RECRUITMENT & SELECTION PROCESS

BUSINESS PROFILE
Lanco industries Ltd (LIL) was incorporated in the year 1991. The company’s product consists of pig iron and slag cement. LIL started commercial production at the pig iron pant in Tirupathi in 1994. Capacity utilization is 95.4% of rated capacity for 1996-97. The company’s captive power pant was commissioned in Feb 1995. It also has a downstream 70000 TPA slag cement plant, 50% f input coming from the pig iron plant. LIL pants are located near Tirupathi in Andhra Pradesh with a capacity of 900000 tones each of pig iron and ductile iron and ductile iron spun pipes, respectively. The 50% of LIL’s pig iron production is used as raw material y LKCL, remaining supplied t the cast iron unit of Electro steel castings located at Elavur in Tamil Nadu. The present capacity however is not sufficient to meet the demand of both the units.

Recent Developments
Lanco Industries Ltd has appointed Sri Gowri Shankar Tekriwal as the new managing Director in place of Shri L madhusudhan Rao. Electro steel castings Ltd, is to put in funds worth Rs 22 crore into the equity f Lanco Industries Ltd (LIL), the Tirupathi-based ailing pig-iron manufacturer. This would make the Electro steel-Lanco combine to emerge as the largest player in the cast iron and ductile iron spun pipes market with captive pig iron plant and revive promoters would get reduced t 15.12 percent on the expanded equity base of Rs 51.91 crore from the current level of 37.87 per cent on the paid-up equity base of Rs 29.91 crore. The Electro steel group, which currently holds 3.34 percent in LIL, would end with a majority holding of 51 percent. On the expand equity base, the holdings financial institutions and banks would get reduced to 14.98 percent from 25.99 percent and of others to 18.9 percent from 32.8 percent.

Future Plans
These two companies want to increase their capacities as per plans for domestic and export markets supply.

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RECRUITMENT & SELECTION PROCESS

INDUSTRY PROFILE
One cannot simply think f economic development without the growth of the cement Industry. Cement one of the basic element for setting up storage and heath infrastructure plays a crucial role in economic development of a country. Having more then a hundred and fifty years of history it had been used extensively construction may e considered as one of the yard sticks in scaling economy It is core sector industry and a rise in the price of cement is bound t have inflationary effects on other industries with in the economy. India is the second largest cement producing country after china. The industry is characterized by a high degree of fragmentation that has creator intense competitive pressure on price realizations. Spread across length and breath of the country there are 120 large plants belonging to 56 companies of around 135 Million Tones (MT) as March 2002. The industry was totally decontrolled in March 1989 and deli censed in July 1991 leading to a rapid increase in installed capacity from 61.55 Million Tones per annum in 198990 to 105.25 Million Tones per annum in 1996-97. Today cement ranks among the to five industries in terms of their contribution to the union excise duty. Cement manufacturing involves hating a mixture of limestone and clay Partial fusion occurs and umps called clinker are formed. The clinker is mixed with little amount of gypsum to give ordinary Portland cement (OPC), mixing this with blast furnace slag or husk yields. Portland slag cement (PSC) and Portland pozzolonna cement (PPC). The producing capacities of are PPC and PFS are 70 18 and 11 percent respectively The manufacturing process has also changed from the inefficient wet process to the more efficient dry process 87% to the total capacity is of dry process and 13% is not.

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RECRUITMENT & SELECTION PROCESS

Cement consumption growth is highly correlated to the GDP growth and serves and a leading indicator. More industrial activities and greater purchasing power means more asset formation and thus more consumption of cement.

INDUSTRY STRUCTURE
The total world production of cement if to be around 1400MT. Asia is the largest consumer followed by Europe & the America. India’s installed capacity and production for 1996-97 was 105.25 Million Tones per annum & 76.22 including mini and white sector. With 3.8 MT more already becoming operational this year and another 3 MT to be added, there will be 57 large cement companies with 114 plants and an installed capacity of 109 Million Tones per annum. Before 1991 the Government uses to the biggest consumer of cement accounting for almost 4%-45%. Since then its share has been coming down and now stands at about 30%. About 37% is estimated taken up by the retail segment. The cement sector is relatively from international trade. Being a very bulky item, International Trade is very limited and only between neighboring states. Although India has been consistently exporting cement in the volume of exports took a beating after the southern Asian crises. From a peak of 2.68MT 1998-99 cement exports from India have slid down to 2.06MT in 1998-99. With the expected huge demand in the Asian countries the future India being a convenient country for the export oriented and with the cheaper labour there are many cement companies entering India.

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The government has recently asked for private participation including foreign investment for the construction of toll roads. MARKETING Cement being a commodity item has w margins and its bulky nature ensures that the supply is determined by the economical transportation distance. the industry is getting competitive. Northern. The city of Bombay has already competed construction of one-third f its 350km arterial roads with concrete. Hence the necessary and need for coordination marketing efforts.RECRUITMENT & SELECTION PROCESS Cement is preferred as building material in India. Since 1988 the cement manufacturers association has propagated the idea of concrete roads through a series of seminars. implying springing up many plants. On such are identified was the coast of concrete roads. but in the last decade it share has come down to 35% rural areas consume less 23%f the total cement. The budget gave substantial incentives to private sector construction companies ongoing liberalization will lead to an increase in industrial activities and infrastructure development so it is hoped that Indian cement industry shall boom again in near future. It is used extensively in house hold and industrial construction. More concrete roads and likely to be built in India both in the private and government sectors including toll roads and express highways. And the concentration f limestone deposits in a few states has a led t the concentration of limestone the formation of cement pant clusters at seven locations. Having surpassed the period of shortage and achieving high growth in capacity. As a result the Delhi. workshops and deliberations at decision-making eves at both state and central governments discussion with metropolitan authorities and other involved in road building activities. Southern and eastern. some which are likely to be concrete. JBIPGC 4 . Earlier government sector used to consume 50% of the cement sold in India. this led to the formation of regional markets. The National highway Act to allow private toll collection and identified projects. Availability of cheaper building material for the nonpermanent structure affects the rural demand. The surplus cement that emerged towards end of the 1980’s necessitated the Indian cement industry to develop marketing strategies and look for new areas of cement usage. bridge expressways for private construction. Western.Matura road is under construction.

vododara are some of the roads identified. 6. 8. increase debt equity ratio up to 100% foreign equity participation development of service and rest areas along the road. rail and port. Bangalore – Mysore and Bombay. 4.RECRUITMENT & SELECTION PROCESS The incentives offered to private builders include a guarantee f minimum reasonable rate of return on their investments. The entire construction work was competed in a record time of 12 months. . The company was incorporated on November 1st 1991 under the company’s act -1956. Well connected to the road. Availability of labour at cheaper rate. srikalahasti Mandal of chitoor district. The company started construction work in august 1993. The name LANC FERRRO LIMITED was changed to LANCO INDUSTRIES LIMITED on July 6th 1994. Expressways between Bombay. 2. The reasons for localization of Lanco industries at Rachagunneri village.Nasik. This was achieved best efforts of the contractors. Nearer to the railway sidings. Bombay – Pune. The distance between the harbor and present work spot is less. 7. LANCO INDUSTRIES LIMITED is one of the beat mini. There is more water resource. Proximity to the raw material 5. in the name of LANCO FERROLTD. To have financial subsidy. 9. Cheap availability of required land. JBIPGC 5 .blast furnace pig iron manufacturing units in our country and it is the 5th plant under TATA-KRE technology. Proximity to the marketing. Andhra Pradesh is as follows 1. With this achievement. 3. LANCO INDUSTRIES LIMITED is located in between Tirupathi and srikalahasti. the company started commercial productions from September 1994 onwards.

which has blazed a trial of success in civil Engineering.. S.e. JBIPGC 6 . Lanco Industries limited is presently at internal assessment stage of ISO 9002 certification for its manufacturing process.v. when the Management started the production of cement. producing pig iron.RECRUITMENT & SELECTION PROCESS COMPANY PROFILE ESTABLISHMENT Lanco group is a fast growing and leading Indian Industrial group.P. pig iron. surface transport. chitoor (district). Nearer to the railway sidings. Location of the pant at this place i. Proximity to the raw materials.contractors seaways shipping services limited. The cement unit with state of the art vertical shaft kin well qualified personnel producing Portland slag cement. To have financial subsidy. cement. Kalahasthi castings limited and Lanco steels limited. It was renamed as M/s Lanco Industries Limited. N the 1st September 1994. Srikalahasti (mandal). was established in the year 1993 on June 9th at Rachagunneri (vill). LOCATION OF THE PLANT Lanco Industries limited is located in between Tirupati and srikalahasti with 30km and 10km distance respectively. AP. Proximity to the marketing. shipping services and other areas of industrial activity. having the following advances • • • • • • • • Cheap availability of required land There is more water resource. Well connected to the road rail and port. The distance between the harbor and present work spot is less. The annual capacity of the cement plant is 90. A. at Rachagunneri village of chitoor district.000 tones. Are all frontline companies in their respective field of activity M/s Lanco Ferro Limited.

The different varieties of cement that are being manufactured at the factory are • • • Ordinary Portland cement (OPC) Portland slag cement (PSC) Rtand pozzolonna cement (PPC) At present company is manufacturing Lanco cement 53 grade. The coke. Full strength had given to any construction (pig iron) A Lanco industry is importing coke from china. which is the raw material for producing coke. which is approximately 100km away from the site. Superior quality of the cement resulting in a better overall finish. CURRENT OPERATIONS Presently company is manufacturing 53 grades. JBIPGC 7 . Japan and Australia because there is scarcity of prime cooking coal. comes to Chennai port. A very perceptible saving in cost (20%-25%) due to low setting time. Stronger bonding with aggregates. Quartzite and Manganese. Portland cement (OPC) with brand “LANCO”. SAILENT FEAUTURES OF LANCO CEMENT • • • • • High strength & high quality and great durability. which are required to produce pig iron like Limestone. And from there it is brought to the site. are available in near by districts. which is imported.RECRUITMENT & SELECTION PROCESS • Availability of labour at cheaper rate. And also fluxes. At present abut 8000 tones of various grades of cement is having daily manufactured at the factory. ordinary Portland. Dolomic.

with the help of vice-president and other General Managers. cement. The Lanco group is promoted by young Technology with exceptional entrepreneur skills with a mission and great vision and the top agenda to put the group on the Global corporate may be during the next 10 years. Operational. materials. information Technology and infrastructure development. vice-chairman. graded castings. spun pipes. purchase. power. Human Resource and Administration. The board consists of five members as Directors.RECRUITMENT & SELECTION PROCESS PLANTS UNDER THE GROUP The general administration of the company is carried out by the managing Director. and General Managers of finance. Lagadapathi Amarappa Naidu. The name LANCO has been derived from the promoter of the Group Sri. commercial. a managing Directors and a company secretary. The Lanco group is a diversified multi faced conglomerate with the business interests in Pig-iron. JBIPGC 8 . The chairman and managing Directors are holding overall control on administration in the aspects.

information technology a past from infrastructure us development promoted by entrepreneurial skills and the agenda to put the group on the global corporate map during the next 10 years. It is located in Rachagunneri village near tirupathi. real estate development. The uninterrupted power requirement for the energy intensive plant is being met through a 2. it has utilized the slag produced in the pig-iron manufacturing process to install the cement plant with a capacity of 90000 TPA.blast furnace route conforming to the latest international technology with initial capacity of 100000 TPA. The Lanco group is a diversified multifaced onglo merale.RECRUITMENT & SELECTION PROCESS LANCO INDUSTRIES LIMITED Established in the year 1993. JBIPGC 9 . integrated facility for pig-iron through mini. Its quality products of S gGrade pig-iron are being supplied to foundries in the south. Due to serve competition and survival. An ISO 9002 company. cement.5 MW co-generation power plant. Since it is rural area labour potential is available and also company is enjoying the subsides from state government. with business interests in pig-iron. government of Andhra Pradesh and other 50% of power is maintained by the company owned DG sets and power plants. power graded castings. spun pipes. Nearly 50% of the consumption of electrical power is supplied by APSEB. it had set up a state of the art. As a forward integration. company has increased the production capacity from 90000 TPA to 150000 TPA from 2003. LOCATION A Lanco Industry Limited is a rural based factory sprawling over many areas of land with deep resources and congenial soil.

