FACTORS AFFECTING RECRUITMENT

EXTERNAL
FACTORS

Supply
and
demand

Labour
market

EXTERNAL FACTORS

Recruitment
policy

Human

resource

planning

Size of the firm

Cost

of

recruitment

Recruitment

Growth

Policy

and

of

Company
expansion
Image/Goodwill

In

todays

rapidly

changing

defined

business

Political-Social-

environment,

Legal

policy

Environment

respond to its human resource requirement

Unemployment

in time. Therefore, it is important to have a

rate

clear and concise recruitment policy in place,

Competitors

which can be executed effectively to recruit

is

will

necessary

for

recruitment

organizations

to

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.
Preferred sources of recruitment.
Need of the organization.
Recruitment costs and financial implications

Recruitment Management System

Recruitment management system is the comprehensive tool to
manage the entire recruitment processes of an organization. It is one
of the technological tools facilitated by the information management
system to the HR of organizations. Just like performance management
system helps to contour the recruitment processes and effectively
managing the ROL on recruitment.
The features, functions and major benefits of the recruitment
management system are explained below:
o Structure and systematically organize the recruitment processes.
o Recruitment management system facilitates faster, unbiased,
accurate and reliable processing of applications from various
applications.
o Helps to reduce the time-per-hire and cost-per-hire.
o Recruitment management system helps to incorporate and
integrate the various links like the application system on the
official website of the company, the unsolicited applications,
outsourcing recruitment, the final decision marking to the main
recruitment process.

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 provides and a flexible,
automated

and

interactive

interface

between

the

online

application system, the recruitment department of the company

and the job seeker.
o Offers tolls and support to enhance productivity, solutions and
optimizing the recruitment processes to ensure improved ROI
o Recruitment management system helps to communicate and
create healthy relationship with the candidates through the
entire recruitment process.
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.

Recruitment Strategies
Recruitment of the most crucial roles of the human resource
professionals. The level of performance of and organization depends on
the effectiveness of its recruitment function. Organizations have
developed to follow recruitment strategies to hire the best talent for
their organization and to utilize their resources optimally. A successful
recruitment strategy should be well planned and practical to attract
more and good talent to apply in the organization.
For formulating an effective and successful recruitment strategy, 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. It is impossible to fill all the positions immediately. Therefore,

there is a need to identify the positions requiring immediate attention

and action. 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. This covers the following parameters as well:
A.

performance level required: Different strategies are required for

focusing on hiring high performers and average performers.

b.

Experience level required: the strategy should be clear as to what

is the experience level required by the organization. The candidates

experience can range from being a fresher to experienced

senior

professionals.
C.

Category of the candidate: the strategy should clearly define the

target candidate. He/She can be from the same industry, different

industry, unemployed, top performers of the industry etc.
(3)Sources of recruitment the strategy should define various sources
(external and internal) or recruitment.Which are the sources to be used
and focused for the recruitment purposes for various positions.
Employee referrer is one of the most effective source of recruitment.
(4) Trained recruiters the recruitment professionals conducting the
interviews and the other recruitment activities should be well trained
and experienced conducting the activities. They should also be aware
of the major parameters and skills (e.g.: behavioral, technical, etc) to
focus while interview and selecting a candidate.
(5) How to evaluate the candidates the various parameters and the
ways to judge them i.e the entire recruitment process should be

planned in advance. Like the rounds of technical interviews, HR

interviews, return tests, psychometric tests, etc.

HR Challenges in Recruitment
Recruitment is a function that requires business perspective, expertise,
ability to find and match the best potential candidate for the
organization, diplomacy, marketing skills (has to sell the position to the
candidates) and wisdom to align the recruitment process for the
benefit of

the organization.

