FACTORS AFFECTING RECRUITMENT
EXTERNAL FACTORS Recruitment policy Human planning Size of the firm Cost of recruitment Growth and expansion resource
Supply and demand
Labour market Image/Goodwill
Unemployment rate Competitors Recruitment Policy of a Company
In today’s rapidly changing business environment, a will defined recruitment policy is necessary for organizations to respond to its human resource requirement in time. Therefore, it is important to have a clear and concise recruitment policy in place, which can be executed effectively to recruit the 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 sound recruitment process. It specifies the objectives of recruitment programme. It may involve organizational system to be developed for Implementing recruitment and procedures by filling up vacancies for implementing recruitment programmers with best qualified people.
COMPONENTS OF THE RECRUITMENT POLICY
The general recruitment policies and terms of the organization Recruitment services of consultants Recruitment of temporary employees. Unique recruitment situations The selection process The job descriptions The terms and conditions of the employment A recruitment policy of an organization should be such that: It should focus on recruiting the best potential people. Top ensure that every applicant and employee is equally with dignity and respect Unbiased policy. To aid encourage employees in realizing their full potential. Transparent, task oriented and merit based selection. Weightage during selection given to factors that suit organization needs. Optimization of manpower oat the time of selection process. Defining the competent authority to approve each selection. Abides by relevant public policy legislation on hiring and employment relationship. Integrates employee needs with the organizational needs.
FACTORS AFFECTING RECRUITMENT POLICY
Organizational objectives Personnel policies of the organization and its competitors. Government policies on reservations.
accurate and reliable processing of applications from various applications. automated and interactive interface between the online application system. o Recruitment management system provides and a flexible. o Helps to reduce the time-per-hire and cost-per-hire. solutions and optimizing the recruitment processes to ensure improved ROI
. Recruitment costs and financial implications
Recruitment Management System
Recruitment management system is the comprehensive tool to manage the entire recruitment processes of an organization. outsourcing recruitment. the unsolicited applications. functions and major benefits of the recruitment management system are explained below: o Structure and systematically organize the recruitment processes. o Recruitment management system maintains an automated active database of the applicants facilitating the talent management and increasing the efficiency of the recruitment processes. o Recruitment management system facilitates faster. o Offers tolls and support to enhance productivity. unbiased. Just like performance management system helps to contour the recruitment processes and effectively managing the ROL on recruitment. It is one of the technological tools facilitated by the information management system to the HR of organizations. Need of the organization. Preferred sources of recruitment. The features. the recruitment department of the company and the job seeker. o Recruitment management system helps to incorporate and integrate the various links like the application system on the official website of the company. the final decision marking to the main recruitment process.
The level of performance of and organization depends on the effectiveness of its recruitment function. The recruitment management system (RMS) is an innovative information system tool which helps to sane time and costs of the recruiters and improving the recruitment processes. Therefore. It is impossible to fill all the positions immediately.o Recruitment management system helps to communicate and create healthy relationship with the candidates through the entire recruitment process. the strategy should cover the following element: (1) Identifying and prioritizing jobs requirements keep arising at various levels in every origination: it is amount a never – ending process. there is a need to identify the positions requiring immediate attention and action. This covers the following parameters as well: A. A successful recruitment strategy should be well planned and practical to attract more and good talent to apply in the organization. To maintain the quality of the recruitment activities. it is useful to prioritize the vacancies whether to focus on all vacancies equally or focusing on key jobs first. (2) Candidates to target the recruitment process can be effective only if the organization completely understands the requirements of the type of candidates that are required and will be beneficial for the organization.
Recruitment of the most crucial roles of the human resource professionals.
. performance level required: Different strategies are required for focusing on hiring high performers and average performers. Organizations have developed to follow recruitment strategies to hire the best talent for their organization and to utilize their resources optimally. For formulating an effective and successful recruitment strategy.
different industry. In the last few years.
HR Challenges in Recruitment
Recruitment is a function that requires business perspective. He/She can be from the same industry. They should also be aware of the major parameters and skills (e.: behavioral. top performers of the industry etc. etc) to focus while interview and selecting a candidate.Which are the sources to be used and focused for the recruitment purposes for various positions. etc. Like the rounds of technical interviews. (5) How to evaluate the candidates the various parameters and the ways to judge them i. diplomacy. (3)Sources of recruitment the strategy should define various sources (external and internal) or recruitment. Employee referrer is one of the most effective source of recruitment. return tests. sources of recruitment.
