Final Report by Ekta Locked

7/31/2019 Final Report by Ekta Locked

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Pacific Institute of Management

Udaipur

AREPORT ON

Recent Trends inRecruitment

For the partial fulfillment for degree of Masters inBusiness Administration

2010-2012

Submitted to:Submitted by:

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Miss Ankita Gandhi Ekta Jain

SEM : II

ACKNOWLEDGMENT

With sense of pride I like to place profound thanks to all those who helped me to

complete this report.

Firstly, I am deeply indebted to our distinguished Director, Prof. B.P.Sharma for

his guidance to fulfill my resources in course of the study. Without him this Report

work would have not been possible. I will remain ever indebted to him for his

expert guidance, constant encouragement, incessant discussions and everlasting

moral support.

I place my sincere thanks to Miss Ankita Gandhi for giving me constant

guidelines regarding the topic , for encouraging me, and for his friendly support,

untiring help , concern throughout my work and extreme patience to explain the

details to pace up my report step by step. I am also grateful to Pacific Instituteof Management.

I also want to thank my colleagues who helped me and coordinated with me

throughout my project report.

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Index

Chapter No. TopicsPage No .

Chapter 1 Introduction to Recruitment6-7

Chapter 2 Purpose & Importance of Recruitment 9-10

Chapter 3 Recruitment scenario in IndianIndustry 12-13

Chapter 4 Process of Recruitment15-16

Chapter 5 Sources of Recruitment17-21

Chapter 6 Factors affecting Recruitment23-24

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Chapter 7 Latest Trends in Recruitments26-29

Conclusion

30Bibliography

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Summary

Today, in every organization personnel planning as an activity is necessary. Itis an important part of an organization. Human Resource Planning is a vitalingredient for the success of the organization in the long run. There arecertain ways that are to be followed by every organization, which ensuresthat it has right number and kind of people, at the right place and right time,so that organization can achieve its planned objective.

The objectives of Human Resource Department are Human ResourcePlanning, Recruitment and Selection, Training and Development, Careerplanning, Transfer and Promotion, Risk Management, Performance Appraisaland so on. Each objective needs special attention and proper planning andimplementation. For every organization it is important to have a right personon a right job. Recruitment plays a vital role in this situation. Shortage of skills and the use of new technology are putting considerable pressure onhow employers go about Recruiting staff. It is recommended to carry out astrategic analysis of Recruitment procedure. With reference to this context,this project is been prepared to put a light on Recruitment process and newtrends.

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This project includes study of 5 companies Caf coffee Day, Mc- Donalds,Secure Meters, Miraj and Lipidata. And also include Meaning and Definition of Recruitment, Need and Purpose of Recruitment, Recruitment Tips andconclusion.

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Chapter 1:An Introduction to

Recruitment

Definition:

According to Edwin B. Flippo, Recruitment is the process of searching thecandidates for employment and stimulating them to apply for jobs in theorganization. Recruitment is the activity that links the employers and the

job seekers. A few definitions of recruitment are:

A process of finding attracting capable applicants for employment. The process begins when new recruits are sought and ends whentheir applications are submitted. The result is a pool of applicationsfrom which new employees are selected.

It is the process to discover sources of manpower to meet therequirement of staffing schedule and to employ effective measure for

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attracting that manpower in adequate numbers to facilitate effectiveselection of an efficient working force.

Recruitment of candidates is the function preceding the selection, whichhelps create a pool of prospective employees for the organization so that

the management can select the right candidate for the right job from thispool. The main objective of the recruitment process is to expedite theselection process.

Recruitment is a continuous process whereby the firm attempts todevelop a pool of qualified applicants for the future human resources needseven though specific vacancies do not exist. Usually, the recruitmentprocess starts when a manger initiates an employee requisition for aspecific vacancy or an anticipated vacancy.

RECRUITMENT NEEDS ARE OF THREE TYPES:

1. PLANNEDi.e. the needs arising from changes in organization and retirementpolicy.

2. ANTICIPATEDanticipated needs are those movements in personnel, which anorganization can predict by studying trends in internal and externalenvironment.

3. UNEXPECTEDResignation, deaths, accidents, illness give rise to unexpected needs.

Recruitment individuals to fill particular posts within a business can be done

either internally by recruitment within the firm, or externally by recruitingpeople from outside.

The advantages of internal recruitment are that:

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Chapter 2:

Purpose & Importance of Recruitment

For any company, regardless of size and the current economic environment,

the ability to recruit and retain qualified, productive employees is critical.While the two tasks are often considered separately, they are, in truth, tied

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together. Effective recruitment can help to boost the ability to retainemployees once they are hired and on the job.

