ABSTRACT

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 CHAPTER-I

INTRODUCTION

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1-1 INTRODUCTION

Recruiting is a vital part of any organization's success. It is the process of finding and
hiring the best-qualified candidate for a job opening, in a timely and cost-effective
manner. This essay will provide an overview of the recruitment process, discuss the
strategies for effective recruiting, and analyze the benefits of a successful recruitment
process. By understanding the recruitment process, organizations can ensure that they are
hiring the right candidates for the right positions.

The process of social and medical interactions can be complex and dynamic. This was
demonstrated by LM Verbrugge and AM Jette in their 1994 study published by Elsevier
in Social Science & Medicine. They found that the way a person interacts with their
social environment and medical system can be an influential factor in their health
outcomes. For example, the access to medical services, the ability to pay for care, and the
cultural beliefs associated with health can all have a significant impact on an individual's
health. Furthermore, the quality of care received by an individual can also have an effect
on their health outcomes. Verbrugge and Jette argued that the process of social and
medical interactions is not a static one, but rather an ever-evolving one that is affected by
a multitude of factors. Their study emphasizes the importance of understanding the
complexities of the process in order to effectively address the needs of individuals and to
ensure better health outcomes.

Recruitment is a complex and resource-intensive process that involves multiple steps and
stakeholders. This process can be divided into four distinct stages; job analysis and
design, sourcing, selection and onboarding (Münstermann, Eckhardt & Weitzel, 2010).
Job analysis and design involves understanding the job requirements and identifying the
skills and qualifications needed for the role. This is followed by sourcing, which includes
activities such as advertising and networking to identify potential candidates. During the
selection stage, candidates are screened and evaluated to identify the most suitable person
for the role. Finally, onboarding involves the orientation of the successful candidate,
which may include providing information about the company, the job and the team
(Münstermann, Eckhardt & Weitzel, 2010). Each of these stages requires careful
consideration and planning to ensure the most appropriate candidate is selected.

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Furthermore, it is important to consider the resources required to complete each stage of
the recruitment process, in particular the time and costs of advertising, interviewing and
on-bording. Ultimately, the recruitment process needs to be efficient and effective in
order to ensure the best candidate is appointed to the role.

Recruiting is an essential part of clinical trials, as it helps to ensure proper representation

and accurate results. LM Nicholson, PM Schwirian, and JA Groner conducted a study on
strategies for effective recruiting for clinical trials published in Contemporary Clinical
Trials in 2015. They identified three main strategies for effective recruiting: developing a
comprehensive recruitment plan, utilizing existing resources, and providing financial
incentives. Developing a comprehensive recruitment plan helps to ensure that all aspects
of recruitment are taken into consideration. Utilizing existing resources can make it easier
to find potential participants and is more cost effective. Finally, providing financial
incentives can be an effective way to attract more participants. However, Nicholson et al.
(2015) caution that these strategies must be tailored to the specific clinical trial and must
be well thought out to ensure their effectiveness. Overall, the strategies identified by
Nicholson et al. (2015) can be useful tools for recruitment plans in order to maximize the
number of participants and ensure that the results are accurate.

Recruitment is an integral part of any business or organization. It involves finding,

screening, and hiring qualified candidates for open positions. It is important for recruiters
to have strong interpersonal skills as well as knowledge of the organization’s culture and
values. Through proper recruitment, an organization can create a competitive edge by
selecting the most qualified personnel for specific roles and tasks. In summary,
employing effective recruitment strategies will lead to a successful company culture with
highly competent and driven employees.

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RECRUITMENT DEFINITION:

Recruitment is the process of finding and hiring the best-qualified candidate for a job
opening, in a timely and cost-effective manner. The recruitment process includes
analyzing the requirements of a job, attracting employees to that job, screening and
selecting applicants, hiring, and integrating the new employee to the organization.

Recruitment is a critical component of an organization’s human resources strategy. It is

the first step in the hiring process and is essential for finding the right people to fill job
openings. The recruitment process is designed to identify the most qualified candidates
for the job and to ensure that the organization is able to attract and retain the best talent.

The recruitment process begins with analyzing the job requirements and determining the
skills and qualifications needed for the position. This includes understanding the job
duties, the job environment, and the type of person who would be best suited for the job.
Once the job requirements have been identified, the organization can begin to attract
potential candidates. This can be done through job postings, job fairs, and other
recruitment activities.

