Chapter-1

Executive Summary
In today’s rapidly changing business environment, organizations have to respond quickly to
requirements for people. The market has been witnessing growth which is manifold for last
few years. Many players have entered the economy thereby increasing the level of competition.
In the competitive scenario it has become a challenge for each company to adopt practices that
would help the organization stand out in the market. The competitiveness of a company of an
organization is measured through the quality of products and services offered to customers that
are unique from others.

Thus the best services offered to the consumers are result of the genius brains working behind
them. Human Resource in this regard has become an important function in any organization.
All practices of marketing and finances can be easily emulated but the capability, the skills,
and talent of a person cannot be emulated.

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.”

Hence, it is important to have a well-defined recruitment policy in place, which can be executed
effectively to get the best fits for vacant positions. Selecting the wrong candidate or rejecting
the right candidate could turn out to be costly mistake for the organization.

Therefore a recruitment practice in an organization must be effective and efficient in attracting

the best manpower.

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 INTRODUCTION

RECRUITMENT AND SELECTION PROCESS

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 RECRUITMENT

“The art of choosing candidate is not nearly as difficult as the art of enabling those one has
chosen to attain their full worth.”

Definition:-

Recruitment is the process of recruiting potential personnel to fill up the existing requirement
of the organization. It is the process of discovering potential applicants for actual or anticipated
job vacancies. Recruitment involves encouraging individuals with the needed skills to make
applications for employment with the firm.

Concept:-

Recruitment (hiring) is a core function of human resource management. It is the first step of
appointment. Recruitment refers to the overall process of attracting, shortlisting, selecting and
appointing suitable candidates for jobs (either permanent or temporary) within organization.

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Recruitment can also refer to processes involved in choosing individuals for unpaid positions,
such as voluntary roles or unpaid trainee roles.

Managers, human resource generalists and recruitment specialists may be tasked with carrying
out recruitment, but in some cases public sector employment agencies, commercial recruitment
agencies, or specialist search consultancies are used to undertake parts of the process. Internet
based technologies to support all aspects of recruitment have become widespread.

Goal of Recruitment:-

 To attract highly qualified individual.

 To provide an equal opportunity for potential candidates to apply for vacancy.

Need for Recruitment:-

It makes possible to choose the right person in the right time at the right place. It also makes it
possible to acquire the number and type of people necessary to ensure the continued operation
of the organization.

 Planned need- Such needs arise from changes in the organization policies.

 Anticipated need- It refers to those movements in personnel which an organization can

predict by studying trends in internal or external need.

 Unexpected need- Such need arises due to illness, death and resignation.

Recruitment follows HR planning and goes hand in hand with selection process by which
organizations evaluate the suitability of candidates. With successful recruiting to create a
sizeable pool of candidates, even the most accurate selection system is of little use.

Purpose and Importance of Recruitment:-

 Attract and encourage more and more candidates to apply in the organization.

 Create a talent pool of candidates to enable the selection of the best candidates for the
organization.

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  Determine present and future requirements of the organization in conjunction with its
personnel planning and jobs analysis activities.

 Recruitment is the process which links the employers with the employees.

 Increase the pool of job candidates at minimum cost.

 Help increase the success rate of selection process by decreasing number of visibly
under qualified or overqualified job applicants.

 Help reduce the probability that job applicants once recruited and selected will leave
the organization only after a short period of time.

 Begin identifying and preparing potential job applicants who will be appropriate
candidates.

 Increase organization and individual effectiveness of various recruiting techniques and

sources for all types of job applicants.

Role of HR Recruiter:-

Primary objectives of Human Resource Recruiter:

 Develop and execute recruiting plans.

 Network through industry contacts, association memberships, trade groups and

employees.

 Coordinate and implement college recruiting initiatives.

 Administrative duties and recordkeeping.

 Develop and execute recruiting plans

 Work with hiring managers on recruiting planning meetings.

 Create job descriptions

 Lead the creation of a recruiting and interviewing plan for each open position.

 Efficiently and effectively fill open positions

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  Conduct regular follow-up with managers to determine the effectiveness of recruiting
plans and implementation.

