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According to Edwin B. Flipper, DzRecruitment in the process of searching the
candidates for employment and stimulating them to apply for jobs in the
organizationdz. Recruitment is the activity that links the employers and the job
seekers. A few definitions of recruitment are:
Ëm A process of finding and attracting capable applicants for employment. The
process begins when new recruits are sought and ends when their
applications are submitted. The result is a pool of applications from which
new employees are selected.

Ëm pt 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.
Ëm Recruitment of candidates in 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 a continuous for the future human resources needs even
though specific vacancies do not exist. Usually, the recruitment process starts
when a manager initiates an employee requisition for a specific Vacancy or an
anticipated vacancy.

RECRUpTMENT NEEDS ARE OF THREE TYPES


m PLANNED

The needs arising form changes in organization and retirement policy.


m ANTpCpPATED
Anticipated needs are those movements in personnel, which an organization can
predict by studying trends in internal and external environment.
m UNEXPECTED

Resignation, deaths, accidents, illness give rise to unexpected.


  
Both recruitment and selection are the two phases of the employment process.
The differences between the two are:
1. Recruitment is the process of searching the candidates for employment and
stimulating them to apply for jobs in the organization whereas selection involves
the series of steps by which the candidates are screened for choosing the most
suitable persons for vacant posts.
2. The basic purpose of recruitments is to create a talent pool of candidates to
enable the selection of best candidates for the organization, by attracting more and
more employees to apply in the organization whereas the basic of selection
process is to choose the right candidate to fill various positions in the organization.
3. Recruitment is a positive process i.e. encouraging more employees to apply
whereas selection is a negative process as it involves rejection of the unsuitable
candidates.
4. Recruitment is concerned with tapping the sources of human resources whereas
selection is concerned with selecting the most suitable candidate through various
interview and tests.
5. There is no contract of recruitment established in recruitment whereas
selection results in contract of service between the employer and the selected
employee.
m Attract and encourage more and more candidates to apply in the
organization.
m Create a talent pool of candidates to enable the selection of best candidates
for the organization.
m Determine present and future requirements of the organization in
conjunction with its personnel planning and job analysis activities.
m Recruitment in the process which links the employees with the employees.
m pncrease the pool of job candidates at minimum cost.
m Help increase the success rate of selection process by decreasing number of
visibly under qualified or overqualified job applicants.
m Help reduce the probability that job applicants once recruited and selected
will leave the organization only after a short period of time.
m Meet the organizations legal and social obligations the composition of its
workforce.
m Begin identifying and preparing potential job applicants who be appropriate
candidates.
m pncrease organization and individual effectiveness of various recruiting
techniques and sources for all types of job applicants.

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The recruitment function of the organizations is affected and governed by na mix of


various internal and external forces. The internal forces of factors are the factors
that can be controlled by the organization. And the external factors are those factors
which cannot be controlled by the organization. The internal and external forces
affecting recruitment function of an organization are:


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pn todayǯs rapidly changing business environment, a will defined recruitment policy
is necessary for organizations to respond to its human resource requirement in
time. Therefore, it is important to have a clear and concise recruitment policy in
place, which can be executed effectively to recruit the talent pool for the selection of
the right candidate at the right place quickly. Creating a suitable recruitment policy
is the first step in the efficient hiring process. A clear and concise recruitment policy
helps ensure a sound recruitment process. pt specifies the objectives of recruitment
programme. pt may involve organizational system to be developed for pmplementing
recruitment and procedures by filling up vacancies for implementing recruitment
programmers with best qualified people.
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Recruitment management system is the comprehensive tool to manage the entire
recruitment processes of an organization. pt is one of the technological tools
facilitated by the information management system to the HR of organizations. Just
like performance management system helps to contour the recruitment processes
and effectively managing the ROL on recruitment.
The features, functions and major benefits of the recruitment management system
are explained below:
Rm Structure and systematically organize the recruitment processes.
Rm Recruitment management system facilitates faster, unbiased, accurate and
reliable processing of applications from various applications.
Rm Helps to reduce the time-per-hire and cost-per-hire.
Rm Recruitment management system helps to incorporate and integrate the
various links like the application system on the official website of the
company, the unsolicited applications, outsourcing recruitment, the final
decision marking to the main recruitment process.
Rm Recruitment management system maintains an automated active database of
the applicants facilitating the talent management and increasing the
efficiency of the recruitment processes.
Rm 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.
Rm Offers tolls and support to enhance productivity, solutions and optimizing the
recruitment processes to ensure improved ROp