The next step in the recruitment process is to screen and select applicants. This involves
reviewing resumes, conducting interviews, and assessing the skills and qualifications of
the applicants. The organization must also consider the cultural fit of the applicant and the
organization’s values and mission. Once the organization has identified the best-qualified
candidate, they can make an offer of employment.

The final step in the recruitment process is to integrate the new employee into the
organization. This includes providing orientation and training, as well as introducing the
new employee to the team and the organization’s culture. This is an important step in
ensuring that the new employee is successful in their role and that they are able to
contribute to the organization’s success.

Recruitment is an essential part of any organization’s human resources strategy. It is

important to ensure that the recruitment process is effective and efficient in order to
attract and retain the best talent. By understanding the job requirements, attracting
potential candidates, screening and selecting applicants, and integrating the new
employee into the organization, organizations can ensure that they are able to find the
best-qualified candidate for the job.
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1.2 NEED FOR THE STUDY:

The project study entitled “Recruitment at TATA” is carried out to evaluate the process of

recruitment and its effectiveness and how the employees react to this process.

1.3 OBJECTIVES OF THE STUDY

These are the Objectives which I have been thought from the Company:

●To understand how the company TATA recruits its employees.

●To know what ways the company uses to recruit its employees.

●To evaluate how effective the company is in recruiting correct employees.

●To suggest how they can further improve their recruitment schemes.

1.4 SCOPE OF THE STUDY

The study with the prime objectives of ascertaining the employees towards the

Recruitment program, which are required to perform select a right employee for the right

role. In TATA. The studies include managers and employees. The study considers only

the perpetual elements of employees and does not focus on-ground realities. The scope of

study covers just the recruitment process and

And its response by the employees.

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1.5 METHODOLOGY OF THE STUDY

Nature of study

The study was totally a fact finding study. The main aim of this is to identity and

evaluates the recruitment program taken during the selection of the employees.

Study Area

The study has been conducted in TATA.

Sample Design

A sample design is definite plan determined before data was actually collected for

obtaining a sample from given population. In this study random sampling is used. This

sampling method involves purposive or deliberate selection of particular units of the

population for constituting a sample, which represents the population

Sample size:

The sample size taken for survey includes 100 employees. The sample takes into

consideration / constitutes all the managers and programmers in organization.

Collecting the data

In dealing with any problem it is often found that data at hand are inadequate, and

therefore it becomes necessary to collect data that are appropriate. These are several ways

of collecting the appropriate data, which defer considerably in context of time and other

Resources. Here for the purpose of study two kinds of data has been used.

1. Primary data

2. Secondary data

1. Primary Data

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The primary data are those, which are collected afresh for the first time, and thus happens

to be original in character, with reference to this study, data is collected through.

A) Questionnaire

B) Interview method

A) Questionnaire Method

Data is gathered by distributing Questionnaire to managers and employees. Questionnaire

is prepared and pre-tested before using it for data collection. Questionnaire is a structured

one, consisting of questions, which are close-ended having fixed response pattern with

multiple answers.

B) Interview method

The study also includes obtaining information from knowledgeable persons. This

interview is an informal or unstructured one with competent and articulate individuals,

employees and professionals of the organization.

2. Secondary data

The secondary data are those that are already available, i.e. they refer to the data, which

have already been collected and analyzed by someone else. Secondary data is gathered

from the organization catalogues, journals and books.

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Percentage Method

Percentage method is used in making comparison between two or more series of data.

This

is used to describe relationship.

Percentage of respondents = No of respondents ×100

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Analysis: Through simple percentage method

LIMITATIONS OF THE STUDY

 Firstly the respondents were not available readily and the data were collected as

per the convenience of the respondents.

 Secondly the sample of 100 respondents was given by the organization; hence

appropriate sample technique was not applied for selecting the respondents.

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 CHAPTER-II

REVIEW OF LITERATURE

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Recruitment and selection are vital functions of human resource management for any type

of business organization. These are terms that refer to the process of attracting and

choosing candidates for employment. The quality of the human resource the firm has

heavily depends on the effectiveness of these two functions (Gamage, 2014). Recruiting

and selecting the wrong candidates who are not capable come with a huge negative cost

which businesses cannot afford. Thus, the overall aim of recruitment and selection within

the organization is to obtain the number and quality of employees that are required to

satisfy the strategic objectives of the organization, at minimal cost (Ofori & Aryeetey,

