Recruitment & Selection Process Project Report

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  Visithrmba.blogspot.comfor more projectreports, ppt, notes etc. INTRODUCTION The human resources are the most important assets of an organization.The success or failure of an organization is largely dependent on the caliber of the people working therein. Without positive and creative contributionsfrom people, organizations cannot progress and prosper. In order to achievethe goals or the activities of an organization, therefore, they need to recruit people with requisite skills, qualifications and experience. While doing so,they have to keep the present as well as the future requirements of theorganization in mind.Recruitment is distinct from Employment and Selection. Once therequired number and kind of human resources are determined, themanagement has to find the places where the required human resourcesare/will be available and also find the means of attracting them towards theorganization before selecting suitable candidates for jobs. All this process isgenerally known as recruitment. Some people use the term “Recruitment”for employment. These two are not one and the same. Recruitment is onlyone of the steps in the entire employment process. Some others use the termrecruitment for selection. These are not the same either. Technicallyspeaking, the function of recruitment precedes the selection function and itincludes only finding, developing the sources of prospective employees andattracting them to apply for jobs in an organization, whereas the selection isthe process of finding out the most suitable candidate to the job out of thecandidates attracted (i.e., recruited).Formal definition of recruitment wouldgive clear cut idea about the function of recruitment. DEFINITIONS Recruitment is defined as, “a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employeffective measures for attracting that manpower in adequate numbers tofacilitate effective selection of an efficient workforce.” Edwin B. Flippodefined recruitment as “the process of searching for prospective employeesand stimulating them to apply for jobs in the organization.” Recruitment is a‘linking function’-joining together those with jobs to fill and those seeking   jobs. It is a ‘joining process’ in that it tries to bring together job seekers andemployer with a view to encourage the former to apply for a job with thelatter.In order to attract people for the jobs, the organization mustcommunicate the position in such a way that job seekers respond. To be costeffective, the recruitment process should attract qualified applicants and provide enough information for unqualified persons to self-select themselvesout.Thus, the recruitment process begins when new recruits are soughtand ends when their applications are submitted. The result is a pool of applicants from which new employees are selected. PURPOSES AND IMPORTANCE The general purpose of recruitment is to provide a pool of potentiallyqualified job candidates. Specifically, the purposes are to: ã Determine the present and future requirements of the organization inconjunction with its personnel-planning and job-analysis activities. ã Increase the pool of job candidates at minimum cost. ã Help increase the success rate of the selection process by reducing thenumber of visibly, under qualified or overqualified job applicants. ã Help reduce the probability that job applicants, once recruited andselected, will leave the organization only after a short period of time. ã Begin identifying and preparing potential job applicants who will beappropriate candidates. ã Induct outsiders with a new perspective to lead the company. ã Infuse fresh blood at all levels of the organization. ã Develop an organizational culture that attracts competent people tothe company. ã Search or head hunt/head pouch people whose skills fit the company’svalues. ã Devise methodologies for assessing psychological traits. ã Search for talent globally and not just within the company. ã Design entry pay that competes on quality but not on quantum. ã Anticipate and find people for positions that do not exist yet.  ã Increase organizational and individual effectiveness in the short termand long term. ã Evaluate the effectiveness of various recruiting techniques andsources for all types of job applicants.Recruitment represents the first contact that a company makes with potential employees. It is through recruitment that many individuals willcome to know a company, and eventually decide whether they wish to work for it. A well-planned and well-managed recruiting effort will result in high-quality applicants, whereas, a haphazard and piecemeal effort will result inmediocre ones. High-quality employees cannot be selected when better candidates do not know of job openings, are not interested in working for thecompany and do not apply. The recruitment process should inform qualifiedindividuals about employment opportunities, create a positive image of thecompany, provide enough information about the jobs so that applicants canmake comparisons with their qualifications and interests, and generateenthusiasm among the best candidates so that they will apply for the vacant positions.The negative consequences of a poor recruitment process speak volumesabout its role in an organization. The failure to generate an adequate number of reasonably qualified applicants can prove costly in several ways. It cangreatly complicate the selection process and may result in lowering of selection standards. The poor quality of selection means extra cost ontraining and supervision. Furthermore, when recruitment fails to meet theorganizational needs for talent, a typical response is to raise entry-level payscales. This can distort traditional wage and salary relationships in theorganization, resulting in avoidable consequences. Thus, the effectiveness of a recruitment process can play a major role in determining the resources thatmust be expended on other HR activities and their ultimate success. SUB-SYSTEMS OF RECRUITMENT The recruitment process consists of the following four sub-functions:- ã Finding out and developing the sources where the required number and kind of employees will be available. ã Developing suitable techniques to attract the desirable candidates.  ã Employing the techniques to attract candidates. ã Stimulating as many candidates as possible and asking them to applyfor jobs irrespective of the number of candidates required.Management has to attract more candidates in order to increase theselection ratio so that the most suitable candidate can be selected out of thetotal candidates available. Recruitment is positive as it aims at increasing thenumber of applicants and selection is somewhat negative as it selects thesuitable candidates in which process; the unsuitable candidates areautomatically eliminated. Though, the function of recruitment seems to beeasy, a number of factors make performance of recruitment a complex one. FACTORS AFFECTING RECRUITMENT The following are the 2 important factors affecting Recruitment:-1)INTERNAL FACTORS ã Recruiting policy ã Temporary and part-time employees ã Recruitment of local citizens ã Engagement of the company in HRP ã Company’s size ã Cost of recruitment ã Company’s growth and expansion2) EXTERNAL FACTORS ã Supply and Demand factors ã Unemployment Rate ã Labour-market conditions ã Political and legal considerations ã Social factors ã Economic factors ã Technological factors
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