A PROJECT REPORT ON RECRUITMENT AND SELECTION WITH REFERENCE TO CONSULTANCY

PROJECT WORK SUBMITTED IN PARTIAL FULFILLMENT OF THE REQUIREMENTS FOR THE AWARD OF THE DEGREE OF

MASTER OF MANAGEMENT STUDIES IN HUMAN RESOURSE

SUBMITTED BY SHARVARI GORAKSHA DAUND
UNDER THE GUIDANCE OF PROF. NISHA MALHOTRA

AlamuriRatnamala Institute of Engineering & Technology

Affiliated to UNIVERSITY OF MUMBAI

Department of HR Management Academic Year 2012- 2014

CERTIFICATE

This is to certify that the dissertation/project entitled Recruitment and selection Process with Reference to Consultancy submitted by Ms.Sharvari Goraksha Daund Bearing Pin No._______________ on this ____day of______ 20__ in partial fulfillment of the requirements for the award of the Degree of Master of Management Studies of University of Mumbai, is a bonafide work to the best of my/our knowledge and may be placed before the Examination Board for their consideration

_________________ Internal Examiner

________________ External Examiner

______________ Mr. Nishant Kaushik Dean Academics

________________ Director

Certificate of Undertaking

I, Sharvari Goraksha Daund hereby declare that project entitled Recruitment and selection Process with Reference to Consultancy Undertaken at Alamuri Ratnamala Institute of Engineering and Technology by Sharvari Goraksha Daund, Seat No. _______ in partial fulfillment of MMS (Management) degree (Semester III) Examination, is my original work and the Project has nor formed the basis for the award of any degree, associate ship, fellowship or any other similar titles, either in Mumbai University or any other University of India.

(Signature of the Student) SHARVARI GORAKSHA DAUND

ACKNOWLEDGEMENT

I, Sharvari Goraksha Daund, a student of Allamuri Ratnamala Institute of Engineering & Technology, would like to take this opportunity to express my sincere thanks to all.

I wish to express my deep sense of gratitude to my Internal Guide, Prof. Nisha Malhotra for her able guidance and useful suggestions, which helped me in completing the project work, in time that had been a source of inspiration and for her timely guidance in the conduct of my project work.

(Signature of the Student) SHARVARI GORAKSHA DAUND

EXECUTIVE SUMMARY

EXECUTIVE SUMMARY
Today, in every organization personnel planning as an activity is necessary. It is an important part of an organization. Human Resource Planning is a vital ingredient for the success of the organization in the long run. There are certain ways that are to be followed by every 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 planned objective. The objectives of Human Resource Department are Human Resource Planning, Recruitment and Selection, Training and Development, Career planning, Transfer and Promotion, Risk Management, Performance Appraisal and so on. Each objective needs special attention and proper planning and implementation For every organization it is important to have a right person on a right job. Recruitment and Selection plays a vital role in this situation. Shortage of skills and the use of new technology are putting considerable pressure on how employers go about Recruiting and Selecting staff. It is recommended to carry out a strategic analysis of Recruitment and Selection procedure. With reference to this context, this project is been prepared to put a light on Recruitment and Selection process. This project includes Meaning and Definition of Recruitment and Selection, Need and Purpose of Recruitment, Evaluation of Recruitment Process, Recruitment Tips. Sources of Recruitment through which an Organization gets suitable application. Scientific Recruitment and Selection, which an Organization should follow for, right manpower. Job Analysis, which gives an idea about the requirement of the job. Next is Selection process, which includes steps of Selection, Types of Test, Types of Interview, Common Interview Problems and their Solutions. Approaches to Selection, Scientific Selection Policy, Selection in India and problems.

Recruitment and Selection are simultaneous process and are incomplete without each other. They are important components of the organization and are different from each other. Since all the aspect needs practical example and explanation this project includes Recruitment and selection Process of Infosys. And a practical case study. It also contains addresses of various and top placement consultants and the pricelist of advertisements in the magazine.

Index Sr. No. 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 Objectives Methodology Scope & Limitations of Research Recruitment Importance of recruitment Recruitment process Sources of recruitment Internal Sources of Recruitments External sources of recruitment Factors affecting recruitment Internal factors External factors Recruitment policy Components of the Recruitment Policy Factors affecting recruitment policy Recent trends in recruitment E Recruitment Advantages of Recruitment Advantage & Disadvantage of ERecruitment Recruitment v/s selection Recruitment management system Outsourcing recruitment Advantages of outsourcing Outsourcing process How to select consultants Content Page No. 1 3 5 7 10 12 16 18 19 22 23 26 30 32 33 35 38 40 44 47 50 51 55 58 60

26 27 28 29 30 31 32 33 34 35 36

Recruitment strategies HR challenges in recruitment Forms of recruitment Equal employment opportunity Headhunting Revolve Corporate Questioner Findings Recommendations Conclusion Bibliography

62 66 70 74 75 81 86 89 91 93 96

OBJECTIVES

OBJECTIVES
1. To make a study on the most preferably used recruitment source in the companies. (internal/external) whether is it in case of junior, middle or senior level. 2. To understand the recruitment strategies followed by the companies. 3. To identify the types of interviews conducted by the companies. 4. To take into consideration the different types of competency based practices conducted by the companies. 5. To understand the steps of recruitment procedure followed by the companies. 6. To study the importance of the factors that influences the recruitment policy. 7. To analyze the challenges the countered by the HR of the companies. 8. To make a study on the crucial factors responsible for the selection process. 9. To assess the conditions responsible for making the selection procedure successful. 10. To know the steps of the selection process followed by the companies. 11. To know whether induction is carried on by the companies. 12. To assess the importance of both recruitment & selection in HRM.

