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Executive Summary

Recruitment is defined as, “a process to discover the sources of manpower to meet the requirements

of the staffing schedule and to employ effective measures for attracting that manpower in adequate

numbers to facilitate effective selection of an efficient workforce.”

This project was undertaken to study the “END TO END PROCESS OF RECRUITMENT” at Talent Corner HR Services, with the help of different sources of recruitment at various level.

The main objective of this project is to critically analyze the process of recruitment and to identify the probable area of improvement to make the recruitment process more effective

This project includes meaning and definition of recruitment. Need and purpose of recruitment. Evaluation of recruitment process, recruitment tips and sources of recruitment through which an organization gets a suitable application.

This project was undertaken under certain limitations as closure of the position was under turnaround time which would hamper the quality of the recruitment process.

The benefit of the study for the researcher is that it helped to gain knowledge and experience and also provided the opportunity to study and understand the prevalent recruitment procedures.

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Introduction to Company

Talent Corner HR Services Pvt. Ltd

Introduction to Company Talent Corner HR Services Pvt. Ltd Talent Corner H.R. Services Pvt. Ltd. brings

Talent Corner H.R. Services Pvt. Ltd. brings to you a unique business opportunity… An opportunity that helps you achieve financial freedom…an opportunity that lets you work alongside your present job…An opportunity that lets You call the shots…An opportunity to own „your very own business‟…

If you are looking to escape the confines of your boring cubicle, there's something definitely appealing about buying a "business in a box" that takes the mystery (and at least some of the risk) out of starting your own business.

Talent Corner understands this and hence we invite you to be our business partner and to reap rewards with us.

Talent Corner is a professional human resource organization providing innovative recruitment and training platforms for the corporate world. Incorporated in 2002, with a modest set-up of just three people, Talent Corner has now grown into one of India‟s leading HR management consultants with over 100 employees in 16 offices across the country; serving over 500 clients in diverse industries.

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Headquartered in Mumbai, we have branches in Andheri, Seawood, Kolkata, Hyderabad, Delhi, Pune, Ahemdabad, Meerut, Bhubaneswar and Nagpur.

Fact Sheet

Year of Establishment : 2002

Nature of Business Major Markets

: Innovative Recruitment & Training Platform : Indian Subcontinent, East Asia, Middle East and South East Asia

Contact Details

Contact details of headquarters

Talent Corner HR Services Pvt Ltd. (Registered & Corporate Office)

308,Swastik Disa Corporate Park L.B.S.Marg, Opp. Shreyas Cinema Landmark: Vodafone Showroom Ghatkopar (W) Mumbai- 400 086 Tel : 022- 42444002 (200 Lines) (For All) Contact: Mr Rashesh Doshi-9820522847 (For Clients Only) Email - rasheshdoshi@tcmail.co.in

Ms Komal Bhanushali-9967440629 Email komal.bhanushali@tcmail.co.in

Web Site:

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Company Profile

Vision

To grow beyond its horizon of goals and innovate continuously, in order to become a hallmark of a

dynamic organization, responding to its customers‟ needs. To make the recruitment process much

easier, faster and viable, in order to absorb fresh talent. To reduce the gap and upgrade relationships

between candidates and clients which represents one goal that we are trying to solve.

Mission

To offer integrated, best quality services enabling you to upgrade your activities with talented people according to your requests. To be a reliable and perform through values, compelling

relationships with candidates and clients.

Company Profile Vision To grow beyond its horizon of goals and innovate continuously, in order to

Among the many HR agencies in the country, we stand out due to our unique deliverance of services. The main reasons why our customers choose us over others are:

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High Quality Services

At Talent Corner, we offer you a 360 degree range of services that help you to meet all your needs from one partner. We aim to cater to every small or large requirement as far as possible. Further, our emphasis on training our own staff on a continuous basis enables us to ensure that you receive excellent services each time you need us

Diversified offers

Within several years, our offices try to offer the best in many sectors. And now, our teams are specialized in diversified sectors such as IT, Retail & Entertainment, Manufacturing & Engineering, Financial Services and Hospitality Industry. More and more, they extend their competences to attract companies in new sectors. Therefore, advertising and events agencies trust our values.

Speed and Efficiency

In a time-bound field of work, we often surprise our customers with our speed and efficiency of work. With our vast and ever-increasing database of suitable employees, we are able to offer our clients an effective turnaround time. Our well trained, experienced team members are specialized in talent hunt i.e. identifying and sourcing candidates from the corporate sector in India who are engaged in a similar job profile. Furthermore, our teams are trained to work longer and respect the time limit to get the best candidates on time, or sometimes much before your expectations.

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Trained Personnel for Personalized Services

To make every candidates of our feel valued, we begin from our own team of personnel. Training

and development of our team members is a vital part of our operations. As our customers, you enjoy the personal attention of an exclusive team of trained staff who is devoted solely to your

organization‟s operations. In turn, you derive maximum values from our services. We even

guarantee our performance by our compensatory clause in our contract if the sourcing is not up to

your expectations or within the specified time period.

Significant evolution

Every times, ours teams try to work much better with innovative tools and use the best techniques to train candidates. That is why our offices grew up phenomenally.

Synergy

Our different departments such as Business Development, Human Resources and Advertising work hand in hand, information must move in each department. Coordination must be controlled by our

managers at every time to reach better results.