cast iron pipes and ductile iron-pipes with a capacity of 60000 TPA.RECRUITMENT & SELECTION PROCESS LANCO KALAHASTI CASTINGS (merged with Lanco Industries limited) Established in 1997 and strategically located in close proximity to the mini blast furnace of the pig-iron plant. The molten from the blast furnace is directly used as a basic raw material to produce graded castings. Shankar Dayal sharma. cement. INTRODUCTION OF HR POLICY: The Lanco group is a diversified multi faced conglomerate with the business interests in pig-iron. To emerge to meet the necessities and the self-sufficiency. the then president of India while inaugurating the pig-iron plant of Lanco industries limited in September 1994. it has a clear economic mileage over other castings sites. PIG-IRON DIVISION: “Blossoming of a fiery bud!” exclaimed Dr. coke oven and 12MW power plant. Lanco industries limited and 90000 tones per annum pig-iron plant surpassed its rated capacity just after two years of commissioning.And the bud has indeed blossomed! Commissioned in a record time of 11 months. JBIPGC 10 . which will be gradually expanded to meet through 10 MW captive power plants. The pig-iron plant capacity was upgraded to 150000 tones per annum in the year 2003. Later it transformed the slag-a waste by-product. into productive slag cement with setting-up of cement plant. it was decided to enhance the production capacity from 60000 TPA from 2003. spun pipes. Plant located Rachagunneri village near sriklalahasthi.

the basic raw materials for the mini blast furnace. The molten metal from the blast furnace is directly used as basic raw material to produce graded castings. The metal is superheated to a temperature of about 1520 c and adjusted for chemical composition by addition of addition of steel scrap and ferro silicon. Lanco industries limited is engaged in engaged in manufacturing of the ductile iron pipes manufacturing through a spinning process from 1999. JBIPGC 11 .analyzed liquid metal from blast furnace is taken in to induction furnace. pre. To meet the pipes plant requirement of hot metal Lanco operates a mini blast furnace with a capacity of 165000 tones/ year. The plant was commissioned in many 2005 and is producing to the rated capacity of 125000 tones/ year. it has a clear economic mileage over other castings sites. the coke oven plant capacity of 90000 TPM.RECRUITMENT & SELECTION PROCESS CEMENT DIVISION Established in the year of 1996 the basic raw material is slag. SPUN PIPE DIVISION Established in 1997 and strategically located in close proximity to the mini blast furnace of the pig-iron plant. with a capacity of 100000 tones/ year. cast iron pipes and ductile iron pipes with a capacity of 90000 TPA. produced in the pigiron manufacturing process to install the cement plant with a capacity of 90000 TPA. COKE OVEN PLANT Established in 2005. Lanco cement is the result of a unique blend of slag and clinker with the following destructive characteristics.

Every employee has a display the identity card while he/she in on duty. from the stores through safety department and use them. Steam produced in the above process will be utilized to run on T. Failure to do so shall attract appropriate action. name & employee no. JBIPGC 12 . respirators. Depending on the nature of work. goggles.RECRUITMENT & SELECTION PROCESS POWER PLANT Lanco industries limited has installed a 12MW captive power plant whose input would be hot waste gases from non-recovery type coke oven as source of energy to generate electricity of 79.G set for generating power. SHOES & PROTECTIVE EQUIPMENT: All the employees who are on the regular rolls of the company are issued two pairs of uniform and one pair of shoes. duly signed both by the employee and the competent authority. it is obligatory on the part of employee to draw the required safety appliances like gloves. which has a photograph. if they are found not wearing the identity card. All the employees are expected to come to their duties in uniform. The employees working in the plant operations are provided with helmets and safety shoes. UNIFORM. and earplugs etc. Their admission into the premises can be denied by the security.2 MU annually. IDENTITY CARD All the employees are issued with an identity card.

The other employees are specifically informed about their weekly off days.00 8. TIMINGS The shifts and general shift timings are as stated below: S.00 TO 16. Sunday is a normal weekly holiday for non-technical personnel.NO 01 02 03 04 05 SHIFT A B C GENERAL -1 GENERAL -2 TIMINGS 6.00TO 22.RECRUITMENT & SELECTION PROCESS WORKING DAYS & TIMINGS: Since ours is a continuous process industry the factory shall run continuously for 24 hrs on all the days through out the years. The employee at the time of entry and exit has to punch the card or sign in the register that is kept at the office.00 14.00 22.30 9.30 ATTENCENCE & PUNCTUALITY: All the employees are expected to come for duty regularly and well in time to maintain the punctuality. Therefore. three shifts are run with duration of 8 hrs and the weekly holiday shall be on staggered manner.00 TO 17. JBIPGC 13 .00 TO 14.00 TO 06.

In case if the employee does not report for work and absents him/her without permission of intimation. The leave rules give enough provision to avail them on a planned manner and also for exigencies. JBIPGC 14 . affect his performance and in the evaluation systems. then the management shall initiate appropriate disciplinary action against the employee. This will ultimately.RECRUITMENT & SELECTION PROCESS ABSENTEEISM: All the employees are expected to be punctual and regular for the duty.

These contain: • Posts to be filled • Number of persons • Duties to be performed • Qualifications required • Preparing the job description and person specification. The recruitment process is immediately followed by the selection process i.RECRUITMENT & SELECTION PROCESS 2.e. the final interviews and the decision making. • Arranging the interviews with the selected candidates. • Conducting the interview and decision making. JBIPGC 15 . REVIEW OF LITERATURE RECRUITMENT PROCESS: 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 advances for the organizations. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources many resource and time. • Locating and developing the resources of required number and type of employees. conveying the decision and the appointment formalities. • Short-listing and identifying the prospective employee with required characteristics. A general recruitment process is as follows: IDENTIFYING THE VACANCY: The recruitment process begins begins with the human resource department receiving requisitions for recruitment from any department of the company.

Flippo. Recruitment of candidates is the function preceding the selection. The result is a pool of a applications from which new employees are selected. The process begins when new recruits are sought and ends when their applications are submitted. JBIPGC 16 . recruitment is a continuous process whereby the firm attempts to develop a pool of qualified applicants for the future human resources needs even through specific vacancies do not exit. ANTICIPATED Anticipated needs are those movements in personnel.RECRUITMENT & SELECTION PROCESS MEANING OF RECRUITMENT: According to Edwin B. RECRUITMENT NEEDS ARE OF THREE TYPES: PLANNED The needs arising from changes in organization and retirement policy. Recruitment is the activity that links the employers and the job seekers. A few definitions of recruitment are: A process of findings and attracting capable applicants for employment. which an organization can predict by studying trends in internal and external environment. It is the process to discover sources of manpower to meet the requirement of staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilities effective selection of an efficient working force which helps create a pool of prospective employees for the organization so that the management can select the right candidate the selection process. “Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization”. the recruitment process starts when a manger initiates an employee requisition for a specific vacancy or an anticipated vacancy. Usually.

Increase organization and individual effectiveness of various recruiting techniques and sources for all types of job applicants. illness give rise to unexpected needs. Determine present and future requirement of the organization in conjunction with its personnel planning and job analysis activities. Recruitment is the process which links the employers with the employees. Help reduce the probability that job applicants once recruited and selection will leave the organization only after a short period of time. Create a talent pool of candidates to enable the selection of best candidates for the organization. deaths. Attract and encourage more and more candidates to apply in the organization.RECRUITMENT & SELECTION PROCESS UNEXPECTED Resignation. EXTERNAL • • • • • • Press advertisements Educational institutes Placements agencies/ outsourcing Employment exchanges Labour contractors Recruitment at factory gate JBIPGC 17 . Begin identifying and preparing potential job applicants who will be appropriate candidates. Meet the organization legal and social obligations regarding the composition of its workforce. Help increase the success rate of selection process by decreasing number of visibly under qualified or overqualified job applicants. Increase the pool of job candidates at minimum cost. PURPOSE & IMPORTANCE OF RECRUITMENT SOURCES OF RECRUITMENT INTERNAL • • • • • • • Transfers Promotions Up grading Demotion Retired employees Retrenched employees Dependents and relatives of deceased employees. accidents.

are a good source of recruiting well qualified executives. PRESS ADVERTISMENTS: Advertisements of the vacancy in newspapers and journals are a widely used source of recruitment. PLACEMENT AGENCIES: Several private consultancy firms perform recruitment functions on behalf of client companies by charging a fee.  Others are upgrading and demotion of present employees according to their performance. It is also known as RPO (Recruitment Process Outsourcing) JBIPGC 18 . 3. medical staff etc. 2. This source is known as Campus Recruitment.  Retired and retrenched employees may also be recruited once again in case of shortage of qualified personnel or increase in load of work. These agencies are particularly suitable for recruitment of executives and specialists.  The depends and relatives of deceased employees and disabled employees are also done by many companies so that the members of the family do not become dependent on the mercy of others. engineering colleges. engineers. medical colleges etc.RECRUITMENT & SELECTION PROCESS INTERNAL SOURCES TRANSFERS: The employees are transferred from one department to another according to their efficiency and experience  PROMOTIONS: The employees are promoted from one department to another with more benefits and greater responsibility based on efficiency and experience. The main advantage of this method is that it has a wide reach. EXTERNAL SOURCES 1. Recruitment such people save time and costs of the organizational culture and the policies and procedures. EDUCATIONAL INSTITUTES: Various management institutes. They provide facilities for campus interviews and placements.

This source is used to recruit labour for construction jobs. EMPLOYMENT EXCHANGES: Government establishes public employment exchanges throughout the country. medical staff etc. The main advantage of this method is this method is that it has a wide reach. They provide facilities for campus interviews and placements. This source is known as Campus Recruitment. These exchanges provide job information to job seekers and help employers in identifying suitable candidates. 6.RECRUITMENT & SELECTION PROCESS 4. 7. medical colleges etc. engineering colleges. EDUCATIONAL INSTITUTES: Various management institutes. 8. It is also known as RPO (Recruitment Process Outsourcing) JBIPGC 19 . PRESS ADVERTISMENTS: Advertisements of the vacancy in newspapers and journals are a widely used source of recruitment. 5. PLACEMENT GENCIES: Several private consultancy firms perform recruitment functions on behalf of client companies by charging a fee. LABOUR CONTRACTORS: Manual workers can be recruited through contractors who maintain close contracts with the sources of such workers. These agencies are particularly suitable for recruitment of executives and specialists. engineers. Are good sources of recruiting well qualified executives.

More efficient among these may be recruited to fill permanent vacancies. In some organizations these are formal agreements to give priority in recruitment to the candidates recommended by the trade union. Also. UNSOLICITED APPLICANTS: Many job seekers visit the office of well-known companies on their own. 11. JBIPGC 20 . RECRUITMENT AT FACTORY GATE: Unskilled workers may be recruited at the factory gate these may be employed whenever a permanent worker is absent. Management can inquire these leaders for suitable jobs. Such callers are considered nuisance to the daily work routine of the enterprise. 13. 10. the office bearers of trade unions are often aware of the suitability of candidates. EMPLOYMENT EXCHANGES: Government establishes public employment exchanges throughout the country. This source is used to recruit labour for construction jobs.RECRUITMENT & SELECTION PROCESS 9. EMPLOYEE REFERRALS/ RECOMMENDATIONS: Many organizations have structured system where the current employees of the organization can refer their friends and relatives for some position in their organization. 12. But can help in creating the talent pool for the database of the probable candidates for the organization. LABOUR CONTRACTORS: Manual workers can be recruited through contractors who maintain close contacts with the sources of such workers. These exchanges provide job information to job seekers and help employers in identifying suitable candidates.

RECRUITMENT & SELECTION PROCESS FACTORS AFFECTING RECRUITMENT The recruitment function of the organizations is affected and governed by a mix of various internal and external forces. And the external factors are those factors affecting recruitment function of an organization are: FACTORS AFFECTING RECRUITMENT EXTERNAL FACTORS INTERNAL FACTORS Supply and demand Labour Market Image/Goodwill Political-social-legal Environment Unemployment rate Competitors Recruitment policy Human resource planning Size of the firm Cost of recruitment Growth and expansion JBIPGC 21 . The internal forces or factors are the factors which cannot be controlled by the organization.

it will think of hiring more personnel. Recruitment costs and financial implications. 2. 3. If the organization is planning to increase its operations and expand its business. Government policies on reservations. SIZE OF THE FIRM: The size of the firm is an important factor in recruitment process. It also helps in determining the number of employees to be recruited and what qualification they must possess. Need of the organization.RECRUITMENT & SELECTION PROCESS The internal forces i. RECRUITMENT POLICY: The recruitment policy of an organization specifies the objectives of recruitment and provides a framework for implementation of recruitment programme.e. the factors which can be controlled by the organization are: INTERNAL FACTORS: 1. FACTORS AFFECTING RECRUITMENT POLICY • • • • • • Organizational objectives Personnel policies of the organization and its competitors. JBIPGC 22 . Preferred sources of recruitment. which will handle its operations. It may involve organizational system to be developed for implementing recruitment programmes and procedures by filling up vacancies with best qualified people. HUMAN RESORCE PLANNING Effective human resource planning helps in determining the gaps present in the existing manpower of the organization.