Methodology

Methodology
Source of Information:

I.

Primary:

The primary information is collected through Face to Face Interview, Observations and by participation in Recruitment and Selection Procedure.

II.

Secondary:

The Secondary Information is collected through website, Journals, Books and some other relevant sources. Both Primary and Secondary Data sources are used to generate this report. Primary Data sources are Scheduled survey, informal discussion with professionals and observations while working. The secondary Data sources are different published website of revolve and other books which are referred.

Scope & Limitations of Research

Scope of Research

The report deals with the recruitment and selection process in terms of theoretical point of view and the practical use. The study allow to learn about Recruitment and Selection issues, modern techniques and models used to make it more efficient. The study helps to learn the practical procedures followed by the leading organizations.

Moreover the study will help to differentiate between the practices and theories that direct to realize how the organization can improve their Recruitment and Selection Process.

Limitations of Research

The main limitation of the study is the collection of Information. Because most of the information are confidential. So they dont want to disclose them. And I am not able to show any forms which they use in the time of joining or we use to upgrade the files.

Recruitment

Recruitment
Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization. Recruitment is the activity that links the employers and the job seekers. A few definitions of recruitment are:

A process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applications from which new employees are selected.

It is the process to discover sources of manpower to meet the requirement of staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force.

Recruitment of candidates is the function preceding the selection, which helps create a pool of prospective employees for the organization so that the management can select the right candidate for the right job from this pool.

The main objective of the recruitment process is to expedite the selection process. Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified applicants for the future human resources needs even though specific vacancies do not exist. Usually, the recruitment process starts when a manger initiates an employee requisition for a specific vacancy or an anticipated vacancy.

RECRUITMENT NEEDS ARE OF THREE TYPES

PLANNED

I.e. the needs arising from changes in organization and retirement policy.

ANTICIPATED

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

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

Importance of recruitment
The Purpose and Importance of Recruitment are given below: Attract and encourage more and more candidates to apply in the organization.

Create a talent pool of candidates to enable the selection of best candidates for the organization.

Determine present and future requirements of the organization in conjunction with its personnel planning and job analysis activities.

Recruitment is the process which links the employers with the employees.

Increase the pool of job candidates at minimum cost.

Help increase the success rate of selection process by decreasing number of visibly under qualified or overqualified job applicants.

Help reduce the probability that job applicants once recruited and selected will leave the organization only after a short period of time.

Meet the organizations legal and social obligations regarding the composition of its workforce.

Begin identifying and preparing potential job applicants who will be appropriate candidates.

Increase organization and individual effectiveness of various recruiting techniques and sources for all types of job applicants

Recruitment process

Recruitment process
The recruitment and selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the recruitment strategic advantage for the organizations. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time.

A general recruitment process is as follows: Identifying the vacancy:

The recruitment process begins with the human resource department receiving requisitions for recruitment from any department of the company. These contain: Posts to be filled Number of persons Duties to be performed Qualifications required Preparing the job description and person specification. Locating and developing the sources of required number and type of employees (Advertising etc.). Shortlisting and identifying the prospective employee with required characteristics. Arranging the interviews with the selected candidates. Conducting the interview and decision making

Recruitment Process includes following :

1. Identify vacancy 2. Prepare job description and person specification 3. Advertising the vacancy 4. Managing the response 5. Shortlisting 6. Arrange interviews 7. Conducting interview and decision making

The recruitment process is immediately followed by the selection process i.e. the final interviews and the decision making, conveying the decision and the appointment formalities.

Sources of recruitment

Sources of recruitment
Every organization has the option of choosing the candidates for its recruitment processes from two kinds of sources: internal and external sources. The sources within the organization itself (like transfer of employees from one department to other, promotions) to fill a position are known as the internal sources of recruitment. Recruitment candidates from all the other sources (like outsourcing agencies etc.) are known as the external sources of recruitment.

Internal Sources of Recruitments

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

2. PROMOTIONS The employees are promoted from one department to another with more benefits and greater responsibility based on efficiency and experience.

3. Others are Upgrading and Demotion of present employees according to their performance.

4. Retired and Retrenched employees may also be recruited once again in case of shortage of qualified personnel or increase in load of work recruitment such people save time and costs of the organizations as the people are already aware of the organizational culture and the policies and procedures.

5. The dependents and relatives of Deceased employees and Disabled employees are also done by many companies so that the members of the family do not become dependent on the mercy of others.

External sources of recruitment

1. PRESS ADVERTISEMENTS Advertisements of the vacancy in newspapers and journals are a widely used source of recruitment. The main advantage of this method is that it has a wide reach.

2. EDUCATIONAL INSTITUTES Various management institutes, engineering colleges, medical Colleges etc. are a good source of recruiting well qualified executives, engineers, medical staff etc. They provide facilities for campus interviews and placements. This source is known as Campus Recruitment.

3. PLACEMENT AGENCIES Several private consultancy firms perform recruitment functions on behalf of client companies by charging a fee. These agencies are particularly suitable for

recruitment of executives and specialists. It is also known as RPO (Recruitment Process Outsourcing)

4. 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.

5. 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 labor for construction jobs.

6. UNSOLICITED APPLICANTS Many job seekers visit the office of wellknown 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.

7. 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. Recruitment 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.

8. 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.

