A STUDY ON RECRUITMENT AND SELECTION PROCESS

COMPANY PROFILE:

INTERNATIONAL HUMAN RESOURCE CONSULTING SERVICE I-HRCS, a leading Staffing Solution rendering Manpower services to IT, Manufacturing, Banking, Insurance, FMCG, Telecom, Pharmaceuticals, Automobile, Real Estate and ITES industries since 2002. Our commitment for excellence and unparalleled service will save our valuable clients cost and time in Human Resources area. We give enough support to our clients in terms of providing the highly technical people to their onsite and offshore development with various domain and platform combinations.

We provide superior value added services within strict time constraints to offer maximum benefits to our clients. We have extended our operations globally due to our clients demand. Our workforce will provide a comprehensive and flexible service to meet specific client needs and all the elements needed to drive the recruitment process through to delivery offering a wide range of solutions.

We offer cost effective solutions to all employers, regardless of size, to ensure that all business can get quality staff affordably.

We offer services like PERMANENT STAFFING, TEMPORARY STAFFING and CONTRACT TO HIRING as per our clients need.

Our comprehensive methodology helps us deliver successfully in selecting executives for clients across disciplines and industry sectors. Our proprietary database, business and talent intelligence gathering systems are some of the tools that enable us to approach a better percentage of potential candidates and track their careers. Vision: "Innovative and creativity forging the path towards unlimited accomplishment". I-HR has been committed to achieving a global presence. Mission: The Group effectively uses the innovativeness of our personnel to employ processes and technology that facilitates an environment of dynamic and rapid growth. I-HR aim at sharpening each business units operations to a gleaming point, and allow these units to focus solely on their primary objectives: Thereby, delivering higher quality at lower costs to clients. Philosophy: The quality of a project is not necessarily related to how much it costs, but rather how wisely the resources of time and money are spent. The setting of standards is more about an attitude of mind in defining goals and honoring commitments.

Recruitment Process
Recruitme nt Process

Briefing

Sourcing

Profiling

Process Managem ent

offer

Post offer

Our Recruitment

Process

1. Briefing

2. Sourcing

3. Profiling

Understand culture, Candidate specification, Package details core

clients Database values Managed Search Comprehensive overview

(first Second

interview

interviews unbiased)

(against clients brief)

and business priorities.

advertising Explore motivation Qualify experience Referral check Prepare for interview relevant

Profile of existing staff Timescale Service expectations

Regular client contact

4. Process Management Client facilities Full and immediate debriefing Response interpretation Assess understanding Assess motivation Counter-offer counseling interviewing

5. Offer

6. Post-offer

Reconfirm requirements Establish interest level Other offers pending Acceptance assessed Confirm offer Resignation counseling Maintain communication Generate early loyalty

Manage counter-offer risk Resignation follow-up

Through each stage of the recruitment process we offer our clients and candidates advice and support. We are not interested in just completing the assignment; at all times we want to make sure that the candidate you employ is the one best equipped to add value to your business.

INTRODUCTION
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The project is titled as A study on recruitment and selection process. In the project the intern is required to study the impact of selection procedures on job satisfaction on different parameters. Recruitment Recruitment refers to the process of finding possible candidates for a job or function, undertaken by recruiters. It may be undertaken by an employment agency or a member of staff at the business or organization looking for recruits. Either way it may involve advertising, commonly in the recruitment section of a newspaper or in a newspaper dedicated to job adverts. Employment agencies will often advertise jobs in their windows. Posts can also be advertised at a job centre if they are targeting the unemployed. RECRUITMENT PROCESS HOW WE RECRUIT We conform to a recruitment process that fairly evaluates all and that is managed with the aid of a sophisticated applicant tracking system. We believe our system makes it easier for people to apple for vacancies and for our recruiters to process applications as quickly and as fairly as possible. All our vacancies are published on our careers website and occasionally in the press, allowing applicants to apply directly to FNB. FNB has relationships with a number of recruitment agencies that are able to present their candidates through special technology provided for them.

