xyz SOURCES OF RECRUITMENT Human Resource Management 17th August [Type 2011 the company name] GROUP 14 TY BMS (A) Semester : V Submitted to: Prof. Vijaya Gangal

Date: External Examiner Project Guide ______________ ______________ Principal Coordinator B. The information given by them in this project is original and true to the best of our knowledge.Aman Dedhia and Mr. Mr.M. RELATE WITH A CASE STUDY OF A COMPANY SHOWING ITS MAIN SOURCES OR RECRUITMENT ”. comprising Ms.Pallavi Arora. for the Bachelor of Management studies. A. Mr.S .Shumaila Ansari.CERTIFICATE This is to certify that the students of Third Year of Bachelors of Management studies Div.Rohan Grover. Ms.Nikitha D’souza. Ms. Hassan Husseini have successfully completed the project titled “SOURCES OF RECRUITMENT . under our supervision and is the result of their earnest work. University of Mumbai.

DECLARATION We. in this hardcopy on ‘The study of relationship of demographic factors such as Age. Gender and Profession with Brand choice and Brand switching of mobile phone handset users in Mumbai’ has been done by us. the students of the Second Year of Bachelors of Management Studies of Lala Lajpatrai College of Commerce & Economics hereby declare that the information submitted by us. Name SHUMAILA ANSARI PALLAVI ARORA NIKITHA D’SOUZA AMAN DEDHIA ROHAN GROVER HASSAN HUSSEINI Roll No 9100105 9100107 9100122 9100126 9100138 9100142 Signature ___________ ___________ ___________ ___________ ___________ ___________ ACKNOWLEDGEMENTS: . Income. and is true and original to the best of our knowledge.

our teacher and guide for his unrelenting support and his commendable patience throughout the completion of our internal assessment and giving us this challenging research which has aided in developing our insight for the subject which initially seemed dry and difficult. RESEARCH PROPOSAL Research question: .We would like to acknowledge and thank: Professor Vijaya Gangar.

Theoretical framework: We plan to use the various tools such extensive secondary research on the various sources of recruitment and the policies employed by a business in recruiting manpower.STATE THE VARIOUS SOURCES OF RECRUITMENT AND RELATE WITH A CASE STUDY OF A COMPANY SHOWING ITS MAIN SOURCES OF RECRUITMENT Rationale for study: India being the country with the second largest population in the world it has unmatched scope for businesses to explore the large and untapped manpower and potential high quality labor. This will then be supplemented by a case study showing the various sources of recruitment used by a firm in India. Key Areas of the syllabus: • • • • • RECRUTIMENT SOURCES OF RECRUITMENT INTERNAL RECRUITMENT POLICIES EXTERNAL RECRUITMENT POLICIES RECRUITMENT POLICIES . Thus it is important to know the various sources of recruitment employed by firms in the largely competitive oligopolistic market of India.

information is collected from interested candidates. In this. In recruitment. A formal definition states. “It is the process of finding and attracting capable applicants for the employment. internal promotion. The process begins when new recruits are sought and ends when their applicants are submitted. the available vacancies are given wide publicity and suitable candidates are encouraged to submit applications so as to have a pool of eligible candidates for scientific selection. Recruitment means to estimate the available vacancies and to make suitable arrangements for their selection and appointment. employment exchanges. a pool of eligible and interested candidates is created for selection of most suitable candidates. It involves a process of finding and attracting capable applicants for employment. In the recruitment. Recruitment is understood as the process of searching for and obtaining applicants for the jobs. etc. For this different source such as newspaper advertisement. “Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organization.Introduction Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organisation. are used.” . Recruitment represents the first contact that a company makes with potential employees. The result is a pool of applicants from which new employees are selected”. from among whom the right people can be selected.

SOURCES OF RECRUITMENT Sources of recruitment are the outlets through which suitable and interested candidates are available. A combination of both the sources is also desirable.. Every organisation has the option of choosing the candidates for its recruitment processes from two kinds of sources. External: Recruitment of candidates from all the other outside sources are known as the external sources of recruitment. Companies can use any source or both the sources of recruitment as per need. a preliminary question of policy considers the extent to which it will emphasize external and internal sources. For all recruitment. • • Internal: The sources within the organisation itself to fill a position are known as the internal sources of recruitment. .EDWIN FLIPPO.