The HR professional handling the

recruitment function of the organization are constantly facing new

challenges. The biggest challenge for such professionals is to source or
recruite the best people or potential candidates for the organization.
In the last few years, the job market has undergone some
fundamental changes in terms of technology, sources of recruitment,
competition in the market, etc. in an already saturated job market,
where the practices like poaching and raiding or gaining momentum,
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.
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, i.e. 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. Even if the organization is achieving results, HR department
or

professionals

are

not

employees and performers

thanked

for

recruiting

the

right

 Process analysis the immediacy and speed of the recruitment

process are the main concerns of the HR recruitment. The
process should be flexible, adaptive and responsive to the
immediate requirements. 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.
Therefore, reviewing staffing needs and prioritizing tasks to meet
the changes in the market has become a challenge for the
recruitment professionals.

ORGANISATION

ANALYSIS

AND

NEEDS

ASSESMENT
We meet together in order to gain

a clear understanding of your

company and your business history, organization, development

strategy, culture, management style, as well as the open position to be
recruited for
This step is essential to enable us to jointly determine rules ,
Responsibilities, profiles and qualities of the successful candidate.
When necessary, we also meet with / discuss with relevant managers
and colleagues the candidate will work together with it.
The better we understand the human and organizational context, the
more efficient we will be in finding, evaluating and putting forward the
right candidates.
Throughout the recruitment assignment, we will keep you regularly
updated through return and / or verbal reports, including O/s of
identified candidates.

It is very important to have timely and concise feed back to enable us

to refine our search even further; 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.

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. This is
followed by the identification of relevant candidates within each of
these companies.
B) We source candidates through our established network of contacts
within the industry. Our specializations in the telephone and Internet
sectors enables us to identify candidates in a quick and efficient
manner.
c) Advertising:Either through press ads or advertising on selected Internet sites. In
each case, We will prepare the ad text, and propose a relevant media
plan, both of which are submitted to your approval.

CANDIDATE INTERVIEWA AND EVALUATION

Candidates who have passed our initial selection process are invited
for to face in-depth interviews with our consultants.

PRESENTATION

OF

SHORT

LISTED

CANDIDATES

a written assessment of each candidate that we fell has profile and

experience to succeed in the position will be presented you.
The evaluation will take into account not only the suitability of the
candidates experience and skills required for the job, but also his/her
motivation and career aspirations, as well as his/her ability to integrate

effectively into his/her future work team and your organization in

general.

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, we will be happy to organize these interviews; we contact the
candidates for their feedback, and to reconfirm their motivations.

REFERENCE CHECKS
Once you have taken your decision to hire a candidate, we will take
references (whenever possible) from former employers or other
preference.
FOLLOWUP OF CABDIDATE INTERATION
Following Your Decision to hire a candidate, we stay in regular contact
with him/her until their start date. Throughout the probation period, we
continue to in regular contact with both your selves and then newly
hired candidate to ensure his/her successful integration.
EXCLUSIVITY
We work on an exclusive retainer Formal acceptance of our terms and
a condition implies that the assignment is exclusive toes. Therefore
any applications made direct to your company, including
Those from internal application will be forwarded to us.
These will be treated by our company on the same basis as all other
applications.

GUARANTEE
Clementine International commits to put at your disposal all necessary
means to replace a candidate that leaves the company within his/her
probation period, whatever the reasons for this departure.

This guarantee is applied only at our clients request and on the

condition that the position and profile initially defend remains
unchanged.

Recruitment process
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.
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.
All our vacancies are published on our careers website and
occasionally in the press, allowing applicants to apply directly to
FNB.FNB has relationships with a number of recruitment agencies that
are able to present their candidates through special technology
provided for them. Suitable candidates may also be sourced through
relevant academic, professional and vocations institutions. As a rule,
FNB careers will not consider applications for positions sent to us by
fax, email or through the postal service

Searching for a position:

On our Careers site, you will find search tools that you may use to
search for positions that match your needs. 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. You may click on the position title to see
the detailed position description.
Applying for a position, if you see a vacancy that you are interested in
please use our system to apply for the vacancy, simply follow the
instructions displayed on the screed. 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. You will
normally be asked to complete a page with personal information,
attach a CV and a covering. You may sometimes also be asked to
complete a questionnaire specific to the position of your choice. Should
you decide to supply any personal information that is not mandatory,
this information will not be used to evaluate 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, we will inform
you as soon as possible. In some cases we will ask if we may keep your
details on our system. We will normally contact you by email or
telephone to arrange an appointment for an interview.
When we invite you for interview, we will let you know what the format
of the interview will be. If you are successful, you may be invited to
attend a second interview, or some additional evaluation procedures,
depending on the position as well as the requirements of the particular
business unit.