Suitable candidates may also be sourced through relevant academic, professional and vocations institutions. As a rule, FNB careers will not consider applications for positions sent to us by fax, email or through the postal service.
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SEARCHING FOR A POSITION On our Careers site, you will find search tools that you may use to search for positions that match your needs. All the available positions that match your search criteria are displayed in a table that highlights positions that needs to be filled urgently or that are nearing their advertisement expiry date. You may click on the position title to see the detailed position description. Applying for a position, if you see a vacancy that you are interested in please use our system to apply for the vacancy, simply follow the instructions displayed on the screed. We have tried to structure the application process is such a way that the entire application process should not take more than a few minutes of your time. You will normally be asked to complete a page with personal information, attach a CV and a covering. You may sometimes also be asked to complete a questionnaire specific to the position of your choice. Should you decide to supply any personal information that is not mandatory; this information will not be used to evaluate your application? SELECTION AND INTERVIEW We will select candidates to interview against the stated criteria for each position. If you are not selected for an interview, we will inform you as soon as possible. In some cases we will ask if we may keep your details on our system. We will normally contact you by email or telephone to arrange an appointment for an interview.

When we invite you for interview, we will let you know what the format of the interview will be. If you are successful, you may be invited to attend a second interview, or some additional evaluation procedures, depending on the position as well as the requirements of the particular business unit.
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FEEDBACK Our communication processes are automated, which means that there are no needs to contact out recruiters to check on the status of your application. Once you have applied for a position, our recruitment system will create a page space on our Careers website which you may access at any time to check progress with your application. You will also receive emails fro0m us that will keep you up to date with the latest news about the position.

OFFERS All our offers for employment are subject to satisfactory references (including credit, qualification and criminal checks) as well as a clearance from the South African banking register of employee dishonesty system (Reds) Index.

CHANGES Our recruitment processes may change depending on the requirement of a particular business unit or vacant position. The recruitment and selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the strategic advantage for the organizations. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. A general recruitment process is as follows: IDENTIFYING THE VACANCY:
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The recruitment process begins with the human resource department receiving requisitions for recruitment from any department of the company. 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 the sources if required number and type of employees (Advertising etc) Short-listing and identifying the prospective employee with required characteristics. Arranging the interviews with the selected candidates. Conducting the interview and decision marking

1. Identify vacancy 2. Prepare job description and person specification 3. Advertising the vacancy 4. Managing the response 5. Arrange interviews 6. Conducting interview and decision marking

INTERNET RECRUITMENT / WEBSITES

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Such sites have two main features: job boards and a resume/curriculum vitae (CV) database. Job boards allow member companies to post job vacancies. Alternatively, candidates can upload a resume to be included in searches by member companies. Candidates can upload a resume to be included in searches by member companies. Fees are charged for job postings and access to search resumes. Since the late 1990s, the recruitment website has evolved to encompass end-to-end recruitment. Website captures candidate details and then pools them in client accessed candidate management interfaces (also online). Key players in this sector provide e-recruitment software and services to organizations of all sizes and within numerous industry sectors, who want to e-enable entirely ort partly their recruitment process in order to improve business performance.

The online software provided by those who specialize in online recruitment helps organizations attract, test, recruit, employ and retain quality staff with a minimal amount of administration. Online recurrent websites can be very helpful to find candidates that ate very actively looking for work and post their resumes online, but they will not attract the passive candidates who might respond favorably to an opportunity that is resented to them through other means. Also, some candidates who are actively looking to change jobs are hesitant to put their resumes on the job boards, for fear that their current companies, coworkers, customers or other might see their resumes.

FACTORS AFFECTING RECRUITMENT

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The recruitment function of the organizations is affected and governed by a mix of various internal and external forces. The internal forces of factors are the factors that can be controlled by the organization. And the external factors are those factors which cannot be controlled by the organization. The internal and external forces affecting recruitment function of an organization are: FACTORS AFFECTING RECRUITMENT

EXTERNAL FACTORS Supply and demand Image Political-SocialLegal Environment Unemployment rate Competitors -

INTERNAL FACTORS Recruitment policy Human resource planning Size of the firm Cost of recruitment Growth and expansion