EXTERNAL FACTORS: The external forces are the forces which cannot be controlled by the organization. organizations try to employ that source of recruitment which will bear a lower cost of recruitment to the organization for each candidate. therefore. If there is surplus of manpower at the time of recruitment.RECRUITMENT & SELECTION PROCESS 4. SUPPLY AND DEMAND The availability of manpower both within and outside the organization is an important determinant in the recruitment process. 5. COST Recruitment incur cost to the employer. LABOUR MARKET Employment conditions in the community where the organization is located will influence the recruiting efforts of the organization. The major external forces are: 1. even informal attempts at the time of recruiting like notice boards display of the requisition or announcement in the meeting etc will attract more than enough applicants. If the company has a demand for more professionals and there is limited supply in the market for the professionals demanded by them special training and development programs. 2. GROWTH ANDEXPANSION: Organization will employ or think of employing more personnel if it is expanding its operations. JBIPGC 23 .

POLITICAL-SOCIAL-LEGAL ENVIRONMENT Various government regulations prohibiting discrimination in hiring and employment have direct impact on recruitment practices. It specifies the objectives of recruitment and provides a framework for implementation of recruitment programme. This restricts management freedom to select those individuals who it believes would be the best performers. government of India has introduced legislation for reservation in employment for scheduled castes. Image of a company is based on what organization does and affected by industry. also.RECRUITMENT & SELECTION PROCESS 3. Creating a suitable recruitment policy is the first step in the efficient hiring process. For example. recruitment policy helps ensure a sound recruitment JBIPGC 24 . If the candidate can’t meet criteria stipulated by the union but union regulations can restrict recruitment sources. physically handicapped etc. Therefore. scheduled tribes. which can be executed effectively to recruit the best talent pool for the selection of the right candidate at the right place quickly. IMAGE/ GOODWILL Image of the employer can work as a potential constraint for recruitment. For example finance was taken up by fresher MBA’s when many finance companies were coming up. RECRUITMENT POLICY OF A COMPANY In today’s rapidly changing business environment. 4. trade unions play important role in recruitment. it is important to have a clear and concise recruitment policy in places. An organization with positive image and goodwill as an employer finds it easier to attract and retain employees than an organization with negative image. A clear and concise process. It may involve organizational system to be developed for implementing recruitment programmes and procedures by filling up vacancies with best qualified people. a well defined recruitment policy is necessary for organizations to respond to its human resource requirements in time.

Abides by relevant public policy and legislation on hiring and employment relationship. Unbiased policy To aid and encourage employees in realizing their full potential. task oriented and merit based selection. To ensure that every applicant and employee is treated equally with dignity and respect. Integrates employee needs with the organizational needs. Defining the competent authority to approve each selection. FACTORS AFFECTING RECRUITMENT POLICY • • • • Organizational objectives Personnel policies of the organization and its competitors Government policies on reservations Preferred sources of recruitment JBIPGC 25 . Optimization of manpower at the time of selection process.RECRUITMENT & SELECTION PROCESS 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. Weight age during selection given to factors that suit organization needs. Transparent.

Poaching means employing a competent and experienced persons already working with another reputed company in the same or different industry. the HR processes are being outsourced from more than a decade now. Outsourcing firms develop their human resource pool by employing people for them and make available personnel to various companies as per their need. POACHING/RAIDING “Buying talent” (rather than developing it) is the latest mantra being followed by the organizations today. RECENT TRENDS IN RECRUITMENT The following trends are being seen in recruitment: OUTSOURCING In India.RECRUITMENT & SELECTION PROCESS • • Need of the organization.  Turning the management’s focus to strategic level processes of HRM  Company is free from salary negotiations. In turn. A company may draw required personnel from outsourcing firms. The outsourcing firms help the organization by the initial screening of the candidates according to the needs of the organization and creating a suitable pool of talent for the final selection by the organization. A company can attract talent from another firm by offering attractive pay packages and other terms and conditions. operational flexibility and competitive advantage. Recruitment costs and financial implications. the outsourcing firms or the intermediaries charge the organizations for their services. weeding the unsuitable resumes/ candidates. better JBIPGC 26 . the organization might be a competitor in the industry.  Company can save a lot of its resource and time.  Valve creation. Advantages of outsourcing are:  Company need not plan for human resource much in advance.

Indian software and the retail sector are the sectors facing the most serve burnt of poaching today.RECRUITMENT & SELECTION PROCESS openly talked about. Also known as “online recruitment”. The tool can be either a job website like naukri. worldwide web.. besides e-mail. They advertise job vacancies through worldwide web. The job seekers send their applications or curriculum vitae i. It has become a challenge for human resource managers to face and tackle poaching.” Therefore are more than 18 million résumé’s floating online across the world. Many big and small organizations are using internet as a source of recruitment. E-Recruitment is the use of technology to assist the recruitment process.e. The job JBIPGC 27 . as it weakens the competitive strength of the firm. the organization’s corporate web site or its own internet. They advertise job vacancies through worldwide web. According to a study by NASSCOM – “jobs is among the top reasons why new users will come on to the internet. it is the use of technology or the web based tools to assist the recruitment process.RECRUITMENT Many big organizations use internet as a source of recruitment. The buzzword and the latest in recruitment is the “E-Recruitment”. which can be drawn by prospective employees depending upon their requirements.com. E.RECRUITMENT The internet penetration in India is increasing and has tremendous potential. E. Advantages of E-Recruitment are: • • • • • Low cost No intermediaries Reduction in time for recruitment Recruitment of right type of people Efficiency of recruitment process.

recruitment that an organization can use is Job portals. It enables the employees to screen and filter the resumes through predefined criteria’s and requirements (skills. Job sites provide a 24* 7 access to the resumes to the employees facilitating the justin-time hiring by the organizations. which can be drawn by prospective employees depending upon their requirements. save their time and costs on recruitments.i.e. as and when the roles become available. the jobs can be posted on the site almost immediately and is also cheaper than advertising in the employment newspapers. Online recruitment helps the organizations to automate the recruitment process. payroll etc. experience. qualifications. Resume scanners: Resume scanner is one major benefit provided by the job portals to the organizations. Online recruitment techniques  Giving a detailed job description and job specifications in the job postings to attract candidates with the right skill sets and qualifications at the first stage.  E-Recruitment should be incorporated into the overall recruitment strategy of the organization. JBIPGC 28 .) of the job. where the ‘passive’ job seekers can submit their resumes into the database of the organization for consideration in future.companies have added an application system to its website. The two kinds of e.RECRUITMENT & SELECTION PROCESS seekers send their applicants or curriculum vitae (CV) through an e-mail using the internet. posting the position with the job description and the job specification on the job portal and also searching resumes posted on the site corresponding to the opening in their organization. Creating a complete online recruitment/application section in the companies own website. Also. Alternatively job seekers place their CV’s in worldwide web. Sometimes companies can get valuable references through the “passers-by” applicants.

 Along with the back-office support a comprehensive website to receive and process job applications (through direct or online advertising) should be developed.recruitment are as follows: Advantages of E-Recruitment are: • • • • • • • Lower costs to the organization. it can be said that e-recruitment is the “Evolving face of recruitment. Reduction in the time for recruitment (over 65 percent of the hiring time). Gives a 24*7 access to an online collection of resumes. Therefore. Facilitates the recruitment of right type of people with the required skills. No intermediaries.” ADVANTAGES & DISADVANTAGES OF E-RECRUITMENT There are many benefits – both to the employers and the job seekers but the erecruitment is not free from a few shortcomings. Improved efficiency of recruitment process. to conclude. salary trends in industry etc. Recruitment websites also provide valuable data and information regarding the compensation offered by the competitors etc. Also. Online recruitment helps the organizations to weed out the unqualified candidates in an automated way. Some of the advantages and the disadvantages of e. JBIPGC 29 . which helps the HR managers to take various HR decisions like promotions.RECRUITMENT & SELECTION PROCESS  A well defined and structured applicant tracking system should be integrated and the system should have a back-end support. posting jobs online is cheaper than advertising in the newspapers.

The differences between the two are: • Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization WHEREAS selection involves JBIPGC 30 . Recruitment Vs selection Both recruitment and selection are the two phases of the employment process. Organizations cannot be dependent solely and totally on the online recruitment methods. Some of them are: • • • Screening and checking the skill mapping and authenticity of million of resumes is a problem and time consuming exercise for organizations.RECRUITMENT & SELECTION PROCESS Disadvantage of E-Recruitment A part from the various benefits. In India. There is low internet penetration and no access and lack of awareness of internet in many locations across India. the employers and the employees still prefer a face-to-face Interaction rather than sending e-mails. e-recruitment has its own share of shortcomings and disadvantages.

Importance is given to brands. encouraging more and more employees to apply WHEREAS selection is a negative process as it involves rejection of the unsuitable candidates.RECRUITMENT & SELECTION PROCESS the series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts. personal development and company profiles doesn’t matter to them. They are not bothered about work ethic. I will do you what you want these people are concerned about how meaning the job is and they definite meaning parameters criteria known by previous job. • There is no contract of recruitment established in recruitment WHEREAS selection results in a contract of service between the employer and the selected employee. • The basic purpose of recruitment is to create a talent pool of candidates to enable the selection of best candidates for the organization. what can you give me”. by attracting more and more employees to apply in the organization WHEREAS the basic purpose of selection process is to choose the right candidate to fill the various positions in the organization • Recruitment is a positive process i. I will be with you these people like to be with big brands.e. Types of job seekers 1. • Recruitment is concerned with tapping the source of human resources WHEREAS selection is concerned with selecting the most suitable candidate through various interviews and tests. QUID PRO QUE These are the people who say that “I can do this for you. These people value high responsibilities. higher risks. and expect higher rewards. JBIPGC 31 . culture mission etc.

outsourcing recruitment. payroll and other systems. Recruitment management system facilitates faster. unbiased. RECRUITMENT MANAGEMENT SYSTEM Recruitment management system is the comprehensive tool to manage the entire recruitment processes of an organization. The features. what atmosphere do you offer. • Recruitment management system maintains an automated active database of the applicants facilitating the talent management and increasing the efficiency of the recruitment processes. Helps to reduce the time-per-hire and cost-per=hire.RECRUITMENT & SELECTION PROCESS Where do you want me to come these people observe things like where is your office. It is the responsibility of the recruiter to decide what the employee might face in given job and thus take decision. Recruitment management system helps to incorporate and integrate the various links like the application system on the official website of the company. JBIPGC 32 . functions and major benefits of the recruitment management system are explained below: • • • • Structure and systematically organize the entire recruitment processes. It is one of the technological tools facilitated by the information management. final decision making to the main recruitment process. accurate and reliable processing of applications from various applications. A good decision will help cut down employee retention costs and future recruitment costs. Recruitment management system helps to contour the recruitment processes and effectively managing the ROI on recruitment. Career prospects and exciting projects don’t entice them as much. the unsolicited applications.

every organization would want to evaluate the investment by answering the following questions in quantifiable terms:  What are the costs and the corresponding and related risks on the investment?  What are the expected returns of the investment?  What is the expected pay-back period of the investment? An organization makes a tremendous amount of investment in its recruitment processes. solutions and optimizing the recruitment processes to ensure improved ROI. A lot of resource like time and money are spent on recruitment processes of an organization. or. the recruitment department of the company and the job seeker.RECRUITMENT & SELECTION PROCESS • Recruitment management system provides and a flexible. But assessing or quantifying the returns on the recruitment process. ROI ON RECRUITMENT Before making any investment. The Recruitment Management System (RMS) is an innovative information system tool which helps to sane the time and costs of the recruiters and improving the recruitment processes. Recruitment management system helps to communicate and create healthy relationships with the candidates through the entire recruitment process. • • Offers tolls and support to enhance productivity. it is difficult to judge the success of their recruitment processes. calculating the returns on investment (ROI) on recruitment is a complicated. JBIPGC 33 . automated and interactive interface between the online application system. Task for an organization. Indeed.

A recruitment professional or manager can calculate and maximize the returns on investments on its organization’s recruitment by • • • • • Clear definition of the results to be achieved from recruitment. Outsourcing Recruitment JBIPGC 34 . Estimating the tangible and intangible benefits to the organization including the payback period of the recruitments. According to a survey.hire. Developing methods and ways measuring the results like the time. Estimating the costs associated with the recruitment project. cost-perhire and effectiveness of the recruitment source etc. Many organizations are examining their HR functions and processes and are trying to quantity their results and returns. With the increasing strategic focus on the human resources.to.RECRUITMENT & SELECTION PROCESS Instead. and there is no accountability of the HR department for the costs incurred and the opportunities missed. recruitment is one activity that continuous in an organization without anyone ever realizing its worth or measuring its impact on the organizations business. improving its recruitment function and to build a strategic human resource advantage for the organization. Assessing the ROI on recruitments can assist an organization to strengthen its HR processes. more and more organizations are adopting one or the other way for calculating the ROI on its recruitments. 38% of organizations do not prepare or produce any kind of documents or reports on their recruitment processes. Providing and ensuring proper training and development of the recruitment professionals.

