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SUBMITTED TO: MADURAI KAMARAJ UNIVERSITY, MADURAI
TOWARDS THE PARTIAL FULFILLMENT OF REQUIREMENT OF THE AWARD OF MASTER OF BUSINESS ADMINISTRATION DEGREE
SESSION (2007-2009) SUBMITTED BY: LEENU SINGH Roll No: A8752049
UNDER THE SUPERVISION OF: MR. ASHWANI ALGOL SCHOOL OF MANAGEMENT AND TECHNOLOGY JULY, 2009
CERTIFICATE This is to certify that the project report at “RESURGE CORPORATE SOLUTIONS PVT. LTD.” Submitted in the partial fulfillment of the requirements for the award of the degree of Master of Business Administration (Industry Integrated) To MADURAI KAMARAJ UNIVERSITY, MADURAI
Is a record of bonafide training carried out by Ms. Leenu SIngh Under my supervision and that no part of this report has been submitted for the award of any other degree / diploma / fellowship or similar titles or prizes. Faculty Guide Signature Name: Mr. Aswani Deswal Qualification: MBA (Finance) Center Signature & Seal of the Learning
I hereby declare that the project report conducted at
RESURGE CORPORATE SOLUTION PVT. LTD. Under the guidance of MR. ASHWANI DESWAL
Submitted in Partial fulfillment of the requirements for the Degree of
MASTER OE BUSINESS ADMINISTRATION (Industry Integrated) TO MADURAI KAMARAJ UNIVERSITY, MADURAI
Is my original work and the same has not been submitted for the award of any other Degree/diploma/fellowship or other similar titles or prizes
LEENU SINGH Reg. NoA8752049
Preservation, inspiration and motivation have always played a key role in the success of any venture. In the present world of cut throat competition project is likely a bridge between theoretical and practical working, willingly I have prepared this particular project. First of all I would like to thank the supreme power, the almighty God who is obviously the one who has always directed me to work on the right path of my life. With his grace this project could become a reality. I would like to take this opportunity to thank Mr.Ashwani for his able guidance, regular counseling, keen interest and constant encouragement, without which project would have never started in the first place. A word of praise is due to my dear parents and friends who helped me in completion of this project.I am indebted to the staff of Resurge Corporate Solution for their kind wordsand help given to me duringmy project.
CERTIFICATE OF THE ORGANISATION
To The Training Officer, National Institute of Applied Management. Bangalore / New Delhi.
This is to certify that Ms. Leenu Singh of MBA (Industry Integrated) course of Madurai Kamaraj University at Gurgaon Learning Center has undergone management training at our Organisation from 1st May’2009 to 30th June’2009.
Her performance during the training period was excellent.
I Leenu Singh, Roll no. A8752049 , class M.B.A 2nd sem hereby declares that the project entitled “Recruitment and problems entiltled” is an original work and the same has not been submitted to any other Institute for the award of any other degree. This project report has been submitted in the partial fulfillment of requirement for the award of the Masters Degree in Business Administration.
Counter Signed (Ms. Abhilasha)
Signature of the Candidate Leenu Singh)
OBJECTIVES OF RECRUITMENT
• • •
To study the effectiveness of Recruitment in an organization. Deficiencies and Problem in Recruitment. Causes of problems in Recruitment.
EXECUTIVE SUMMARY Today, in every organisation personnel planning as an activity is necessary. It is an important part of an organisation. Human Resource Planning is a vital ingredient for the success of the organisation in the long run. There are certain ways that are to be followed by every organisation, which ensures that it has right number and kind of people, at the right place and right time, so that organisation can achieve its planned objective.
The objectives of Human Resource Department are Human Resource Planning, Recruitment and Selection, Training and Development, Career planning, Transfer and Promotion, Risk Management, Performance Appraisal and so on. Each objective needs special attention and proper planning and implementation. For every organisation it is important to have a right person on a right job. Recruitment plays a vital role in this situation. Shortage of skills and the use of new technology are putting considerable pressure on how employers go about Recruiting staff. It is recommended to carry out a strategic analysis of Recruitment procedure.