Attention must be paid to the design and contents of the notice if it is to catch the eye and make the employee read on and then want to apply for the job.Internal Sources: 1. Wherever it is been placed it should be certain that it is seen by everyone. 3. Approaching them may be highly efficient method of recruitment but will almost certainly offend other workers who would have wished to have been considered for the job. An organization that has human resource planning system uses succession plans and replacement charts to identify and prepare individuals for upper level positions. . A notice board must be ensured that it is well sited. Skills inventories are useful in identifying individuals who have the potential for advancement. Notice Boards: This is the convenient and simple method of passing on important messages to the existing staff. Personal References: The existing employees will probably know their friends or relatives or colleagues who could successfully fill the vacancy. Also anyone else who is likely to be interested is told about it as well so that they can apply for the job. as they assume there is nothing new to find out. To keep employees satisfied make sure that potentially suitable employees are informed of the vacancy so that they can apply. and individual’s desire to be promoted can be assessed in the performance appraisal review. Promotion from within: Promoting entry level employees to more responsible positions is one of the best ways to fill job vacancies and important reason why company should have a human resource planning system. A promotion from within policy can stimulate great motivation among employee. A promotion from within policy is intrinsic to career development and human resource planning. A job advertisement pinned to a notice board will probably be seen and read by a sufficient number of appropriate employees at little or no cost. 2. It means there must be equal opportunity to see to it and this happens when they know that just important topical notices are on display. However many of the staff will probably not learn of the vacancy in this way either because the notice board poorly located or is full of out dated notices that they don’t bother to look at it. and this motivation is often accompanied by a general improvement in the employee morale.

Disabled. 7. Newsletter can be utilized as the source of recruitment if it is convinced that everybody will see a copy. 5. It should also be kept in mind as to in which way the memorandum is phrased out so that the job appeals to likely applicants. Newsletters: Many companies regularly produce in-house newsletters. trade union pressure etc. 6. 8. magazines or journals for their staff to read. Memoranda: Possibly the best way of circulating news of the job vacancy is to send memoranda to department managers to read out to the teams or to write all employees perhaps enclosing memoranda in wage packets if appropriate. especially if there is a large work force. It is hoped that latest company news sheet is read avidly by all staff thus ensuring that everyone is aware of the job opportunity advertised in it. retired and present employment: Some organizations function with a view to developing the commitment and loyalty of not only the employee but also the family members. Retrenched or Retired Employees: Employees retrenched due to lack of work are given employment by the organization due to obligation. Dependents of Deceased. Sometimes the organization contacts though mail or messengers these applicants to fill up the vacancies particularly for unskilled or semiskilled jobs. . because it is sometimes not circulated widely enough and employees may find it boring and choose not to read it. Previous applicant: This is considered as internal source in the sense that applications from the potential candidates are already lying with organization. However it can be a time consuming process to contact staff individually.4. Unfortunately this is not always so. Sometimes they are re-employed by the organization as a token of their loyalty to the organization or to postpone some interpersonal conflicts for promotion.