It is commonly known as RPO i. In India. Human resources business process outsourcing (HR BPO) is a major component of the worldwide BPO market. the HR processes are being outsourced from nearly a decade now. recruitment process outsourcing. It is being witnessed across all the industries.5 billion and it is expected to grow at the annual rate of 30-40 percent for the next couple of years. However.RECRUITMENT & SELECTION PROCESS Outsourcing the human resource (HR) processes is the latest practice being followed by middle and large sized organizations. measurement. According to a recent survey. relevant experience. The present value of the recruitment process outsourcing industry (RPO) in India is estimated to be $2. Human Resource Outsourcing refers to the process in which an organization uses the expert services of a third party (generally professional consultants) to take care of its HR function. HR consultancies such as Ma Foi and plan man consulting provide such services through expert professional consultants.e. the very fast rate and so is the percentage of their total recruitment processes being outsourced. This has given rise to outsourcing the various HR functions of an organization.level jobs. only 8-10 percent of the Indian companies are complete recruitment processes. management being outsourced from a third party or an external organization. Many organizations have started outsourcing its recruitment process i. Performance management outsourcing involves all the performance monitoring.e. knowledge and best methods and practices. The functions that are typically outsourced are the functions that need expertise. JBIPGC 35 . Outsourcing industry is growing at a high rate. More and more medium and large sized organizations are outsourcing their recruitment process right from the entry level jobs to the C. transferring all or some part of its recruitment process to an external consultant providing the recruitment services.

expertise and the economies of scale of the third party. With the experience. The job seekers are also availing the services of the third parties (consultants) for accessing the latest job opportunities. Wipro has outsourced its recruitment process to Merit Trac. recruitment is seen as the cost incurring process in an organization.RECRUITMENT & SELECTION PROCESS Outsourcing organizations strive for providing cost saving benefits to their clients. In India. who outsource their recruitment process. Also. organizations are able to improve the quality of the recruits and the speed of the whole process. the trend of outsourcing recruitment is also catching up fast. Advantage of Outsourcing Recruitment Traditionally. Outsourcing also gives a structured range from preparing job descriptions to arranging interviews. is that it helps to save up to as much as 40 percent of their recruitment costs. For example: Vodafone out source its recruitment activities to Alexander Mann solutions (RPO service provider). JBIPGC 36 . HR outsourcing helps the HR professionals of the organizations to concentrate on the strategic functions and processes of human resource management rather than wasting their efforts. which faces an attrition of almost 50-60 percent. time and money on the routine work. the activities that consume almost 70 percent of the time of the whole recruitment process. One of the major advantages to organizations. Yes bank is also known to outsource 50 percent of its recruitment processes. can help the companies in BPO sector to save costs tremendously and focus on other issues like retention. Outsourcing the recruitment processes for a sector like BPO. outsourcing enables the human resource professionals of organizations to focus on the core and other HR and strategic issues.

Apart from JBIPGC 37 . The major advantages of outsourcing performance management are: Cost Reduction Results qualitative/ quantitativ e Recruitment outsourcing Focused management efforts Optimal Resource utilization Outsourcing is beneficial for both the corporate organizations that use the outsourcing services as well as the consultancies that provide the service to the corporates.RECRUITMENT & SELECTION PROCESS Outsourcing the recruitment process helps to cut the recruitment costs to 20% and also provide economies of scale to the large sized organizations.

highly productive employees Value creation. one of the major threats faced by this industry is the growing popularity of e. According to a survey amongst top employers. Changing Role of Recruitment Intermediaries Recruitment consultancies. With the changing demand.RECRUITMENT & SELECTION PROCESS increasing their revenues. agencies or intermediaries are witnessing a boom in the demand of their services. hence. The advantage accruing to the corporate are: • • • • • • • Turing the management’s focus to strategic level processes of HRM Accessibility to the expertise of the service providers Freedom from red tape and adhering to strict rules and regulations Optimal resource utilization Structured and fair performance management A satisfied and. functions and the services. most of them agree with the growing influence of technology and the internet on the recruitment processes. 70 percent of JBIPGC 38 . operational flexibility and competitive advantage Therefore outsourcing helps both the organizations and the consultancies to grow and perform better.recruitment. technologies and the penetration and increasing use of internet. the recruitment intermediaries have gained a vital position acting as a link between the job seekers and the employers. outsourcing provides business opportunities to the service providers. both by the employers and the job seekers. With an already saturated job market. But at the same time. enhancing the skill set of the service providers and exposure to the different corporate experiences thereby increasing their expertise. the recruitment consultancies or the intermediaries market. the recruitment intermediaries or consultants (as they are commonly known) are witnessing and incorporating various changes in terms of their role.

RECRUITMENT & SELECTION PROCESS employers reported the use of application portal on their company’s official website. Apart from that, the emerging popularity of the job portals is also growing. But the face that the intermediaries or the consultants are able to provide their expert services, economies of scale, up to 40 percent savings in the recruitment costs, knowledge of the assess to the suitable and talented candidates and the structured tedious of weeding out unsuitable resumes, co-coordinating interviews, postings vacancies etc. give an edge over the other source of recruitment. To retain their position as the service providers in the recruitment market, the recruitment intermediaries are providing vale added services to the organizations. They are incorporating the use of internet and job portals, making their services more efficient. Despite of the growing use of the internet, the recruitment intermediaries are predicted to continue dominating the recruitment market in the anticipated future.

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RECRUITMENT & SELECTION PROCESS

SHORTLIST THE GOOD CV’S RECEIVED FROM CONSULTANT

CONSULTANTS CO-ORDINATE THE INTERVIEW

INTERVIE W AT COMPANY (profile match)

LOOK FOR SOME OTHER PERSON

CALL HIM FOR FINAL NEGOTIATION AND OFFER

OFFER ACCEPTE D

LOOK FOR SOME OTHER PERSON

BRIEF ABOUT PROFILE TO CONSULTANT

ASK THE PERSON TO JOIN.

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RECRUITMENT & SELECTION PROCESS How to select a Recruitment Consultant If an organization decides to outsource its recruitment processes or activities, it is very important to find and select a suitable recruitment consultant or consultancies, which can deliver results according to the needs of the organization. Today, there are thousands of consulting firms (consultancies) as well as freelance consultants working independently. An organization looks for various considerations and qualities before selecting the suitable recruitment consultant. The reputation of the consulting firm in the job market (based on expertise and experience). Who are the consultant’s or firm’s past and present clients? • • • Consultant’s expertise and experience (from how long has he/firm been in the business) Does the recruitment consultant have the requisite resource to complete the targets on time? Get the idea of the effectiveness and the services of the recruitment consultants from its current and past clients. Qualities of an independent recruitment consultant: Some of the qualities or characteristics looked in recruitment consultants are: • • • • • • • • Marketing skills Flexibility and adaptability Wisdom Exuberance Ability to prioritize Ambition Resourcefulness Diplomacy/ delicacy. Selecting the right recruitment consultant is essential for the effective recruitment processes. A successful Recruitment consultant is someone who is determinative, focused, and able to create opportunities for him, works harder and smarter than competitors and continually set and achieve higher standards.

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eye for detail Understanding of various sectors Communication skills Leadership capabilities The final recruitment process in KPOs generally consists of the following rounds: • • • Aptitude tests Case study rounds 2 or 3 interview rounds Depending upon the qualifications. financial services etc. KPOs are recruiting from B-schools for various positions in research like research analysts in various domains like market research. JBIPGC 42 . The KPO industry in India is growing at a tremendous rate. By 2010. finance etc.. A from the management related positions like HR. the opportunities range from primary to secondary research. The industry also provides lucrative career options to graduates with excellent academic records to start career in research. The KPOs are recruiting post graduates in bulk. Indian KPO sector is established to have 71 percent share of the global KPO sector. The industry currently employees more than 26000 employees and are expected to grow to 250000 employees by 2010 (as estimated by NASSCOM). MBA’s and post graduates are in great demand in KPOs. The qualities looked for in candidates are: • • • • • • Business acumen Strong analytical and quantitative skills Flair for research. the package for the fresher range from 2 lacks p.RECRUITMENT & SELECTION PROCESS Recruitment Trends in KPO Knowledge process outsourcing (KPO) is the next big thing in the outsourcing sector.a to lacks. KPO sector is growing and so are the job opportunities in this sector.

For formulating an effective and successful recruitment strategy. To maintain the quality of the recruitment activities. It is impossible to fill all the positions immediately. A successful recruitment strategy should be well planned and practical to attract more and good talent to apply in the organization. there is a need to identify the positions requiring immediate attention and action. 2. it is almost a neverending process. He/she can be from the same industry.  Category of the candidate: the strategy should clearly define the target candidate. The level of performance of and organization depends on the effectiveness of its recruitment function. top performers of the industry etc. 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. unemployed.RECRUITMENT & SELECTION PROCESS Recruitment strategies Recruitment is of the most crucial roles of the human resource professionals.  Experience level required: the strategy should be clear as to what is the experience level required by the organization. the strategy should cover the following elements 1. Identifying and prioritizing jobs: Recruitment keeps arising at various levels in every organization. it is useful to prioritize the vacancies whether to focus on all vacancies equally or focusing on key jobs first.  JBIPGC 43 . This cover s the following parameters as well: Performance level required: Different strategies are required for focusing on hiring high performers and average performers. Organizations have developed and follow recruitment strategies to hire the best talent for their organization and to utilize their resource optimally. Therefore. The candidate’s experience can range from being a fresher to experienced senior professionals. different industry.

competition in the market etc. They have to face and conquer various challenges to find the best candidates for their organizations. Source of recruitment: The strategy should define various source (external and internal) of recruitment. The biggest challenge for such professionals is to source or recruit the best people or potential candidate for the organization. ability to find and match the best potential candidate for the organization.RECRUITMENT & SELECTION PROCESS 3. Psychometric tests etc. the entire recruitment process should be planned in advance. experts. where the practices like poaching and raiding are gaining momentum HR professionals are constantly facing new challenges in one of their most important function-recruitment.) to focus while interviewing and selecting a candidate. Like the rounds of technical interviews. source s of recruitment. They should also be aware of the major parameters and skills (e. JBIPGC 44 . 5. Written tests. The HR professionals – handling the recruitment function of the organization-are constantly facing new challenges. How to evaluate the candidates: The various parameters and the ways to judge them i.e. In the last few years. HR interviews. Trained recruiters: The recruitment professionals conducting the interviews and the other recruitment activities should be well-trained and experienced to conduct the activities. diplomacy.g. the job market has undergone some fundamental changes in terms of technologies. Which are the sources to be used and focused for the recruitment purposes for various positions? Employee referral is one of the most effective sources or recruitment. In an already saturated job market. 4. HR Challenges In Recruitment: Recruitment is a function that requires business perspective. marketing skills (as to sell position to the candidate) and wisdom to align the recruitment processes for the benefit of the organization. technical etc. Behavioral.

HR should maintain the timeliness of the process. expatriates are the nationals from the other countries than the host and the MNC’s parent countries.. The process should be flexible. The procedures vary according to the post. more of it is seen in the case of recruitment of expatriates.e. The recruitment and selection procedures and considerations are drastically different for expatriates than that of the domestic employees. adaptive and responsive to the immediate requirements. • Process –analysis.The immediately and speed of the recruitment process are the main concerns of the HR in recruitment.Recruitment is considered to be a thankless job.e. Generally.The emerging new systems are both an opportunity as well as a challenge for the HR professionals. the changes taking place across the globe. the nature of work etc. i. JBIPGC 45 .. expatriates are third country nationals. Even if the organization is achieving results. The procedures and processes of recruiting and selecting the human resources are never uniform even within a single organization. HR department or professionals are not thanked for recruiting the right employees and performers. i. Recruitment of expatriates involves greater time. the skill set required. reviewing staffing needs and prioritizing the tasks to meet the changes in the market has become a challenge for the recruitment professionals Recruiting Expatriates Expatriate is a person who leaves his country to work and live in a foreign country. The unavailability of the required skills and talents takes the organization to source talent from other countries. • Lack of motivation.The HR professionals are expected and required to keep in tune with the changing times. monetary resource and other indirect costs. Therefore. The recruitment process should also be cost effective. • Strategic prioritization. Improper recruitment and selection can cause the expatriates to return hastily or a decline in their performance.RECRUITMENT & SELECTION PROCESS The major challenges faced by the HR in recruitment are: • Adaptability to globalization.