 Partnering with hiring managers to determine staffing needs

 Screening resumes

 Performing in person and phone interviews with candidates

 Administering appropriate company assessments

 Performing reference and background checks

 Making recommendations to company hiring managers

 Coordinating interviews with the hiring managers

 Following up on the interview process status

 Maintaining relationships with both internal and external clients to ensure staffing goals
are achieved.

 Communicating employer information and benefits during screening process

 Staying current on the company’s organization structure, personnel policy, and federal
and state laws regarding employment practices

 Completing timely reports on employment activity

 Conducting exit interviews on terminating employees

However, a recruiter’s role does not end with the discovery of potential candidates. In fact,
these HR professionals must then engage in a number of subsequent activities:

 Candidate Screening-

Recruiters are responsible for screening resumes to determine which candidates meet
the minimum requirements. Recruiters then move chosen candidates on to the next step
in the hiring process.

 Interviewing-

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 In some organizations, recruiters are responsible for conducting initial interviews,
which are then used to narrow the number of potential candidates who will be
interviewed by the hiring manager. Often times, recruiters will set up interview
appointments between the chosen candidates and the hiring manager.

 Reference and Background Checks:

After interviews have taken place and the hiring manager expresses an interest to hire
a candidate, the recruiter is often called upon to coordinate the reference and
background checks. Recruiters are often responsible for conducting reference check by
verifying employment information and personal contacts provided by the candidate.

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 PROCESS CYCLE

Identification &
Understanding
Joining
Sourcing
formalities

Offer Screening

RECRUITMENT

LIFE

CYCLE
Verification Initial Interview

Short listing Final Interview

Feedback

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IN SHORT STEPS INVOLVED IN RECRUITMENT PROCESS

Recruitment Planning

Strategy Development

Searching

Screening

Evaluation & Control

Recruitment is a process of finding and attracting the potential resources for filling up the
vacant position in an organization. It sources the candidates with the abilities and attitude,
which are required for achieving the objectives of an organization.

Recruitment process is a process of identifying the job vacancy, analyzing the job requirements,
reviewing applications, screening, shortlisting and selecting the right candidate.

To increase efficiency of hiring, it is recommended that the HR team of an organization follows

the best five practices. Recruitment process is the first step in creating a powerful resource
base. The process undergoes a systematic procedure starting from sourcing the resources to
arranging and conducting interviews and finally selecting right candidates.

1. Recruitment Planning

- Recruitment planning is the first step of the recruitment process, where the vacant
positions are analyzed and described. It includes job specification and its nature,
experience, qualifications and skills required for the job, etc.

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 - A structured recruitment plan is mandatory to attract potential candidate from a pool of
candidates. The potential candidates should be qualified, experienced with a capability
to take the responsibilities required to achieve the objectives of the organization.

a. Identifying Vacancy

- The first and foremost process of recruitment plan is identifying the vacancy. This
process begins with receiving the requisition for recruitments from different department
of the organization to the HR department, which contains:

 Number of post to be filled

 Number of positions

 Duties and responsibilities to be performed

 Qualification and experience required

- When a vacancy is identified, it is the responsibility of the sourcing manager to

ascertain whether the position is required or not, permanent or temporary, full-time or
part-time, etc. These parameters should be evaluated before commencing recruitment.
Proper identifying, planning and evaluating leads to hiring of the right resource for the
team and the organization.

b. Job Analysis

- Job analysis is a process of identifying, analyzing, and determining the duties,

responsibilities, skills, abilities, and work environment of a specific job. These factors
help in identifying what a job demands and what an employee must possess in
performing a job productively.

- Job analysis helps in understanding what tasks are important and how to perform them.
Its purpose is to establish and document the job relatedness of employment procedures
such as selection, training, compensation, and performance appraisal.

- The following steps are important in analyzing a job:

 Recording and collecting job information

 Accuracy in checking the job information

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  Generating job description based on the information

 Determining the skills, knowledge and skills, which are required for the job

c. Job Description

- Job description is an important document, which is descriptive in nature and contains the
final statement of the job analysis. This description is very important for a successful
recruitment process.

- Job description provides information about the scope of the job roles, responsibility and
the positioning of the job in the organization. And this data gives the employer and the
organization a clear idea of what an employee must do to meet the requirement of his job
responsibilities.

