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Supply/deman
d
•

Unemploymen
t rate
•
 Labour
market
•

Political and
social factors
•

Sons of soil
•

ImageInternal
•
Recruitment
policy
•

Human
resource
planning
•

Size of the
firm
•
 Cost factors
•

Growth and
expansion
RECRUITMEN
T PROCESS
The recruitm
ent and selec
tion is the m
ajor function
of the human
resourcedepa
rtment
and recruitme
nt process
is the first
step towards
 creating the
competitivest
rength and
therecruitmen
t strategicadv
antage for the
organisations.
Recruitment
process
involves a
systematic
procedure
from sourcing
the
candidates to
arrangingand
conducting
the
interviews
and requires
many
resources
and time. A
generalrecruit
ment process
is as follows:
Page
22
 •

Identifying
the vacancy:
The
recruitment
process
begins with
the human
resource
departmentre
ceiving
requisitions
for
recruitment
from any
department of
thecompany.
 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 th
e sources of r
equired num
ber and type
of employees
(Advertising
etc).
•
Short-listing
and identifyi
ng the prosp
ective emplo
yee with requ
iredcharacteri
stics.
•
Arranging the
interviews
with the
selected
candidates.
•

Conducting
the interview
and decision
making.
Page
23
 1.Identify
vacancy2.Pre
pare job
description
and person
specification3
.Advertising t
he vacancy4.
 Managing
the
response5.S
hort-
listing6.Arra
nge
interviews7.
Conducting
interview and
decision maki
ngThe
recruitment
process
is
immediately
followed
 by the
selection
process i.e.
thefinal inter
views and th
e decision m
aking, conve
ying the deci
sion and the
appointment
formalities.
SELECTION
PROCESS
Employee
Selection is
the process of
putting right
men on right
job. It is a
procedure of
Page
24
matching org
anizational re
quirements w
ith the skills
and qualificat
ions of peopl
e.Effective
selection can
 be done only
when there is
effective
matching. By
selecting
bestcandidat
e for the req
uired job, the
organization
will get qualit
y performanc
e of employe
es. Moreover,
organization
will face less
of absenteeis
m and emplo
yeeturnover
problems. By
selecting
right
candidate for
the required
job,
organization
willalso save
time and
money.
Proper
screening of
candidates
takes place
 during
selection proc
edure. All the
potential
candidates
who apply for
the given job
are
tested.Butsel
ection must b
e differentiat
ed from
recruitment, t
hough these
are two phas
es of employ
ment process.
Recruitment
is considered
to be
a positive
process as
it motivatesm
ore of
candidates to
apply for the
job. It creates
a pool of
applicants. It
is just
sourcingof da
ta. While sele
ction is a neg
ative process
as the
inappropriate
candidates
arerejected
here.
Recruitment
 precedes
selection in
staffing
process.
Selection
involveschoos
ing the best
candidate
 with best
abilities, skills
and
knowledge for
the
required job.T
he
 Employee
selection
Process
takes place in
following
order-1.
Preliminary
Interviews-
It is used to
eliminate
those
candidates
who do
notmeet the
minimum
eligiblity
 criteria
laid down by
the organizati
on. The
skills,academi
c and family
background,
competencies
and interests
of the
candidateare
examined
during
preliminary
interview.
Preliminary
 interviews
are
lessformalize
d and
planned than
the final
interviews.
The
 candidates
are given
a brief up
about the
company and
the job
profile; and it
is also
 examined
howmuch the
candidate
knows
about the
company.
Preliminary
interviews are
 alsocalled
screening
interviews.2.
Application
blanks-
The
candidates
who clear the
 preliminary
interview
arerequired
to fill
application
blank. It
contains
data record of
the candidate
s such
Page
25
 as details
about age,
qualifications,
reason for
leaving
previous job,
experience,et
c.3.
 Written
Tests-
Various
written tests
conducted
during
selection
procedure
areaptitude
test,
intelligence
test,
reasoning
test,
personality
test, etc.
 These
testsare used
to objectively
assess the
potential
candidate.
They should
 not
be biased.4.
Employment
Interviews-
It is a one to
one interacti
on between
theinterviewe
 r and the
potential
candidate. It
is used to find
whether the
candidateis
best suited for
the required
job or not. But
such
interviews
consume time
andmoney
both.
Moreover the
competencies
 of the
candidate
cannot be
judged.Such
interviews ma
y be biased at
times. Such
interviews
 should
be conducted
properly. No
distractions
should be
there in room.
There should
be an
honestcommu
nication
between
candidate and
interviewer.5.
Medical
examination-
Medical tests
are
conducted to
ensure
physical
fitnessof the
potential
employee. It
will decrease
chances of
employee
absenteeism.
6.
Appointment
Letter-
 A reference
check
is made about
the candidate
selectedand
then finally he
is appointed
by giving a
 formal
appointment
letter.
1.2 INDUSTR
Y PROFILEa.
Origin and
development
 of
the industry
Outsourcing
is one such
abstracted
term that
has, over
time,
 amassed
considerable
positive
momentum
as well as
negative
baggage.
Outsourcing
 has been
around
sincethe time
of the hunters
and
gatherers.
Those who
were strong
 hunters
hunted and
thosewho wer
e strong gath
erers gathere
d. Simply put
, the primitiv
e society per
hapssubconsc
iously
recognised
the
importance of
specialisation
and
outsourced
certain
Page
26
 recruitment and selection
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Puja Kumari

Sections
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 1.1GENERAL INTRODUCTION ABOUT THE SECTOR
 1.2 INDUSTRY PROFILE
 2. 1 ORIGIN OF THE ORGANISATION
 2.2GROWTH AND DEVELOPMENT OF THE ORGANIZATION
 2.3PRESENT STATUS OF THE ORGANISATION
 2.4FUNCTIONAL DEPARTMENT OF ORGANISATION
 2.5 ORGANISATION STRUCTURE
 2.6 MARKET PROFILE OF THE ORGANIZATION
 3.1 WORK PROFILE (ROLE AND RESPONSIBILITIES)
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