Abstract

Recruitment refers to the process of finding possible candidates for a job or function, undertaken
by recruiters. It Is the process of generating a pool of capable people to apply for employment to
an organization.
It include Candidate Interviews and Evaluation, Candidates who have passed our initial selection
process, are invited for face to face in-depth interviews with our consultants, Presentation Of
Short Listed Candidates
A written assessment of each candidate that we feel has the profile and experience to succeed in
the position will be presented to you.
The evaluation will take into account not only the suitability of the candidate's experience and
skills required for the job, but also his/her motivation and career aspirations, as well as his/her
ability to integrate effectively into his/her future work team and your organization in general,
Candidate Interviews With The Client Company, Short-listed candidates are interviewed by
relevant parties within your company involved in the decision -making process, Should you
require, we will be happy to organize these interviews on your behalf.
Follow-up Of Candidate Integration , Following your decision to hire a candidate, we stay in
regular contact with him/her until their start date.
Throughout the probation period, we continue to stay in regular contact with both yourselves and
the newly hired candidate to ensure his/her successful integration.

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 CONTENTS

Chapter Page No

Chapter I : INTRODUCTION

Chapter II: Company Profile

Chapter III: Objectives Of The Study

Chapter IV: Research Methodology

Chapter V: Review of Literature

Chapter VI: Limitations

Chapter VII: Expected outcomes

Chapter VIII: Conclusion

Bibliography

Annexure

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 Chapter I:
INTRODUCTION

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 CHAPTER I:
INTRODUCTION
RECRUITMENT AND SELECTION

“Ask leaders what their biggest challenge is, and you get the same answer:
finding, attracting and keeping talented people. Ask talented people what their biggest
career challenge is and you will hear the same refrain: finding good people to work with
and to work for”.
The human resources are the most important assets of an organization. The success or
failure of an organization is largely dependent on the caliber of the people working therein.
Without positive and creative contributions from people, organizations cannot progress and
prosper. In order to achieve the goals or the activities of an organization, therefore, they need
to recruit people with requisite skills, qualifications and experience. While doing so, they
have to keep the present as well as the future requirements of the organization in mind.
Recruitment is distinct from Employment and Selection. Once the required number
and kind of human resources are determined, the management has to find the places where
the required human resources are/will be available and also find the means of attracting them
towards the organization before selecting suitable candidates for jobs. All this process is
generally known as recruitment. Some people use the term “Recruitment” for employment.
These two are not one and the same. Recruitment is only one of the steps in the entire
employment process. Some others use the term recruitment for selection. These are not the
same either. Technically speaking, the function of recruitment precedes the selection function
and it includes only finding, developing the sources of prospective employees and attracting
them to apply for jobs in an organization, whereas the selection is the process of finding out
the most suitable candidate to the job out of the candidates attracted (i.e., recruited).Formal
definition of recruitment would give clear cut idea about the function of recruitment.
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

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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, Study 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
Attracting new talent to the organization is a key task, especially when the talent
in question is in short supply. Recruitment needs to take its place within the HR cycle as one
strategy among others in a changing market place. Other strategies, such as developing
current staff, should not be neglected in favor of external recruitment. Recruitment should
ideally not be focused proactively on bringing into the organization the kind of skills and
experience, which cannot easily be built from within. With too little external recruitment
organizations processes and staff can start to stagnate. Conversely, if recruitment from
outside is the only means by which senior positions are filled, internal candidates soon
realize that they must leave the organization, if the want to be promoted. A well-designed
recruitment process can attract good candidates and give the employer useful indications of

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future performance. Candidates are usually more positive about the organization if they can
see a clear link between the recruitment process and job. Structured interviews, using
behavioral and critical incident interviewing can be helpful as they allow specific job related
areas.

Background

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 kinf of people, at the right
place and right time, so that organization can achieve its planned objectives.
The primary reason for studying the Recruitment and Selection
procedure is to get acquitted and update the recruitment practices undertaken by the
organization. With L&T Manufacturing Company Ltd expanding across all its verticals IT,
ITes, and Contractual/Temporary Staffing, its need to pay proper attention the Recruitment
and Selection process is all the more important.

The project study is undertaken is to analyze and find the factors, which satisfy
the needs and wants of various client organizations. In the present scenario, where lots of
consultancies are emerging, it is very important for any consultancy to have an edge over the
industry in terms of quality and services.

The study deals with the topic “selection and recruitment” in the organization
and kind of different selection procedures being followed in selection of an individual in to
the organization.

