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SOURCES OF RECRUITMENT Human Resource Management
GROUP 14 TY BMS (A) Semester : V Submitted to: Prof. Vijaya Gangal
xyz [Type the company name]
This is to certify that the students of Third Year of Bachelors of Management studies Div. A, comprising Ms.Pallavi Arora, Mr.Rohan Grover, Ms.Nikitha D‟souza, Ms.Shumaila Ansari, Mr.Aman Dedhia and Mr. Hassan Husseini have successfully completed the project titled “SOURCES OF RECRUITMENT . RELATE WITH A
CASE STUDY OF A COMPANY SHOWING ITS MAIN SOURCES OR RECRUITMENT ”, for the Bachelor of Management studies, University of Mumbai, under our
supervision and is the result of their earnest work. The information given by them in this project is original and true to the best of our knowledge.
External Examiner Project Guide
We, 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, in this hardcopy on „The study of relationship of demographic factors such as Age, Income, Gender and Profession with Brand choice and Brand switching of mobile phone handset users in Mumbai‟ has been done by us, and is true and original to the best of our knowledge.
PALLAVI ARORA NIKITHA D‟SOUZA
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.ACKNOWLEDGEMENTS: We would like to acknowledge and thank: Professor Vijaya Gangar. .
This will then be supplemented by a case study showing the various sources of recruitment used by a firm in India. 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. Thus it is important to know the various sources of recruitment employed by firms in the largely competitive oligopolistic market of India. Key Areas of the syllabus: RECRUTIMENT SOURCES OF RECRUITMENT INTERNAL RECRUITMENT POLICIES EXTERNAL RECRUITMENT POLICIES RECRUITMENT POLICIES .RESEARCH PROPOSAL Research question: 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.
Recruitment is understood as the process of searching for and obtaining applicants for the jobs. information is collected from interested candidates. The process begins when new recruits are sought and ends when their applicants are submitted. In the recruitment. For this different source such as newspaper advertisement. “It is the process of finding and attracting capable applicants for the employment. a pool of eligible and interested candidates is created for selection of most suitable candidates.EDWIN FLIPPO. In this. Recruitment means to estimate the available vacancies and to make suitable arrangements for their selection and appointment. “Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organization. . The result is a pool of applicants from which new employees are selected”.Introduction Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organisation. employment exchanges. A formal definition states. are used. from among whom the right people can be selected. internal promotion. 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 represents the first contact that a company makes with potential employees.” . It involves a process of finding and attracting capable applicants for employment. etc. In recruitment.
a preliminary question of policy considers the extent to which it will emphasize external and internal sources. Internal: The sources within the organisation itself to fill a position are known as the internal sources of recruitment. For all recruitment. A combination of both the sources is also desirable. 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.SOURCES OF RECRUITMENT Sources of recruitment are the outlets through which suitable and interested candidates are available. Campus recruitment Promotion from within INTERNAL Press Notice board Newsletters Memoranda Retrenched or Retired employees Dependants Previous Applicants EXTERNAL Personal references Private agencies and Consultants Job Centres Public employment exchanges Professional Organizations Data Banks Casual applicants Trade unions Walk In Mergers and Aquisition e-Recruitment Outsourcing Notices . Every organisation has the option of choosing the candidates for its recruitment processes from two kinds of sources.
A promotion from within policy can stimulate great motivation among employee. A notice board must be ensured that it is well sited. 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. 3. A promotion from within policy is intrinsic to career development and human resource planning. Also anyone else who is likely to be interested is told about it as well so that they can apply for the job. 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. Skills inventories are useful in identifying individuals who have the potential for advancement. and individual‟s desire to be promoted can be assessed in the performance appraisal review. An organization that has human resource planning system uses succession plans and replacement charts to identify and prepare individuals for upper level positions. . as they assume there is nothing new to find out. Wherever it is been placed it should be certain that it is seen by everyone. and this motivation is often accompanied by a general improvement in the employee morale. Notice Boards: This is the convenient and simple method of passing on important messages to the existing staff.Internal Sources: 1. 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. 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. To keep employees satisfied make sure that potentially suitable employees are informed of the vacancy so that they can apply. Personal References: The existing employees will probably know their friends or relatives or colleagues who could successfully fill the vacancy. 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 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.