Factors affecting recruitment

The recruitment function of the organizations is affected and governed by a mix of various internal and external forces. The internal forces or factors are the factors that can be controlled by the organization. And the external factors are those factors which cannot be controlled by the organization. The internal and external forces affecting recruitment function of an organization are:

Internal factors

Internal factors

1. RECRUITMENT POLICY

The recruitment policy of an organization specifies the objectives of recruitment and provides a framework for implementation of recruitment program. It may involve organizational system to be developed for implementing recruitment programs and procedures by filling up vacancies with best qualified people.

FACTORSS AFFECTINGG RECRUITMENT POLICY Organizational objectives Personnel policies of the organization and its competitors. Government policies on reservations. Preferred sources of recruitment. Need of the organization. Recruitment costs and financial implications.

2. HUMMAN RESOURRCE PLANNINNG Effective human resource planning helps in determining the gaps present in the existing manpower of the organization on. It also helps in determining the number of employees to be recruited and what qualification they must possess.

3. SIZE OF THE FIRMM The size of the firm is an important factor in recruitment process. If the organization is planning to increase its operations and expand its business, it will think of hiring more personnel, which will handle its operations.

4. COSTT Recruitment incur cost to the employer, therefore, organizations try to employ that source of recruitment which will bear a lower cost of recruitment to the organization for each candidate.

5. GROWTH AND EXPANSION Organization will employ or think of employing more personnel if it is expanding its operations.

External factors

External factors

The external factors which affecting recruitment are the forces which cannot be controlled by the organization.

The major external forces are:

1. SUPPLY AND DEMAND The availability of manpower both within and outside the organization is an important determinant in the recruitment process. If the company has a demand for more professionals and there is limited supply in the market for the professionals demanded by the company, then the company will have to depend upon internal sources by providing them special training and development programs.

2. LABOUR MARKET Employment conditions in the community where the organization is located will influence the recruiting efforts of the organization. If there is surplus of manpower at the time of recruitment, even informal attempts at the time of

recruiting like notice boards display of the requisition or announcement in the meeting etc will attract more than enough applicants.

3. IMAGE / GOODWILL Image of the employer can work as a potential constraint for recruitment. An organization with positive image and goodwill as an employer finds it easier to attract and retain employees than an organization with negative image. Image of a company is based on what organization does and affected by industry. For example finance was taken up by fresher MBAs when many finance companies were coming up.

4. POLITICALSOCIAL LEGAL ENVIRONMENT Various government regulations prohibiting discrimination in hiring and employment have direct impact on recruitment practices. For example, Government of India has introduced legislation for reservation in employment for scheduled castes, scheduled tribes, physically handicapped etc. Also, trade unions play important role in recruitment. This restricts management freedom to select those individuals who it believes would be the best performers. If the candidate cant meet criteria stipulated by the union but union regulations can restrict recruitment sources.

5. UNEMPLOYMENT RATE One of the factors that influence the availability of applicants is the growth of the economy (whether economy is growing or not and its rate). When the company is not creating new jobs, there is often oversupply of qualified labour which in turn leads to unemployment.

6. COMPETITORS

The recruitment policies of the competitors also affect the recruitment function of the organizations. To face the competition, many a times the organizations have to change their recruitment policies according to the policies being followed by the competitors.

Recruitment policy

Recruitment policy

In todays rapidly changing business environment, a well defined recruitment policy is necessary for organizations to respond to its human resource requirements in time. Therefore, it is important to have a clear and concise recruitment policy in place, which can be executed effectively to recruit the best talent pool for the selection of the right candidate at the right place quickly. Creating a suitable recruitment policy is the first step in the efficient hiring process. A clear and concise recruitment policy helps ensure a sound recruitment process. It specifies the objectives of recruitment and provides a framework for implementation of recruitment programme. It may involve organizational system to be developed for implementing recruitment programs and procedures by filling up vacancies with best qualified people.

Components of the Recruitment Policy:

*The general recruitment policies and terms of the organization * Recruitment services of consultants * Recruitment of temporary e employees * Unique recruitment situations * The selection process * The job descriptions * The terms and conditions of the employment

A recruitment policy of an organization should be such that: It should focus on recruiting the best potential people. To ensure that every applicant and employee is treated equally with dignity and respect. Unbiased policy. To aid and encourage employees in realizing their full potential. Transparent, task oriented and merit based selection. Weight age during selection given to factors that suit organization needs. Optimization of manpower at the time of selection process. Defining the competent authority to approve each selection. Abides by relevant public policy and legislation on hiring and employment relationship. Integrates employee needs with the organizational needs.

Factors affecting recruitment policy

Factors affecting recruitment policy

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

Recent trends in recruitment

Recent trends in recruitment

The following trends are being seen in recruitment:

OUTSOURCING

In India, the HR processes are being outsourced from more than a decade now. A company may draw required personnel from outsourcing firms. The outsourcing firms help the organization by the initial screening of the candidates according to the needs of the organisation and creating a suitable pool of talent for the final selection by the organisation. Outsourcing firms develop their human resource pool by employing people for them and make available personnel to various companies as per their needs. In turn, the outsourcing firms or the intermediaries charge the organisations for their services.

Advantages of outsourcing are:

1. Company need not plan for human resources much in advance. 2. Value creation, operational flexibility and competitive advantage 3. Turning the management's focus to strategic level processes of HRM 4. Company is free from salary negotiations, weeding the unsuitable resumes/candidates. 5. Company can save a lot of its resources and time

POACHING/RAIDING

Buying talent (rather than developing it) is the latest mantra being followed by the organisations today. Poaching means employing a competent and experienced person already working with another reputed company in the same or different industry; the organization might be a competitor in the industry. A company can attract talent from another firm by offering attractive pay packages and other terms and conditions, better than the current employer of the candidate. But it is seen as an unethical practice and not openly talked about. Indian software and the retail sector are the sectors facing the most severe brunt of poaching today. It has become a challenge for human resource managers to face and tackle poaching, as it weakens the competitive strength of the firm.

