RECRUITMENT AND SELECTION POLICY AT BHARAT SANCHAR NIGAM LIMITED Submitted to Mahamaya Technical University, Noida for the partial fulfillment of the requirement for the award of the degree of Master of Business Administration.

Under the guidance of :Mr. YATENDRA SINGH

Submitted By:Name- DANISH KHAN Roll No-1027870005 MBA III Sem


India is one of the growing economies among all the World. It is growing at the average growth rate about 8-8.5% in different sectors of the economy, In Particular Service Sectors and manufacturing sectors, the growth rate registered service sectors between 2007-2010 was about 35- 45%. BSNL was established in year 2000. BSNL is world’s 7th largest Telecommunication Company in the World. Which provides a Comprehensive range of Telecomm Service in India? This project attempt to understand the Recruitment and Selection procedure/practices of BSNL Organizational Efficiency depends upon the kind of people working for the Organization. According to FLIPPO, apply for jobs in an Organization”. Selection means, It is a process of Choosing the Most Suitable Person out of all the Applicants. In this Process, Relevant Information about Applicants is collected through a Series of Steps so as to evaluate their Suitability for the job to be filled. In short, we can say that “ Right People at Right Place and Right Time for Right work is required.” This project is an attempt to understand Recruitment and Selection process of BSNL for the purpose of Data collection; Organizational records and for Continuous Improvement. Personal Interviews of all t h e Concerned persons Responsible for Recruitment and Selection was conducted. Primary data was used as well for the purpose of data collection and analysis. On the basis of collected data conclusion was done at certain points have been recommended which is present in the conclusion and recommendation part is respectively. As a part of the curriculum of our MBA, I have undergone through our final project in BSNL. This project I analyze work provides various me an Opportunity affecting to understand the Company’s process adopted by the

“Recruitment is the

Process of Searching for Prospective Employees and Stimulating and encouraging them to

Recruitment policy and its necessary requirements etc. detriments recruitment

company ,discover sources of manpower to meet the requirement of the staffing schedule and to employ them attracting that manpower in adequate numbers facilities effective selection for right kind of jobs. Therefore I have chosen this topic to Evaluate whether recruitment is actually necessary for the Organization and if so then up to what extent.

D. Place: …………………………….E (BSNL) ASHOK VERMA (TAR GHAR BSNL AGRA) 4 . Date: …………………………….CERTIFICATE This is to certify that summer training project report entitled “RECRUITMENT AND SELECTION POLICY OF BSNL” submitted By DANISH KHAN is an independent original research work done by him/her under my supervision and guidance... S.

Signature DANISH KHAN .D. tar ghar Agra.Acknowledgement My sincere gratitude to Mr.R person. H. Later on I would like to thanks MR. I am highly indebted to Mr. who gave necessary directions on doing this project to the best of my abilities. who provided me with the necessary information and also for the support extended out to me in the completion of this report and his valuable suggestion and comments on bringing out this report in the best way possible.E (sub division engineer). S. YATENDRA SINGH. ASHOK VERMA.GOVIND NARAYAN and other faculty members who taught me that how to do project through appropriate tools and techniques.

Information derived from the published and unpublished work of other has been acknowledgement in the bibliography. DANISH KHAN 6 .DECLERATION I Danish khan This project report is my original work and has not been submitted in any form as a part of any other project.

An overview of Indian telecom industry CHAPTER 2 ………. An introduction of BSNL CHAPTER 3……….. Project profile  Recruitment and selection policy CHAPTER 4……….Suggestions and conclusion Appendices • Questionnaire • Bibliography . Research methodology CHAPTER 5 ……… Data analysis and interpretation CHAPTER 6……… Findings CHAPTER 7………..CONTENT CHAPTER 1 ………..


Policies of telecom industry in India Government of India implemented the unified access licensing regime. India has a prospering market specifically in GSM mobile service and the number of subscribers is growing very fast. Telecom industry in India constitutes some essential telecom services like telephone. Economic perspective of telecom industry in India Telecom industry in India has a major role in Indian economy. Government of India is eager to reconstitute this telecom industry by enacting effective policies for more investments from foreign companies. In 1997. The Indian government is also . PMRTS(Public Mobile Radio Trunking Services). Telecom industry in India is specifically emphasizing on latest technologies like GSM( Global System for Mobile Communications). television and Internet. Major services and market potentiality of Telecom industry in India Telecommunication sector in India is primarily subdivided into two segments.Telecom industry in India has a big market potentiality and is a fast growing sector. radio. which results in a very competitive and deregulated market in the world. Fixed Line and WLL(Wireless Local Loop ). which are Fixed Service Provider (FSPs) and Cellular Services. CDMA(Code Division Multiple Access). which enables basic and cellular mobile service to use any modern technology. Telecom Regulatory Authority of India (TRAI) was formed to facilitate the growth of the telecom sector in India.

Tata Teleservices. A number of leading multinational telecommunication companies are approaching and showing their interest to invest for the telecom industry in India. 10 . The rapid growth of the sector has been coupled with proactive polices and decisions taken by the Indian Government and dynamic involvement of the private sector.enforcing some effective telecom policies and regulations for the infrastructural growth of this industry. Telecommunication industry of India ranked sixth among all the telecommunication sectors in the world. Leading telecommunication service providers of telecom industry in India Bharat Sanchar Nigam Limited. Bharti Airtel. Telecommunication The Indian telecommunication network is the third largest in the world and the second largest among the emerging economies of Asia. are the major telecommunications service providers in India. Mahanagar Telephone Nigam Limited (MTNL). The Indian telecommunication sector has continued to record noteworthy success throughout the year and has emerged as one of the key sectors that have been accountable for resurgent growth of the Indian economy. In the year 2004.2 million new subscribers were added in the month of February. Videsh Sanchar Nigam Limited (VSNL). Indian telecom market provides a tele-density of 8.38 million. thereby raising the total mobile phone subscription in the country to 791. SIFY Ltd. The liberal policies in the telecommunication sector have facilitated easy access to telecom companies and a fair regulatory framework offers services to the Indian consumers at affordable prices Market size Over 20.2. the total number of telephone subscriptions were US$93.5 percent as registered in the year 2004.

followed by Reliance (16.36 per cent).Moreover. Bharti Airtel owns the largest share at 20. The broadband subscription in February. 2011 was 11. With this deal. particularly after the telecom companies roll out their 3G services as per the research study conducted by Crisil.52 per cent) across the country. Vodafone has allotted over . Indian Telecommunication .21 million in January. state-owned BSNL (11. the growth rate of the telecom managed services is 19 per cent per year with revenues pegged at US$ 8-9 billion as stated by Arpita Pal Agrawal. according to Telecom Regulatory Authority of India (TRAI) database. Aircel (8. Companies outside the telecom sector have shown interest in the sector investment and the Pharma company. As per statistics.97 per cent). the total number of mobile phone base in the country will rise to 900 million by the end of 2012 and it is further expected that this figure will steadily rise to 1. Tata (11. 2011.47 million as compared to 11. the statistics for February state that the rate of growth (2. Idea (12.08 per cent) and Idea (10. Vodafone (16.61 per cent in its subscription base. 2011. Vodafone has recorded the fastest growth rate in the month of February.26 per cent) and Tata (7. while in India. at 17. Executive Director – Telecom KPMG at the 3rd International conference organised by Bharat Exhibitions on Managed Services.9 per cent share of the entire sector.93 per cent) have also recorded decent growth rate figures for the month of February.82 per cent) in the number of rural mobile phone subscribers surpassed than those of the urban areas (2. It has also been projected that the users for the broadband base are going to reach 100 million mark by 2014. The Indian telecom sector is largely dominated by private operators that control a share of 87.856 crore (US$ 640 million). Among the top players in the telecom sector.54 per cent).43 per cent).85 per cent). Piramal Healthcare has decided to buy a 5. with revenues aggregating up to US$ 190 billion.25 billion by 2015. Bharti (15.09 per cent. Reliance (16.7 per cent).5 per cent stake in Vodafone's India unit for Rs 2.41 per cent).Major Investments telecom managed services globally have been growing at a rate of 14 per cent on an yearly basis.

7 billion telecom infrastructure manufacturer.7 billion telecom company intends to set up the company’s largest manufacturing hub in Asia. “As of now. Nokia Siemens Networks. National long distance services opened to private operators. the China centre has a larger infrastructure than the Chennai centre. Direct interconnectivity and sharing of network with other telecom operators within the service area was permitted. said Herbert Merz. 2011 which will be drafted and reviewed by eight different committees set up by the Department of Telecom (Dot).26 per cent of the company shares to Indian investors in accordance to the foreign direct investment (FDI) guidelines for the telecom sector. Indian Telecommunication . plus a one-time entry fee. the government recognizes the significance of a comprehensive and forward looking telecommunications policy that assists in building a performance oriented framework for the development of the Indian telecom industry. Resolution of problems of existing operators envisaged. but going by the plans here. Nokia. The new Telecom Policy is also expected to further ease out the stringent merger and acquisition 12 . a US$ 12. overtaking the China facility centre. Global Head of operations and Executive Board Member. Private telecom operators licensed on a revenue sharing basis. Department of Telecommunication Services (DTS) corporatized in 2000.Policy Initiatives In view of the widespread ramifications of the Indian economy. The main features of the New Telecom Policy 1999 include: • • • • Strengthening of Regulator. • • • The government intends to introduce a new Telecom Policy. a US$ 12. Chennai could possibly be the biggest in a year or so”. Spectrum Management made transparent and more efficient. International Long Distance Services opened to private sectors.