The interviews of expatriates are designed in a manner to judge their:  Adoptability to the new culture  Intercultural interaction  Flexibility  Professional expertise  Past international work experience  Tolerance and open-mindedness  Family situation  Language ability  Attitude and motivation  Empathy towards local culture A few researches in this field also suggest that women are morel likely to be successful in certain positions as expatriates as they are more sensitive towards new culture and people. Head Hunting: Headhunting refers to the approach of finding and attracting the best experienced person with the required skill set. and language training. Except for a few expatriate selection policies. The recruitment strategies for expatriates should be aligned with requirements of the job. The recruiters for recruiting the expatriates should be carefully selected and trained. the expatriate selection criterion is generally organization and nation specific. Headhunting involves convincing the person to join your JBIPGC 46 .RECRUITMENT & SELECTION PROCESS A mismatch between job (its requirements) and people can reduce the effectiveness of other human resource activities and can affect the performance of the employees as well as the organization. Recruitment of expatriates should be followed by cultural and sensitivity training. Recruiting expatriates require special considerations and skills to select the best person for the job.

RECRUITMENT & SELECTION PROCESS JBIPGC 47 .

RECRUITMENT & SELECTION PROCESS Organization. IDENTIFY THE PROSPECTIVE EMPLOYEE HOLD A TALK WITH THE CANDIDATE CANDIDAT E INTERESTE D LOOK FOR SOME OTHER CANDIDATE CALL FOR A FORMAL DISCUSSION JOB OFFER LOOK FOR SOME OTHER CANDIDATE JBIPGC 48 ASK THE PERSON TO JOIN AND SUBMIT VARIOUS .

FORMS OR RECRUITMENT: JBIPGC 49 .RECRUITMENT & SELECTION PROCESS IDENTIFY THE PROSPECTIVE EMPLOYEE HOLD A TALK WITH THE CANDIDATE CANDIDAT E INTERESTE D LOOK FOR SOME OTHER CANDIDATE CALL FOR A FORMAL DISCUSSION JOB OFFER LOOK FOR SOME OTHER CANDIDATE ASK THE PERSON TO JOIN AND SUBMIT VARIOUS NECESSARY DOCUMENTS.

Benefits of the centralized form of recruitment are: • • • • • • Reduces administration costs. explained below: CENTRALIZED RECRUITMENT: The recruitment practices of an organization are centralized when the HR/ recruitment department at the head office performs all functions of recruitment. Reduces favoritism Every department sends requisitions for requirement to their central office. Recruitment decisions for all the business verticals and departments of an organization are carried out by the one central HR (or recruitment) department. business. processes and practices. Organizations adopt different forms of recruitment practices according to the specific needs of the organization. DECENTRALIZED RECRUITMENT JBIPGC 50 . Centralized forms of recruitment are commonly seen in government organizations. A few decisions by the recruitment professionals can affect the productivity and efficiency of the organization.RECRUITMENT & SELECTION PROCESS The organizations differ in terms of their size. The organizations can choose from the centralized or decentralized forms of recruitment. Better utilization of specialists Uniform in recruitment Interchangeability of staff.

The term “equal Opportunity Employment” was first given by President Lyndon B. creed. Equal Employment Opportunity Equal opportunity employment refers to the approach of the employers to ensure the practice of being fair and impartial in the employment process. Each department carries out its own recruitment. it becomes important to understand the needs of each department and frame the recruitment policies and procedures accordingly. or national origin. colour. sex. Lower level staffs as well as top level executives are recruited in a decentralized manner. Johnson when he signed Executive order 11246 which was created to prohibit federal contractors from discriminating against employees on the basis of race. religion.RECRUITMENT & SELECTION PROCESS Decentralized recruitment practices are most commonly seen in the case of conglomerates operating in different and diverse business areas. Choice between the two will depend upon management philosophy and needs of particular organization. In some cases combination of both is used. DISCRIMINATION IN EMPLOYMENT Discrimination refers to the any kind of prejudice or favoritism on the basis of • • • • • • • Disability Race Age Sex Sexuality Pregnancy Marital status JBIPGC 51 . The scope of the order also covered the discrimination on the basis of the minority status. With diverse and geographically spread business areas and offices.

Equal opportunity means treating people equally and fairly irrespective of their race. it is the responsibility of the employer to create an equality-based and discrimination-free working environment and practices. sex. And the policy should cover all the employees of an organization whether permanent or temporary. disability etc. age. contractual etc. Giving women an equal treatment and access to opportunities at the workforce. the diversity in the workforce is increasing i. abilities etc come together to work for one organization and common objectives. industry and society To encourage and give disadvantaged or disabled people a fair chance to grow with the society JBIPGC 52 . Equal employment opportunity is necessary to ensure: • • • To give fair access to the people of all development opportunities To create a fair organization. No person should be treated less favorably than any other on the basis of the specified issues above.e. Any employee should be ill-treated or harassed by the employer or other employees. educational background. age groups.RECRUITMENT & SELECTION PROCESS In employment. race. people from diverse backgrounds. Therefore. skills. religion. Diversity in workforce With the globalization and the increasing size of the organizations. Many countries (like SA) have already implemented Equal Opportunity Act. Equal opportunity principles help to realize and respect the actual worth of the individual on the basis of his knowledge. gender. abilities and merit. making it against the law to treat anybody unfairly.

This study makes the organization aware of recruitment process. JBIPGC 53 .RECRUITMENT & SELECTION PROCESS 3.1 NEED FOR THE STUDY In today’s competitive world especially recruitment and selection process is used for to select a right candidate for the right job in right time in the right place.

JBIPGC 54 . It carries out the Tele-recritment very effectively. It carries out the whole process of recruitment. consultants and internal sources campus selections are done only from Agri-Business Schools. It contains different methods followed by the company. • • There is no walk ins. • • • This system is confined to recruitment system only but not selection.2 • SCOPE OF THE SYSTEM This system deals with whole process of recruitment. It is confined to campus selection.RECRUITMENT & SELECTION PROCESS 3.

• • To find out the effectiveness of existing recruitment and selection procedure.3 OBJECTIVES OF THE STUDY • To understand the policies and procedures of recruitment and selection in the company.RECRUITMENT & SELECTION PROCESS 3. JBIPGC 55 . To find out the satisfaction level of the employees about recruitment and selection procedure.

4 LIMITATIONS  The sample size for survey is limited to 120  Getting accurate responses from the employees is difficult due to their busy schedule  Time constraint.RECRUITMENT & SELECTION PROCESS 3. JBIPGC 56 .

Chi-square test JBIPGC 57 . Primary Data & Secondary Data: Questionnaire Internet. company records. Magazines and Textbooks.5 RESEARCH DESIGN Research methods: The required data has been collected through primary data and secondary data.RECRUITMENT & SELECTION PROCESS 3. websites Type of sampling: Convenience sampling Sample Size: 120 Research Instrument: Questionnaire Data Analysis: Simple percentage.

of Respondents Percentage Percentage 30 25 20 15 10 5 0 Qualification previous experience Particulars multi skills JBIPGC 58 . selection is made in this company based on your? 1. 4. DATA ANALYSIS & INTERPRETATIONS In your opinion. And 38% of the employees were multi skilled people.2.1 GRAPH Opinion on selection process in the company 50 45 40 35 32 27 43 36 45 38 No. Previous Experience 3.RECRUITMENT & SELECTION PROCESS 4.1 2. of Respondents 32 43 45 120 Percentage % 27 36 38 100 INTERPRETATION: 36% of the employees are joined because of previous experience. Qualification 4. Multi skills TABLE SHOWING THE BASIS FOR THE SELECTION IN THE ORGANIZATION Grade Qualification previous experience multi skills Total No.1.

of Respondents 29 63 28 120 Percentage 24 53 23 100 INTERPRETATION: 53% of people joined this company because Image of company. Management Efficiency. of Respondents Percentage Percentage 40 30 20 10 0 Salary Image Particulars Management efficiency 29 24 28 23 JBIPGC 59 . 4.2.2 GRAPH Opinion for applying the job 70 60 50 63 53 No. Image 3.RECRUITMENT & SELECTION PROCESS Which of the following made you to apply for this company? 1. 4.2 TABLE SHOWING WHAT MADE THE EMPLOYEES TO APPLY Grade Salary Image Management efficiency Total No. Salary 2.1.

of Respondents Percentage 50 Percentage 40 38 32 33 28 30 20 10 0 Formal Informal Particulars Mixed JBIPGC 60 . of Respondents 49 38 33 120 Percentage 41 32 28 100 INTERPRETATION: 41% of employees were joined through formal interview.Mixed TABLE SHOWING WHAT KIND OF INTERVIEW HAD DONE WHILE SELECTION Grade Formal Informal Mixed Total No.2. 4.3 GRAPH Opinion on type of interview faced at time of selection 60 49 41 No.RECRUITMENT & SELECTION PROCESS Which type of interview did you face at the time of your selection? 1. And 32% of employees were joined through informal interview. Informal 3.3 2.1. Formal 4.

o R sp n e ts o f e odn P rce ta e e n g Percentage 5 0 4 0 3 3 3 0 2 0 1 0 0 A re g e 2 8 2 7 2 3 M de te o ra P rtic lars a u D g e isa re JBIPGC 61 .1.RECRUITMENT & SELECTION PROCESS Do you feel that recruiting candidates through internal source is beneficial to the organization? 1. Disagree TABLE SHOWING OPINION ON RECRUITING CANDIDATES THROUGH INTERNAL SOURCE IS BENEFICIAL No. of Respondents 33 60 27 120 Grade Agree Moderate Disagree Total Percentage 28 50 23 100 INTERPRETATION: 50% of employees were feeling moderate about recruitment through internal source is beneficial. Agree 4.4 GRAPH O inion o re ru g th c n ida s th u in rn s urce is p n c itin e a d te ro gh te al o b efic en ial 7 0 6 0 6 0 5 0 N . Moderate 3. 4.4 2.2.

1 RECRUITING CANDIDATES THROUGH INTERNAL SOURCE IS BENEFICIAL H0: There is no significant difference between Age. Designation. Value at (0.34 Tab.RECRUITMENT & SELECTION PROCESS 4.05. (E. 4) = 9. Value = 2.78 Tab.E.15 Years 16 . Value = 5. Qualification.T. Total Total 35 28 35 22 120 Ψ2 Cal. Age 25 – 35 35 – 45 46 & above Total Satisfied 12 11 10 33 Particulars Moderate 31 16 13 60 Particular s Moderate 24 21 15 60 Particular s Satisfie d 9 10 8 6 33 Moderate 20 12 20 8 60 Particular s Satisfie d 9 8 9 7 33 Moderate 25 9 16 10 60 Particular s Satisfie d Moderate Dissatisfie d Dissatisfie d 6 6 7 8 27 Dissatisfie d 6 6 7 8 27 Dissatisfied 10 9 8 27 Total 53 36 31 120 Ψ2 Cal.7 Years 8 . Value at (0. Value = 1.26 Tab.488 Result NS Qualification I.I B.com B. Value = 5.05.05. 4) = 9.25 Tab.592 Result NS Designation Prod.22 Years Total Satisfied 11 10 12 33 Total Dissatisfied 10 9 8 27 45 40 35 120 Ψ2 Cal. Value at (0. 6) = 12. Salary and recruiting candidates through internal source is beneficial to the organization.Com.05.) M. Value at (0.488 Result NS Experience 1 .592 Result NS Salary Total Ψ2 Result JBIPGC 62 . 6) = 12.E. Experience. Workers Supervisors Engineers Asst.C.3. Manager Total Total 40 23 32 25 120 Ψ2 Cal.

5 2.11000 11000 . of Respondents 54 39 27 120 Percentage 45 33 23 100 INTERPRETATION: 45% of the employees agreed that different selection processes are required for different positions. Value at (0. Disagree TABLE SHOWING OPINION ON DIFFERENT SELECTION PROCESSES IS NEEDED FOR DIFFERENT POSITIONS Grade Agree Moderate Disagree Total No.RECRUITMENT & SELECTION PROCESS 3000 – 7000 7000 . Moderate 3.16000 Total 13 10 10 33 27 23 10 60 10 9 8 27 50 42 28 120 Cal.5 GRAPH JBIPGC 63 . 4.1.05.488 NS Do you feel that the different selection process is required while selecting different positions? 1.05 Tab.2. And 33% of employees are moderate. 4) = 9. Value = 3. Agree 4.