With reference to this context, this project is been prepared to put a light on Recruitment process. This project includes Meaning and Definition of Recruitment,Need and Purpose of Recruitment, Evaluation of Recruitment Process, Recruitment Tips. Sources of Recruitment through which an Organisation gets suitable application. Scientific Recruitment,which an Organisation should follow for, right manpower. Job Analysis, which gives an idea about the requirement of the job.
Chapter 1 1.1 1.2 1.3
INTRODUCTION General Introduction about the sector. Industry Profile. Ethics.
PROFILES OF THE ORGANISATION
2.2 Origin of the organization. 2.3 Growth and Development of the organization. 2.4 Present status of the organization.
Chapter 3 3.1 3.2
DISCUSSIONS ON TRAINING Student’s Work Profile. Description of Live Experience.
RESEARCH TOPIC - RECRUITMENT Recruitment-A Brief Elements of Recruitment Stratergy.
Research-Problems & Deficiencies in Recruitment Importance of Good Recruitment. Recent Trends in Recruitment.
SUMMARY AND CONCLUSIONS
5.1 Summary of Learning Experience. 5.2 Conclusions and Recommendations.
APPENDIX • Annexure like copy of questionares,interview schedule,leaflets,brochures,photographs to be enclosed. • Bibliography.
1.1 About The Sector
Management consulting refers to both the industry of, and the practice of, helping organizations improve their performance, primarily through the analysis of existing business problems and development of plans for improvement. Organizations hire the services of management consultants for a number of reasons, including gaining external (and presumably objective) advice, access to the consultants' specialized expertise, or simply as extra temporary help during a one-time project, where the hiring of more permanent employees is not required. Because of their exposure to and relationships with numerous organizations, consultancies are also said to be aware of industry "best practices", although the transferability of such practices from one organization to another is the subject of debate. Consultancies may also provide organizational change management assistance, development of coaching skills, technology implementation, strategy development, or operational improvement services. Management consultants generally bring their own, proprietary methodologies or frameworks to guide the identification of problems, and to serve as the basis for recommendations for more effective or efficient ways of performing business tasks.
Specializations Management consulting refers generally to the provision of business consulting services, but there are numerous specializations, such as information technology consulting, human resource consulting, and others, many of which overlap, and most of which are offered by the large diversified
consultancies listed below. So-called "boutique" consultancies, however, are smaller organizations specializing in one or a few of such specializations.
Human resource consulting is a $18.4 billion industry that has emerged from management consulting, as clients' needs have become more complex and specialized, widening the gap between HR needs and work force capabilities, and thus accentuating the ability of HR management consulting firms to fill this gap.While the multi-faceted nature of business sometimes causes overlap in consulting industries (i.e., with regards to human resources, general management, and information technology), the following are core fields around which most HR consultancies are based: Human Capital, including remuneration (also called total rewards), employee rewards and incentive programs, and talent acquisition and management
Health & Benefits; i.e., orchestrating optimal employee health plans with the carriers themselves
Mergers & Acquisitions, examining fit across culture, job-type, transaction costs, etc.
Communication, including surveying employee attitudes, satisfaction, engagement, and other employee behaviors
Services may also include legal counseling, global initiatives, investments consulting, and the implementation of HR technologies to facilitate human capital management. The HR consulting industry also employs more actuaries than any other in order to assist in their services.