The Road Ahead The telecom sector in India is a major contributor to the economy and is a vital employment generating industry for thousands of professionals. Minister of Communications and Technology. Telecom licenses should be renewed for 10 years compared with 20 years currently. With a direct impact on the socio economic structure of the country. This is aimed at initiating higher consolidation in the telecom market. CHAPTER-2 . Indian Telecommunication . The dynamism displayed by the government and the private sector for uplifting the telecom sector has been recommendable and speaks volumes about the efforts behind the success story. and companies must submit applications for new permits at least 30 months prior to the expiry of their licenses.policies and the committee reviewing the issue has also endorsed the subject to Dot. as stated by Mr Kapil Sibal. the sector has been able to successfully surpass the targets set up by the policy makers. Restating his earlier comments. the Minister stated that the new policy will work to delink the allocation of telecom licenses from mobile spectrum.


MPLS based VPNs is a very useful service for Corporate. CELLULAR MOBILE TELEPHONE SERVICES BSNL’s GSM Technology based Cellular Network reached a long way. and pre-paid service with the brand name ‘Sancharnet’. The post-paid service is a CLI based access service.2005.836 cities/towns with a subscriber base of over 4. currently operational in 100 cities.Million telephones in the Limited Mobile telephone Services are existing.98. against a target of 7 lakhs.089 and total Internet Dhabi were 4143. The Internet Dhaba scheme of the Company aims to further promote Internet usage in rural and semi urban areas To keep pace with the latest and varied value added services to its customers. BSNL has provides a number of attractive tariff packages & Plans which shall further strengthen its subscriber base.67 Crores as on 31st March 2009 out of which 4. INTERNET SERVICES BSNL offers Dialup Internet services to the customers by Post-paid service with the brand. covering 20. As on 31.31 crores cellular telephone are in pre-paid segment 3. Sancharnet is available on local call basis throughout India to ISDN and PSTN subscribers. as it reduces the cost involved as well as the complexity in setting up VPNs for customers networking. 2. BSNL plans to give 1215980 .03. A total of 708594 dial up Internet connections have been given during 2004-2005. your Company’s total Internet customer base was 17. BASIC AND LIMITED MOBILE TELEPHONE SERVICES BSNL is the leading service provider in the country in the Basic Telephone Services. BSNL uses IP/MPLS based core to offer world class IP VPN services. name ‘Net one’.1.2. As of now more than 35 million Direct Exchange Lines & more than 2.

Activation of these new In platforms had increased the sale of ITC Cards taking the figure to Rs.56 million. there were 2367404 internet subscribers working in BSNL net work 4. Ever since its inception BSNL is Continuously expanding its broadband network in response to ever Growing demand of broadband service throughout India Present customer base is 3. As on 31. Card (ITC). At present. Employee’s Welfare Activities 16 . Virtual Private Network Access Number (UAN) and Tele voting In-services. your company offers Free Phone (FPH).more dial up connections during the year 2005-06.1. with equipped capacity of 6. Universal Account Card Calling (ACC). BROADBAND SERVICES BSNL has launched its broadband services under brand name “BSNL BROADBAND” on 14-01-05. thoroughly designed to save time and money. With the commissioning of five provided throughout the country. This offers High Speed Internet Access with speed ranging from 256 Kbps to 8 Mbps. BSNL Broadband service is available in more than 3800 cities &83000 villages. India Telephone (VPN). and enhance productivity. Intelligent Network Intelligent Network Services is a service that incorporates several value added facilities.Premium Rate Service (PRM). The services provided are High Speed Internet Connectivity (up to 8 Mbps) Demand (planned) Virtual Private Network (VPN) service over broadband Dial VPN services to MPLS VPN customers IPTV services (at present available in 66 cities Games on Demand Service Video tutoring service VOIP Video Surveillance service Entertainment portal.1 million.2006.265 crores in2004-05 alone.

A very wide range Welfare Board of the Company. *To Provide world class telecom infrastructure in its area of operation and to contribute to . Kerala and the Andaman and Nicobar Islands – worst hit in the Tsunami . Telephone Services were restored in record time in the flood. BSNL Company swung into action immediately for providing relief to those Affected in the coastal areas. When the destructive Tsunami waves struck the Indian shores.hit areas of Gujarat and Maharashtra. of welfare programmers’.were promptly restored within the shortest Possible time.207 lakhs to the Prime Minister’s Relief Fund. with a focus on the employees’ welfare is continuously implemented by the Staff Assistance during natural calamities BSNL always Remains awake of its responsibility as a Corporate citizen. Communication networks at the Coastal areas of Tamil Nadu. 2. VISION To become the largest telecom Service Provider in Asia M I SSI O N *To provide world class State-of-art technology telecom services to its customers on demand at competitive prices. BSNL along with the employees contributed an amount of Rs.Commitment towards the principles of corporate social responsibilities is Inbuilt w i t h i n the corporate philosophy of BSNL.

Financial Position Bharat Sanchar Nigam Limited. India (34) Telecommunications Public Company Operating 10. India (35) Delhi Area.51 billion) in 2009-10. 88.000 crores (US $ 2. India (75) Bangalore Area.50 billion).02 billion). authorized equity capital of Rs.001 or more employees 2000 Basic and Limited Mobile Telephone Services: Bsnl Is The Leading Service Provider In The Country In The Basic Telephone Services. India Industry Type Status Company Size Founded Top Locations Chandīgarh Area.2. Bsnl Has Provides A Number Of Attractive Tariff Packages & Plans Which Shall Further Strengthen Its Subscriber Base. The Company has a net worth of Rs.the growth of the country's economy.000 crores (US $ 1.Million Telephones In The Limited Mobile Telephone Services Are Existing.128 crores (US$ 22. As Of Now More Than 35 Million Direct Exchange Lines & More Than 2. Cellular Mobile Telephone Services : BSNL’S GSM Technology Based Cellular Mobile Network Has Reached A Long Way.Headquarters Delhi Area. is certainly on a financial ground that's sound. 10. the largest Public Sector Undertaking of the Nation. Paid up Equity Share Capital of Rs. 5.25 billion) and Revenues is Rs. 38053 crores (US $ 9. 18 .

The India Telephone Card Facility And New Value Added Services Are Being Provided Throughout The Country. With A Subscriber Base Of Over 1.16 Crore Cellular Telephones Are In The Prepaid Segment. Virtual Private Network (Vpn).2005. The Internet Dhaba Scheme Of The Company Aims To Further Promote Internet Usage In Rural And Semi Urban Areas. Bsnl Uses Ip/Mpls Based Core To Offer World Class Ip Vpn Services.03. Universal Access Number (Uan) And Tele Voting In Services. There Were 2367404 Internet Subscribers Working In Bsnl Net Work. Internet Services: BSNL Offers Dialup Internet Services To The Customers By Post-Paid Service With The Brand Name ‘Netone’. As On 31. Bangalore.2006. A Total Of 708594 Dial Up Internet Connections Have Been Given During 2004-2005. As On 31. Thoroughly Designed To Save Time And Money. And Enhance Productivity.98. The PostPaid Service Is A Cli Based Access Service. Ahmadabad And Hyderabad. Bsnl Plans To Give 1215980 More Dial Up Connections During The Year 2005-06. Your Company’S Total Internet Customer Base Was 17. 2006 Out Of Which 1. Account Card Calling (Acc). At Present. Your Company Offers Free Phone (Fph). India Telephone Card (Itc). As It Reduces The Cost Involved As Well As The Complexity In Setting Up Vpns For Customers Networking. Currently Operational In 100 Cities.1. To Keep Pace With The Latest And Varied Value Added Services To Its Customers.Covering More Than 6400 Towns.54 Crore As On 31St Jan. Mpls Based Vpns Is A Very Useful Service For Corporates. Activation Of These New In . Against A Target Of 7 Lakhs.089 And Total Internet Dhabas Were 4143. With The Commissioning Of Five Numbers Of New Technology In Platforms (Four General Purpose And One Mass Calling) At Kolkata. Sancharnet Is Available On Local Call Basis Throughout India To Isdn And Pstn Subscribers. Premium Rate Service (Prm). And Pre-Paid Service With The Brand Name ‘Sancharnet’. Intelligent Network: Intelligent Network Services Is A Service That Incorporates Several Value Added Facilities.

