INTRODUCTION

Introduction
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Recruitment is the process of searching for prospective employees and simulating them to apply for the job in the organization. Recruitment forms the first stage in the process. Recruiting is the discovering of potential applicants for actual or anticipated organizational vacancies. Once the required number and the kind of human resources are determined, the management has to find places where required human resources are/will be available and also work out strategies for attracting them towards the organization before selecting suitable candidates for jobs. This process is generally known as recruitment. Some people use recruitment for employment. These two are not one and the same. Recruitment is only one of the steps in entire employment process. Some others use the term recruitment for selection. These two terms are different. Recruitment has been regarded as the most important function of personal administrating. Because unless the right type of people are hired, even the best plans, organization charts and control systems would not do much good. The activities of employing workers fill vacancies or enrolling new members. Or some activities of manufacture which they make to affect the number of people who apply for vacancies. The result shows the peoples supply requirement being the best. Employment recruitment is composed of several stages: verifying that a vacancy exists; drawing up a job specification; finding candidates; selecting them by interviewing and other means such as conducting a psychometric test; and making a job offer. Effective recruitment is important in achieving high organizational performance and minimizing labor turnover. Employees may be recruited either externally or internally. Besides, The Recruitment and selection process is concerned with identifying, attracting and choosing suitable people to meet an organizations human resource requirement. They are integrate activities, and where recruitment stop and selection begin is moot point.

RESEARCH DESIGN

Research Design
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Need for the Study

The purpose of study is to learn the practical applicability of the theoretical knowledge gained about recruitment process.To gain knowledge about the process of recruitment as well as to know the effectiveness of the process of recruitment.

Objectives of the study

To study recruitment process. To study effectiveness of recruitment process. To understand various HR tools used in handling recruitment process.

Research Methodology Sources of Data

Secondary sources for collecting the data are Websites, Books, Journals and these data consists of information that already exists.

Limitations
This study has been conducted based on the existing data. Limited time was given to complete the project.

LITERATURE

Literature

The History of Human Resource Management is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business. The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations. Human Resource management is evolving rapidly. Human resource management is both an academic theory and a business practice that addresses the theoretical and practical techniques of managing a workforce. Human resource management has it roots in the late and early 1900's. When there are less labor then there are more working with machinery. The scientific management movement began. This movement was started by Frederick Taylor when he wrote about it a book titled The Principles of Scientific Management. The book stated, "The principal object of management should be to secure the maximum prosperity for the employer, coupled with the maximum prosperity for each employee. Taylor believed that the management should use the techniques used by scientist to research and test work skills to improve the efficiency of the workforce. Also around the same time came the industrial welfare movement. This was usually a voluntary effort by employers to improve the conditions in their factories. The effort also extended into the employees life outside of the work place. The employer would try to provide assistance to employees to purchase a home, medical care, or assistance for education. The human relations movement is the major influence of the modern human resource management. The movement focused on how employees group behavior and how employee feelings.

THEORETICAL REVIEW

Theoretical Review
Introduction
After job analysis and job design, the next step that follows is recruitment which forms the first stages in the process which continues with selection and ceases with selection of the candidate. Recruitment makes it possible to acquire the number and types of people necessary to ensure the continued operation of the organization.

Meaning and Definition Recruitment is understood as the process of searching for and obtaining applicants for jobs from among whom the right people can be selected. A formal definition of recruitment is it is a process of finding and attracting capable applications for employment. The process begins when new recruits are sought and ends when their applications are submitted. As a result a talent pool is created and selection process begins. Though theoretically recruitment process is said to end with the receipts of application, in practice the activity extends to the screening of application.

Objectives
Attract manpower with multi-dimensional skills and experience that suits the present and future strategies of the organization. To induct outsiders with a new prospective to lead the company, To infuse fresh blood at all levels of the organization. To develop an organization culture to attract competent people towards company. To hunt people whose skills that are fit to the company values. To derive methodologies for accessing physiological traits. To seek out non-conventional development grounds of talent. To search for talent globally and not just within the company. To design entry pay that competes on quality but not an quantum. To anticipate and find people for position that does not exist yet.

Purpose and Importance

To attract people with multi-dimensional skills and experiences that suits the present and future organizational strategies. To induct outsiders with a new perspective to lead the company. To infuse fresh blood at all levels of the organization. To develop an organizational culture that attracts competent people to the Company. To search or head hunt/head pouch people whose skills fit the companys values. To devise methodologies for assessing psychological traits. To seek out non-conventional development grounds of talent. To design entry pay that competes on quality but not on quantum. To anticipate and find people for positions that does not exist yet.

