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Recruitment

An abstract overview of the important aspect of HR department of every organisation that is recruitment which includes selection process, interviews, induction, orientation, etc.

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Recruitment
D a y a l b a g h E d u c a t i o n a l i n s t i t u t e , A g r a
BBM-405
An abstract research paper over the various
aspects of recruitment.
Submitted by
Karan Verma
B.B.A. 4th Sem.
167521
APPENDEX
 Abstract
 Introduction
 Objectives
 Process of Recruitment
 Method of Recruitment
 Factors affecting Recruitment
 Advantages and Disadvantages
o External Source
o Internal Source
ABSTRACT
ecruitment means an activity which refers to the discovery and searching
of workers in the enterprise at the time they are required. It involves
locating, maintaining and contacting the sources of man power. It is the
process of finding and attracting capable applicants for employment. In today's
rapidly changing business environment, organizations have to respond quickly to
requirements for people. Hence, it is important to have a well-defined recruitment
policy in place, which can be executed effectively to get the best fits for the vacant
positions. Selecting the wrong candidate or rejecting the right candidate could turn
out to be costly mistakes for the organization.
“Recruitment is the process of searching for perspective employees and stimulating
them to apply for jobs in organization.”
by EdwinB. Flippo
INTRODUCTION
In this study helps the organization to identify the area of problem and suggest way
to improve the recruitment and selection process, this study focus on understanding
recruitment and selection process this study helps to manage a manpower budget
for the recruitment.
OBJECTIVES
The general purpose of recruitment is to provide a pool of potentially qualified job
candidates. Specifically, the purposes are to:
 Determine the present and future requirements of the organization in
conjunction with its personnel- planning and job analysis activities.
 Increase the poolof job candidates at minimum cost.
 Help increase the success rate of the selection process by reducing the
number of visibly under qualified or overqualified job applicants.
R
 Help reduce the probability that job applicants, once recruited and selected,
will leave the organization only after a short period of time.
 Meet the organization’s legal and social obligations regarding the
composition of its workforce.
 Begin identifying and preparing potential job applicants who will be
appropriate candidates.
 Increase organizational and individual effectiveness in the short term and
long term.
PROCESSOF RECRUITMENT
1. Application confirmation- Make sure you receive a confirmation of your
application – note that only applications sent in using the link in the job ad will be
included in the process, this is to ensure that all candidates are given the same fair
treatment.
2. Interviews- At the latest a week after the last day of application, the candidates
who best fulfil the requirements will be invited to a 1st interview.
3. Assessment- To help us perform the best role-candidate fit possible, we use
assessments as a complement to some of our interviews. These are performed by a
third party.
4. Manager’s manager interview- This is mainly applied for our more senior
positions where you will get the chance to meet with the manager’s manager.
5. Reference check- Reference checking allows us to obtain independent
information about our candidates’ previous on the job performance. You will
provide the references of your choice in discussion with the hiring manager and no
one will be contacted without your knowledge.
6. Feedback- The hiring manager will personally inform all candidates that we
have met with personally, but who are not selected for the position, with a proper
motivation.
METHODS OF RECRUITMENT
The methods of Recruitment can mainly be divided into two parts: Internal and
External
1) Internal Recruitment: Internal recruitment means the recruitment from
within the organization. It is a very important source of recruitment. This
method is generally used to fill up the vacancies at various levels through
promotions, transfers and recalling of the employees. This recruitment
policy provides the opportunity of development of the employees of the
enterprise. It offers the challenges before them so that they may try to do
their work with the best of their ability and efficiency. It increases their
morale. It makes available reliable, efficient and experienced employees to
the enterprise.
2) External Recruitment: Since the vacancies at all the levels cannot be filled
up through internal methods of recruitment, therefore, outside sources are
necessary for all organizations. Main sources of external recruitment are as
follows:
i) Former Employees. Former employees mean the employees who have
left the organization by any reason or who were terminated because of
any reason.
ii) Friends and relatives of present employees. This is the most popular
sourceof recruitment, particularly in private enterprises.
iii)Application at the gate. Some candidates contact the personnel
department of the enterprise to get the employment. It found suitable,
some vacancies may be filled up through them.
iv) Employment Exchange. Employment exchange is an important external
source of recruitment. The government has created a network of
employment exchange maintained detailed records of the candidate.
