Recruitment &Selection

CHAPTER I
INTRODUCTION
RECRUITMENT AND SELECTION: Recruitment is the process of identifying that the organization needs to employ someone up to the point at which application forms for the post have arrived at the organization. Selection then consists of the processes involved in choosing from applicants a suitable candidate to fill a post. Training consists of a range of processes involved in making sure that job holders have the right skills, knowledge and attitudes required to help the organization to achieve its objectives. Recruiting individuals to fill particular posts within a business can be done either internally by recruitment within the firm, or externally by recruiting people from outside.

Definition:
Recruitment refers to the process of finding possible candidates for a job or function, usually undertaken by recruiters. It also may be undertaken by an employment agency or a member of staff at the business or organization looking for recruits. RECRUITMENT MEANING Recruitment is understood as the process of searching for and obtaining applications for jobs, from among whom the right people can be selected. Recruitment methods are wide and varied, it is important that the job is described correctly and that any personal specifications are stated. Job recruitment methods can be through job centers, employment agencies/consultants, headhunting, and local/national newspapers. It is important that the correct media is chosen to ensure an appropriate response to the advertised post.

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

The recruitment is to provide a pool of potentially qualified job candidates. Determine the present and future requirements of the organization in conjunction with its personnel planning and job analysis activities. Increase the pool of job candidates at minimum cost. Being identifying and preparing potential applicants who will be appropriate candidates. Recruitment represents the first contract that a company makes with potential employees. It is through recruitment that many individuals will come to know a company, and eventually decide whether they wish to work for it. A well planned & well managed recruitment programme helps the firm in at least four ways: 1) 2) 3) 4) Attract highly qualified and competent people. Ensure that the selected candidates stay longer with the company. Makes sure that there is match between cost and benefit. Help the firm to create more culturally diverse work force. SELECTION - MEANING Selection is the process of picking individuals with requisite qualifications and competence to fill jobs in the organization. DEFINITION It is the process of differentiating between applicants in order to identify those with a greater likelihood of success in a job.

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Recruitment &Selection

It is a process, commencing from the preliminary interview of the applicants and ending with the contracts of employment. In practice, the process differs among organizations and between two different jobs within the same organization. NEED FOR THE STUDY The primary reason for studying the Recruitment and Selection procedure is to update the recruitment practices undertaken by the organization. With HDFC STANDARD LIFE INSURANCE expanding across all its verticals, it need to pay proper attention to the Recruitment and Selection process is all the more important. The need of the project is to analyze and find the factors, which satisfy the needs of its own and wants of various client organizations. In the present scenario, where lots of consultancies are emerging, it is very important for any company to have an edge over the industry in terms of quality and services . Every study is taken up for the fulfillment of some particular need or requirement. This study deals with the topic Recruitment and Selection process in the organization and kind of different Selection procedures being followed in Selection of an individual into the organization. The study throws light into the matter because the process is important in an organization because it can bring in new blood and ideas, which may bring overall organization development. And it is also important in this Recruitment and Selection process to ensure right people is placed in right jobs.

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OBJECTIVES
1. To study the recruitment and selection procedure followed in MAX Retail Stores. 2. To study the various sources of recruitment followed in MAX Retail.

3. To learn what is the process of recruitment and selection that should be followed. 4. To search or headhunt people whose skill fits into the companys values.

5. 6. 7.

How MAX Retail is going to search for prospective candidates. How MAX Retail is stimulating them to apply for the job in the organization. How MAX Retail is going to select the candidates with required skill, knowledge

and abilities. To draw conclusions and make suggestions based on the information collected

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Recruitment &Selection

SCOPE OF THE STUDY: The study has been carried out at Lifestyle International (India) Pvt.Ltd, MAX RETAIL DIVISION.This study sought to explore the opinions of the employees and Executives at all levels about their perception of Recruitment and Selection Process in the organization. The respondents were Managers from corporate office and employees LIMITATIONS

In understanding the study some problems were encountered such as : 1) 2) The scope was limited to middle and senior management only. The respondents were not readily available and data was collected as per the

convenience of the respondents. 3) 4) 5) 6) Some of the responses received have the influence of the organization. There was delay in getting the data, as they were busy in their work. The study has been constrained by limitations of time. The sample size is nominal to that point.

PERIOD OF THE STUDY 5 Vishwa Vishwani Institute Of Systems & Management.

Recruitment &Selection

The duration of the study was limited to 35Days.

INDUSTRY PROFILE Landmark Group:

The Landmark Group, founded in 1973 with a single shop in Bahrain has grown into one of the largest retail organizations in the GCC and is expanding rapidly in India. It currently operates over 550 stores across the region and has recently started operations in Jordan. In addition to its retail sector, the Group has also diversified into leisure, food, hotels and electronics and has created a comprehensive infrastructure including its own logistics and distribution division, to support its retail operations and other businesses. Growth: Turnover >USD 3.2 billion Strong growth at a CAGR of 25% Presence in 15 countries with over 900 stores Over 13.4 million sq. ft. of retail space Over 31,000 employees across the globe.

Chairman Micky Jaggithani message: "At Landmark Group, our statement of purpose is 'Creating exceptional value for all lives we touch'. This is as true today as it was in 1973, when we started with Baby shop in Bahrain. The cornerstone of our philosophy is listening, adapting, and delivering exceptional value. What sets us apart at Landmark Group is a strong and dynamic culture of entrepreneurship. Directors message: (H. Ramanathan) 6 Vishwa Vishwani Institute Of Systems & Management.

Recruitment &Selection

I am happy to share with you the vision and philosophy of MAX Fashion the fastest growing value fashion concept in the Middle East and India. At MAX, we strive to bring to you the most dynamic offering of value fashion and merchandise. Designed in-house and manufactured to stringent quality standards. While our fashion collections reflect the latest international trends, we also believe in offering our valuable customers a great variety to choose from and a holistic shopping experience. Our merchandise is regularly updated to ensure that we always delight our customers with fresh and new offering, adding vibrancy to the store. Our sales advisors and visual merchandising team ensures that every MAX store represents the spirit of our brand promise Look Good. Feel Good.

About Lifestyle: Lifestyle entered in India in 1999 and in a little over a decade has come to be recognized as one of the leading retail companies in the country. Positioned as a trendy, colorful and vibrant store, Lifestyle offers consumers ease of shopping and an enjoyable shopping experience. Each Lifestyle store from Lifestyle International (P) Ltd. brings together five concepts under one roof - Apparel, Footwear, Children's Wear & Toys, Household & Furniture and Health & Beauty, offering convenient one-stop shopping and a choice of over 250 national & international brands. In keeping with the Group's tradition of making every shopping experience more rewarding and memorable, The Inner Circle, Landmark Group's loyalty programme allows members to enjoy exclusive benefits.