Recruitment management system helps to communicate and create healthy


relationship with the candidates through the entire recruitment process
The recruitment management system (RMS) is an innovative information
system tool which helps to same time and costs of the recruiters and improving the
recruitment processes.

 
 
Recruitment of the most crucial roles of the human resource professionals. The level
of performance of and organization depends on the effectiveness of its recruitment
function. Organizations have developed to follow recruitment strategies to hire the
best talent for their organization and to utilize their resources optimally. A
successful recruitment strategy should be well planned and practical to attract more
and good talent to apply in the organization.
For formulating an effective and successful recruitment strategy, the strategy
should cover the following element:
-./ pdentifying and prioritizing jobs requirements keep arising at various levels
in every origination: it is amount a never Ȃ ending process. pt is impossible to fill all
the positions immediately. Therefore, there is a need to identify the positions
requiring immediate attention and action. To maintain the quality of the
recruitment activities, it is useful to prioritize the vacancies whether to focus on all
vacancies equally or focusing on key jobs first.
(2) Candidates to target the recruitment process can be effective only if the
organization completely understands the requirements of the type of candidates
that are required and will be beneficial for the organization. This covers the
following parameters as well:
A. performance level required: Different strategies are required for focusing on
hiring high performers and average performers.
b. Experience level required: the strategy should be clear as to what is the
experience level required by the organization. The candidateǯs experience can range
from being a fresher to experienced senior professionals.
C. Category of the candidate: the strategy should clearly define the target
candidate. He/She can be from the same industry, different industry, unemployed,
top performers of the industry etc.
(3)Sources of recruitment the strategy should define various sources (external and
internal) or recruitment.Which are the sources to be used and focused for the
recruitment purposes for various positions. Employee referrer is one of the most
effective source of recruitment.
(4) Trained recruiters the recruitment professionals conducting the interviews and
the other recruitment activities should be well trained and experienced conducting
the activities. They should also be aware of the major parameters and skills (e.g.:
behavioral, technical, etc) to focus while interview and selecting a candidate.
(5) How to evaluate the candidates the various parameters and the ways to judge
them i.e the entire recruitment process should be planned in advance. Like the
rounds of technical interviews, HR interviews, return tests, psychometric tests, etc.

HR Challenges in Recruitment
Recruitment is a function that requires business perspective, expertise, ability to
find and match the best potential candidate for the organization, diplomacy,
marketing skills (has to sell the position to the candidates) and wisdom to align the
recruitment process for the benefit of the organization. The HR professional
handling the recruitment function of the organization are constantly facing new
challenges. The biggest challenge for such professionals is to source or recruite the
best people or potential candidates for the organization.
pn the last few years, the job market has undergone some fundamental
changes in terms of technology, sources of recruitment, competition in the market,
etc. in an already saturated job market, where the practices like poaching and
raiding or gaining momentum, HR professionals are constantly facing new
challenges in one of their most important function recruitment they have to face and
conquer various challenges to find the best candidates for the organizations.
The major challenges faced by the HR recruitment are:
m Adaptability to globalization Ȃthe HR professionals are expected and
required to keep in tune with the changing times, i.e. the changes taking place
across the globe HR should maintain the timeline of the process
m Lack of motivation Ȃ 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
m Process analysis Ȃ the immediacy and speed of the recruitment process are
the main concerns of the HR recruitment. The process should be flexible,
adaptive and responsive to the immediate requirements. The recruitment
process should also be cost effective
m Strategic prioritization Ȃ the emerging new systems are both an opportunity
as well as a challenge for the HR professionals. Therefore, reviewing staffing
needs and prioritizing tasks to meet the changes in the market has become a
challenge for the recruitment professionals.