. Category of the candidate: the strategy should clearly define the target candidate. C. the job market has undergone some fundamental changes in terms of technology.e the entire recruitment process should be planned in advance.b. marketing skills (has to sell the position to the candidates) and wisdom to align the recruitment process for the benefit of the organization. competition in the market. technical. psychometric tests. unemployed. (4) Trained recruiters the recruitment professionals conducting the interviews and the other recruitment activities should be well trained and experienced conducting the activities.g.
Experience level required: the strategy should be clear as to what is the
experience level required by the organization. The candidate’s experience can range from being a fresher to experienced senior professionals. ability to find and match the best potential candidate for the organization. The biggest challenge for such professionals is to source or recruite the best people or potential candidates for the organization. The HR professional handling the recruitment function of the organization are constantly facing new challenges. expertise. HR interviews.
ORGANISATION ANALYSIS AND NEEDS ASSESMENT
We meet together in order to gain a clear understanding of your company and your business – history.
. The process should be flexible. Even if the organization is achieving results. in an already saturated job market. adaptive and responsive to the immediate requirements. development strategy. The major challenges faced by the HR recruitment are: Adaptability to globalization –the HR professionals are expected and required to keep in tune with the changing times. as well as the open position to be recruited for … This step is essential to enable us to jointly determine rules . Therefore. organization. HR professionals are constantly facing new challenges in one of their most important function recruitment they have to face and conquer various challenges to find the best candidates for the organizations. i. reviewing staffing needs and prioritizing tasks to meet the changes in the market has become a challenge for the recruitment professionals. management style. where the practices like poaching and raiding or gaining momentum.etc. Responsibilities. profiles and qualities of the successful candidate.e. HR department or professionals are not thanked for recruiting the right employees and performers Process analysis – the immediacy and speed of the recruitment process are the main concerns of the HR recruitment. The recruitment process should also be cost effective Strategic prioritization – the emerging new systems are both an opportunity as well as a challenge for the HR professionals. the changes taking place across the globe HR should maintain the timeline of the process Lack of motivation – recruitment is considered to be a thankless job. culture.
. it is equally important that we are kept up to date with any few decisions or company changes that could have an impact upon ourselves for appropriate candidates.When necessary. evaluating and putting forward the right candidates.
CANDIDATE INTERVIEWA AND EVALUATION
Candidates who have passed our initial selection process are invited for to face indepth interviews with our consultants. including O/s of identified candidates. Our specializations in the telephone and Internet sectors enables us to identify candidates in a quick and efficient manner. both of which are submitted to your approval. we also meet with / discuss with relevant managers and colleagues the candidate will work together with it.
SEARCH FOR CANDIDATES
The two main search methods are (1) Head hunting:a) We jointly establish a list of target companies within there is a high probability of finding the candidate profile to be recruited. We will prepare the ad text. It is very important to have timely and concise feed back to enable us to refine our search even further. Throughout the recruitment assignment. This is followed by the identification of relevant candidates within each of these companies. The better we understand the human and organizational context. In each case. c) Advertising:Either through press ads or advertising on selected Internet sites. the more efficient we will be in finding. we will keep you regularly updated through return and / or verbal reports. B) We source candidates through our established network of contacts within the industry. and propose a relevant media plan.
The evaluation will take into account not only the suitability of the candidate’s experience and skills required for the job. we continue to in regular contact with both your selves and then newly hired candidate to ensure his/her successful integration. Throughout the probation period.
a written assessment of each candidate that we fell has profile and experience to succeed in the position will be presented you. and to reconfirm their motivations. These will be treated by our company on the same basis as all other applications. we will be happy to organize these interviews.
CANDIDATE INTERVIESW WITH THE CLUENT COMPANY
Short-listed candidates are interviewed by relevant parties within your company involved in the decision – making process. should you require.
Once you have taken your decision to hire a candidate. Therefore any applications made direct to your company. we contact the candidates for their feedback. including Those from internal application will be forwarded to us. EXCLUSIVITY We work on an exclusive retainer Formal acceptance of our terms and a condition implies that the assignment is exclusive toes. but also his/her motivation and career aspirations. we stay in regular contact with him/her until their start date. as well as his/her ability to integrate effectively into his/her future work team and your organization in general. FOLLOWUP OF CABDIDATE INTERATION Following Your Decision to hire a candidate. we will take references (whenever possible) from former employers or other preference.