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Recruitment &Selection Lifestyle International (P) Ltd, part of the prestigious Dubai based Landmark Group, started its operations in India with the launch of the first Lifestyle store in Chennai in 1999. In little over a decades time, Lifestyle has established itself amongst the leading retail companies in India. Positioned as a youthful, stylish and a vibrant brand, Lifestyle offers its customers not just the ease of shopping but also an enjoyable shopping experience. Each Lifestyle store brings together five concepts under one roof Apparel, Footwear, Childrens Wear & Toys,

Furniture & Home Furnishings, Personal Grooming - offering a convenience of a onestop shop and a wide choice of national & international brands. MAX Retail MAX is a fashion and footwear retailer in the Value segment. MAX retails its own label clothing for men, women and children, as well as footwear and house ware. MAX is opening around 100 stores across India, is a division of Lifestyle International Pvt Ltd., which is a part of US $ 1 billion Landmark Group. Landmark group is one of the largest retailers in the Middle East with over 500 stores across 8 countries, directly employing 10,000 people. We have already opened stores in Indore, Ahmedabad, Bangalore, Delhi-Rajouri Garden, Agra, Hyderabad, Lucknow, Mumbai Noida and Delhi - Laxminagar. A good shopping experience and a great value at MAX translate into making customers Look good and Feel good to the MAXimum. In Hyderabad there are 3 retail stores of MAX.

City Center Mall, 1st floor, Banjara hills Tell no. 040-23351938

Oasis Centre, 1st floor, near somajiguda Circle. Inorbit Mall, 1st floor, Cyberabad.

Our Commitment:

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Recruitment &Selection We will always strive to grow with our consumers. In the process we will provide products and services that are:

Great value for money Fashionable & contemporary On par with global standards

In order to ensure consistent customer satisfaction, we will ensure that the brand and shop level experience across all its brands and outlets, in all the markets it operates in, is not only living but offers the highest degree of customer satisfaction. This will reflect not only in the way we conduct our business but equally in all our communications with employees, business partners, associates and consumers. Vision: To be among the top three retail players in three of the fastest growing retail markets in the world (Middle East, India and China). Mission: Be a market leader in field of value retail. Provide fashionable products at affordable price. Be innovative, cost effective, and globally competitive. Our core values: Constant focus & development on the product & value offered. Continuous improvement on all aspects. MAX offers fashion clothing, footwear, accessories and household products at amazing value, all under one roof. Launched in UAE in May 2004, MAX is today the largest value fashion retail chain in the Middle East. MAX caters to the mid-market section of the population. With 114 stores across UAE, KSA, Jordan, Kuwait, Bahrain, Qatar, Oman, Turkey, Egypt, Yemen & India, MAX plans to expand its network in more potential markets 9 Vishwa Vishwani Institute Of Systems & Management.

Recruitment &Selection within the Middle East & beyond. With stores that typically measure 18,000 30,000 sq. ft., MAX retails private label clothing for men, women and children as well as footwear and home accessories. A great shopping experience with fashionable products at superb value is an assurance that makes Make customers "Look good. Feel good."

MAX started its journey in May 2004 in UAE 94 stores across 11 countries in UAE, Saudi Arabia, Jordan, It has fashion and footwear in the value segment An average MAX store ranges between 18,000 to 30,000 sq. ft. Retails its own label of clothing for men, women and children as A division of Lifestyle International Pvt. Ltd. The MAX punch line is Look Good. Feel Good.

Kuwait, Bahrain, Qatar, Oman, Turkey, Egypt, Yemen & India

well as footwear and home ware.

Market Position:

TURNOVER:185 Crores during 2009 2010 POSITIONING: INSPIRATION: BENCHMARK: COMPETITORS: Value Retailer / Affordable Fashion Europe, Zara , H&M, Next, Primark Primark, Target Westside, Pantaloons

MAX CORPORATE STRUCTURE

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LANDMARK INDIA

Key facts about the Landmark Group in India as of 2010: 11 Years of retail experience Turnover in excess of US$ 250 million Total retail space over 1.3 million sqft Pan India presence covering key cities of Delhi, Mumbai, Bangalore,

Chennai, Hyderabad, Pune, Ahmedabad, Jaipur, Noida, Gurgaon, Agra, Indore, Kanpur, Jalandhar, Mangalore, Kolkata, Vadodra, Lucknow. Over 8,000 personnel MAX: Value department store encompassing apparel, footwear, household and accessories Lifestyle: Department store including fashion apparel and accessories, footwear, fragrances, cosmetics, home ware and gifts. Landmark International brands such as Bossini and Splash are now part of Lifestyle Home Centre: Retailing home furniture and household products

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Recruitment &Selection SPAR: Large format hypermarket, the business is a result of a license agreement between MAX Hypermarkets India Pvt. Ltd. & SPAR International Fun City: Leisure division of the Landmark group, builds and operates family entertainment centers, where children learn and have fun. Food Universe: In India, the division began operation through CityMAX India with the introduction of its revolutionary food-courts concept, Polynation. MAX DUBAI & INDIA MAX Vision: To be among the top three retail players in three of the fastest growing retail markets in the world (Middle East, India and China) MAX started its journey in May 2004 in UAE 94 stores across 11 countries in UAE, Saudi Arabia, Jordan, Kuwait, Bahrain, Qatar, Oman, Turkey, Egypt, Yemen & India It has fashion and footwear in the value segment.

An average MAX store ranges between 18,000 to 30,000 sq. ft. Retails its own label of clothing for men, women and children as well as footwear and home ware A division of Lifestyle International Pvt. Ltd. A rewarding shopping experience with great value our punch line is Look Good. Feel Good. Currently 42 stores in India (Feb 2011)

MAX GUIDING PRINCIPLES Commitment - We will honor our Commitment and always be transparent Authenticity - We shall be Authentic in whatever we do Validation - We will always Research, Validate and Decide 12 Vishwa Vishwani Institute Of Systems & Management.

Recruitment &Selection Orientation - We will have Long Term Objectives in mind and strive for perfection Relevance - We will constantly adapt ourselves to remain Relevant to the consumer Accountability - We will build Accountability through appropriate performance valuation systems Speed - We will ensure Speedy implementation of every single task undertaken Friendliness - We will be responsive and Customer Friendly MARKET POSITIONING MAX INDIA TURNOVER: POSITIONING: INSPIRATION: BENCHMARK: 185 Crores during 2009 2010 Value Retailer / Affordable Fashion Europe, Zara , H&M, Next, Primark Primark, Target

COMPETITORS: Westside, Pantaloons CUSTOMER PROFILE

Aspirational customer who wants to buy brands but cannot afford / does not want to spend too much Primary Target: Young Families (18-35yrs) Secondary Target: Youth

MAX CORPORATE STRUCTURE

Executive Director: COO : VP SCM: AVP PROJECTS: VP Finance: 13 Vishwa Vishwani Institute Of Systems & Management.

Recruitment &Selection Regional Manager South: Area Manager Bangalore: Store Manager: Buyer lingerie: MAX STORE STRUCTURE

LIFESTYLE INDIA Lifestyle is part of the Landmark Group, a Dubai- based retail chain Started at Chennai in 1999 22 Lifestyle stores, 11 Home Centres Retail Space 1.1 million sq. ft. Team Size : Over 4700 (as of August 2010) Turnover of over INR1000 Crores Presence in Chennai, Hyderabad, Bangalore, Gurgaon, Delhi, Noida, Jaipur, Mumbai, Pune , Jalandhar, Kanpur, Mangalore and Ahmedabad CONCEPTS IN LIFESTYLE Apparel Men, Ladies 14 Vishwa Vishwani Institute Of Systems & Management.