ORGANpSATpON ANALYSpS AND NEEDS ASSESMENT

We meet together in order to gain a clear understanding of your company and your
business Ȃ history, organization, development strategy, culture, management style,
as well as the open position to be recruited for ǥ
This step is essential to enable us to jointly determine rules ,
Responsibilities, profiles and qualities of the successful candidate.
When necessary, we also meet with / discuss with relevant managers and
colleagues the candidate will work together with it.
The better we understand the human and organizational context, the more efficient
we will be in finding, evaluating and putting forward the right candidates.
Throughout the recruitment assignment, we will keep you regularly updated
through return and / or verbal reports, including O/s of identified candidates.
pt is very important to have timely and concise feed back to enable us to refine our
search even further; it is equally important that we are kept up to date with any few
decisions or company changes that could have an impact upon ourselves for
appropriate candidates.

SEARCH FOR CANDpDATES


The two main search methods are
(1) Head hunting:-
a) We jointly establish a list of target companies within there is a high probability of
finding the candidate profile to be recruited. This is followed by the identification of
relevant candidates within each of these companies.
B) We source candidates through our established network of contacts within the
industry. Our specializations in the telephone and pnternet sectors enables us to
identify candidates in a quick and efficient manner.
c) Advertising:-
Either through press ads or advertising on selected pnternet sites. pn each case, We
will prepare the ad text, and propose a relevant media plan, both of which are
submitted to your approval.
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Candidates who have passed our initial selection process are invited for to face in-
depth interviews with our consultants.
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a written assessment of each candidate that we fell has profile and experience to
succeed in the position will be presented you.
The evaluation will take into account not only the suitability of the candidateǯs
experience and skills required for the job, but also his/her motivation and career
aspirations, as well as his/her ability to integrate effectively into his/her future
work team and your organization in general.
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Short-listed candidates are interviewed by relevant parties within your company
involved in the decision Ȃ making process, should you require, we will be happy to
organize these interviews; we contact the candidates for their feedback, and to
reconfirm their motivations.
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Once you have taken your decision to hire a candidate, we will take references
(whenever possible) from former employers or other preference.
s±s1pp p 
Following Your Decision to hire a candidate, we stay in regular contact with him/her
until their start date. Throughout the probation period, we continue to in regular
contact with both your selves and then newly hired candidate to ensure his/her
successful integration.
pp'
We work on an exclusive retainer Formal acceptance of our terms and a condition
implies that the assignment is exclusive toes. Therefore any applications made
direct to your company, including
Those from internal application will be forwarded to us.
These will be treated by our company on the same basis as all other applications.
 
Clementine pnternational commits to put at your disposal all necessary means to
replace a candidate that leaves the company within his/her probation period,
whatever the reasons for this departure.
This guarantee is applied only at our clientǯs request and on the condition that the
position and profile initially defend remains unchanged.

 
 
How we recruit: -
We conform to a recruitment process that fairly evaluates all and that is managed
with the aid of a sophisticated applicant tracking system. We believe our system
makes it easier for people to apple for vacancies and for our recruiters to process
applications as quickly and as fairly as possible.
All our vacancies are published on our careers website and occasionally in the
press, allowing applicants to apply directly to FNB.FNB has relationships with a
number of recruitment agencies that are able to present their candidates through
special technology provided for them. Suitable candidates may also be sourced
through relevant academic, professional and vocations institutions. As a rule, FNB
careers will not consider applications for positions sent to us by fax, email or
through the postal service