RECRUITMENT POLICY OF A COMPANY

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In todays rapidly changing business environment, a will defined recruitment policy is necessary for organizations to respond to its human resource requirement in time. Therefore, it is important to have a clear and concise recruitment policy in place, which can be executed effectively to recruit the talent pool for the selection of the right candidate at the right place quickly. Creating a suitable recruitment policy is the first step in the efficient hiring process. A clear and concise recruitment policy helps ensure a sound recruitment process. It specifies the objectives of recruitment programme. It may involve organizational system to be developed for Implementing recruitment and procedures by filling up vacancies for implementing recruitment programmers with best qualified people. COMPONENTS OF THE RECRUITMENT POLICY The general recruitment policies and terms of the organization Recruitment services of consultants Recruitment of temporary employees. Unique recruitment situations The selection process The job descriptions The terms and conditions of the employment A recruitment policy of an organization should be such that: It should focus on recruiting the best potential people. Top ensure that every applicant and employee is equally with dignity and respect Unbiased policy. To aid encourage employees in realizing their full potential. Transparent, task oriented and merit based selection.
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 Weight age during selection given to factors that suit organization needs. Optimization of manpower oat the time of selection process. Defining the competent authority to approve each selection. Abides by relevant public policy legislation on hiring and employment relationship. Integrates employee needs with the organizational needs.

FACTORS AFFECTING RECRUITMENT POLICY Organizational objectives Personnel policies of the organization and its competitors. Government policies on reservations. Preferred sources of recruitment. Need of the organization. Recruitment costs and financial implications

RECRUITMENT MANAGEMENT SYSTEM Recruitment management system is the comprehensive tool to manage the entire recruitment processes of an organization. It is one of the technological tools facilitated by
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the information management system to the HR of organizations. Just like performance management system helps to contour the recruitment processes and effectively managing the ROL on recruitment.

The features, functions and major benefits of the recruitment management system are explained below: Structure and systematically organize the recruitment processes. Recruitment management system facilitates faster, unbiased, accurate and reliable processing of applications from various applications. Helps to reduce the time-per-hire and cost-per-hire. Recruitment management system helps to incorporate and integrate the various links like the application system on the official website of the company, the unsolicited applications, outsourcing recruitment, the final decision marking to the main recruitment process. Recruitment management system maintains an automated active database of the applicants facilitating the talent management and increasing the efficiency of the recruitment processes. Recruitment management system provides and a flexible, automated and interactive interface between the online application system, the recruitment department of the company and the job seeker. Offers tolls and support to enhance productivity, solutions and optimizing the recruitment processes to ensure improved ROI Recruitment management system helps to communicate and create healthy relationship with the candidates through the entire recruitment process.
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 The recruitment management system (RMS) is an innovative information system tool which helps to sane time and costs of the recruiters and improving the recruitment processes.

RECRUITMENT STRATEGIES The level of performance of and organization depends on the effectiveness of its recruitment function. Organizations have developed to follow recruitment strategies to hire the best talent for their organization and to utilize their resources optimally. A successful recruitment strategy should be well planned and practical to attract more and good talent to apply in the organization. For formulating an effective and successful recruitment strategy, the strategy should cover the following element: (1) Identifying and prioritizing jobs requirements keep arising at various levels in every origination: it is amount a never ending process. It is impossible to fill all the positions immediately. Therefore, there is a need to identify the positions requiring immediate attention and action. To maintain the quality of the recruitment activities, it is useful to prioritize the vacancies whether to focus on all vacancies equally or focusing on key jobs first.

(2) Candidates to target the recruitment process can be effective only if the organization completely understands the requirements of the type of candidates that are required and will be beneficial for the organization. This covers the following parameters as well: A. performance level required: Different strategies are required for focusing on hiring high performers and average performers.
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B. Experience level required: the strategy should be clear as to what is the experience level required by the organization. The candidates experience can range from being a fresher to experienced senior professionals. C. Category of the candidate: the strategy should clearly define the target candidate. She/he can be from the same industry, different industry, unemployed, top performers of the industry etc. (3) Sources of recruitment the strategy should define various sources (external and internal) or recruitment. Which are the sources to be used and focused for the recruitment purposes for various positions? Employee referrer is one of the most effective sources of recruitment. (4) Trained recruiters the recruitment professionals conducting the interviews and the other recruitment activities should be well trained and experienced conducting the activities. They should also be aware of the major parameters and skills (e.g.: behavioral, technical, etc) to focus while interview and selecting a candidate. (5) How to evaluate the candidates the various parameters and the ways to judge them i.e the entire recruitment process should be planned in advance. Like the rounds of technical interviews, HR interviews, return tests, psychometric tests, etc.