may be most suitable if there is sufficient talent in the area. 2.. Educational Institutions Or Campus Recruitment: Many organizations conduct preliminary search of prospective employees by conducting interviews at the campuses of various institutes. press releases and so on can be issued to the audience so that the company’s name remains prominent in their and their student’s minds all the time. scientist. The organizations hold preliminary interviews on the campus on the predetermined date and candidates found suitable are called for further interviews at specified. universities and colleges. The advantage of campus recruitment is. Trade Magazines often under estimated as useful source of recruitment might be worth considering if looking out to recruit someone for a specialized job which possibly requires previous experience of the particular industry. some organizations such as HLL. Naturally there are some drawbacks to newspaper advertising. etc. Local newspapers. The daily or evening newspaper is invariably discarded at the end of the day. National newspapers. the main source of labor war rural . HCL. it is known that who the audience to be addressed are. technical supervisor. Citibank. Promotional literature in the form of posters. could be better when looking out to fill the senior position. Tezpur Central University has one Deputy Director (Training and Placement) for purpose of campus recruitment and placement. national newspapers and the magazines. The Press: Advertising for the new staff through the press has proved successful for many companies. This source is quite useful for selecting people to the posts of management trainees.EXTERNAL SOURCES: 1. Of late. broachers. Employment exchanges: The national commission labor (1969) observed in its report that in the pre-independence era. in India have started visiting educational and training institute/ campuses for recruitment purposes. catalogues. A short series of advertisement incurring extra expenses may sometimes be required and multiplying one advert by three or four starts to make this source prohibitively costly. Other drawbacks of newspaper advertising include a high level of wastage (the vast majority of readers will not be job hunting) and a short life span. Choose between local newspapers. which advertise free. and technicians. Many Institutes have regular placement cells / offices to serve liaison between the employer and the students. Trade magazines could be a better way of recruiting staff depending upon the circumstances. with their mass circulations and differing attitudes to news coverage appealing to various tastes. Those companies which require a steady intake of young persons for new Youth Training to trainee management positions ought establish and maintain close contact with colleges and universities. It is expensive in relation to other. often equally good source such as job and careers centers. read by a large cross-section of the immediate population. 3. L&T. Cadbury ANZ Grind lays. All will put in touch with different audience.

This will be reflected in the fees charged. clerical or computer personnel and marketing or sales. A short list will be drawn up by reading through applications and conducting interviews on client organization’s behalf.the main functions of these employment exchanges with the branches in most cities are registration of job seeker and tier placement in the notified vacancies. For temporary staff. Employment exchange is particularly useful in recruiting blue-collar. It may sound impressive but suggests that they are simply pulling names from a register perhaps of dubious quality and are not actively searching for and screening applicants properly. increased time. Such a process is time consuming and requires considerable tact and diplomacy if it is to be successful. Private Agencies and Consultants: There are various types of private organization that can help to find the right person for a particular job. Employment agencies exist in many town and cities. Accordingly. Since they maintain a register of job seekers. Immediately after independence. it is expected to pay around 10 to 15% of the annual salary offered if a suitable person is found for the job. are made direct to the persons involved. It must be ensured that the agency with which the organizations contracting must follow a good refund system in case the new recruit resigns or needs to be dismissed shortly after joining. concentrating on technical. They normally head hunt people currently at work in similar posts.areas surrounding the industries. possibly at rival companies. Again a proportion of this may be refundable if the employees proves to be unsatisfactory and subsequently departs. Although fees vary. white. Public Employment Exchanges : The Government set up Public Employment Exchanges in the country to provide information about vacancies to . Discrete approaches. This will be partly refundable if he leaves within a certain period of time. Some handle all general vacancies from junior unto supervisory level while others specialize in various occupations such as accountancy.collar and technical workers. managerial and executive appointment. Search consultants. by telephone. also known as Headhunters. In response to it. It is obligatory for employer to inform about the outcome of selection within 15 days to the employment exchange. daily or weekly rate by the agency. it is normally charged on hourly. Recruitment agencies are similar to employment agencies in the services that they offer. the compulsory notification of vacancies act of 1959 (Commonly called employment exchange act) was instituted which become operative in 1960. 4. often between 18 and 22% of the annual salary of the staff recruited. Before opting for this source attention must be paid about those agencies who brashly promise to give a lengthy list of candidates very quickly. A good shortlist will take time to compile. Also a free replacement warranty up to six months must be provided by the recruiting agency. The main difference is that recruitment agencies tend to operate at a higher level. they initially attempt to find applicants from this list. specialize in finding candidates for senior positions. 5. national employment services were established to bring employer and job seeker together. Charges may be in excess of 30% of the annual salary. effort and expertise are needed to compile a quality short list. They will then pay the employee.