Disabled. . 8. Previous applicant: This is considered as internal source in the sense that applications from the potential candidates are already lying with organization. Sometimes the organization contacts though mail or messengers these applicants to fill up the vacancies particularly for unskilled or semiskilled jobs. trade union pressure etc. 5. 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. Unfortunately this is not always so. especially if there is a large work force.4. 7. Dependents of Deceased. Newsletter can be utilized as the source of recruitment if it is convinced that everybody will see a copy. 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. 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. 6. 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. 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. magazines or journals for their staff to read. Newsletters: Many companies regularly produce in-house newsletters. However it can be a time consuming process to contact staff individually. because it is sometimes not circulated widely enough and employees may find it boring and choose not to read it.
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. All will put in touch with different audience. it is known that who the audience to be addressed are. L&T. Educational Institutions Or Campus Recruitment: Many organizations conduct preliminary search of prospective employees by conducting interviews at the campuses of various institutes. Cadbury ANZ Grind lays. etc. scientist. catalogues. Promotional literature in the form of posters. 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. which advertise free. broachers. 2. and technicians. some organizations such as HLL. 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. read by a large cross-section of the immediate population. It is expensive in relation to other. Citibank. with their mass circulations and differing attitudes to news coverage appealing to various tastes. HCL. 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. Many Institutes have regular placement cells / offices to serve liaison between the employer and the students. This source is quite useful for selecting people to the posts of management trainees. Tezpur Central University has one Deputy Director (Training and Placement) for purpose of campus recruitment and placement. 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. A short series of .. could be better when looking out to fill the senior position. Of late. technical supervisor. in India have started visiting educational and training institute/ campuses for recruitment purposes. Choose between local newspapers. Local newspapers. National newspapers. may be most suitable if there is sufficient talent in the area. national newspapers and the magazines.EXTERNAL SOURCES: 1. Naturally there are some drawbacks to newspaper advertising. often equally good source such as job and careers centers. The Press: Advertising for the new staff through the press has proved successful for many companies. The daily or evening newspaper is invariably discarded at the end of the day.
clerical or computer personnel and marketing or sales. they initially attempt to find applicants from this list. 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 . They will then pay the employee. Employment exchanges: The national commission labor (1969) observed in its report that in the pre-independence era. possibly at rival companies. it is normally charged on hourly. They normally head hunt people currently at work in similar posts. specialize in finding candidates for senior positions. Trade magazines could be a better way of recruiting staff depending upon the circumstances. concentrating on technical. daily or weekly rate by the agency. managerial and executive appointment. national employment services were established to bring employer and job seeker together. are made direct to the persons involved. It is obligatory for employer to inform about the outcome of selection within 15 days to the employment exchange. Such a process is time consuming and requires considerable tact and diplomacy if it is to be successful. Again a proportion of this may be refundable if the employees proves to be unsatisfactory and subsequently departs. increased time. Employment exchange is particularly useful in recruiting blue-collar. In response to it. by telephone. A short list will be drawn up by reading through applications and conducting interviews on client organization‟s behalf. Recruitment agencies are similar to employment agencies in the services that they offer. Since they maintain a register of job seekers. Private Agencies and Consultants: There are various types of private organization that can help to find the right person for a particular job.advertisement incurring extra expenses may sometimes be required and multiplying one advert by three or four starts to make this source prohibitively costly. also known as Headhunters. Some handle all general vacancies from junior unto supervisory level while others specialize in various occupations such as accountancy. Accordingly.collar and technical workers. the main source of labor war rural areas surrounding the industries. Search consultants. it is expected to pay around 10 to 15% of the annual salary offered if a suitable person is found for the job. effort and expertise are needed to compile a quality short list. For temporary staff. 4. Immediately after independence. Discrete approaches. Although fees vary.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. Employment agencies exist in many town and cities. This will be reflected in the fees charged. the compulsory notification of vacancies act of 1959 (Commonly called employment exchange act) was instituted which become operative in 1960. often between 18 and 22% of the annual salary of the staff recruited. white. 3. The main difference is that recruitment agencies tend to operate at a higher level. Charges may be in excess of 30% of the annual salary. Before opting for this source attention must be paid about those agencies who brashly promise to give a lengthy list of candidates very quickly. This will be partly refundable if he leaves within a certain period of time.
Educational Training Institutes. As per the Employment Exchange act 1959. . 8.screening applicants properly. The employment seekers get themselves registered with these agencies. such exchanges provide candidates for lower position like semi-skilled and skilled workers. candidates apply casually for jobs through mail or handover the application in the Personnel dept. Normally. junior supervisors. There are employment exchanges run by the government almost in all districts. 7. This would be a suitable source for temporary and lower level jobs. etc 6. They act as an exchange between their members and recruiting firm. candidates etc and feed them in the computer. Also a free replacement warranty up to six months must be provided by the recruiting agency. 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. A good shortlist will take time to compile. and lower-level operations like clerks. 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. It will become another source and the co can get the particulars as and when required. Professional Organizations : Professional organizations or associations maintain complete bio-data of their members and provide the same to various organizations on requisition. 9. Public Employment Exchanges : The Government set up Public Employment Exchanges in the country to provide information about vacancies to the candidates and to help the organization in finding out suitable candidates. Casual Applicants: Depending on the image of the organization its prompt response participation of the organization in the local activities. 5. 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.
