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RECRUITMENT AND OUTSOURCING
Under the supervision Of
Submitted in Partial Fulfillment for the Award of the Degree of Bachelor in Business Administration 2010-2012
Under the Guidance of:
Institute Of Innovation In Technology And Management Affiliated to Guru Gobind Singh Indraprastha University, Delhi Institutional Area, Janak Puri , Delhi 110058
This is to certify that I have completed the Summer Project titled”(title of the project)” under the guidance of “(name of the guide)” in partial fulfillment of the requirement for the award of Degree of Bachelor of Business Administration at Institute Of Innovation In Technology And Management, Delhi. This is an original piece of work & I have not submitted it earlier elsewhere.
CERTIFICATE FROM THE COMPANY .
CERTIFICATE FROM THE INSTITUTE GUIDE This is to certify that the summer project titled “Recruitment Outsourcing”is an academic work done by “----------------” submitted in the partial fulfillment of the requirement for the award of the degree of Bachelor of Business Administration at Institute Of Innovation In Technology And Management. under my guidance & direction. Delhi. To the best of my knowledge and belief the data & information presented by him/her in the project has not been submitted earlier. Signature : Name of the Faculty : Designation : .
ACKNOWLEDGEMENT This project has been the culmination of multiple efforts and therefore I would like to extend my sincere gratitude to the following individuals: --------------------. My reporting manager --------------------. for his personal attention to the needs and requirements of the project. Last but not the least. I would like to thank my faculty whose affable nature was a comforting factor and whose knowledge and guidance has played a significant role in compiling this project.who guided me in understanding of the Project and without whose guidance this project would have been meaningless. . I would like to thank my institute for giving me an opportunity to get this relevant exposure in the corporate sector.
the difficulties and the Dos and Don’ts of the Recruitment process.EXECUTIVE SUMMARY The basic idea behind selecting the topic of “Recruitment Outsourcing” is to study how employees are hired. Recruitment comes at this point of time in the picture. Today organizations are coming up with the new techniques of hiring people. the process. . This projects looks into the various types of recruitments. The process includes the step like HR planning attracting applicant and screening them. The organization makes use of various methods and sources for this purpose. which can be internal as well as external. Hence choice of right people and placing them at right place becomes essential. This step is affected by various factors. People form an integral part of the organization. Recruitment is a strategic function for HR department. the people involved. The efficiency and quality of its people determines the fate of the organization. Recruitment is the systematic process of generating a pool of qualified applicant for organization job. The project studies how the actual process is carried in the organization. Recruitment and selection form the process of hiring the employees.
LIST OF CHARTS 1.01 1.03 Requirement Profiling and Processing Specs Check and zeroing Offer Processing .02 1.
9 1.12 1.14 Topics Introduction to the Topic Company Overview Project Overview Recruitment Sources of Recruitment Factors affecting Recruitment Recruitment policy of a company Recent trends in recruitment E-recruitment Difference between Recruitment and Selection Recruitment Management System HR challenges in Recruitment Forms of Recruitment Recruitment Strategies Recruitment Process Page No.13 1.4 1. 1 1 3 3 4 8 11 13 15 18 19 22 23 24 28 47 48 2 3 4 5 Methodology Findings and analysis Conclusion Suggestions Bibliography .No.1 1.7 1. 1 1.11 1.6 1.8 1.TABLE OF CONTENTS S.10 1.2 1.5 1.3 1.
Ltd. Board Members and Co-Founders of companies in Equity.from Business Consulting. Drawing from our expertise in business development. market research. VISION: "To be a globally respected organization that provides best-of-breed business solutions delivered by best-in-class people and nurturing a winning network of clients creating mutual enduring value. KNR focuses on all business domains and believes that generating ideas and executing them simultaneously is very crucial for business growth. Infrastructure and Power Sectors with more than 100 Crores of Turnover.1 COMPANY OVERVIEW KNR Global was started in early 2002 in a small business center located in New Delhi named as RRH Consultants Pvt. Accounting. KNR has grown extensively into a global one-stop shop for all the corporate services. Ltd with an objective to diversify into Market Activation and HR consulting verticals. RRH initiated a new enterprise in early 2008 in the name of KNR Management Consultants Pvt. Business Consulting KNR's consulting programs bring expert support to start-ups and existing cooperatives. risk management and strategic management services. marketing. HR Consulting and Market Activation." KNR offers consultancy services in four major areas: 1. The team comprised of professionals who have been the ex-Directors. .Chapter 1: INTRODUCTION TO THE TOPIC 1. The company specialized in accounting. Financial Consulting. They have specialized teams to perform and produce results for long breakthrough and prepare their clients of what their competitors would do years after. Today KNR is promoted as a parent company providing a wide suite of specialist services to our customers.
They offer a host of services that can be perfectly tailored to the company's individual needs and vision like: • • • Corporate Entertainment Solutions Branding Services Corporate Team Building Events . celebrate their successes and reward their employees. launch products.organizational development and learning systems. The services include: • Company formation • Taxation Advisory • Financial Accounting • Investment Management 3. stakeholders and their counsel to address the most complex business issues. They have team of expertise and efficient Consultants who will help you achieve your organizational goals in the most efficient way. KNR financial consulting team works closely with organizations. Financial Consulting With expertise in a full spectrum of financial advisory services. The services include: • Executive Search • Permanent Staffing • HR Outsourcing • Training and Development 4. KNR Events KNR helps build effective teams. they give clients support to accomplish the business goals they set for themselves. Some of the services are: • • • Corporate management Mergers and acquisitions IPO and Private placement 2. HR Consulting KNR is among the leading Human Resource Consultants.