HR CHALLENGES IN RECRUITMENT Recruitment is a function that requires business perspective, expertise, ability to find and match the best potential candidate for the organization, diplomacy, marketing skills (has to sell the position to the candidates) and wisdom to align the recruitment process for the benefit of the organization. The HR professional handling the recruitment function of
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the organization are constantly facing new challenges. The biggest challenge for such professionals is to source or recruited the best people or potential candidates for the organization. In the last few years, the job market has undergone some fundamental changes in terms of technology, sources of recruitment, competition in the market, etc. in an already saturated job market, where the practices like poaching and raiding or gaining momentum, HR professionals are constantly facing new challenges in one of their most important function recruitment they have to face and conquer various challenges to find the best candidates for the organizations.

The major challenges faced by the HR recruitment are: Adaptability to globalization the HR professionals are expected and required to keep in tune with the changing times, i.e. the changes taking place across the globe HR should maintain the timeline of the process Lack of motivation recruitment is considered to be a thankless job. Even if the organization is achieving results, HR department or professionals are not thanked for recruiting the right employees and performers Process analysis the immediacy and speed of the recruitment process are the main concerns of the HR recruitment. The process should be flexible, adaptive and responsive to the immediate requirements. The recruitment process should also be cost effective Strategic prioritization the emerging new systems are both an opportunity as well as a challenge for the HR professionals. Therefore, reviewing staffing needs and prioritizing tasks to meet the changes in the market has become a challenge for the recruitment professionals.

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RECRUITMENT PROCESS As stated earlier, recruitment is the process of location, identifying, and attracting capable applications for jobs available in an organization. Accordingly, the recruitment process comprises the following five steps: Recruitment planning; Strategy Development; Searching; Screening; Evaluation and Control. Recruitment Planning: The first involved in the recruitment process is planning. Hire, planning involves to draft a comprehensive job specification for the vacant position, outline its major and minor responsibilities; the skills, experience and qualifications needed; grade and level of pay; starting date; whether temporary or permanent; and mention of special condition, if any, attached to the job to be filled. Strategy Development:Once it is known how many with what qualification of candidates are required, the next step involved in this regard is to device a suitable strategy for recruitment the candidates in the organization. The strategic considerations to be considered may include issues like whether to prepare the required candidates themselves or hire it from outside, what type of recruitment method to be used, what geographical area be considered, for searching the candidates, which source of recruitment to be practiced, and what sequence of activities to be followed in recruiting candidates in the organization.
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Searching:This step involves attracting job seeders to the organization. There are broadly two sources used to attract candidates. These are: Internal Sources External Sources. Screening:Through some view screening as the starting point of selection, we have considered it as an integral part of recruitment. The reason being the selection process starts only after the application have been screened and short listed. Let it be exemplified with an example. In the Universities, application is invited for filling the post of Professors. Application received in respond to invitation, i.e. advertisement are screened and short listed on the basis of eligibility and suitability. Then, only the screened applicant are invited for seminar presentation and personal interview. The selection process starts from here, i.e., seminar presentation or interview. Job specification is invaluable n screening.

Applications are screened against the qualification, knowledge, skills, abilities, interest and experience mentioned in the job specification. Those who do not qualify are straightway eliminated from the selection process. The techniques used for screening candidates are vary depending on the source of supply and method used for recruiting. Preliminary applications, de-selections tests and screening interviews are common techniques used for screening the candidates. Evaluation and control:20

Given the considerable involved in the recruitment process, its evaluation and control is, therefore, imperative. The costs generally incurred in a recruitment process include: Salary of recruiters; Cost of time spent for preparing job analysis, advertisement, etc; Administrative expenses; Cost of outsourcing or overtime while vacancies remain unfilled; Cost incurred in recruiting unsuitable candidates. In view of above, it is necessary for a prudent employed to try answering certain questions like: Whether the recruitment methods are appropriate and valid? Whether the recruitment process followed in the organization is effective at all or not?

METHODS OF RECRUITMENT Recruitment methods refer to the means by which an organization reaches to the potential job seeker. It is important to mention that the recruitment methods are different from the resources of recruitment. The major line of distinction between the two is that while the former is the means of establishing links with the prospective candidates, the latter is location where the prospective employees are available. Dunn and Stephen have broadly classified methods of recruitment into three categories. These are;

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Direct Method;

Indirect Method; Third Party Method.

Brief descriptions of these are follows:

Direct Method: In this method, the representatives of the organizations are sent to the potential candidates in the educational and training institutes. They establish contacts with the candidates seeking jobs. Person pursuing management, engineering, medical, etc. programmers are mostly picked up the manner.