35 35 .E. Value at (0.05. Value at (0.T. Value at (0.488 Result NS Satisfied 25 17 12 54 Dissatisfied 8 11 8 27 Total 45 40 35 120 Ψ2 Cal. Value = 2.54 Tab.com B.45 46 & above Total Experience 1 .05.) M.2 DIFFERENT SELECTION PROCESSEES IS NEEDED FOR DIFFERENT POSITIONS H0: There is no significant difference between Age. Total Satisfied 14 12 19 9 54 Particulars Moderate 12 9 11 7 39 Dissatisfied 9 7 5 6 27 Total 35 28 35 22 120 Ψ2 Cal. Qualification. 6) = 12.592 Result NS JBIPGC 64 .28 Tab. (E.RECRUITMENT & SELECTION PROCESS Opinion on different selection process is required while selecting different positions 60 54 N of Respondents o.3.66 Tab. 50 45 39 33 Percentage Percentage 40 30 27 23 20 10 0 Agree Moderate Particulars Disagree 4. Value = 4. Designation.Com.15 Years 16 . Value = 7. Age 25 .C.05.22 Years Total Satisfied 20 22 12 54 Particulars Moderate 20 6 13 39 Particulars Moderate 12 12 15 39 Dissatisfied 13 8 6 27 Total 53 36 31 120 Ψ2 Cal. Salary and different selection process is required while selecting different positions.7 Years 8 . 4) = 9.I B. Experience. 4) = 9.E.488 Result NS Qualification I.

2.488 Result NS In your opinion training is essential after selection? 1. Value at (0. of Respondents 41 45 34 120 Percentage 34 38 28 100 INTERPRETATION: 38% of employees agreed and 34% of employees moderate about training is needed after selection. Valve=1.11000 11000 . 4.7000 7000 . Agree 4.1.6 GRAPH JBIPGC 65 . 6) = 12. Manager Total Particulars Moderate 12 7 8 12 39 Particular s Moderate 15 14 10 39 Total 40 23 32 25 120 Satisfied 20 10 17 7 54 Dissatisfied 8 6 7 6 27 Ψ2 Cal.16000 Total Satisfied 25 19 10 54 Total Dissatisfied 10 9 8 27 50 42 28 120 Ψ2 cal. Workers Supervisors Engineers Asst. 4) = 9.09 Tab. Value at (0.592 Result NS Salary 3000 . Disagree TABLE SHOWING OPINION ON TRAINING IS ESSENTIAL AFTER SELECTION Grade Agree Moderate Disagree Total No. Value = 5. Moderate 3.63 Tab.05.6 2.RECRUITMENT & SELECTION PROCESS Designation Prod.05.

25 Tab. Designation. Percentage Percentage 35 30 25 20 15 10 5 0 Agree Moderate Particulars Disagree 4.23 Tab. 4) = 9.3 OPINION REGARDING TRAINING IS ESSENTIAL AFTER SELECTION H0: There is no significant difference between Age. Value = 0. Value = 0. Experience.05. Salary and opinion regarding training is essential after selection. Value at (0.3. Value at (0. Qualification.488 Result NS JBIPGC 66 .05.22 Years Total Satisfied 16 14 11 41 Total Dissatisfied 13 11 10 34 45 40 35 120 Ψ2 Cal.488 Result NS Experience 1 – 7 Years 8 – 15 Years 16 .RECRUITMENT & SELECTION PROCESS O pinion on training is essential after selection 50 45 40 45 41 38 34 34 28 N of Respondents o. 4) = 9. Age 25 – 35 35 – 45 46 & above Total Satisfied 19 12 10 41 Particular s Moderate 20 13 12 45 Particular s Moderate 16 15 14 45 Total Dissatisfied 14 11 9 34 53 36 31 120 Ψ2 Cal.

CLEAR RECRUITMENT POLICY & PROCEDURE Grade Agree Moderate Disagree Total No.Com. of Respondents 41 45 34 120 Percentage 34 38 28 100 JBIPGC 67 .11000 11000 .592 Result NS Designation Prod.C.7000 7000 . 6) = 12. 4) = 9.16000 Total Satisfied 18 14 9 41 Total Dissatisfied 15 9 10 34 50 42 28 120 Ψ2 Cal. Value at (0.E. Manager Total Satisfied 14 7 11 9 41 Total Dissatisfied 11 6 9 8 34 40 23 32 25 120 Ψ2 Cal.72 Tab.7 2.488 Result NS Do you Believe that organizations has a very transparent.05.05. Value at (0. Disagree TABLE SHOWING OPINION ON ORGANIZATION HAS A VERY TRAPARENT. Value at (0.592 Result NS Salary 3000 . 6) = 12. Value = 0. Agree 4. Value = 2.) M.I B.43 Tab. Value = 0.1.com B.T. clear recruitment policy & procedure? 1. (E.E. Total Satisfied 12 10 11 8 41 Total Dissatisfied 10 7 10 7 34 35 28 35 22 120 Ψ2 Cal.RECRUITMENT & SELECTION PROCESS Particular s Moderate 13 11 14 7 45 Particular s Moderate 15 10 12 8 45 Particular s Moderate 17 19 9 45 Qualification I. Workers Supervisors Engineers Asst. Moderate 3.05.61 Tab.

Experience. 4. clear recruitment policy & procedure. Age 25 – 35 35 – 45 46 & above Total Satisfied 19 12 10 41 Particular s Moderate 20 13 12 45 Total Dissatisfied 14 11 9 34 53 36 31 120 Ψ2 Cal.3. 4) = 9.488 Result NS JBIPGC 68 .RECRUITMENT & SELECTION PROCESS INTERPRETATION: 38% of employees are moderate and 34% of employees are agreed regarding the organization has very transparent.05. Value at (0.25 Tab. clear recruitment policy & procedures 50 45 45 41 40 38 35 34 34 28 No. of Respondents Percentage Percentage 30 25 20 15 10 5 0 Agree Moderate Particulars Disagree 4. Value = 0. Designation. Salary and organization has a very transparent. clear recruitment policy & procedure.7 GRAPH Opinion on organization has a very transparent.4 RECRUITMENT POLICY & PROCEDURES ARE TRANSPARENT H0: There is no significant difference between Age.2. Qualification.

of Respondents 45 52 23 120 Percentage 38 43 19 100 INTERPRETATION: JBIPGC 69 .RECRUITMENT & SELECTION PROCESS Qualification Experience 1 . Value = 0.E.05. 6) = 12.488 Result NS right job? 1.1. Value = 2. Agree 4. Value at (0.I 8 .05.T.) Total M.22 Years B.15 Years B.488 at (0. Disagree TABLE SHOWING OPINION ON SELECTION PROCESS BEING ADOPTED ENSURES SELECTION OF RIGHT CANDIDATE FOR THE RIGHT JOB Grade Agree Moderate Disagree Total No. 6) = 12. Value at (0.7 Years I.05.Com. Moderate 3. Workers Supervisors Engineers Asst.11000 11000 . Value = Cal. Total Satisfied Satisfied 16 12 14 10 11 11 41 8 41 Particular Particular s s Moderate Moderate 16 13 15 11 14 14 45 7 45 Particulars Moderate 15 10 12 8 45 Total Dissatisfied Dissatisfied 13 10 11 7 10 10 34 7 34 45 35 40 28 35 35 120 22 120 2 Ψ2 Result NS NS Cal.16000 Total Satisfied 18 14 9 41 Particulars Moderate 17 19 9 45 Dissatisfied 15 9 10 34 Total 50 42 28 120 Ψ2 Cal.592 Result NS The selection process being adopted ensures selection of right candidate for the Salary 3000 . (E.C.7000 7000 .592 Designation Prod.com 16 .23 = Value 0. Manager Total Satisfied 14 7 11 9 41 Dissatisfied 11 6 9 8 34 Total 40 23 32 25 120 Ψ2 Cal. Value at (0. 0.8 2.05.E. 4) = 9. Value 9.43 Tab.61 Tab.72 Tab. 4) = Tab.

Designation. Value at (0. 38% of employees are agreed about selection process being adopted ensure selection of right candidate for the right job 4.78 Tab. Age 25 .8 GRAPH O pinion on selection of right candidate for right job 60 52 50 45 38 43 N of Respondents o.22 Years Total Qualification Particulars Satisfied 21 13 11 45 Moderate 24 15 13 52 Particulars Moderate 21 16 15 52 Particulars Dissatisfied 8 8 7 23 Total 53 36 31 120 Ψ2 Cal.15 Years 16 . Experience.7 Years 8 . Qualification. Salary and the selection process being adopted ensures selection of right candidate for the right job. Percentage Percentage 40 30 23 20 10 0 Agree M oderate Particulars Disagree 19 4. Value = 1. Value = 0.RECRUITMENT & SELECTION PROCESS 43% of employees moderate.488 Ψ2 Cal. Value at (0. 4) = 9.35 35 .3.5 SELECTION PROCESS BEING ADOPTED ENSURES SELECTION OF RIGHT CANDIDATE FOR THE RIGHT JOB H0: There is no significant difference between Age.02 Tab.45 46 & above Total Experience 1 .488 Ψ2 NS NS Result Satisfied 15 17 13 45 Dissatisfied 9 7 7 23 Total 45 40 35 120 Total Result Result JBIPGC 70 . 4) = 9.05.2.05.

Value = 1. 4) = 9.9 2.35 Tab.592 Result NS Total 50 42 28 120 Ψ2 Cal.592 NS Total 40 23 32 25 120 Ψ2 Cal. of Respondents 31 32 57 120 Percentage 26 27 48 100 INTERPRETATION: JBIPGC 71 .05. (E.64 Tab.05. Value = 1.RECRUITMENT & SELECTION PROCESS Satisfied I. Personnel interview TABLE SHOWING SELECTION PROCESS INVOLVES DIFFERENT METHODS IN THE ORGANIZATION Grade Written test Group discussion Personal interview Total No. Value at (0. 6) = 12.1. Value = 2.05.) M.C.Com.16000 Total 14 9 13 9 45 Moderate 15 13 16 8 52 Particulars Satisfied 15 7 13 10 45 Moderate 19 10 14 9 52 Particulars Satisfied 20 15 10 45 Moderate 23 18 11 52 Dissatisfied 7 9 7 23 Dissatisfied 6 6 5 6 23 Dissatisfied 6 6 6 5 23 35 28 35 22 120 Cal. Value at (0. Value at (0.com B. Manager Total Salary 3000 . Workers Supervisors Engineers Asst.11000 11000 . Group discussions 3.E.T. Written test 4.E. 6) = 12.I B. Total Designation Prod.07 Tab.488 Result NS The selection process involves the following methodology in your company? 1.7000 7000 .

2. o R sp n e ts o f e odn P rce ta e e n g Percentage 40 31 26 32 27 30 20 10 0 W rittentest G p discu rou ssion P articulars Person in iew al terv In my opinion. the best method of improving Data Bank is? 1. Advertisement 2.1. 4.10 TABLE SHOWING BEST METHOD TO IMPROVE DATA BANK Grade Advertisement Consultancy Reference Total No.9 GRAPH O pinion on selection process follow by the organization ed 60 50 57 48 N . Reference 4. Consultancy 3.RECRUITMENT & SELECTION PROCESS 48% of employees are opined that Personal Interview is involved in their organizations selection process. of Respondents 33 64 23 120 Percentage 28 53 19 100 INTERPRETATION: 53% of employees are opined that Consultancy is the best method of improving Data Bank. JBIPGC 72 .

10 GRAPH O pinion to im prove best m ethod in databank is 70 60 64 53 N of Respondents o. Disagree 4. Percentage Percentage 50 40 30 20 10 0 Adv ertism t en Con ltan su cy Particulars R eferen ce 33 28 23 19 Do you feel that there is a scope for improvement of the selection procedure? 1.RECRUITMENT & SELECTION PROCESS 4.2. of Respondents 39 41 40 120 Percentage 33 34 33 100 INTERPRETATION: JBIPGC 73 . Moderate 3. Agree 2.11 ABLE SHOWING OPINION OF THERE IS A SCOPE FOR IMPROVEMENT OF THE SELECTION PROCEDURE Grade Agree Moderate Disagree Total No.1.

33% of employees are agreed and 33% of employees are disagreed about that there is scope for improvement of the selection procedure.22 Years Total 14 17 8 39 Moderate 16 11 14 41 Dissatisfie d 15 12 13 40 Experience Total 45 40 35 120 Ψ2 Cal. Value = 3.44 Tab.15 Years 16 .7 Years 8 .RECRUITMENT & SELECTION PROCESS 34% of employees are moderate.35 Cal.2. 4) = Result NS JBIPGC 74 . Value = 0.3. 4) = 39 41 40 120 Total 9. Qualification.05.45 NS Tab. Salary and there is a scope for improvement of selection procedure.11 GRAPH O pinion on im provem ent of selection procedure 45 40 35 39 33 41 34 40 33 N of Respondents o. Value 11 10 10 31 46 & above at (0.488 Particular s Satisfied 1 . Value at (0.80 13 12 11 36 35 . Experience. 4. Percentage Percentage 30 25 20 15 10 5 0 Agree M oderate Particulars Disagree 4.6 THERE IS A SCOPE FOR IMPROVEMENT OF THE SELECTION PROCEDURE H0: There is no significant difference between Age. Designation. Particulars Age Total Result Ψ2 Satisfied Moderate Dissatisfied 15 19 19 53 25 .05.