2000 and became entitled to commence business with effect from 19th September.00. Other Services Like Streaming Video. As On 31.. Bandwidth On Demand Etc. There Are Plans To Give 2 Million And 3 Million Connections In 2006 And 2007 Respectively.5. divided into1.2005.dated the 15th Date of incorporation: September. There Were More Than 356000 Broad Band Connection Provided By The Bsnl.17. Video On Demand.Rs. Have Also Been Planned.500/.Platforms Had Increased The Sale Of Itc Cards Taking The Figure To Rs. The Company (BSNL) took over the business of providing telecom services and 20 .12. 55-107739.00.000/.9.crores of Equity Shares and Rs.000.00. Broadband Services: Bsnl Has Launched Its Broadband Services Under The Brand Name ‘Dataone’ On 14/1/2005.265 Crores In 2004-05 Alone.10/.500 crores. 2000. Particulars of Organization Incorporated on 15.2000.00.crores of Preference Share Capital. This Offers Services Like High Speed Internet Access With Speed Ranging From 256 Kbps To 8 Mbps.000[One Thousand Crores] Equity Shares of Rs.each. vide Registration No. as the BSNL is an unlisted company.7. SHARE HOLDING Pattern Government of India is holding 100% of the share capital of the Company Listing with Stock Exchanges Not applicable. Share Capital Authorized Capital – Rs.000 [Seven Hundred and Fifty Crores] Preference Shares of Rs. 100 each Paid Up Share Capital . and 750.

Of India Type of Company (Government Company under Section 617 of the Companies Act. Of India service providing departments of the Govt.2000 pursuant to a Moue signed between the BSNL and the Govt. 1956) Administrative Ministry-: management throughout the country except the metro cities of Delhi and Mumbai of the erstwhile service providing departments of the Govt. Ministry of Communication and Information Technology. of India.e. of India i.10. 1. the Departments of Telecom Services and Telecom Operations i. . Department of Telecommunications.


open and effective methods. Recruitment is defined as. “a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient workforce.” . THEORETICAL BACKGROUND :-Introduction Recruitment is defined as a process of searching for prospective employees and stimulating them to apply for jobs in the organization. fair. selects and retains the most suitable candidates by using the most appropriate efficient.LITERATURE REVIEW The scope of my on “recruitment and selection procedure of BSNL”is to provide a framework which will assist manager to ensure that the company attracts. Our study committed to achieving equal opportunities is clearly defined throughout the recruitment and selection procedure.

5. To attract people with multi dimensional skills and experiences that suits the present and future organizational strategies. 2. To design entry pays that competes on quality but not on quantum 9. To search for talent globally and not just within the company. 8. To devise methodologies for assessing psychological traits. To seek out non conventional development grounds of talents.Objectives Of Recruitment 1. 3. To anticipate and find people for positions that does not exist yet. To infuse fresh blood at all levels the organization. 4. To induct outsiders with a new perspective to lead the company. 7. To develop an organizational culture that attracts competent people to the company. To search or head hunt/head pouch people whose skills fit the companies values. 6. SUB-SYSTEMS OF RECRUITMENT 24 .

¬ employing the techniques to attract candidates. the function of recruitment seems to be easy. a number of factors make performance of recruitment a complex one. Management has to attract more candidates in order to increase the selection ratio so that the most suitable candidate can be selected out of the total candidates available.The recruitment process consists of the following four sub-functions:¬ Finding out and developing the sources where the required number and kind of employees will be available. . ¬ stimulating as many candidates as possible and asking them to apply for jobs irrespective of the number of candidates require. Though. Recruitment is positive as it aims at increasing the number of applicants and selection is somewhat negative as it selects the suitable candidates in which process. the unsuitable candidates are automatically eliminated. ¬ Developing suitable techniques to attract the desirable candidates.

FACTOR AFFECTING RECRUITMENT The following are the 2 important factors affecting Recruitment:- 1) INTERNAL FACTORS:Recruiting policy Temporary and part-time employees Recruitment of local citizens Engagement of the company in HRP Company’s size Cost of recruitment Company’s growth and expansion 2) EXTERNAL FACTORS:Supply and Demand factors Unemployment Rate Labor-market conditions Political and legal considerations Social factors Economic factors Technological factors 26 .

They are:ϖ Government policies ϖ Personnel policies of other competing organizations ϖ Organization’s personnel policies ϖ Recruitment sources ϖ Recruitment needs ϖ Recruitment cost ϖ Selection criteria and preference IMPACT OF PERSONNEL POLICIES ON RECRUITMENT POLICIES:- . The following factors should be taken into consideration in formulating recruitment policy. etc. personnel policies of other organizations regarding merit.. However. internal sources. policy regarding sons of soil. In other words the former is a part of the latter. etc.RECRUITMENT POLICY Recruitment policy of any organization is derived from the personnel policy of the same organization. etc. women. Recruitment policy should commit itself to the organization’s personnel policy like enriching the organization’s human resources or servicing the community by absorbing the retrenched or laid-off employees or casual/temporary employees or dependents of present/former employees. social responsibility in absorbing minority sections. recruitment policy by itself should take into consideration the government’s reservation policy.

etc. bias. Personnel department at the central office performs all the functions of recruitment in case of centralized recruitment and personnel departments at unit level/zonal level perform all the functions of recruitment concerning to the jobs of the respective unit or zone. It would have more expertise available to it. It enables the line managers of various units and zones to concentrate on their operational activities by relieving them from the recruiting functions. After formulation of the recruitment policies.Recruitment policies are mostly drawn from personnel policies of the organization. CENTRALISED V/s RECRUITMENT:- DECENTRALISED Recruitment practices vary from one organization to another. It enables the organization to have centralized selection procedure. skill. 28 . promotional and transfer procedure. It can ensure broad uniformity among human resources of various units/zones in respect of education. It would generally be above malpractices. favoritism. It ensures the most effective and suitable placement to candidates. knowledge. Some organizations like commercial banks resort to centralized recruitment while some organizations like the Indian Railway resort to decentralized recruitment practices. talent. the Management has to decide whether to centralize or decentralize the recruitment function. etc. According to Dale Yoder and Paul D. Standohar. MERITS OF CENTRALISED RECRUITMENT:Average cost of recruitment per candidate/unit should be relatively less due to economies of scale. etc. general personnel policies provide a wide variety of guidelines to be spelt out in recruitment policy. It would facilitate interchangeability of staff among various units/zones. abuse of powers.

Both have their own merits and demerits. traditional. social factors. (c) Students from reputed educational institutions. The unit would relatively enjoy advantage about the availability of information. developing the sources. The unit would enjoy better familiarity and control over the employees it recruits rather than on employees selected by the central recruitment agency. retired employees. transferred. . Let’s examine these. Here the organization can have the services of: (a) Employees working in other organizations. someone from within the organization is upgraded.It enables centralized training programmes which further brings uniformity and minimizes average cost of staff. in selecting and employing the techniques to stimulate the candidates. As such the cost of recruitment would be relatively less. Whenever any vacancy arises. control and feedback and various functions/processes of recruitment. The units would enjoy freedom in finding out. (b) Jobs aspirants registered with employment exchanges. etc. Internal Sources:Persons who are already working in an organization constitute the ‘internal sources’. dependents of deceased employees may also constitute the internal sources. promoted or even demoted. SOURCES OF RECRUITMENT:The sources of recruitment may be broadly divided into two categories: internal sources and external sources. Retrenched employees. MERITS OF DECENTRALISED RECRUITMENT:- The unit concerned concentrates only on those sources/places wherein normally gets the suitable candidates. local factors. The unit gets most suitable candidates as it is well aware of the requirements of the job regarding culture. family background aspects. External Sources:External sources lie outside an organization. Units can recruit candidates as and when they are required without any delay.

available outside an organization. issued by the organization. (e) Candidates forwarded by search firms and contractors. relatives and existing employees. friends. They do not work hard and prove their worth. (f) Candidates responding to the advertisements. minimal. and (g) Unsolicited applications/ walk-ins. Merits and Demerits of ‘Recruiting people from ‘Within’:Merits:1) Economical: The cost of recruiting internal candidates is advertising.’ Known devils are better than unknown angels!’ 3) Inefficiency: Promotions based on length of service rather than merit.(d) Candidates referred by unions. No expenses are incurred on 2) Suitable: The organization can pick the right candidates having the requisite skills. 30 . may prove to be a blessing for inefficient candidate. The candidate can choose a right vacancy where their talents can be fully utilized. Existing employees may fail to behave in the knowledge about suitability of a candidate for a position. 2) Inbreeding: It discourages entry for talented people. Demerits:1) Limited Choice: The organization is forced to select candidates from a limited pool. It may have to sacrifice quality and settle down for less qualified candidates.