Sometimes, some employer firm establishes with professors and solicits information about student with excellent academic records. Sending the recruiter to the conventions, seminars, setting up exhibits at fairs and using mobile office to go to the desired centers are some other methods used establish direct contact with the job seekers.

Indirect Method;

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Indirect methods include advertisements in the newspaper, on the radio and television, in professional journals, technical magazines, etc. this method is useful when Organization dose not find suitable candidates to be promoted to fill up the higher posts, When the organization want to reach out a vast territory, and When organization wants to fill up scientific, professional and technical posts.

The experience suggests that the higher the position to be filled up in the organization, or the skill sought by the sophisticated one, the more widely dispersed advertisement is likely to be used to reach too many suitable candidates. Sometimes, many organizations go for what referred to as blind advertisement in which only Box No. is given and the identity of the organization is not disclosed. However, organizations with regional or national repute do not usually use blind advertisements for obvious reasons.

While placing an advertisement to reach to the potential candidates, the following three points need to borne in mind: To visualize the type of the applicant one is trying recruit; To write out a list of the advantages the job will offer; To decide where to run the advertisement , i.e., newspaper with local, state, nation-wide and international reach or circulation. Third Party Method:
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These include the use of private employment agencies, management consultants, professional bodies pr associations, employee referral or recommendation, voluntary organization, trade banks, labor contractors, etc., to establish contact with the job seekers. Now, a question arises; which particular method is to be used to recruit employee in the organization? The answer to it is that it will depend on the policy of the particular firm, the position of the labor supply, the government regulations in this regard and agreements with labor organizations. Notwithstanding, the best recruitment method is to look first within the organization. EFFECTIVENESS OF RECRUITMENT PROGRAMME Though there has so far not been evolved any formula such that makes recruitment programme necessitates having certain attributes such as: A well defined recruitment policy. A proper organizational structure. A well - laid down procedure for locating potential jobseekers. A suitable method and technique for tapping and utilizing these candidates A continuous assessment of effectiveness of recruitment programme and incorporation of suitable modifications from time to improve the effectiveness of the programme. An ethically sound fool-proof telling an applicant all about the job and its position, the firm to enable the candidate to judiciously decide whether or not to apply and join the firm, if selected.

JOB SEARCH ENGINES

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The emergence of vertical search engines, allow job-seekers to search across multiple website. Some of these new search engines index and list the advertisements of traditional job boards. These sites tend to aim for providing a one-stop shop for jobseekers. However, there are many other job search engines which index pages solely from employers website, choosing to bypass traditional job boards entirely. These vertical search engines allow job-seekers to find new positions that may not be advertised on traditional job boards, and online recruitment websites.

SELECTION Selection is the process of picking individuals (out of the pool of job applicants) with requisite qualifications and competence to fill jobs in the organization. A formal definition of Selection is:-

It is the process of differentiating between applicants in order to identify (and here) those with a greater likelihood of success in a job. Recruitment and selection are the two crucial in the HR process and are often used interchangeably. There I, however, a fine distinction between the two steps. While recruitment refers to the process of identifying and encouraging prospective employees to apply for jobs, selection is concerned with picking the right candidates from the pool of applicants. Recruitment is said to be positive in its approach as it seeks to attract as many candidates as possible. Selection, on the other hand, is negative in its application in as it seeks to eliminate as many unqualified applicants as possible in order to identify the right candidates.

MEANING AND DEFINITION

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After identifying the source of human resources, searching for prospective employees and stimulating them to apply for jobs in an organization, the management has to perform the function of selecting the right employees at the right time .The oblivious guiding policy in section is the intention to choose the best qualified and suitable job candidate job for each unfilled job. The objective of the selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates. ROLE OF SELECTION The role of selection in an organizations effectiveness is crucial for at least, two reasons; first, work performance depends on individuals. The best way to improve performance is to hire people who have the competence and the willingness to work. Arguing from the employees viewpoint, poor or inappropriate choice can be demoralizing to the individual concerned (who finds himself or herself in the wrong job) and demotivating to the rest of the workforce. Effective selection, therefore, assumes greater relevance. STEPS IN SELECTION PROCESS:

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Second, cost incurred in recruiting and hiring personnel speaks about volumes of the selection. Costs of wrong selection are greater. ORGANISATION FOR SELECTION Until recently, the basic hiring process was performed in a rather unplanned manner in many organizations. In some companies, each department screened and hired its own employees. Many managers insisted upon selecting their own people because they were sure no one else could choose employee for them as efficiently as they themselves could. Not any more. Selection is now centralized and is handled by the human resources department. Ideally, a selection process involves mutual decision-making. The organization decides whether or not to make a job offer and how attractive the offer should be. The candidate decides whether or not organization and the fob offer fit his or her needs and goal. In reality, the selection process is highly one-side. When the job market is extremely right, several candidates will be applying for a position, and the organization will use a series of screening devices to hire the candidates it feels is most suitable. When there is a shortage of qualified workers, or when the candidate is a highly qualified executive or professional who is being sought after by several organizations, the organizations will have to sweeten its offer and come to a quicker decision.