Whenever an enterprise notifies the vacancies to the exchange,
appropriate candidates are referred by the exchange to the employers.
v) Educational Institutions. Colleges, Universities and other Educational
Institutions are also an important sourceof external recruitment.
vi) Previous Applicants. Although not truly an external source, those who
have previously applied for jobs can be contacted by mail, a quick and
inexpensive way to fill an unexpected opens.
vii) Advertisement. Advertisement is the most important source of external
recruitment. The advertisement may be in News Papers, Magazine etc.
viii) Other Companies. Sometimes, the officers of higher cadre working
in other companies are appointed by offering them more attractive
salaries.
Ad

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Recruitment

  • 1. Recruitment D a y a l b a g h E d u c a t i o n a l i n s t i t u t e , A g r a BBM-405 An abstract research paper over the various aspects of recruitment. Submitted by Karan Verma B.B.A. 4th Sem. 167521
  • 2. APPENDEX  Abstract  Introduction  Objectives  Process of Recruitment  Method of Recruitment  Factors affecting Recruitment  Advantages and Disadvantages o External Source o Internal Source
  • 3. ABSTRACT ecruitment means an activity which refers to the discovery and searching of workers in the enterprise at the time they are required. It involves locating, maintaining and contacting the sources of man power. It is the process of finding and attracting capable applicants for employment. In today's rapidly changing business environment, organizations have to respond quickly to requirements for people. Hence, it is important to have a well-defined recruitment policy in place, which can be executed effectively to get the best fits for the vacant positions. Selecting the wrong candidate or rejecting the right candidate could turn out to be costly mistakes for the organization. “Recruitment is the process of searching for perspective employees and stimulating them to apply for jobs in organization.” by EdwinB. Flippo INTRODUCTION In this study helps the organization to identify the area of problem and suggest way to improve the recruitment and selection process, this study focus on understanding recruitment and selection process this study helps to manage a manpower budget for the recruitment. OBJECTIVES The general purpose of recruitment is to provide a pool of potentially qualified job candidates. Specifically, the purposes are to:  Determine the present and future requirements of the organization in conjunction with its personnel- planning and job analysis activities.  Increase the poolof job candidates at minimum cost.  Help increase the success rate of the selection process by reducing the number of visibly under qualified or overqualified job applicants. R
  • 4.  Help reduce the probability that job applicants, once recruited and selected, will leave the organization only after a short period of time.  Meet the organization’s legal and social obligations regarding the composition of its workforce.  Begin identifying and preparing potential job applicants who will be appropriate candidates.  Increase organizational and individual effectiveness in the short term and long term. PROCESSOF RECRUITMENT 1. Application confirmation- Make sure you receive a confirmation of your application – note that only applications sent in using the link in the job ad will be included in the process, this is to ensure that all candidates are given the same fair treatment. 2. Interviews- At the latest a week after the last day of application, the candidates who best fulfil the requirements will be invited to a 1st interview.
  • 5. 3. Assessment- To help us perform the best role-candidate fit possible, we use assessments as a complement to some of our interviews. These are performed by a third party. 4. Manager’s manager interview- This is mainly applied for our more senior positions where you will get the chance to meet with the manager’s manager. 5. Reference check- Reference checking allows us to obtain independent information about our candidates’ previous on the job performance. You will provide the references of your choice in discussion with the hiring manager and no one will be contacted without your knowledge. 6. Feedback- The hiring manager will personally inform all candidates that we have met with personally, but who are not selected for the position, with a proper motivation. METHODS OF RECRUITMENT The methods of Recruitment can mainly be divided into two parts: Internal and External 1) Internal Recruitment: Internal recruitment means the recruitment from within the organization. It is a very important source of recruitment. This method is generally used to fill up the vacancies at various levels through promotions, transfers and recalling of the employees. This recruitment policy provides the opportunity of development of the employees of the enterprise. It offers the challenges before them so that they may try to do their work with the best of their ability and efficiency. It increases their morale. It makes available reliable, efficient and experienced employees to the enterprise.