Feedback:Our communication processes are automated, which means that there

are no needs to contact out recruiters to check on the status of your
application. Once you have applied for a position, 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. You
will also receive emails fro0m us that will keep you up to date with the
latest news about the position.

Offers:-

All our offers for employment are subject to satisfactory references

(including credit, qualification and criminal checks) as well as a
clearance from the South African banking register of employee
dishonesty system (Reds) Index.

Changes:Our recruitment processes may change depending on the requirement

of a particular business unit or vacant position.
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. Recruitment process involves a systematic procedure
from sourcing the candidates to arranging and conducting the
interviews

and

requires

many

resources

and

time.

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
o
o
o
o
o

Posts to be filled
Number of persons
Duties to be performed
Qualifications required
Preparing the job description and person specification.
Locating and developing the sources if required number and type

of employees (Advertising etc)

o Short-listing and identifying the prospective employee with
f

required characteristics.
o Arranging the interviews with the selected candidates.
o Conducting the interview and decision marking

RECRUITMENT PROCESS
1

6
4

1.

Identify vacancy

2.

Prepare job description and person specification

3.

Advertising the vacancy

4.

Managing the response

5.

Arrange interviews

6.

Conducting interview and decision marking

The recruitment process is immediately followed by the selection i.e.

the final interviews and the decision marking, conveying the decision
and the appointment formalities.

Internet Recruitment / websites:Such

sites

have

two

main

features:

job

boards

and

resume/curriculum vitae (CV) database. Job boards allow member

companies to post job vacancies. Alternatively, candidates can upload
a resume to be included in searches by member companies.
Candidates can upload a resume to be included in searches by
member companies. Fees are charged for job postings and access to
search resumes. Since the late 1990s, the recruitment website has
evolved to encompass end-to-end recruitment. Website captures
candidate details and then pools them in client accessed candidate
management interfaces (also online). Key players in this sector provide

e-recruitment software and services to organizations of all sizes and

within numerous industry sectors, who want to e-enable entirely ort
partly their recruitment process

in order to

improve business

performance.
The online software provided by those who specialize in online
recruitment helps organizations attract, test, recruit, employ and retain
quality staff with a minimal amount of administration. Online recurrent
websites can be very helpful to find candidates that ate very actively
looking for work and post their resumes online, but they will not attract
the

passive

candidates

who

might

respond

favorably

to

an

opportunity that is resented to them through other means. Also, some

candidates who are actively looking to change jobs are hesitant to put
their resumes on the job boards, for fear that their current companies,
co-workers, customers or other might see their resumes.

Job Search Engines:The emergence of vertical search engines, allow job-seekers to search
across multiple website. Some of these new search engines index and
list the advertisements of traditional job boards. These sites tend to
aim for providing a one-stop shop for job-seekers. However, there are
many other job search engines which index pages solely from
employers website, choosing to bypass traditional job boards entirely.
These vertical search engines allow job-seekers to find new positions
that may not be advertised on traditional job boards, and online
recruitment websites.

SELECTION
INTRODUCTION

Meaning and Definition

After identifying the source of human resources, searching for

prospective employees and stimulating them to apply for jobs in an
organisation, the management has to perform the function of selecting
the right employees at the right time .The oblivious guiding policy in
section is the intention to choose the best qualified and suitable job
candidate job for each unfilled job. The objective of the selection
decision is to choose the individual who can most successfully perform
the job from the pool of qualified candidates.

