A STUDY OF THE RECRUITMENT AND SELECTION

PROCESS: SMC GLOBAL

Neeraj Kumari

ABSTRACT
Better recruitment and selection strategies result in improved organizational outcomes. With
reference to this context, the research paper entitled Recruitment and Selection has been prepared
to put a light on Recruitment and Selection process. The main objective is to identify general
practices that organizations use to recruit and select employees and, to determine how the
recruitment and selection practices affect organizational outcomes at SMC Global Securities Ltd.
The research methodology applied is the exploratory. The data was collected through well
structured questionnaires. The source of data was both primary and secondary. Sample size was
30. Data analysis has been done with the help of SPSS software. The company considered
portals as the most important medium of hiring employees. The employees working in the
company consider the employee references are one of the most reliable source of hiring the new
employees. Company always takes in consideration the cost-benefit ratio.

DATA ANALYSIS
Data analysis is very important aspect of project, as it basically involves the analysis of all the
information that we collected. The information collected needs to be analyzed so that we can
interpret the information and provides the justification for the work we have done during our
research. Data analysis is a body of methods that help to describe facts, detect patterns, develop
explanations and test hypothesis. Data analysis has been done with the help of SPSS software.
After the respondents had filled in the questionnaires, the data was entered into the software and
the analysis was made thereby. The data has been presented in the form of graphs, bar charts, pie
charts etc. After analysis of each of the question in a questionnaire the interpretation of the same
is also being provided which includes the reason about the particular aspect of the organization
and we can also judge the frequency and application of the same in a particular context so that
we are able to find out the exact fact behind the particular aspect of an organization on which
are whole project report is based.

ANALYSIS OF QUESTIONNAIRE
<Figure 1> <Figure 2> <Figure 3> <Figure 4> <Figure 5> <Figure 6> <Figure 7>
<Figure 8> <Figure 9> <Figure 10>
FINDINGS
The findings from the analysis including charts, bars, and graphs are listed as follows:- • The
company considered portals as the most important medium of hiring employees and then
employee references are also act as the important source of recruiting people and also with my
working experience with the company I found them most effective. • The employees working in
the company consider the employee references are one of the most reliable source of hiring the
new employees and also to some extent portals, but before hiring from portals the references
provided there are need to be confirmed as I did during my training period. • The most important
feature in company’s recruitment &selection policy is that we need to take in consideration the
ratio between the turn-up and line-up candidates, and after analysis I found it most of the
employees are also holding the same opinion. • The existing recruitment process of company is
good but it has some shortcomings that is being Covered in recommendations and on overall the
recruitment department has pressure on it. • After analysis of the company selection procedure I
found out the company is using quite effective method of doing selection of candidates and they
always take in consideration the cost-benefit ratio which is quite important from the long
perspective of hiring employees. • The ratio of selected candidates to joining candidates is quite
effective and highest in number as the employees being selected are also of the view that they are
analyzed properly and effectively.

CONCLUSIONS
The main thing that I want to conclude firstly is that with the help of analysis, feedback
generated through questionnaire I found that the company is following an effective Recruitment
and Selection process to maximum extent. As per my study, out of the various methods of
sourcing candidates, the best one is – getting references via references and networking. In the
process, I came across various experiences where the role of an HR and the relevant traits he
finds in the candidates were displayed. The structure of the financial sector (as well as that of
SMC Ltd) was known along with the analysis that recruitment is an ongoing process in this
industry and therefore new innovative methods have to be thought of and applied to meet the
demand. Company should focus on long term consistent performance rather then short term. The
emphasis towards training and enhancing skills of recruiters needs to be more and also
consistent. Even though an HR manager has many challenges to face in order to ensure that the
human resource department contributes to the bottom-line and emerges as a strategic partner in
the business, it is “Talent acquisition”, that is the key determining factor in how well an Human
resource department contributes towards the achievement of the overall objective of the
organization and therefore is a daunting task for any HR manager
REFERENCES
Alvesson, M. (1990) ‘On the Popularity of Organizational Culture’, Acta Sociologica , 1: 31–49.
Babita , and Bhavana,2008 The impact of OCTAPACE culture on total productive maintenance,
Vistas P 20-23 Braun, S.A. (1995). Helping managers become effective job interviewers.
Industrial Management, 37, 5-8. Breaugh, J.A., and M. Starke. (2000). Research on employee
recruitment: So many studies, so many remaining questions. Journal of Management, 26, 405-
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Review of Business Research(2007), Gerard F. Becker Stoykov, Lubomir. (1995) Corporate
culture and communication, Stopanstvo , Sofia. Sheridan, John E.(2092) “Organizational culture
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R. & Luthans, F. (1990), "Organizational Culture: A behavioral Perspective", In: Schneider, B.
(ed.), Organizational Climate and Culture, Oxford: Jessey-Bass, Chapter 9 Wanous, J.P., and
Reichers, A.E. (2000). New employee orientation Programs. Human Resource Management
Review, 10, 435-451