FNB has relationships with a number of recruitment agencies that are able to present their candidates through special technology provided for them. Applying for a position. All the available positions that match your search criteria are displayed in a table that highlights positions that needs to be filled urgently or that are nearing their advertisement expiry date.
How we recruit: We conform to a recruitment process that fairly evaluates all and that is managed with the aid of a sophisticated applicant tracking system.
. FNB careers will not consider applications for positions sent to us by fax. allowing applicants to apply directly to FNB. This guarantee is applied only at our client’s request and on the condition that the position and profile initially defend remains unchanged.Clementine International commits to put at your disposal all necessary means to replace a candidate that leaves the company within his/her probation period. You may click on the position title to see the detailed position description. if you see a vacancy that you are interested in please use our system to apply for the vacancy. email or through the postal service
Searching for a position:
On our Careers site. professional and vocations institutions. Suitable candidates may also be sourced through relevant academic. We believe our system makes it easier for people to apple for vacancies and for our recruiters to process applications as quickly and as fairly as possible. We have tried to structure the application process is such a way that the entire application process should not take more than a few minutes of your time. All our vacancies are published on our careers website and occasionally in the press. whatever the reasons for this departure. simply follow the instructions displayed on the screed. As a rule. you will find search tools that you may use to search for positions that match your needs.
this information will not be used to evaluate your application. you may be invited to attend a second interview. When we invite you for interview.
. depending on the position as well as the requirements of the particular business unit. Once you have applied for a position. In some cases we will ask if we may keep your details on our system.
Feedback:Our communication processes are automated. we will let you know what the format of the interview will be. attach a CV and a covering. Should you decide to supply any personal information that is not mandatory.You will normally be asked to complete a page with personal information.
Offers:All our offers for employment are subject to satisfactory references (including credit.
Changes:Our recruitment processes may change depending on the requirement of a particular business unit or vacant position. we will inform you as soon as possible. which means that there are no needs to contact out recruiters to check on the status of your application. You may sometimes also be asked to complete a questionnaire specific to the position of your choice. or some additional evaluation procedures. You will also receive emails fro0m us that will keep you up to date with the latest news about the position. qualification and criminal checks) as well as a clearance from the South African banking register of employee dishonesty system (Reds) Index. If you are successful. We will normally contact you by email or telephone to arrange an appointment for an interview. our recruitment system will create a My page space on our Careers website which you may access at any time to check progress with your application.
Selection and Interview:We will select candidates to interview against the stated criteria for each position. If you are not selected for an interview.
o Conducting the interview and decision marking
. o Locating and developing the sources if required number and type of employees (Advertising etc) o Short-listing and identifying the prospective employee with required characteristics. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. o Arranging the interviews with the selected candidates. A general recruitment process is as follows: Identifying the vacancy: The recruitment process begins with the human resource department receiving requisitions for recruitment from any department of the company. These contain: o Posts to be filled o Number of persons o Duties to be performed o Qualifications required o Preparing the job description and person specification.The recruitment and selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the strategic advantage for the organizations.
Candidates can upload a resume to be included in searches by member companies. the final interviews and the decision marking.1. 4. employ and retain quality staff with a minimal amount of administration.
Identify vacancy Prepare job description and person specification Advertising the vacancy Managing the response Arrange interviews Conducting interview and decision marking
The recruitment process is immediately followed by the selection i. Website captures candidate details and then pools them in client accessed candidate management interfaces (also online). Fees are charged for job postings and access to search resumes. Alternatively. recruit. Online recurrent websites can be very helpful to find candidates that ate very actively looking for work and post their resumes online. Job boards allow member companies to post job vacancies. candidates can upload a resume to be included in searches by member companies. test. who want to e-enable entirely ort partly their recruitment process in order to improve business performance. 6. The online software provided by those who specialize in online recruitment helps organizations attract. but
Internet Recruitment / websites:Such sites have two main features: job boards and a resume/curriculum vitae (CV) database. Since the late 1990s. the recruitment website has evolved to encompass end-to-end recruitment. 2. Key players in this sector provide erecruitment software and services to organizations of all sizes and within numerous industry sectors. 3. conveying the decision and the appointment formalities.
they will not attract the “passive” candidates who might respond favorably to an opportunity that is resented to them through other means. The objective of the selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates. These vertical search engines allow job-seekers to find new positions that may not be advertised on traditional job boards. co-workers. searching for prospective employees and stimulating them to apply for jobs in an organisation.
Meaning and Definition
After identifying the source of human resources. allow job-seekers to search across multiple website. Also. and online recruitment websites.