candidates etc and feed them in the computer. They act as an exchange between their members and recruiting firm. Therefore they advise the potential candidates to attend for an interview directly and without a prior application on a specified date. Data Banks: The management can collect the bio-data of the candidates from different sources like Employment Exchange. level of unemployment. makes it obligatory for public sector and private sector enterprises in India to fill certain types of vacancies through public employment exchanges. junior supervisors. Mergers . etc 6. 9. and Acquisitions : Business alliances like acquisitions. candidates apply casually for jobs through mail or handover the application in the Personnel dept. Trade Unions: Generally unemployed or underemployed persons or employees seeking change in employment put a word to the trade union leaders with a view to getting suitable employment due to latter rapport with the management. 8. Educational Training Institutes. The employment seekers get themselves registered with these agencies. It will become another source and the co can get the particulars as and when required. There are employment exchanges run by the government almost in all districts. time and at a specified place. mergers and take over help in getting human resources. 11. 7. such exchanges provide candidates for lower position like semi-skilled and skilled workers. In addition the companies do also alliances in sharing their human resource on adhoc basis. As per the Employment Exchange act 1959.the candidates and to help the organization in finding out suitable candidates. 10. Casual Applicants: Depending on the image of the organization its prompt response participation of the organization in the local activities. and lower-level operations like clerks. Normally. This would be a suitable source for temporary and lower level jobs. Professional Organizations : Professional organizations or associations maintain complete bio-data of their members and provide the same to various organizations on requisition. Walk In: The busy organization and rapid changing companies do not find time to perform various functions of recruitment.

Outsourcing: Some organizations recently started developing human resource 14. all in one place. trying to match their vacancies to job seekers. Notices: Displaying notices in and around business premises is a simple and often overlooked method of advertising a job vacancy. There are many job portals available on internet like Naukri. They are considered one of the most effective ways for job seekers to land jobs. E_recruitment: The technological revolution in telecommunications helped the organizations to use internet as a source of recruitment. Candidates register their cvs on the different job portals which are searched by the recruiters who are looking for the candidates.com. some actively looking for work. The job seekers send their applications through e-mail using the internet. Job Centers : Most large towns have a job center which offers employers a free recruitment service. Many organizations conduct preliminary search of prospective employees through the internet service. Using the Internet is faster and cheaper than many traditional methods of recruiting. Organizations advertise the job vacancies through the world wide wed (www). The candidates whose profiles match with the recruiter’s requirement are contacted through email or by telephone for further interview process. It can also be inexpensive with a notice varying from a carefully hand written post card up to a professionally produced poster. 16. Staff will note information about a post and the types of person sought and then advertise the vacancy on notice boards within their premises. .16 Job fairs are open fora at which employers can exhibit the best their companies have to offer so that job seekers can make informed choices. Monster. while job seekers have the opportunity to shop around for dozens – sometimes hundreds – of employers.12. They should be seen by a large number of passerby. potential employees who have interest. Job center employees can further help if requested to do so by issuing and assessing application forms and thus weeding out those applicants who are obviously unsuitable for the position. 15. 13. employers have a large pool of candidates on which to draw. At the job fair. Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an interview. Pay attention to the appearance and contents of the notice if it is intended that it is applied by the right people. Job fairs: The concept of a job fair is to bring those interested in finding a job into those companies who are searching for applicants. Short listed candidates are then sent out for the employer to interview on his business premises. pool by employing the candidates for them. employers are still on the look out for qualified. These organizations do not utilize the human resources. dedication and initiative. instead they supply HRs to various companies based on their needs on temporary or ad-hoc basis.com etc.

However. The advantage of this method is no cost involved in recruitment. the disadvantages of this of deputation is that deputation period of two/three year is not enough for the deputed employee to provide employee to prove his/her mettle. Another from of word-of-mouth method of “employee-pinching’’ i. Word-of-mouth: Some organizations in India also practice the “word-of- mouth’’ method of recruitment.17.. it can be done in terms of its advantage and disadvantage the same are spelled out as follows: ADVANTAGES: . Some of the organization maintain a file applications and sent a bio-data by a job seeker. the word is passed around the vacancies or opening in the organization. This method is economic. However. on the other. EVALUATION OF INTERNAL SOURCES: Let us. Deputation: Another source of recruitment is deputation I. on the one hand. evaluate the internal source of recruitment. sending an employees to another organization for the short duration of two to three years.availability of the candidates when needed choice of candidates is restricted to a too small number. These serve as a very handy as when there is vacancy in the organization. the employee working In another organization is offered by the rival organization.e. This method of recruitment is practice in a pretty manner. in the Government department and public sector organization does not have to incurred the initial cast of induction and training. in terms of both time and money. Obviously.. and develop commitment with organization to become part of it.e. 18. In this method . the disadvantages of this method of recruitment are non.