Recruitment &Selection

LS Concept Jewelry, color cosmetics, sun glasses, watches, fragrances, pens, health & beauty products Baby Shop Home Centre Household, Furniture Shoe Mart

THE INNER CIRCLE LOYALTY PROGRAM FOR LANDMARK INDIA

Started in 2001, THE INNER CIRCLE is Lifestyles consumer loyalty program Objective of this program is To foster loyalty and create repeat purchase by offering different types of rewards to our customers

Program Basics A customer is eligible for a complimentary membership on a single day shopping of Rs.2500/-(Rs.1500/- in case of Ahmedabad & Vashi, & Rs.2000/in case of Goregaon)

Alternatively, a customer can avail a paid membership on payment of Customers earn 1 point for every Rs. 50/- shopped at Lifestyle, Every point is valued at Re. 0.70/143 points= Rs.100/- Gift Voucher

Rs.150/Babyshop or Home centre concepts. (net of tax)

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Recruitment &Selection Other benefits include Special previews Regular updates Exclusive tie-ups Landmark International Foundation for Empowerment (LIFE)

Vision: "Empowerment of the underprivileged through creative education Over 2,00,000 beneficiaries Development program across 49 schools Trained over 3,000 teachers in one year Helps empower 3,500 women annually

LIFE Trust, founded in 2000, is an NGO that works with the Public Education system to introduce various programs at the school and pre-school level in order to improve the quality and accountability of the education system for the underprivileged children. It believes that every child should have the right to explore his talents and chase his dreams, and he can only do so if he is provided a platform for growth. LIFESTYLE EDUCATION ASSISTANCE PROGRAM (LEAP)

Lifestyle in association with RAI (Retail Association of India) provides Retail Management Courses Course Details: 16

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Recruitment &Selection Duration 3 years Eligibility 12th standard Fees Rs. 5000 per year

Rewards for Successful Completion: 1st Year 2nd Year 3rd Year - Rs. 2,500 - Rs. 7,500 - Rs. 10,000

Competitors of MAX Retail Division: PANTALOONS BIGBAZAR CITY CENTRAL COUPANS BRAND FACTORY

REVIEW OF LITERATURE: Recruitment: It 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. 17 Vishwa Vishwani Institute Of Systems & Management.

Recruitment &Selection 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 of the company: 1) 2) 3) 4) 5) 6) 7) 8) 9) To attract people with multidimensional skills and experiences that suits the 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 To search for headhunt /head pouch people whose skills fit the companys 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. present and future organizational strategies.

company. values.

Recruitment strategies: The recruitment strategies formulated by the companies include: 1) 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 Insourcing. Some organizations employ and develop the candidates with a view

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Recruitment &Selection to provide the human resources to other companies which concentrate on manufacturing, servicing and such other activities. 2) 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.

RESEARCH METHODOLOGY DATA COLLECTION The methodology used to collect the data in the organization is from two sources: 1) Primary sources 19 Vishwa Vishwani Institute Of Systems & Management.

Recruitment &Selection 2) Secondary sources Primary sources include the respondents from whom the required information was gathered directly and emphasis was laid on their opinion. Data was obtained through regular interaction with the functional heads and the employees. secondary sources were the company manuals, Intranet search and the existing Recruitment manual. With the help of these two data sources all the findings, conclusions and suggestions have been derived. SAMPLE DESIGN Sample size was taken as 100. SAMPLING METHOD The sample is drawn through stratified random sampling method. RESEARCH TOOLS The data is collected through a structured questionnaire consisting of 20 questions which are all closed ended. DATA ANALYSIS METHOD The data is analyzed using simple percentages, bar diagrams or pie diagrams and the inference are made accordingly. THEORETICAL CONCEPTS: INTRODUCTION TO HRM Human resource management means employing people, developing their resources, utilizing, maintaining and compensating their services in tune with the

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Recruitment &Selection job and organizational requirements with a view to contribute to the goals of the organization, individual and the society. FEATURES OF HRM: 1) HRM is concerned with employees both as individuals and as a group in attaining goals. It is also concerned with behavior, emotional and social aspects of personnel. 2) HRM covers all levels (low, middle, and top) and categories (unskilled, skilled, technical, professional, clerical and managerial) of employees. It covers both organized and unorganized employees. 3) 4) 5) 6) 7) It is a continuous and never ending process. Individual employee-goals consist of job satisfaction, job security, high salary, It is a responsibility of all line managers and a function of staff managers in an It is the central sub-system of an organization and it permeates all types of It is concerned mostly with managing human resources at work.

attractive fringe benefits, challenging work, pride, status, recognition etc. organization. functional management.

FUNCTIONS OF HRM: These are broadly classified in to two categories 1) 2) Managerial functions Operative functions Managerial Functions Managerial functions of personnel management involve planning, organizing, directing and controlling. All these functions influence operative functions. 1) Planning: It is a predetermined course of action. Planning pertains to formulating strategies of personnel programmes and changes in advance that will contribute to the organizational goals. In other words, it involves planning of human 21 Vishwa Vishwani Institute Of Systems & Management.

Recruitment &Selection resources, requirements, recruitment, selection, training etc. It also involves forecasting of personnel needs, changing values, attitudes and behavior of employees and their impact on the organization. 2) Organizing: An organization is a means to an end. It is essential to carry out the determined course of action. Complex relationships exist between the specialized departments and the general departments as many top managers are seeking the advice of the personnel manager. Thus, an organization establishes relationships among the employees so that they can collectively contribute to the attainment of company goals. 3) Directing: The next logical function after completing planning and organizing is the execution of the plan. The basic function of personnel management at any level is motivating, commanding, leading and activating people. The willing and effective co-operation of employees for the attainment of organizational goals is possible through proper direction. Tapping the MAXimum potentialities of the people is possible through motivation and command. 4) Controlling: It involves checking, verifying and comparing of the actual with the plans, identification of deviations if any and correcting of identified deviations.

OPERATIVE FUNCTIONS: The operative functions of HRM are related to specific activities of personnel management viz., employment, development, compensation and relations. All these functions are interacted with managerial functions. Further these functions are to be performed in conjunction with management functions.