Merits and Demerits of External sources of Recruitment :Merits Demerits 1. Expenses: Hiring costs could go up substantially. As years roll by. . screen. new ideas could find meaningful expression. 2. to test and test and to select suitable employees. 4. the process has to be repeated. etc. 5. 6. Long term benefits: Talented people could join the ranks. a competitive atmosphere would compel people to give out their best and earn rewards. Infection of fresh blood: People with special skills and knowledge could be hired to stir up the existing 3. Where employees and pave the way for innovative ways of working. Such a competitive atmosphere would help an employee to work to the best of his abilities. suitable ones are not available. Time consuming: It takes time to advertise. Motivational force: It helps in motivating internal employees to work hard and compete with external candidates while seeking career growth. Tapping multifarious sources of recruitment is not an easy task either. the race for premium positions may end up in a bitter race. higher level positions in an organization. Persons with requisite qualifications could be picked up.4) Bone of contention: Recruitment from within may lead to infighting among employees aspiring for limited.Wide Choice: The organization has the freedom to select candidates from a large pool.

from one job to another. on the other hand. Such persons are usually passed on to various departments. METHODS OF RECRUITMENT:The following are the most commonly used methods of recruiting people. depending on internal requirements. The feeling that their services have not been recognized by the organization. status and value. INTERNAL METHODS: 1. Organizations generally prepare badly lists or a central pool of persons from which vacancies can be filled for manual jobs. 8. involves movement of employee from a lower level position to a higher level position accompanied by (usually) changes in duties. It may end up hiring someone who does not fit and who may not be able to adjust in the new setup. etc. A transfer is a lateral movement within the same grade. responsibilities. De-motivating: Existing employees who have put in considerable service may resist the process of filling up vacancies from outside. ultimately will be able to hire the services of Suitable candidates. If a person remains on such rolls for 240 days or more. Uncertainty: There is no guarantee that the organization. Promotion.7. forces then to work with less enthusiasm and motivation. working conditions. Promotions and Transfers This is a method of filling vacancies from within through transfers and Promotions. It may lead to changes in duties and responsibilities. but not necessarily salary.. he gets the status of a permanent employee as 32 .

Employees organization. electronic method and similar outlets. retrenchment compensation 2. One of the important advantages of this method is that it offers a chance to highly qualified applicants working within the company to look for growth opportunities within the company to look for growth opportunities within the company without looking for greener pastures outside. Job seekers are provided information about the jobs and the recruiters. Here the recruiters visit reputed educational institutions such as IITs. the organization publicizes job opening on bulletin boards. this has become a popular way of recruiting people in the highly competitive Information Technology industry nowadays. colleges and universities with a view to pick up job aspirants having requisite technical or professional skills. companies also consider the names recommended by unions from time to time.per the Industrial Disputes Act and is therefore entitled to all relevant benefits. Job Posting:Job posting is another way of hiring people from within. Companies offer rich rewards also to employees whose recommendations are accepted – after the routine screening and examining process is over – and job offers extended to the suggested candidates. As a goodwill gestures. It is a working in the from a current employee regarding a job applicant. Employee Referrals:Employee referral means using personal contacts recommendation to locate job opportunities. External (direct) Methods:1. In fact. are encouraged to recommend the names of their friends. including provident fund. . gratuity. The logic behind employee referral is that “it takes one to know one”. In this method. Campus Recruitment It is a method of recruiting by visiting and participating in college campuses and their placement centres. working in other organizations for a possible vacancy in the near future. in this case. 3. IIMs.

in turn. campus recruiting can be costly for organizations situated in another city (airfare. films. applicants will not have to be lured away from a current job and lower salary expectations. Guidelines for campus recruiting: Companies using college campuses as recruitment source should consider the following guidelines: ¬ Identify the potential candidates early: The earlier that candidate with top potential can be identified. Citibank. A preliminary screening is done within the campus and the short listed students are then subjected to the remainder of the selection process. On the negative front. etc. most reputed organizations (such as Hindustan Lever Ltd. State Bank of India. looking into the placement weeks of various institutions in different parts of the country. etc.). It demands careful advance planning. Proctor & Cable. in the long run these will enhance the prestige of the company in the eyes of potential job seekers. boarding and lodging expenses of recruiters. get a snapshot of job seekers through constant interchange of information with respective institutions. almost immediately after hiring. Tata and Birla group companies) visit IIMs and IITs regularly and even sponsor certain popular campus activities with a view to earn goodwill in the job market. steps should be taken by human resource department to ensure that recruiters are knowledgeable concerning the jobs that are to be filled and the organizations and understand and employ effective interviewing skills. consulting opportunities to faculty members. Advantages of this method include: the placement centre helps locate applicants and provides resumes to organizations. site visit of applicants if allowed. campus recruiting means hiring people with little or no work experience The organizations will have to offer some kind of training to the applicants. funding university infrastructural requirements. the more likely the organization will be in a position to attract them. If campus recruitment is used. applicants can be prescreened. Further. In view of the growing demand for young managers.. 34 . computer diskettes. internships to students. ¬ Employ various means to attract candidates: These may include providing research grants. ¬ Use effective recruitment material: Attractive brochures.

etc. the company may be bombarded with applications from a large number of candidates who are marginally qualified for the job . It has flexibility in terms of information and can conveniently target a specific geographic location.Advertisements:These include advertisements in newspapers. Indirect methods:- 1. As a result. correspondence with placement offices in respective campus in a friendly way – will help in booting the company image in the eyes of the applicants. professional and technical journals. ¬ Offer training to campus interviews: Its better to devote more time and resources to train on campus interviewers to answer specific job related questions of applicants. On the negative side. in recent times. while some of the best candidates who are well paid and challenged by their current jobs may not be aware of such openings. trade. compensation package. radio and television. etc. cutting down . newspaper ads tend to attract only those who are actively seeking employment at that point of time. this medium has become just as colorful. sending signals to competitors. To apply for advertised vacancies let’s briefly examine the wide variety of alternatives available to a company – as far as ads are concerned: ¬ Newspaper Ads: Here it is easy to place job ads without much of a lead time. ¬ Come out with a competitive offer: Keep the key job attributes that influence the decisions of applicants such talking to candidates. prospects in organizations. To maintain secrecy for various reasons (avoiding the rush.followed by enthusiastic and effective presentations by companyofficials. especially those that have had a major positive impact on prior applicants’ decisions to join the company.adding to its administrative burden. this method is appropriate when (a) the organization intends to reach a large target group and (b) the organizations wants a fairly good number of talented people – who are geographically spread out. The ads generally give a brief outline of the job responsibilities. lively and imaginative as consumer advertising. The company must provide detailed information about the characteristics of entry – level positions.

In a blind-box ad there is no identification of the advertising organization. created all over India for helping unemployed youth. especially for top and middle level executive vacancies. they help the organization to target the audience more selectively and they offer considerable scope for designing ads creatively. Boble and Hewitt. ¬ Employment Exchanges:AS a statutory requirement. However. ABC consultants. they are more likely to stand out distinctly. 1959. The Act covers all establishments in public sector and nonagricultural establishments 36 . ¬ Television and radio ads: These ads are more likely to each individual who are not actively seeking employment. displaced persons. potential candidates may have a tough time remembering the details. a number of search firms operate – providing multifarious services to both recruiters and the recruitees. these ads are expensive. etc. Also. making application difficult. Ferguson Associates offers specialized employment-related services to corporate houses for a fee. etc. physically handicapped. AT the lower end.Third Party Methods:¬ Private Employment Search Firms:As search firm is a private employment agency that maintains computerized lists of qualified applicants and supplies these to employers willing to hire people from the list for a fee. companies are also expected to notify(wherever the Employment Exchanges Act. large companies with a national reputation may also go in for blind-box ads in newspapers. AS per the Act all employers are supposed to notify the vacancies arising in their establishments form time to time – with certain exemptions – to the prescribed employment exchanges before they are filled.). SB Billimoria. Firms like Arthur Anderson. Job aspirants are asked to respond to a post office box number or to An employment firm that is acting as an agent between the job seekers and the organization. because the television or radio is simply seen or heard. applies) their vacancies through the respective Employment Exchanges. KPMG. Especially for filling lower level positions. 2.expenses involved in responding to any individual who applies. ex-military personnel.

generally blue collar employees. etc.) many organizations have successfully fought court battles when they were asked to pick up candidates from among those sponsored by the employment exchanges. Unsolicited Applicants / Walk-ins:Companies generally receive unsolicited applications from job seekers at various points of time. in view of the practical difficulties involved in implementing the provisions of the Act (such as filing a quarterly return inrespect of their staff strength. ¬ Gate Hiring and Contractors:Gate hiring (where job seekers. .employing 25 or more workers in the private sector. Alternatives to Recruitment:Since recruitment and selection costs are high (search process. One important problem with this method is that job seekers generally apply to number of organizations and when they are actually required by the organizations. returns showing occupational distribution of their employees. Moreover. the image of the company and the job seeker’s perception of the types of jobs that might be available etc. vacancies and shortages. either they are already employed in other organizations or are not simply interested in the position. it may be extremely difficult to remove them if their performance is marginal. present themselves at the factory gate and offer their services on a daily basis). Such applications are generally kept in a data bank and whenever a suitable vacancy arises.) firms these days are trying to look at alternatives to recruitment especially when market demand for firm’s products and services is sluggish. However. the number of such applications depends on economic conditions. the company would intimate the candidates to apply through a formal channel. recruiting through word-of-mouth publicity are still in use – despite the many possibilities for their misuse –in the small scale sector in India. interviewing agency fee. etc. once employees are placed on the payroll. hiring through contractors. Some of the options in this regard may be listed.

if contacts or leads needed to identify suitable Trainees to invite are in 5:1 ratio. and then 200 contacts are made. To facilitate the decision making process in this regard. it has to monitor past yield ratios in order to find out the number of candidates to be contacted for this purpose. For example. Therefore. time. if a company needs 10 management trainees in the next six months. If the interview-to offer is 3:2. Yield ratios: These ratios indicate the number of leads / contacts needed to generate a given number of hires at a point at time. as many as 40 candidates must be invited. the length of the time needed for alternative sources of recruitment can be ascertained – before pinning hopes on a particular source that meets the recruitment objectives of the company.from offer to acceptance is 10 and from acceptance to report for work is 15. They cannot afford to fill all their vacancies through a particular source. On the basis of past experience. from interview to offer is 7. the company finds that to hire 10 trainees. a company’s past experience may indicate that the average number of days from application to interview is 10. If the invites to interview ratios are 4:3 then. it has to extend 20 offers. to continue the same example. 38 . Armed with this information.Evaluation of Alternative Sources:Companies have to evaluate the sources of recruiting carefully – looking at cost. quality and other criteria – before earmarking funds for the recruitment process. then 30 interviews must be conducted. Lastly. For example. if the company starts the recruitment and selection process now it would require 42 days before the new employee joins its ranks. flexibility. companies rely on the following: Time lapse data: They show the time lag between the dates of requisition for manpower supply from a department to the actual date of filling the vacancies in that department.