ERECRUITMENT

ERECRUITMENT

Many big organizations use Internet as a source ofrecruitment. Erecruitment is the use of technology to assist the recruitment process. They advertise job vacancies through worldwide web. The job seekers send their applications or curriculum vitae i.e. CV through e mail using the Internet. Alternatively job seekers place their CVs in worldwide web, which can be drawn by prospective employees depending upon their requirements.

Advantages of recruitment
Low cost. No intermediaries Reduction in time for recruitment. Recruitment of right type of people. Efficiency of recruitment proces

The buzzword and the latest trends in recruitment is the ERecruitment. Also known as Online recruitment, it is the use of technology or the web based tools to assist the recruitment processes. The tool can be either a job website like naukri.com, the organizations corporate web site or its own intranet. Many big and small organizations are using Internet as a source of recruitment. They advertise job vacancies through worldwide web. The job seekers send their applications or curriculum vitae (CV) through an email using the Internet. Alternatively job seekers place their CVs in worldwide web, which can be drawn by prospective employees depending upon their requirements.

The internet penetration in India is increasing and has tremendous potential. According to a study by NASSCOM Jobs are among the top reasons why new users will come on to the internet, besides email. There are more than 18 million resumes floating online across the world. The two kinds of erecruitment that an organization can use is Job portals i.e. posting the position with the job description and the job specification on the job portal and also searching for the suitable resumes posted on the site corresponding to the opening in the organization. Creating a complete online recruitment/application section in the companys own website. Companies have added an application system to its website, where the passive job seekers can submit their resumes into the database of the organization for consideration in future, as and when the roles become available. Resume Scanners: Resume scanner is one major benefit provided by the job portals to the Organizations. It enables the employees to screen and filter the resumes through predefined Criterias and requirements (skills, qualifications, Experience, payroll etc.) of the job. Job sites provide a 24*7 access to the database of the resumes to the employees facilitating the justintime hiring by the organizations. Also, the jobs can be posted on the site almost immediately and is also cheaper than advertising in the employment newspapers. Sometimes companies can get valuable references through the passersby applicants. Online recruitment helps the organisations to automate the recruitment process, save their time and costs on recruitments

Online Recruitment Techniques

Online recruitment techniques

Giving a detailed job description and job specifications in the job postings to attract candidates with the right skill sets and qualifications at the first stage. Erecruitment should be incorporated into the overall recruitment strategy of the organization. A well defined and structured applicant tracking system should be integrated and the system should have a backend support. Along with the backoffice support a comprehensive website to receive and process job applications (through direct or online advertising) should be developed. Therefore, to conclude, it can be said that erecruitment is the Evolving face of recruitment.

Advantage & Disadvantage of E-Recruitment

Newspapers are still jobseekers most popular source of vacancies. But the Internet is fast becoming a rival. In the past four years, the web has nearly doubled in popularity among job hunters. Thats according to a survey by the British Market Research Bureau, which discovered that 23 per cent of those questioned preferred to go online to find work.

Well over 1m people have found jobs online during the past five years, and as graduates and young professionals become increasingly IT literate, so the numbers will greatly increase. But IT career consultants say it is unlikely that online recruitment will ever replace traditional methods like newspapers, the trade press, wordof mouth and contacting a company directly, which are seen as proactive ways of finding work, while the Internet is regarded as reactive. Another survey by IT services firm Parity suggested that only five per cent of big employers used the Internet to recruit in 2003, compared to 33 per cent in 2001. The common complaints about online jobhunting centre on the impersonal nature its lack of human contact and personal feedback. Job seekers bemoan the fact that details can be out of date, sites crash at vital moments and emails get lost. Recruitment sites also sometimes dont have information arranged in a logical or accessible fashion.

However, the Internet is speedy, instantly available and offers a vast amount of information on job hunting as well as offering vacancies aplenty, allowing people to search, view and apply for jobs and post CVs at the click of a mouse, at any time of the day or night. Many jobsearch sites, such as many listed in our Jobs channel offer free registration and job alerts by email. When used in tandem with more traditional, human offline methods, the web can be extremely useful in helping shape your career. Webbased recruitment offers candidates access to a sizeable amounts of information about their potential employers, making brushingup on the background much easier than it was in preInternet days. Websites, with their interactive elements, are far more useful than company brochures in offering an idea of how a company views itself and what it expects from its members of staff.

Some recruiters have abandoned their online methods because they were being inundated with unwanted or inappropriate emails. But many more businesses have refined their websites to benefit both themselves and potential employees. Filtering software can screen applicants early in the process; meaning valid applicants are less likely to be lost in the glut of applications.

The very best employers websites offer realistic job previews, sometimes through editorials featuring interviews with people currently working at the firm. Applicants may be able to email specific employees, nominated by the company as spokespeople, to enquire about the nature of a position. Having access to a wealth of knowledge means you wont waste your time applying for a role to which you are not suited.

Competency questionnaires, ability tests and psychometric exams can feature online at the front end of the job application process, meaning applicants who pass these stages are the most suitable and likeliest to be considered.

It can be weeks between sending an application by post and taking a new job, by way of interviews and aptitude tests. That time frame can now potentially be reduced to days, even hours, without the need to ever leave your PC.