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Recruitment &Selection 1) Employment: It is concerned with securing and employing the people possessing the required kind and level of human resources necessary to achieve the organizational objectives. It covers functions such as job analysis, human resource planning, recruitment, selection, placement, induction and internal mobility. 1)Job Analysis: It is a process of study and collection of information relating to the operations and responsibilities of a specific job. 2)Human Resource Planning: It is a process for determination and assuring that the organization will have an adequate number of qualified persons, available at proper times, performing jobs which would meet the needs of the organization and which provide satisfaction for the individuals involved. 3)Recruitment: It is the process of searching for prospective employees and stimulating them to apply for jobs in an organization. 4)Selection: It is the process of ascertaining the qualifications, experiences, skills, knowledge etc., of an applicant with a view to appraising his/her suitability to a job. 5)Placement: It is the process of assigning the selected candidate with the most suitable job in terms of job requirements. It is matching of employee specifications with job requirements. 6)Induction and Orientation: Induction and Orientation are the techniques by which a new employee is rehabilitated in the changed surrounding and introduced to the practices, policies, purposes, and people etc., of the organization. 2) Human Resources Development: It is the process of improving,

molding and changing the skills, knowledge, creative ability, aptitude, values, commitment etc. based on present and future job and organizational requirements. This function includes:

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Recruitment &Selection 1) Performance Appraisal: It is the systematic evaluation of individuals with respect to their performance on the job and their potential for development. 2)Training: It is the process of imparting to the employees technical and operating skills and knowledge. 3)Management Development: It is the process of designing and conducting suitable executive development programs so as to develop the managerial and human relations skill of employees. 4)Career Planning and Development: It is the planning of ones career and implementation of career plans by means of education, training, job search and acquisition of work experiences. 3) Compensation: It is the process of providing adequate, equitable and fair remuneration to the employees. It includes: 1) Job Evaluation: It is the process of determining relative worth of jobs. 2) Wage and Salary Administration: This is the process of developing and operating a suitable wage and salary programme. 3) Incentives: It is the process of formulating, administrating and reviewing the schemes of financial incentives in addition to regular payment of wages and salary. 4) Fringe Benefits: These are the various benefits at the fringe of the wage. Management provides benefits to motivate and to meet their lifes contingencies. 4) Human Relations: Practicing various human resources policies and

programmes like employment, development and compensation and interaction among employees create a sense of relationship between the individual worker and management, among workers and trade unions and the management. It is the process of interaction among human beings. Human relations is an area of management in integrating people into work situations in a way that motivates them

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Recruitment &Selection to work together productively, co-operatively and with economic, psychological and social satisfaction. Understanding and applying the models of perception, personality, learning, intra and inter personal relations, intra and inter group relations 1) Motivating the employees. 2) Boosting employee morale. 3) Developing the communication skills. 4) Developing the leadership skills. 5) Improving quality of work life of employees through participation and other means. 6) Providing a comfortable work environment by reducing fatigue, monotony, boredom and industrial accidents. 7) Counseling the employees in solving their personal, family and work problems and releasing their stress, strain and tensions. 5) Industrial Relations: It refers to the study of relations among employees, employer, government and trade unions. It includes: 1) Indian Labour market 2) Trade Unionism 3) Collective Bargaining 4) Industrial Conflicts 5) Workers Participation in Management and 6) Quality Circles

6) Recent Trends in HRM: HRM has been advancing at a fast rate. The recent trends in HRM include: 1) Quality of Work life 2) Total Quality in human resources 3) HR accounting, audit and research and 25 Vishwa Vishwani Institute Of Systems & Management.

Recruitment &Selection 4) Recent techniques of HRM.

SOURCES OF RECRUITMENT Traditional sources of recruitment The sources of recruitment are broadly divided into internal sources and external sources. Internal sources are sources within organizational pursuits. External sources are sources outside organizational pursuits. Internal sources: These sources include 1.Present permanent employees 2.Present Temporary/Casual employees 3.Retrenched or retired employees 4. Dependents of deceased, disabled, retired and present employees. 1) Present Permanent Employees: organizations consider the

candidates from this source to higher level jobs due to : availability of most suitable candidates for jobs relatively or equally to the external source, to meet the trade union demands and due to the policy of the organization to motivate the present employees. 2) Present Temporary/Casual Employees: organizations find the source to fill the vacancies relatively at the lower level owing to the availability of suitable candidates or trade union pressures or in order to motivate them on the present job. 3) Retrenched or Retired Employees: Generally, a particular organization retrenches the employees due to lack of work. The organization takes the candidates for employment from the retrenched employees due to obligation, trade union pressure and the like. Sometimes, The organizations prefer to re-employee their retired employees as a token of their loyalty to the organization or to postpone some interpersonal conflicts for promotion etc.

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Recruitment &Selection Dependents of Deceased, Disabled, Retired and Present

4)

Employees: Some organizations function with a view to develop in the commitment and loyalty of not only employee but also his family members and to build up image and provide employment to the dependent(s) of deceased, disabled, retired employees. Such organizations find this source as an effective source of recruitment. External Sources: External sources include 1.CampusRecruitment 2.PrivateEmployment Agencies/Consultants 3. Public Employment Agencies 4. Professional Associations 5. Data Banks 6. Casual Applicants 7. Similar Organizations and 8. Trade Unions 1) Campus Recruitment: Different types of organizations like industries,

business firms, service organizations, social or religious organizations can get inexperienced candidates of different types from various educational institutions like colleges and universities imparting education in Science, Commerce, Arts, Engineering and Technology, Medicine, Management studies etc. 2) Private Employment Agencies/Consultants: Private Employment Agencies or Consultants like ABC consultants in India perform recruitment functions on behalf of a client company by charging fees. Line managers are relieved from recruitment functions so that they can concentrate on their operational activities and recruitment functions are entrusted to a private agency or consultants. 3) Public Employment Exchanges: The government set up Public Employment Exchanges in the country to provide information about vacancies to the candidates and to help the organizations in finding out suitable candidates. 4) Professional Organizations: Professional Organizations maintain complete bidet of their members and provide the same to various organizations on requisition. They also act as an exchange between their members and recruiting firms in exchanging information, clarifying doubts etc. Organizations

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Recruitment &Selection find this source more useful to recruit the experienced and professional employees like executives, managers, and engineers. 5) Data Banks: The management can collect the biodata of the candidates from different sources like employment exchange, educational training institutes, candidates etc. and feed them in the computer. 6) Casual Applicants: Depending upon the image of the organization, its prompt response, participation of the organization in the local activities, level of unemployment, candidates apply casually for jobs through mail or handover the applications in the personnel department. This would be a suitable source for temporary and lower level jobs. 7) Similar Organizations: Generally, experienced candidates are available in the organizations producing similar products or are engaged in similar business. This would be the most effective source for executive positions and for newly established organizations or expanded organizations. 8) Trade Unions: Generally, unemployed or under employed persons or employees seeking change in employment put a word to the trade union leaders with a view to getting suitable employment due to latters intimacy with the management. Management decides about the sources depending upon the type of candidates needed, time lapse period etc. It has to select the recruitment technique(s) after deciding upon the source. Modern Sources Of Recruitment These include Walk in and consultant in, head hunting, body shopping, mergers and acquisitions, tele-recruitment and outsourcing. 1) Walk-In: The busy organizations and the rapid changing companies do

not find time to perform various functions of recruitment. Therefore, they advise the potential candidates to attend for an interview directly and without a prior application on a specific date, time and at a specified place. The suitable

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Recruitment &Selection candidates from among the interviews will be selected for appointment after screening the candidates through tests and interviews. 2) job Consult-In: The busy and dynamic companies encourage the potential seekers to approach them personally and consult them

regarding the jobs. The companies select suitable candidates from among such candidates through the selection process. 3) Head-Hunting: The companies request the professional organizations to search for the best candidates particularly for the senior executive positions. The professional organizations search for the most suitable candidates and advise the company regarding the filling up of the positions. Headhunters are also called search-consultants. 4) BodyShopping: Professional organizations and the hi-tech training institutes develop the pool of human resources for the possible employment. The prospective employers contact these organizations to recruit the candidates. Otherwise the organizations themselves approach prospective employers to place their human resources. These professional and training institutions are called body shoppers and these activities are known as body shopping. This is mostly used for computer professionals. 5) Mergers and Acquisitions: Business alliances like acquisitions, Mergers, and take-over help in getting human resources. In addition companies do also have alliances in sharing their human resources on adhoc basis. 6) E-Recruitment: The technological revolution in telecommunications helped the organizations to use Internet as a source of recruitment. Organizations advertise the job vacancies through the www. The job seekers send their applications through the email using Internet. 7) Outsourcing: Some organizations recently started developing human resource pool by employing the candidates for themselves. These organizations do not utilize the human resources; instead they supply HRs to various companies based on their needs on temporary or adhoc basis.