NEW METHOD OF SELECTION In recent years, HR specialists have found out new methods of selection. These approaches are deemed to the alternatives to the traditional methods of selection.
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Two intersecting alternatives are participative selection and employee leasing. Participative selection that subordinates participates in the selection of their co-workers and supervisors. The idea is that such participation will improve quality, increase support for the selected supervisors and co-workers, and improve employee morale. In employee leasing, the client company leases employees from a third part, not on a temporary basis, but rather ate leased as full-time, long-term help. An interesting feature of this method is that the client company need not perform such personnel activities as hiring, compensation or record keeping. The advantages of employee leasing are significant. The client is relived from many administrative burdens, as well as the need to employ specialized personnel employees. Further, employees not recruited by one client are sent to another client company for employment. ESSENTIALS OF SELECTION PROCEDURE The selection process can be successful if the following requirements are satisfied: 1. Some one should have the authority to select. This authority comes from the employment requisition, as developed by an analysis of the work load and work force. 2. There must be some standard of personnel with which a prospective employee may be compared, i.e. a comprehensive job description and job specification should be available beforehand. 3. There must be a sufficient number of applicants from whom the required number of employees may be selected.

SIGNIFICANCE OF SELECTION PROCESS Selection of personnel to man to organization is a crucial, complex and continues function. The ability of an organization to attain its goals effectively and to develop in a
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dynamic environment largely depends upon the effectiveness of its selection programme. If right personnel are selected, the remaining functions of personnel management become easier, the employee contribution and commitment will be at optimum level and employee relations will be consumption. If the right person is selected, he is a valuable asset to the organization and is faulty selection is made. The employee will become a liability to the organization.

FACTORS AFFECTING SELECTION DECISIONS The goal of selection is to short out or eliminate those judged unqualified to meet the job and organization requirements, where as the goal of recruitment is to create a large cool of persons available and willing to work. Thus, it is said that recruitment tends to be positive while selection tends to be some what negative. A number of factors affect the selection decisions of candidates. The important among them are: (i) Profile matching. (ii) Organizational and social environment. (iii) Successive hurdles. (iv) Multiple correlations.

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(i) Profile matching: Tentative decision regarding the selection of candidates (who are known) is taken in advance. The scores secured by these known candidates in various tests are taken as a standard to decide the success or failure of other candidates at each stage. Normally the decisions about the known candidates are taken at interview stage. Possible care is also taken to match the candidates bio data with the jobs specifications. (ii) Organizational and social environment: some candidates, who are eminently suitable for the job, may fail as successful employees due to varying organization and social environment. Hence candidates specifications must match with not only job specifications but also with organizational social environmental requirements.

(iii) Successive hurdles: In this method hurdles are created at every stage of selection process therefore, applicants must successfully pass each and every screening device in case of successive hurdles as shown in figure.

(iv) Multiple correlations: Multiple correlations are based on the assumptions that a deficiency in one factor can be counter balanced by an excess amount of another. A candidate is routed through all the selection steps before a decision is made. The composite test score index is taken into accounting the selection tests. Hence, for broader line cases multiple correlation method is useful and for other successive hurdles method is useful.

SELECTION PROCEDURE There is no standard selection process that can be followed by all the companies in all the areas. Companies may follow different selection techniques or methods depending upon the size of company, nature of the business, kind and number of persons to be
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employed, government regulation to be followed etc. Thus, each company may follow anyone or the possible combinations of methods of selection in the order convenient or suitable to it. Following are the selection methods generally followed by the companies. Selection procedure employs several methods of collecting information about the candidate's qualifications, experience, physical and mental ability, nature and behavior, knowledge, aptitude and the like for judging whether a given applicant is or is not suitable for the job. Therefore, the selection procedure is not a single act but is essentially a series of methods or stages by which different types of information can be secured through various selection techniques. At each step, facts may come to light which are useful for comparison with the job requirement and employee specifications.