RECRUITMENT V/S SELECTION

RECRUITMENT V/S SELECTION

Both recruitment and selection are the two phases of the employment process.

The differences between the two are:

1. The recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization WHEREAS selection involves the series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts.

2. The basic purpose of recruitments is to create a talent pool of candidates too enable the selection off best candidates for thee organization, by attracting more and more employees to apply in the organization WHEREAS the basic purpose of selection process is to choose the right candidate to fill the various positions in the organization.

3. Recruitment is a positive process i.e. encouraging more and more employees to apply WHEREAAS selection is a negative process as it involves rejection of the unsuitable candidates.

4. Recruitment is concerned with tapping the sources off human resources

WHEEREAS selection is concerned with selecting the most suitable candidate through various interviews and tests.

5. There is no contract of recruitment established in recruitment WHEREAS selection results in a contract of service between the employer and the selected employee. Recruitment management system is the comprehensive tool to manage the entire recruitment processes of an organization. It is one of thee technological tools facilitated by the information management systems to the HR of organizations. Just like performance management, payroll and other systems, Recruitment management system helps to contour the recruitment processes and effectively managing the ROI on recruitment.

The features, functions and major benefits of the recruitment management system are explained below:
Structure and systematically organize the entire recruitment processes. Recruitment management system facilitates faster, unbiased, accurate and reliable processing of applications from various applications. Helps to reduce the timeperhire and costperhire. Recruitment management system helps to incorporate and integrate the various links like the application system on the official website of the company, the unsolicited applications, outsourcing recruitment, the final decision making to the main recruitment process. Recruitment management system maintains an automated active database of the applicants facilitating the talent management and increasing the efficiency of the recruitment processes. Recruitment management system provides and a flexible, automated and interactive interface between the online application system, the recruitment department of the company and the job seeker. Offers tolls and support to enhance productivity, solutions and optimizing the recruitment processes to ensure improved ROI. Recruitment management system helps to communicate and create healthy relationships with the candidates through the entire recruitment process. The Recruitment Management System (RMS) is an innovative information system tool which helps to sane the time and costs of the recruiters and improving the recruitment processes.

Outsourcing Recruitment

Outsourcing recruitment

Outsourcing Recruitment is the human resource (HR) processes is the latest practice being followed by middle and large sized organizations. It is being witnessed across all the industries. In India, the HR processes are being outsourced from nearly a decade now.

Outsourcing industry is growing at a high rate.

Human Resource Outsourcing refers to the process in which an organization uses the expert services of a third party (generally professional consultants) to take care of its HR functions while HR management can focus on the strategic dimension of their function. The functions that are typically outsourced are the functions ones that need expertise, relevant experience, knowledge and best methods and practices. This has given rise to outsourcing the various HR functions of an organization.

HR Consultancies such as MaFoii and Placement Consulting provide such services through expert professional consultants.

Human resources business process outsourcing (HR BPO) is a major component of the worldwide BPO market. Performance management outsourcing involves all the performance monitoring,

Measurement, management being outsourced from a third party or an external organization.

Many organizations have started outsourcing its recruitment processes i.e. transferring all or some part of its recruitment process to an external consultant providing the recruitment services. It is commonly known as RPO i.e. recruitment process outsourcing. More and more medium and large sized organizations are outsourcing their recruitment process right from the entry level jobs to the C-level jobs.

The present value off the recruitment process outsourcing industry ((RPO) in India is estimated to be $2.5 billion and it is expected to grow at the annual rate of 30-40 percent for the next couple of years.

According to a recent survey, only 8-10 percent of the Indian companies are complete recruitment processes. However, the number of companies

outsourcing their recruitment processes is increasing at a very fast rate and so is the percentage of their total recruitment processes being outsourced.

Outsourcing organizations strive for providing cost saving benefits to their clients. One of the major advantages too organizations, who outsource their recruitment process, is that it helps to save up to as much as 40 per cent of their recruitment costs. With the experience, expertise and the economies of scale of the third party, organizations are able to improve the quality of the recruits and the speed of the whole process. Also, outsourcing enables the human resource professionals of organizations to focus on the core and other HR and strategic issues.

Outsourcing also gives a structured approach to the whole process of recruitment, with the ultimate power of decision making of recruiting with the organization itself. The portion of the recruitment cycle that is outsourced range from preparing job descriptions to arranging interviews, the activities that consume almost 70 percent of the time of the whole recruitment process.

Outsourcing the recruitment processes for a sector like BPO, which faces an attrition of almost 50-60 per cent, can help the companies in BPO sector to save costs tremendously and focus on other issues like retention. The job seekers are also availing the services of the third parties (consultants) for accessing the latest job opportunities.

In India, the trend of outsourcing recruitment is also catching up fast. For example: Vodafone outsources its recruitment activities to Alexander Mann Solutions (RPO service provider). Wipro has outsourced its recruitment process to MeritTrac. Yes bank is also known to outsource 50 per cent of its recruitment processes.

Advantages of outsourcing

Traditionally, recruitment is seen as the cost incurring process in an organization. HR outsourcing helps the HR professionals of the organizations to concentrate on the strategic functions and processes of human resource management rather than wasting their efforts, time and money on the routine work.

Outsourcing the recruitment processes helps to cut the recruitment costs to 20 % and also provide economies of scale to the large sized organizations.