Short listed candidates are then sent out for the employer to interview on his business premises. In addition the companies do also alliances in sharing their human resource on adhoc basis. Candidates register their cvs on the different job portals which are searched by the recruiters who are looking for the candidates. 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.Outsourcing: Some organizations recently started developing human resource pool by employing the candidates for them. Therefore they advise the potential candidates to attend for an interview directly and without a prior application on a specified date.com.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.10. trying to match their vacancies to job seekers.com etc. some actively looking for work. Staff will note information about a post and the types of person sought and then advertise the vacancy on notice boards within their premises. Pay attention to the appearance and contents of the notice if it is intended that it is applied by the right people. instead they supply HRs to various companies based on their needs on temporary or ad-hoc basis. 15. Monster. It can also be inexpensive with a notice varying from a carefully hand written post card up to a professionally produced poster. 12.Mergers and Acquisitions : Business alliances like acquisitions. 14. time and at a specified place. Walk In: The busy organization and rapid changing companies do not find time to perform various functions of recruitment.Job Centers : Most large towns have a job center which offers employers a free recruitment service. 11. mergers and take over help in getting human resources. 13. The job seekers send their applications through e-mail using the internet. E_recruitment: The technological revolution in telecommunications helped the organizations to use internet as a source of recruitment. . Many organizations conduct preliminary search of prospective employees through the internet service. 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. These organizations do not utilize the human resources. Using the Internet is faster and cheaper than many traditional methods of recruiting. They should be seen by a large number of passerby.
on the one hand.16. the disadvantages of this method of recruitment are non. potential employees who have interest. 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. Another from of word-of-mouth method of “employee-pinching’’ i. However. in terms of both time and money. the word is passed around the vacancies or opening in the organization. However. At the job fair.e. Word-of-mouth: Some organizations in India also practice the “word-ofmouth‟‟ method of recruitment.. on the other. the employee working In another organization is offered by the rival organization. employers have a large pool of candidates on which to draw. In this method . They are considered one of the most effective ways for job seekers to land jobs.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. Some of the organization maintain a file applications and sent a bio-data by a job seeker. This method of recruitment is practice in a pretty manner. 17. dedication and initiative. employers are still on the look out for qualified.availability of the candidates when needed choice of candidates is restricted to a too small number.e. This method is economic.Deputation: Another source of recruitment is deputation I.. These serve as a very handy as when there is vacancy in the organization. 18. The advantage of this method is no cost involved in recruitment. all in one place. 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. . in the Government department and public sector organization does not have to incurred the initial cast of induction and training. and develop commitment with organization to become part of it. Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an interview. sending an employees to another organization for the short duration of two to three years. while job seekers have the opportunity to shop around for dozens – sometimes hundreds – of employers.
evaluate the internal source of recruitment. inexpensive. it can be done in terms of its advantage and disadvantage the same are spelled out as follows: ADVANTAGES: 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. The employees feel that organization feel that organization is a place where they can build up their life-long career. Obviously. the organization does not need to spend much money.EVALUATION OF INTERNAL SOURCES: Let us. internal recruitment also serves as a means of attracting and retaining employees in the organization. time and effort to locate and attract the potential candidates. Thus. Economical recruitment: In case of internal recruitment. A motivator: The promotion through internal recruitment serves as a source of motivation for the employees to improve their carrier and income. internal recruitment proves to be economical. 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. or say. Besides. 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. .
productivity and sufficiency of the organization. Thus. Creates conflicts: Conflicts and controversies surface among the internal candidates. their skill in the long run may become stagnant or obsolete. decreases. This in turn. in turn. Moreover. Stagnation of skills: With the feeling that internal candidates will surely get promoted. which is never healthy for the future organizations. If so. Discourage competition: In this system. whether or not they deserve promotion. it denies the tapping of talents available in the vast labor market outside the organization. . develops a tendency among the employees to take the promotion without showing extra performance.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. the internal candidates are protected from competition by not giving opportunity to otherwise competent candidates from outside the organization. internal recruitment serves as a means for “inbreeding”.
