Questionnaire

1.Candidate willingness to join the company

o Reputation of the company

o Salary Package
o Working Environment
o Job Prospect
o Location of the Company
o Career growth opportunity

2.Most reliable type of interview

o Behavioral
o Situational
o Stress

3.Best way to recruit people

o Advertisement
o Walk-ins
o Search firms

4.Response given by the staff about their query

Agree/Disagree

5.How candidates are recruited in the company

o Written exam
o Written exam & Interview
o Written exam, G.D Interview

6.Job specification of the response of the employee

Yes/No

7.Attitude of H.R Manager

o Good
o Very good
o Excellent
8.The primary source of information for recruiting people should be

o Managerial
o Testing
o Recruiters themselves
o Job analysis

9.Opinion about BHEL Company’s Application on Blank

o Good
o Very good
o Excellent

DEFINATION

Recruitment is the process is seeking out and attempting to attract individuals in external labor

markets, who are capable of and interested in filling available job

Vacancies .Recruitment is an intermediate activity whoseprimary function is to serve as a link

between human resource planning on the one hand and selection on the other.

To Recruit Means To Enlist, Replenish Or Reinforce.

Recruitment begins by specifying the human resource requirements, initiating activities and

actions to identify the possible sources from where they can be met, communicating the

information about the jobs, term and conditions, and prospectus they offer, and enthusiast people

who meet the requirement to respond to the initiation by applying for the jobs.

AIM
The aim of recruitment is the information obtained from job description and job specification

along with precise staffing standards from the basis for determinig manpower requirement to

attain the organizational objective.

Recruitment Needs Are Of Three Types:

1 Planned, anticipated and unexpected planned need arise from changes, in organization

and retirement policy.

2 Resignations, deaths and accidents and illness give rise to unexpected needs.

3 Anticipated needs refer to those movements in personnel which an organization can

predict by studying trends in the internal and external requirements.

Features Of Recruitment:

1 Process or series of activities rather than a single act or event.

2 A linking activity as it brings together those with the jobs(employer) and those seeking

jobs(prospective employees).

INTERNAL SOURCE OF RECRUITMENT

Internal Transfer/Promotion with necessary screening, training and selection to meet the

specified requirement. It would be desirable to utilize the internal sources before going
outside to attract the candidates. The two categories of internal sources including a

review of the present employees and nomination of the candidates by employees.

Merits and Demerits of Internal Recruitment.

Merits.

Following are the merits of the internal source of recruitment;

1. Increase in Morale

Recruitment through the internal sources, particularly promotion,

increases the morale of the employee. Every body in the organization know that they can be

promoted to a higher post, their morale will be boosted and their work efficiency will increase.

2. Better Selection

The people working in the enterprise are known by the management and for selection higher post

does not carry any risk as the employees are known.

3. Economical Internal

Internal sources is highly economical because no expenditure is involved in locating the source

of recruitment and no time is wasted in the long process of selection. More over, these

employees do not need extensive training because they already know about all the works of the

enterprise.
4. Labor- turnover is Reduced

When the employees know that they can be promoted to higher posts, they do not leave the

enterprise. As a result of this policy labour turnover is reduced and the status of the company

increases.

5. Better Labour-Management Relation

When the internal source of recruitment is used the employees remains satisfied which leads to

the establishment of better labour-management relationship.

Demerits

The internal source of recruitment of employees suffer from the following demerits:

1. Check on Young Blood

The defect of the internal source of recruitment is that the young people fully equipped with the

modern technical knowledge remain excluded

from the entry in enterprise. As a result, the old people run the enterprise with the old ideas and

experience.

2.Limited choice.

The internal recruitment of the employees reduces the area of choice. The reduction in the area

of choice means less number of applicants. The choice is to be made out of people working in

the enterprise.
3.Encourages Favoritism.

Internal source encourages favoritism in this system, the superiors usually select their favorites.

Sometimes even a less capable person is selected which harms the enterprise. In this system ,

generally the personal impression of the managers about the employee is given preference for

selection.

EXTERNAL SOURCES OF RECRUITMENT

An external source of Recruitment is considered from the combination of consultant and

Advertisement

Merits and Demerits of External Recruitment

Merits.

The external recruitment has the following merits:

1.Entry of young blood.

Recruitment through external source brings in new persons with modern ideas which can be

profitable for the organization.

2.Wide choice.

The use of external source of recruitment increases the number of candidates and widen the

choice. The managers judge the capabilities of the applicants and select the best ones for

appointment.
3.Less Chances of Favouritism.

All the candidates, under this system of recruitment, are new for the managers and this exclude

the possibility of favouratism.

Demerits.

In spite of many merits, the system of recruitment from external sources is not free from defects.

Its chief demerits are:

1.Decrease in Morale of Existing Employees.

By adopting the system of external recruitment the chances of promotion of the present

employees come to an end. Since there is no hope of any promotion the morale of the employee

decreases and they do not perform their work with dedication.

2.Chances of Wrong Selection.

There are chances of wrong selection due to non-availability of information in case of external

recruitment. If the wrong selection will upset the working condition of the organization.

3.Costly Source.

The external source of recruitment involves expensive advertisement, long selection process and

training after selection which increases organizational expenditure.

4.Increase in Labour-turnover.

When the employees know that they cannot be appointed on high posts in the enterprise, they

leave the organization at the first available opportunity, and as a result an increase in the labour-

turnover which lowers the prestige or the reputation of the enterprise.

5.Detorioration in Labour-Management Relationship.

Making use of the external source of recruitment affects the present employees and there is an

increase in the incidents of strikes and lock-out.

OBJECTIVES OF RECRUITMENT

 To attract people with multidimensional skills and experiences that suit 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 company’s Values.

 To devise methodologies for assessing psychological 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 on quantum.

 To anticipate & find people for positions that do not exist yet.
Steps on Recruitment Process

The recruitment process consist of the following steps:

 Generally begins when the personnel department receives requisitions for recruitment

from any department of the company the personnel requisitions contains detail about the

positions to be filled. number of persons to be recruited, required from the candidate,

terms and conditions of employment and at the time by which the persons should be

available appointment etc.

 Locating and developing the sources of required number and type of employees.

 Identifying the prospective employees with required characteristics.

 Communicating the information about the organization, the job and the terms and

conditions of service.

 Encouraging the identified candidates to apply for jobs in the organization.

 Evaluating the effectiveness of recruitment process.