therefore. Recruitment is only one of the steps in the entire employment process. they have to keep the present as well as the future requirements of the organization in mind. In order to achieve the goals or the activities of an organization. While doing so. organizations cannot progress and prosper. Without positive and creative contributions from people.3 RECRUITMENT Recruitment refers to the process of screening and selecting people for a job in an organization or firm.and large-size organizations and companies often retain professional recruiters or outsource some of the process to recruitment agencies. These two are not one and the same. Recruitment is distinct from Employment and Selection. All this process is generally known as recruitment. The success or failure of an organization is largely dependent on the caliber of the people working therein. recruited). qualifications and experience.1. Once the required number and kind of human resources are determined.2 PROJECT OVERVIEW The human resources are the most important assets of an organization. Technically speaking. While generalist managers or administrators can undertake some components of the recruitment process.Formal definition of recruitment would give clear cut idea about the function of recruitment. Some others use the term recruitment for selection. These are not the same either. whereas the selection is the process of finding out the most suitable candidate to the job out of the candidates attracted (i. mid. they need to recruit people with requisite skills. External recruitment is the process of attracting and selecting employees from outside the organization. the function of recruitment precedes the selection function and it includes only finding. developing the sources of prospective employees and attracting them to apply for jobs in an organization..e. . the management has to find the places where the required human resources are/will be available and also find the means of attracting them towards the organization before selecting suitable candidates for jobs. 1. or for a vacancy in a volunteer-based organization or community group. Some people use the term “Recruitment” for employment.
Create a talent pool of candidates to enable the selection of best candidates for the organization • Determine present and future requirements of the organization in conjunction with its personnel planning and job analysis activities. • Meet the organizations legal and social obligations regarding the composition of its workforce. Recruitment candidates from all the other sources (like outsourcing agencies etc.Purpose and importance of Recruitment: • • Attract and encourage more and more candidates to apply in the organization.) are known as the external sources of recruitment. . • Begin identifying and preparing potential job applicants who will be appropriate candidates 1. The sources within the organization itself (like transfer of employees from one department to other.4 SOURCES OF RECRUITMENT Every organization has the option of choosing the candidates for its recruitment processes from two kinds of sources: internal and external sources. Increase the pool of job candidates at minimum cost. • Help reduce the probability that job applicants once recruited and selected will leave the organization only after a short period of time. promotions) to fill a position are known as the internal sources of recruitment. • • • Recruitment is the process which links the employers with the employees. Help increase the success rate of selection process by decreasing number of visibly under qualified or overqualified job applicants.
Internal recruitment may lead to increase in employee’s productivity as their motivation level increases. There are situations when ex-employees provide unsolicited applications also. Hiring from outside has to be done.SOURCES OF RECRUITMENT Internal Sources Internal Recruitment is a recruitment which takes place within the concern or organization. not all the manpower requirements can be met through internal recruitment. promotions and Re-employment of ex-employees. Internal sources are primarily three . Also. Internal sources of recruitment are readily available to an organization. Reemployment of ex-employees is one of the internal sources of recruitment in which employees can be invited and appointed to fill vacancies in the concern. . But a drawback of internal recruitment is that it refrains the organization from new blood. It also saves time.Transfers. money and efforts.
educational institutes. 3. 2. The dependents and relatives of Deceased employees and Disabled employees are also done by many companies so that the members of the family do not become dependent on the mercy of others. Educational Institutes . 1. External sources are external to a concern. The external sources of recruitment include . External Sources External sources of recruitment have to be solicited from outside the organization. recommendations etc. employment agencies. Transfers The employees are transferred from one department to another according to their efficiency and experience. Retired and Retrenched employees may also be recruited once again in case of shortage of qualified personnel or increase in load of work. 4. Recruitment such people save time and costs of the organizations as the people are already aware of the organizational culture and the policies and procedures. 5. Press Advertisements Advertisements of the vacancy in newspapers and journals are a widely used source of recruitment. employment exchanges. Promotion The employees are promoted from one department to another with more benefits and greater responsibility based on efficiency and experience. But it involves lot of time and money.Employment at factory gate. advertisements. The main advantage of this method is that it has a wide reach. Others are Upgrading and Demotion of present employees according to their performance. 2.1. labor contractors.
Placement Agencies Several private consultancy firms perform recruitment functions on behalf of client companies by charging a fee. Unsolicited Applicants Many job seekers visit the office of well-known companies on their own. This source is used to recruit labor for construction jobs. Such callers are considered nuisance to the daily work routine of the enterprise. This source is known as Campus Recruitment. engineers. Employment Exchanges Government establishes public employment exchanges throughout the country. Employee Referrals/Recommendations Many organizations have structured system where the current employees of the organization can refer their friends and relatives for some position in their organization. But can help in creating the talent pool or the database of the probable candidates for the organization. Labor Contractors Manual workers can be recruited through contractors who maintain close contacts with the sources of such workers. the office bearers of trade unions are often aware of the suitability of candidates. 7. These exchanges provide job information to job seekers and help employers in identifying suitable candidates. engineering colleges. 3. In some organizations these are . 5. These agencies are particularly suitable for recruitment of executives and specialists. Management can inquire these leaders for suitable jobs. Also. It is also known as RPO (Recruitment Process Outsourcing) 4.Various management institutes. medical staff etc. are a good source of recruiting well qualified executives. 6. medical Colleges etc. They provide facilities for campus interviews and placements.
e. . It may involve organizational system to be developed for implementing recruitment programs and procedures by filling up vacancies with best qualified people. the factors which can be controlled by the organization are: 1. 1.formal agreements to give priority in recruitment to the candidates recommended by the trade union. Recruitment Policy The recruitment policy of an organization specifies the objectives of recruitment and provides a framework for implementation of recruitment program.5 FACTORS AFFECTING RECRUITMENT FACTORS AFFECTING RECRUITMENT Internal Factors The internal forces i.