 
  +
On our Careers site, you will find search tools that you may use to search for
positions that match your needs. All the available positions that match your search
criteria are displayed in a table that highlights positions that needs to be filled
urgently or that are nearing their advertisement expiry date. You may click on the
position title to see the detailed position description.
Applying for a position, if you see a vacancy that you are interested in please use our
system to apply for the vacancy, simply follow the instructions displayed on the
screed. We have tried to structure the application process is such a way that the
entire application process should not take more than a few minutes of your time.
You will normally be asked to complete a page with personal information, attach a
CV and a covering. You may sometimes also be asked to complete a questionnaire
specific to the position of your choice. Should you decide to supply any personal
information that is not mandatory, this information will not be used to evaluate
your application.
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We will select candidates to interview against the stated criteria for each position. pf
you are not selected for an interview, we will inform you as soon as possible. pn
some cases we will ask if we may keep your details on our system. We will normally
contact you by email or telephone to arrange an appointment for an interview.
When we invite you for interview, we will let you know what the format of the
interview will be. pf you are successful, you may be invited to attend a second
interview, or some additional evaluation procedures, depending on the position as
well as the requirements of the particular business unit.
s! #+%
Our communication processes are automated, which means that there are no needs
to contact out recruiters to check on the status of your application. Once you have
applied for a position, our recruitment system will create a My page space on our
Careers website which you may access at any time to check progress with your
application. You will also receive emails fro0m us that will keep you up to date with
the latest news about the position.

+%
All our offers for employment are subject to satisfactory references (including
credit, qualification and criminal checks) as well as a clearance from the South
African banking register of employee dishonesty system (Reds) pndex.
 +%
Our recruitment processes may change depending on the requirement of a
particular business unit or vacant position.
The recruitment and selection is the major function of the human resource
department and recruitment process is the first step towards creating the
competitive strength and the strategic advantage for the organizations. Recruitment
process involves a systematic procedure from sourcing the candidates to arranging
and conducting the interviews and requires many resources and time. A general
recruitment process is as follows:
pdentifying the vacancy:
The recruitment process begins with the human resource department receiving
requisitions for recruitment from any department of the company. These contain:
Rm Posts to be filled
Rm Number of persons
Rm Duties to be performed
Rm üualifications required
Rm Preparing the job description and person specification.
Rm Locating and developing the sources if required number and type of
employees (Advertising etc)
Rm Short-listing and identifying the prospective employee with required
characteristics.
Rm Arranging the interviews with the selected candidates.
Rm Conducting the interview and decision marking

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1. pdentify vacancy
2. Prepare job description and person specification
3. Advertising the vacancy
4. Managing the response
5. Arrange interviews
6. Conducting interview and decision marking
m
The recruitment process is immediately followed by the selection i.e. the final
interviews and the decision marking, conveying the decision and the appointment
formalities.
p 
 
 $  +%
Such sites have two main features: job boards and a resume/curriculum vitae (CV)
database. Job boards allow member companies to post job vacancies. Alternatively,
candidates can upload a resume to be included in searches by member companies.
Candidates can upload a resume to be included in searches by member companies.
Fees are charged for job postings and access to search resumes. Since the late 1990s,
the recruitment website has evolved to encompass end-to-end recruitment. Website
captures candidate details and then pools them in client accessed candidate
management interfaces (also online). Key players in this sector provide e-
recruitment software and services to organizations of all sizes and within numerous
industry sectors, who want to e-enable entirely ort partly their recruitment process
in order to improve business performance.
The online software provided by those who specialize in online recruitment helps
organizations attract, test, recruit, employ and retain quality staff with a minimal
amount of administration. Online recurrent websites can be very helpful to find
candidates that ate very actively looking for work and post their resumes online, but
they will not attract the Dzpassivedz candidates who might respond favorably to an
opportunity that is resented to them through other means. Also, some candidates
who are actively looking to change jobs are hesitant to put their resumes on the job
boards, for fear that their current companies, co-workers, customers or other might
see their resumes.