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Recruitment &Selection

RECRUITMENT TECHNIQUES Recruitment techniques are the means or media by which management contacts stimulate them to apply for jobs. Management uses different types of techniques to stimulate internal and external candidates. These techniques are classified as traditional techniques and modern techniques. Traditional Techniques include: 1) Promotions: Most of the internal candidates would be stimulated to take

up higher responsibilities and express their willingness to be engaged in the higher-level jobs if the management gives them the assurance that they will be promoted to the next higher level. 2) Transfers: Employees will be stimulated to work in the new sections or

places if the management wishes to transfer them to places of their choice. 3) Advertising: It is widely accepted technique of recruitment, though it

mostly provides one-way communication. It provides the candidates in different sources, the information about the job and company and stimulates them to apply for the jobs. It includes advertising through different media like newspapers, magazines of all kinds, radio, TV etc. This technique should aim at: 1) Attracting attention of the prospective candidates. 2) Creating and maintaining interest and 3) Stimulating action by the candidates.

30 Vishwa Vishwani Institute Of Systems & Management.

Recruitment &Selection

Modern Techniques: 1) Scouting: It means sending the representation of the organizations to

various sources of recruitment with a view to persuading or stimulating the candidates to apply for jobs. The representatives provide information about the company and exchange information and the clarify the doubts of the candidates. 2) Salary and Perks: Companies stimulate the prospective candidates by

offering higher-level salary, more perks, quick promotions etc. 3) ESOPs: Companies recently started stimulating the employees by

offering stock ownership to the employees through their Employees Stock Ownership Programmes (ESOPs). SELECTION The selection procedure is the system of functions and devices adopted in a given company to ascertain whether the candidates specifications are matched with the job specifications and requirements or not. Selection is the process of finding out the most suitable candidate to the job out of the candidates recruited. The selection procedure cannot be effective until and unless 1) Requirements of the job to be filled have been clearly specified (Job Analysis etc.). 2) Employee Specifications (physical, mental, social behavioral etc.) have been clearly specified. 3) Candidates for screening have been attracted.

Development Bases Of Selection 31 Vishwa Vishwani Institute Of Systems & Management.

Recruitment &Selection

Job Analysis Resume/CV/Bio-data

Written Examination

Recruitment

Preliminary Interview

Business Games

Tests

Final Interview Assess the fit between the job and the candidate

Medical Examination

Reference Checks Line Managers Decision

Job Offer

Employment

SELECTION PROCESS

32 Vishwa Vishwani Institute Of Systems & Management.

Recruitment &Selection Significance of selection process: The ability of an organization is to attain its goals effectively and to develop in a dynamic environment largely depends upon the effectiveness of its selection programmer. If right personnel are selected, the remaining functions of Personnel Management become easier, the employee contribution and commitment will be at an optimum level and employee-employer relations will be congenial. Job Analysis: It is the basis for selecting the right candidate. Every organization should finalize the job analysis, job description, job specification and employee specifications before proceeding to the next step of selection. Human Resource Plan: Every company plans for the required number of and kind of employees for a future date. This is the basis for recruitment function. Recruitment: It refers to the process of searching for prospective employees and stimulating them to apply for jobs in an organization. Development Bases for Selection: The company has to select the appropriate candidates from the applicants pool. The company develops or borrows the appropriate bases for screening the candidates in order to select the appropriate candidates for the jobs. Resume/Bio-data/CV: This is also known as application form. The technique of application form or CV is traditional and widely accepted for securing information from the prospective candidates. It can also be used as a device to screen the candidates at the preliminary level. Information is generally required on the following items in the application forms:

33 Vishwa Vishwani Institute Of Systems & Management.

Recruitment &Selection 1) 2) 3) 4) 5) 6) Personal background information Educational attainments Work experiences Salary Personal details References

Written Examination: The organizations have to conduct written examination for the qualified candidates after they are screened on the basis of the application blanks so as to measure the candidates ability in arithmetical calculations, to know the candidates attitude towards the job, to measure the candidates aptitude, reasoning, communication, knowledge in various disciplines. Preliminary Interviews: The preliminary interview is to solicit necessary information from the prospective applicants and to assess the applicants suitability to the job .It is useful as a process of eliminating the undesirable and unsuitable candidates. They are short and known as stand-up interviews or screening interviews. Test: Psychological tests play a vital role in employee selection. A Psychological test is essentially an objective and standardized measure of sample behavior from which inferences about future behavior and performance of the candidate can be drawn. Interview: Final interview is usually followed by testing. This is the most essential step in the process of selection. In this step, the interviewer matches the information obtained about the candidate through various means to the job requirements and to the information obtain through his own Interpretation during the interview.

34 Vishwa Vishwani Institute Of Systems & Management.

Recruitment &Selection There are different types of interviews namely: 1) 2) 3) 4) 5) Panel Interview Stress Interview Group Interview Informal Interview Formal Interview

Medical Examination: Certain jobs require certain physical qualities like clear vision, perfect hearing, unusual stamina, tolerance of hard working conditions, clear tone etc. It reveals whether or not a candidate possesses these qualities. Reference Checks: After completion of the final interview and medical examination, the personnel department engages in checking references. Candidates are required to give the names of references in their application forms. Final decision by the Line manager: He has to make the final decision whether to select or reject a candidate after soliciting the required information through different techniques. The line manager has to make much care in taking the final decision not only because of economic implications and of the decisions but also because of behavioral and social implications. Job Offer: The organization offers the job to the successful candidates either immediately or after sometime depending upon its time schedule.

35 Vishwa Vishwani Institute Of Systems & Management.

Recruitment &Selection

Employment: The company may modify the terms and conditions of employment as requested by the candidate. The company employs those candidates who accept the job offer with or without modification of terms and conditions of employment and place them on the job. Director (CEO) 1) Director is Head of the Entire organization 2) He interacts with the lead to analyze and implement the strategies for the recruitment operations for the respective verticals. 3) Involved in the development and implementation of Business Continuity Plans 4) Maintain Cordial relation with Clients 5) Organizing and coordinating all departmental meetings 6) Prepare the annual budget 7) Fixing the Targets to teams 8) Coordinate between Clients & Team Manager 9) Responsible for Service level Agreements (SLA) 10)He is decision maker in Salary fixation, Transfers Manager 1) He is responsible for recruitment and selection operations towards the clients. 2) He is also responsible for the internal recruitments across India. 3) He interacts with the lead to analyze and implement the strategies for the recruitment operations for the respective verticals. 4) Act as a Business Development Manager 5) Involve in Service level Agreements 6) He reports to the Director. 36 Vishwa Vishwani Institute Of Systems & Management.