3. Cost Recruitment incur cost to the employer. which will handle its operations. • Need of the organization. it will think of hiring more personnel. • Preferred sources of recruitment. 4. therefore. • Government policies on reservations. If the organization is planning to increase its operations and expand its business.Factors affecting Recruitment policy • Organizational objectives • Personnel policies of the organization and its competitors. . Human Resource Planning Effective human resource planning helps in determining the gaps present in the existing manpower of the organization. It also helps in determining the number of employees to be recruited and what qualification they must possess. 5. Growth and Expansion Organization will employ or think of employing more personnel if it is expanding its operations. Size of the firm The size of the firm is an important factor in recruitment process. organizations try to employ that source of recruitment which will bear a lower cost of recruitment to the organization for each candidate. • Recruitment costs and financial implications 2.
External Factors The external forces are the forces which cannot be controlled by the organization. 4. Government of India has introduced legislation for reservation in employment for scheduled castes. The major external forces are: 1. If the company has a demand for more professionals and there is limited supply in the market for the professionals demanded by the company. Supply and Demand The availability of manpower both within and outside the organization is an important determinant in the recruitment process. For example finance was taken up by fresher MBA’s when many finance companies were coming up. then the company will have to depend upon internal sources by providing them special training and development programs. Image of a company is based on what organization does and affected by industry. 3. An organization with positive image and goodwill as an employer finds it easier to attract and retain employees than an organization with negative image. Image/Goodwill Image of the employer can work as a potential constraint for recruitment. For example. 2. scheduled tribes. Labor Market Employment conditions in the community where the organization is located will influence the recruiting efforts of the organization. even informal attempts at the time of recruiting like notice boards display of the requisition or announcement in the meeting etc will attract more than enough applicants. physically . If there is surplus of manpower at the time of recruitment. Political-Social-Legal Environment Various government regulations prohibiting discrimination in hiring and employment have direct impact on recruitment practices.
When the company is not creating new jobs.6 RECRUITMENT POLICY OF A COMPANY In today’s rapidly changing business environment.handicapped etc. there is often oversupply of qualified labor which in turn leads to unemployment. If the candidate can’t meet criteria stipulated by the union but union regulations can restrict recruitment sources. A clear and concise recruitment policy helps ensure a sound recruitment process. 5. trade unions play important role in recruitment. Therefore. Unemployment Rate One of the factors that influence the availability of applicants is the growth of the economy (whether economy is growing or not and its rate). which can be executed effectively to recruit the best talent pool for the selection of the right candidate at the right place quickly. This restricts management freedom to select those individuals who it believes would be the best performers. It may involve organizational system to be developed for implementing recruitment programs and procedures by filling up vacancies with best qualified people. Competitors The recruitment policies of the competitors also affect the recruitment function of the organizations. 1. To face the competition. it is important to have a clear and concise recruitment policy in place. . many a times the organizations have to change their recruitment policies according to the policies being followed by the competitors. Creating a suitable recruitment policy is the first step in the efficient hiring process. a well defined recruitment policy is necessary for organizations to respond to its human resource requirements in time. 6. Also. It specifies the objectives of recruitment and provides a framework for implementation of recruitment program.
task oriented and merit based selection.Components of recruitment policy: • • • • • • • The general recruitment policies and terms of the organization Recruitment services of consultants Recruitment of temporary employees Unique recruitment situations The selection process The job descriptions The terms and conditions of the employment A recruitment policy of an organization should be such that: • • It should focus on recruiting the best potential people. • • • • • • . To ensure that every applicant and employee is treated equally with dignity and respect. Weight age during selection given to factors that suit organization needs. Transparent. To aid and encourage employees in realizing their full potential. Defining the competent authority to approve each selection. Unbiased policy. Optimization of manpower at the time of selection process.
Government policies on reservations. Integrates employee needs with the organizational needs. Preferred sources of recruitment. • Factors affecting recruitment policy: • • • • • • Organizational objectives Personnel policies of the organization and its competitors. 1. Need of the organization. Recruitment costs and financial implications. the HR processes are being outsourced from more than a decade now. The outsourcing firms help the organization by the initial screening of the candidates according to the needs of the organization and creating a suitable pool of talent for the final selection by the organization. A company may draw required personnel from outsourcing firms.• Abides by relevant public policy and legislation on hiring and employment relationship.7 RECENT TRENDS IN RECRUITMENT Outsourcing In India. Outsourcing firms develop their human resource pool by employing people .
A company can attract talent from another firm by offering attractive pay packages and other terms and conditions.Recruitment is the use of technology to assist the recruitment process. The job seekers send their applications or curriculum vitae i. as it weakens the competitive strength of the firm. Value creation. Indian software and the retail sector are the sectors facing the most severe brunt of poaching today. E. Turning the management's focus to strategic level processes of HRM 4. the organization might be a competitor in the industry. 2. In turn. weeding the unsuitable resumes/candidates. Company can save a lot of its resources and time Poaching/Raiding “Buying talent” (rather than developing it) is the latest mantra being followed by the organizations today. 5. It has become a challenge for human resource managers to face and tackle poaching. Company need not plan for human resources much in advance. Poaching means employing a competent and experienced person already working with another reputed company in the same or different industry. They advertise job vacancies through worldwide web.for them and make available personnel to various companies as per their needs. E-Recruitment Many big organizations use Internet as a source of recruitment. CV through . operational flexibility and competitive advantage 3. the outsourcing firms or the intermediaries charge the organizations for their services. better than the current employer of the candidate.e. Company is free from salary negotiations. Advantages of outsourcing are: 1. But it is seen as an unethical practice and not openly talked about.