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Executive Team

The executive team is composed by a large range of tasks coordinate by our managers. And every people in this team have a specific task linked to the Human resources profile. Being in the same structure, work hand in hand allows them to transfer all information directly. This is an efficient solution for us and for all of our partners. First, customers who want to recruit the right person for a specific profile. Second, candidates who want to find a right job according to his profile. Third, managers who have to report all information to our directors.

Recruitment

It consists on recruiting people according to the requests of our clients. Thanks to innovative tools, based on Internet. It allows them to find in few minutes the good résumé and then they suggest them

to the clients.

Training

With our experience, we have decided to offer a training service to candidates who need it: To

improve their chances to obtain a right job. In relation to their profile, we offer a large range of training Soft skill development, Marketing and sales, Communication and relationship management.

Business development

At present, we have built a good relationship with our clients and we wish to go on this way. We

also want to offer our view to new customers and show them that our teams are real professionals with a high quality services.

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Search Selection

Recruiters, crucial members of Talent Corner have specific role focusing on the search and selection activities. They have to filter the candidate as per the requirement of the clients. Specialized in recruiting personnel for companies in various industries. They work only on specific websites on

Internet: efficient tool which provides a quick research and high quality contents. It is also important that such recruiters operate within procedures previously approved and experienced.

  • - Understanding requirement: To check all of the important information that the client expect from the candidate.

  • - Preparing job description’s:

  • - Sourcing CV’s:

To search CV according to the requirement of the client with innovative tools on Internet such as

social network websites (orkut.com or monster.com and timesjob.com)

linked.com) and job seekers

websites (naukri.com,

  • - Head hunting:

This is a process for clients who require candidates who come from a particular company

  • - Conducting Telephonic Round of Interview:

To make a feedback about candidates to the clients before and after interview

  • - Scheduling candidates:

To schedule for each interview

  • - Follow-up: To make feedbacks and results with candidates and clients

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Campus Placement

The campus placement office usually coordinates the recruitment process. The recruitment season typically extends mid-October to mid-March. Economic and demographic tends to affect the job market. In a competitive environment, maintaining campus relations is crucial to the success of campus recruiting. To do this, TC builds up relationships with faculty, administrators, Career center staff and students.TC also managed the career fairs and interview. TC endows with the opportunity to graduate, post graduate and MBA candidates who are looking for an internship in a corporate for summer or in winter. Internship includes projects on various topics. You have the opportunity to put forward your profile and resume to our team, to know more please visit following link.

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Clients of Talent Corner

Talent Corner is working with a large types of companies, small and medium companies and firms with more than 150 people but also international organizations which have investments in India.

Clients of Talent Corner Talent Corner is working with a large types of companies, small and
Clients of Talent Corner Talent Corner is working with a large types of companies, small and
Clients of Talent Corner Talent Corner is working with a large types of companies, small and
Clients of Talent Corner Talent Corner is working with a large types of companies, small and
Clients of Talent Corner Talent Corner is working with a large types of companies, small and
Clients of Talent Corner Talent Corner is working with a large types of companies, small and
Clients of Talent Corner Talent Corner is working with a large types of companies, small and
Clients of Talent Corner Talent Corner is working with a large types of companies, small and
Clients of Talent Corner Talent Corner is working with a large types of companies, small and
Clients of Talent Corner Talent Corner is working with a large types of companies, small and
Clients of Talent Corner Talent Corner is working with a large types of companies, small and
Clients of Talent Corner Talent Corner is working with a large types of companies, small and
Clients of Talent Corner Talent Corner is working with a large types of companies, small and
Clients of Talent Corner Talent Corner is working with a large types of companies, small and
Clients of Talent Corner Talent Corner is working with a large types of companies, small and
Clients of Talent Corner Talent Corner is working with a large types of companies, small and
Clients of Talent Corner Talent Corner is working with a large types of companies, small and
Clients of Talent Corner Talent Corner is working with a large types of companies, small and
Clients of Talent Corner Talent Corner is working with a large types of companies, small and
Clients of Talent Corner Talent Corner is working with a large types of companies, small and
Clients of Talent Corner Talent Corner is working with a large types of companies, small and
Clients of Talent Corner Talent Corner is working with a large types of companies, small and
Clients of Talent Corner Talent Corner is working with a large types of companies, small and
Clients of Talent Corner Talent Corner is working with a large types of companies, small and
Clients of Talent Corner Talent Corner is working with a large types of companies, small and
Clients of Talent Corner Talent Corner is working with a large types of companies, small and
Clients of Talent Corner Talent Corner is working with a large types of companies, small and
Clients of Talent Corner Talent Corner is working with a large types of companies, small and
Clients of Talent Corner Talent Corner is working with a large types of companies, small and
Clients of Talent Corner Talent Corner is working with a large types of companies, small and

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Code & Ethics

This statement has been adopted to promote and maintain the highest standard of services to our different factors such as customers, candidates and partners. This declaration covers all of our principles of ethics, our values and behaviors expected of our employees. We promise to provide true principles:

Code & Ethics This statement has been adopted to promote and maintain the highest standard of

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Talent Corner Services

Talent Corner Services Development Business Recruitment Training -New Requirement -Billing - Requirement -Identifying Prospective -Marketing -Building
Talent Corner Services Development Business Recruitment Training -New Requirement -Billing - Requirement -Identifying Prospective -Marketing -Building
Talent Corner Services Development Business Recruitment Training -New Requirement -Billing - Requirement -Identifying Prospective -Marketing -Building
Development Business
Development
Business
Recruitment
Recruitment
Training
Training

-New Requirement -Billing

- Requirement -Identifying Prospective

-Marketing -Building Training

-Maintaining

candidates -Sourcing candidates

modules -Organizing training

Classes.