1.2 INDUSTRY PROFILE Recruitment is a fundamental purpose for employers to keep its employees. When a specialized body of professionals carried recruiting tasks, known as “Recruitment Agency”. History of recruitment agency begun from USA, their Fred Winslow has established engineering Agency in 1893. Recruiters make income by passing organisations (employers) with job seekers (applicants – candidates) for job interview. When employer decides to employ the forwarded candidate or candidates, the recruitment agent receive a agreed upon commission from the employer. Earlier it was a straight forward procedure that recruitment agency post summary of a vacant position / opening on to a job classified section of a news paper and weekly magazines. But today they have vast options because of the dot com prosperity. Now majority of the recruitment agency have their own websites targeting not only job seekers but also employers to post their requests. Similarly they can reach out to global job seekers & employers. The job of the recruitment agents are not only sharing announced vacant position but also provide the explicit guide lines to job seekers
(through interview techniques, cv writing & cover letter samples). Reputable recruiters also help candidates in targeted job searching, thus saving the time of employers by forwarding them filtered candidates. Few basic tasks for Recruitment Agency! 1. Recruitment which helps’s job seekers to move into the new career. 2. Finding matched candidates as per job specification. 3. Provide top value services by fulfilling employers / clients need. 4. Provide efficient job resource solutions. 5. Recruiters representing candidates and employers schedule and arrange job interviews. Recruiting & seeking eligible candidates can be a long and time taken process therefore companies hire the services of a recruitment agency. Job seekers usually find most of the jobs are griped by an agency. Getting recruitment agency services have many plus points, for e.g. The recruiters usually have experience of screening cvs in the first stage, meaning that they’ll save 100s of hours of jobseekers cv filtering. Additionally, recruitment agency generally interviews a vast number of job seekers for a position in turn to locate the niche suitable applicant for the role. In short employment agency can direct you through the hiring course.
In many respects, recruitment agencies can save organizations a lot of time and money. This is because it costs firms money and resources to go through the whole process of employing new human capital. Using a recruitment agency can help firms avoid many of the costs and bottle necks involved in recruiting. This also allows the firms to focus their time and resources on other aspects of their business. Some recruitment agencies provide a personalized and well tailored service to their candidates. Hence, a recruitment agency can not only find you a suitable job, it can help you get settled in your new role.
A recruitment agency would usually sign a contract with its client company stating that it will not take any of their employees and recruit them to other companies. Some client companies go on to use the services of a particular recruitment agency mainly in order to stop them from taking away their current employees.
Profile of the organization
2.1 ORIGIN OF THE ORGANIZATION
Resurge means to rise again and with that aim in mind, Resurge Management Consultant Pvt. Ltd. surged ahead and became operational in June 2006 at Panjim Goa. Resurge works with a committed objective of providing the most efficient consulting services while maintaining the utmost Integrity. In April 2008, RESURGE started operations in Gurgaon, Delhi and NCR and now has extended its HR services to North India even as it has an exclusive tie-up with DLF City News for Marketing, Promotions and editorial support.
Our forte is people orientation and we possess the necessary expertise in Human Resources and Editorial Support and Marketing Services. Our impressive clientele includes Real Estate, Banking, Insurance, Hotels, Manufacturing, IT, Retail, Travel and NGO’s
List of the clients from different sector : -
1. Coca-Cola 2. ICICI Bank 3. ICFAI Business School 4. PepsiCo India Pvt. Ltd.
5. Rhythm to Soul(Event Management)
6. Imperial Life Sciences 7. Ranbaxy Laboratories 8. Hotel Taj Palace 9. Srisol Pvt. Ltd. 10. RMC 11. The Oberoi Hotel 12. Gravity India Pvt. Ltd 13. Gurgaon Explorer 14. Indica Marketing Pvt. Ltd. 15. Ritu Kumar 16. Hotel Park Plaza 17. Nicolson & Dennison Pvt Ltd.