. The cost per hire can be found out by dividing the recruitment cost by the number of candidates hired. the human resource managers must also look into the cost or hiring a candidate.Surveys and studies: Surveys may also be conducted to find out the suitability of a particular source for certain positions. For example. Before finally identifying the sources of recruitment. Correlation studies could also be carried out to find out the relationship between different organizational positions. as pointed out previously. employee referral has emerged as popular Way of hiring people in the Information Technology industry in recent times in India.

How well an employee is matched to a job is very important because it is directly affects the amount and quality of employee’s work. To meet this goal. time and trouble. especially. the company obtains and assesses information about the applicants in terms of age. Effective election. The most suitable person is then picked up after eliminating the unsuitable applicants through successive stages of selection process. the employee may find the job distasteful and leave in frustration.SELECTION Introduction Selection is the process of picking individuals who have relevant qualifications to fill jobs in an organization. He may even circulate ‘hot news’ and juicy bits of negative information about the company. qualifications. from job to job within the same organization. The basic purpose is to choose the individual who can most successfully perform the job from the pool of qualified candidates. The time and emphasis place on each step will definitely vary from one organization to another and indeed. in terms of training and operating costs. The sequence of steps may also vary from job to job and organization to . the needs of the job are matched with the profile of candidates. skills. if hired. demands constant monitoring of the ‘fit’ between people the job. causing incalculable harm to the company in the long run. Any mismatched in this regard can cost an organization a great deal of money. In course of time. experience. etc. THE PROCESS:Selection is usually a series of hurdles or steps. Purpose:The purpose of selection is to pick up the most suitable candidate who would meet the requirements of the job in an organization best. to find out which job applicant will be successful. therefore. Each one must be successfully cleared before the applicant proceeds to the next one.

choice etc. Similarly a single brief selection interview might be enough for applicants for lower level positions. Steps in Selecting Process ¬ Reception A company is known by the people it employs. It is a brief history sheet of employee’s background. If the department finds the candidate suitable. For example some organizations may give more importance to testing while others give more emphasis to interviews and reference checks. social. the applicant may be asked to call back the personnel department after some time. usually containing the following Things: 2 . while applicants for managerial jobs might be interviewed by a number of people. demographic.organization. work related background and references. a prescribed application form is given to the applicants to fill and submit. Whoever meets the applicant initially should be tactful and able to extend help in a friendly and courteous way. experience. A junior executive from the Personnel Department may elicit responses from the applicants on important items determining the suitability of an applicant for a job such as age. pay expectations. ¬ Screening Interview A preliminary interview is generally planned by large organizations to cut the cost of selection by allowing only eligible candidates to go through the further stages in selection. aptitude. If no jobs are available at that point of time. location. education. this ‘courtesy interview’ as it is often called helps the Department screen out obvious misfits. In order to attract people with talents. ¬ Application Blank Application blank or form is one of the most common methods used to collect information on the various aspects of the applicants’ academic. skills and experience a company has to create a favorable impression on the applicants’ right from the stage of reception. Employment possibilities must be presented honestly and clearly.

 P personal data (address. the environment in which the test is administered and the way the individual scores are calculated. personality trait. telephone number) Marital data  Educational data  Employment Experience  Extra-curricular activities  References and Recommendations ¬ Selection Testing In this section let’ examine the selection test or the employment test that attempts to asses intelligence. Over the years employment tests have not only gained importance but also a certain amount of inevitability in employment decisions. abilities. most companies do not hesitate to invest their time and money in selection testing in a big way. It is objective in that it tries to measure individual differences in a scientific way giving very little room for individual bias and interpretation. Since they try to objectively determine how well an applicant meets the job requirement. Graphology and integrity test .are uniformly applied. sex. . objective measure of a person’s behavior. It is standardized because the way the tests is carried out. Performance or attitude. performance simulation tests including work sampling and the tests administered at assessment centers.followed by a discussion about the polygraph test.A test is a standardized.

Different types of tests may be administered. unemployment rate. eliminate of unqualified applicants. The last three constitute the internal environment and the remaining form the external environment of selection process. Scrutiny enables the HR specialists to eliminate unqualified jobseekers based on the information supplied in their application forms. tests are used to determine the applicant’s ability. company’s policy. More prominent among them are supply and demand of specific skills in the labor market. legal and political considerations. human resources planning and cost of hiring. This is usually followed by a preliminary interview the purpose of which is more or less the same as scrutiny of application. depending on the job and the company. conditions. often called ‘courtesy interview’. SELECTION TEST: Job seekers who pass the screening and the preliminary interview are called for tests. is a good public relation exercise. Preliminary interview. aptitude and personality. which did not appear in the application forms. on the other hand. helps reject misfits for reason. Besides. preliminary interview.Environment factor affecting selection: Selection is influenced by several factors. company’s image. PRELIMINARY INTERVIEW The applicants received from job seekers would be subject to scrutiny so as to eliminate unqualified applicants. The following are the type of tests taken: 4 . that is. Generally.

with Also what called one as has ‘ACHEIVEMENT accomplished. Aptitude test indicates the ability or fitness of an individual to engage successfully in any number of specialized activities. An example of such test is the general management aptitude tests (GMAT). These tests help to detect positive negative points in a person’s sensory or intellectual ability. Trade tests are the most common type of achievement test given. . an achievement test is taken to measure how well they know it. many unstandardised achievement tests given in industries. When applicant claims to know something. mechanical aptitude. electricians and machinists. They cover such areas clerical aptitude. They focus attention on a particular type of talent such as learning or reasoning in respect of a particular field of work. Ability tests: Assist in determining how well an individual can perform tasks related to the job. Aptitudes tests help determine a person’s potential to learn in a given area. The use of aptitude test is advisable when an applicant has had little or no experience along the line of the job opening. motor coordination. 2). Questions have been prepared and tested for such trades as asbestos worker. It for is secretarial concerned job. such as typing or dictation tests for an applicant for a stenographic position. Aptitude test: Aptitude tests measure whether an individuals has the capacity or latent ability to learn a given job if given adequate training. There are.1). of course. punch-press operators. numerical aptitude. which many business students take prior to gaining admission to a graduate business school programme. An excellent illustration of this is the typing tests given to a prospective employer TESTS’. finger dexterity and manual dexterity.

memory and such other aspects can be measured. skills. 4). Mechanical aptitude tests: They measure the ability of a person to learn a particular type of mechanical work. These tests helps to measure specialized technical knowledge and problem solving abilities if the candidate. Psychomotor or skills tests: They are those. 2.Forms of aptitude test: 1. Mental or intelligence tests: They measure the overall intellectual ability of a person and enable to know whether the person has the mental ability to deal with certain problems. presence of mind (alertness). Such tests are conducted in respect of semi. They are useful in selection of mechanics. memory and such other abilities. which measure a person’s ability to do a specific job. Intelligence test: This test helps to evaluate traits of intelligence. etc. Mental ability. 3). Interest Test: 6 . reasoning. numerical ability. 3.skilled and repetitive jobs such as packing. The intelligence is probably the most widely administered standardized test in industry. etc . testing and inspection. maintenance workers. It is taken to judge numerical.

This is conducted to find out likes and dislikes of candidates towards occupations, hobbies, etc. such tests indicate which occupations are more in line with a person’s interest. Such tests also enable the company to provide vocational guidance to the selected candidates and even to the existing employees. These tests are used to measure an individual’s activity preferences. These tests are particularly useful for students considering many careers or employees deciding upon career changes.

5). Personality Test:
The importance of personality to job success is undeniable. Often an individual who possesses the intelligence, aptitude and experience for certain has failed because of inability to get along with and motivate other people. It is conducted to judge maturity, social or interpersonal skills, behavior under stress and strain, etc. this test is very much essential on case of selection of sales force, public relation staff, etc. where personality plays an important role. Personality tests are similar to interest tests in that they, also, involve a serious problem of obtaining an honest answer.