-Harmonious relationship with clients

-Scheduling interview

-Short listing candidates -Candidate relationship

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Business Development

3 kinds of customers:

  • - Prospects

  • - Existing customers

  • - Customers who stop the relationship with TC

Prospects:

  • - To enlarge our customer database

  • - Introduce our company and our services during a meeting

  • - To have new requirements

  • - To tap new companies and new sectors

  • - To make a report of each meeting

Existing customers:

  • - Generating New requirement: refresh our position

Customer who stop the relationship with TC

  • - Refreshing our position

  • - Understanding the problem

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Job Profile in Talent Corner HR Services:

  • Sourcing resumes through different job portals like Naukri, Monster, LinkedIn, Times Jobs, OLX & Quicker etc.

  • Based on the clients requirements screening the resumes and judging the Candidates to meet the particular requirement.

  • Initial phone screening of candidates to judge communications and background.

  • Short listing the candidates as per client‟s requirements and then scheduling up the interviews.

  • Regular follow up with the selected candidates to confirm their joining dates, ensuring the maximum of them are placed successfully with the respective organization

  • Maintaining and updating database of potential, prospective and rejected candidates

  • Constantly be in touch with the candidate until he/she joins.

  • Co-ordinate with other recruiters to work as a team.

  • Maintaining a database of candidates.

  • Handling end to end recruitments.

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Introduction Of the Study

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Objectives of the study:

The main objectives of the study at Talent Corner HR Service are as follows:

  • To understand and critically analyze the process of recruitment and its function.

  • To know the sources of recruitment at various levels and various jobs.

  • To identify the probable area of improvement to make recruitment procedure more effective.

  • To know the managerial satisfaction level (top, middle & lower) as well as to know the yield ratio.

  • To search or headhunt people whose, skill fits into the company‟s values

Scope of study:

  • Identify the potential candidates from the data pool based on the suitability with the positions aligning the potential candidature with the job descriptions.

  • The stipulated time for the project was insufficient to undergo and cover the entire project topic.

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Human Resource Management and Human Resource Development

Definition:

HRM is the process of managing people in organizations in a structured and thorough manner. This covers the fields of staffing (hiring people), retention of people, pay and perks setting and management, performance management, change management and taking care of exits from the company to round off the activities. This is the traditional definition of HRM which leads some experts to define it as a modern version of the Personnel Management function that was used earlier.

We have chosen the term “art and science” as HRM is both the art of managing people by

recourse to creative and innovative approaches; it is a science as well because of the precision and rigorous application of theory that is required.

Human Resource Development (HRD) means to develop available manpower through suitable methods such as training, promotions, transfers and opportunities for career development. HRD programs create a team of well-trained, efficient and capable managers and subordinates. Such team constitutes an important asset of an enterprise. One organization is different from another mainly because of the people (employees) working there in. According to Peter F. Drucker, "The prosperity, if not the survival of any business depends on the performance of its managers of tomorrow." The human resource should be nurtured and used for the benefit of the organization.

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Advantages / Importance of HR:

  • Meeting manpower needs: Every Organization needs adequate and properly qualified staff for the conduct of regular business activities. Imaginative HRP is needed in order to meet the growing and changing human resource needs of an organization.

  • Replacement of manpower: The existing manpower in an Organization is affected due to various reasons such as retirement and removal of employees and labour turnover. HRP is needed to estimate the shortfall in the manpower requirement and also for making suitable arrangements for the recruitment and appointment of new staff.

  • Meeting growing manpower needs: The expansion or modernization programme may be undertaken by the enterprise. Manpower planning is needed in order to forecast and meet additional manpower requirement due to expansion and growth needs through recruitment and suitable training programs.

  • Meeting challenges of technological environment: HRP is helpful in effective use of technological progress. To meet the challenge of new technology existing employees need to be retrained and new employees may be recruited.

  • Coping with change: HRP enables an enterprise to cope with changes in competitive forces, markets, products, and technology and government regulations. Such changes generate changes in job content, skill, number and type of personals.

  • Increasing investment in HR: An employee who picks up skills and abilities becomes a valuable resource because an organization makes investments in its manpower either through direct training or job assignments.

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  • Adjusting manpower requirements: A situation may develop in; an organization when there will be surplus staff in one department and shortage of staff in some other department. Transfers and promotions are made for meeting such situations.

  • Recruitment and selection of employees: HRP suggests the type of manpower required in an organization with necessary details. This facilitates recruitment and selection of suitable personnel for jobs in the Organization. Introduction of appropriate selection tests and procedures is also possible as per the manpower requirements.

  • Placement of manpower: HRP is needed as it facilitates placement of newly selected persons in different departments as per the qualifications and also as per the need of different departments. Surplus or shortage of manpower is avoided and this ensures optimum utilization of available manpower.

  • Training of manpower: HRP is helpful in selection and training activities. It ensures that adequate numbers of persons are trained to fill up the future vacancies in the Organization.