in turn. This increases prospects for selection the best candidates. Opportunity to Select the Best Candidate: With the large pool of applicants. . This helps create healthy competition and conductive work environment in the organization. it introduces new blood in the organization. Thus. The. With such a background. selection process becomes competitive. Availability of Talented Candidates: With the large pool of applicants. external sources are mixed of advantages and disadvantages ADVANTAGES Open process: Being a more open process. it becomes possible for organization to have talented candidates from the outside. they work with the positive attitude and greater vigor.EVALUATION OF EXTERNAL SOURCES: Like the internal source of recruitment. Provides healthy competition: As the external members are supposed to be more trained and efficient. it is likely to attract a large number of applicants/application. widens it option of selection.
DISADVANTAGES: However. This discourages them to do the hard work. job nature and the international scenario of the organization. Discourage the Existing Employee: Existing employees are not sure to get promotion. these are: Expensive and time consuming: This method of recruitment is both expensive and time consuming. Unfamiliarity with the Organization: As candidates some outside the organization. There is no guarantee that organization will get good and suitable candidates. they are not familiar with tasks. the external sources of recruitment suffer from certain disadvantages too. This. Advantages and Disadvantages Of Internal VS External Recruiting Resources . boils down to decreasing productivity of the organization. in turn.
Tata Teleservices has received a pan-India license to operate GSM telecom services. The company is also the market leader in the fixed wireless telephony market with its brand Walky. under the brand TATA DOCOMO and has also been allotted spectrum in 18 telecom Circles. (TATA DOCOMO) Company profile Tata Teleservices Limited spearheads the Tata Group's presence in the telecom sector. . Incorporated in 1996. through its joint venture with NTT DOCOMO of Japan. and offers differentiated products and services under the TATA DOCOMO brand name. 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. The company has recently introduced the brand Photon to provide a variety of options for wireless mobile broadband access. Tata Teleservices Limited is the pioneer of the CDMA 1x technology platform in India. TATA DOCOMO arises out of the Tata Group's strategic alliance with Japanese telecom major NTT DOCOMO in November 2008.Case Study : Tata Teleservices Ltd. Tata Teleservices Limited (TTSL) now also has a presence in the GSM space. TTSL and has already rolled out its services in various circles.
. TATA DOCOMO has also set up a 'Business and Technology Cooperation Committee. comprising of senior personnel from both companies.DOCOMO is also a global leader in the VAS (Value-Added Services) space. particularly integrating services at the platform stage. both in terms of services and handset designs.
RECRUITMENT POLICY To actualize the organizational vision of providing “Trusted services to 100 million happy customers by 2011”. 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. . OBJECTIVE Systematically hire competent human resource inline with HR Strategies derived from business goals. Acquiring and retaining high quality talent is the key to an oragnization‟s success. future growth plans & evolving roles and responsibilities of employees to keep pace with the changing dynamics of the organization. Hire Human resource with values similar to those advocated by the organization to ensure the right culture fit.
Referral from Tata ecosystem. etc . NGOs facilitation. Job portals. Data bank. Voluntary referrals from professional Agencies.Walk Ins. knowledge and attitude to deliver business results today and tomorrow. Hire “CRISP” talent with requisite competence. Employee Referrals. they look for the following attributes:C .Self Confidence P .Result Orientation I . Direct Recruitment. with a view to enable career growth for them. Campus Recruitment.Customer Focus R . RECRUITMENT STRATEGY While hiring a TTSLite. Voluntary application. Adopt a continuous and conscious practice of exploring newer channels for sourcing the best talent in a cost effective manner.Initiative and Speed S .Passion for achievement SOURCING STRATEGY The following sources will be used for identifying the potential Human Resources for TTSL: Recruitment consultants. skill set. RECRUITMENT SOURCES . Implement merit based hiring practices that provides equal opportunity to all. Internal Resume Database. News Paper Ads. Provide opportunities to employees to apply for vacant positions in the company through internal job-postings.
Once the requirement for hiring is justified and manpower requisition is approved. 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. It has the advantage of redeploying people already acquainted with the company‟s business processes and culture and hence. It provides opportunity for promotion and employee development. This procedure applies to all budgeted vacancies as well as vacancies created due to replacement requirements in levels M4 to M8. applications for specific positions are generated through various sources. (ii) CV databank .
roll employees Hiring an outsourced employee simplifies the induction process as the employee is acquainted with the job complexities and the organization culture. These employees are on the payroll of an external agency. (iv) Off. . specifically with regard to local candidates. The term “off – role employees” refers to the employees working on the rolls of an agency providing results and services to TTSL. (iii) Employee Referral Scheme “Bring buddy” Employee referral is an efficient and cost effective way of attracting qualified candidates.The internal databank of CVs is an important source of profiles. After the applications are received. they are screened and short-listed for further processing. Employees not only get the referral fee but also they play a role in shaping the company‟s future. Any employee who wants to refer an individual can forward to the HR function either through email or by submitting a hard copy.