RECRUITMENT

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 Recruitment is defined as, “a process to discover the sources of manpower to meet
the requirements of the staffing schedule and to employ effective measures for attracting that
manpower in adequate numbers to facilitate effective selection of an efficient workforce.”
Edwin B. Flippo defined recruitment as “the process of searching for prospective employees
and stimulating them to apply for jobs in the organization.” Recruitment is a ‘linking
function’-joining together those with jobs to fill and those seeking

It can also be defined as the process of searching for prospective employees and
stimulating them to apply for jobs in the organization.
Recruitment is only one of the steps in the entire employment process. It is generally
followed by selection. It precedes the selection function and it includes only finding,
developing the sources of prospective employees and attracting them to apply for the jobs in
an organization, whereas the selection is the process of finding the most suitable candidate to
the job out of the candidates attracted (i.e. recruited)

Objectives:
 To attract people with multidimensional skills and experiences that suits the present
and future organizational strategies.
 To infuse fresh blood with the all levels of the organization.
 To induct outsiders with a new perspective to lead the company.
 To develop an organizational culture that attracts competent people to the company.
 To search for headhunt /head pouch people whose skills fit the companies’ 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 anticipate and find people for positions that does not exist yet .

Recruitment strategies

The recruitment strategies formulated by the companies include:

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  In sourcing or Outsourcing:

Companies recruit the candidates, employ them, train and develop them and utilize
the human resources of these companies. This strategy is called In-sourcing. Some
organizations employ and develop the candidates with a view to provide the human resources
to other companies which concentrate on manufacturing, servicing and such other activities.

 Vast and Fast Source:

The fast developing IT industry and high technology oriented industry invariably
require vast human resources within the short span of time. The best strategy to get vast
human resources immediately is Internet.

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FIGURE : SOURCES OF RECRUITMENT

Company Strategies

HRP Job Analysis

Job vacancies at a
future date
•Type Recruitment
•Number of HRs •Type Applicants pool Screening Potential hires
•Number

Search for the Stimulate them to apply Evaluation &

prospective Techniques Control
candidates •Traditional
•Modern
Source:
•Traditional
•Modern

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 All organization is basically human resource organizations. They need people to carry out
the organizational mission, goals and objectives. Every organization needs to recruit people.
The recruitment policy should therefore, address itself to the key question; what are the
personnel/human resource requirement of the organization in terms of number, skills, levels etc.
to meet present and future needs of production and technical and other changes planned or
anticipated in the next few years.

Fig: 4.1 Recruitment process

Meaning of Recruitment
Recruitment is process of searching for prospective employees and stimulating them to apply for
jobs in the organization. To recruit means to enlist replenish or reinforce.
It refers to the process of bringing together prospective employees and employer with a view to
stimulate and encourage the former to apply for a job with the latter.
The primary purpose of recruitment and selection is to achieve one desired aim i.e. picking the
right person for the right job.
The recruitment process begins when an employee is to be transferred or promoted to another
post, notice of resignation or dismissal is given or retirement is planned.
The five key ways to develop top quality people:
 Recruitment - Getting the right people in the right job.

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  Developing People
 Mentor
 Developing Managers
organization.
 Managing for performance
- Through training and development.
- To ensure long term development & performance.
- Ensuring that these key people are delivering what the
- Techniques that ensure top quality performance.

Factor Affecting Recruitment: In the recruiting new employees management must consider the
nature of labor market, what sorts of potential labor are available and how do they Look for
works.
The factors affecting can be summed up under the following heads:
 Labor market boundaries.
 Available skills.
 Economic conditions.
 Attractiveness of the Company

Fig: 4.2 Factor which Affecting Recruitment

Labor Market Boundaries: The knowledge of the boundaries helps management in estimating
the available supply of qualified personnel from which it might recruit.

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A labor market consists of a geographical area in which the forces of demand and supply interact
and thus affect the price of labor.
Available Skills: Companies must locate the areas where they can find employees who fit the
jobs according to their skills.
Economic Conditions: Economic conditions also effect recruitment. A new plan located in a
depressed labor market may be swamped by unemployed workers whereas a firm trying to
establish it or to expand in an area where a few qualified workers are out of work has quite a
different recruitment problem.
Attractive of the Company: The attractiveness of the company in terms of higher wages clean
work better fringe benefits and rapid promotions serves as an influencing factor in recruitment.

SOURCES of RECRUITMENT

Fig: 4.3 Sources of recruitment

Ev

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