The job seekers send their applications or curriculum vitae (CV) through an e-mail using the Internet. which can be drawn by prospective employees depending upon their requirements.” There are more than 18 million résumé’s floating online across the world. 1.com.e mail using the Internet. Alternatively job seekers place their CV’s in worldwide web. the organization’s corporate web site or its own intranet. Many big and small organizations are using Internet as a source of recruitment. They advertise job vacancies through worldwide web. The tool can be either a job website like naukri. Alternatively job seekers place their CV’s in worldwide web. According to a study by NASSCOM – “Jobs is among the top reasons why new users will come on to the internet. Advantages of E-recruitment are: o o o o o Low cost. No intermediaries Reduction in time for recruitment. it is the use of technology or the web based tools to assist the recruitment process. . Also known as “Online recruitment”. Recruitment of right type of people.8 E-RECRUITMENT The buzzword and the latest trends in recruitment is the “E-Recruitment”. which can be drawn by prospective employees depending upon their requirements. Efficiency of recruitment process. besides e-mail. The internet penetration in India is increasing and has tremendous potential.
recruitment that an organization can use is – • Job portals – i.e. • Along with the back-office support a comprehensive website to receive and process job applications (through direct or online advertising) should be developed. • Creating a complete online recruitment/application section in the company’s own website. posting the position with the job description and the job specification on the job portal and also searching for the suitable resumes posted on the site corresponding to the opening in the organization. .The two kinds of e. where the ‘passive’ job seekers can submit their resumes into the database of the organization for consideration in future.Companies have added an application system to its website. as and when the roles become available. . • E-recruitment should be incorporated into the overall recruitment strategy of the organization • A well defined and structured applicant tracking system should be integrated and the system should have a back-end support. Online recruitment techniques • Giving a detailed job description and job specifications in the job postings to attract candidates with the right skill sets and qualifications at the first stage.
” Advantages & Disadvantages Of E-Recruitment There are many benefits – both to the employers and the job seekers but the e-recruitment is not free from a few shortcomings. • Online recruitment helps the organizations to weed out the unqualified candidates in an automated way. it can be said that e-recruitment is the “Evolving face of recruitment. Also. Some of the advantages and the disadvantages of e. • • • Facilitates the recruitment of right type of people with the required skills.Therefore. to conclude. . • No intermediaries. • Reduction in the time for recruitment (over 65 percent of the hiring time). Gives a 24*7 access to an online collection of resumes. posting jobs online is cheaper than advertising in the newspapers. Improves the efficiency of the recruitment process.recruitment are as follows: Advantages of E-Recruitment are: • Lower costs to the organization.
There is low Internet penetration and no access and lack of awareness of internet in many locations across India. 2. Some of them are: • Screening and checking the skill mapping and authenticity of millions of resumes is a problem and time consuming exercise for organizations. In India. the employers and the employees still prefer a face-to-face interaction rather than sending e-mails. The differences between the two are: 1. salary trends in industry etc Disadvantages of E-Recruitment: Apart from the various benefits.• Recruitment websites also provide valuable data and information regarding the compensation offered by the competitors etc. Organizations cannot be dependant solely and totally on the online recruitment methods. which helps the HR managers to take various HR decisions like promotions. e-recruitment has its own share of shortcomings and disadvantages. 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 purpose of selection process is to choose the right candidate to fill the various positions in the organization.9 DIFFERENCE BETWEEN RECRUITMENT AND SELECTION Both recruitment and selection are the two phases of the employment process. • • • 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.
Recruitment is concerned with tapping the sources of human resources WHEREAS selection is concerned with selecting the most suitable candidate through various interviews and tests. Just like performance management. Recruitment is a positive process i.10RECRUITMENT MANAGEMENT SYSTEM Recruitment management system is the comprehensive tool to manage the entire recruitment processes of an organization. 4. 1.3. 5. It is one of the technological tools facilitated by the information management systems to the HR of organizations.e. payroll and other systems. Recruitment management system helps to contour the recruitment processes and effectively managing the ROI on recruitment. There is no contract of recruitment established in recruitment WHEREAS selection results in a contract of service between the employer and the selected employee. encouraging more and more employees to apply WHEREAS selection is a negative process as it involves rejection of the unsuitable candidates. .
automated and interactive interface between the online application system. • helps to communicate and create healthy relationships with the candidates through the entire recruitment process. The Recruitment Management System (RMS) is an innovative information system tool which helps to sane the time and costs of the recruiters and improving the recruitment processes. the unsolicited applications. the final decision making to the main recruitment process • Maintains an automated active database of the applicants facilitating the talent management and increasing the efficiency of the recruitment processes. unbiased. the recruitment department of the company and the job seeker. functions and major benefits of the recruitment management system are explained below: • Structure and systematically organize the entire recruitment processes • Recruitment management system facilitates faster.The features. The ROI on Recruitment Before making any investment. solutions and optimizing the recruitment processes to ensure improved ROI. accurate and reliable processing of applications from various applications. every organization would want to evaluate the investment by answering the following questions in quantifiable terms: . • Provides and a flexible. • Helps to reduce the time-per-hire and cost-per-hire. • Offers tolls and support to enhance productivity. outsourcing recruitment. • Helps to incorporate and integrate the various links like the application system on the official website of the company.