Each RC is required to sign a contract with Corporate HR before commencing work with TTSL. TTSL employs Recruitment Consultants on a contingency basis implying that they are paid a fee only when a position is closed through them. External sources (i) Recruitment through Consultants Recruitment consultants are used to assist in the hiring of qualified candidates. on the basis of relative performance of the consultants. 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.Appointment on TTSL rolls suitability of the outsourced employee as an applicant. Evaluation of RCs The list of consultants is revised only at the beginning of each financial year. . They help in identifying job seekers and are a good and efficient source for obtaining pre – screened candidates. Criteria ons are for entry level positions only (M8 – M7) with an agency providing services to TTSL.
The advertisement should: a. this helps in building a positive image. All advertisements to be approved and ratified by Corporate HR & Corporate MARCOM prior to release. to be used in specific cases such as walk in‟s. d. When TTSL releases the advertisement This source is used for hiring for M5 & above levels. 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. special positions etc. precise and consistent with job specifications and the selection criteria. For this an advertisement copy should be prepared jointly and been approved by both the hiring function and HR. Be brief. b. Attract the interest of potential and suitable applicants. Meet the criteria set by the company for release in the print media. It must specify the e-mail address/fax number/address where applicants can send their CVs. Since potential candidates are first introduced to the company through advertisements.(ii) Advertisements Placing advertisements in the newspaper is a method of recruiting external applicants. experience and qualifications required Closing date of applications . c. Either TTSL or the vendor can release an advertisement for vacancies.
Times job. the strategies are manual but. Conclusion In all Public Service jurisdictions. that the goods are of consistent high quality and that the organisations achieve the objectives for which they have been established. In many territories. 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 objective is to recruit the most qualified. Whatever the strategies selected for use. All open positions which are to be put on TTSL website will be done so on approval of Corporate – TA head. Monster etc. To get the best out of this hiring strategy. technical and professional competencies they require in their . The organization that will succeed. College recruitment offers an opportunity for recruiters to select the potential employees with the personal. those mechanisms that support its use will assume greater popularity. Recommendations TTSL could adopt campus recruitment extensively. corp – TA will maintain an annual matrix of usage of these portals by circle & will also circulate usage on a quarterly basis. (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. promotable [entry-level] candidates. then. rewarding opportunities. 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. as automated methods become more pervasive.(iii) Job Portals Leading job portals like Naukri. and professional and technical employees. is one can show how the work it offers meets students‟ needs for skill enhancement. the organisation and its career opportunities must be made to stand out. personal satisfaction. flexibility and compensation. new approaches to recruitment are being used. committed individuals into the organizations and ensure that the provision of government services to the public is timely and effective. Should be used to get CV‟s for closing positions at the level of M2 to M8.
com www. Supply all details and all instructions in writing to avoid subsequent misunderstandings and disagreements. strong interpersonal skills.org www. organisation. in case the new recruit resigns or needs to be dismissed shortly after joining. They must make sure that a good refund system with the agencies is made. They must participate in job fairs and apply with job centers. 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). Essentials of HR Management and Industrial Relations.wekipedia. Also a free replacement warranty up to six months must be provided by the recruiting agency. All applicants should be judged solely on their ability to do the job. magazines. 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). BIBLIOGRAPHY Books: Human resource management. make sure that they know exactly what they are expected to do. Biju Varkkey. Fourth Edition – Subba Rao Websites: www. Full up to date information about the job and person required. A clear job description and employee specification. The personal competencies identified may include. 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. They could also make use of more inexpensive internal sources like internal newsletters. The opportunity to discuss a student‟s current strengths and potential future value to an organisation cannot be replicated in any other setting. leadership capacity and an ability to function well in a work team.tata. inter alia. When employing an agency or consultant. marital status or any racial group. memorandas.com . a positive work ethic.google. notices.etc. Eleventh Edition – Gary Dessler. must be provided so that they could screen by referring to the employee specification and so on. They must also make sure to maintain equality of opportunity and avoiding unlawful discrimination against applicants of a particular sex.
com .tatadocomo.citehr.humanresources.com www. www.com www.about.
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