Professional Documents
Culture Documents
Project On Recruitment and Selection Process
Project On Recruitment and Selection Process
ON
By
Name
ENROLMENT NUMBER-
UNDER THE GUIDANCE OF
PROFESSOR SOHAN LAL SHARMA
PROCESS”
DECLARATION
Applied Management is my original work and the project has not formed the
basis for the award of any degree, diploma, associate ship, fellowship or
similar other titles. It has not been submitted to any other university or
People are a company’s most important assets. They can make or break the
placing the right people in the right position is very critical for the success of
any organization.
vehicle for obtaining the best possible person-to-job fit that will, contribute
of a team. The Recruitment & Selection procedure ensures that these criteria
are addressed
literature, critical review of project and the report and above all the moral
I would like to express big thanks to Miss Shweta Solanki and Miss Neha
Aarya for her all time support and time to time guidance. Her experience,
successfully.
My thanks are due to all those who have directly or indirectly helped me in
preparing this project report. However, I accept the sole responsibility for
respond quickly to requirements for people. The market has been witnessing
growth which is manifold for last few years. Many players have entered the
scenario it has become a challenge for each company to adopt practices that
would help the organization stand out in the market. The competitiveness of
Thus the best services offered to the consumers are result of the genius
brains working behind them. Human Resource in this regard has become an
finances can be easily emulated but the capability, the skills and talent of a
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.
Acknowledgement
Executive Summary
TABLE OF CONTENT
“The art of choosing men is not nearly as difficult as the art of enabling
Definition:-
Objective:-
for the job available in the organization, to select the best applicant who is
It makes possible to choose the right person in the right time at the right
place. It also makes it possible to acquire the number and type of people
policies.
need.
resignation.
authorization to fill it. The next step is careful examination of the job and
organization.
Authorization:
Exclusions:
The policy does not cover the detailed formalities involved after the
SELECTION
Personnel Selection Best Practices:
continue to capture the most attention from staffing scholars. There are
of research and practical applications. Rather than review all this research,
Article 1: Pre-selection:
accordance with the present procedures. The call for expressions of interest
2. The Director of the Agency shall prepare and organize the work for the
members of the FRA Management Board may attend the pre-selection panel
as observers.
4. The pre-selection panel shall then assess each eligible candidate according
Form’ for each candidate which will include a short comment, highlighting
5. The Director shall present the results of the pre-selection process to the
ineligible.
Article 2: Selection:
1. The Executive Board shall assess all the candidates on the basis of the
• The need that the specialist fields of the members of the Scientific
3. The Executive Board shall submit to the Management Board a list of most
eligible candidates. This list should include more than eleven and fewer than
twenty-two names. This list will also include merit points and a conclusion
candidate.
4. The Chair of the Executive Board shall present the results of the selection
ineligible.
5. The Agency services shall provide technical and logistic support for the
selection process.
Article 3: Appointment:
on a reserve list.
renewable.
3. The reserve list shall be valid for the duration of the term of the
Management Board shall appoint a new member from the reserve list.
The filling in of a vacancy shall be for the rest of the duration of the
Recruitment and selection are the two phases of the employment process.
selection involves the series of steps by which the candidates are screened
more and more employees to apply in the organization WHEREAS the basic
PROCESS
Identify vacancy
Short-listing
Arrange interviews
1.0 Scope
Recruiting and selecting the right people is paramount to the success of the
IPCC and its ability to retain a workforce of the highest quality. This
possible, that the best people are recruited on merit and that the recruitment
1.2 Form
• Review the job description to ensure that it meets the present and future
requirements.
job description.
• Make appointment.
recruitment process.
3.0 Recruitment and Selection Provisions
What value does it add to the team and to the delivery of service?
Executive’s approval.
If so, the grade for the job and the person specification may need to be re-
Is job-sharing an option?
normally be used to fill permanent posts. Agency staff may be used to cover
Managers need to design the selection process they will use, giving
mindful of:
• The requirement that the panel consists of at least two people, and if
• The requirement that at least one panel member has received training on
Resources.
discrimination legislation
• The willingness and ability of potential panel members to attend all
Panel members must be satisfied that their relationship with any candidate:
effectively measures the job criteria, is relevant, reliable, fair and unbiased –
useful tool and are recommended for use. Managers should seek advice from
HR on the use of such tests .All psychometric tests used in selection must be
3.3. Advertising
websites like RD, you can guarantee that the people using the service have
an interest in your field. As more and more people turn to online means for
their information and service needs, an active web presence is vital for any
and adding the clout already held by Australia's leading industry news
provider, Specialist News, ads placed with RD are a great way to generate
brand.