A lot of resources like time and money are spent on recruitment processes of an organization. or. But assessing or quantifying the returns on the recruitment process. Estimating the costs associated with the recruitment project Estimating the tangible and intangible benefits to the organization including the payback period of the recruitments. costPer-Hire and effectiveness of the recruitment source etc. it is difficult to judge the success of their recruitment processes. more and more organizations are adopting one or the other way for calculating the ROI on its recruitments. What are the costs and the corresponding and related risks on the investment? What are the expected returns of the investment? What is the expected pay-back period of the investment? An organization makes a tremendous amount of investment in its recruitment processes. A recruitment professional or manager can calculate and maximize the return on investments on its organization’s recruitment by : • • Clear definition of the results to be achieved from recruitment. Indeed. According to a survey. Instead. calculating the return on investment (ROI) on recruitment is a complicated task for an organization. recruitment is one activity that continues in an organization without anyone ever realizing its worth or measuring its impact on the organization’s business. and there is no accountability of the HR department for the costs incurred and the opportunities missed. Providing and ensuring proper training and development of the recruitment professionals. • • • . Developing methods and ways measuring the results like the time – to – hire. With the increasing strategic focus on the human resources. 38 % of organizations do not prepare or produce any kind of documents or reports on their recruitment processes. Many organizations are examining their HR functions and processes and are trying to quantify their results and returns.
the job market has undergone some fundamental changes in terms of technologies. 1. The biggest challenge for such professionals is to source or recruit the best people or potential candidate for the organization. marketing skills (as to sell the position to the candidate) and wisdom to align the recruitment processes for the benefit of the organization. ability to find and match the best potential candidate for the organization. HR professionals are constantly facing new challenges in one of their most important functionrecruitment. In an already saturated job market. sources of recruitment. where the practices like poaching and raiding are gaining momentum.11 HR CHALLENGES IN RECRUITMENT Recruitment is a function that requires business perspective. The HR professionals – handling the recruitment function of the organization.Assessing the ROI on recruitments can assist an organization to strengthen its HR processes. competition in the market etc. They have to face and conquer various challenges to find the best candidates for their organizations. expertise. improving its recruitment function and to build a strategic human resource advantage for the organization. .are constantly facing new challenges. In the last few years. diplomacy.
explained below: . reviewing staffing needs and prioritizing the tasks to meet the changes in the market has become a challenge for the recruitment professionals. the changes taking place across the globe.12FORMS OF RECRUITMENT The organizations differ in terms of their size. The recruitment process should also be cost effective.The major challenges faced by the HR in recruitment are: • Adaptability to globalization – The HR professionals are expected and required to keep in tune with the changing times. • Strategic prioritization – The emerging new systems are both an opportunity as well as a challenge for the HR professionals. HR department or professionals are not thanked for recruiting the right employees and performers.e. 1. i. A few decisions by the recruitment professionals can affect the productivity and efficiency of the organization. business. • Process analysis – The immediacy and speed of the recruitment process are the main concerns of the HR in recruitment. Therefore. Organizations adopt different forms of recruitment practices according to the specific needs of the organization. HR should maintain the timeliness of the process • Lack of motivation – Recruitment is considered to be a thankless job. processes and practices. The process should be flexible. The organizations can choose from the centralized or decentralized forms of recruitment. adaptive and responsive to the immediate requirements. Even if the organization is achieving results.
In some cases combination of both is used. it becomes important to understand the needs of each department and frame the recruitment policies and procedures accordingly. Centralized from of recruitment is commonly seen in government organizations. Recruitment decisions for all the business verticals and departments of an organization are carried out by the one central HR (or recruitment) department. Choice between the two will depend upon management philosophy and needs of particular organization. Each department carries out its own recruitment. The level of performance of and organization depends on the effectiveness of its recruitment function. With diverse and geographically spread business areas and offices. Organizations have developed and follow recruitment strategies to hire the best talent for .13RECRUITMENT STRATERGIES Recruitment is of the most crucial roles of the human resource professionals. Lower level staffs as well as top level executives are recruited in a decentralized manner.Centralized Recruitment The recruitment practices of an organization are centralized when the HR / recruitment department at the head office performs all functions of recruitment. Benefits of the centralized form of recruitment are: • • • • • • Reduces administration costs Better utilization of specialists Uniformity in recruitment Interchangeability of staff Reduces favoritism Every department sends requisitions for recruitment to their central office Decentralized Recruitment Decentralized recruitment practices are most commonly seen in the case of conglomerates operating in different and diverse business areas. 1.
Identifying and prioritizing jobs Requirements keep arising at various levels in every organization.their organization and to utilize their resources optimally. the strategy should cover the following elements: 1. it is almost a never-ending process. It is impossible to fill all the positions immediately. 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. For formulating an effective and successful recruitment strategy. there is a need to identify the positions requiring immediate attention and action. . To maintain the quality of the recruitment activities. Therefore. This covers the following parameters as well: o Performance level required: Different strategies are required for focusing on hiring high performers and average performers. 2. A successful recruitment strategy should be well planned and practical to attract more and good talent to apply in the organization. it is useful to prioritize the vacancies whether to focus on all vacancies equally or focusing on key jobs first.
HR interviews. 5. Changing Role of Recruitment Intermediaries Recruitment consultancies. 4. Trained recruiters The recruitment professionals conducting the interviews and the other recruitment activities should be well-trained and experienced to conduct the activities. He/she can be from the same industry. both by the employers and the job seekers. the entire recruitment process should be planned in advance. o Category of the candidate: the strategy should clearly define the target candidate. agencies or intermediaries are witnessing a boom in the demand of their services. They should also be aware of the major parameters and skills (e.g. psychometric tests etc.: behavioral. The candidate’s experience can range from being a fresher to experienced senior professionals. With an already .e. unemployed. technical etc.) to focus while interviewing and selecting a candidate. Which are the sources to be used and focused for the recruitment purposes for various positions? Employee referral is one of the most effective sources of recruitment. How to evaluate the candidates The various parameters and the ways to judge them i. Sources of recruitment The strategy should define various sources (external and internal) of recruitment. top performers of the industry etc. 3. different industry. Like the rounds of technical interviews. written tests.o Experience level required: the strategy should be clear as to what is the experience level required by the organization.