Recruitment &Selection

Sr.Recruiter 1) Headhunting to resource on specific skills (6-8 skills) 2) Meet the Clients (Technical department /HR department) and understand the 3) Analyze the clients requirements, needs and objectives. 4) Create action plans for assignments and coordinate the assignments with the internal departments. 5) Identify the target companies. (Database, newspapers, people, survey). 6) Leads Generation through cold calls or through the resumes from the database. 7) Speaking to the leads and converting lead to prospects. 8) Searching the database/web/jobsites to source out the required resumes and updating the old resources from database/web/jobsites. 9) Preliminary screening/short listing the right qualitative profile against the given requirement of the resumes sourced through headhunting. 10)Speaking/Emailing to the screened/short listed resumes and checking their availability and interests. 11)Sell and forward the interested candidate resumes to the clients against the requirement. 12)Maintain excellent resume to interview conversion ratio. 13)Interview Follow-ups with the Clients. 14)Interview Co-ordinations and scheduling the short listed resumes. 15)Training the candidates on interview pattern and interview tips for all the rounds of interview. 16)Coordinate interviews efficiently and make the event happen. 17)Maintain excellent interviews to offers ratio. Coordination and Follow-ups on offers and joining technicalities of the requirement and accurately assess and

37 Vishwa Vishwani Institute Of Systems & Management.

Recruitment &Selection 18)Aggressive enough to close on position before the competitor closes on it and independently handle all the given assignments. 19)Maintain a good pipeline of profiles to maintain a healthy recruitment turnaround time. 20)Close all Critical and Non-critical openings and gain the Clients confidence and maintain long-term customer loyalty. 21)Maintain good client relationship, rapport and quality and get repetitive business from existing Clients. 22)Meet deadlines withstand pressure and overshoot revenue targets. 23)Adhering at all times to the highest level of integrity in all placement activities. 24)Demonstrate excellent communication and documentation skills both internally to co-workers and externally to clients and candidates and follow process to avoid legal complications. 25)Ability to travel to client sites when necessary. Recruiter 1) 2) 3) 4) 5) 6) 7) 8) 9) Headhunting to resource on specific skills (6-8 skills) Identify the target companies.(db, newspapers, people, survey ). Leads Generation through cold calls or through the resumes from the Understand the technicalities of the requirement and analyze the clients Technically competent to convey the right technical and non-technical Speaking to the leads and converting lead to prospects. Preliminary screening/short listing the right qualitative profile against the Speaking/Emailing to the screened/short listed resumes and checking Sell and forward the interested candidate resumes to the clients against

database. requirements and needs. content to the candidates.

given requirement of the resumes sourced through headhunting. their availability and interests. the requirement. 38 Vishwa Vishwani Institute Of Systems & Management.

Recruitment &Selection 10) 11) 12) 13) 14) 15) 16) 17) it. 18) 19) 20) 21) Independently handle all the given positions on specific skills. Meet deadlines withstand pressure and overshoot revenue targets. Adhering at all times to the highest level of integrity in all placement Consistently meeting expectations of recruiting activities as outlined in Maintain excellent resume to interview conversion ratio. Interview Follow-ups with the Clients. Interview Co-ordinations and scheduling the short listed resumes. Training the candidates on interview pattern and interview tips for all the Coordinate interviews efficiently and make the event happen. Maintain excellent interviews to offers ratio. Coordination and Follow-ups on offers and joining. Aggressive enough to close on position before the competitor closes on

rounds of interview.

activities. company operating model.

39 Vishwa Vishwani Institute Of Systems & Management.

Recruitment &Selection

DATA ANALYSIS &INTERPRETATION 1 Serial No. Question According to your perception, which of the 1 Options a) Job Portals b) Referrals c) Head Hunting d) Existing Database following source is the best source for recruitment? % Of Options 13.33 26.67 46.67 13.33

50 40 30 20 10

46.67 26.67 13.33 13.33

0
Job portals Referrals Head Hunting Existing Database

INTERPRETATION:

40 Vishwa Vishwani Institute Of Systems & Management.

Recruitment &Selection From the above, it is observed that 13.33 % of the employees opted for Job Portals, 26.67 % for Referrals, 46.67 % for Head Hunting and 13.33 % opted for using the Existing Database.

2 Serial No. Question What are the different strategies that could be adopted to generate 2 profiles to meet the company expectations apart from the traditional approach used at MAX Retail Stores?

10% 10%

5%
Campus Recruitment E Paper Job Melas Road Show s

75%

INTERPRETATION: It can be inferred that most of the employees feel that E Paper Campus recruitments Road shows

41 Vishwa Vishwani Institute Of Systems & Management.

Recruitment &Selection Job melas Are the other different strategies that MAX Retail Stores can implement to meet the companies expectations.

3 Serial No. 3 Options a) MAXimum b) Average c) Minimum Question To what extent the sources of the resources MAX Retail Stores has can satisfy the manpower needs of their clients and customers? % Of Options 83.33 16.67 0

10 0 80 60
40 20

8333

16.67 0
Maximum Average Minimum

0
42 Vishwa Vishwani Institute Of Systems & Management.

Recruitment &Selection

INTERPRETATION: From the above, it is observed that with the current resources 83.33% of the employees felt that they can meet the existing manpower needs of the clients and customer whereas 16.67% feel that they can satisfy their clients and customer on an average basis.

4 Serial No. Question What are the four major 4 attributes that are considered when a candidate is short listed?

5%

5% 40%

Communication Experience Technical Skills Attitude CTC

30% 20%

43 Vishwa Vishwani Institute Of Systems & Management.

Recruitment &Selection

INTERPRETATION From the respondents it is inferred that they look at the overall fitment of the candidate like Communication skills Experience CTC Attitude Technical skills Which are considered to be the major attributes while short-listing a candidate. 5 Serial No. 5 Options a) Very Much b) Moderate c) To some Extent d) To little Extent Question Are you satisfied with the recruitment procedure followed in your organization? % Of Options 73.33 20 6.67 0

80 60 40 20 0

73.33

20 6.67
Very Much Moderate To some Extent

0
To little Extent

44 Vishwa Vishwani Institute Of Systems & Management.

Recruitment &Selection INTERPRETATION: From the above it can be observed that 73.33% of the employees agreed that they are very much satisfied with the recruitment procedure,20% of them were moderately satisfied and 6.67% were satisfied to some extent.

6 Serial No. 6 Options a) Very Much b) Moderate c) To some Extent d) To little Extent Question To what extent the recruitment procedure helps you meet the requirements of your clients? % Of Options 66.67 23.33 10 0

80 60 40
.

66.67

23.33 10 0
To little Ex te nt

20 0
Ve ry Mode ra te

To som e

45

Vishwa Vishwani Institute Of Systems & Management. nt Much Exte

Recruitment &Selection

INTERPRETATION: From the above, it can be observed that 66.67% of the employees were very much able to meet the client requirements, 23.33% of them were moderately meeting the client requirements and10 % of them were able to meet client requirements to some extent.