18. Aditya Birla 19. TVS Logistics 20. Candid Marketing
GROWTH & DEVELOPMENT OF THE ORGANIZATION
INTELLIGENT RECRUITMENT - Executive Search and Headhunting People are the most important assets in any organization. If you want to hire and retain the best people then Resurge is your best choice because we ensure that recruitment is done with utmost sensitivity and with a clear understanding of your requirements. We take the time to understand the requirements of the clients and develop long lasting relationships based on trust and our deliverables. Our personalized and customized recruitment processes have been instrumental in maintaining relationships with both client as well as every candidate who is similarly treated with respect and empathy. TRAINING & DEVELOPMENT Resurge Workshops are an eclectic mix of presentations, activities, case analysis and role-plays. The trainers at Resurge are well qualified in corporate training assignments in all soft skills areas particularly Communication, Interpersonal effectiveness, Leadership, Work-Life Balance, Team Building, Presentations, performance appraisals and Interview techniques.
All workshops are customized according to the organizational objectives and are planned after a personal meeting, pre-assessment of the existing skills and attitudes within the organization and a especially formulated content which is then discussed with the management. Post assessment and refresher courses complete the cycle. TRAINING & EDUCATION An annual campus training workshop called ResurgenX is organized for the final year students and conducted by an expert in the field of training and education. This programme is designed to provide guidance to young students at the threshold of their careers and helps in identifying and polishing their skills and talents. ResurgenX provides valuable tips on Redefining Personality - Soft Skills Development through improved Confidence, Communication, Body language, Emotional Intelligence and Presentation Skills. The workshops are followed up by a discussion on Job opportunities available in India / Overseas and Campus Placements.
CURRENT STATUS OF THE ORGANIZATION
Organizations today understand the importance of creating a strong HR system that will attract and retain talent and also support the business functions of the company. Resurge helps small and mid-size companies in HR systems by: 1. 2. 3. 4. 5. Formulation of HR Systems and Strategies Recruitment and Reten-tion Strategy Job Descriptions and Job Analysis Performance Management and Enhancement Assessment of Employees
EDITORIALS AND PROMOTIONS Our team at Resurge has adequate experience in publishing as well as writing and this expertise is aptly utilized in providing editorial and marketing support.
Resurge partners with select clientele and provides support to their corporate communication ventures through newsletters and magazines. We are currently associated with DLF City News in Gurgaon.
DISCUSSION ON TRAINING
STUDENT’S WORK PROFILE
The working profile in the organization includes following roles: • • • • • Identifying and evaluating client’s recruitment needs. Negotiating terms of employment. Searching for the potential candidates. Providing candidates all the information required for the vacancy. Cold Calling employers in order to establish new contacts and their requirements. • • • Documenting clients details and vacancy requirements in brief. Clarifying and negotiating salary and benefits relating to vacancies. Negotiating fees relating to work that the consultant will undertake for the clients.
Advertising, head hunting, reviewing applications, interviews and short listing of candidates
Monitoring candidates after placed and collecting feedback. Acting as a mentor and advising the junior trainees.
3.2 DESCRIPTION OF LIVE EXPERIENCE
Responsibilities given to me as a HR Trainee were the same as given before in the work profile. My experience in the organization was awesome with the clients, with candidates as well as the colleagues.Responsibilites undertaken by me includes all the responsibilities of a HR Recuiter. My work in the organization was to coordinate with the clients regarding vacant positions in their company,taking all information from the clients of the job vacancy like job description,CTC offering,qualification required and all the important information,searching for the candidates matching desired profile,making calls to the candidates and giving them information about the company and job,then sending their profiles to the the clients,taking interview details from the clients for the shortlisted candidates and coordinating with the candidates and clients till their final selection and joining in the company. Other then this,business development was also my work in the organization.
Research points to the importance of good recruitment systems in the organizations.The 1980s brought downsizing, organizations were becoming too effective for their numbers of employees employed by them. Most problems concerning Human resources commences when recruitment is not handled properly. Resignations, low motivation, poor performance may be due to incorrect procedures in the recruitment process. This research discusses the importance of good recruitment at technical and managerial levels and the implications that are encountered as a result of ad hoc recruitment processes. Recruitment is a responsibility of every manager in the Organization.