knowledge of the market. With the changing demand. the recruitment consultancies or the intermediaries are facing tough competition. and most importantly. the recruitment intermediaries or consultants (as they are commonly known) are witnessing and incorporating various changes in terms of their role. making their services more efficient. . the assess to the suitable and talented candidates and the structured recruitment processes. Apart from that. To retain their position as the service providers in the recruitment market. the emerging popularity of the job portals is also growing. To retain and maintain their position in the recruitment market. Despite of the growing use of the internet. But at the same time. economies of scale. the recruitment intermediaries are predicted to continue dominating the recruitment market in the anticipated future. functions and the services. The recruitment intermediaries save the organizations from the tedious of weeding out unsuitable resumes. one of the major threats faced by this industry is the growing popularity of e-recruitment. co-coordinating interviews. technologies and the penetration and increasing use of internet. the recruitment intermediaries have gained a vital position acting as a link between the job seekers and the employers. But the fact that the intermediaries or the consultants are able to provide their expert services. They are incorporating the use of internet and job portals.saturated job market. give them an edge over the other sources of recruitment . up to 40 percent savings in the recruitment costs. 70 per cent of employers reported the use of application portal on their company’s official website. According to a survey amongst top employers. the candidates. most of them agree with the growing influence of technology and the Internet on the recruitment processes. understanding of the requirements. posting vacancies etc. the recruitment intermediaries are providing value added services to the organizations.
.1. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time.14 RECRUITMENT PROCESS The recruitment and selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the strategic advantage for the organizations.
5 Stages of Recruitment Requirement Profiling & Processing Specs Check & Zeroing Client Validation Facilitation Offer Processing Induction .
Stage 1: Requirement Profiling & Processing
Detailing & Understanding
Process Level 1
Internal Consultant Allocations & Teaming External Database Headhunting Internal Database Bucketing
Process Level 2
Process Level 3
Process Level 4
Sifting Broad Specs Check Reject
Process Level 5
Chart No. 1.01 Requirement Profiling and processing
Gathering Client Requirements Our aim is to match our candidates with ideal career opportunities and assist our clients’ in accurate selection of resources for their business needs. We work closely with the client to review and analyze the client’s need. We then form a working group for accurate requirement capturing by means of involving the key personnel from the client’s team and putting our subject matter experts together. Objective of this engagement is to come up
with an analysis of the client’s need, responsibilities of the position, desired qualifications and qualities, experience and necessary skill sets of the ideal candidate.
Search profiling Based on the output from the requirements gathering effort, we will build a search profile for the right candidate. The aim of the search profile is to enable us making a long list of potential candidates. This profile will help us develop an Intrinsic understanding of requirements, both of client and candidate. The profile will include relevant details such as Skills, compensation, availability, location, etc. -Candidate Listing – long list The candidate long list is prepared by collating our various resources to come up with a range of profiles that meet the requirement as profiled. This can involve any one or a combination of the following approaches:
• • • • •
Searching our own database Online recruitment tools to seek and contact the right candidate Social Networking sites to identify potential candidates Network through related industry Searching through our own partner Network. We have partners who specialize in different kinds of role based profiles. We contact appropriate partners for roles, as per their specialization.
Advertisements in Newspapers, adverts in our own site, Job portals, and other media. This provides us a large and confidential source of potential candidates. Head Hunting. This is a very discreet and confidential service, where we look out for potential candidates in the industry with accurately matching profiles and then work with them to consider opportunities. These candidates are typically people who have been successfully handling particular roles of interest and are not actively looking for a change. Our trained team works with such people to explore potential opportunities.
-Candidate Screening – Short list
Once the long list is ready, our consultants will set to work to create a short list of candidates from this list. The short list will be classified into two categories, one for the list of most accurately matching and ideal candidates and second for the list of backup candidates. The candidates identified through the above phase are then screened and assessed with reference to the defined and agreed job specifications before they are submitted to employers as potential cases. During the shortlist preparation process, our consultants will:
Evaluate to see if candidates meet the minimum criteria, qualifications, experience, interests, and their willingness to consider opportunities. Also conduct informal reference reviews of candidates identified as potential cases. The objective of the reference reviews would be to learn more about the candidates’ abilities.
Offer & Processing . Based on the client review of report. Our consultant can be part of the interview process (if required) to assist the selection process. schedule and manage the interview process of candidates for the client.Client Interviews At the end of the above process our consultants will submit to client a report regarding the short listing. our consultants will prioritize. our consultants will gather feedback from the client and the candidate. The candidates in the primary list will be cases who are ready to meet the client. along with Profiles of candidates and consultant remarks and reviews. Reference Check Once the candidate has been finalized by the client. we carry out formal reference check for learning more about the candidate’s soft Skills. The report would contain the candidates in two groups. coordinate reference checks and verifications for Top candidates selected. We can also. Post interview. or primary and back lists. qualifications. Our consultant will then meet the client with this report and review with them potential cases as per the report. experience.
We would also assist the client in any document gathering or processing activities. we will assist the client in the offer preparation and candidate negotiations. Post joining we will follow up with the candidate and client to get their feedback on their mutual comfort. if required.Once the decision of candidate hiring is made. Such feedback will assist the client in understanding the candidate and also assist us in supporting the client more accurately. Backup Plan With client satisfaction and our primary objective. we will keep a backup plan ready for the role in the form of a shortlisted candidate. Candidate Joining We will work with the client and the candidate on this case. . till the candidate has joined and is settled in the organization. till such time the client formally closes the assignment.
includes a process wherein we take in border line cases.Stage 2: Specs check & Zeroing Specs Check Telephonic Interaction Reject Process Level 6 Personal Interaction (if required) Reject Process Level 7 In-depth Probe Technical Probe Personality Probe Behavioral Probe Cognitive Probe Process Level 8 The personal interaction stage. 1.02 Specs Check and Zeroing . Assessment of Fit Customized/ Standardized Reject Process Level 9 Reference Checks (If Required) Profile Synopsis Development Reject Process Level 10 Process Level 11 Chart no.