➢ A motivator: The promotion through internal recruitment serves as a source of motivation for the employees to improve their carrier and income. . ➢ Economical recruitment: In case of internal recruitment. time and effort to locate and attract the potential candidates. ➢ Improves morale: This method makes employees sure that they would be preferred over the outsiders as and when they filled up in the organization vacancies. ➢ Better use of the talent: The policy of internal recruitment also provides an opportunity to the organization to make a better use of talents internally available and to develop them further and further. internal recruitment also serves as a means of attracting and retaining employees in the organization. internal recruitment proves to be economical. Thus.The advantages of the internal source of recruitment include the following: ➢ Familiarity with own employees: The organization has more knowledge and familiarity with the strengths and weaknesses of its own employees than of strange on unknown outsiders. inexpensive. Besides. The employees feel that organization feel that organization is a place where they can build up their life-long career. or say. the organization does not need to spend much money.

productivity and sufficiency of the organization. it denies the tapping of talents available in the vast labor market outside the organization. which is never healthy for the future organizations. the internal candidates are protected from competition by not giving opportunity to otherwise competent candidates from outside the organization. decreases. ➢ Stagnation of skills: With the feeling that internal candidates will surely get promoted. Thus. If so. ➢ Discourage competition: In this system. in turn. . develops a tendency among the employees to take the promotion without showing extra performance. This in turn. ➢ Creates conflicts: Conflicts and controversies surface among the internal candidates. Moreover. internal recruitment serves as a means for “inbreeding”. their skill in the long run may become stagnant or obsolete.DISADVANTAGES: The main drawback associated with the internal recruitment is as follows: ➢ Limited choice: Internal recruitment limits its choice to the talents available within the organization. whether or not they deserve promotion.

➢ Availability of Talented Candidates: With the large pool of applicants. ➢ Opportunity to Select the Best Candidate: With the large pool of applicants. This helps create healthy competition and conductive work environment in the organization. they work with the positive attitude and greater vigor. widens it option of selection. With such a background. The. selection process becomes competitive. in turn.EVALUATION OF EXTERNAL SOURCES: Like the internal source of recruitment. it introduces new blood in the organization. it becomes possible for organization to have talented candidates from the outside. Thus. This increases prospects for selection the best candidates. . external sources are mixed of advantages and disadvantages ADVANTAGES ➢ Open process: Being a more open process. it is likely to attract a large number of applicants/application. ➢ Provides healthy competition: As the external members are supposed to be more trained and efficient.

This. Advantages and Disadvantages Of Internal VS External Recruiting Resources . ➢ Unfamiliarity with the Organization: As candidates some outside the organization. boils down to decreasing productivity of the organization. they are not familiar with tasks. ➢ Discourage the Existing Employee: Existing employees are not sure to get promotion. in turn. This discourages them to do the hard work. the external sources of recruitment suffer from certain disadvantages too. these are: ➢ Expensive and time consuming: This method of recruitment is both expensive and time consuming.DISADVANTAGES: However. job nature and the international scenario of the organization. There is no guarantee that organization will get good and suitable candidates.

It launched mobile operations in January 2005 under the brand Tata Indicom and today enjoys a pan-India presence through existing operations in all of India's 22 telecom Circles.Case Study : Tata Teleservices Ltd. (TATA DOCOMO) Company profile Tata Teleservices Limited spearheads the Tata Group's presence in the telecom sector. Tata Teleservices Limited is the pioneer of the CDMA 1x technology platform in India. and offers differentiated products and services under the TATA DOCOMO brand name. TATA DOCOMO arises out of the Tata Group's strategic alliance with Japanese telecom major NTT DOCOMO in November 2008. Tata Teleservices has received a pan-India license to operate GSM telecom services. . TTSL and has already rolled out its services in various circles. The company is also the market leader in the fixed wireless telephony market with its brand Walky. Incorporated in 1996. under the brand TATA DOCOMO and has also been allotted spectrum in 18 telecom Circles. Tata Teleservices Limited (TTSL) now also has a presence in the GSM space. The company has recently introduced the brand Photon to provide a variety of options for wireless mobile broadband access. through its joint venture with NTT DOCOMO of Japan.