T.88 Tab.11000 11000 .1.488 Result NS Are you able to see your self in a desired position in your company? 1. Disagree 4.Com. Value = 2.05.E. Total 15 9 8 7 39 Moderate 11 10 12 8 41 Particular s Satisfied Prod. 6) = 12.12 TABLE SHOWING OPINION ON ABILITY TO SEE THEM IN DESIRED POSITIONS Grade Agree Moderate Disagree No. Moderate 3.47 Tab.488 Particular s Satisfied I. Manager Total Salary 3000 .592 Result NS Satisfied 18 13 8 39 Dissatisfied 13 15 12 40 Ψ2 Cal.) M. 4) = 9.C. Agree 2. of Respondents 37 40 43 Percentage 31 33 36 JBIPGC 75 .16000 Total 12 8 9 10 39 Moderate 15 7 10 9 41 Particulars Moderate 19 14 8 41 Dissatisfie d 13 8 13 6 40 Dissatisfie d 9 9 15 7 40 Qualification Total 35 28 35 22 120 Ψ2 Cal. (E. 6) = 12.E.I B. Value at (0.25 Tab. Value at (0.592 Result NS Designation Total 40 23 32 25 120 Total 50 42 28 120 Ψ2 Cal. Value at (0. Workers Supervisors Engineers Asst. Value = 3.com B.RECRUITMENT & SELECTION PROCESS 9.05. Value = 2.05.7000 7000 .

3.35 35 . Value at (0.50 Tab. Age 25 . Designation. P ercentage Percentage 35 30 25 20 15 10 5 0 Agree M oderate Particulars Disagree 4. Qualification.05.2.7 OPINION ON ABILITY TO SEE THEM IN DESIRED POSITIONS H0: There is no significant difference between Age. Salary and opinion on ability to see themselves in desired positions. 33% of employees are moderate and 31% of employees are agreed about that they are able to have in desired position. 4) = 9. Experience.45 46 & above Total Experience Particulars Satisfied 20 9 8 37 Moderate 16 14 10 40 Particulars Moderate Dissatisfied 17 13 13 43 Total 53 36 31 120 Ψ2 Cal. 4.12 GRAPH O pinion of em ployee to be seen in disired position in there departm ent 50 45 40 37 31 43 40 33 36 N of Respondents o. Value = 2.RECRUITMENT & SELECTION PROCESS Total 120 100 INTERPRETATION: 36% of employees are disagreed.488 Ψ2 NS Result Satisfied Dissatisfied Total Result JBIPGC 76 .

6) = 12.) M. 4) = 9.T.11000 11000 .488 Result NS Does your job provide opportunity to utilize your skills at full? 1.E. Moderate 3.67 Tab. Disagree 4.19 Tab. Value at (0. Agree 2.RECRUITMENT & SELECTION PROCESS 1 . Value at (0. (E. Value = 1.17 Tab.15 Years 16 . Workers Supervisors Engineers Asst. Value at (0. Value = 0.13 TABLE SHOWING OPINION ON PROVISION OF JOB OPPORTUNITY TO UTILIZE THEIR SKILLS AT FULL Grade Agree Moderate Disagree No. Total Designation Prod.05. Value = 1. 4) = 9.05.E. Manager Total Salary 3000 .com B. 6) = 12.488 NS Qualification I.I B.Com.592 Result NS Satisfied 18 11 8 37 Dissatisfied 17 16 10 43 Total 50 42 28 120 Ψ2 Cal.05. Value = 4.16000 Total Total 35 28 35 22 120 Ψ2 Cal. of Respondents 48 42 30 Percentage 40 35 25 JBIPGC 77 .7 Years 8 . Value at (0.C.592 Result NS Total 40 23 32 25 120 Ψ2 Cal.22 Years Total 13 12 12 37 14 14 12 40 Particulars Satisfied 11 10 10 6 37 Moderate 13 9 12 6 40 Particulars Satisfied 11 8 7 11 37 Moderate 13 8 13 6 40 Particulars Moderate 15 15 10 40 Dissatisfied 16 7 12 8 43 Dissatisfied 11 9 13 10 43 18 14 11 43 45 40 35 120 Cal.1.72 Tab.05.7000 7000 .

Salary and opinion on utilization of their skills at the time of work. 4) = 48 42 30 120 Total 9.488 Particular s Moderate Experience Satisfied Total Dissatisfied Ψ2 Result JBIPGC 78 . Designation.05. Value = 0.13 GRAPH O pinion on utilization of em ployee skills at the tim of w e ork 60 50 48 40 42 35 30 25 N of R o.3.8 OPINION ON UTILIZATION OF EMPLOYEE SKILLS AT THE TIME OF WORK H0: There is no significant difference between Age. Qualification. 4. espondents Percentage Percentage 40 30 20 10 0 Agree M oderate Particulars Disagree 4. Value 13 10 8 31 46 & above at (0.RECRUITMENT & SELECTION PROCESS Total 120 100 INTERPRETATION: 40% of the employees are agreed and 35% of employees are opined moderate about that their job provides opportunities to utilize their skills at full. Experience.15 14 13 9 36 35 – 45 NS Tab. Particular s Age Total Result Ψ2 Satisfied Moderate Dissatisfied 21 19 13 53 25 – 35 Cal.2.

7 Years 8 .488 NS Qualification I.05.592 Result NS Salary 3000 – 7000 7000 – 11000 11000 – 16000 Total Satisfied 23 15 10 48 Total Dissatisfied 10 11 9 30 50 42 28 120 Ψ2 Cal.15 Years 16 . Value at (0. 4) = 9.E.C. Value = 0.E.Com.T.88 Tab. Value at (0. Value at (0. 6) = 12.592 Result NS Designation Prod.05.) M.05.I B.22 Years Total 17 18 13 48 16 14 12 42 Particular s Moderate 12 9 13 8 42 Particular s Moderate 14 9 10 9 42 Particular s Moderate 17 16 9 42 12 8 10 30 45 40 35 120 Cal. of Respondents 43 Percentage 36 JBIPGC 79 .1.01 Tab.488 Result NS Competition plays an important role at the time of selection? 1. 4) = 9. Moderate 3.14 TABLE SHOWING OPINION ON COMPETITION PLAYS AN IMPORTANT ROLE AT THE TIME OF SELECTION Grade Agree No.com B. Value = 2.06 Tab. Total Satisfied 14 13 12 9 48 Total Dissatisfied 9 6 10 5 30 35 28 35 22 120 Ψ2 Cal.08 Tab. (E. Value at (0. Disagree 4. 6) = 12. Value = 1.05.RECRUITMENT & SELECTION PROCESS 1 . Agree 2. Manager Total Satisfied 17 8 14 9 48 Total Dissatisfied 9 6 8 7 30 40 23 32 25 120 Ψ2 Cal. Value = 1. Workers Supervisors Engineers Asst.

14 GRAPH Opinion on competition plays at the time of selection 50 45 40 43 39 36 30 25 47 No. Salary and opinion on competition plays an important role at the time of work. of Respondents Percentage Percentage 35 30 25 20 15 10 5 0 Agree Moderate Particulars Disagree 4.3. 4) = 43 47 30 120 Total 9.RECRUITMENT & SELECTION PROCESS Moderate Disagree Total 47 30 120 39 25 100 INTERPRETATION: 39% of the employees are moderate and 36% of employees are agreed regarding Competition plays an important role at the time of selection.9 OPINION ON COMPETITION PLAYS AN IMPORTANT ROLE AT THE TIME OF SELECTION H0: There is no significant difference between Age. 4.36 35 – 45 11 16 9 36 NS 46 & above 12 10 9 31 Tab. Value at (0. Qualification. Particulars Age Total Result Ψ2 Satisfied Moderate Dissatisfied 25 – 35 20 21 12 53 Cal.2.05. Designation. Experience.488 JBIPGC 80 . Value = 1.

1. Value at (0.592 Result NS Salary 3000 .05. 6) = 12. Total Satisfied 13 10 12 8 43 Particulars Moderate 12 11 15 9 47 Particulars Moderate 18 8 12 9 47 Particulars Moderate 18 17 12 47 Dissatisfied 10 7 8 5 30 Total 35 28 35 22 120 Ψ2 Cal. Value = 0. Value at (0. Value = 0.37 Tab. 4) = 9.E.E. 4) = 9. Value at (0.com B.64 Tab.22 Years Total Particulars Moderate 18 15 14 47 Total 45 40 35 120 Satisfied 17 14 12 43 Dissatisfied 10 11 9 30 Ψ2 Cal.16000 Total Satisfied 20 14 9 43 Dissatisfied 12 11 7 30 Total 50 42 28 120 Ψ2 Cal. Value = 3.71 Tab.) M.Com.488 Result NS Qualification I. (E.RECRUITMENT & SELECTION PROCESS Experience 1 .7 Years 8 .I B. Agree 2. 6) = 12.68 Tab.592 Result NS Designation Prod.11000 11000 . Moderate 3.15 TABLE SHOWING OPINION ON HR DEPARTMENT PLAY VITAL ROLE IN RECRUITMENT PROCESS Grade No.15 Years 16 .T.488 Result NS Does you feel Human resource Department play vital role in recruitment process? 1.C. of Respondents Percentage JBIPGC 81 .05.05.05.7000 7000 . Manager Total Satisfied 16 7 11 9 43 Dissatisfied 6 8 9 7 30 Total 40 23 32 25 120 Ψ2 Cal. Value at (0. Workers Supervisors Engineers Asst. Value = 0. Disagree 4.

RECRUITMENT & SELECTION PROCESS Agree Moderate Disagree Total 47 38 35 120 39 32 29 100 INTERPRETATION: 39% of employees opined agreed and 32% of employees are moderate regarding Human resource Department play vital role in recruitment process.3. 4.45 46 & above Total Satisfied 20 15 12 47 Total Dissatisfied 12 12 11 35 53 36 31 120 Ψ2 Cal.488 Result NS JBIPGC 82 .35 35 .15 GRAPH O in no H Dp yv l ro inre ru e t p c s p io n R la ita le c itm n ro e s 5 0 4 5 4 7 3 9 3 8 3 5 3 2 2 9 N .2. Value = 3. Qualification.10 HR DEPARTMENT PLAYS VITAL ROLE IN RECRUITMENT PROCESS H0: There is no significant difference between Age. Experience. Value at (0. Particular s Moderate 21 9 8 38 Age 25 .05. Salary and opinion on HR department plays vital role in recruitment process. 4) = 9. o R sp n e ts o f e odn P rce ta e e n g Percentage 4 0 3 5 3 0 2 5 2 0 1 5 1 0 5 0 A re g e M d ra o e te P rtic la a u rs D a re is g e 4. Designation.40 Tab.

Value = 2.1.488 Result NS Procedures in Lanco is highly appreciable and satisfactory? 1. Moderate 3.E. 6) = 12. Value at (0.36 Tab. 4) = 9.12 Tab. Disagree 4. 4) = 9.16000 Total Satisfied 19 16 12 47 Total Dissatisfied 15 11 9 35 50 42 28 120 Ψ2 Cal.05.com B. Value = 0.E.) M. Value at (0.C. Value at (0.I B.11000 11000 .488 Result NS Qualification I.7000 7000 . (E.7 Years 8 . 6) = 12.T. Value = 2. Agree 2. Value at (0.15 Years 16 .16 TABLE SHOWING OPINION ON SATISFACTION TOWARDS ORGANIZATION JBIPGC 83 .592 Result NS Salary 3000 . Value = 3.592 Result NS Designation Prod.Com.05.05. Manager Total Satisfied 18 8 12 9 47 Total Dissatisfied 10 8 8 9 35 40 23 32 25 120 Ψ2 Cal.08 Tab.96 Tab.RECRUITMENT & SELECTION PROCESS Experience 1 .05.22 Years Total Satisfied 18 17 12 47 Particular s Moderate 13 10 15 38 Particular s Moderate 9 10 12 7 38 Particular s Moderate 12 7 12 7 38 Particular s Moderate 16 15 7 38 Total Dissatisfied 14 13 8 35 45 40 35 120 Ψ2 Cal. Total Satisfied 15 12 11 9 47 Total Dissatisfied 11 6 12 6 35 35 28 35 22 120 Ψ2 Cal. Workers Supervisors Engineers Asst.