This experience gained in emerging growth companies. screen. We have been there. . We know sales and marketing—it’s the only thing we do. We possess an extensive network and talent database. mature companies as well as turn around opportunities. We have been in your chair and we know how demanding it is to run a business and look for great talent at the same time. If your current requirement is to add experienced sales or marketing professionals. select and secure the top talent available. Sales & Marketing is All We Do At SPEC. We have years of experience in building winning teams with Foodservice Manufacturers. We use industry Best Practices to consistently deliver “A” players who can improve your company’s performance. Your most effective search outcome will be obtained from a professional with the industry knowledge and hiring experience to deliver you an effective sales or marketing professional ideal for the position. SPEC’s recruiters will work with you to source. Our multi-phased search process is designed to make sure you get the top performers you need to accelerate your company’s sales.The Right People for the Job SPEC’s recruiting team has a proven track record of success and real world experience as sales and marketing executives and not just recruiters. we take the guesswork out of making critical sales and marketing hires that are essential to achieving business success. provides us with the experience necessary to understand your specific needs based on your company’s size and lifecycle position.
we find and deploy the right talent that will take your company to the top of the market —and beyond. combines interactive media and web communications with branding. as well as business and education executives. writing and advertising to recruit healthcare professionals. Whether you’re looking to add new personnel or “up-grade” personnel. let SPEC help you build the winning team that delivers results. Zero-In Recruitment Marketing applies a full breadth of services to the fields of healthcare. executive and educational professional recruitment. graphic design. Recruitment marketing is the science of identifying your employment brand and effectively refining and promoting that brand to achieve better recruitment results. . Zero-In. the recruitment marketing division of Aloysius Butler and Clark (AB&C).Why SPEC If you’re seeking top-level sales and marketing talent to help you accelerate your company’s growth.
who is calling them and has invited the facilitator to assist. The role of facilitator only emerged as a separate set of skills in the 1980s.Stage 3: Client side validation Aspects of facilitation • The role of the facilitator. . They will try to understand the purpose and outcome of the meeting by discussing it with the client. A facilitator will work with a client who is someone in an organization or diverse group. • Consulting with the client. It has similarities to the traditional Chair or secretary roles in a meeting but goes beyond them to actively participate and guide the group towards consensus.
changing it as necessary ensure everyone gets fully briefed for the meeting and that everyone knows the purpose and potential consequences of the meeting o o • During the meeting. facilitators: o o o o o monitor the agenda keep time manage the group process encourage participation from all attendees help participants understand different points of view . The role of the facilitator • Prior to a meeting. • Understanding group norms. which may indicate problems the group is having. They will also consider in detail the location and layout of the room. • Setting the agenda. both verbal and non-verbal. They will not make assumptions about the way people interact and will try to adapt to the ways of different cultures and organizations . Using specialist techniques they will allow participants to understand all the issues at stake and all alternative courses of action.• Making arrangements for the meeting. facilitators: o o o o research the meeting before it happens find out the purpose and goal (if any) of the meeting establish who needs to attend draw up a draft agenda and design the group processes to attain the necessary results share the agenda with potential attendees. They will research the meeting beforehand to understand why it is being held and that all stakeholders are invited and able to attend. The practical arrangements will be arranged or managed by the facilitator. The facilitator may try to assist the group in becoming aware of these. Whilst tackling the practical aspects of a meeting they remain aware of undercurrents. • Understanding group dynamics. They will understand in detail how each item on the agenda is to be tackled and how long it should take.
metaplan. This initial discussion focuses on the client’s objectives. After the event .A summary of the 1st discussion with the clients is provided. Before the event: . • The facilitator may write up and publish the results of the meeting to everyone concerned including those who could not attend. scenarios.Every work done (graphic illustrations. etc). the team and the working environment. pictures of the illustrations. findings. . clients will get the following deliverables: 1. conclusion and recommendations are summarized in a final report together with the work produced during the event (for example. . 3. . During the event .o o o o o foster solutions that incorporate diverse points of view manage participant behavior create a safe environment teach new thinking skills and facilitating structured thinking activities record (with an agreed phraseology) agreements.objectives. etc) are gathered by the facilitator. They may also note unresolved issues for later debate. summary tables.The objective and scenario are discussed with the participants. For each facilitation. It enables the facilitator to develop the relevant facilitation scenario.Detailed proposal(s) is/are handed over to the client or validation 2.
Stage 4: Offer Processing .
If Required Process Level 20 Chart No.03 Offer Processing .Offer Issue Coordination Follow-up Process Level 17 Drop-outs Track & Monitor Check Prospect Process Level 18 Acceptance Coordination Follow-up Process Level 19 Joining Induction. 1.
Personal Information Request form.OFFER OF EMPLOYMENT: All Benefits-eligible Positions Hiring Manager or Proxy tests the terms of the offer with the final candidate. an I-9 form. from the Offer Form to create an Offer Letter using standard template formats. and have the HR/Payroll Service Center re-create the offer letter. it is determined that changes need to be made to the offer form or the offer letter. and ISSI (if necessary). NOTE: This is NOT a formal offer. start date via e-mail. along with a Direct Deposit Form. PeopleSoft. Budget/DSPA. and prints out a hard-copy of the Offer Form. and any other information from the hiring department. After the candidate verbally agrees to the terms of the offer. obtain approvals. The Key Contact will then mail the letter to the candidate. . the hiring manager The Hiring Manager notifies the Key Contact of the individual's starting salary and The Key Contact enters the terms of the offer into the Offer Form panels in The Offer Form is signed and approved by the Hiring Manager. Dean/Director. and signature. Affirmative Action. the Key Contact needs to revise and reprint the offer form. Please Note: If at any time during the process. Once all of the approvals have been obtained the key contact uses the information The Key Contact is responsible for obtaining the Provost's or Senior VP's approval and candidate determine a suitable start date.