7 Serial No. 7 Options a) 75:25:75 b) 25:75:25 c) 75:75:75 d) 25:75:75

80 60 40 20 10 16.67 0
25:75:75

Question What are the quality standards maintained by MAX Retail Stores (CV conversion: Interview: joining conversion)? % Of Options 73.33 10 16.67 0

73.33

0 Vishwa Vishwani Institute Of Systems & Management. 75:25:75 25:75:25 75:75:75

46

Recruitment &Selection INTERPRETATION From the above it can be observed that 73.33% of the employees felt that MAX Retail Stores maintains 75:25:75 quality standards,10 % of them felt that MAX Retail Stores maintains 25:75:25 quality standards where as 16.67% of them were of a view that it maintains 75:75:75 quality standards.

8 Serial No. Question How far does the information obtained by the procedure we follow at MAX Retail Stores help us get a right candidate for the right job? Options a) Very Much b) Moderate c) To some Extent d) To little Extent % Of Options 73.33 20 6.67 0

80 60 40

73.33

20 0
Very Much

20 6.67
Moderate To some Extent

0
To little Extent

INTERPRETATION:

47 Vishwa Vishwani Institute Of Systems & Management.

Recruitment &Selection

From the above it can be observed that 73.33% employees were satisfied to a great extent, 20% of the employees were moderately satisfied, 6.67% of them were satisfied to some extent. 9 Serial No. 9 Options a) 1-3 b) 3-5 c) 5-7 d) 7-10 Question What is the level of evaluation that goes in to the candidate before forwarding him/her to the client? % Of Options 6.67 10 63.33 20

70 60 50 40 30 20 10 0
1-3 3-5

63.33

20 6.67 10

5-7

7-10

INTERPRETATION: 20% of the employees feel that they screen the candidates to an extent of 7-10 on a scale of 10, 63.33% of employees do screen a candidates to an extent of 5-7 on a scale of 10, 10% of employees feel they screen to an extent of 3-5 on 10 where

48 Vishwa Vishwani Institute Of Systems & Management.

Recruitment &Selection as the rest i.e. 6.67% of them feel they only screen to an extent of 1-3 on a scale of 10. 10 Serial No. 10 Options a) Communication skills b) Experience c) Technical skills d) All Question In your view, what are the personal skills that are required for a recruiter? % Of Options 10 10 46.67 33.33

50 40 30 20 10 0
Com m unica tion Ex pe rie nce skills

46.67 33.33

10

10

Te chnica l Skills

All

INTERPRETATION: From the above it can be observed that 10% of them are of the view that communication skills are vital for a recruiter.10% of them are of a view that experience is the most important skill for a recruiter where as 46.67% of them feel that technical skills are necessary and 33.33% of them feel that all the above. 49 Vishwa Vishwani Institute Of Systems & Management.

Recruitment &Selection 11 Serial No. 11 Options a) Excellent b) Good c) Average d) Poor Question What is the quality of the selection in the organization? % Of Options 63.33 36.67 0 0

70 60 50 40 30 20 10 0

63.33

36.67

0
Excellent Good Average

0
Poor

INTERPRETATION From the above it can be observed that 63.33% of the employees rated the quality of selection as excellent, 36.67% rated the quality of selection in the organization as good.

12 50 Vishwa Vishwani Institute Of Systems & Management.

Recruitment &Selection

Serial No. 12

Question How do you keep a check on the authenticity of a candidate?

5% 20%

5%

References Evaluating certificates Probing on the project 70% Checking with current co.details

INTERPRETATION

51 Vishwa Vishwani Institute Of Systems & Management.

Recruitment &Selection Following are the ways generated by the employees to keep a check on the authenticity of a candidate Reference check Evaluating certificates Checking with the current company details Probing on the project

13 Serial No. 13 Options a) Lack of requirement awareness b) Fitment problem c) Inefficiency in handling resources d) None of them (others) Question What are the key reasons for rejections? % Of Options 6.67 46.66 0 46.67

50 40 30 20 10 0
La ck of R eq uirem e nt A w a re ne s s

46.66

46.67

6 .67 0
Fitm e nt P ro blem H a ndling R es ourc e s None of the m (O the rs )

52 Vishwa Vishwani Institute Of Systems & Management.

Recruitment &Selection

INTERPRETATION From the above it can be observed that 6.67% of the employees feel that lack of requirement awareness is the key reason for rejections, 46.66% of the employees feel that fitment problem is one of the main causes for rejections. 14 Serial No. 14 Options a) Yes b) No Question Do you think there is any need to make changes in the existing selection process? % Of Options 90 10

100 80 60 40 20 0

90

10

Ye s

No

INTERPRETATION: From the above it can be observed that 90% of the employees feel that there should be a change in the existing selection process, whereas 10% of the employees feel that the existing selection process need not be changed. 53 Vishwa Vishwani Institute Of Systems & Management.

Recruitment &Selection

15 Serial No. 15 Options a) Understanding of the requirement b) Short listing of resumes c) One to One interview Question According to you in which stage of the selection process changes need to be made? % Of Options 50 40 10

60 50 40 30 20 10 0

50 40

10

Understanding Short-listing of the resumes Requirement

One to one interview

INTERPRETATION: From the above it can be observed that 50% of the employees feel that there should be a change in the understanding of the requirement where as 40% of the employees feel that there should be a change in the short listing of the resumes and 10% of them feel that there should be changes in the One to One interview.

54 Vishwa Vishwani Institute Of Systems & Management.

Recruitment &Selection

16 Serial No 16 Question What is the nature of the feedback and training imparted to the candidates before his/her candidature is processed?

Briefing about the co. 10% 10% Briefing on attitude,presentation 60% Briefing on JD Briefing on interview process

20%

INTERPRETATION The candidate is trained on the following aspects before his/her candidature is forwarded to the client: Briefing about the company. Briefing on the job description.

55 Vishwa Vishwani Institute Of Systems & Management.

Recruitment &Selection Briefing on attitude, presentation and interview process.

17 Serial No. 17 Options a) Most of the times b) Every time c) Never Question How often do you meet your deadlines (TAT) requirements? % Of Options 83.33 16.67 0

100 80 60 40 20 0

83.33

16.67 0
Most of the times Every Time Never

INTERPRETATION:

56 Vishwa Vishwani Institute Of Systems & Management.

Recruitment &Selection

It can be observed from the above that 83.33% of the employees feel that they meet TAT requirements most of the times where as 16.67% feel that they often meet the deadlines.

18 Serial No. 18 Question What are the new types of services that could be provided to your clients?

5% 35% 50%

End to End Recruitment

HR Outsourcing

10%

Co ordination

Conducting tech interviews

INTERPRETATION Following are the suggestions given by the employees in the context of providing better services to the client: End-to-End recruitment Onsite recruitment

57 Vishwa Vishwani Institute Of Systems & Management.

Recruitment &Selection HR Outsourcing Co-Ordination Conducting technical interviews Operational Screening

19 Serial No. 19 Options a) Direct Appointment b) E-Brochure c) Advertising d) All Question Which is the best option of getting customers for Business Development? % Of Options 50 10 0 40

60 50 40 30 20 10 0

50 40

10 0
Direct Appointment E-brochure Adverti sing All

INTERPRETATION: From the above it can be observed that 50% of the employees feel that Direct Appointment would be the best way of getting hold of customers, 10% of them feel

58 Vishwa Vishwani Institute Of Systems & Management.

Recruitment &Selection that E brochure is the best way, 40% of them found all the above methods together to be the best ways of getting new customers.