. TATA DOCOMO has also set up a 'Business and Technology Cooperation Committee. comprising of senior personnel from both companies. particularly integrating services at the platform stage.DOCOMO is also a global leader in the VAS (Value-Added Services) space. both in terms of services and handset designs.

➢ Hire “CRISP” talent with requisite competence. ➢ Adopt a continuous and conscious practice of exploring newer channels for sourcing the best talent in a cost effective manner.RECRUITMENT POLICY To actualize the organizational vision of providing “Trusted services to 100 million happy customers by 2011”. skill set. OBJECTIVE ➢ Systematically hire competent human resource inline with HR Strategies derived from business goals. knowledge and attitude to deliver business results today and tomorrow. with a view to enable career growth for them. ➢ Implement merit based hiring practices that provides equal opportunity to all. ➢ Hire Human resource with values similar to those advocated by the organization to ensure the right culture fit. The recruitment process is the most visible and dynamic way of projecting an organization’s objectives & image outside. The recruitment strategy of Tata Teleservices limited(TTSL) adopted for the same will mirror our corporate image and enhance its brand value. future growth plans & evolving roles and responsibilities of employees to keep pace with the changing dynamics of ➢ the organization. Acquiring and retaining high quality talent is the key to an oragnization’s success. RECRUITMENT STRATEGY . ➢ Provide opportunities to employees to apply for vacant positions in the company through internal job-postings.

Direct Recruitment. they look for the following attributes:C .Initiative and Speed S . RECRUITMENT SOURCES Once the requirement for hiring is justified and manpower requisition is approved. Data bank.Result Orientation I . This procedure applies to all budgeted vacancies as well as vacancies created due to replacement requirements in levels M4 to M8. Voluntary application. applications for specific positions are generated through various sources. job training can be reduced. Following sources are used for recruitment: Internal Sources (i) Internal Job Postings/External Job Postings (TATA WORLD) This method is used for identifying qualified internal candidates. News Paper Ads. It provides opportunity for promotion and employee development. Campus Recruitment.Walk Ins. Internal Resume Database. NGOs facilitation. .While hiring a TTSLite. etc .Customer Focus R . Job portals. Voluntary referrals from professional Agencies.Self Confidence P . Referral from Tata ecosystem. Employee Referrals. It has the advantage of redeploying people already acquainted with the company’s business processes and culture and hence.Passion for achievement SOURCING STRATEGY The following sources will be used for identifying the potential Human Resources for TTSL: Recruitment consultants.

After the applications are received.(ii) CV databank The internal databank of CVs is an important source of profiles. specifically with regard to local candidates. they are screened and short-listed for further processing. .

(iii) Employee Referral Scheme “Bring buddy” Employee referral is an efficient and cost effective way of attracting qualified candidates. These employees are on the payroll of an external agency. The term “off – role employees” refers to the employees working on the rolls of an agency providing results and services to TTSL. Employees not only get the referral fee but also they play a role in shaping the company’s future. head . The application is screened by dept.roll employees Hiring an outsourced employee simplifies the induction process as the employee is acquainted with the job complexities and the organization culture. (iv) Off. Any employee who wants to refer an individual can forward to the HR function either through email or by submitting a hard copy. Appointment on TTSL rolls It is based purely on the availability of a vacancy and suitability of the outsourced employee as an applicant. Criteria The applications are for entry level positions only (M8 – M7) The applicant has served for a minimum period of 12 months continuously with an agency providing services to TTSL.

Evaluation of RCs The list of consultants is revised only at the beginning of each financial year. All advertisements to be approved and ratified by Corporate HR & Corporate MARCOM prior to release. Selection of RCs The list of consultants along with the applicable terms and conditions is finalized by Corporate HR at the beginning of each year. Each RC is required to sign a contract with Corporate HR before commencing work with TTSL. Either TTSL or the vendor can release an advertisement for vacancies. (ii) Advertisements Placing advertisements in the newspaper is a method of recruiting external applicants. When TTSL releases the advertisement This source is used for hiring for M5 & above levels.External sources (i) Recruitment through Consultants Recruitment consultants are used to assist in the hiring of qualified candidates. . special positions etc. on the basis of relative performance of the consultants. this helps in building a positive image. For this an advertisement copy should be prepared jointly and been approved by both the hiring function and HR. to be used in specific cases such as walk in’s. TTSL employs Recruitment Consultants on a contingency basis implying that they are paid a fee only when a position is closed through them. Since potential candidates are first introduced to the company through advertisements. They help in identifying job seekers and are a good and efficient source for obtaining pre – screened candidates.