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HR - FUNCTIONS

Recruitment and Selection Process

Complete Recruitment life cycle

  • Levels of Companies

  • Technologies and Domineer

  • Portal Explanation

  • Explanation of Job Description and Analyzing of Requirement

  • Sourcing of Profiles from Portals

  • Screening of profiles as per the requirement

  • Calling the Candidates

  • Formatting of profiles and Tracker‟s Preparation

  • Maintenance of Database

Training and Development

  • Concept of Training and Development

  • Training Needs Identification Process

  • Designing Annual Training Plans

  • Training Execution

  • Designing Employee Development Initiatives

  • Designing Supervisory Development Programs

  • Designing Management Development Programs

  • What is Training ROI and how to Calculate

  • Introduction to Best Trainer Skills, Knowledge and Abilities

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Induction and Orientation

  • How to Design Induction Programs and Execution

  • How to Design on the Job Training Programs and Monitoring

  • How to evaluate effectiveness of Induction and on the Job Training Programs

  • Probation Confirmation and HR Role

Team Management Skills

  • Understanding What is a Team

  • Understanding Team Development Stages

  • What is your Team Membership Orientation

  • How to improve your effectiveness as Team Member

  • What is Team Leadership

    • Understanding my Orientation

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HR Recruitment: The Challenge

According to Edwin Flippo, "Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the Organization."

Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified applicants for the future human resources needs even though specific vacancies do not exist. Usually, the recruitment process starts when a manger initiates an employee requisition for a specific vacancy or an anticipated vacancy.

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 facilitate effective selection of an efficient working force.

Recruitment of candidates is the function preceding the selection, which helps create a pool of prospective employees for the organization so that the management can select the right candidate for the right job from this pool. The main objective of the recruitment process is to expedite the selection process.

Recruitment is almost central to any management process and failure in recruitment can create difficulties for any company including an adverse effect on its profitability and inappropriate levels of staffing or skills. Inadequate recruitment can lead to labor shortages, or problems in management decision making and the recruitment process could itself be improved by following management theories. The recruitment process could be improved in sophistication with Rodgers seven point plan, Munro-Frasers five-fold grading system, psychological tests, personal interviews, etc. Recommendations for specific and differentiated selection systems for different professions and

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specializations have been given. A new national selection system for psychiatrists, anesthetists and dental surgeons has been proposed within the UK health sector

Sources of Recruitment

The different sources of recruitment are classified into two categories, viz., Internal: sources of recruitment are from within the organization. External: sources of recruitment are from outside the organization.

specializations have been given. A new national selection system for psychiatrists, anesthetists and dental surgeons has

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Internal Sources of Recruitment

The internal sources of recruitment are:-

Promotions: Promotion means to give a higher position, status, salary and responsibility to the employee. So, the vacancy can be filled by promoting a suitable candidate from the same organization.

Transfers: Transfer means a change in the place of employment without any change in the position, status, salary and responsibility of the employee. So, the vacancy can be filled by transferring a suitable candidate from the same organization.

Internal Advertisements: Here, the vacancy is advertised within the organization. The existing employees are asked to apply for the vacancy. So, recruitment is done from within the organization.

Retired Managers: Sometimes, retired managers may be recalled for a short period. This is done when the organization cannot find a suitable candidate.

Recall from Long Leave: The organization may recall a manager who has gone on a long leave. This is done when the organization faces a problem which can only be solved by that particular manager. After he solves the problem, his leave is extended.

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Merits of Internal Sources

The benefits / advantages / merits of using internal sources of recruitment:-

  • It is time saving, economical, simple and reliable.

  • There is no need of induction training because the candidate already knows everything about the organization, the work, the employee, the rules and regulations, etc.

  • It motivates the employees of work hard in order to get higher jobs in the same organization.

  • It increases the morale of the employees and it improves the relations in the organization.

  • It reduce executive turnover.

  • It develops loyalty and a sense of responsibility.

Demerits of Internal Sources

The limitations / demerits of using internal sources of recruitment:-

  • It prevents new blood from entering the organization. New blood brings innovative ideas, fresh thinking and dynamism into the organization.

  • It has limited scope because it is not possible to fill up all types of vacancies from within the organization.

  • The position of the person who is promoted or transferred will be vacant.

  • There may be bias or partiality in promoting or transferring persons from within the organization.

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  • Those who are not promoted will be unhappy.

  • The right person may be promoted or transferred only if proper confidential reports of all employees are maintained. This involves a lot of time, money and energy.

External Sources of Recruitment

The external sources of recruitment are:-

Management Consultants: Management consultants are used for selecting higher-level staff. They act as a representative of the employer. They make all the necessary arrangements for recruitment and selection. In return for their services, they take a service charge or commission.

Public Advertisements: The Personnel department of a company advertises the vacancy in newspapers, the internet, etc. This advertisement gives information about the company, the job and the required qualities of the candidate. It invites applications from suitable candidates. This source is the most popular source of recruitment. This is because it gives a very wide choice. However, it is very costly and time consuming.

Campus Recruitment: The organization conducts interviews in the campuses of Management institutes and Engineering Colleges. Final year students, who're soon to get graduate, are interviewed. Suitable candidates are selected by the organization based on their academic record, communication skills, intelligence, etc. This source is used for recruiting qualified, trained but inexperienced candidates.