  • 6. 2) External Recruitment: Since the vacancies at all the levels cannot be filled up through internal methods of recruitment, therefore, outside sources are necessary for all organizations. Main sources of external recruitment are as follows: i) Former Employees. Former employees mean the employees who have left the organization by any reason or who were terminated because of any reason. ii) Friends and relatives of present employees. This is the most popular sourceof recruitment, particularly in private enterprises. iii)Application at the gate. Some candidates contact the personnel department of the enterprise to get the employment. It found suitable, some vacancies may be filled up through them. iv) Employment Exchange. Employment exchange is an important external source of recruitment. The government has created a network of employment exchange maintained detailed records of the candidate. Whenever an enterprise notifies the vacancies to the exchange, appropriate candidates are referred by the exchange to the employers. v) Educational Institutions. Colleges, Universities and other Educational Institutions are also an important sourceof external recruitment. vi) Previous Applicants. Although not truly an external source, those who have previously applied for jobs can be contacted by mail, a quick and inexpensive way to fill an unexpected opens. vii) Advertisement. Advertisement is the most important source of external recruitment. The advertisement may be in News Papers, Magazine etc. viii) Other Companies. Sometimes, the officers of higher cadre working in other companies are appointed by offering them more attractive salaries.
  • 7. ix) Labour Unions. Labour unions can be very useful in the recruitment of labour force. The workers may be recruited in the required number by contacting the officers of labour unions. FACTORS GOVERNINGRECRUITMENT Given its key and external visibility, recruitment is naturally subject to influence of several factors. These include external as will as internal forces. Internal Factors One such internal factor is the recruiting policy of the organization. Most organizations have a policy of recruiting internally (from own employees) or externally (from outside organization). Generally, the policy is to prefer internal sourcing, as own employees know the company well and can recommend candidates who fit the organization’s culture. A major internal factor that can determine the success of the recruiting programmer is whether or not the company engages in HRP. In most cases, a company cannot attract prospective employees in sufficient numbers and with required skills overnight. It takes time to examine the alternatives regarding the appropriate sources of recruits and the most productive methods for obtaining them. Once the best alternatives have been identified, recruiting plans may be made. Effective HRP greatly facilitates the recruiting efforts. External Factor If the demand for a particular skill is high relative to the supply, an extraordinary recruiting effort may be needed. For instance, the demand for programmers and financial analysts is likely to be higher then their supply, as opposed to the demand-supply relationship for non-technical employees. Another external factor is political and legal considerations. Reservation of jobs for SCs, STs, minorities, and other backward classes (OBCs) is an inevitable political decision. There is a strong case for giving preference to people hailing form less- advantaged section of the society. Reservation has been accepted as inevitable by all sections of the society.
  • 8. The company’s image also matters in attracting large number of job seekers. Blue chip companies attract large number of applications. Often, it is not the money that is important. It is the perception of the job-seekers about the company that matters in attracting qualified people. ADVANTAGES AND DISADVANTAGES OF INTERNAL AND EXTERNALMETHODS OF RECRUITMENT Recruiting Internally Advantages  Rewards good work of current employees  Is costeffective  Improves morale  Can assess pastperformance  Can result in successionof promotions Disadvantages  Can produce organizational inbreeding: candidates may have a limited perspective  Places heavy burden on training and development  May cause political infighting for promotions Recruiting externally Advantages  Brings new ideas/talent into the organization get needed competencies  Provides cross-industry heights  May reduce training costs  Helps organization meet equal employment opportunity/affirmative action goals
  • 9. Disadvantages  May result in misplacement  Increase recruitment costs  May cause morale problems for internal candidates  Requires longer orientation for adjustment time. CONCLUSION The conclusion is drawn from the study and survey of the company regarding the Recruitment carried out there. As per the researcher identify the recruiting modules conducted in the organization. Further from this survey I hope the organization will be benefited and with the help of the suggestions given the organization can improve its functioning and the overall Recruitment and Selection Process in the organization and its performance will increase References  Class Notes  wikipedia.com  business_sweden.com  HR books o C. R. Kothari. “ResearchMethodology”, Methods and Techniques o V.K. Ohri class 12th  Tutorial_point.com