- Job description is generated for fulfilling the following processes:

 Classification and ranking of jobs

 Placing and orientation of new resources

 Promotions and transfers

 Describing the career path

 Future development of work standards

- A job description provides information on the following elements:

 Job Title/Job Identification / Organization position

 Job Location

 Summary of Job

 Job Duties

 Machines, Materials and Equipment

 Process of Supervision

 Working Conditions

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  Health Hazards

d. Job Specification

- Job specification focuses on the specification of the candidate, whom the HR team is going
to hire. The first step in the job specification is preparing the list of all jobs in the
organization and its locations. The second step is to generate the information of each job.

- This information about each job in an organization is as follows:

 Physical specification

 Mental specification

 Physical specification

 Emotional specification

 Behavioral specification

- A job specification document provides information on the following elements:

 Qualification

 Experience

 Training and development

 Skills requirements

 Work responsibilities

 Emotional characteristics

 Planning of career

e. Job Evaluation

- Job evaluation is a comparative process of analyzing, assessing, and determining the

relative value/worth of a job in relation to the other jobs in an organization.

- The main objective of job evaluation is to analyze and determine which job commands how
much pay. There are several methods such as job grading, job classifications, job ranking,

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 etc., which are involved in job evaluation. Job evaluation forms the basis for salary and
wage negotiations.

2. Recruitment Strategy

- Recruitment strategy is the second step of the recruitment process, where a strategy is
prepared for hiring the resources. After completing the preparation of job description and
job specifications, the next step is to decide which strategy to adopt for recruiting the
potential candidates for the organization.

- While preparing a recruitment strategy, the HR team considers the following points:

 Make or buy employees

 Types of recruitment

 Geographical area

 Recruitment sources

- The development of a recruitment strategy is a long process, but having a right strategy is
mandatory to attract the right candidates. The steps involved in developing a recruitment
strategy include:

 Setting up a board team

 Analyzing HR strategy

 Collection of available data

 Analyzing the collected data

 Setting the recruitment strategy

3. Searching the right candidates:

- Searching is the process of recruitment where the resources are sourced depending upon
the requirement of the job. After the recruitment strategy is done, the searching of
candidates will be initialized. This process consists of two step:

 Source activation: Once the line manager verifies and permits the existence of the
vacancy, the search for candidates starts.

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  Selling: Here, the organization selects the media through which the communication of
vacancies reaches the prospective candidates.

- Searching involves attracting the job seekers to the vacancies. The sources are broadly
divided into two categories: Internal Sources and External Sources.

4. Screening / Shortlisting

- Screening starts after completion of the process of sourcing the candidates. Screening is
the process of filtering the applications of the candidates for further selection process.

- Screening is an integral part of recruitment process that helps in removing unqualified or

irrelevant candidates, which were received through sourcing. The screening process of
recruitment consists of three steps:

a. Reviewing of Resumes and Cover Letters

- Reviewing is the first step of screening candidates. In this process, the resumes of the
candidates are reviewed and checked for the candidate’s education, work experience,
and overall background matching the requirement of the job.

- While reviewing the resumes, an HR executive must keep the following points in
mind, to ensure better screening of the potential candidates:

 Reasons for change of job

 Long gaps in employment

 Lack of career progression

b. Conducting Telephonic or Video Interview

- Conducting telephonic or video interviews is the second step of screening candidates. In

this process, after the resumes are screened, the candidates are contacted through phone
or video by the hiring manager.

- This screening process has two outcomes: It helps in verifying the candidates, whether
they are active and available. It also helps in giving a quick back insight about the
candidate’s attitude, ability to answer interview questions, and communication skills.

c. Identifying the top candidates

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- In this process, the top layers of resumes are shortlisted, which makes it easy for the hiring
manager to take decision.

5. Evaluation and Control

- Evaluation and control is the last stage in this recruitment process. In this, the
effectiveness and the validity of the process and methods are assessed. Recruitment is a
costly process; hence it is important that the performance of the recruitment process is
thoroughly evaluated.

- The cost incurred in the recruitment process is to be evaluated and controlled effectively.
These include the following:

 Salaries to the recruiters

 Advertisement cost and other costs incurred in recruitment method, i.e., agency fees.