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METHOD OF RECRUITMENT
Recruitment methods refer to the means by which an organization reaches to the potential job seeker. It is important to mention that the recruitment methods are different from the resources of recruitment. The major line of distinction between the two is that while the former is the means of establishing links with the prospective candidates, the latter is location where the prospective employees are available. Dunn and Stephen have broadly classified methods of recruitment into three categories. These are Direct Method; Indirect Method; Third Party Method.

Brief descriptions of these are follows

Direct Method
In this method, the representatives of the organizations are sent to the potential candidates in the educational and training institutes. They establish contacts with the candidates seeking jobs. Person pursuing management, engineering, medical, etc. programmers are mostly picked up the manner. Sometimes, some employer firm establishes with professors and solicits information about student with excellent academic records. Sending the recruiter to the conventions, seminars, setting up exhibits at fairs and using mobile office to go to the desired centers are some other methods used establish direct contact with the job seekers.

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Indirect Method
Indirect methods include advertisements in the newspaper, on the radio and television, in professional journals, technical magazines, etc. this method is useful when Organization does not find suitable candidates to be promoted to fill up the higher posts, When the organization want to reach out a vast territory, and When organization wants to fill up scientific, professional and technical posts. The experience suggests that the higher the position to be filled up in the organization, or the skill sought by the sophisticated one, the more widely dispersed advertisement is likely to be used to reach too many suitable candidates. Sometimes, many organizations go for what referred to as blind advertisement in which only Box No. is given and the identity of the organization is not disclosed. However, organizations with regional or national repute do not usually use blind advertisements for obvious reasons. While placing an advertisement to reach to the potential candidates, the following three points need to borne in mind: To visualize the type of the applicant one is trying recruit; To write out a list of the advantages the job will offer; To decide where to run the advertisement, i.e., newspaper with local, state, nationwide and international reach or circulation.

Third Party Method

These include the use of private employment agencies, management consultants, professional bodies pr associations, employee referral or recommendation, voluntary organization, trade banks, labor contractors, etc., to establish contact with the job seekers. Now, a question arises; which particular method is to be used to recruit employee in the organization? The answer to it is that it will depend on the policy of the particular firm, the position of the labor supply, the government regulations in this regard and agreements with labor organizations. Notwithstanding, the best recruitment method is to look first within the organizatio 12

Recruitment process

Identify the vacancy

Prepare job description and specification

Advertise the vacancy

Managing the response

Short-listing

Arrange Interview

Conduct interview and decision making

Figure 1:flow of Recruitment process

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RECRUITMENT PROCESS
As stated earlier, recruitment is the process of location, identifying, and attracting capable applications for jobs available in an organization. Accordingly, the recruitment process comprises the following five steps: Recruitment planning. Strategy Development. Searching. Screening. Evaluation and Control.

Recruitment Planning
The first involved in the recruitment process is planning. Hire, planning involves to draft a comprehensive job specification for the vacant position, outline its major and minor responsibilities; the skills, experience and qualifications needed; grade and level of pay; starting date; whether temporary or permanent; and mention of special condition, if any, attached to the job to be filled.

Strategy Development
Once it is known how many with what qualification of candidates are required, the next step involved in this regard is to device a suitable strategy for recruitment the candidates in the organization. The strategic considerations to be considered may include issues like whether to prepare the required candidates themselves or hire it from outside, what typeof recruitment method to be used, what geographical area be considered, for searching the candidates, which source of recruitment to be practiced, and what sequence of activities to be followed in recruiting candidates in the organization.

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Searching
1. Source Activation:Source and search method are activated by the insurance of an employee requistion.this means no actual recruiting takes place until line managers have verified that the vacany does exist or will exist. 2. Selling: in selling, the organisation, both the messages and the media deserve attention. Messages refers to the employment advertisement with regard to media, it may be started that effectiveness of any recruitnig message depends on the media.

Screening
Through some view screening as the starting point of selection, we have considered it as an integral part of recruitment. The reason being the selection process starts only after the application have been screened and short listed. Let it be exemplified with an example. In the Universities, application is invited for filling the post of Professors. Application received in respond to invitation, i.e. advertisement are screened and short listed on the basis of eligibility and suitability. Then, only the screened applicant are invited for seminar presentation and personal interview. The selection process starts from here, i.e., seminar presentation or interview. Job specification is invaluable n screening. Applications are screened against the qualification, knowledge, skills, abilities, interest and experience mentioned in the job specification. Those who do not qualify are straightway eliminated from the selection process. The techniques used for screening candidates are very depending on the source of supply and method used for recruiting. Preliminary applications, de-selections tests and screening interviews are common techniques used for screening the candidates.