Definition of Recruitment
According to Edvin Flippo, “Recruitment is the process of searching for the prospective employees and stimulating them to apply for the jobs in the organization.”
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 organisations. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time.Recruitment refers to the process of sourcing, screening, and selecting people for a job or vacancy within an organization. Though individuals
can undertake individual components of the recruitment process, mid- and largesize organizations generally retain professional recruiters.
RECRUITMENT IS THE HEART OF HUMAN RESOURCE MANAGEMENT. Recruitment Process: Identifying the vacancy: The recruitment process begins with the human resource department receiving requisitions for recruitment from any department of the company.
1. Identify vacancy 2. Prepare job description and person specification
3. Advertising the vacancy 4. Managing the response
5. Short-listing 6. Arrange interviews 7. Conducting interview and decision making The recruitment process is immediately followed by the selection process i.e. the final interviews and the decision making, conveying the decision and the appointment formalities. The main recruiting stages: Sourcing Sourcing involves:
1) Advertising, a common part of the recruiting process, often encompassing multiple media, such as the Internet, general newspapers, job ad newspapers, professional publications, window advertisements, job centers, and campus graduate recruitment programs; 2) Recruiting research, which is the proactive identification of relevant talent who may not respond to job postings and other recruitment advertising methods done in #1. This initial research for so-called passive prospects, also called namegeneration, results in a list of prospects who can then be contacted to solicit interest, obtain a resume/CV, and be screened. Screening & selection Suitability for a job is typically assessed by looking for skills, e.g. communication, typing, and computer skills. Qualifications may be shown through résumés, job applications, interviews, educational or professional experience, the testimony of references, or in-house testing, such as for software knowledge, typing skills,numeracy, and literacy, through psychological tests or employment testing In some countries, employers are legally mandated to provide equal opportunity in hiring.
A well-planned introduction helps new employees become fully operational quickly and is often integrated with the recruitment process.
4.2 ELEMENTS OF RECRUITMENT STRATERGY
1. What are your primary goals? (Why hire?)
The first element of recruiting strategy is to determine "why" you are hiring outside people. First, you must determine your firm's business goals and then
what recruiting can do to contribute to each of them. Some of the more common business reasons for hiring include: • Replacements for turnover • Current or future business expansion • Upsizing the caliber of talent because top talent has become available • Limiting the talent available in the market in order to hurt a competitor's ability to staff adequately • L earning from other firms • Increasing the capability of your firm by adding new skill sets Which of these focus areas you select is important because each requires that you direct your recruiting efforts in a different way. For example, if you are hiring for geographic expansion, you will need to implement a strategy that allows you to enter new geographic regions -- as opposed to hiring to hurt, where you need to focus on hiring away key talent directly from competitors.
2. Prioritization of jobs
No recruiting function has enough resources to fill every position immediately with the top quality hire. As a result, your recruiting strategy needs to include a prioritization element. Priority can be assigned in the following ways: • Hire all jobs equally with the same priority • Focus on key strategic business units
• Focus on key jobs • Focus on key or powerful managers
Performance level to target
Recruiting top performers requires a different strategy and set of tools than recruiting average performers. As a result, you must first determine what level of performance you are primarily targeting before you determine the other elements of your recruiting strategy. Performance targets include: • "Butts in chairs" (hire the cheapest candidates with adequate skills in all jobs) • Focus on average performers in all jobs • Focus on top performers in all jobs • Focus on top performers just in key jobs
4. Experience level to target
Some employment strategies require you to take the long-term approach and develop your own talent, while other approaches target bringing in experienced talent for immediate help or to bring in new skills. Experience target ranges include: • Inexperienced talent that can be trained • Temporary and contract labor that can be converted
• Hire at the bottom and promote within • Undergraduate college hires (interns, Internet and on-campus hires) • Postgraduate hires • Experienced hires
5. Category of candidate to target Whether you target active or passive candidates has a tremendous impact on both the quality of hire and the difficulty of getting an acceptance.