 Overtime costs, while the vacancies remain unfilled

 Cost incurred in recruiting suitable candidates for the final selection process.

 Time spent by the management and the professionals in preparing job description, job
specifications, and conducting interviews.

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sources of recruitment

Every organization has the option of choosing the candidate for its recruitment processes from
two kinds of sources: internal and external sources

Sources of recruitment

Internal sources External sources

 Transfer  Press advertisement
 Promotion  Educational institutes
 Upgrading  Placement agencies
 Demotion  Employment exchanges
 Retired employee  Labor contractors
 Retrenched employee  Unsolicited applicants
 Dependents & relatives  Employee reference
of deceased employee  Recruitment at factory
gate

Internal sources of recruitment

1. Transfers-

Employees are transfer from one department to another according to their efficiency &
experience.

2. Promotions-

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

3. Others are upgrading and demotion of present employees according to their performance.

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4. Retired and retrenched employees may also recruit once again in case of shortage of qualified
personal or increase in load of work. Recruitment such people save time and costs of the
organizations as the people are already aware of the organizational culture and the policies and
procedures.

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

Advantages of Internal Recruitment-

1. Recruitment costs are lower
If budgets are tight, then hiring internally can save money because there is no need to
employ recruitment agencies or advertise.

2. Recruiter know what they are getting

People can give great interviews and then turn out to be terrible at the job. People also
lie or embellish their CV and accomplishments. Not everyone does like this but it’s a risk.
By recruiting internally, recruiter already knows how productive a person is and has a good
record of their performance.

3. It makes a more attractive employer

These days it’s not just about employing someone to do a job, it’s about creating an
attractive employer brand so you attract and retain the best people. Part of that is giving
staff the opportunity to progress.

Disadvantages of Internal Recruitment-

1. Can create conflict amongst colleagues
Opening up role to internal employees can have a negative impact on morale. If
recruiter already has someone in mind, other staffs who apply for the role can feel like recruiter
not recognizing their hard work. It might seem like a minor issue but if staff feel dissatisfied
and this reduces team morale.

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 2. Limited choices available
Recruiting internally might be quicker and easier and the employee will naturally
already know that business practices. But there is limited talent pool from which to choose
from. By throwing the net wider and recruiting from outside you can get a better qualified
person who can add real value to your business than a internal person.

3. Need hiring for replacement

In promoting an existing employee recruiter needs to advertise to replace their job.

External sources of recruitment

1. Press advertisement
Advertisements of the vacancy in news papers and journals are widely used source of
recruitment. The main advantage of this method is that it has a wide reach.

2. Educational institutes
Various management institute, engineering colleges, medical colleges etc.are good source of
recruiting well qualified executives , engineers, medical staff etc. they provides facilities for
campus interviews and placement. This source is known as campus recruitment.

3. Placement agencies
Several private consultancy firms perform recruitment functions on behalf of client companies
by charging fees. This agencies are particularly suitable for recruitment of executives and
specialists it also known as RPO (recruitment process outsourcing)

4. Unsolicited applications
Many job seekers visit the office of well known companies on their own. Such callers are
considered nuisance to the daily work routine of the enterprise. But can help in creating the
talent pool or the database of the probable candidates for the organization

5. Employment exchange
Government establishes public employment exchange throughout the country. This exchanges
provide job information to job seekers and help employers in identifying suitable candidates.

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6. Labour contractors
Manual workers can be recruited through contractors who maintain close contacts with the
sources of such workers. This source is used to recruit labour construction job.

7. Employee referrals/ recommendations

Many organizations have structured systems where the current employees the organization can
refer their friends and relatives for some position in the organization. Also, the office bearers
of trade unions are often aware of the suitability of candidates. Management can inquire these
leaders for suitable jobs. In some organizations these are formal agreements to give priority in
recruitment to the candidates recommended by the trade union.

8. Recruitment at factory gate

Unskilled workers may be 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.

Advantages of external recruitment-

1. When an organization recruit externally, opens the organization up to a larger pool of
applicants, which increase its chance of finding the right person for the job.

2. External recruitment provides an opportunity for a fresh outlook on the industry that a
company may need to stay competitive.