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Evaluation of recruitment process

The recruitment has the objective of searching for and obtaining applications for job seekers in sufficient number and quality. keeping this objective in the mind, the evaluation might include Return rate of applications sent out. Number of suitable candidates for selection. Retention and performance of the candidates selected. Cost of recruitment process. Time lapsed data. Comments on image projected

Recruitment needs are of three types Planned

The needs arising from changes in organization and recruitment policy.

Anticipated
Anticipated needs are those movements in personnel, which an organization can predict by studying trends in internal and external environment.

Unexpected
Resignation, deaths, accidents, illness give rise to unexpected needs.

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Sources of Recruitment
Every organization has the option of choosing the candidates for its recruitment process from two kinds of sources: the sources within the organization itself to fill a position are known as the internal sources of recruitment. Recruitment candidates from all the other sources are known as external sources of recruitment. There are traditional as well as modern sources of recruitment. Its the duty of the HR Manager to search for which source to adopt to get personnel in to the organization.

Figure No.1 Factors affecting recruitment

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Traditional Sources of Recruitment

The sources of recruitment are broadly divided into internal and external sources.

The Different Kinds of Internal Sources are Present Permanent Employees

Organizations consider the candidates from this source for higher-level jobs due to availability of most suitable candidates for jobs relatively or equally to the external source, to meet the trade union demands and due to the policy of the organization to motivate the present employees.

Present Temporary/Casual Employees

Organizations find this source to fill the vacancies relatively at the lower level owning to the availability of suitable candidates or trade union pressures or in order to motivate them on the present job.

Retired Employees
Generally, particular organizations function with a view to develop the commitment and loyalty of not only the employee but also his family members and to build up image and to provide employment to the dependents of deceased, disabled and retired employees. Such organizations find this source as an effective source of recruitment.

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Different Kinds of External Sources are Campus Recruitment

Different types of organizations like industries, business firms, service organizations, social or religious organizations can get fresh candidates for different types of jobs from various educational institutions like colleges and universities imparting education in science, commerce, arts, engineering and management studies etc., technology, agriculture, medicine,

Private Employment Agencies/ Consultants

Public employment agencies or consultants like ABC consultants in India perform recruitment functions on behalf of a client company by charging fees. Line managers are relieved from recruitment functions so that they can concentrate on their operational activities and recruitment functions are entrusted to a private agency or consultants.

Public Employment Exchanges

The government set up public employment exchanges in the country to provide information about vacancies to the candidates and to help the organizations in finding out suitable candidates. The employment exchange (compulsory notification or vacancies) Act 1959 makes it obligatory for public and private sector enterprises in India to fill certain types of vacancies through public employment exchanges.

Professional Associates
Professional organizations or associates maintain complete bio data of their members and provide the same to various organizations on requisition. They also act as exchange

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between their member and recruiting firms in exchanging information, clarifying doubts etc. Organizations find this source more useful to recruit the experienced and professional employees like executives, managers, engineers.

Data Banks
The management can collect the bio data of the candidates from different sources like employment exchange; educational training institutes etc and feed them in the computer. It will become another source and the company can get the particulars as and when required to recruit.

Casual Applicants
Depending upon the image of the organization, its prompt response, participation of the organization in the local activities, the level of unemployment, candidates apply casually for job through mail or hand over the applications in the personnel department.

Similar Organization
Generally experienced candidates are available in organizations producing similar products or are engaged in similar business. The management can get potentially suitable candidates from this source. This would be the most effective source for executive positions and for newly established organizations or diversified or expanded organization

Trade Unions
Generally, unemployed or under employed persons or employees seeking change in employment put a word to the trade union leaders with a view to getting suitable employment. Due to latters intimacy with the management. As much, the trade union leaders are aware of all the available candidates. In view of this fact and in order to satisfy the trade union leaders, the management enquires for suitable candidates.

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Modern Methods of Recruitment

A number of modern recruitment sources are being used by the corporate sector in addition to traditional sources. The sources are divided into internal and external sources.

Internal Sources
Employee Referrals
Present employees are well aware of the qualifications, attitudes, experience and emotions of their friends and relatives. They are also aware of the job requirements and organization culture of their company. As such, they can make preliminary judgment regarding the match between the job and their friends or relatives. Hence, the HR Managers of the company depend on the present employees for reference of the candidates for various jobs. This source reduces the cost and the time required for recruitment. Further this source enhances the effectiveness of recruitment.

Transfers
The employees are transferred from one department to another according to their efficiency and experience.

Promotions
The employees are promoted from one department to another according to their efficiency and experience. Others are upgrading and demotion of present employees according to their performance.

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External Sources
Walk In Interviews and Tests
The busy and rapidly changing organizations do not find time to perform various functions of recruitment. Therefore, they advice the potential candidates to attend for an interview directly and without a prior applications on specified date, time and at a specified place. The suitable candidates from among the interviews will be selected for appointment after screening the candidates through tests and interviews.