outline have been sent electronically to the Recruitment Office. These will
and thus
NHS jobs are the medium for externally advertised vacancies in the first
the Request to Fill Form in the event that no appointment has been made
from advertising in the Vacancy bulletin and NHS jobs.. If the recruiting
manager wishes to advertise in more than 1 journal, he/she will agree to fund
not necessary to pay for expensive advertising space, when Job Centre plus
and circulated throughout the Trust and to specific organizations. The aim of
the advertisement is to attract suitable candidates only, at the least cost. The
information it should contain is taken largely from the job description and
• Job title
job
A. Looking Inside:
B. External Search:
• Advertising -
• Minimum qualifications
I. A resume
The object is to reach good candidates who are happily and productively
employed elsewhere, but who may be open for a change. The recommended
B) Area newspapers
file at the end of the search in the Human Resources office. An EEO Data
completed, this form remains separate from the candidate’s application and
2. Recruit through posters: You often can arrange to display your posters
large offices. Ask to speak with the decision makers. Make a brief statement
could have a brief program description on one side and explain why you
3.4. Applications:
A file will be set up for each individual vacancy and held in the Recruitment
• Application Form
hours.
Forms prior to short listing and retained by the Recruitment Office The
must be familiar with the job description, person specification and KSK
outline.
Short listing must be based only on the information given in the application,
discrimination.
If there are large numbers of candidates meeting all the criteria for the job, it
will be necessary to examine the degree to which each candidate meets the
application, demonstrate the greatest ability to meet the criteria which can be
tested at short listing stage. Any potentially suitable candidates who have
disabilities with skills and abilities which broadly match the job description
external candidates.
a third party not involved in the immediate area should be involved in the
selection process and interview process. This will help to ensure, and be
seen to ensure, that fairness is maintained and that a person is selected on
merit. A late application will be a genuine reason for not short listing a
six/eight.
3.6. Interview
Interview”
Structured Interviews
Unstructured Interviews
Structured Interviews:
“One type that has been widely studied and is considered relatively
Unstructured Interviews:
In which interviewer asks those questions which are not pre- defined which
ask randomly.
The development of questions from incidents is part of the art or, at least, the
first, and then the incidents that best represent the dimensions are turned into
questions.
You may as well toss a coin’ Professor Eysenck's opinion on the validity of
seems likely to remain as the principle selection device despite its faults. To
sharpen the effectiveness of the interview the panel should ask the candidate
to give a presentation. This offers the chance for the candidate to show what
they have achieved, show how they hope to fit in and illustrate their
mean.
formal and held round a table. Spacing and lighting are also important. The
candidate should not be asked to walk miles to their seat, nor blink into the
silhouettes of the interview panel against a window. The chairman should
make the candidate welcome introduce the panel by name, and say whom
they represent.
A. Problem questions:
These suggest a situation specific to the job where the candidate must show
their capacity to, for example, priorities tasks under pressure. What was your
most challenging situation in the last year and how did you deal with it?
B. Open questions:
‘Tell me about….’
C. Probing questions:
‘Why do you want to leave your present job’ or ‘What was your worst
moment there?’
D. Closed questions:
These interrupt the information low in order for the interviewer to redirect it
to a new topic.
At the end consider if you have gathered the information necessary for a
the candidate, to question the panel, or offer the information on areas such as
• Each panel member should rank the candidates without conferring with
This produces a dull un progressive unit. On the other hand Einstein might
References have greater value as a negative test rather than a positive one to
Screening Interviews:
These are usually shorter interviews used for the purpose of conducting a
brief evaluation of a Candid ate. Successful candidates are asked back for a
Telephone Interviews:
disorienting experience mainly because neither party can see each other.
Hence you need to rely on verbal cues from the interviewer as well as
demonstrating a lot of enthusiasm, clarity and positive tone with your voice.
you are entitled to have at least a day’s notice to prepare. Find a quiet
comfortable place where you can ensure there won’t be any interruptions.
After a first interview you may be asked to a second interview which is often
on-site with the employer. Panels consist usually of 2-3 people, often from
Ensure you address all panel members equally. These interviews are
challenging. The Careers Centre has a range of tips and resources to help
three issues:
• Can you do the job? Do you have the qualifications and/or skills?
• Will you fit in? Could they work with you? Do you get on well with
people?
Competency-Based Interviews:
Give me some examples about when you have had to handle difficult people.