The major advantages of outsourcing recruitment performance management are:

Outsourcing is beneficial for both the corporate organizations that use the outsourcing services as well as the consultancies that provide the service to the corporate. Apart from increasing their revenues, outsourcing Process provides business opportunities to the service providers, enhancing the skill set of the service providers and exposure to the different corporate experiences thereby increasing their expertise.

The advantages accruing to the corporate are:

Turning the management's focus to strategic level processes of HRM

Accessibility to the expertise of the service providers

Freedom from red tape and adhering to strict rules and regulations

Optimal resource utilization

Structured and fair performance management.

A satisfied and, hence, highly productive employees

Value creation, operational flexibility and competitive advantage

Therefore outsourcing helps both the organizations and the consultancies to grow and perform better.

Outsourcing process

Outsourcing process

How to select consultants

If an organization decides to outsource its recruitment processes or activities, it is very important to find and select a suitable recruitment consultant or consultancies, which can deliver results according to the needs off the organization.

Today, there are thousands of consulting firms (consultancies) as well as freelance consultants working independently. An organization looks for various considerations and qualities before selecting the suitable recruitment consultant.

The reputation of the consulting firm in the job market (based on expertise and experience). Who are the consultants or firms past and present Clients? Consultants expertise and experience (from how long has he/firm been in the business) Does the recruitment consultant have the requisite resources to complete the targets on time? Get the idea of the effectiveness and the services of the recruitment consultant from its current and past clients. Qualities of an independent recruitment consultant:

Some of the qualities or characteristics looked in recruitment consultants are:

Marketing skills Flexibility and adaptability Wisdom Exuberance Ability to prioritize Ambition Resourcefulness Diplomacy/delicacy Selecting the right recruitment consultant is essential for the effective recruitment processes. A successful Recruitment consultant is someone who is Determinative, focused, and able to create opportunities for him, works harder and smarter than competitors and continually set and achieve higher standards.

Recruitment strategies

Recruitment strategies

Recruitment is of the most crucial roles of the human resource professionals. The level of performance of and organization depends on the effectiveness of its recruitment function. Organizations have developed and follow recruitment strategies to hire the best talent for their organization and to utilize their resources be well planned and practical to attract more and good talent to apply in the organization.

For formulating an effective and successful recruitment strategy, the strategy should cover the following elements:

1. Identifying and prioritizing jobs Recruitment keeps arising at various levels in every organization; it is almost a never-ending process. It is impossible to fill all the positions immediately. Therefore, there is a need to identify the positions

requiring immediate attention and action. To maintain the quality of the recruitment activities, it is useful to prioritize the vacancies whether to focus on all vacancies equally or focusing on key jobs first.

2. Canddidates to target the recruitment process can be effective only if the organization completely understands the requirements of the type of Candidates that are required and will be beneficial for the organization.

This covers the following parameters as well:

A successful recruitment strategy should be

Performance level required: Different strategies are required for focusing on hiring high performers and average performers.

Experience level required: the strategy should be clear as to what is the experience level required by the organization. The candidates experience can range from being a fresher to experienced senior professionals.

Category of the candidate: the strategy should clearly define the target candidate. He/she can be from the same industry, different industry, unemployed, top performers of the industry etc.

3. Sources of recruitment the strategy should define various sources (external and internal) of recruitment. Which are the sources to be used and focused for the recruitment purposes for various positions? Employee referral is one of the most effective sources of recruitment.

 Category of the candidate: the strategy should clearly define the target candidate. He/she can be from the same industry, different industry, unemployed, top performers, of the industry etc.

4. Trained recruiters The recruitment professionals conducting the interviews and the other recruitment activities should be welltrained and experienced to conduct the activities. They should also be aware of the major parameters and skills (e.g.: behavioral, technical etc.) to focus while interviewing and selecting a candidate.

5. How to evaluate the candidates The various parameters and the ways to judge them i.e. the entire recruitment process should be planned in advance. Like the rounds of technical interviews, HR interviews, written tests, psychometric tests etc.

HR challenges in recruitment

HR challenges in recruitment

Recruitment is a function that requires business perspective, expertise, ability to find and match the best potential candidate for the organization, diplomacy, marketing skills (as to sell the position to the candidate)and wisdom to align the recruitment processes for the benefit of the organization. The HR professionals handling the recruitment function of the organization are constantly facing new challenges in Recruitment. The biggest HR challenge in Recruitment for such professionals is to source or recruit the best people or potential candidate for the organization.

In the last few years, the job market has undergone some fundamental changes in terms of technologies, sources of recruitment, competition in the market etc. In an already saturated job market, where the practices like poaching and raiding are gaining momentum.

HR professionals are constantly facing new challenges in one of their most important function recruitment. They have to face and conquer various challenges to find the best candidates for their organizations.

The major challenges faced by the HR in recruitment are:

Adaptability to globalization The HR professionals are expected and required to keep in tune with the changing times, i.e. the changes taking place across the globe. HR should maintain the timeliness of the process Lack of motivation Recruitment is considered to be a thankless job. Even if the organization is achieving results, HR department or professionals are not thanked for recruiting the right employees and performers. Process analysis The immediacy and speed of the recruitment process are the main concerns of the HR in recruitment. The process should be flexible, adaptive and responsive to the immediate requirements. The recruitment process should also be cost effective. Strategic prioritization The emerging new systems are both an opportunity as well as a challenge for the HR professionals. Therefore, reviewing staffing needs and prioritizing the tasks to meet the changes in the market has become a challenge for the recruitment professionals.