2011). As explained by Opatha (2010) recruitment is the process of finding and attracting

suitably qualified people to apply for job vacancies in the organization. It is a set of

activities an organization uses to attract job candidates who have the needed abilities and

attitudes. Recruitment is the process of generating a pool of qualified applicants for

organizational job vacancies. For Ofori and Aryeetey (2011) recruitment is the process of

generating a pool of competent individuals to apply for employment within an

organization. Evidence has shown that larger corporations are more likely than smaller

organizations in implementing sophisticated recruitment processes (Bacon & Hoque,

2005) with majority of smaller organizations relying on referrals and advertising as their

recruitment practices of choice (Barber, Wesson, Roberso & Taylor, 1999). The general

purpose of recruitment according to Gamage (2014) is to provide the organization with a

pool of potentially qualified job candidates. The quality of human resource in an

organization highly depends on the quality of applicants attracted because organization is

going to select employees from those who were attracted. In the same vein, Henry and

Temtime (2009) construed recruitment as the entry point of manpower into an

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organization and the path an organization must follow from there on in order to make sure

that they have attracted the right individuals for their culture and vibes so that the overall

strategic goals are achieved .

On the other hand, selection is the process of making the choice of the most suitable

applicant from the pool of applicants recruited to fill the relevant job vacancy (Opatha,

2010). Selection is the process by which specific instruments are engaged to choose from

the pool of individuals most suitable for the job available (Ofori & Aryeetey, 2011).

Selection involves the use of one or more methods to assess applicant’s suitability in

order to make the correct selection decision and can be alternatively seen as a process of

rejection as it rejects a number of applicants and select only a few applicants to fill the

vacancy. Thus, selection function may be a negative function rather than a positive

function (Gamage, 2014). According to Gamage (2014) the objectives of selection

function are to get the right person to the right job, establish and maintain a good image

as a good employer, and maintain the selection process as cost effective as possible.

Selection is an extremely important aspect to consider for businesses due to a number of

reasons. Often the performance of businesses relates directly to the people working within

it, meaning the right people need to be hired to ensure organizational success (Henry &

Temtime, 2009). It is also an expensive process to hire someone new into the

organization. So it is not something organizations want to put time and money into just to

find they have hired somebody who is not suitable. It is vital that organizations get the

process right the first time round, because resources are scarce enough as it is. Selecting

the right applicant can be a difficult task, but at the end of the day, the organization’s

reputation is held by the people it employs (Henry & Temtime, 2009).

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The Recruitment History Timeline Evolution is as old as human settlement. Back in
the caveman days, there were only a few professions. Either you were a hunter or a
gatherer. Cavemen “Recruited” for these positions based on specific skills and
qualifications.

3500 BCE Slavery the Birth of Recruitment Industry

The oldest and most dreadful form of Recruitment History Timeline Evolution was
slavery – the system under which people were treated as property. Slavery operated
in the very first civilization such as Sumer in Mesopotamia.

3300 BCE to 1300 BCE First Civilization with Skilled Labour & Jobs
Specialization

The Indus Valley Civilization had many Jobs that had to be conducted in order to
sustain a proper lifestyle. Some jobs included trading goods, farming, making of fire,
bricking house, making toys out of clay, pottery, Metallurgy Works etc. There were
skilled artisans and craftsmen, builders, carpenters, metalworkers, leather workers,
weavers, and of course potters, much beautiful pottery was discovered in the Indus
Valley. Indus Valley cities had indoor plumbing, with drainage pipes, and there were
men employed to maintain the plumbing and sewage system of the cities. In a
Recent discovery, Keeladi (village between Madurai and Sivagangai districts,
in Tamil Nadu) was unearthed which shows the pots, ivories, ornaments made of
stones & varied collection of colourful gems with names written on it. They were also
like the ones used in Indus Valley Civilization which proves that Keeladi had
educated skilled labour.

2700 BCE First Head Hunting

The historic act of headhunting is quite disturbing, yet fascinating. The literal practice
of taking and preserving a person’s head after killing them, this has advanced from
ancient times to the 21st century to recruit a senior or head of the organization. In
recorded history, the first war was Sumer vs. Elam. King En-me-barage-si of Kish
(the first post-diluvian Sumerian king) commanded Sumerian forces and won the
war. The world witnessed first Head-Hunting concept of recruiting commanders for
the war.

2686 BCE – 1550 BCE First Mass Recruitment was at Ancient Egypt

Formal recruitment practices existed as far back as 2686 B.C. in Egypt during the
period known as the Old Kingdom. First tallest mega construction structure project
was Great Pyramid of Giza, it introduced labour camp, gang worker concept. The
Gang worker concept was used with two gangs of 100,000 men & 10,000 skilled
workers were used for construction. There were officials responsible for recruiting,
training and logistics, which already displayed a high level of organizing Recruitment
History Timeline Evolution.