• Achievement drive
What would be the best example of you giving a project or piece of work
your absolute best effort and being disappointed by the outcome? What
• Flexibility
Tell us about a time when you have had to adapt quickly to substantially
• Analytical thinking
Describe a project that you have worked on that has required a high level of
3.7. Selection
After interview process the require candidate is selected for a job. Panel
Role of Recruiter
WHY YOU SHOULD USE A RECRUITER:
Executive Recruiters hold the keys to the "hidden job market" - career
great influence within the hiring organization, and it's important for
1. Jobseekers do not pay fees to search firms. Instead, the companies that
hire recruiters to fill a position pay for their services. This fee is calculated
using the starting salary of the position, and can range from 15%-35% of
that salary. Be wary of any recruiter who asks you to pay them a fee…If you
are asked to pay a fee for job placements services, please let us know
immediately.
2. There are two types of search firms - Retained and Contingency. While
both types charge fees only to the hiring organization, it is important to note
the differences. When the hiring company retains a recruiting firm, that firm
is paid regardless of the results of the search. Retained firms are typically
Over the last few years the "search" industry has gone through some
is absolutely in your best interest to gain exposure among search firms who
fill positions in your industry, function and salary range, no matter where
Angeles as in Boston. That being said, it's much easier to network with local
recruiters and they can be an invaluable resource when penetrating the local
4. Some search firms specialize, while others don't. To make your search as
your respective industry and/or specialize in your job function. As you begin
to network with these specialized recruiters you'll find they are very much
aware of where opportunities exist within the micro hiring "economies" of
Next, identify all of the communication channels that make sense for the
firms and recruiters you've identified. The firm may offer an online
mechanism for posting and/or sending your resume and cover letter. Review
the firm's website for job opportunities currently under research, and
establish the preferred communication medium for that firm. In all cases,
individual recruiter.
make sure your cover letter and resume/CV are both positioned
appropriately for the areas of expertise in which the recruiter works. Keep in
mind that recruiters are not career managers. They may not have the
resume, so make sure they're tight before you send them. After providing
attempt. What you're striving for is a personal contact from the recruiter.
level.
When contacted by a recruiter treat them as though they are the hiring
lot of talent. Remember, the recruiter doesn't work for you so don't expect
the "hiring cycle" can take anywhere from two days to two years! In either
case though, most positions secured through executive recruiters fit into the
The study will broaden our understanding the affect of independent variables
variable which is Recruitment and Selection Process. Current study will add
Theoretical Framework
Recruitment
Sources
Recruitment
and Selection
Interviews Process
Recruiters
Independent Variable Dependent Variable
RESEARCH METHODOLOGY
The study will be conducted to achieve the aforesaid objectives including
The research process that will be adopted in the present study consists of the
following stages:-
RESEARCH was found to be most suitable. This kind of research has the
main area where the problem lies and also tries to evaluate some appropriate
courses of action.
PRIMARY SOURCES-
The data required for the study has been collected from-
QUESTIONNAIRE survey among the official’s employees.
SECONDARY SOURCES-
Internet, websites
Organizational Reports
Case Studies
Business magazines
Books
SAMPLE SIZE
SAMPLE AREA
Kota
MODE OF ANALYSIS
The instrument used for data collection was in the form of questionnaire.
The questionnaire was used as it facilitates the tabulation and analysis of the
time?
Q.2 On average, how many hours does the HR staff spend on each
recruitment?
1-5 20.3%
6-10 21.6%
16-20 10.8%
21-30 11.7%
31-40 6.1%
Q.3 Average time it takes from notification of vacancy until new hire reports
to work:
IT jobs – 48 days
CONCLUSION
This study suggest that when Recruitment and Selection Process is properly
established and implemented then organization will must grow because all
skillful then cost will reduce and organization must grow. All the study has
prove the fact there is directly and indirectly relationship is present between
these variables and these variables affect on the Recruitment and Selection
and Recruiters are all very important in the Recruitment and Selection
Process because by the missing of any one factor there is chance the whole
are no doubt others factors also affect on the Recruitment and Selection
Process but these are main and require more attention. That is why I choose
these variables.
BIBLIOGRAPHY
WEBSITE
www.scribd.com
MAGAZINES
Business India
Business World
SEARCH ENGINES
www.google.co.in
QUESTIONNAIRE
Designation……………………………………………………………………
Department…………………………………………………………………....
Contact no…………………………………………………………………….
Q.1) Recruitment & Selection Process is Effective for the Organizational
objectives?
1 2 3 4
1 2 3 4
Q.3) Do you think best source increase the efficiency on all organization
department?
1 2 3 4
a) Internal
b) Consultants
c) Print Media
d) Electronic Media
e) Others
1 2 3 4
1 2 3 4
1 2 3 4
a) Structured
b) Unstructured
c) Problem questions
e) others
Q.11) Better Result of R & S can be increase by Interviews?
a) Structured
b) Unstructured
c) Problem questions
e) others
1 2 3 4
1 2 3 4
1 2 3 4
1 2 3 4
Signature