3. Bringing in fresh talent from outside can motivate the current employee to produce and
achieve more in hopes of obtaining the next promotional opportunity.

4. Looking outside the organization also allows a company to target the key players that may
make its competition successful. Hiring a candidate with a proven track record for the
competition allows the company to get an insider’s view as to what the competition is doing
to be successful.

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5. Hiring an external candidate also opens up many opportunities to find experienced and
highly qualified and skilled candidates who will help a company meet its diversity
requirements.

Disadvantages of External Recruitment-

1. It can take longer and cost more than hiring from within the organization.

2. It can also damage employee morale because current employees may feel this lessens
their chances for promotion. When employee morale decreases, productivity can also
decrease.

3. It also takes more time to train an external candidate on the systems the organization
use; therefore, taking the candidate a little longer to get up and running.

4. It can be difficult to tell by a candidate’s information whether or not he or she will fit
in with the company and its employees. While a new employee may bring fresh
outlooks and ideas, this can be considered a disadvantage, because these ideas may
produce conflict with current employees.

Factors Affecting Recruitment

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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 factors that can be controlled
by the organization. And the external factors are those factors which can not be control by the
organization. The internal and external forces affecting recruitment function of an organization:

FACTORS AFFECTING RECRUITMENT

EXTERNAL FACTORS INTERNAL FACTORS

 Supply & demand  Recruitment policy

 Labour market  Human resource

planning
 Image / goodwill
 Size of the firm
 Political-social-legal
environment  Cost of recruitment

 competitors  Growth & expansion

Internal factors affecting recruitment

The internal forces i.e. the factors which can be controlled by the organizations 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 programmed and procedures by filling
of vacancies with best qualified people.

Factor affecting recruitment policy

 Organizational objectives

 Personnel policies of the organization and its competitors

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  Government policies on reservations

 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 man
power 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 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.

3. Cost

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

4. Growth & expansion

Organization will employ or think of employing more personnel if it is expanding its

operations.

External factors affecting recruitment

The external forces are the forces which be controlled by the organization. The major external
forces are:

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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 demand for more professionals and
there is limited supply in the market for the professionals demanded by the company, then the
company will have to depend upon internal sources by providing them special training and
development programs.

2. Labor 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 boards display of requisition or
announcement in the meeting etc. will attract more than enough applicants.

3. Image and 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 image. Image of company is based on what organization does
and affected by industry. For eg. Finance was taken up by MBA’s when many finance
companies were coming up.

4. Political-social-legal environment

Various government regulations prohibiting discriminations in hiring and employment have

direct impact on recruitment practices. For eg, government of india has introduced legislation
for reservation in employment for scheduled cast, scheduled tribes, physically handicapped etc.
also, trade unions play important role in recruitment. This restricts management freedom to
select 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 company
(whether economy is growing or not and its rate). When the company is jobs, there is often
oversupply of qualified labor which in turn leads to unemployment.

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6. Competitors

The recruitment policies of the competitors also affect the recruitment functions of the
organizations. To face the competition, many recruitment policies according to the policies
being followed by the competitors.

METHODS OF RECRUITMENT

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 The following chart gives an idea about methods and techniques of recruitment:

Direct Indirect 3rd party E-recruitment Advertisement

on T.V. & radio

Agencies Through
-school -News paper Through
-telecalling
-colleges - Magazines -internet

Government Private

Direct method:-

These include sending travelling recruiters to educational and professional institute,

employees, and contact with public and manned exhibits. One of the widely used direct
methods is that of sending of recruiters to college and technical schools. Most college recruiting
is done in co-operation with the placement office of the college .

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Indirect Method:-

Indirect method involves mostly advertising in newspaper, on the radio, in trade and
professional journals, technical magazines and brochures. Advertising in newspaper and / or
trade journals and magazines is the most frequently used method, when qualified and
experienced personnel are not available from other sources.

Third Party Method:-

These includes the is of commercial or private employment agencies, state agencies, placement
offices of schools, college and professional associates , recruiting firms management consulting
firms, indoctrination seminars for college professors, friends and relatives .