6). Projective Test:
This test requires interpretation of problems or situations. For example, a photograph or a picture can be shown to the candidates and they are asked to give their views, and opinions about the picture.

7). General knowledge Test:

Now days G.K. Tests are

very common to find general awareness of the

candidates in the field of sports, politics, world affairs, current affairs.

8). Perception Test:
At times perception tests can be conducted to find out beliefs, attitudes, and mental sharpness.etc.

9). Graphology Test:
It is designed to analyze the handwriting of individual. It has been said that an individual’s handwriting can suggest the degree of energy, inhibition and spontaneity, as well as disclose the idiosyncrasies and elements of balance and control. For example, big letters and emphasis on capital letters indicate a tendency towards domination and competitiveness. A slant to the right, moderate pressure and good legibility show leadership potential.

10). Polygraph Test:
Polygraph is a lie detector, which is designed to ensure accuracy of the information given in the applications. Department store, banks, treasury offices and jewellery shops, that is, those highly vulnerable to theft or swindling may find polygraph tests useful.

11). Medical Test:
It reveals physical fitness of a candidate. With the development of technology, medical tests have become diversified. Medical servicing helps measure and monitor a candidate’s physical resilience upon exposure to hazardous chemicals.


The test must be chosen in the criteria of reliability, validity, objectivity and standardization. They are: -

1. RELIABILITY: It refers to standardization of the procedure of administering and scoring the test results. A person who takes tests one day and makes a certain score should be able to take the same test the next day or the next week and make more or less the same score. An individual’s intelligence, for example, is generally a stable characteristic. So if we administer an intelligence test, a person who scores 110 in March would score close to 110 if tested in July. Tests, which produce wide variations in results, serve little purpose in selection.

2. VALIDITY: It is a test, which helps predict whether a person will be successful in a given job. A test that has been validated can be helpful in differentiating between prospective employees who will be able to perform the job well and those who will not. Naturally , no test will be 100% accurate in predicting job success. A validated test increases possibility of success.

There are three ways of validating a test. They are as follows: -

1). Concurrent Validity: - this involves determining the factors that are
characteristics of successful employees and then using these factors as the yardsticks.

it involves taking parts of several similar jobs rather than one complete job to validate the selection test . the test is said to be objective. the test evaluators’ subjective opinions may render the test useless. It is considered to be excellent selection device. 4. Interview can be adapted to unskilled. Otherwise. interview is nothing but an oral examination of candidates. 3). Interview is formal. 3. The characteristics of both successful and less successful candidates are then identified. The purpose of standardization is to obtain norms or standard. 10 . so that a specific test score can be meaningful when compared to other score in the group. Predictive Validity: . It is face-to-face exchange of view.2). STANDARDRIZATION: A test that is standardized is administered under standard condition to a large group of person who are representatives of the individuals for whom it is intended. in-depth conversation conducted to evaluate the applicant’s acceptability. OBJECTIVITY: When two or more people can interpret the result of the same test and derive the same conclusion(s). ideas and opinion between the candidates and interviewers. Synthetic Validity: .it involves using a selection test during the selection process and then identifying the successful candidates. skilled. managerial and profession employees. Basically. INTERVIEW: The next step in the selection process is an interview.

names of relatives etc. job.Objectives of interview: Interview has at least three objectives and they are a follows: 1) Helps obtain additional information from the applicants 2) Facilitates giving general information to the applicants such as company policies. with the help of well . The employee or the manager or the personnel manager may ask a few almost inconsequential questions like name. There interviews employed by the companies. 2) Formal Interview: Formal interviews may be held in the employment office by he employment office in a more formal atmosphere. This is used widely when the labor market is tight and when you need workers badly. either in their respective offices or anywhere outside the plant of company. products manufactured and the like 3) Helps build the company’s image among the applicants. Types of interview: Interviews can be of different types. Following are the various types of interview: - 1) Informal Interview: An informal interview is an oral interview and may take place anywhere. It id not planned and nobody prepares for it. place of birth.

but his all attention is to the candidate. These probing questions must be asked with tact and through exhaustive analysis. He encourages the candidate to talk by a little prodding whenever he is silent e.’ and watch the reaction of the candidates. For example. The interviewer may start with “Mr. The idea is o give the candidate complete freedom to “sell” himself.structured questions. Joseph. The interviewer has no formal or directive questions.g. Ray. A good candidates 12 . the time and place of the interview will be stipulated by the employment office. please tell us about yourself after your graduated from high school”. But the interviewer must be of higher caliber and must guide and relate the information given by the applicant to the objective of the interview. 5) Stress Interview: It is designed to test the candidate and his conduct and behavior by him under conditions of stress and strain. “Mr. without the encumbrances of the interviewer’s question. 4) Depth Interview: It is designed to intensely examine the candidate’s background and thinking and to go into considerable detail on particular subjects of an important nature and of special interest to the candidates. if the candidate says that he is interested in tennis. it is possible to get a good picture of the candidate. 3) Non-directive Interview: Non-directive interview or unstructured interview is designed to let the interviewee speak his mind freely. a series of questions may be asked to test the depth of understanding and interest of the candidate. we do not think your qualifications and experience are adequate for this position.

on the contrary he may substantiate why he is qualified to handle the job.will not yield. This type of interview is borrowed from the Military organization and this is very useful to test behavior of individuals when they are faced with disagreeable and trying situations. 7) Panel Interview: A panel or interviewing board or selection committee may interview the candidate. usually in the case of supervisory and managerial positions. This type of interview pools the collective judgment and wisdom of the panel in the assessment of the candidate and also in questioning the faculties of the candidate. . 6) Group Interview: It is designed to save busy executive’s time and to see how the candidates may be brought together in the employment office and they may be interviewed .

9) Structures Interview: In a structured interview. this approach may overlook key areas of the applicant’s skills or background. It is useful for valid results. especially when dealing with the large number of applicants. It is useful when the interviewer tries to probe personal details of the candidate it analyses why they are not right for the job. usually utilizing the strength and knowledgebase of each interviewer. 10) Unstructured Interview: It is also known as ‘Unpatented’ interview. Unguided interview is advantageous in as much as it leads to a friendly conversation between the interviewer and the interviewee and in the process. 14 . the interviewer uses preset standardized questions. This interview is also called as ‘Guided’ or ‘Patterned’ interview. as the candidate moves from room to room. the interview is largely unplanned and the interviewee does most of the talking. so that each interviewer can ask questions in relation to his or her subject area of each candidate. the later reveals more of his or her desire and problems.8) Sequential Interview: The sequential interview takes the one-to-one a step further and involves a series of interview. But the Unpatterned interview lacks uniformity and worse. which are put to all the interviewees.

some employers place a great value on it. Be prepared for the conversation to abruptly change from friendly chat to direct interview questions. or socially situated. do not underestimate the value of casual discussion. however. from fun talk to business talk. the interviewer while interviewing the job seekers uses a blend of structured and structured and unstructured questions. It is an ideal time for employers to ask the candidate some basic questions to determine whether he/she may be interested in formally interviewing the candidate. 13) Dinner Interviews: These interviews may be structured. some interviewers will ask you to order first (do not appear indecisive). Applicants should be prepared at all times for on-the-spot interviews. . especially in situations such as a job fair or a cold call. Decide what to eat quickly. Be prepared to switch gears rapidly. This approach is called the Mixed Interview. The structured questions provide a base of interview more conventional and permit greater insights into the unique differences between applicants. Avoid potentially messy foods.11) Mixed Interview: In practice. 12) Imprompt Interviews: This interview commonly occurs when employers are approached directly and tends to be very informal and unstructured. such as spaghetti. informal. such as in a restaurant.

barking dogs etc. When the labor market is very 16 . Speak a bit slower than usual.). and the employer will be expecting a greater level of preparation on the part of the candidates. and be prepared to use any information gained through the previous interview to their advantage. Applicants should continue to research the employer following the first interview. together or separately. since the interviewer cannot see your face. addresses. Middle or senior management generally conducts the second interview. and telephone on an references for the purpose of verifying information background information applicant. employers gaining request additional names. Applicants can expect more in-depth questions. It is crucial that you convey your enthusiasm verbally. Although listed on the application form. the interviewer is Likely just taking some notes. If there are pauses.14) Telephone Interviews: Have a copy of your resume and any points you want to remember to say nearby. references are not usually checked until an applicant has successfully reached the fourth stage of a sequential selection process. do not worry. REFERENCE CHECK:Many numbers of and perhaps. 15) Second Interviews: Job seekers are invited back after they have passed the first initial interview. make sure that all roommates or family members are aware of the interview (no loud stereos. If you are on your home telephone.

