will leave the organization only after a short period of time.
5)

Helps to meet the organization legal and social obligations regarding this composition of its workforce.

6)

Helps to identify the individual effectiveness in the short term and long term.

7) Evaluate the effectiveness of various recruiting techniques and sources for all type of job applicants.

FACTORS AFFECTING RECRUITMENT

INTERNAL FACTORS Companys pay package Quality of work life Organizational Culture Career Planning and Growth Companys size Companys products and services Geographical spread of the companys operation Companys growth rate Role of trade union Cost of recruitment Companys name and fame

EXTERNAL FACTORS Socio-economic factors Supply and demand factors

 Employment Rate Labor market conditions Political, legal and governmental factors

Information system like employment exchanges,tele- recruitment like internet

PROCESS OF RCRUITMENT
The Recruitment process comprises of five interrelated stages. I. II. III. IV. V. Planning Strategy Development Searching Screening Evaluation and Control

1) Recruitment Planning It the first stage in recruitment process. Planning involves the translation of job vacancies and information about the nature of these jobs and a) the number of contacts b) type of applicants to be contacted

2) Strategy Development

Once its known how many and what type of recruits are required. Serious considerations needs to be given to 1. Make or buy employees. 2. Technological sophistication of recruitment. 3. Geographic distribution of labour markets comprising job seekers. 4. Source of recruitment 5. Sequencing the activities in the recruitment process.

Source of Recruitment (traditional) Internal Present employees- promotions, transfers, demotions and upgrading Employee referrals Former employees (Retrenched employees) Retired employees Dependents of deceased

Previous applicants

External Campus Recruitment Private Employment Agencies/consultants Public Employment exchanges Professional Associations Data Banks

 Casual Applicants Similar Organizations/ Competitors Trade Unions Unsolicited Applicants Source of Recruitment (Modern) Internal Employee Referrals

External Walk in Consult in Head hunting Body shopping Mergers & Acquisitions Tele Recruitment( E- Recruitment) Outsourcing

3) Searching
Once the recruiting plan and strategy are worked out, the search process begins. Search process involves two steps:
a)

Source Activation: - This means that no actual recruiting takes place until line managers have verified the vacancy does exist or will exist. If the organizations has planned well and done a good job of developing its source and search methods, and activates soon results in flood of application and resumes.

b)

Selling: - The second step is the searching process, which is concerned with communication. In selling the organization, both the messages and media deserves attention. Messages refer to employment advertisement. With regard to media the effectiveness of any recruiting messages depends on the media. Thus selection of medium or media needs to be done with lot of care.

4) Screening
It is an integral part of recruitment. Screening starts after applications have been scrutinized and short listed. The purpose is to remove the visibly unqualified applicants. Effective screening can save a lot of time and money. They are judged on the basis of knowledge, skills, abilities and interests etc.

Screening methods are like interviews, applications blanks, resumes and reference checks etc.

5) Evaluation and Control

Evaluation and control is necessary as considerable cost in incurred in the recruitment process. The cost generally incurred is: 1. Salaries for recruiters 2. Management and professionals time spent on preparing job description, job specifications, advertisement, agency liaison and so forth. 3. The cost of advertisement or other recruitment methods, that is agency fees, media cost etc. 4. Cost of producing supporting literature.

5. Recruitment overheads and administrative expenses. 6. Cost of overtime and outsourcing while the vacancies remain unfilled. 7. Cost of recruiting unsuitable candidates for the selection process. Questions should be asked always whether the recruitment methods used are valid and effective.

Methods and Techniques of Recruitment

Traditional Techniques
I. II. III. IV. Promotions Transfers Advertising Campus Recruitment

Modern Techniques
I. II. III. Scouting ( campaigning by representatives) Salary, promotions & perks ESOPs ( Employees Stock Ownership Programms)

Recruitment Process (HSBC BANK)

The selection of external recruits consists of the following steps:

1. CV-Online form Potential candidates interested in joining the bank are required to complete the CV-Online electronic form. 2. Application Evaluation The Human Resources department evaluates all incoming applications, against prerequisite abilities and skills set for all current openings. All applications are kept based on strengths and specialization, for future reference. 3. Ability Tests Potential candidates will be invited to participate in aptitude tests i.e. numerical, verbal, English and psychometric, when deemed necessary. 4. Capability Based Interviews To ensure that our recruitment process is fair and consistent, all candidates who are successful at the exams are invited for a capability based interview. Interviews are based against capabilities, required for each position for which the candidate is interviewed for. A capability or competency is an ability described in terms of skills & behavior that are essential to effectively perform within a job.

5. Reply LettersAt all stages of the process candidates are kept informed of the status of their application with an email reply letter. 6. Job Offer If a candidate successfully reaches the final stage, a position offering is made in conjunction with a reward packa.

RELIANCE POWER RECRUITMENT

CAMPUS RECRUITMENT

Eligibility Criteria 10(60%) 12th (60%) CPI (6) Branches allowed - Civil, Mechanical, Electronics, Electrical, Production Selection procedure: Written test (45 mins) GD (a panel of 10)

Interview (10- 15 mins)

Written test Questions (MCQs)

Group Discussion

Personal Interview