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Recommendations: The organization may also recruit candidates based on the recommendations received from existing managers or from sister companies.

Deputation Personnel: The organization may also recruit candidates who are sent on deputation by the Government or Financial institutions or by holding or subsidiary companies.

Merits of External Sources

The benefits / merits / advantages of using external sources of recruitment:-

  • It encourages young blood with new ideas to enter the organization.

  • It offers wide scope for selection. This is because a large number of suitable candidates will come for the selection process.

  • There are less chances of bias or partiality.

  • Here there is no need to maintain confidential records.

Demerits of External Sources

The demerits / limitations of using external sources of recruitment:-

  • It is very costly. This is because advertisements, test, medical examination etc., has to be conducted.

  • It is very time consuming. This is because the selection process is very lengthy.

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  • It may not develop loyalty among the existing managers.

  • The existing managers may leave the organization if outsiders are given higher post.

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One of the examples External sources of Public Advertisement is Employers log on to social networks for background check of new hires. LinkedIn's annual survey finds quality is of prime concern for recruiters

| Employer branding 10 CHANNELS TO COMMUNICATE EMPLOYER BRANDING MOBILE RECRUITMENT: Limited investment in mobile technology
| Employer branding
10
CHANNELS TO
COMMUNICATE EMPLOYER
BRANDING
MOBILE RECRUITMENT:
Limited investment in
mobile technology for
hiring
| Social professional
networks are
increasingly
impacting the
quality of hire
mobile
both a competitive
advantage & threat
| Data being used for
better branding and
hiring decisions
| Companies are
investing in hiring
internally to stop top
talent attrition
| Companies figuring
out mobile recruiting
terrain
Online professional networks such as
Source: LinkedIn Global Recruitment Trends 2013 survey
Increase / decrease
Change (%)
SOCIAL PROFESSIONAL NETWORKING SHAPING FUTURE RECRUITMENT
4
12
11
TOP 5 MOST IMPORTANT PLACES TO FIND QUALITY HIRES
-3
-3
20
-5
etc are among the fastest growing
LinkedIn, academy, Entrepreneur Connect,
Channels for promoting employer brands
RECRUITING LANDSCAPE
13% 87%ing
AT A GLANCE
5KEY TRENDS
11
adequately in adequately in
Will invest
not invest
mobile

This article is taken from Business Standards newspaper dated on 10 th July 2013.

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Need for Recruitment

The need for recruitment may be due to the following reasons / situations

  • Vacancies: due to promotions, transfers, retirement, termination, permanent disability, death and labor turnover.

  • Creation of new vacancies: due to growth, expansion and diversification of business activities of an enterprise.

  • In addition, new vacancies are possible due to job respecification.

The recruitment and selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the strategic advantage for the organizations. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. A general recruitment process is as follows:

Identifying the vacancy:

The recruitment process begins with the human resource department receiving requisitions for

recruitment from any department of the company. These contain:

• Posts to be filled • Number of persons • Duties to be performed • Qualifications required

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  • Preparing the job description and person specification.

  • Locating and developing the sources of required number and type of employees (Advertising etc).

  • Short-listing and identifying the prospective employee with required characteristics.

  • Arranging the interviews with the selected candidates.

  • Conducting the interview and decision making

The HR Role in Recruitment changed and HRM:

  • Decides about the design of the recruitment processes and to decide about the split of roles and responsibilities between Human Resources and Hiring Manager

  • Decides about the right profile of the candidate

  • Decides about the sources of candidates

  • Decides about the measures to be monitored to measure the success of the process

A traditional role of HR in Recruitment was an administrative part of the whole process. The HRM was responsible for maintaining the vacancies advertised and monitored, but the real impact of HRM to the performance of the whole recruitment process was minimal. But as the role of Human Resources in the business was increasing, the HR Strategy was changed. From making the process working to the real management of HR Processes and the Recruitment Process was the first to manage. The role of HR in Recruitment is very important as HRM is the function to work on the development of the recruitment process and to make the process very competitive on the market. As the job market gets more and more competitive, the clearly defined HR Role in Recruitment will be

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growing quickly. HRM is not a function to conduct all the interviews today, the main role of Human Resources is to make the recruitment process more attractive and competitive on the job market.

Scope of HR Recruitment:

  • HR jobs are one of most important tasks in any company or organization.

  • To structure the Recruitment policy of company for different categories of employees.

  • To analyses the recruitment policy of the organization.

  • To compare the Recruitment policy with general policy.

  • To provide a systematic recruitment process.

  • It extends to the whole Organization. It covers corporate office, sites and works appointments all over India.

  • It covers workers, Clerical Staff, Officers, Jr. Management, Middle Management and Senior Management cadres.

  • A recruitment agency provides you with career counseling which renders a crystal clear picture of what are the possible career options out there for you and which job option suits you the best.

Objective of HR

  • To obtain the number and quality of employees that can be selected in order to help the organization to achieve its goals and objectives.

  • Recruitment helps to create a pool of prospective employees for the organization so that the management can select the right candidate for the right job from this pool.

  • Recruitment acts as a link between the employers and the job seekers and ensures the placement of right candidate at the right place at the right time.

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  • Recruitment serves as the first step in fulfilling the needs of organizations for a competitive, motivated and flexible human resource that can help achieve its objectives.