E-Recruitment Method:-

Online recruitment, or internet recruiting, is way for businesses and recruiters to use the
internet to find and interact with candidates and eventually extend a job offer. You can post
job opening online, email candidates, and even st up interviews via video calls with online
recruitment.

Advertisement on T.V, Radio:-

Recruitment advertising also known as recruitment communications and recruitment agency,

includes all communications used by an organization to attract talent to work within it. It may
be first impression of a company for many people, and first impression the firm makes goes a
long way to determining interest in the job opening being advertised.

SELECTION PROCESS

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SELECTION PROCESS

Definition:

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Selection is the process of picking individuals who have relevant qualifications to fills jobs in
an organization. The basic purpose is to choose the individual who can most successfully
perform the job, from the pool of qualified candidates.

Meaning of selection process

Next to recruitment, the logical step in the HR process is selection of qualified and competent
people. Selection is the process of picking of individuals out of the pool of job applicants with
requisite qualification and competence to fill job in the organization. A formal definition of
selection is:

It is the process of differentiating between applicants in order to identify and hire those with
the greater likelihood of success in job.

Employee selection is the process of interviewing and evaluating the candidates for a specific
job and selecting an individual for employment based on certain criteria
(qualification, skills and Experience). Employee selection can range from very simple process
to complicated process depending on the firm hiring and the position. Certain employment laws
such as anti-discrimination laws must be obeyed during employee selection.

It is process of matching organizational requirements with the skills and qualification of people.
Selection is much more than choosing best available person. Selecting appropriate set of
knowledge, skills, and abilities (KSAs)-which come packaged in a human being-is an attempt
to “fit” between what the organization needs.

Goal of Selection Process:-

 To systematically collect the information about to meet the requirements of the

advertised position.

 To select a candidate that will be successful in performing the task and meeting the
responsibilities of the position.

Significance of selection process:-

Selection is a critical process these days because it requires a huge investment of money to get
right types of people. If the right types of persons are not chosen, it will lead to huge loss of

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employer in terms of time, effort and money. Therefore it is essential to devise a suitable
selection procedure. Each step in the selection procedure should help in getting more and more
information about the applicants in more facilitate decision- making in the area of selection.

Process of Selection:

Selection process is the complex decision making process. It is concern with selection of best
applicant and rejecting less competent and less suitable applicant through large number of
applicant. There is no any fixed method and process that can be universally applicable which
guarantee for the selection of only best candidates.

SELECTION PROCESS

Application form evaluation

Preliminary interview

Selection test

Selection Interview

Reference check

Physical Examination

Selection Decision

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1. Application form evaluation:

Applicants must submit application form along with different information. Application form
contains name, age, educational qualification, training, experience, and expected job salary,
hobbies, reference persons etc. in this step, all the application forms should be evaluated and
only those application forms which fulfill the minimum requirement should be rejected.
Selected candidates from this step are called shortlisted candidates. So, through the step, only
eligible candidates for further selection process are selected.

2. Preliminary Interview:

In this second step, only short listed candidates are called for interview. From this interview,
general objective of applying in the organization, personal interest, career goals, and general
attitude towards job etc. of candidates are evaluated for this purpose, short listed candidates
who have lower performance, qualification and skills than organizational need; they are
rejected from this step.

3. Selection Test:

Selected candidates from preliminary interview are required to appear in written examination.
On the basis of level of the job, nature and responsibility and number of applicants, different
types of selection test can be used. Intelligence test, personality test, attitude test, professional
test are some common test which can be used on the basis of nature of organizational need.
From this process, whether the candidate is suitable for organizational objectives or not, can
be judged. Skills and qualification required for the job are judged from selection test. If
minimum expected quality is not maintained, candidates will be rejected.

4. Selection Interview:

Successful candidates from selection test now should have to face a comprehensive interview.
In this step, candidates require to appear in face to face interactions. In this step intelligence,
speech delivery, capacity for understanding problem, capacity of motivation, etc. of candidates
can be judged. This is major interview as this interview provides information regarding the
suitability of candidates for the job. This interview contains questions on the basis of job
description and job specification.

Interview can be structured, semi-structured or unstructured. In structured interview, all

questions to ask to candidates are prepared in advance. Same question should be asked to all

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candidates. Structured interview may be monotonous. Unstructured interviews are contextual
i.e final questions are created from the interview environment. Unstructured interview may be
out of track. Such interview may not be sufficient to select right man with required skills.