relatively candid comments and attitude can sometimes be inferred from hesitations and inflections in speech. selection decision. neighbors or friends can act as references. The latter is advantageous because of its accuracy and low cost. It may be stated that the information gathered through references hardly influence selection decisions. People may not like to divulge the truth about a candidate. Organizations normally seek letters of reference or telephone references. People may write favorably about the candidate in order to get rid of him or her. The telephone reference also has the advantage of soliciting immediate. Previous employers are preferable because they are already aware of the applicant’s performance.the most critical of all the steps. . known as public figures. Previous employers. lest it might damage or ruin his/her career. university professors. organizations sometimes hire applicants before checking references. The reasons are obvious: 1. interviews and reference checks. The candidate approaches only those persons who would speak well about him or her. the problem with this reference is the tendency on the part of the previous employers to over-rate the applicant’s performance just to get rid of the person.must be made.tight. The other stages in the selection process have been used to narrow the number of the candidates. But. 2. SELECTION DECISION:After obtaining information through the preceding steps. The final decision has to be made the pool of individuals who pas the tests. 3.

the test assists in determining whether an applicant is physically fit to perform the work. There are several objectives behind a physical test. the physical examination information can be used to determine if there are certain physical capabilities. such an examination will protect the employer from workers compensation claims that are not valid because the injuries or illness were present when the employee was hired. the candidate is required to undergo a physical fitness test. Fourth. one reason for a physical test is to detect if the individual carries any infectious disease. Job offer is made through a letter of appointed. The appointee must 18 . which differentiate successful and less successful employees. Such a letter generally contains a date by which the appointee must report on duty. JOB OFFER: The next step in the selection process is job offer to those applicants who have crossed all the previous hurdles. Obviously.The view of the line manager will be generally considered in the final selection because it is he/she who is responsible for the performance of the new employee. Thirdly. The HR manager plays a crucial role in the final selection. PHYSICAL EXAMINATION: After the selection decision and before the job offer is made. Secondly. The results of the medical fitness test are recorded in a statement and are preserved in the personnel records. medical check-up protects applicants with health defects from undertaking work that could be detrimental to them or might otherwise endanger the employer’s property. Finally. contingent upon the candidate being declared fit after the physical examination. A job offer is. often.

There is also a need for preparing a contract of employment. Naturally. If the new employee’s first job upon joining the company is to go on company until perhaps a week before such training begins. Again. Their applicants may be preserved for future use. One such document is the attestation form. this practice cannot be abused. CONTRACT OF EMPLOYMENT: After the job offer has bee mad and candidates accept the offer. certain documents need to be executed by the employer and the candidate. a new job may require movement to another given reasonable time for reporting. especially if the individual is unemployed and does not have sufficient finances. Attestation form will be a valid record for the future reference. The basic information that should be included in a written contract of employment will vary according to the level of the job. and movement of property. It needs no emphasis that the applications of selected candidates must also be preserved for the future references. This form contains vital details about the candidate. The company may also want the individual to delay the date of reporting on duty. Job title . if any. but the following checklist sets out the typical headings: 1. which means considerable preparation. which are authenticated and attested by him/her. Thos is particularly necessary when he or she is already in employment. in which case the appointee is required to obtain a relieving certificate from the previous employer. Decency demands that the rejected applicants be informed about their non-selection.

8. Dates when holidays can be taken. Grievances procedure (or reference to it). Holiday arrangements: i. 6.) vii. Rate of pay. Disciplinary procedure (or any reference to it). Date when continuous employment starts and the basis for calculating service. Hours of work including lunch break and overtime and shift arrangements. confidential information and restraints on trade after termination of employment. Arrangements for terminating employment. method of payments. 13.) viii.) v. 11. 10. 12. Carryover of holiday entitlement. Length of notice due to and from employee. Maximum holiday that can be take at any one time. overtime and shift rates.2.) Paid holidays per year.) iii. 20 . Special terms relating to rights to patent s and designs. ix. Details of holiday year. Public holidays.) 7. Arrangements for union membership (if applicable). including a parse such as “The employee will perform such duties and will be responsible to such a person.) iv. 9. allowance. Duties. Calculation of holiday pay. Work rules (or any reference to them). Qualifying period. as the company may from time to time direct”.) ii.) vi. 3. 5. 4. Accrual of holidays and holiday pay.

Blunt and Caroe. There is another step – amore sensitive one reassuring those candidates who have not selected. But high turnover sectors such as software. contracts of employment serve many useful purposes. Craigie. etc. advertising and media are more prone to use contracts. Employer’s right to vary terms of the contract subject to proper notification being given. but because their profile did not match the requirement of the organization. Crawford Bailey. Such contracts seek to restrain job-hoppers. The employee is prepared to pay the penalty for breaching the agreement or the new employer will provide compensations. CONCLUDING THE SELECTION PROCESS: Contrary to popular perception. Often.) are engag4d to get the forms drafted and finalized. the selection process will not end with executing the employment contract. They .14. services of law firms (prominent firms in this category include Mulla. Alternatively called employment agreements or simply bonds. It is the reason that several companies have scrapped the contracts altogether. Most employers insist on agreements being signed by newly hired employees. to protect knowledge and information that might be vital to a company’s healthy bottom line and to prevent competitors from poaching highly valued employees. A determined employee is bound to leave the organization. Amarchand Mangaldas Hiralal. not because of any serious deficiencies in their personality. contract or no contract. The drawback with the contracts is that it is almost to enforce them. Great care is taken to draft the contract forms.

The table below contains an outline that highlights the areas and questions to be covered in a systematic evaluation. An organization must have competent and committed personnel. Interview gives the recruiter an Opportunity – To size up the candidate personally. will ensure availability of such employees. Appearance.must be told that those who were selected were done purely on relative merit. To assess subjective aspects of the candidate – facial expressions. nervousness 22 . People who work independent of HR department must conduct audit. To ask question that are not covered in the tests. How to evaluate the effectiveness of a selection programme? A periodic audit is the answer. if properly done. In this step the interviewer matches the information obtained about the candidates through various means to the job requirements and to the information obtained through his own observations during the interview. To make judgments on candidates enthusiasm and intelligence.  Selection Interview: Interview is the oral examination of candidates for employment. EVALUATION OF SELECTION PROGRAMME: The broad test of the effectiveness of the selection process is the quality of the personnel hired. The selection process. This is the most essential step in the selection process.

 EVALUATION:Evaluation is done on basis of answers and justification given by the applicant in the interview. Candidates are required to give the names of 2 or 3 references in their application forms. and promote goodwill towards the company. A job offer is often contingent upon the candidate being declared fit after the physical examination. unusual stamina. information in the following areas may be obtained.  Reference Checks:Once the interview and medical examination of the candidate is over. Medical examination reveals whether or not a candidate possesses these qualities. To give facts to the candidates regarding the company. its policies. etc.  Medical examination:Certain jobs require physical qualities like clear vision. etc.  PHYSICAL EXAMINATION: After the selection decision and before the job offer is made. They are job title. clear tone. who is well versed with the applicant’s job performance and sometimes from the co-workers. the candidate is required to undergo a physical fitness test. These references may be from the individuals who are familiar with the candidate’s academic achievements or from the applicant’s previous employer.and so forth. job . tolerance of hard working conditions. In case the reference check is from the previous employer. the personnel department will engage in checking references. perfect hearing.

the organization has to intimate this decision to the successful as well as unsuccessful candidates. information regarding candidate’s regularity at work. can be obtained. a personal visit is superior to the mail or telephone methods and is used where it is highly essential to get a detailed. The method of mail query provides detailed information about the candidate’s performance. Further. will fetch useful and reliable information to the organization. when used sincerely. Often a telephone call is much quicker.description. character. The line manager has to take adequate care in taking the final decision because of economic. 24 . behavioral and social implications of the selection decisions. period of employment. gross emoluments. However. pay and allowances. willingness of previous employer to employ the candidate again. character and behavior. benefits provided. first hand information which can also be secured by observation. Reference checks are taken as a matter of routine and treated casually or omitted entirely in many organizations. etc. The organization sends the appointment order to the successful candidates either immediately or after sometime depending upon its time schedule. But a good reference check. rate of absence.  Hiring decision:The line manager has to make the final decision now – whether to select or reject a candidate after soliciting the required information through different techniques discussed earlier. etc. After taking the final decision. A true understanding between line managers and personnel managers should be established so as to facilitate good selection decisions. A careless decision of rejecting a candidate would impair the morale of the people and they suspect the selection procedure and the very basis of selection in a particular organization. progress.


26 . 2: To take Feedback from Employees on present Recruitment Scenario. Along with it we consider the following points as a object during our studies: 1: To identify company’s sources of recruitment.OBJECTIVES OF STUDY The main Objective of our Study is to Insure the quality of Company’s Selection and Recruitment process.

We have also prepared during our study for the purpose of collection of primary data.RESEARCH METHODOLOGY To conduct any research a scientific method must be followed the universe of study is very large in which is difficult to collect information from all the employees. Questionnaire designed were of multiple choice and of open ended nature. PRIMARY SOURCES:Primary data was collected using an appropriate questionnaire and observing it SECONDARY SOURSES:The secondary data was collected from companies Training policy Documents & Official records. from QUESTIONNAIRE:It is the set of question which is to be filled up by the respondents for their Answers. so the sampling method has been followed study . .the analysis is based on primary as well as secondary data.