2
 +%
The emergence of vertical search engines, allow job-seekers to search across
multiple website. Some of these new search engines index and list the
advertisements of traditional job boards. These sites tend to aim for providing a
Dzone-stop shopdz for job-seekers. However, there are many other job search engines
which index pages solely from employersǯ website, choosing to bypass traditional
job boards entirely. These vertical search engines allow job-seekers to find new
positions that may not be advertised on traditional job boards, and online
recruitment websites.
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After identifying the source of human resources, searching for prospective
employees and stimulating them to apply for jobs in an organisation, the
management has to perform the function of selecting the right employees at the
right time .The oblivious guiding policy in section is the intention to choose the best
qualified and suitable job candidate job for each unfilled job. The objective of the
selection decision is to choose the individual who can most successfully perform the
job from the pool of qualified candidates.
  
 !

The selection process can be successful if the following requirements are satisfied:
1. Some one should have the authority to select. This authority comes from the
employment requisition, as developed by an analysis of the work load and work
force.
2. There must be some standard of personnel with which a prospective employee
may be compared, i.e. a comprehensive job description and job specification should
be available beforehand.
3. There must be a sufficient number of applicants from whom the required
number of employees may be selected.
     
 
Selection of personnel to man to organization is a crucial, complex and continue
function. The ability of an organization to attain its goals effectively and to develop
in a dynamic environment largely depends upon the effectiveness of its selection
programme. pf right personnel are selected, the remaining functions of personnel
management become easier, the employee contribution and commitment will be at
optimum level and employee relations will be consumption. pf the right person is
selected, he is a valuable asset to the organization and is faulty selection is made.
The employee will become a liability to the organization.
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The goal of selection is to short out or eliminate those judged unqualified to meet
the job and organization requirements, where as the goal of recruitment is to create
a large cool of persons available and willing to work. Thus, it is said that recruitment
tends to be positive while selection tends to be some what negative.
A number of factors affect the selection decisions of candidates. The
important among them are:
(i) Profile matching.
(ii) Organizational and social environment.
(iii) Successive hurdles.
(iv)Multiple correlations.
(i) Profile matching: Tentative decision regarding the selection of candidates (who
are known) is taken in advance. The scores secured by these known candidates in
various tests are taken as a standard to decide the success or failure of other
candidates at each stage. Normally the decisions about the known candidates is
taken at interview stage. Possible care is also taken to match the candidatesǯ bio
data with the jobs specifications.
(ii) 
     ! &
 + some candidates, who are eminently
suitable for the job, may fail as successful employees due to varying organization
and social environment. Hence candidatesǯ specifications must match with not only
job specifications but also with organizational social environmental requirements.
(iii)   & 
!+ pn this method hurdles are created at every stage of
selection process therefore, applicants must successfully pass each and every
screening device in case of successive hurdles as shown in figure 5.1
(iv) Multiple correlations: Multiple correlations is based on the assumptions that a
deficiency in one factor can be counter balanced by an excess amount of another. A
candidate is routed through all the selection steps before a decision is made. The
composite test score index is taken into accounting the selection tests. Hence, for
broader line cases multiple correlation method is useful and for other successive
hurdles method is useful.
 
 !

There is no standard selection process that can be followed by all the companies in
all the areas. Companies may follow different selection techniques or methods
depending upon the size of company, nature of the business, kind and number of
persons to be employed, government regulation to be followed etc. Thus, each
company may follow anyone or the possible combinations of methods of selection in
the order convenient or suitable to it. Following are the selection methods generally
followed by the companies.
Selection procedure employs
several methods of collecting information about the candidate's qualifications,
experience, physical and mental ability, nature and behavior, knowledge, aptitude
and the like for judging whether a given applicant is or is not suitable for the job.
Therefore, the selection procedure is not a single act but is essentially a series of
methods or stages by which different types of information can be secured through
various selection techniques. At each step, facts may come to light which are useful
for comparison with the job requirement and employee specifications.
94: 2 Analysis. (2) Recruitment. (3) Application Form. (4) Written Examination.
(5) Preliminary pnterview. (6) Business Games. (7) Tests. (8) Final pnterview. (9) Medical
Examination (10) Reference Checks. (11) Line Managerǯs Decision. (12) Employment.