Job Search Engines:The emergence of vertical search engines.
Essentials of Selection Procedure
The selection process can be successful if the following requirements are satisfied:
. customers or other might see their resumes. choosing to bypass traditional job boards entirely. some candidates who are actively looking to change jobs are hesitant to put their resumes on the job boards. there are many other job search engines which index pages solely from employers’ website. However. Some of these new search engines index and list the advertisements of traditional job boards.The oblivious guiding policy in section is the intention to choose the best qualified and suitable job candidate job for each unfilled job. These sites tend to aim for providing a “one-stop shop” for job-seekers. for fear that their current companies. the management has to perform the function of selecting the right employees at the right time .
. If right personnel are selected. the employee contribution and commitment will be at optimum level and employee relations will be consumption. The ability of an organisation to attain its goals effectively and to develop in a dynamic environment largely depends upon the effectiveness of its selection programme. This authority comes from the employment requisition. If the right person is selected. A number of factors affect the selection decisions of candidates. where as the goal of recruitment is to create a large cool of persons available and willing to work. 3.1.
Factors affecting selection decisions
The goal of selection is to short out or eliminate those judged unqualified to meet the job and organisation requirements. complex and continue function. it is said that recruitment tends to be positive while selection tends to be some what negative. (iii) Successive hurdles.e. i. (ii) Organizational and social environment. the remaining functions of personnel management become easier. The important among them are: (i) Profile matching. a comprehensive job description and job specification should be available beforehand. The employee will become a liability to the organisation. Some one should have the authority to select. he is a valuable asset to the organisation and is faulty selection is made. as developed by an analysis of the work load and work force. (iv)Multiple correlations. There must be some standard of personnel with which a prospective employee may be compared. There must be a sufficient number of applicants from whom the required number of employees may be selected.
Significance of selection process
Selection of personnel to man to organisation is a crucial. 2.
. Selection Procedure There is no standard selection process that can be followed by all the companies in all the areas. Hence candidates specifications must match with not only job specifications but also with organisational social environmental requirements. may fail as successful employees due to varying organisation and social environment. Thus. each company may follow anyone or the possible combinations of methods of selection in the order convenient or suitable to it. A candidate is routed through all the selection steps before a decision is made. Normally the decisions about the known candidates is taken at interview stage. government regulation to be followed etc. who are eminently suitable for the job. (ii) Organisational and social environment: some candidates. The scores secured by these known candidates in various tests are taken as a standard to decide the success or failure of other candidates at each stage. nature of the business. (iii) Successive hurdles: In this method hurdles are created at every stage of selection process therefore. applicants must successfully pass each and every screening device in case of successive hurdles as shown in figure 5. Companies may follow different selection techniques or methods depending upon the size of company. for broader line cases multiple correlation method is useful and for other successive hurdles method is useful. Following are the selection methods generally followed by the companies.1 (iv) Multiple correlations: Multiple correlations is based on the assumptions that a deficiency in one factor can be counter balanced by an excess amount of another. Hence. Possible care is also taken to match the candidates’ bio data with the jobs specifications.(i) Profile matching: Tentative decision regarding the selection of candidates (who are known) is taken in advance. The composite test score index is taken into accounting the selection tests. kind and number of persons to be employed.
physical and mental ability. nature and behavior. (7) Tests. (2) Recruitment. (9) Medical Examination (10) Reference Checks. knowledge. (11) Line Manager’s Decision. experience. (5) Preliminary Interview. facts may come to light which are useful for comparison with the job requirement and employee specifications. (8) Final Interview.
(1) Job Analysis. the selection procedure is not a single act but is essentially a series of methods or stages by which different types of information can be secured through various selection techniques. (6) Business Games. At each step. Therefore. aptitude and the like for judging whether a given applicant is or is not suitable for the job.Selection procedure employs several methods of collecting information about the candidate's qualifications. (3) Application Form. (12) Employment.
