SYNOPSIS

ON
PROCESS OF RECRUITMENT AND SELECTION
SUBMITTED IN PARTIAL FULFILLMENT OF THE REQUIREMENT FOR THE AWARD OF
THE DEGREE OF

BACHELOR OF BUSINESS ADMINISTRATION

SUBMITTED BY:
PRITPAL SINGH 1715457

BATCH: 2017
SUBMITTED TO:
PROF.SHIVIKA KAKKAR
ASSISTANT PROFESSOR
GCS IVS BHADDAL

GURCHARAN SINGH INSTITUTION OF VOCATIONAL STUDIES

BHADDAL
Contents
Pages

1. Introduction 1
2. Objectives 2
3. Literature Review 3
4. Type of data 4
5. Research methodology 5
 > INTRODUCTION

The importance of ensuring the selection of the right people to join the workforce has become
increasingly apparent as the emphasis on people as the prime source of competitive advantage has
grown. Beaumont (1993) identifies three key issues that have increased the potential importance of
the selection decision to organisations. First, demographic trends and changes in the labour market
have led to a more diverse workforce, which has placed increasing pressure on the notion of
fairness in selection.

Second, the desire for a multi-skilled, flexible workforce and an increased emphasis on team
working has meant that selection decisions are concerned more with behaviour and attitudes than
with matching individuals to immediate job requirements. And third, the emphasis between
corporate strategy and people management has led to the notion of strategic selection: that is, a
system that links selection processes and outcomes to organizational goals and aims to match the
flow of people to emerging business strategies

1
 > OBJECTIVES

*Creating a large talent pool of candidates to ensure the organization can hire the best employee.

*Finding people who will fit in with the company culture and contribute to the organization's goals.

*Reducing the likelihood that a candidate will leave after a brief time by finding the right employee
for the position the first time around.

2
 > LITERATURE REVIEW

According to Korsten (2003) and Jones et al. (2006), Human Resource Management theories
emphasize on techniques of recruitment and selection and outline the benefits of interviews,
assessment and psychometric examinations as employee selection process. They further stated that
recruitment process may be internal or external or may also be conducted online. Typically, this
process is based on the levels of recruitment policies, job postings and details, advertising, job
application and interviewing process, assessment, decision making, formal selection and training
(Korsten 2003).

Jones et al. (2006) suggested that examples of recruitment policies in the healthcare, business or
industrial sector may offer insights into the processes involved in establishing recruitment policies
and defining managerial objectives.

Successful recruitment techniques involve an incisive analysis of the job, the labour market
scenario/ conditions and interviews, and psychometric tests in order to find out the potentialities of
job seekers. Furthermore, small and medium sized enterprises lay their hands on interviews and
assessment with main concern related to job analysis, emotional intelligence in inexperienced job
seekers, and corporate social responsibility. Other approaches to selection outlined by Jones et al.
(2006) include several types of interviews, role play, group discussions and group tasks, and so on.

3
 > SOURCES OF DATA

Internal Sources of Recruitment

Internal bases of employment refer to appointment employees within the group internally. In other
words, candidates looking for the diverse positions are those who are presently employed with the
similar organization.

External Sources of Recruitment

External bases of recruitment, refer to hiring staffs outside the organization outwardly. In other
words, the candidates seeking job chances in this case are those who are external to the
organization.

4
> RESEARCH METHODOLOGY

Research methodology is a method to solve the research problem

systematically. It involves gathering data, use of statistical techniques,
interpretations and drawing conclusions about research data. Keeping in view
the objectives of the study.