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INDIRECT RECRUITMENT The indirect recruitment was done by a circular to various departments of the IHRCS People Selection The aim of selection is to find a person who accepts the position and who gives satisfactory service and performance in the long term. The system approach starts from the position of well defined job and clearly analyzes persons specifications.

RECRUITMENT NEEDS ARE OF THREE TYPES PLANNED The needs arising form changes in organization and retirement policy. ANTICIPATED Anticipated needs are those movements in personnel, which an organization can predict by studying trends in internal and external environment. UNEXPECTED Resignation, deaths, accidents, illness gives rise to unexpected. RECRUITMENT VS SELECTION Both recruitment and selection are the two phases of the employment process. differences between the two are: 1. Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization whereas selection involves the series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts.
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The

2. The basic purpose of recruitments is to create a talent pool of candidates to enable the selection of best candidates for the organization, by attracting more and more employees to apply in the organization whereas the basic of selection process is to choose the right candidate to fill various positions in the organization. 3. Recruitment is a positive process i.e. encouraging more employees to apply whereas selection is a negative process as it involves rejection of the unsuitable candidates. 4. Recruitment is concerned with tapping the sources of human resources whereas selection is concerned with selecting the most suitable candidate through various interview and tests.

5. There is no contract of recruitment established in recruitment whereas selection results in contract of service between the employer and the selected employee. Attract and encourage more and more candidates to apply in the organization. Create a talent pool of candidates to enable the selection of best candidates for the organization. Determine present and future requirements of the organization in conjunction with its personnel planning and job analysis activities. Recruitment in the process which links the employees with the employees. Increase the pool of job candidates at minimum cost. Help increase the success rate of selection process by decreasing number of visibly under qualified or overqualified job applicants. Help reduce the probability that job applicants once recruited and selected will leave the organization only after a short period of time.

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 Meet the organizations legal and social obligations the composition of its workforce. Begin identifying and preparing potential job applicants who be appropriate candidates. Increase organization and individual effectiveness of various recruiting techniques and sources for all types of job applicants. ORGANISATION ANALYSIS AND NEEDS ASSESMENT We meet together in order to gain a clear understanding of your company and your business history, organization, development strategy, culture, management style, as well as the open position to be recruited for This step is essential to enable us to jointly determine rules, When necessary, we also meet with / discuss with relevant managers and colleagues the candidate will work together with it. The better we understand the human and organizational context, the more efficient we will be in finding, evaluating and putting forward the right candidates. Throughout the recruitment assignment, we will keep you regularly updated through return and / or verbal reports, including O/s of identified candidates. It is very important to have timely and concise feed back to enable us to refine our search even further; it is equally important that we are kept up to date with any few decisions or company changes that could have an impact upon ourselves for appropriate candidates. SEARCH FOR CANDIDATES The two main search methods are (1) Head hunting:34

A) We jointly establish a list of target companies within there is a high probability of finding the candidate profile to be recruited. This is followed by the identification of relevant candidates within each of these companies. B) We source candidates through our established network of contacts within the industry. Our specializations in the telephone and Internet sectors enable us to identify candidates in a quick and efficient manner. C) Advertising:Either through press ads or advertising on selected Internet sites. In each case, We will prepare the ad text, and propose a relevant media plan, both of which are submitted to your approval. CANDIDATE INTERVIEW AND EVALUATION Candidates who have passed our initial selection process are invited for to face indepth interviews with our consultants.

PRESENTATION OF SHORT LISTED CANDIDATES A written assessment of each candidate that we fell has profile and experience to succeed in the position will be presented you. The evaluation will take into account not only the suitability of the candidates 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 INTERVIEW WITH THE COMPANY

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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; we contact the candidates for their feedback, and to reconfirm their motivations.

REFERENCE CHECKS Once you have taken your decision to hire a candidate, we will take references (whenever possible) from former employers or other preference.

FOLLOWUP OF CANDIDATE INTERACTION 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 in regular contact with both your selves and then newly hired candidate to ensure his/her successful integration. EXCLUSIVITY We work on an exclusive retainer Formal acceptance of our terms and a condition implies that the assignment is exclusive toes. Therefore any applications made direct to your company, including Those from internal application will be forwarded to us. These will be treated by our company on the same basis as all other applications.