Forms of recruitment

Forms of recruitment
The organizations differ in terms of their size, business, processes and practices. A few decisions by the recruitment professionals can affect the productivity and efficiency of the organization. Organizations adopt different forms of recruitment practices according to the specific needs of the organization. The organizations can choose from the centralized or decentralized forms of recruitment, explained below: CENTRALIZED RECRUITMENT

The recruitment practices of an organization are centralized when the HR / recruitment department at the head office performs all functions of recruitment. Recruitment decisions for all the business verticals and departments of an organization are carried out by the one central HR (or recruitment) department. Centralized from of recruitment is commonly seen in government organizations. Benefits of the centralized form of recruitment are: Reduces administration costs Better utilization of specialists Uniformity in recruitment Interchangeability of staff Reduces favoritism Every department sends requisitions for recruitment to their central office DECENTRALIZED RECRUITMENT

Decentralized recruitment practices are most commonly seen in the case of conglomerates operating in different and diverse business areas. With diverse and geographically spread business areas and offices, it becomes important to understand the needs of each department and frame the recruitment policies and procedures accordingly. Each department carries out its own recruitment. Choice between the two will depend upon management philosophy and needs of particular organization. In some cases combination of both is used. Lower level staffs as well as top level executives are recruited in a decentralized manner.

Equal employment opportunity Equal employment opportunity refers to the approach of the employers to ensure the practice of being fair and impartial in the employment process. *The term "Equal Opportunity Employment" was first given by President Lyndon B. Johnson when he signed Executive Order 11246 which was created to prohibit federal contractors from discriminating against employees on the basis of race, sex, creed, religion, color, or national origin*. The scope of the order also covered the discrimination on the basis of the minority status.

Discrimination in employment

Discrimination refers to the any kind of prejudice, biasness or favoritism on the basis of Disability Race Age Sex Sexuality

 Pregnancy Marital status

in employment. No person should be treated less favorably than any other on the basis of the specified issues above. Many countries (like SA) have already implemented Equal Opportunity Act, making it against the law to treat anybody unfairly.

Diversity in workforce

With the globalization and the increasing size of the organizations, the diversity in the workforce is increasing i.e. people from diverse backgrounds, educational background, age groups, race, gender, abilities etc come together to work for one organization and common objectives. Therefore, it is the responsibility of the employer to create an equalitybased and discriminationfree working environment and practices. Equal opportunity means treating people equally and fairly irrespective of their race, religion, sex, age, disability etc. Giving women an equal treatment and access to opportunities at the workplace. Any employee should be illtreated or harassed by the employer or other employees. Equal Employment Opportunity principles help to realize and respect the actual worth of the individual on the basis of his knowledge, skills, abilities and merit. And the policy should cover all the employees of an organization whether permanent or temporary, contractual etc.

Equal employment opportunity is necessary to ensure:

* To give fair access to the people of all development opportunities * To create a fair organization, industry and society.

* To encourage and give disadvantaged or disabled people a fair chance to grow with the society

Headhunting

Headhunting

Headhunting refers to the approach of finding and attracting the best experienced person with the required skill set. Headhunting is also a recruitment process involves convincing the person to join your organization.

The most valuable resource in today's fastpaced corporate world are People. The present recruitment scenario is witness to the expertise of job consultants better known as headhunters.

Headhunters have established themselves as an important link in the employment chain.

Various companies and firms have chosen to enhance their human resource by using the expertise that headhunters bring to recruitment. The boom in the headhunting industry can be attributed to the headhunter's superior understanding of the industry and market norms, job profiles, people skills etc.

By virtue of their aggressive networking and people skills, headhunters today have created a niche for themselves.

Increasing staff turnover rates have served to propel the headhunting industry to a high demand, high delivery industry.

So to join or start a muchneeded service like this what does one need to be successful? The pointers below will help in better understanding of the do's and don'ts of the business.

It is imperative to have an indepth specialized knowledge of the industry, the job requirements, work culture, HR policies etc. This is the reason most headhunters work within well defined niches and offer their services in specialized industries. A good grasp of the various problems and issues that plague the market, is essential

Every new search assignment that a headhunter takes up involves sifting the grain from the chaff. In other words, it calls for prescreening numerous candidates for a job. This is where the headhunter's ability to probe beyond the superficial, comes to the fore. Piloting the right person to the right job calls for a specialized screening of the aptitude and skills of the candidates to ensure the selection of highvalue performers.

Several factors need to be considered. The headhunter takes into consideration the candidate's values, job preferences, skills, background, family commitments etc.

These are the guiding parameters by which the headhunter analyses the candidate's suitability to the requirements of the recruiter. The main objective should not be to generate shortterm employment but to bridge the demandsupply gap. Ethical headhunting calls for a sense of integrity.

The headhunter should guide the candidates in interview handling skills. The headhunter plays an important role in negotiations regarding salary and other benefits.

A headhunter stakes his reputation on the competencies of his candidate. A headhunter's responsibility does not merely end once the candidate is hired. Good follow up with the company is a valueadded service that can give a headhunter an edge and help in striking a longterm relationship with the company.

With a clear understanding of the above, a headhunter can be tuned to success in the corporate scenario. The headhunter charges a commission from the company per hire but also owes loyalty to the candidate. Hence, it is vital for him to help the candidate find a fulfilling and rewarding job.

The intense competition in the recruitment procedures has led to several headhunters working round the clock. To sum up, it is not only about skills, but also about being in the right place at the right time. In other words, a true headhunter is one who finds the right peg for the right hole.

Headhunting process

Headhunting process

Revolve Corporate

Revolve Corporate
Revolve Corporate is a premium integrated HR solutions company, with a focus on Executive Search, Recruitment Solutions and Staffing Services.