  • The recruitment process exists as the organization hire new people, who are aligned with the expectations and they can fit into the organization quickly.

Advantage of Outsourcing Recruitment/Hiring of Consultancy

Traditionally, recruitment is seen as the cost incurring process in an organization. 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, time and money on the routine work. Outsourcing the recruitment process helps to cut the recruitment costs to 20 % and also provide economies of scale to the large sized organizations. The major advantages of outsourcing performance management are:

Cost Reduction
Cost Reduction
Focus Management Effort
Focus Management
Effort

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Result Qualitative/Quantitative Hiring of consultancy Time saving of Company
Result
Qualitative/Quantitative
Hiring of consultancy
Time saving of
Company

Outsourcing is beneficial for both the corporate organizations that use the outsourcing services as well as the consultancies that provide the service to the corporate. Apart from increasing their revenues, outsourcing provides business opportunities to the service providers, enhancing the skill set of the service providers and exposure to the different corporate experiences thereby increasing their expertise.

The advantages accruing to the corporate are:

  • Turning 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, hence, highly productive employees

  • Value creation, operational flexibility and competitive advantage

Therefore outsourcing helps both the organizations and the consultancies to grow and perform

better.

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Changing Role of Recruitment Intermediaries:

Recruitment consultancies, agencies or intermediaries are witnessing a boom in the demand of their services, both by the employers and the job seekers. With an already saturated job market, the recruitment intermediaries have gained a vital position acting as a link between the job seekers and the employers.

But at the same time, one of the major threats faced by this industry is the growing popularity of e- recruitment. With the changing demand, technologies and the penetration and increasing use of internet, the recruitment consultancies or the intermediaries are facing tough competition. To retain and maintain their position in the recruitment market, the recruitment intermediaries or consultants (as they are commonly known) are witnessing and incorporating various changes in terms of their role, functions and the services. According to a survey amongst top employers, most of them agree with the growing influence of technology and the Internet on the recruitment processes. 70 per cent of 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 fact 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 market, the

candidates, understanding of the requirements, and most importantly, the assess to the suitable and talented candidates and the structured recruitment processes. The recruitment intermediaries save the organizations from the tedious of weeding out unsuitable resumes, co-coordinating interviews, posting vacancies etc. give them an edge over the other sources of recruitment.

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To retain their position as the service providers in the recruitment market, the recruitment intermediaries are providing value 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.

Recruitment Management System

Recruitment management system is the comprehensive tool to manage the entire recruitment processes of an organization. It is one of the technological tools facilitated by the information management systems to the HR of organizations. Just like performance management, payroll and other systems, Recruitment management system helps to contour the recruitment processes and effectively managing the ROI on recruitment. The features, functions and major benefits of the recruitment management system are 4explained below:

  • Structure and systematically organize the entire recruitment processes.

  • Recruitment management system facilitates faster, unbiased, accurate and reliable processing of applications from various applications.

  • Helps to reduce the time-per-hire and cost-per-hire.

  • Recruitment management system helps to incorporate and integrate the various links like the application system on the official website of the company, the unsolicited applications, outsourcing recruitment, the final decision making to the main recruitment process.

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  • Recruitment management system maintains an automated active database of the applicants facilitating the talent management and increasing the efficiency of the recruitment processes.

  • Recruitment management system provides and a flexible, automated and interactive interface between the online application system, the recruitment department of the company and the job seeker.

  • Offers tolls and support to enhance productivity, solutions and optimizing the recruitment processes to ensure improved ROI.

  • Recruitment management system helps to communicate and create healthy relationships with the candidates through the entire recruitment process.

  • 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.

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HR Recruitment Process

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The Process Of Recruitment

The Process Of Recruitment 39 | P a g e

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  • 1. Client need assessment

    • Define objectives and specifications

    • Understand client's business and culture

    • Understand the job/position specifications

    • Understand roles and responsibilities of the prospective candidate

    • Develop a search plan and review with the client

  • 2. Candidate Identification

    • Identify target sources

    • Extensive organization mapping, research & database search of the profile

    • Provide status report to client about the available talent pool

  • 3. Candidate assessment and Presentation

    • Screen and evaluate candidates

    • Personal Interviews with Candidates wherever possible - assess skills, interest level and cultural fit

    • Discuss the shortlist with the client and send resumes

  • 4. Candidate interview, selection & Presentation of Offer

    • Facilitate interviews with the client

    • Obtain feedback

    • Participate in decision making process

    • Provide inputs on candidate's desired compensation

  • 5. Closure & Follow up

    • Negotiate offer acceptance

    • Execute Reference check, Compensation & Job Level Discussions

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    • Coordinate Joining Formalities and on boarding as per predefined date

    • Closing review to understand client's level of satisfaction.

    HR Telephonic Interview Questions:

    • Tell me about yourself?

    • Tell me about your job profile?

    • How much current CTC, you‟re getting in current organization?

    • How much you‟re expecting form new organization?

    • How the notice period you required if you are selected?

    • Why did you want to resign from your previous job?

    HR Challenges in Recruitment

    Recruitment is a function that requires business perspective, expertise, ability to find and match the best potential candidate for the organization, diplomacy, marketing skills (as to sell the position to the candidate) and wisdom to align the recruitment processes for the benefit of the organization. The HR professionals handling the recruitment function of the organization- are constantly facing new challenges. The biggest challenge for such professionals is to source or recruit the best people or potential candidate for the organization.