FIGURES
 NESTLE EMPLOYEE RECRUITMENT RESEARCH
Tong Li
Shanghai University of Science & Technology

ABSTRACT
Employees are the company's most important asset, and it is also a key factor to the success or
failure of company management. Recruitment management perfect helps to realize win-win
organization and employees. Because of asymmetric information and other shortcomings
recruitment itself, many companies are not satisfied with their employees to the company,
therefore cause unnecessary losses. Therefore, it is important to research in human resources
recruitment. The full text is divided into five chapters, the first chapter introduction, This paper
introduces the background and practical significance, research status at home and abroad, and the
research target, the idea of this paper, the key problems to solve and so. Current status of
corporate recruitment research. The second chapter introduces the main content of recruitment,
firstly introduces the definition, recruitment influence, the recruitment process, recruitment and
secondly, lists some of the main mode of recruitment and characteristics of these recruitment
modes: Internal Sources, External Sources, Direct Applicants, Advertisements in Newspaper and
Periodicals, Electronic Recruiting 、 Colleges and Universities. The third chapter about Nestlé
recruitment, Nestlé introduction, about the nestle recruitment, the official website of recruitment,
campus recruitment, online recruitment, Direct Applicants, internal promotion and external
recruitment, etc .The fourth chapter introduces the analysis of the causes of Nescafe company
recruitment success, mainly studies how to Nescafe company culture, Nescafe Company attract
employees, Nescafe company how to retain staff, management staff Nescafe company. The
fifth chapter is the conclusion part.

ON THE NESTLÉ RECRUITMENT

Nestlé is the world's largest food company, the world's top 500 ranked the top 50, the large scale
that it could not be the exact statistics on its product range and the number of. 8500 kinds of
food, beverage and pharmaceutical products are the use of Nestle this brand, packaging,
specifications with a variety of different, Nestle products more than 22000 species. Nestle has
been so successful is closely related with its unique human resource management.

Campus Recruitment
Nestlé's enthusiastic support the activities of the university community, such as literature and art
festival, English corner, etc. The company is willing to make a special report on the University,
giving the company information to the students, the spread of corporate culture, to attract
outstanding talents to join in the future Nestlé. [4]
Summer intern program: since the summer intern project started in 2009, nearly every year
students in Beijing, Shanghai, Chengdu, Guangzhou, Dongguan, Tianjin and other places of
sales, professional food and beverage, human resources, finance team and factories around the
country, with nestle employees, spent a hard and full of summer. They kind of leader has been
admitted into a Network Recruitment
Nestlé in the Zhao pin nets and 51 job recruitment online recruitment information, candidates
want to get basic information about the job can be seen on the website. All applicants can resume
on the website at any time, this is a very convenient, cost is relatively low in a recruitment
methods. There are some websites of false information, however, the applicant may be using
false information, the applicant credit is lower, the success rate is relatively low. So, the
efficiency of this method of recruiting is relatively low. Zhilian recruitment website Nestlé
company recruitment information screenshot below Nestlé management trainee.

Analyze the Reasons for the Success Nestlé Recruitment

Nestlé Company Culture

Nestlé People
Our employees help us to gain and build competitive advantage through their energy,
imagination and local insights. It’s essential that we reward them competitively and invest in
their development to ensure that we remain responsive to a rapidly changing world.

CONCLUSION
Through the study of recruitment of Nestle, draw the recruitment should combine all kinds of
ways, do good propaganda work. But also do attract staff, retain staff work. Human resource has
become the first resource of the enterprise, the enterprise owned by the quantity and quality of
the talents directly decides the competition ability of the enterprise. Therefore, human resources
management in the enterprise has also been hitherto unknown attention, while the recruitment
work is just the first step of human resource management, is particularly important step. [18]
Recruitment results not only directly affect the development of enterprises, but also is a kind of
image display of the enterprise itself, at the same time for the employee's own development also
plays a vital role. [5]The recruitment work quality directly affects the enterprise staff turnover
and business expenses, effective recruitment helps enterprises to obtain long-term competitive
advantage and bring considerable economic benefits. Nescafe is a very successful business, we
should learn from the advantages of him in the recruitment of Nescafe is a very successful
business, we should learn from the advantages of him in the recruitment.