Active candidates (the easiest candidates to attract): • Unemployed candidates • Currently employed but frustrated in their current job Passive candidates (These are individuals who are currently employed and not actively seeking employment. They represent over 80% of potential candidates, but they are the hardest to attract.): • Focus on currently employed average or above average performers • Focus on currently employed top performers Diverse candidates: • Diverse candidates defined by using EEOC standards • Diverse "thinkers" using a global standard Magnet hires (Target magnet hires who are well-known individuals who, because of their notoriety, by themselves help to attract others.): • Magnet hires from within the industry • Magnet hires from outside the industry
6. When to begin searching for candidates
Most firms begin a search once a requisition has been created. But there are a multitude of approaches available: • Begin recruiting when an opening occurs • Continuous search (evergreen jobs where there is a constant need) • Begin before an opening occurs (pre-need hiring can be done to build a talent pool or to build a relationship over time, in order to increase applications and offer acceptance rates from employed individuals and top performer candidates)
7. Where to look for candidates
There are three sub-categories within the "where" element. They include: Internal versus external: •Focus on all internal candidates (laterals or promotions) •Settle on a fixed ratio of internal to external hires •Hire primarily from college campuses •Hire primarily from external sources Inside or outside the industry: •Target within the industry only
•A fixed proportion outside the industry Geographic focus: • Local commuting area only • Within the region • Within the U.S. • A truly global search
8. Who does the recruiting?
There are two sub-categories under this element. They include: Internally, who is responsible for recruiting? • Generalists do most recruiting. • Primarily internal recruiters working in HR • Separate sourcing and recruiting efforts within a centralized recruiting function • A mix of corporate and contract recruiters that work internally • Line managers do most recruiting. • Employees contribute significantly to recruiting through a heavy emphasis on employee referrals. Utilizing external recruiters:
• Utilize external recruiting agencies mostly at the very top or bottom jobs • Third-party recruiters are utilized only for hard-to-fill or key jobs • Primarily utilize external recruiting agencies • Outsource the entire recruiting function
9. Primary sourcing tools
Identifying candidates and convincing them to apply is essential to great recruiting. Some of the possible sourcing focus areas include: • Traditional media (newspapers, walk-ins) • Sourcing using events (job fairs and industry events) • Traditional Internet sourcing (large and niche job boards) • Nontraditional Internet sourcing (Google-type name search for passives; chat rooms) • Employment branding (a long-term sourcing strategy to build a steady longterm supply of candidates) • Acquiring intact teams and a large amount of talent through mergers and acquisitions (buy firms for talent)
10. What skills should you prioritize when selecting candidates? When selecting the most appropriate candidates from the candidate pool organizations can use a variety of approaches. Those target skills or competencies could include: • Hiring brains or intelligence • Selecting based primarily on personality • Selecting based on the technical skills required for this job • Selecting based on skills (technical and people) required for this and "the next" job • Selecting primarily based on pre-identified, company-wide competency needs (present and future) • Selecting primarily based on the candidate's experience (industry or job) • Selecting primarily based on the candidate's contacts and network • Selecting the "best athlete" available at the time (hire and then find the best job for them) • Selecting primarily based on cultural fit
How to assess candidates
An essential part of any recruiting strategy is the process you will utilize to assess the candidates. Common choices include: • Interviews • Personality tests
• Skills tests • References (business, personal or educational) • Grades or academic performance (primarily for college hires) • Drug screening • Job simulations • On-the-job assessment (primarily for temp-to-permanent conversions) • Hire more than you need and intentionally "wash out" the poor performers
Primary sales approach
Candidates can be "sold" on a job and company based on a variety of strategies. They often include: • Compensation • Opportunities for promotion • Benefits • A great team and manager • An excellent culture and values • Bonus and stock option opportunities • Challenge, growth, and learning opportunities • The firm's employment brand and image
RESEARCH-DEFICIENCIES & PROBLEMS IN RECRUITMENT
Line managers often do not understand the whole process of recruitment. Managers involved in the recruitment should not hire employees that should start as soon as possible. This habit leads to poor recruitment and mis-profiling of individuals who will in turn become part of the problems in the system. Recruitment at an officer and managerial level should be done effectively and one should remember that once you make the mistake it takes sometime before that mistake is corrected. It may be costly to the organization. Many people we see in organizations today are in the wrong jobs and as a result, they are not utilizing their full potential. This is compounded by the fact that some companies have built a tradition of hiring people based on personal connections when the person is not qualified for the job. This is a vivid case in most Organizations today. From my colleagues experience, most recruitment that involves managers are done during discussions at lunch hour, at social clubs
or during the coffee break time. All the other processes that follows will only be a formality as the decision would have been made by line managers involved in the process.