    In the last few years, the job market has undergone some fundamental changes in terms of technologies, sources of recruitment, competition in the market etc. In an already saturated job market, 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. They have to face and conquer various challenges to find the best candidates for their organizations.

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    The major challenges faced by the HR in recruitment are:

    • Adaptability to globalization The HR professionals are expected and required to keep in tune with the changing times, i.e. the changes taking place across the globe. HR should maintain the timeliness of the process

    • Lack of motivation Recruitment is considered to be a thankless job. Even if the organization is achieving results, HR department or professionals are not thanked for recruiting the right employees and performers.

    • Process analysis The immediacy and speed of the recruitment process are the main concerns of the HR in recruitment. The process should be flexible, adaptive and responsive to the immediate requirements. The recruitment process should also be cost effective.

    • Strategic prioritization The emerging new systems are both an opportunity as well as a challenge for the HR professionals. Therefore, reviewing staffing needs and prioritizing the tasks to meet the changes in the market has become a challenge for the recruitment professionals.

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    Research Methodology

    RESEARCH is a „careful investigation or inquiry especially through search for new facts in any branch of knowledge‟.

    METHODOLOGY OF STUDY:

    The project is a systematic presentation consisting of the enunciated problem, formulated hypothesis, collected facts of data, analyzed facts and proposed conclusions in form of recommendations. The data has been collected from both primary and secondary sources:

    Primary Data: I started my work with developing the data pool of the organization through various online & other job portals.

    Subsequently based on the job description & application a profile matching exercise was conducted with existing resources like standards, job description & other criteria followed by the organization.

    Once I got relevant exposure in recruitment department, I was actively involved in the process which gave me a real exposure & learning at Talent Corner.

    Secondary Data:

    Data was collected from web sites, newspapers, going through the records of the organization, etc.

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    Limitation of the study:

    The study is subjected to the following limitations

    • The study is based on the data provided by the company.

    • Closure of the positions with the short span of time hampers the quality of the recruitment process.

    • In some cases data is collected from the companies past records.

    • Most of the time the employees were not involved at the time of decision making, if the management involves them, it can act as a tool of motivation to the employee.

    • The stipulated time for the project was insufficient to undergo and cover the entire project topic.

    • The resources provided by the company were insufficient which would delay the closure of the position.

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    DATA ANALYSIS

    Functional Area of Recruitment Specialization Talent Corner HR Services deals with all ―IT‖ & ―Non IT requirements‖ & below mentioned is some of the Functional area of recruitment where Talent Corner HR Services is specialized:

    • N.B Shah Associates (Vidhyavihar) CA Firm: Jr.Accountant.

    • Hotel Royal Fort (Karnataka Bellary) - Housekeeping Supervisor,

    Housekeeping Boys,

    Waiters (Male, Female),

    Lady Receptionist.

    • Infratech (Worli) Office Assistant,

    Medical Representative (Western Suburbs).

    • OEC (Mumbai & Pune) -Sales Executives (Junior & Senior Level).

    • MX Media Magazine Company (Andheri Versova Link Road) Journalist (Male),

    -Editorial

    Assistant

    (Female).

    • Talent Corner HR Services (Dombivili) - HR Trainees.

    • Credence Integrated (Powai) - Business Development Executive.

    • OM Associates Real Estate (Thane Ghodbunder Road) - Sales Executives.

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    • Adlabs Imagica Entertainment (Khopoli) Assistant Manager Grievance,

    Senior Executive.

    • Life Style Holiday (Chruchgate) Marketing Manager.

    • Ras Resort (Tardeo) Executive Chief, Food & Beverage Managers.

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    How does recruiters/consultant get paid?

    A recruitment consultant primarily acts from a position of self interest. Their job is to generate revenue by making sales. Sales mean selling their service, their ability to find the right candidate, to prospective employers. In effect they are selling you. This means they will be eager to champion you, their product, to the employer, likewise they will be keen to ensure that you will accept the position if offered.

    Exactly how a recruitment consultant is paid depends on whether it is a permanent or contract position. Generally for a permanent placement the company receives a proportion of your salary, or a set fee agreed with the employer. The more you earn the more they stand to make. Knowing this should ease any concerns you have; in this you are both on the same side. For a contract the consultant will receive a margin of your rate.

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    Requirements I worked on in Talent Corner HR Services:

    • N.B Shah Associates (Vidhyavihar) CA Firm: Jr.Accountant.

    • Hotel Royal Fort (Karnataka Bellary) - Housekeeping Supervisor,

    Housekeeping Boys,

    Waiters (Male, Female),

    Lady Receptionist.

    • Infratech (Worli) Office Assistant,

    Medical Representative (Western Suburbs).

    • OEC (Mumbai & Pune) -Sales Executives (Junior & Senior Level).

    • MX Media Magazine Company (Andheri Versova Link Road) Journalist (Male),

    Editorial Assistant (Female).

    • Talent Corner HR Services (Dombivili) - HR Trainees.

    • Credence Integrated (Powai) - Business Development Executive.

    • OM Associates Real Estate (Thane Ghodbunder Road) - Sales Executives.

    • Adlabs Imagica Entertainment (Khopoli) Assistant Manager Grievance,

    Senior Executive.