Consultants
The busy and dynamics companies encourage the potential job seekers to approach them personally and consult them regarding the jobs. The company selects the suitable candidates from among such candidates through the selection process.

Head Hunting
The Companies request the professional organizations to search for the best candidates particularly for the senior executive positions. The professional organizations search for the most suitable candidate advice the company regarding the filling up of the positions. Headhunters are also called search consultants.

Body shopping
Professional organizations and the Hi-TECH training institute develop the pool of human resources for the possible employment. The prospective employees contact these organizations themselves approach the prospective employees to place their human resources. These professional and training institutes are called Body shoppers and these activities are known as body shopping. The body shopping also known as employees leasing activity. The leasing firms employ the people and lease them for the use by various needy companies for payment of a commission.

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 Mergers and Acquisitions

Business alliances like acquisitions, mergers and takeovers help in getting human resources. In addition, the companies do also have alliances in sharing their human resources on Ad-Hoc basis.

E Recruitment
The technological revolution in telecommunications helped the organizations to use internet as a source of recruitment. Organizations advertise the job vacancies through the World Wide Web (www). The job seekers send their applications through email using internet. Alternatively job seekers place their CVs in the www/internet, which can be drawn by the prospective employers depending upon their requirements.

Out sourcing
Some organizations recently started developing human resources pool by employing candidates for them. These organizations do not utilize the human resources instead they supply HRS to various companies based on their needs on temporary or ad-hoc basis. Various companies, rather than employing HRs draw HRs from these organizations on commission basis. This arrangement is called outsourcing. These are the different traditional and modern methods of recruitment that are followed by different organizations after their convenience and requirement.

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Advantages
The advantages of the internal source of recruitment include the following:

Familiarity with own employees

The organization has more knowledge and familiarity with the strengths and weaknesses of its own employees than of strange on unknown outsiders.

Better use of the talent

The policy of internal recruitment also provides an opportunity to the organization to make a better use of talents internally available and to develop them further and further.

Economical recruitment
In case of internal recruitment, the organization does not need to spend much money, time and effort to locate and attract the potential candidates. Thus, internal recruitment proves to be economical, or say, inexpensive.

Improves morale
This method makes employees sure that they would be preferred over the outsiders as and when they filled up in the organization vacancies.

A motivator
The promotion through internal recruitment serves as a source of motivation for the employees to improve their carrier and income. The employees feel that organization feel that organization is a place where they can build up their life-long career.

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Evaluation and control

Given the considerable involved in the recruitment process, its evaluation and control is, therefore, imperative. The costs generally incurred in a recruitment process include: Salary of recruiters. Cost of time spent for preparing job analysis, advertisement, etc. Administrative expenses. Cost of outsourcing or overtime while vacancies remain unfilled. Cost incurred in recruiting unsuitable candidate.

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EFFECTIVENESS OF RECRUIITMENT PROGRAMME

Though there has so far not been evolved any formula such that makes recruitment program necessitates having certain attributes such as: A well defined recruitment policy. A proper organizational structure. A well - laid down procedure for locating potential jobseekers A suitable method and technique for tapping and utilizing these candidates A continuous assessment of effectiveness of recruitment programme and incorporation of suitable modifications from time to improve the effectiveness of the program. An ethically sound fool-proof telling an applicant all about the job and its position, the firm to enable the candidate to judiciously decide whether or not to apply and join the firm, if selected.

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Factors Affecting Recruitment policy

Organizational objectives. Personnel policies of the organization and its competitors. Government policies on reservations. Preferred sources of recruitment. Needs of the organization. Recruitment costs and financial implications.

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CONCLUSION

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Conclusion
Recruitment process are important aspects in staffing and the decisions regarding them have to be taken keeping in view the fit between the employee and the organization. The organization has to decide whether to hire temporary or permanent employees or recruit from the internal workforce through external sources. Traditionally, employers have focused on assessment methods that are highly correlated to the content of the job, hence most able to predict ability to perform the required duties and tasks. However, organizations have come to realize that success of the candidate hinges on more than just the ability to carry out tasks and duties well. The foundation of superior performance lies in the synergy created by a close fit with the work group and with the organization culture. No process is complete without an evaluation of its success

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Bibliography
Books P.Subba Rao Personnel and human resource management, text and cases, Third revised and enlarged edition-2004, Himalaya publishing house, Mumbai. K.Aswathappa Personal and human resource management, text and cases, Third edition-2003, Himalaya publishing company ltd.

Website

http://business.mapsofindia.com/india-industry/it.html http://www.ibef.org/industry/informationtechnology.aspx http://www.indianembassy.org/indiainfo/india_it.html http://Google.com

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