This practice suffocates the Organization for professionalism and to some extend leads to obsolete policies. Many of those appointed may not have the necessary skills and competencies to carry out the functions competently. Also they may not have proper qualifications in the field they are working. Such people will not have much desire to make any contributions in terms of growth and development. Their contributions are marginal if any, they are just passengers in the system and are protected by those who recommenced them. The other thing observed is that, those line managers who are involved in the recruitment are not given courses to enlighten them on the importance of the process.
Why it is necessary always to be systematic in recruitment process?. Certain type of managers can make a significant impact on Organizations or Companies. Consequently, a process or a strategy is necessary to deal effectively with equal opportunity issues, to hire the right people, to minimize cost and most importantly, to identify marginal performers before they are hired.
Inadequate recruitment procedures will result in a number of staff not being sufficiently qualified either for the positions they hold or their grades levels, especially in management positions. Most formal systems are flawed in such fundamental respects that there is a tendency to circumvent it through the application of ad hoc measures, which often rely heavily on personal contacts.
Main Causes of Problem
The three main causes of the problem includes • • • lack of specialist skills poor quality applicants pay inflexibility
all of which are particularly acute in the public sector. The cost of living is also cited as a major reason. Meanwhile, the number of organisations reporting retention difficulties has jumped even more markedly in the past year from half in 2008 to more than seven out of ten this year.The problem is even more acute in the public sector, where more than eight out of ten report problems. Retaining administrative staff is also proving difficult. "Recruiting and retaining staff remains HR's biggest challenge in spite of the economic downturn. While some may see this as surprising, a combination of low unemployment and a massive expansion in public sector recruitment has meant that staff at all levels, in all sectors and in all regions are difficult to recruit and retain."The problems are particularly acute in
the public sector where the demand for trained specialist staff currently exceeds supply. However, this should even itself out over time as more trained staff come on stream."One result of these recruitment problems is that employers are now more prepared to train new recruits and lower the level of experience required. Seven out of ten organisations now say that they will appoint people with potential who do not currently meet the job requirements, while the use of coaching and mentoring has also increased sharply.Although more than a third of organisations have improved their starting salaries to recruit staff, the number that have increased pay to retain staff has dropped, a reflection of difficult economic conditions.