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    WEBMAIL:

    Every employee at Talent Corner accesses their mails through webmail. Employees at Talent Corner are provided with their personal webmail email address and password. They can receive and send mails to the applicants and their senior executive through webmail.

    This can individually help an employee to keep the privacy for the requirement he/she is working on.

    WEBMAIL: Every employee at Talent Corner accesses their mails through webmail. Employees at Talent Corner are

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    Recruitment Email sent to candidate regarding the same

    Hi Candidate,

    Please find below the JD for the new opening.

    Position: -

    Senior Executive / Assistant Manager Grievance

    Department: -

    Marketing

    Location: -

    Khopoli

    Salary: -

    250000.00/- 300000.00/-

    URL Site:- http://park.adlabsimagica.com

    Job Responsibilities

    Investigates customer grievances and complaints by gathering supporting information from

    internal departments Responds to and close cases within designated regulatory time requirements as identified by

    case types. Provides internal and external customer service

    Maintain MIS reports and performs trend analysis as required

    Ensure regulatory inquiries and complaints are handled within established timeframes and

    tracked for reporting. TAT query resolution

    Implementations and performances of processes.

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    Experience

    Excellent communication skills

    Relevant Experience

    Excellent trouble shooting abilities

    Should be a quick learner and thinker and be able to come up with solutions to client

    KRA

    problems instantly.

    Coordinating with internal and external departments Generating MIS reports and Maintenance

    Implementation and performance of processes.

    If your friends are also interested then ask them to contact on this mail ID.

    Please mention:
    Please mention:
     
    • Current CTC

     
     
     
    • Expected CTC

     
     
    • Notice Period.

     

    Thanks and Regards, XYZ

    Talent Corner HR Services.

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    TALENT CORNER HR SERVICES PVT. LTD. BY: DIRECT LINE NO: RESUME SOURCED CLIENTELE FORMAT: This israshesh.doshi@tcmail.co.in , 022- 45644019/9824457687 52 | P a g e " id="pdf-obj-51-3" src="pdf-obj-51-3.jpg">

    TALENT CORNER HR SERVICES PVT. LTD.

    BY:

    DIRECT LINE NO:

    RESUME SOURCED

    CLIENTELE FORMAT: This is a clientele format which every employee of Talent Corner HR

    Services has to follow. When an employee receives an updated profile of an applicant matching to the job description, he has to source the resume to the company HR by deleting all the personal information from

    the resume.

    CORPORATE OFFICE: 308, Swastik Disa Corporate Park, L.B. S. Marg, Ghatkopar East, Mumbai- 400086. BRANCH OFFICES: Delhi | Vasai | Mulund| Cochin| Dewas Managing Director: Mr. Rashesh Doshi, Email : rashesh.doshi@tcmail.co.in, 022-

    TALENT CORNER HR SERVICES PVT. LTD. BY: DIRECT LINE NO: RESUME SOURCED CLIENTELE FORMAT: This israshesh.doshi@tcmail.co.in , 022- 45644019/9824457687 52 | P a g e " id="pdf-obj-51-28" src="pdf-obj-51-28.jpg">

    45644019/9824457687

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    FINDING FROM THE STUDY

    The data collected and analyzed through primary data has proven that Talent Corner HR Services has done a remarkable job in its human resource development process.

    • The organization gives encouragement in career planning for every employee.

    • There is an open door policy at Talent Corner HR Services‖.

    • The company posses skilled employees who can give good results to the clients in the form of closure.

    • The management is giving individual attention on each and every employee for their betterment and to enhance their performance.

    • Recruitment is fair at ―Talent Corner HR Services‖.

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    RECOMMENDATIONS & SUGGESTIONS

    • The recruitment process should not be lengthy.

    • To some extent a clear picture of the required candidate should be made in order to search for appropriate candidates.

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

    • Create awareness about client‟s requirement among the employees by maintaining high level of motivation and focus.

    • More attention is to be paid on the feedback as it gives necessary inputs for the improvements in the future.

    • Provide training to the employees so that they will get better knowledge, skills, Morale and attitude.

    • There should be a performance review of every employee.

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    CONCLUSIONS

    Effective recruitment process can give an organization a competitive edge over its competitors by saving both time and cost. The human element of organization is most crucial asset of an organization.

    The essence of recruitment can be summed up as” the philosophy of attracting as many applicants as possible for given job”. These days however the emphasis is on aligning the organization objectives with that of the individual‟s. After all, a satisfied workforce which also ensures that an organization has credible and reliable performance.

    The end result of the recruitment process is essentially a pool of applicants. Next to recruitment, the logical step in the HR process is the selection of qualified and competent people. As such, the process concentrates on differentiating between applicants in order to identify and hire those

    individuals whose abilities are consistent with the organization‟s requirement.

    In the end, this project endeavors to present a comprehensive picture of recruitment and hopes to enable the reader to appreciate the various intricacies involved.

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    BIBLIOGRAPHY:-

    • Human Resource Management: K. Ashwathappa.

    • Human Resource Management: V.S.P.Rao.

    • Human Resource Management: Garry Desseler.

    • Human Resource Management: Robert I. Mathis & John H. Jackson.

    Article from Business Standard Newspaper dated on 10 th July 2013

    WEBLIOGRAPHY:-

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