We serve diverse industry with specialization in Junior, Senior and Top Management Level, Executive search & placement.

Revolve Corporate provides valueadded services to a broad range of industry sectors through a growing network and varied alliances.

Our Clients
IT/Telecom Industry 6.8, 3.2, 1.4,1.2,1.8 Pharmaceutical Industry Manufacturing Industry Hospitality Sectors Interior Decorator

Industry
Accounting Industry Automobile Engineering Industry FMCG Industry HR Firms Retailing

Ratio of Employees

1-5 Employees

6-10 employees
11-25 employees More than 26 No full time staff

Recolve Corporate has ratio of emploeeys as follows :

1-5 Employees = 6.8 %

6-10 Employees = 3.2%

11-25 employees = 1.4%

More than 26 Employees = 1.2%

No Full time staff = 1.8%

Selection Procedure The first step involves getting required details from client including number of vacancies, job specification, desirable educational

qualification, salary structure and other terms and conditions of employment / recruitment Based on the above we extract most suitable CVs from our databank. After careful shortlisting we forward CVs to the clients for review and short listing process. After receiving the list of shortlisted candidates, we arrange for the personal telephonic interviews as per the convenience of our clients. If desired by client we also make final selection on their behalf. After final selection by the client, an offer letter is issued to the candidates and declaration is taken from them accepting the terms and conditions of employment. And accordingly the formality of the invoice to be raised takes place.

Add on Head hunting Approach of finding and attracting the best experienced person with the required skill set is also a part of our recruitment process. The more Formal Term is Executive Search We at Revolve Corporate are also into Head Hunting. We indulge into following methods:

 Through wide variety of our Industry contacts. Taking external referrals.

On Average following time staff spends on requirement:

Time

1 to 5 6 to 10 16 to 20 21 to 30 31 to 40 More than 40 Unkown

Brief Explanation of timing spend Hours 1-5 6-10 16-20 21-30 31-40 More than 40 Unkown 20.3 21.6 10.8 11.7 6.1 9.5 19.9 Requirement

QUESTIONNAIRE

QUESTIONNAIRE
1 How many employees you have in your firm? 1-5 10-15 +30

2 How you think the future of Consultancy business will be? Good Excellent Extra-Ordinary

3 What are the rates of most consultants in market? High Normal Low

4 Are you only in Recruitment or Training & Development also? Yes No

5 What will be the challenges ahead of the employees five years down the line? Inflation High Rate Low Demand

6 Mostly you have clients from which sector? IT Service Construction All Clients

7 On what basis you pitch the client? Requirements Profit

8 How you think you are different from other consultants? Supply of candidate is low Supply of candidate is High

9 Do you think recruitment consultants are exploited by the corporate? Yes No

10 What is the attrition ratio in your firm? Low Normal High

11 Do you think there should be a regulatory authority for all the consultants in India? Yes No

12 How you think a consultant should cope up with the current market fluctuations? They should have track of the client. They should be fast in responding to their client. The candidate should have the skills which are required by the clients.

Findings

Findings
As we know, Recruitment refers to the process of finding possible candidates for a job or function, usually undertaken by Recruiters. It may also undertaken by an Employment Agency or a member of staff at the business or organization looking for recruiters. And Selection is a process by which candidate employment divided in two classes those who will be offered employment and those who will not. Recruitment and Selection is one of the most for every employee. Cause by this company makes a person as the member of it. There is general process of Recruitment and Selection that a company should follow. In Indian perspective many companies does not follow any specific process for Recruitment and Selection. There are lots of limitation a company face in case of Recruitment and Selection Process. But the Recruitment and Selection Process must be developed, modern and fair.

Recruitment Cycle
Human Resource Division takes maximum 50 Days time to complete Recruitment Process. The breakdown of the 50 days is as follows:

Recommendations

Recommendations
Recruitment is something very crucial and an important and integral part of any organization.

It plays a vital role, once an organization has an efficient group of manpower the graph of the company will always keep moving in the upward direction symbolizing growth which every organization starves for, thus recruitment is an important part.

Choosing the right consultant in case of outsourcing recruitment is also important as they are the ones who on behalf of the organization screen candidates and send it to the organization thus making things easier for the HR of the organization. In case of recruitment I would suggest that a website should be created wherein any candidate who is looking for a job can create account in that website and his name will automatically get entered in the database of all the hr consultancies, just as we have job portals naukri and monster which is in turn a database for the consultants and organizations, database of job seekers, in this website of consultants the job seekers will get access to all consultants (who provide job)

Conclusion

Conclusion
Revolve is a premium integrated HR solutions company, with a focus on Executive Search, Recruitment Solutions and Staffing Services.

We serve diverse industry with specialization in Junior, Senior and Top Management Level, Executive search & placement.

Revolve provides valueadded services to a broad range of industry sectors through a growing network and varied alliances.

I learnt Precisely about a JD Access to job portals Usage of job portals Mass Mailing Head Hunting Coordination with clients/ candidates Interviewing candidates Email etiquettes Business meetings/ business development

The guidance given to me by my head was so crisp and clear that in turn helped me to grasp things at a good pace.

The biggest asset in the project was that it involved complete learning that always encouraged me and kept my interest alive.

I also learnt things such as patience, communication skills, email etiquettes, coordination, team work and negotiation.

Bibliography

Bibliography

Books: Human Resource Development John Wilson Hire with Your head Lou Adler

WEBSITIES: www.hrguide.com www.hr.com www.newparadigm.com www.odnetwork.org www.wikipedia.org