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55 BCE Employee Referral

The first known “Employee Referral” program was founded by the one and only
Julius Caesar. In the collections of the British Museum, there is a decree signed by
Julius Caesar in 55 B.C., promising a reward of 300 sestertii to any soldier who
brought a referral to join the Roman army. Soldiers earned 10-12 pieces of gold per
year. Benefits of working for the army included substantial grants of cash or land
upon discharge, worth as much as 200 pieces of gold, during retirement. The
Romans were by no means alone. Other societies (the Egyptians, the Greeks, and
the Chinese) also contributed to the developing recruiting practices, some of which
are still with us today.

50 BCE Birth of Recruiters (Recruitment History Timeline Evolution)

Roman Recruitment History Timeline Evolution standards were very high and had a
precise Job description where the candidate must be a Roman citizen and must also
be capable of walking 20 miles with weapons. Because of dangerous and hazardous
work culture, not many people were keen to join the army. Roman Army recruitment
teams traveled across the country to conduct walk-in interviews and headhunting to
find the right candidates.

For a long time, hiring for the army was directed from Rome at the direction of the
Consul or leader of the Senate. Provincial governors and commanders in the field
had no authority to recruit anyone. The scenario changed around 50 B.C., when
recruitment committee was formed, allowing them to hire locally and giving them the
authority to pick talented employees from public which made recruitment unbiased,
faster and more efficient.

Roman Emperor Hadrian was the first to enforce citizens to perform military service
as part of their duty to the state annually (Just like National Service (NS) is
compulsory for all 18-year-old male Singapore citizens).

5 CE Thirukkural’s Introduction to Recruitment and Selection Concept

The Recruitment History Timeline Evolution was found in ancient Tamil literature
(Thirukkural’s Recruitment and Selection concept) in India. Thirukkural’s theory of
recruitment can be explained with the help of translating the verses of chapter 51 and
52 respectively.  It provides understanding of recruitment and selection concept &
essential skills needed in developing a recruiter’s role.

35 CE First Foreign Worker / Temporary Staffing

The Greeks had huge needs for recruitment in their armies. The Hellenistic states
were small, with small populations, and frequently at war. They relied heavily on
mercenaries, which had to be recruited from elsewhere, large numbers of non-
Greeks were being hired as soldiers. Two types of recruitment were common in this
period which is permanent & contracts. It was carried out by recruiting official’s
clauses allowing citizens to serve as Troops (Permanent employment). These
mercenaries were well-paid, and usually only hired for nine- or 10-month contracts
(Temporary Staffing). It was the first foreign worker program. Since it was not
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possible to hire enough skilled people by Romans, they started hiring people on a
temporary basis from Germany, Arabia, Armenia, etc.; they were used more as
backup candidates for the Roman army.

700 CE Introduction of Employment Assessment & Test

The contribution of the Chinese to recruitment was the development of formal

employment testing. The Chinese had introduced a system of examinations for
entering the civil services as early as the seventh century A.D., but it was used to
only hire a very small number of civil servants. At the beginning of the 10th century,
during the Sung dynasty the system was expanded to fill most positions and to
recruit commoners.

1066 CE Feudalism

When William the Conqueror became King of England in 1066,

he introduced feudal system in Britain. British society was built around feudal
obligations – duties men owed to their social superiors in return for being allowed to
live off the land. Perhaps the most important tool in recruiting an army, these
obligations were used to recruit lords and gentry to serve as knights and men-at-
arms, through the obligations they owed the king. They, in turn, were owed service
by people living on their lands, who were obliged to turn up with specific Armour and
weapons depending on their wealth.

1350 CE First Labour Law

During 1347 AD, shortages of talent and the problems with finding qualified workers
gave rise to the first employment laws. The Black Death had ravaged Europe, with
some countries losing as much as half their populations. This caused massive
shortages of labour, and the survivors found that they could charge a premium for
their work and can also choose what to accept. The result was the creation of the
first labour law in 1350 that set wages and restricted mobility. To maintain stability, it
was nothing but an attempt to reduce competition for talent and keep the working
class in its place. Europe is still dealing with the legacy of that law seven centuries
later.

1650 CE First Public Recruitment Agency

First public Recruitment Agency was established in 1650 by Henry Robinson, an

“Office of Addresses and Encounters” that would link employers to workers. The
British Parliament rejected the proposal, then he himself opened such a business,
which was short-lived.