Times job. that the goods are of consistent high quality and that the organisations achieve the objectives for which they have been established. Should be used to get CV’s for closing positions at the level of M2 to M8. It must specify the e-mail address/fax number/address where applicants can send their CVs. (iv) TTSL Website Open positions up to M2 level should be put on the TTSL website for seeking profile from interested applicants from external world. Attract the interest of potential and suitable applicants. the objective is to recruit the most qualified. committed individuals into the organizations and ensure that the provision of government services to the public is timely and effective. new approaches to recruitment are being used. experience and qualifications required Closing date of applications (iii) Job Portals Leading job portals like Naukri. b. precise and consistent with job specifications and the selection criteria. All open positions which are to be put on TTSL website will be done so on approval of Corporate – TA head. . the strategies are manual but. as automated methods become more pervasive. Conclusion In all Public Service jurisdictions. Be brief. In many territories. c.The advertisement should: a. Monster etc. d. Have the following details: Summary of TTSL’s business Level/Title and location of position Position code for each job Job specifications in terms of skills. those mechanisms that support its use will assume greater popularity. Whatever the strategies selected for use. corp – TA will maintain an annual matrix of usage of these portals by circle & will also circulate usage on a quarterly basis. Meet the criteria set by the company for release in the print media.

make sure that they know exactly what they are expected to do. They must participate in job fairs and apply with job centers. in case the new recruit resigns or needs to be dismissed shortly after joining. then. Supply all details and all instructions in writing to avoid subsequent misunderstandings and disagreements. leadership capacity and an ability to function well in a work team. notices. TTSL must be in constant touch with the consultants through out the recruitment process to ensure that the agency is following the instructions and doing its job well. Human resource professionals should aware that few college students and potential graduates know where their careers will take them over the next fifteen to twenty years. Two major advantages of this strategy are the cost (which is higher than word-of-mouth recruiting but lower than advertising in the media or using an employment agency). marital status or any racial group. magazines. BIBLIOGRAPHY . inter alia. rewarding opportunities. a positive work ethic. They could also make use of more inexpensive internal sources like internal newsletters. College recruitment offers an opportunity for recruiters to select the potential employees with the personal. They must also make sure to maintain equality of opportunity and avoiding unlawful discrimination against applicants of a particular sex. memorandas.etc. The organization that will succeed. College recruiting – sending an ➢ ➢ ➢ ➢ ➢ ➢ ➢ ➢ ➢ ➢ employer’s representatives to college campuses to prescreen applicants and create an applicant pool from that college’s graduating class – is an important source of management trainees. The opportunity to discuss a student’s current strengths and potential future value to an organisation cannot be replicated in any other setting. A clear job description and employee specification. and professional and technical employees. flexibility and compensation. the organisation and its career opportunities must be made to stand out. strong interpersonal skills. Also a free replacement warranty up to six months must be provided by the recruiting agency. The personal competencies identified may include. is one can show how the work it offers meets students’ needs for skill enhancement. All applicants should be judged solely on their ability to do the job. promotable [entry-level] candidates. When employing an agency or consultant. and the convenience (since many candidates can be interviewed in a short time in the same location with space and administrative support provided by the college itself). technical and professional competencies they require in their organisation.Recommendations ➢ TTSL could adopt campus recruitment extensively. To get the best out of this hiring strategy. personal satisfaction. Full up to date information about the job and person required. must be provided so that they could screen by referring to the employee specification and so on. They must make sure that a good refund system with the agencies is made.

com www.com .about.tata.org www. Fourth Edition – Subba Rao Websites: ➢ ➢ ➢ ➢ ➢ ➢ www. Biju Varkkey.com www.wekipedia. Eleventh Edition – Gary Dessler.tatadocomo. ➢ Essentials of HR Management and Industrial Relations.Books: ➢ Human resource management.google.com www.citehr.com www.humanresources.

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