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A PROJECT REPORT ON INTERNAL AND EXTERNAL SOURCES OF RECRUITMENT

Submitted by: NEHA GOYAL MBA II Sem. POORNIMA COLLEGE OF ENGINEERING ISI-2, RIICO Institutional Area, Goner road Sitapura, Jaipur

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ACKNOWLEDGEMENT
I hereby take the golden opportunity to express my sincere reverence and gratitude to all of them who helped me in completing final research project. I am thankful to all the respondents who enabled me to gather data for the research. I am indebted to Ms. Priyanka khendelwal who was my mentor in my final research project and without whose support and direction I would not have been able to complete this project successfully. I am thankful to her for guiding me during this project and invoking confidence in me. I am also thankful to Ms.Karishma mam me with continuous support and guidance. I also show my indebtedness to my parents and friends for their unconditional support, without whose help my research study would have been Last but not the least; I would like to express my sincere reverence towards Dr. M.S PILLAI (Director, JECRC, School Of Management) for providing me this opportunity. for acting as a guide and providing

Thanks Sakshi agarwal

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Table of content

1. Preface 2. Executive summary 3. Introduction 4. Objective, scope and purpose 5. Research methodology 6. Review of literature 7. Facts and findings 8. Conclusion 9. Recommendation and suggestion 10. Limitation 11. Bibliography

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EXECUTIVE SUMMARY
Today, in every organization recruitment as an activit y is

necessary. It is an important part of an organization. Recruitment is a vital in gredient f or the success of the organization in the long run. There are certain wa ys t hat are to be f ollowed by e very organization, which ensures that it has right number and kind of people, at the right place and right time, so that organization can achieve its plann ed objective. The objective of recruitment is to attract and encourage more and more candidates to apply in the organization and to create a talent pool of candidates f or the organization. For eve ry organiza tion it is important to have a right p erson on a right job. Recruit ment plays a vital role in this situation. Shortage of skills and the use of new techn ology are puttin g considerable pressure on how emplo yers go about Recruiting and Select ing staff . It is

recommended to carry out a strategic analysis of Recruitment procedure. W ith ref erence to this context, this project is been prepared to put a light on internal and external sources of recruitment. This project includes Meaning and Def inition of Recruitment, Need and Purpose of Recruitment, Sources of Recruitment through which an O rganizat ion gets suitable application.

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INTRODUCTION
Recruitment is the most important functions of personnel management. Recruitment precedes selection and helps in selecting a right candidate. Recruitment is a process to discover t he sources of manpower to meet the requirement of the staff ing schedule and to employ eff ective measures f or attracting that manpower in adequate numbers to f acilitate effective select ion of eff icient personnel. Staff ing is one basic f unction of management. All managers have responsibilit y of staff ing function by selecting the chief executive and even the f oremen and supervisors ha ve a staff ing responsibilit y when they select the rank and f ield workers. Every o rganizat ion needs to look af ter recru itment in the initial period and thereaf ter as and when additional manpower is re qu ired due to expansion and development of business activities. Every organization should give attention to the recruitment of its manpower, especially its managers. The operative manpower is equally important and essential for the orderly working of an enterprise. Every business organization/unit needs manpower for carrying different business activities smoothly and efficiently and for this recruitment is very essential.

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Meaning of recruitment
Recruitment means to estimate the available vacancies and to make suitable arrangements for their selection and appointment. Recruitment is understood as the process of searching f or and obtaining applicants f or the jobs, f rom among whom the right people c an be selected. A f ormal def inition states, It is t he process of f inding and attracting capable applicants f or the employment. The process begins when new recruit s are sought and ends when their applicants are submitted. The result is a pool of applicant s f rom which new employees are selected. In this, the available vacancies are given wide publicit y and suitable candidates are encouraged to submit applications so as to have a pool of eligible candidates f or scientif ic action. In recruitment, inf ormation is collecte d f rom interested candidates. For this dif ferent source such as newspaper advertisement, employment exchanges, internal promotion, etc. are used. In the recruitment, a pool of eligible and interested candidates is created f or selection f irst of most that suitable a candidates. Recruitment with potential

represents the employees

contact

company makes

Definition :
Ac cor ding to EDWIN FLIPPO ,Recruitment is the process of Searching f or prospective employees and stimula ting them to apply f or jobs in the organization.

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Internal Recruitment

Internal recruitment seeks applicants f or positions f rom within the company. The various internal sources include :

PROMOTIONS AND TRANSFER


Promotion is an effective means using job posting and personnel records. Job posting re quires notif yin g vacant positions by postin g notices, circulatin g publications or announcing at staff meetings and invitin g employees to apply. Personnel records help discover emplo yees who are doing j obs below their educat ional qualif ications or skill le vels. Promotions has many ad vantages like it is good public relations, builds morale, encourages competent individuals who are ambitious, improves the probability of good selection since inf ormation on the individuals perf ormance is readily a vailable, is cheaper than going outside to recruit, those chosen internally a re f amiliar with the orga nization thus reducing the orient ation time and energy and also acts a s a training device f or developing middle -le vel an d top -level manage rs. Ho we ver, promotions restrict the f ield of selection preventing f resh blood & ideas f rom entering the organizat ion. It also leads to inbreeding in the organization. Transf ers are also important in providing e mployees with a broad-based vie w of the organization , necessary f or f uture promotions.