Development Bases for Selection Application / Resume /CV/ Bio-data Written Examination
Human Resource Plan Recruitment
Line Manger’s Decision Preliminary Interview Business Games Tests Final Interview Medical Examination
Asses the Fit Between the Job and the candidate
. (4) Written Examination.
e. Roster 4.RECRUITMENT AND SELECTION PROCESS
1. These marks having qualified in the categorized way as in the following: application and short-
. Issue of notification. 7.. done in two ways:PUBLIC NOTIFICATION Publications done through advertising. Internal source External source 3. Scrutiny of the list of candidates is done. As per presidential directives only categorized. The list of finalized candidates is sent to the recruitment cell in the ratio 1:20. Process is done in the following two ways. i. 2. Approval from Man-Power for the recruitment of the vacancies.. 5. Written test The test is conducted of 85 marks. Newspapers EMPLOYMENT EXCHANGE The vacancies are sent to employment exchange for the desired candidates. i. 6. Receipt of the as CATEGORY General/OBC PERCENTAGE 50 application within the mentioned in the time limit
The committee is appointed by the CMD of VSP. Lady Representative in the case of non-executive posts. Representative of personnel Department. Group-C And Grope-D posts.. written and interview.. Medical Examination The selected candidates from both written and interview are called for medial examination. 9.. If any reason the candidate fails in the test the next candidate in the list is eligible for the medical test. Interview Test Interview is done by comprising of selection committee.SC/ST
8. Induction and Training Program The candidates who got offer letters are eligible for induction and training in this process the candidate are posted in the following way: CARD Executives TRAINING PERIOD EDUCATIONAL POSTED QUALIFICATION Management Graduate with 60% Junior Manager Trainee with 12 in General/OBC month 50% in SC/ST Senior Trainee Diploma Charge Man with 18 months Engineering
. Since the test is validate for 1 year from the letter list candidate i. Issue of offer letter. 10.e. 11.e. Representative from Minority (other than Hindu). The selection comprising the member of: Representative from indenting department Representative from SC/ST/OBC. i. i.e. the appointment letter for the job.
Laws. 3) In VSP there are around 5000 employees are their who are “R/DP” Card holders. 5) The reservations are fallowed as per the Govt. Place of posting
In this process the VSP releases advertisements in various news papers regarding the post i. 2) The “R/DP” Card holders are those who loss the for VSP they were given age relaxation.e.Un-Skilled
Trainee Khalasi Illiterate with 12 months
Non-Executives:1) The candidates were called through employment exchange.
Offer of Appointment to the candidates
. Their vacancies and the criteria required. 4) The qualification is 10th pass as Minimum. Executives & Non-Executives. and also the candidates who are possessing “R” card (land losers) or Displaced person Card.
For the executive posts the candidates are called throw employment exchange. o Collect data. o Design research. The required qualification regarding Executives are as fallows:Technical:-M.Graduation with 60% or M.
.B. o Formulate hypothesis. The general methods adopted in conducting the research are as fallows: o Define the research problem. or Diploma in Technical Field (With/Without
Offer of Appointment to the Candidates
The indirect recruitment was done by a circular to various departments of the VSP.Tech Experiences) Non-Technical:.A and additional.Tech/B.
The study is directed to wards the currently followed recruitment practices in VSP and includes the opinions of the recruitment practices representing the sample Size. o Review the literature.
o Analyze data.
SAMPLE SIZE:A SAMPLE SIZE OF 100 is drawn the respondents belong to different departments of the company
COLLECTION OF DATA:The data is collected through primary and secondary sources. time and money.
SAMPLE SIZE:SAMPLE TOOL:. The function of the research design sis to provide the collection of relevant evidence with minimum expenditure of efforts.
PRIMARY SOURCES:The primary data is collected from the respondents belonging to different departments of the organization. The suitable design is the one that minimizes bias and maximizes the reliability of the data collected and analyzed.
.Simple random sampling was administrated Questionnaire with consisted of open ended and close ended questions. o Report the data.
RESEARCH DESIGN:Research design is the conceptual structure with in which research would be conducted. Organization report and files. Discussions and personal observations.
SECONDARY SOURCEY:-Secondary data is collected from the following sources. o Interpret the data.
RESEARCH ANALYSIS:Research analysis is the computation of certain induces or measures along with searching patterns of relationship that exists among the data group. of positions Location
. Discussions and Organization reports. The information gathered is represented in the form of tables so that the interpretation would be precise. The particulars like the Position Experience Qualification Skill set Budget Time limit No.
THE METHOD OF STUDY FOLLOWED IN THIS PROJECT (IN BRIEF)
Sample Size Data collection Method Duration of the study Analysis : : : : 30 Questionnaires. Statistical tools such as percentages were used. Journals and websites. Through percentage method
As the requirement to fill anew position will arise the concerned HOD will look into the matter. observations. which contains all the particulars regarding the position all the specicaytions are made and approved by the concerned HOD and that from is sent HR department. He/she will take all particulars regarding the position and prepare a manpower from. 45 days. HRD will begin to fill up that position by considering all the specification.