GUARANTEE
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Clementine International commits to put at your disposal all necessary means to replace a candidate that leaves the company within his/her probation period, whatever the reasons for this departure. This guarantee is applied only at our clients request and on the condition that the position and profile initially defend remains unchanged. RECRUITMENT AND SELECTION PROCEDURE 1. UNDERSTANDING THE CLIENTS NEEDS They study clients recruitment and discuss the details with clients representatives to obtain a complete understanding of clients needs, desire their executive may even visit client for formal discussion. They work closely with their customer, to clearly understand how their business relationship with them can grow.

After this they ask client to submit documents like agency agreement, demand letter of attorney, employee service agreement etc. to provide client a prompt service.

2. EVALUATION OF PERSONNEL Their executive team takes over from here. They refers to their exciting network and receive immediate feed back on the availability of the required personnel. They make special effort to keep their data bank updated and duly supplement it periodically. In order to widen their choice or to locate persons to meet clients precise specification, they may also advertise in the media or if necessary, resort to headhunt.

They scrutinize the resumes/CV received and shortlist the candidates based on merit and then invite them for an interview. They carry out an in-depth analysis of the job
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specification and match the candidates to meet the employer-employee equation, to avoid any disappointment due to a mismatch. The final short-listed resume/CVs are dispatched to the employer for his final selection.

3. THE SELECTION OPTION To make the final selections they offer the following options for consideration by the client. 1. The entire selection procedure is left to IMR, where a team of Professional /experts will take on the responsibility of providing client the best work force as per clients job specifications. 2. In case the principal employer wishes to carry out the selection through his team of experts, they welcome the clients team to visit their office in New Delhi (India). They shall provide all assistance in carrying out trade test/interview. All associated amenities are provided by IMR.

4. MEDICAL CHECKUP They retain the services of the best hospitals and clinics in India, which are accredited by Dept. of Labor and from the Embassies to conduct medical examination of all the personnel intending to work abroad. Examination includes HIV/AIDS Test (This test is compulsory) Blood Test, Chest X-Ray, Urine & S tool Test, or any other kind of examination that might be specially requested by client.

5. FOLLOW UP

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With each new assignment, their workers have to work with unfamiliar people, new procedures, and changing routines. It is their responsibility to ensure that the transition goes as smoothly as possible. This makes far more confident and better-prepared workers. They follow up with selected candidates for pre-departure formalities, so that they can proceed to work promptly. Their medicals check up, processing of travel documents, they take immigration formalities and air tickets.

6. FEEDBACK FROM CLIENT They keep in contact with the client even later getting a feedback from the client and endeavoring to improve their system to give even better service to the client.

7. IMR GUARANTEE They assure their entire client that personnel through them are the best available, medically fit and free from any infection diseases. They offer a replacement, free of cost, within the probationary period of three months in case a Candidate is found medically unfit, professionally incompetent or otherwise unsuitable. IMR will bear the expenses (Vise cost And Air Ticket) in sending such candidates back to their home country.

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NEED FOR THE STUDY To get an idea about the Recruitment and Selection Procedure held by the company, IHRCS, Chennai. OBJECTIVES OF THE STUDY: PRIMARY OBJECTIVE

To study the recruitment and selection process of I-HRCS.

SECONDARY OBJECTIVES To Identified different methods in selection process To know the selection process of employees and its impact on job satisfaction To know the job satisfaction levels of the employees of recruited To know the recruitment policy PURPOSE OF THE STUDY Attract and encourage more and more candidates to apply in the organization. Create a talent pool of candidates to enable the selection of best candidates for the organization. Determine present and future requirements of the organization in conjunction with its personnel planning and job analysis activities. Recruitment is the process which links the employers with the employees. Increase the pool of job candidates at minimum cost.
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 Help increase the success rate of selection process by decreasing number of visibly under qualified or overqualified job applicants. Help reduce the probability that job applicants once recruited and selected will leave the organization only after a short period of time. Meet the organizations legal and social obligations regarding the composition of its workforce. Begin identifying and preparing potential job applicants who will be appropriate candidates.

Increase organization and individual effectiveness of various recruiting techniques and sources for all types of job applicants.

IMPORTANCE AND SCOPE

This project will provide a value insight to student on the topic. organization.

This project will help to get the practical knowledge in employee hiring in the The project will equip me for my future in H. R. M. LIMITATION Organization did not disclose full information. Data collected in this field are not sufficient.

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