WHY RESEARCH IS REQUIRED ? Conceptually. acquiring. the purpose of research is to discover the answers for the questions through application of scientific procedures. To determine the frequency with which something occurs or with which associated with something else.METHOD OF ANALYSIS :The Tool of analysis adopted by us is the “Column Charts”and”Pie Charts” which We have prepared on the basis of Questionnaire. but generally researchers are done:   To gain familiarities with a phenomenon or to achieve new insights into it. The main aim of the research is to find out the truth which is hidden and which has not been discovered yet. variables. Through each research study has its own specific purpose. The use of Right methodology is necessary because if the right methods are not adopted and thoughts are not arrange in a logical order the exact truth might not be expressed. analyzing and disseminating relevant data and information”. Thus the methodology means correct arrangement of thoughts and knowledge. Methodology can be defined as a systemic way of approaching a problem to identify the truth and for this certain step should be taken in a systematic order and these steps are called methods. “Research Methodology is a process of planning.   To test the hypothesis of casual relationship between To take appropriate decisions. 28 .

In short the search of knowledge through objectives and systematic method of finding solution to problem is research. The definition of three important terms (plan.Research is a careful and systematic effort of gaining new knowledge. structure and strategy) The plan is an outline of the research scheme on which the researcher is to work. It is the operational pattern or framework of the projects that stipulate what information is to be collected from which sources by the procedures. Research design is the specification of methods and the procedure fro acquiring the information needed. observation. It is an . RESEARCH DESIGN: The Research Design is A Plan. The structure of the research is a more specific outline or the scheme and the strategy shows how the Research will be carried out. comparison and experiment. Structure and Strategy of Investigation Conceived so as to Obtain answer to Research Questions and to Control Variance. it is pursuit of true with the help of study. The importance of research design lies in the fact that it makes a statement of what is to be done in order to achieve the research objectives and how it is to be done. Research is an original contribute on to the existing stock of knowledge making for its advancement. specifying the methods to be used in collection and analysis of data.

For developing a sampler design following points need to be discussed with regard to the present study – POPULATION: In Statistical usage the terms population is applied to any finite collection of individuals. Hence a combination of research design is used to reach a solution. One design cannot serve the purpose of all types of research problems. extent and time. professions etc. It is aggregate of all elements possessing certain specified characteristics which need to studied and defined prior to sample. Since the present study is done in Bareilly. The population is finite. age. 30 in terms of elements. It is called a sample. and formulate marketing strategies based on the study. It has displaced the orders terms universe. . Also most of the research problems are complex in nature and cannot be solved by a specific research design. education. The present study is the cross sectional descriptive type with fields study and partly casual in nature as it seeks to find out consumer behavior with respect to mobile and correlate them with income. The research design when chosen correctly prevents deviation in the study. Population can be defined sampling units. SAMPLING AND SAMPLE DESIGN: It is not possible to examine every item in the population hence interferences is drawn about a large numbers of items possessing a particular attribute based on based analysis of fraction of such items. A design may be quite suitable in one case but could not fit in some other research problem.expression of what of the research exercise in terms of results and the analytical input needed to convert data into research findings. Population can be finite if units can be counted or infinite.

house. flat etc. It provides the basis for analysis. In the present study the element is dealer having a good knowledge about the service.In this study. club etc. In the present stuffy. district etc. Element Sampling Units : : People BSNL office ELEMENT: An Element is the unit about which information is collected. The sampling may be different from the element. 2. than a sample of colonies is selected from each selected colony after the entire distributor in it. . the specifications will be as follows: 1.) or a construction unit (enclave. a sample of distributor is selected in the three stages. family.) or it may be an individual. First of all a sample of cities is selected.) or social unit (Household. It can be either geographical unit (state. (Regarding Brand) SAMPLING UNIT: The sampling unit is the basic unit containing the element of the target population. It identifiable physically.

A sample frame could be a telephone directory, a list of block and localities of a city, a map or any other list consisting of all the sampling units, each stage of sampling process requires its own sampling frame. Since the present study undergoes two stages sampling process, we would need two sampling frames. First a list of localities, Second a list of distributors within the selected localities.

Representation of entire universe is only possible through the sampling technique. Considerable care has been taken in selecting the sample so that is Convenient in terms of size and enough to represent the entire universe

Data source: Primary and secondary Research approach: Survey method Research instrument: Questionnaire Sampling plan: Sample unit (office) Sample size: 50 employees Sample area: Dehradun City Contact method: Personal Contact



To be a Lead Telecom Services Provider. To provide quality and reliable fixed telecom service to our customer and there by increase customer's confidence. To provide mobile telephone service of high quality and become no. 1 GSM operator in its area of operation. To provide point of interconnection to other service provider as per their requirement promptly. Contribute towards: National Plan Target of 500 million subscriber base for the country by December 2010. Broadband customers base of 20 million in the country by 2010 as per Broadband Policy 2004. Providing telephone connection in villages as per government policy. Implementation of Triple play as a regular commercial proposition.




DATA ANALYSIS AND INTERPRETATION Employees in Bharat Sanchar Nigam Limited as on Company payroll Contract 90% 10% INTERPRETATION Most of the employee are as on company payroll. .

36 . recruit by external recruitment policy.How you recruit employee? Through internal recruitment Through external recruitment 20% 80% INTERPRETATION Most of the employee.

.If internal. what was the procedure? Transfer Promotion Re Call 60% 30% 10% INTERPRETATION They prefer transfer policy to recruit external employee.

Are you satisfied with company’s current recruitment policy? Yes No 90% 10% INTERPRETATION Most of the employee are satisfied with recruitment policy. 38 .

.What was the time duration between interviews regarding selection in Company and getting offer letter ? One week One month Six month More than six month 0% 0% 40% 60% INTERPRETATION More than six month is required to final touch.

40 .Do you think that presently number of employees is enough? Yes No 10% 90% INTERPRETATION In current position number of employee are less.

.Does company ask you for any recommendation to recruit? Yes No 15% 85% INTERPRETATION Company don’t required any recommendation to recruit.

Are you satisfy with BSNL selection and recruitment policy? yes no 76% 24% INTERPRETATION Most of the people are satisfy with BSNL. 42 .


BSNL technology is very innovative. BSNL does not believe their employee for participation/sharing their ideas in recruitment • • BSNL think that they need more employees because presently number of employees are not enough. BSNL has been covering the entire segment. • Most of the employees are satisfied with recruitment and selection policy of BSNL.FINDINGS After the survey we found the satisfaction level of BSNL employee is very high. A very high segment of youth goes for the name and goodwill of the BSNL. • • • • • Most of the consumers go for the BSNL services. 44 . Youth feel very comfortable with it.


Follow up should be increased. 46 . More financing option should be available. The company should provide more customer value. Effort should be done for developing the concept of good relationship with consumers.SUGGESTIONS The company should increase their service stations. Special offer should be provided by the BSNL.

The purpose of this policy is to ensure that the company will attract and retail the most highly qualified workforce available to them. gender etc to achieve this objective company ensures that all those who are concerned with the recruitment and selection process have a clear understanding of the job to be filled. religion.CONCLUSION The telecomm companies aims to ensure that the best candidate is selected for the job regardless of age. origin. All the workers of the studied organization felt that this program is beneficial in improving performance. color. skills. . attitude and knowledge effectively and efficiently of doing work.

3: Satisfaction level regarding recruitment policy is same in all the three companies i. highly satisfied. 2: Selection procedure is same as in other two companies.e. 48 .SIMILARITIES: 1: BSNL follow both external and internal recruitment as other two companies.

APPENDICES Annexure Bharat Sanchar Nigam Limited Questionnaire (For Academic Purpose) Department: Designation: Age: Name: Q.1 Employees in Bharat sanchar limited as on Company payroll  Contract  Both Q.2 How you recruit employee?  Through internal recruitment  Through external recruitment  Both .

4 If external.5Are you satisfied with company’s current recruitment policy?  Yes  No Q. how? Through Ad. what was the procedure?  Transfer  Promotion  Recall Q.6 Employee can get the opportunity in BSNL?  After qualifying written and interview  Interview only  Written only  None of them 50 . Through Consultancy/emp Exchange Through Labour Contractor Management Level Supervisor Level Workers Q.3If internal.Q.

9Do you ask for any work experience at the time of selection? More than 10 yrs Management Supervisor Worker More than 5 yrs More than 1 yrs Freshers .8 what qualification is required at the time of selection? Degree level Diploma /HSC level Management Supervisor Worker SSClevel Below SSC Q.7What was the time duration between interview regarding selection in company and getting offer letter?  One week  One month  Six month  More than six month Q.Q.

12 Does Company ask you for any recommendation to recruit?  Yes  No Q. Yes If Yes.Q.11 What is the criteria to fill up the post? Through promotion Through transfer Through Re Call Through sources Management Supervisor Worker Q.10 Do you think that presently number of employees are enough? Yes Management Supervisor Workers No Q.13. Why not? 52 Did you contact the informal contact names in the advertisement? No Yes No . was this helpful? If No.

office. Kothari http: http: www.bsnl.BIBLIOGRAPHY I have used the following source for finding the data A.practicescordinal. Marketing Management.bsnl.ogr Http: www.document.R. C.bsnlindia. Research methodology Literature from the web site Philip Kotler.

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