20 Serial No. 20 Question What are the critical factors that help you meet the SLAs of the clients?

30%

40% Company Database Infrastructure 30% Man power

INTERPRETATION: According to the feedback given by the clients, Infrastructure Resume Manager Manpower Are the critical factors that are helping to meet the SLAs (Service Level Agreements) of the clients. 59 Vishwa Vishwani Institute Of Systems & Management.

Recruitment &Selection

FINDINGS
1) The

best sources of recruitment that MAX Retail Stores uses are Job Portals

and Referrals. The existing database is fairly sufficient to meet the current requirements. The new strategies that could be adopted are paper Ads, campus Recruitment etc.
2)The

major attributes that are considered before short-listing a candidate are

communication skills, experience, attitude and technical skill set. A good amount of evaluation goes into a candidate before forwarding him/her to a client.
3) Most

of the employees feel that MAX Retail Stores meets the requirements

of clients and customers to a large extent.

4) At

large most of the employees are aware of the quality standards maintained good amount of screening goes into a candidate so that the right candidate

at MAX Retail Stores.

5)A

is placed for the right job. Also the authenticity of the candidate is checked using the reference checks in order to eliminate the candidates who are not genuine enough.
6)Most

of the employees feel that minor changes need to be made to the

existing selection process. Changes need to be made to the stage in which requirements.
7)We

deduced that the employees could provide more services to the customer Retail Stores company has a very committed and dedicated. Retail Stores Company is actively involved in recruitment of personnel The current strike rate of recruitment is about 75%.

in a more innovative and novel way.

8) MAX 9) MAX

in sectors like Human Resources, Financial Services.

10)

60 Vishwa Vishwani Institute Of Systems & Management.

Recruitment &Selection The Recruitment and Selection process in MAX Retail Stores is

11)

very similar to that of its clients but interview rounds vary from requirement to requirement.
12)

MAX Retail Stores is purely a customer oriented organization

and people caring and believes in the adage- Customer is the king.

SUGGESTIONS a. Manpower requirement for each department in the company is identified well in advance. b. If the manpower requirement is high and the recruitment team of the HR department alone cannot satisfy it, then help from the placement agencies is needed. c. The recruitment and selection through placement agencies as the last resort and is utilised only when need. d. The recruitment and selection procedure should not to lengthy and time consuming. e. The candidates called for interview should be allotted timings and it should not overlap with each other.

61 Vishwa Vishwani Institute Of Systems & Management.

Recruitment &Selection

CONCLUSIONS The project on Recruitment and Selection has helped me grow professionally. This presents the summary of the study and survey done in relation to the Recruitment and Selection in MAX Retail Stores. The conclusion is drawn from the study and survey of the company regarding the Recruitment and Selection process carried out there. The recruitment process at MAX Retail Stores to some extent is not done objectively and therefore lot of bias hampers the future of the employees. That is why the search or headhunt of people should be of those whose skill fits into the companys values. Most of the employees were satisfied but changes are required according to the changing scenario as recruitment process has a great impact on the working of the company as a fresh blood, new idea enters in the company. Selection process is good but it should also be modified according to the requirements and should job profile so that main objective of selecting the candidate could be achieved.

62 Vishwa Vishwani Institute Of Systems & Management.

Recruitment &Selection

ANNEXURES: QUESTIONNAIRES: 1) According to your perception, which of the following source is the best source for recruitment? a) Job Portals c) Head Hunting b) Referrals d) Existing Database

2) What are the different strategies that could be adopted to generate profiles to meet the company expectations apart from the traditional approach used at MAX Retail Stores? a) Campus Recruitment c) Job Meals b) E Paper d) Road Shows

3) To what extent the sources of the resources MAX Retail Stores has can satisfy the manpower needs of their clients and customers? a) Maximum c) Minimum b) Average d) None

4) What are the four major attributes that are considered when a candidate is short listed? a) Communication b) Experience c) Technical Skills e) CTC d) Attitude

63 Vishwa Vishwani Institute Of Systems & Management.

Recruitment &Selection 5) Are you satisfied with the recruitment procedure followed in your organization? a) Very Much b) Moderate c) To some Extent d) To little Extent

6) To what extent the recruitment procedure helps you meet the requirements of your clients? a) Very Much b) Moderate c) To some Extent d) To little Extent 7) What are the quality standards maintained by MAX Retail Stores (CV conversion: Interview: joining conversion)? a) 75:25:75 b) 25:75:25 c) 75:75:75 d) 25:75:75

8) How far does the information obtained by the procedure we follow at MAX Retail Stores help us get a right candidate for the right job? a) Very Much b) Moderate c) To some Extent d) To little Extent 9) What is the level of evaluation that goes in to the candidate before forwarding him/her to the client? a) 1-3 b) 3-5 c) 5-7 d) 7-10

10) In your view, what are the personal skills that are required for a recruiter? a) Communication skills All 11) What is the quality of the selection in the organization? a) Excellent b) Good c) Average d) Poor b) Experience c) Technical skills d)

64 Vishwa Vishwani Institute Of Systems & Management.

Recruitment &Selection 12) How do you keep a check on the authenticity of a candidate? a) References b) Evaluating Certificates d) Checking with current co., details c) Probing on the Project 13) What are the key reasons for rejections? a) Lack of requirement awareness c) Inefficiency in handling resources b) Fitment problem d) None of them (others)

14) Do you think there is any need to make changes in the existing selection process? a) yes b) no

15) According to you in which stage of the selection process changes need to be made? a) Understanding of the requirement c) One to One interview 16) What is the nature of the feedback and training imparted to the candidates before his/her candidature is processed? b) Briefing an attitude, presentation d) Briefing on interview process b) Every time c) Never a) Briefing about the company c) Briefing on JD a) Most of the times b) Short listing of resumes

17) How often do you meet your deadlines (TAT) requirements?

18) What are the new types of services that could be provided to your clients? a) End to End Recruitment c) Co Ordination b) HR Outsourcing d) Conducting Tech interviews

19) Which is the best option of getting customers for Business Development? a) Direct Appointment d) All 65 Vishwa Vishwani Institute Of Systems & Management. b) E-Brochure c) Advertising

Recruitment &Selection

20) What are the critical factors that help you meet the SLAs of the clients? a) Company Database b) Infrastructure c) Man Power

BIBLIOGRAPHY 1) Books referred:

Subba Rao.P., Essential of Human Resource Management and Industrial Relations, Himalaya Publishing House, Mumbai, 1996. Personal Management and Industrial Relations-By Dr.T.N.BhagoliwaliSecondary Business ManagementBy Reddy and Appanaiah Principles of Management- By R.N.Gupta

2)

SEVERAL WEB SITES :

WWW.HR-GUIDE.COM WWW.HRVILLAGE.COM WWW.HR2HR.COM WWW.HRGIGER.COM WWW.HR4SIGHT.COM WWW.HR COMMUNITY

66 Vishwa Vishwani Institute Of Systems & Management.