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1. Approval from Man-Power for the recruitment of the vacancies.
2. Process is done in the following two ways.
ùm pnternal source
ùm External source
3. As per presidential directives only categorized, i.e., Roster
4. pssue of notification, done in two ways:-
1p pspp 
Publications done through advertising, i.e., Newspapers
' ° 
The vacancies are sent to employment exchange for the desired candidates.
The list of finalized candidates is sent to the recruitment cell in the ratio 1:20.
5. Receipt of the application within the time limit as mentioned in the notification.
6. Scrutiny of the application and short-list of candidates is done.
7. Written test
The test is conducted of 85 marks. These marks having qualified in the
categorized way as in the following:

CATEGORY PERCENTAGE
General/OBC 50
SC/ST 40

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pnterview is done by comprising of selection committee. The committee is
appointed by the CMD of VSP. The selection comprising the member of:
m Representative from indenting department
m Representative from SC/ST/OBC.
m Representative from Minority (other than Hindu).
m Representative of personnel Department.

m Lady Representative in the case of non-executive posts, i.e., Group-C
And Grope-D posts.
*(! "   
The selected candidates from both written and interview are called for medial
examination. pf any reason the candidate fails in the test the next candidate in the
list is eligible for the medical test. Since the test is validate for 1 year from the letter
list candidate i.e., written and interview.
10. pssue of offer letter, i.e., the appointment letter for the job.
11. pnduction and Training Program
The candidates who got offer letters are eligible for induction and training in
this process the candidate are posted in the following way:

CARD TRApNpNG PERpOD EDUCATpONAL POSTED


üUALpFpCATpON
Executives Management Graduate with 60% Junior Manager
Trainee with 12 in General/OBC
month 50% in SC/ST
Highly Skilled Senior Trainee Diploma Charge Man
with 18 months Engineering
Un-Skilled Trainee Khalasi plliterate Khalasi
with 12 months

12. Place of posting


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

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1)m The candidates were called through employment exchange, and also the
candidates who are possessing DzRdz card (land losers) or Displaced person
Card.
2)m The DzR/DPdz Card holders are those who loss the for VSP they were given age
relaxation.
3)m pn VSP there are around 5000 employees are their who are DzR/DPdz Card
holders.
4)m The qualification is 10th pass as Minimum.
5)m The reservations are fallowed as per the Govt. Laws.

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For the executive posts the candidates are called throw employment exchange. The
required qualification regarding Executives are as fallows:-
Technical:-M.Tech/B.Tech or Diploma in Technical Field (With/Without
Experiences)
Non-Technical:- Graduation with 60% or M.B.A and additional.
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The indirect recruitment was done by a circular to various departments of the VSP.


 !
The study is directed to wards the currently followed recruitment practices in VSP
and includes the opinions of the recruitment practices representing the sample Size.
The general methods adopted in conducting the research are as
fallows:
Rm Define the research problem.
Rm Review the literature.
Rm Formulate hypothesis.
Rm Design research.
Rm Collect data.
Rm Analyze data.
Rm pnterpret the data.
Rm Report the data.

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 Research design is the conceptual structure with in which research
would be conducted. The function of the research design sis to provide the
collection of relevant evidence with minimum expenditure of efforts, time and
money. The suitable design is the one that minimizes bias and maximizes the
reliability of the data collected and analyzed.

p3+%
A SAMPLE Sp E OF 100 is drawn the respondents belong to different departments of
the company

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The data is collected through primary and secondary sources.

p'+%
The primary data is collected from the respondents belonging to different
departments of the organization.

p3+%
SAMPLE TOOL:- Simple random sampling was administrated üuestionnaire with
consisted of open ended and close ended questions.

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Secondary data is collected from the following sources.
m Discussions and personal observations.
m Organization report and files.
m Journals and websites.