4.5 IMPORTANCE OF GOOD RECRUITMENT
Attract and encourage more and more candidates to apply in the organization. Create a talent pool of candidates to enable the selection of best candidates for the organisation. Determine present and future requirements of the organization in conjunction with its personnel planning and job 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. Meet the organizations legal and social obligations regarding the composition of its workforce. 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
RECENT TRENDS IN RECRUITMENT
The following trends are being seen in recruitment:
In India, the HR processes are being outsourced from more than a decade now. A company may draw required personnel from outsourcing firms. The outsourcing firms help the organisation by the initial screening of thecandidates according to the needs of the organisation and creating a suitable pool of talent for the final selection by the organisation. Outsourcing firms develop their human resource pool by employing people for them and make available personnel to various companies as per their needs. In turn, the outsourcing firms or the intermediaries charge the organisations for their services. Advantages of outsourcing are: • • Company need not plan for human resources much in advance. Value creation, operational flexibility and competitive advantage
• • •
turning the management's focus to strategic level processes of HRM Company is free from salary negotiations, weeding the unsuitable resumes/candidates. Company can save a lot of its resources and time
2. POACHING/RAIDING: “Buying talent” (rather than developing it) is the latest mantra being followed by the organisations today. Poaching means employing a competent and experienced person already working with another reputed company in the same or different industry; the organisation might be a competitor in the industry. A company can attract talent from another firm by offering attractive pay packages and other terms and conditions, better than the current employer of the candidate. But it is seen as an unethical practice and not openly talked about. Indian software and the retail sector are the sectors facing the most severe brunt of poaching today. It has become a challenge for human resource managers to face and tackle poaching, as it weakens the competitive strength of the firm. 3. E-RECRUITMENT: Many big organizations use Internet as a source of recruitment. Erecruitment is the use of technology to assist the recruitment process. They
advertise job vacancies through worldwide web. The job seekers send their applications or curriculum vitae i.e. CV through e mail using the Internet. Alternatively job seekers place their CV’s in worldwide web, which can be drawn by prospective employees depending upon their requirements.
SUMMARY & CONCLUSION
Summary of Experience
My experience in the organization was awesome with the clients, with candidates as well as the colleagues. Responsibilites undertaken by me includes all the responsibilities of a HR Recruiter. My work in the organization was to coordinate with the clients regarding vacant positions in their company,taking all information from the clients of the job vacancy like job description,CTC offering,qualification required and all the important information,searching for the candidates matching desired profile,making calls to the candidates and giving them information about the company and job,then sending their profiles to the the clients,taking interview details from the clients for the shortlisted candidates and coordinating with the candidates and clients till their final selection and joining in the company.
Other then this,business development was also my work in the organization.
Recommendations & Conclusion
Recruitment is essential to effective Human Resources Management. It is the heart of the whole HR systems in the organization. The effectiveness of many other HR activities, such as selection and training depends largely on the quality of new employees attracted through the recruitment the recruitment process. Management should get specific training on the process of recruitment to increase their awareness on the dangers of wrong placements. HR practitioners should be on the guard against all the malpractices and advocate for professional approach through out the system. The HR should indicate disagreement in the event that biasing toward certain candidates is creeping in and point out the repercussions that may follow in terms of performance and motivation. It is conviction of research that, the recruitment process should be seen in the context of ongoing staff planning that is linked to the strategic and financial planning of the organization.
Challenges of Recruitment Name: Designation: Company: Please rank top five questions in as per their criticality in recruitment on a rating scale of 1 to 5. Where most critical problem should get a rating of 5, second most important problem 4 and so on.
Problem Fierce competition for IT professionals amongst IT companies Shortage of qualified applicants (Talent Shortage) Low recruitment cost approved for hiring by the management
Screening right candidates in case of niche profiles Attracting candidates with right skills and experience from other organizations ( Employer Branding ) No show after accepting the offer Tug of War: rope being compensation Lack of appropriate HR / Recruitment tool: managing database is getting difficult Hiring right candidates within short deadlines Wrong hires adding to additional recruitment cost False information provided on the resume
What motivates talent to join Working Culture of the organization Perception about the management: Market Standing Challenging profile Industry leader: best technology, updated systems Job security Compensation and benefits Career advancement and growth prospects Geographical location Acceptable pace of work and stress
Benefits: canteen, bus facility, mobile phone reimbursement, etc
Please mention any other problems which you feel are very critical in recruitment.
Books Biswajeet Pattanayak, “Human resource management”. C.R Kothari Research Methodology Search engines www.google.com www.yahoo.com www.rediff.com www.recruitescafe.com www.justarticles.com www.wikipedia.com www.adecco.co.in www.google.com Websites
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