5. Reference Check:

Candidates who are successful in selection interview, now will be confirmed their reference
and/or background investigation. HR department consults with reference persons listed by
candidates in their application form. By this, HR department can be confirmed about
performance of candidates in their related field. HR department gets information regarding
honesty, discipline and regularity or reasons to quit the previous job by employees.

6. Physical Examination:

After completing all above steps, successful candidates now have to appear in physical tests.
Depending upon the nature of job, physical strength of candidates becomes more important.
All candidates should not have any severe disease. They should be physically and mentally fit.

7. Decision making

After completing all above steps of selection process, now management make decision of final
selection. Management prepares appointment letter with congratulating successful candidates.
Management provides appointment letter with stating job description, salary, benefits,
authority and accountability etc. such candidates will now be informed to join their job from
specific dates.

Selection test:

1. Ability Test-

a. Aptitude Test b. Achievement Test c. Intelligence Test

2. Personality Test-

a. Interest Test b. Attitude Test c. Projective Test

3. Situational Test-

4. Honesty Test-

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Method of employee selection:

a. Qualification and experience

b. Work proficiency Method

c. Written test Method

d. Interview Method

e. Written Test and Interview Method

f. Comprehensive selection Method

The benefits of selecting right kind of people for various jobs are follows:

 Proper selection and placement of personnel go a long way towards building up a sable
work force. It will keep the rates of employee turnover low.

 Competent employees show higher efficiency and enable the organization to achieve
its objectives effectively. When people get jobs of their taste and choice, they get higher
job satisfaction and intern result into part of contended workforce for the organization.

Difference between Recruitment and Selection

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Basis Recruitment Selection

Meaning It is an activity of establishing It is a process of picking up

contact between employers and more competent and suitable
applicants. employees.

Objective It encourages large number of It attempts at rejecting

Candidates for a job. unsuitable candidates.

Process It is a simple process. It is a complicated process.

Hurdles The candidates have not to cross Many hurdles have to be

over many hurdles. crossed.

Approach It is a positive approach. It is a negative approach.

Sequence It proceeds selection. It follows recruitment.

Economy It is an economical method. It is an expensive method.

Time Less time is required. More time is required.

Consuming

Chapter-2

OBJECTIVES OF THE STUDY

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The main objectives for undertaking this project are:

 To understand the internal recruitment and selection process in organization.

 To know about importance of recruitment and selection process.

 To study and understand the methods used for recruitment and selection process.

 To know about the role of recruiter.

Chapter-3

RESEARCH METHODOLOGY
Introduction:

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Research is the process of systematic and in-depth study or search for any particular topic,
subject or area of investigation, backed by collection, compilation, presentation and
interpretation of relevant details or data. Research methodology is a way to systematically solve
the research problem. It may be understand as a science of studying how research is done
scientifically.

Research may develop hypothesis and test it. In it we study the various steps that are generally
adopted by the researcher in studying his research problem along with the logic behind them.

Research may be based on fact observable data forms a sound basis for research inductive
investigation lead better support to research finding for analyzing facts a scientific
methodology of analysis must be developed and result interpreted logically.

It is necessary for the researcher to know not only the research method or techniques but also
the methodology. Thus, when we talk of research methodology we not only talk of the research
methods but also consider the logic behind the methods we use in the context of our research
study and explain why we are using a particular method or technique and why we are not using
others so that research results are capable of being evaluated either by the researcher himself
or by others.

Research problems would result in certain conclusions by means of logical analysis which the
decision- maker may use for his action or solution.

Research design:

A research design is purely and simply the frame work plan for a study that guides the
collection and analysis of a data. In this study the researcher has adopted descriptive research
design.

Descriptive research design:

It includes surveys and fact finding enquires of different kinds. It simply describes something
such as a demographic of employees. It deals with description of the state of offers as it is and
the researchers have no influence on the respondents.

Data collection:

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 Data collection is one of the most important aspects of research. For the success of any project
accurate data is very important and necessary. The information collected through research
methodology must be accurate and relevant.