COMPLETING THE APPOINTMENT: All Benefits-eligible Positions If the candidate accepts the formal Offer of Employment. of Orientation Date via an email invitation. International Employees (Process of Hiring International Faculty. Hiring Manager or Proxy The Key Contact will create a new hire package consisting of the change his/her status in PeopleSoft to "Reject" or "Withdrawal". Upon receipt of the signed offer letter. I-9 Employment Eligibility Verification Once the package is prepared. he/she should sign and return one copy of the Offer Letter. the Department of Employment and Training. Service Center will notify New Employee and cc: Unit. Personal Information Form d. and staff should be executed in consultation with the International Student and . following: a. the hiring of non-immigrant international faculty. the Key Contact will update the candidate's status in PeopleSoft to "Ready to hire". If the candidate refuses the formal Offer of Employment. Copy of the Job posting c. During Orientation the employee will be required to complete their W-4 and Direct Deposit paperwork. the Department of Labor. Staff) In order to comply with the United States federal law regulated by the Immigration and Naturalization Services. the Key Contact will submit the new hire package to HR/Payroll Service Center. and the Personal Information Request Form to the Hiring Manager or Proxy. Researchers. and/or the Department of State. Original signed offer letter b. researchers. Completed and Signed Application form and Resumes e. the Key Contact will Hiring Manager or Proxy notifies all candidates not selected for the position. HRM Operations will enter the Employee's start date information into PeopleSoft.
the appropriate visa status in order to be legally employed.or part time at Northeastern University. . you will organize a programme that provides the new head teacher with the support. Stage 5: Induction During the induction stage. either full.Institute. About induction Your new head teacher will feel supported by the governing body and more confident in taking up the reins if you provide an effective induction programme. in a timely fashion. information and contacts him or she will need in order to make a good start in your school. located in 203 Ell Building. This will ensure that the prospective international hire has or will obtain.
The chair of governors should devote some time to facilitating the new head teacher’s entry into formal and informal local networks. be aware of the National College’s Early Headship Provision. which provides funds and opportunities. Your local authority may also offer an induction programme to complement your own. You should also investigate the growing number of formal programmes available nationally and locally for induction. Make as much use as possible of data generated by the interview process to begin the head teacher’s performance management and professional development. which your local authority should be able to provide. Induction should make use of any relevant data gathered during the selection process. Things to consider • A well-planned induction is essential to enable the new head teacher to get up to speed as quickly as possible. Discuss it first. • • • • • For first-time head teachers. but be aware that your head teacher will have preferences and expectations of their own. See if your local authority can arrange a mentor from among the experienced local head teachers. The local authority will be a good source of advice on induction.Induction is the responsibility of governors and is too often unstructured and left to chance. For first-time headships. What to include Agree a programme of visits and meetings with your new head teacher. Newly appointed head teachers will benefit from having a mentor. It begins as soon as the appointment has been agreed and works best if you start planning early. It is common for the chair to be the main contact with the new head teacher. especially if it is your new head teacher’s first post. . and a pack of information for head teachers who are new to the authority. Early Headship Provision provides funds and opportunities. but your appointee might also welcome assistance in organizing discussions with staff and the outgoing head teacher.
Checklist for induction At the end of the induction stage.• Make an audit of useful information and keep the new head teacher informed and involved in any substantive decisions that occur between appointment and taking up post. you will have: • • • obtained information about local and national provision for induction agreed a programme of induction to the school considered ways of welcoming the new head teacher to the community .
records of KNR Global .e.Chapter 2: METHODOLOGY Universe: Finite Sample Size: Random Research Design: Descriptive Data collection: • Data for the study was collected through secondary source and by discussion with the staff and HR manager i.
..COMPLETE IT... as when required bar graph have been draw to present a more comprehensive picture.. It needs to be unbeaten from and with utmost care in order to draw fair conclusion the report generated is in a analysis and interpretation from.. however it is important to mention that the research report represent the picture of the departments and heads which were covered in the research and views given by the HR -officer..Chapter-3: FINDINGS AND ANALYSIS Analysis is the most important part of any research..... . ‘ INCOMPLETE HAI.
Its importance also gets changed as the organization changed.Chapter 4: CONCLUSION Recruitment and selection are getting very much importance these days in the organization. The process includes the step like HR planning attracting applicant and screening them. If suitable employees are selected which are beneficial to the organization it is at safe side but if decision goes wrong it can be dangerous to the organization. Recruitment and selection procedure and its policies changed as per the organization. It is very important activity as it provides right people in right place at right time. It is not an easy task as organization’s future is depends on this activity. It is a systematic procedure that involves many activities. . So it is an activity for which HR department gets very much importance. It is very critical thing to evaluate the human resources.
Chapter 5: SUGGESTIONS • • • • Campus placement techniques should be use to select appropriate candidates. Company should increase the training time for junior employees to a week and senior to a fortnight for better understanding of working culture. Walk in process recruitment techniques also should be used Exam should be conducted by company to check the candidate’s knowledge. .
Aswathappa Robert Mattis Nair Nair Mamoria Websites • • • • • www.com www.hr.org www.wikipedia.com .pyramidweb.net www.google.BIBILOGRAPHY Books • • • K.com www.erexchange.
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