REFERENCES
Raymond A .Human Resource Management. Renmin University of China press, The Seventh
Edition: 140-160. Dave Ulrich.Human Resource Champions:The Next Agenda for Adding Value
and Delivering Results[M]. Harvard Business School Press,2012:73. Jeffrey B Arthur.Effects of
Human Resource Systems in American Steel Performance and Turnover [J].Academy of
Management Journal,37(3):78-79. Huselid,M.A.The impact of Human Resource Management
Practices on Turnover,Productivity, and Corporate Financial Performance [J].Academy of
Management Joural,2009,38930:635-672. Preffer, J. Competitive Advantage through People –
Unleashing the Power of the Workforce. Cambridge, MA, Harvard Business sector. Journal of
Management [J]:8. Youndt,M.A.,Snell,S.A,Dean,J.W.,Lepak,D.P.Human Resource
Management,Manufacturing Strategy,and Firm Performance [J].Academy of Management
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advantage.Journal of Management,2011,17:99-120.
 A Study On Recruitment & Selection Process
Sujeet Kumar

ABSTRACT:
Better recruitment and selection strategies result in improved organizational outcomes. With
reference to this context, the research paper entitled Recruitment and Selection has been
prepared to put a light on Recruitment and Selection process. The main objective is to identify
general practices that organizations use to recruit and select employees and, to determine
how the recruitment and selection practices affect organizational outcomes at Electronics
Industry, In Krishna Dt Ap,India. Successful recruitment and selection practices are key
components at the entry point of human resources in any organization . The main objective
of this paper is to identify general practices that organizations use to recruit and select
employees .The study also focus its attention to determine how the recruitment and selection
practices affect the organizational outcomes and provide some suggestions that can help.
Data analysis has been done with statistical tools like tables, graphs, pie charts, bar
diagrams.

ANALYSIS
1) It is observed that,25 members expressed that, their company gives preference to
experienced candidates. 50 members expressed that, their company gives preference
to qualified candidates. 72 members expressed that, their company is giving preference
to both experience and qualification candidates and three members are accepted that
their company gives preference to other criteria
2) It is observed that 30 members of the total respondents have expressed that, their
company is following written tests 25 members of the total respondents have
expressed that, their company is following group discussions,50 members of the total
respondents have expressed that, their company is following interview,45 members
of the total respondents have expressed that, their company is following all the
above tests as main source of selection

FINDINGS
The findings from the analysis including charts, bars, and graphs are listed as follows:-
•The company considered portals as the most important medium of hiring employees and
then employee references are also act as the important source of recruiting people.
•The employees consider the employee references are one of the most reliable source of
hiring the new employees and also to some extent portals, but before hiring from portals
the references provided there are need to be confirmed as I did during my training
period.
•The most important feature in company’s recruitment &selection policy is that we
need to take in consideration the ratio between the turn-up and line-up candidates, and
after analysis I found it most of the employees are also holding the same opinion.
•The existing recruitment process of company is good but it has some shortcomings that is
being Covered in recommendations and on overall the recruitment department has pressure
on it.
•After analysis of the company selection procedure I found out the company is using quite
effective method of doing selection of candidates and they always take in consideration
the cost-benefit ratio which is quite important from the long perspective of hiring
employees.
•The ratio of selected candidates to joining candidates is quite effective and highest in
number as the employees being selected are also of the view that they are analyzed
properly and effectively.

CONCLUSION
The main thing that I want to conclude firstly is that with the help of analysis, feedback
generated through questionnaire I found that the company is following an effective
Recruitment and Selection process to maximum extent. As per my study, out of the
various methods of sourcing candidates, the best one is – getting references via references
and networking. In the process, I came across various experiences where the role of an
HR and the relevant traits he finds in the candidates were displayed. Company should focus
on long term consistent performance rather than short term. The emphasis towards
training and enhancing skills of recruiters needs to be more and also consistent .Even
though an HR manager has many challenges to face in order to ensure that the human
resource department contributes to the bottom-line and emerges as a strategic partner in
the business, it is“ Talent acquisition”, that is the key determining factor in how well an
Human resources department contributes towards the achievement of the overall objective
of the organization and therefore is a daunting task for any HR manager.

REFERENCES
[1] Essential of human resource management and industrial relations, subbarao Mumbai,
Himalaya publishing house, 1996 Edward E. Lawler Iii; John W. Boudreau. Stanford
Business Books, 2009
[2] Reinventing Human Resources Management: Challenges and New Directions ,Ronald
J. Burke; Cary L. Cooper. Routledge, 2005
[3] Understanding Human Resource Management ,Ken N. Kamoche. Open University
Press, 2001
[4] Organizational Success through Effective Human Resources Management Ronald R.
Sims. Quorum Books, 2002
[5] How to Develop Essential HR Policies and Procedures ,John H. McConnell. AMACOM,
2005 Krishnan, Sandeep K.; Singh, Manjari. South Asian Journal of Management, Vol.
18, No. 1, January-March 2011
[6] A Balanced Approach to Understanding the Shaping of Human Resource Management
in organisations** Boselie, Paul. Management Revue, Vol. 20, No. 1, January 1, 2009
Hargis, Michael B.; Bradley, Don B.,, III. Academy of Strategic Management Journal, Vol.
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Kees. Management Revue, Vol. 17, No. 3, July 1, 2006
[7] Globalizing Human Resource Management Paul Sparrow; Chris Brewster; Hilary Harris.
Routledge, 2004
[8] International Human Resource Management: A Multinational Company Perspective
Monir H. Tayeb. Oxford University Press, 2005