16 GRAPH O in no la c p o e u e a eh h a p a lea d p io n n o r c d r s r ig ly p lic b n s tisa to y a fc r 6 0 5 2 N.45 Particular s Satisfie d 25 16 Moderate 16 10 Dissatisfie d 12 10 Total 53 36 Ψ2 Cal.2.56 Result NS JBIPGC 84 . of Respondents 52 38 30 120 Percentage 43 32 25 100 INTERPRETATION: 43% of employees are opined agreed and 32% of employees are moderate about procedures in Lanco are highly appreciable and satisfactory. Value = 1. Qualification.35 35 .11 OPINION ON SATISFACTION TOWARDS ORGANIZATION H0: There is no significant difference between Age. Experience.o R s o d n o f e p n e ts P rc n g e e ta e Percentage 5 0 4 3 4 0 3 0 2 0 1 0 0 A re g e M d r te o ea P r ic la s at u r 3 8 3 2 3 0 2 5 D a re is g e 4. Designation. Salary and opinion on satisfaction towards organization.RECRUITMENT & SELECTION PROCESS Grade Agree Moderate Disagree Total No.3. 4. Age 25 .

4) = 9. Value at (0.488 Result NS Is there any bias in the selection of employees in your company? 1.05.05. Agree 2.43 Tab. 6) = 12.05.7000 7000 .15 Years 16 .488 Experience 1 . Total Designation Prod.I B.05.E. Value at (0.Com. 6) = 12. Moderate 3.1.) M.16000 Total Satisfied 21 19 12 52 Total Dissatisfied 12 9 9 30 50 42 28 120 Ψ2 Cal.C.RECRUITMENT & SELECTION PROCESS 46 & above Total 11 52 12 38 Particular s Satisfie d 20 18 14 52 Moderate 14 13 11 38 Particulars Moderate 12 9 12 5 38 Particulars Moderate 12 8 11 7 38 Particular s Moderate 17 14 7 38 Dissatisfie d 11 9 10 30 8 30 31 120 Tab. Value = 1. (E. Disagree 4. 4) = 9.05. 4) = 9. Value = 1. Manager Total Total 45 40 35 120 Ψ2 Cal.E. Value = 0.7 Years 8 .592 Result NS Satisfied 19 8 13 12 52 Dissatisfied 9 7 8 6 30 Ψ2 Cal. Workers Supervisors Engineers Asst.51 Tab.T.17 TABLE SHOWING OPINION ON BIAS IN SELECTION OF EMPLOYEES JBIPGC 85 .com B. Value = 1.22 Years Total Qualification I. Value at (0.38 Tab.11000 11000 .592 Result NS Salary 3000 . Value at (0.40 Tab. Value at (0.488 Result NS Satisfied 14 13 15 10 52 Dissatisfied 9 6 8 7 30 Total 35 28 35 22 120 Total 40 23 32 25 120 Ψ2 Cal.

o R sp n e ts o f e odn P rce ta e e n g Percentage 4 0 3 5 3 0 2 5 2 0 1 5 1 0 5 0 A re g e M d ra o e te P rtic la a u rs D g e isa re 4.3. Experience. 4. of Respondents 37 43 40 120 Percentage 31 36 33 100 INTERPRETATION: 36% of employees are moderate. 33% of employees are disagreed and 31% of employees are agreed regarding there is bias in the selection process.17 GRAPH: O in no b s inth s le tio o e p y e inth p io f ia e e c n f m lo e s e c ma y o pn 5 0 4 5 4 3 4 0 3 7 3 1 3 6 3 3 N .RECRUITMENT & SELECTION PROCESS IN THE ORGANIZATION Grade Agree Moderate Disagree Total No.12 BIAS IN SELECTION OF EMPLOYEES IN THE ORGANIZATION H0: There is no significant difference between Age.2. Qualification. Age Particular s Total Ψ2 Result JBIPGC 86 . Salary and opinion on bias in selection of employees in the organization. Designation.

Value at (0. Value = 2.05. Value = 0.592 Result NS Salary 3000 .35 35 .05.05.69 Tab. 4) = 9. (E.16000 Total Total 50 42 28 120 Ψ2 Cal.25 Tab.488 Result NS Qualification I.592 Result NS Designation Prod. Value = 1.05. Value at (0. Manager Total Satisfied 13 7 8 9 37 Total Dissatisfied 12 5 16 7 40 40 23 32 25 120 Ψ2 Cal. Value = 1.T.488 Result NS JBIPGC 87 . 6) = 12. Value at (0.45 46 & above Total 53 36 31 120 Cal.15 Years 16 .7000 7000 .22 Years Total Total 45 40 35 120 Ψ2 Cal.488 NS Experience 1 .11000 11000 .) M.Com.RECRUITMENT & SELECTION PROCESS Satisfie d 17 9 11 37 Moderate 21 13 9 43 Particular s Satisfie d 15 12 10 37 Moderate 17 14 12 43 Particular s Moderate 11 10 14 8 43 Particular s Moderate 15 11 8 9 43 Particular s Satisfie d 18 10 9 37 Moderate 17 16 10 43 Dissatisfie d 15 16 9 40 Dissatisfie d 13 14 13 40 Dissatisfie d 15 14 11 40 25 .55 Tab.com B.05. 4) = 9. Value at (0. 6) = 12.69 Tab.C.I B. Value at (0. Total Satisfied 11 10 9 7 37 Total Dissatisfied 13 8 12 7 40 35 28 35 22 120 Ψ2 Cal. Workers Supervisors Engineers Asst.7 Years 8 . Value = 6.03 Tab.E. 4) = 9.E.

2. News paper 2.RECRUITMENT & SELECTION PROCESS Which media is highly suitable for recruitment in your company? 1. Television 3.18 TABLE SHOWING OPINION ON SUITABLE MEDIA FOR RECRUITMENT Grade Newspaper Television Radio Total No.18 GRAPH Opinion on type of m edia suitable for recruitm ent of candidates 50 45 40 38 32 27 46 N of Respondents o. And 35% of employees opined radio. 42 Percentage 35 Percentage 35 30 25 20 15 10 5 0 Newspaper Television Particulars Radio JBIPGC 88 . Radio 4. 4. of Respondents 32 46 42 120 Percentage 27 38 35 100 INTERPRETATION: 38% of employees are opined television is the suitable media for recruitment.1.

19 TABLE SHOWING OPINION ON FRIENDLINESS OF INTERVIEWER WHILE DOING THE RECRUITMENT Grade Excellent Good Satisfied Total No. Good 3.1. Satisfied 4. of Respondents 23 62 35 120 Percentage 19 52 29 100 INTERPRETATION: 52% of employees are opined good regarding friendliness of interviewer while doing the recruitment.RECRUITMENT & SELECTION PROCESS How did you rate the friendliness of interviewer doing the recruitment? 1.19 GRAPH O in no frie d e so in rv w r a th tim o p io n n lin s f te ie e t e e f re ru e t c itm n 7 0 6 2 6 0 N. Excellent 2.2. 4.o R s o d n o f e p n e ts P rce ta e e n g Percentage 5 2 5 0 4 0 3 0 2 0 1 0 0 E c lle t xe n Go od P rtic la a u rs s tis d a fie 3 5 2 9 2 3 1 9 JBIPGC 89 .

2.1. of Respondents 20 36 64 120 Percentage 17 30 53 100 INTERPRETATION: 53% of employees are opined that the time gap between interview and after interview is months.20 GRAPH opinion on tim gap b een interview and after interview e etw 70 60 N . o R sp n e ts o f e odn P rce ta e e n g 64 53 Percentage 50 40 30 20 10 0 D s ay W eeks P articulars M th on s 20 17 36 30 JBIPGC 90 .20 TABLE SHOWING OPINION ON THE TIME GAP BETWEEN INTERVIEW AND AFTER INTERVIEW Grade Days Weeks Months Total No. Days 2. Weeks 3.RECRUITMENT & SELECTION PROCESS What has the time gap between interview and after interview? 1. Months 4. 4.

• 43% of employees moderate. • 50% of employees were feeling moderate about recruitment through internal source is beneficial. • 45% of the employees agreed that different selection processes are required for different positions. • FINDINGS 36% of the employees are joined because of previous experience. clear recruitment policy & procedure. And 32% of employees were joined through informal interview. • • 53% of people joined this company because Image of company. 41% of employees were joined through formal interview. JBIPGC 91 .RECRUITMENT & SELECTION PROCESS 5. And 38% of the employees were multi skilled people. • 38% of employees agreed and 34% of employees moderate about training is needed after selection • 38% of employees are moderate and 34% of employees are agreed regarding the organization has very transparent. 38% of employees are agreed about selection process being adopted ensure selection of right candidate for the right job • 48% of employees are opined that Personal Interview is involved in their organizations selection process. And 33% of employees are moderate.

• 36% of employees are moderate. • 36% of employees are disagreed. 33% of employees are disagreed and 31% of employees are agreed regarding there is bias in the selection process. And 35% of employees opined radio. • 39% of the employees are moderate and 36% of employees are agreed regarding Competition plays an important role at the time of selection. • 43% of employees are opined agreed and 32% of employees are moderate about procedures in Lanco are highly appreciable and satisfactory. • 38% of employees are opined television is the suitable media for recruitment. • 39% of employees opined agreed and 32% of employees are moderate regarding Human resource Department play vital role in recruitment process. • 34% of employees are moderate. 33% of employees are agreed and 33% of employees are disagreed about that there is scope for improvement of the selection procedure. • 52% of employees are opined good regarding friendliness of interviewer while doing the recruitment JBIPGC 92 .RECRUITMENT & SELECTION PROCESS • 53% of employees are opined that Consultancy is the best method of improving Data Bank. • 40% of the employees are agreed and 35% of employees are opined moderate about that their job provides opportunities to utilize their skills at full. 33% of employees are moderate and 31% of employees are agreed about that they are able to have in desired position.

JBIPGC 93 . By conducting activities like group discussion and workshops to the employees to utilize their knowledge and skills. SUGGESTIONS • • To improve the selection procedure by giving value to the multi-skills.RECRUITMENT & SELECTION PROCESS 6.

RECRUITMENT & SELECTION PROCESS

7.

CONCLUSION

Though it is a big organization, but for every organization growth is based on its employees. LANCO is satisfying moderately its employees at recruitment procedures. By modernizing the present policy the LANCO organization will achieve good results.

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RECRUITMENT & SELECTION PROCESS A STUDY ON RECRUITMENT & SELECTION PROCESS IN LANCO INDUSTRIES LIMITED IN SRI KALAHASTHI QUESTIONNAIRE 1. In your opinion, selection is made in this company based on your? 1. Qualification 1. Salary 1. Formal organization? 1. Agree positions? 1. Agree 1. Agree & procedure? 1. Agree job? 1. Agree 1. Written test 1. Advertisement 2. Moderate 2. Group discussions 2. Consultancy 3. Disagree 3. Personnel interview 3. Reference 9. The selection process involves the following methodology in your company? 10. In my opinion, the best method of improving Data Bank is? 2. Moderate 3. Disagree 8. The selection process being adopted ensures selection of right candidate for the right 2. Moderate 2. Moderate 3. Disagree 3. Disagree 6. In your opinion training is essential after selection? 7. Do you Believe that organizations has a very transparent, clear recruitment policy 2. Moderate 3. Disagree 5. Do you feel that the different selection process is required while selecting different 2. Previous Experience 2. Image 2. Informal 3. Multi skills 3. Management Efficiency. 3.Mixed 2. Which of the following made you to apply for this company? 3. Which type of interview did you face at the time of your selection? 4. Do you feel that recruiting candidates through internal source is beneficial to the

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RECRUITMENT & SELECTION PROCESS

11. Do you feel that there is a scope for improvement of the selection procedure? 1. Agree 1. Agree 1. Agree 1. Agree 1. Agree 1. Agree 1. Agree 1. News paper 1. Excellent 1. Days 2. Moderate 2. Moderate 2. Moderate 2. Moderate 2. Moderate 2. Moderate 2. Moderate 2. Television 2. Good 2. Weeks 3. Disagree 3. Disagree 3. Disagree 3. Disagree 3. Disagree 3. Disagree 3. Disagree 3. Radio 3. Satisfied 3. Months 12. Are you able to see your self in a desired position in your company? 13. Does your job provide opportunity to utilize your skills at full? 14. Competition plays an important role at the time of selection? 15. Does you feel Human resource Department play vital role in recruitment process? 16. Procedures in Lanco is highly appreciable and satisfactory? 17. Is there any bias in the selection of employees in your company? 18. Which media is highly suitable for recruitment in your company? 19. How did you rate the friendliness of interviewer doing the recruitment? 20. What has the time gap between interview and after interview?

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New Delhi  Personnel & Human Resource Management P. BIBLIOGRAPHY  Human Resource & Personnel Management Aswathappa TATA McGraw-Hill Publishing Company Ltd.com JBIPGC 97 . Subba Rao Himalaya Publishing House. S.Mamoria.B.Gankar Himalaya Publishing House.RECRUITMENT & SELECTION PROCESS 8.V.. lancoindustries . Mumbai  Personnel Management C.com  www. Mumbai  www. lancoinfratech .

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