EMPLOYEE REFERRALS
Employees can de velop good prospe cts f or their f amilies and f riends by acquainting them with the advantages of a job with the company,

f urnishing them wit h introduction an d encouraging them to apply. This is a very ef f ective means as many qu alif ied people can be reached at a very lo w cost to the company. The other advantages are that the employees would bring only those ref errals that they f eel would be able to f it in the organization based on their own experience. The

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organization can b e assured of the reliabilit y and the character of the ref errals. In this way, the organizatio n can also f ulf ill social obligations and create goodwill.

FORMER EMPLOYEES
These include retired employees who are willin g to wo rk on a part-time basis, individuals who lef t wo rk and are willin g to come back f or higher compensations. Even ret renched employees are taken up once again. Advantage here is that the people are already kno wn to the organization and there is no need to f ind out their past perf ormance and character. Also, there is no need of an orientation programmed for them, since they are f amiliar with th e organization.

DEPENDENTS OF DECEASED EMPLOYEES


Usually, banks f ollow this policy. If an employee dies, his / her spouse or son or daughter is recruited in their place. This is usu ally an ef fective wa y to f ulf ill social obligation and create goodwill .

RECALLS
W hen management f aces a problem, which can be solved only b y a manager who has proceeded on long leave, it may de decided to recall that persons af ter the problem is solved, his leave may be extended .

RETIREMENTS
At times, management may not f ind suitable candidates in place of the one who had retired, af ter meritorious service. Under th e circumstances, management may decide to call retired managers with new e xtension .

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INTERNAL NOTIFICATIONS
Sometimes, management issues an internal notif ication for the benef it of existing emplo yees. Most employees know f rom their own expe rience about the requirement of the job and what sort of person the company is looking f or. Of ten employees have f riends or acquaintances who meet these requirements.

Advantages of internal sources


1. Internal recruitment keeps the employees contented and in good morale. 2. It creates a sense of security among employees. 3. Suitability of existing employees can be judged better. 4. Time and cost of training will be low because employees remain familiar with the Organization. 5. There is no need for advertising vacancies, or arranging tests and interviews. 6. It encourage self development among the employees.

Disadvantage of internal sources


1. It discourages capable persons from outside to join the concern. 2. It is not suitable for posts requiring innovations and original thinking. 3. It discourages new blood into the organization. 4. Chances of favoritism are higher. 5. Mobility of labor is restricted.

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External sourcesADVERTISEMENTS
Advertising in various media is a widely used methods of attracting persons. It is a frequently used for skilled workers, clerical and higher staff. It can be given in newspaper and professional journals and on TV, radio etc. it can cover millions of person throughout the country. Cost per person is very low.

EDUCATIONAL INSTITUTIONS
School, colleges and universities at all levels offer opportunities for recruiting recent graduates. Most educational institutions operate placement services it is a good source of recruiting well qualified engineers, medical staff vocational and managerial candidates etc. Good institution keeps a liaison between the employers and the students. This source is known as campus recruitment.

PRIVATE EMPLOYMENT AGENCIES


Private agencies are believed to offer positions and applicant of a higher caliber. These usually provide office and clerical help, accountants, computer staff, sales person and executives. Private agencies also provide a more complete line of services. They advertise the positions, screen applicants and provide a guarantee to the employer for applicants satisfactory performance.

EMPLOYMENT EXCHANGES
Government establishes public employment exchanges throughout the country. These exchanges provide job information to job seekers and help employers in identifying suitable candidates.

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LABOUR CONTRACTORS
Manual workers can be recruited through contractors who maintain close contacts with the sources of such workers. This source is used to recruit labour for construction jobs.

UNSOLICITED APPLICANTS
Many job seekers visit the office of well-known companies on their own. Such callers are considered nuisance to the daily work routine of the enterprise. But can help in creating the talent pool or the database of the probable candidates for the organization.

EMPLOYEE REFERRALS / RECOMMENDATIONS


Many organizations have structured system where the current employees of the organization can refer their friends and relatives for some position in their organization. Also, the office bearers of trade unions are often aware of the suitability of candidates. Management can inquire these leaders for suitable jobs. In some organizations these are formal agreements to give priority in recruitment to the candidates recommended by the trade union.

RECRUITMENT AT FACTORY GATE


Unskilled workers may be recruited at the factory gate these may be employed whenever a permanent worker is absent. More efficient among these may be recruited to fill permanent vacancies.