1873 CE First Private Recruitment Agency

First Private Recruitment Agency was Gabbitas & Thring, founded in 1873 by John
Gabbitas who recruited schoolmasters for public schools in England.

1940 Birth of Modern Recruitment Agency

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Modern Recruitment Consultancy was born out of WWII to recruit Soldiers & other
office bearing workers. Recruitment Agency started advertising through word of
mouth to fill the job vacancies in the workplace (Military Service). Once the war
ended, the recruitment agencies started finding new opportunities for the returning
war veterans. As a result, recruiting agencies started working for job seekers initially.

Medium of Recruitment

 Word of Mouth

 Face to Face Application

1950-1970 Introduction of Resume & Newspaper Ads

People started creating Resumes with personal profiles and skills on a paper.
However, things changed with the increasing economy in the 1970’s, recruiting
agencies began to work for companies as these expanding businesses started to
outsource their recruitment/hiring needs. Agencies used bulletin boards and
gradually started with paid advertisements in the newspapers. Also, the resumes
were written with the typewriter and handed directly to agency / recruiter.

Medium of Recruitment

 Word of Mouth

 Face to Face Application

 Local Newspapers

 Bulletin notice board at public place

1980’s Recruitment via Home Computer & fax machines

Recruitment Agencies started receiving standardized styled CVs making resume

processes efficient. With the introduction of fax machines, recruitment agencies
increased their reach of sourcing the candidates by sending and receiving CVs and
other documents in minutes. Advertising for current job opening was quite easy due
to prominence of paid advertising in the newspapers. Home computers entered the
market in the late 1970s and started becoming popular in the 1980s. Recruitment
agencies took advantage of this by using computers for applicant tracking systems
and candidate databases were used for CV storage.

Medium of Recruitment

 Word of Mouth

 Face to Face Application

 Local Newspapers

 Bulletin notice board at public place

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 Flyers & Posters

 Fax Machines
 1990’s Era of Recruitment through Internet begins

With the introduction of world wide web, recruitment agencies started exploring
online job portals like monster & Naukri and online classified job ads to ease the
Recruitment History Timeline Evolution and candidate sourcing. Discovery of
Electronic mail (Email) provided recruitment agencies ability to send the resumes
and other document via email. Geometric Results Inc (GRI) introduced one of the
first significant VMS applications in the industry named peopleNet in 1995.
Introduction of Vendor Management System (VMS) was a stepping-stone to
technology-driven recruitment. With the arrival of Application Tracking System (ATS)
and candidate Managing application, storing candidate data became quite easier,
improving the Recruitment History Timeline Evolution.

Medium of Recruitment

 Local Newspapers

 Fax Machines

 Emails

 Job Portals

 ATS & VMS

2000s Age of Social Media Recruitment

Agencies shifted their focus from online boards to Job Aggregators like indeed that
emerged in mid – 2000s to source candidates. Due to the prominence of VMS &
ATS, Agencies have begun to be more technology Savvy rather than being just
relationship driven. Moreover, Since Job board was limited to sourcing active
candidates, recruitment agencies started trying hands on social media platforms like
LinkedIn, Facebook, Instagram Etc., & Introduction of Infographic Resume to present
qualification in visually engaging manner that created a new category for active
sourcing by bringing candidate profile data online.

2019 TENGAI

In March 2019, the first robot to conduct unbiased job interviews was tested out by
Swedish recruiters. Her name is Tengai. Measuring 41cm (16in) tall and weighing
3.5kg (7.7lbs) she’s at eye level as she sits on top of a table directly across from the
candidate she’s about to interview.

2020 ROBOT VERA

Robot Vera is an AI service which finds candidates, conduct interviews, and screens
resumes. There are plenty of new ways to interview but this approach offers results

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that are up to 10 times faster than traditional human interaction. The firm only started
two years ago but already boasts big-name clients such as PepsiCo and L’Oreal.

2020+ ALGORITHMS

In order to avoid bias and select applications fairly, assisted algorithm selection will
be developed within the next ten years. Recruiters will get access to powerful
computer programs that can analyse data, talent pools and databases, and then in
wider big data collections, in order to shortlist the perfect candidates for roles,
regardless of their gender, age etc.

CONCLUSION

The changes in technology will make huge impact on the way we hire. We have to
prepare ourselves to witness and embrace the changes the future of recruitment has
in store.

The Recruitment History Timeline Evolution will continue with next recruitment
platform will be in Metaverse, with trade test, hiring and selection process will
be decentralized in future.

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