° 'p+%
Research analysis is the computation of certain induces or measures along with
searching patterns of relationship that exists among the data group.
Statistical tools such as percentages were used. The information gathered is
represented in the form of tables so that the interpretation would be precise.
°°s's±p °p2-p 1ps/
Sample Size : 30
Data collection Method : üuestionnaires, observations, Discussions
and Organization reports.
Duration of the study : 45 days.
Analysis : Through percentage method
As the requirement to fill a new position will arise the concerned HOD will look into
the matter. He/she will take all particulars regarding the position and prepare a
manpower from, which contains all the particulars regarding the position all the
specicaytions are made and approved by the concerned HOD and that from is sent
HR department. HRD will begin to fill up that position by considering all the
specification. The particulars like the
Position
Experience
üualification
Skill set
Budget
Time limit
No. of positions
Location
With all the above particulars the requisition from will be prepared authorized by
the HpD. pf the required position is at junior level or t middle level HOD
authorization is enough, if the requirement is at top level along with the HOD the
approval of the M.D of the organization is required.
pp 
pt states that for which position we are looking for the candidate.
m
p 
The minimum and maximum no. of years of experience, required by the candidate
for the position.
4pspp 
The academic and other qualification the management is looking for in a candidate
to fill the position.
0p
What are the specific skills that the candidate should possess in order to meet the
requirements?
1
What is the salary the company is willing to pay to the candidate who is to be hired
ppp
The maximum time that can be taken to fill that particular position.
(s p
This specifies the total No. of positions to be filled.
p 
pf the company is having more than one branch then it should be made clear in
which particular branch the candidate is required. When the requisition form
reaches the H.R. department then the hunt suitable candidates begins. The H.R. team
has to look in to the specification and then decide for the source of the candidate.
Various sources of candidates are:
;m pnternal source
;m Data bank
;m Advertisement in mews paper
;m H.R. net work
;m Word of mouth
;m Consultants
;m Job sites
;m Employee reference
p  +
When the requirements arise then the H.R team will check out from their
records whether there is any candidate in the organization with the specified
particulars.
pf any candidate is located with the appropriate profile then the candidate is given
importance.
1 0
A data bank is maintained by the H.R. team which contains the profiles of the
candidate. These profiles will be maintained in an organized manner such that the
retrieval of the profile will be easier.
p p  ±
When the no. of vacancies is more in number the company will give an
advertisement in news papers by mentioning all the particulars. Then the
candidates with the suitable or relevant qualification will forward their resumes to
the H.R. department.
°(( ±0
The H.R. team will have its own network that can also be used in tracing the
candidates. The H.R. personal of various of various organizations from this network.
±s°
The H.R. team also uses the word as a tool for searching the candidates. H.R. team
passes the information about the requirements in their own network and collect
some profiles. They use these profiles and based on the requirement.
  
Consultant is one of the expensive sources where the candidate will be registered
with the consultant. When there are some vacancies the H.R team will approach
consultants to forward the candidates with adequate qualities.

m
21p
A jobsite provide space for companies to keep their articles, banners,
advertisements and postings. pnterested candidates may forward their profiles,
when they get through the advertisements.
's +
Employees may forward the candidates whom they know and fell that they
are best in rendering their services.
Then the HR decides the source (internally or externally) of the candidates.
When the candidates from various sources, send their resumes to the company. The
company follows the procedure as step wise.
 p +
Many Candidates send their resumes when they come to know about the
opportunities in the organization. HR personal will shortlist these resumes and
select the resumes that will meet requirement.
° p+
The candidates who are short-listed will be informed about the interview and
then they ate called to attend the interview.
°p1pp p±+
A panel technical people interview the candidate with is purely based on the
technical skills of the candidate. pf the panel is satisfied with the performance then
the candidate is sent for next level of the interview.
°p p±+
The candidates who are selected p the HOD level will be now interviewed by
the HR personal in aspects like attitude, objectives, and communication skills etc.
sp p p±+
HR people will take this interview and this will be the final round of interview. Here
the panel discusses all the negotiations will be done, regarding the and benefits
" 3+
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