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Advantages of external sources


1. It gives a wide choice to select personnel from among a large no. of applicants. 2. The employees posses varied and broader experience. 3. Fresh outlook and viewpoints are attracted. 4. It is more useful when suitable person from within the organization are not available. 5. Expertise and experience from other organization can be brought.

Disadvantages of external sources


1. It is very expensive and time consuming. 2. Orientation and training are required as the employees remain unfamiliar with the organization. 3. Motivation, morale and loyalty of existing staff are affected, if higher level jobs are filled from external sources.

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Key Recruitment Issues


The recruitment process is a process with many participants interacting together and it can generate many issues in the organization. The design of the recruitment process is different in most organizations, but the issues related with the recruitment are the same. The recruitment process flowchart can be a really brilliant piece of work, but when it is not strictly followed, the issues will occur immediately. The flowchart is a real basis for the process steps, inputs, outputs and decisions made during selecting the new hire. The recruitment flowchart should be always strictly followed to avoid the recruitment issues.

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common mistakes and Issues in Recruitment


The following issues are the main showstoppers in the recruitment and they are really present in every organization. No HR Recruiter has a power to stop them all. Sometimes, it is a really urgent hire issue, that the job vacancy is open without any written document. This urgent job vacancy is usually open for a long time before selecting the final job candidate.

Opening Job Vacancy without the Job Description


Managers hate the administration. They do not want to prepare any documents; they want to make the influencing decisions. They do not like to write down a good job description for a new job vacancy in the team. They want a performing team. The manager has to invest his or her time to write a job description. It is the only tool for the HR Recruiter to select the great job candidates. In other case, the manager will have to interview many people, who are not suitable for the job. The manager is responsible for the selection of the job candidate. The manager has to have a clear idea about the ideal job candidate.

Communication in Recruitment
The communication channels have to clearly set-up in the recruitment process. The HR Recruiter has to understand, what information is important for the manager and the HR Business Partner. They have to understand, how important the regular feedback is. Many excellent job candidates are lost as the HR Recruiter and the manager do not communicate. They wait for each other. The job candidates are not patient. They want to receive a final decision as soon as possible.

Final Decision

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The manager is responsible to make a final decision in the recruitment process. The manager can be uncertain. In case, the job profile or job description is not defined in a detail, the final decision can take a long time. It is quite a common recruitment issue, that the manager does not want to make a final decision and asks colleagues to make a just a quick check. The job candidate is not ready to come to many other job interview rounds and asks for a final decision. When the job offer comes, the candidate usually refuses it.

No rejection to the Job Candidate


The job candidates should be selected or refused. It is a simple rule of the recruitment process. The common recruitment issue is leaving the candidates on hold or for a consideration. The manager cannot make a decision as many job candidates should be considered. The HR Recruiter should facilitate the recruitment process as no job candidate is left for a consideration. The job candidate expects some kind of the feedback and it will never come.

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SUGGESSTIONS/ RECOMMENDATIONS
More experienced and senior executive should be involved in recruitment sessions. The employees should be made aware about the criteria for recruitment and also about the objectives of recruitment when being selected. Proper planning of manpower requirement so as to avoid redundancy. By recruiting candidates with good people skills, right attitude, good spoken English and willingness to learn, attrition can be handled to a great extent. Involving trainer in the recruitment process would be an excellent idea as they would be in a position to identify candidates who can be trained within prescribed timeframe. Senior managers to be involved in the recruitment process Use personality assessment as a part of your recruitment strategy to ensure a good match between people and job roles.

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LIMITATION OF THE STUDY


Mostly given the preferences to the experienced persons not the freshers. Sometimes require talents is not found through the recruitment. Contacting with many interviewees is very time consuming. Recruitment is very expensive activity.

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BIBLIOGRAPHY

Books: HUMAN RESOURCE AND PERSONNEL MANAGEMENT by K.Aswathappa HUMAN RESOURCE MANAGEMENT by Gary Dessler HRM & IR by P Subba Rao

Manuals: HRD MANUAL

Websites: www.hrfactor.com www.hrguide.com www.hrtrends.com

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GLOSSARY Human resource management


HRM means the effective use of human resources in order to enhance organizational performance.

Research
The word research derives from the French recherch from recherch, to search closely where chercher means to search its literal meaning is to investigate thoroughly. Research is funded by public authorities, by charitable organization and by private groups, including many companies.

Primary sources
Fundamental or original documents relating to a particular subjects, time period, experiments, or events. Journals, diaries, and creative works are considered primary sources.

Secondary sources
Material that are not original manuscripts , contemporary records, or documents associated with an event, but which critique, comment on, or build upon primary sources.

Research methodology
The way in which the data are collected for the research project. Organization It is the group of people who work together. Recruitment Recruitment is a process of generating a pool of qualified applicants for the organization.

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Selection
Selection is the process by which an organization chooses from a list of screened applicants, the person or persons who best meet the selection criteria for the position available.

Research design
A plan of what data to gather, from whom, how and when to collect the data, and how to analyze the data obtained.

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