Essentials of Selection Procedure

The selection process can be successful if the following requirements
are satisfied:
1. Some one should have the authority to select. This authority
comes from the employment requisition, as developed by an analysis
of the work load and work force.
2. There must be some standard of personnel with which a
prospective employee may be compared, i.e. a comprehensive job
description and job specification should be available beforehand.
3. 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,
complex and continue function. 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. If right
personnel

are

management

selected,
become

the

easier,

remaining
the

functions

employee

of

personnel

contribution

and

commitment will be at optimum level and employee relations will be

consumption. If the right person is selected, he is a valuable asset to

the organisation and is faulty selection is made. The employee will

become a liability to the organisation.

Factors affecting selection decisions

The goal of selection is to short out or eliminate those judged
unqualified to meet the job and organisation requirements, where as
the goal of recruitment is to create a large cool of persons available
and willing to work. Thus, it is said that recruitment tends to be
positive while selection tends to be some what negative.
A number of factors affect the selection decisions of candidates.
The important among them are:
(i) Profile matching.
(ii) Organizational and social environment.
(iii) Successive hurdles.
(iv)Multiple correlations.
(i) Profile matching: Tentative decision regarding the selection of
candidates (who are known) is taken in advance. 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.
Normally the decisions about the known candidates is taken at
interview stage. Possible care is also taken to match the candidates
bio data with the jobs specifications.
(ii) Organisational and social environment: some candidates, who
are eminently suitable for the job, may fail as successful employees
due to varying organisation and social environment. Hence candidates
specifications must match with not only job specifications but also with
organisational social environmental requirements.
(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 5.1
(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. A candidate is routed through all the
selection steps before a decision is made. The composite test score
index is taken into accounting the selection tests. Hence, for broader
line cases multiple correlation method is useful and for other
successive hurdles method is useful.
Selection Procedure
There is no standard selection process that can be followed by all the
companies in all the areas. Companies may follow different selection
techniques or methods depending upon the size of company, nature of
the business, kind and number of persons to be employed, government
regulation to be followed etc. Thus, each company may follow anyone
or the possible combinations of methods of selection in the order
convenient or suitable to it. Following are the selection methods
generally followed by the companies.
Selection procedure employs several methods of collecting
information about the candidate's qualifications, experience, physical
and mental ability, nature and behavior, knowledge, aptitude and the
like for judging whether a given applicant is or is not suitable for the
job. Therefore, 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. At
each step, facts may come to light which are useful for comparison
with the job requirement and employee specifications.
(1) Job Analysis. (2) Recruitment. (3) Application Form. (4) Written
Examination. (5) Preliminary Interview. (6) Business Games. (7) Tests. (8)

Final Interview. (9) Medical Examination (10) Reference Checks. (11) Line
Managers Decision. (12) Employment.

Development Bases for

Selection
Job Analysis
Application / Resume /CV/
Bio-data
Human
Resource Plan
Written Examination
RecruitmentLine
Preliminary
Mangers
Interview
Decision
Business
Games
Tests
Asses the Fit Between
the Job and the
candidate
Final Interview
Medical Examination

Employment

RECRIUTMENT PROCESS

RECRUITMENT AND SELECTION PROCESS

1. Approval from Man-Power for the recruitment of the vacancies.
2. Process is done in the following two ways.
Internal

CATEGORY

PERCENTAG

source
source

General/OBC
SC/ST

E
50
40

External
3.

As

per

directives

only

presidential
categorized,

i.e.,

Roster
4. Issue of notification, done in two ways:PUBLIC NOTIFICATION
Publications done through advertising, i.e., Newspapers
EMPLOYMENT EXCHANGE
The vacancies are sent to employment exchange for the desired
candidates. The list of finalized candidates is sent to the recruitment
cell in the ratio 1:20.
5. Receipt of the application within the time limit as mentioned in the
notification.
6. Scrutiny of the application and short-list of candidates is done.
7. Written test
The test is conducted of 85 marks. These marks having
qualified in the

categorized way as in the following:

8. Interview Test
Interview is done by comprising of selection committee. The
committee is appointed by the CMD of VSP. The selection comprising
the member of:
Representative from indenting department
Representative from SC/ST/OBC.
Representative from Minority (other than Hindu).
Representative of personnel Department.
Lady Representative in the case of non-executive posts, i.e.,
Group-C
And Grope-D posts.
9. Medical Examination
The selected candidates from both written and interview are
called for medial examination. If any reason the candidate fails in the
test the next candidate in the list is eligible for the medical test. Since
the test is validate for 1 year from the letter list candidate i.e., written
and interview.
10. Issue of offer letter, i.e., the appointment letter for the job.
11. 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
EDUCATIONAL
POSTED
PERIOD
QUALIFICATION
Management
Graduate
with Junior Manager
Trainee with 12 60%
in
month
General/OBC

Highly Skilled
Un-Skilled

50% in SC/ST
Senior
Trainee Diploma
with 18 months
Engineering
Trainee Khalasi Illiterate
with 12 months

Charge Man
Khalasi

12. Place of posting

DIRECT RECRUITMENT
In this process the VSP releases advertisements in various news
papers regarding the post i.e. Executives & Non-Executives. Their
vacancies and the criteria required.

Non-Executives:1) The candidates were called through employment exchange, and

also the candidates who are possessing R card (land losers) or
Displaced person Card.
2) The R/DP Card holders are those who loss the for VSP they were
given age relaxation.
3) In VSP there are around 5000 employees are their who are R/DP
Card holders.
4) The qualification is 10th pass as Minimum.
5) The reservations are fallowed as per the Govt. Laws.

Written Test

Trade Test

Medical Test

Interview

Police
Verification

Offer of
Appointment to
the candidates

Executives:For the executive posts the candidates are called throw employment
exchange. The required qualification regarding Executives are as
fallows:Technical:-M.Tech/B.Tech or Diploma in Technical Field (With/Without
Experiences)
Non-Technical:- Graduation with 60% or M.B.A and additional.

Written Test

Trade Test

Police
Verification

Medical Test

Interview

Offer of
Appointment to
the Candidates

INDIRECT RECRUITMENT
The indirect recruitment was done by a circular to various departments
of the VSP.

Research Methodology
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.
The general methods adopted in conducting the research
are as fallows:
o Define the research problem.

o
o
o
o
o
o
o

Review the literature.

Formulate hypothesis.
Design research.
Collect data.
Analyze data.
Interpret the data.
Report the data.

RESEARCH DESIGN:Research design is the conceptual structure with in which

research would be conducted. The function of the research design sis
to

provide

the

collection

of

relevant

evidence

with

minimum

expenditure of efforts, time and money. The suitable design is the one
that minimizes bias and maximizes the reliability of the data collected
and analyzed.

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.

PRIMARY SOURCES:The primary data is collected from the respondents belonging to

different departments of the organization.

SAMPLE SIZE:SAMPLE

TOOL:-

Simple

random

sampling

was

administrated

Questionnaire with consisted of open ended and close ended

questions.

SECONDARY SOURCEY:-Secondary data is collected from the following sources.

Discussions and personal observations.
Organization report and files.
Journals and websites.

RESEARCH ANALYSIS:Research analysis is the computation of certain induces or measures

along with searching patterns of relationship that exists among the
data group.
Statistical tools such as percentages were used. The information
gathered is represented in the form of tables so that the interpretation
would be precise.

THE METHOD OF STUDY FOLLOWED IN THIS PROJECT

(IN BRIEF)
Sample Size

30

Data collection Method

Questionnaires,

Discussions

and

observations,
Organization

reports.
Duration of the study :

45 days.

Analysis

Through percentage method

As the requirement to fill anew position will arise the concerned HOD
will look into the matter. He/she will take all particulars regarding the
position and prepare a manpower from, 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.
HRD will begin to fill up that position by considering all the
specification. The particulars like the

Position
Experience
Qualification
Skill set
Budget
Time limit
No. of positions
Location