Methods of data collection:

 Primary Data
 Secondary Data

Primary Data:

Data collected by a researcher is known as primary data. It is collected by a person for his own
use obtained from findings. This is considered as firsthand information. This is that data which
is collected by us to meet our own specific purpose.

Secondary Data:

Secondary data means data that are already available that is they refer to data which has already
been collected and analyzed by someone else. This type of data information can also be used
by the researcher for his use as second hand information sources through which secondary data
can be collected. Secondary data may either be published data or unpublished data.

 Internet, Websites

 Case Studies

 Books

 Journal on e-learning Industry.

Mode of Analysis:The instrument used for data collection was in the form of survey from
secondary data.

Chapter-4

LITERATURE REVIEW

 According to Barber (1998)

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 Defines Employee recruitment as “practices and activities carried on by an organization for the
purpose of identifying and attracting potential employee” .Many large corporations have
employee recruitment plans that are designed to attract potential employees that are not only
capable of filling vacant positions but also add to the organization’s culture.

 According to Costello (2006)

Recruitment is described as the set of activities and processes used to legally obtain a sufficient
number of qualified people at the right place and right time so that the people and the
organization can select each other in their own best short and long term interests.

 According to Montgomery (1996)

Recruitment is on matching the capabilities and inclinations of prospective candidates against

the demands and rewards inherent in a given job.

 According to Jovanovic (2004)

He said recruitment is a process of attracting a pool of high quality applicants so as to select

the best among them. For this reason, top performing companies devoted considerable
resources and energy to creating high quality selection systems. Due to the fact that
organizations are always fortified by information technology to re-organize the traditional
recruitment and selection process through proper decision techniques, with that both the
effectiveness and the efficiency of the processes can be increased and the quality of the
recruitment and selection decision improved.

 According to Dessler (2000)

Found in his study that the Recruitment and Selection forms a core part of the central activities
underlying human resource management: namely, the acquisition, development and reward of
the workers. It frequently forms an important part of the work of human resource managers-or
designated specialists within work organizations.

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 However, and importantly, recruitment and selection decision are often for good reason taken
by non-specialists, by the line managers. Recruitment and selection also have an important role
to play in ensuring worker performance and positive organizational outcomes.

 According to Mullins (1999)

Indicated that to be a high performing organization, human resource management must be able
to assist the organization to place the right person in the right job. The human resource
management practices include recruitment, selection, placement, evaluation, training and
development, compensation and benefits, and retention of the employees of an organization.
Businesses have developed human resource information systems that support:

* Recruitment, selection, and hiring,

* Job placement,

* Performance appraisals,

* Employee benefits analysis,

* Training and development,

* Health, safety, and security

Chapter-5

FINDING
 According to the survey, Recruitment differs from company to company for each category.

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 It is observed that the companies are normally utilizes internet sites for the recruitment
process and for finding the talent candidate.

 It is observed that the companies are utilizing the job description in order to make
screening process more efficient.

 Time management is very essential and it should not be ignored at any level of the process.

 Communication, personal and technical skills need to be tested for employees.

 Recruiters should know the job specification and description before choosing employee.

 Recruitment starts only after determination of present and future employee needs of the
organization.

Chapter-6

CONCLUSION
The study suggest that when recruitment and selection process is properly established and
implemented then organization will must grow because all the employees will be according to
the requirements Recruitment and Selection Process affects a lot on the organizational activities

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regarding its growth because if the people will be according to the requirements and skillful
then cost will reduce and organization must grow.

All the independent variables are Recruitment sources, Interviews and Recruiters are all very
important in the Recruitment and Selection Process because by the missing of any one factor
there is chance the whole Recruitment and Selection Process will be affected by these factors.

 Recruitment should be effective.

 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.

BIBLOGRAPHY

Online Websites:

http://www.google.co.in/

http://en.wikipedia.org/wiki/Recruitment

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www.managementparadise.com

https://www.scribd.com

https://issuu.com

References:

K. Ashwathapa text and cases on human resource management 6th edition published by Tata
Mc Graw Hill.

R. Subbarao text and cases on personal & human resource management published by Himalaya
publishing house.

P.Subbarao essentials of human resource management and industrial relation published by

Himalaya publishing house.

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