The general purpose of recruitment is to provide a pool of potentiallyqualified job candidates. Specifically the purpose is to:

1. Determine the present and future requirements of the firm inconjunction with its personal-planning and job analysis activities.

2. Increase the pool of job candidates at minimum cost.

3. Help increase the success rate of selection process by decreasingnumber of visibly under qualified or overqualified job applicants.

4. Help reduce the probability that job applicants once recruited andselected will leave the organization only after a short period of time.

5. Meet the organizations legal and social obligations regarding thecomposition of its workforce.

6. Begin identifying and preparing potential job applicants who will beappropriate candidates.

7. Increase organization and individual effectiveness of variousrecruiting techniques and sources for all types of job applicants.

8. Evaluate the effectiveness of various recruiting techniques andsources for all type of job applicants.

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Recruitment represents the first contact that a company makes withpotential employees. It is through recruitment that many individuals willcome to know a company, and eventually decide whether they wish to workfor it. A will-planned and well-managed recruiting effort will result in high-quality applicants.

A recruiting program helps the firm in at least four ways:

Attract highly qualified and competent people.

Ensure that the selected candidates stay longer with thecompany.\

Make sure that there is match between cost and benefit.

Help the firm create more culturally diverse work-force.

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Chapter 3:

Recruitment scenario in Indianindustry

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Entire scenario in changing fast.GDP of the country is riding andcontribution of service sector is now more than half to GDP whereas

contribution of agriculture sector is less than 20%.This has made andcreated millions of job in services sector, manufacturing sector and othersectors. Today employment is not an issues (Tourism sector-20 millions job,retail sector 10-15 million, Banking sector 1.1 million, oil and gas 2.3millions, Gems and jewelery 3.16 millions, health care 3.1 millions,Horticulture 2.6 millions, Khadi 1.9 millions, media and entertainment 1million, Tobacco and tobacco products 6,4 millions, railways 1.9 millions,State transport 2.3 millions, food 2.1 millions) but human resource availableagainst this not at par. Organization is trying all the way to get good humanresource. So the Recruitment and selection plays vital role in the success of an organization.

Recruitment Policy of a Company

In todays rapidly changing business environment, a well definedrecruitment policy is necessary for organizations to respond to its humanresource requirements in time. Therefore, it is important to have a clear andconcise recruitment policy in place, which can be executed effectively torecruit the best talent pool for the selection of the right candidate at the

right place quickly. Creating a suitable recruitment policy is the first step inthe efficient hiring process. A clear and concise recruitment policy helpsensure a sound recruitment process.

It specifies the objectives of recruitment and provides a framework forimplementation of recruitment program. It may involve organizationalsystem to be developed for implementing recruitment programs andprocedures by filling up vacancies 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 suchthat:

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It should focus on recruiting the best potential people. To ensure that every applicant and employee is treated equally with

dignity and respect. Unbiased policy. To aid and encourage employees in realizing their full potential. Transparent, task oriented and merit based selection. Weight age during selection given to factors that suit organization

needs. Optimization of manpower at the time of selection process. Defining the competent authority to approve each selection. Abides by relevant public policy and 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.

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Chapter: 4Process of recruitment

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As was stated earlier, recruitment refers to the process of identifying andattracting job seekers to as to build a pool of qualified job applicants. Theprocess comprises 5 inter-related stages, viz:

1. Planning

2. Strategy Development

3. Searching

4. Screening

5. Evaluation and control

The ideal program is the one that attract relatively larger number of qualified applicants who will survive the screening process and acceptposition with the organization, when offered. The recruitment programcan miss the ideal in many ways:

By finding to attract an adequate applicant pool,

By under/over sailing the firm,

By inadequately screening applicant before they enter to the selectionprocess.

Thus to approach the ideal, individual responsible for therecruitment must know how many and what type of employees areneeded, where and how to look for individual with the appropriatequalification & interest, what inducements to use(or avoid) for varioustype of applicant group how to distinquish the applicant who areunqualified from those who have a reasonable chance of success, andhow to evaluate their work.

The recruitment and selection is the major function of the humanresource department and recruitment process is the first step towardscreating the competitive strength and the strategic advantage for theorganizations. Recruitment process involves a systematic procedure

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from sourcing the candidates to arranging and conducting theinterviews and requires many resources and time. A generalrecruitment process is as follows:

Identifying the vacancy:

The recruitment process begins with the human resource departmentreceiving 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 of required number and type of employees (Advertising etc).

Short-listing and identifying the prospective employee with requiredcharacteristics.

Arranging the interviews with the selected candidates. Conducting the interview and decision making.

Recruitmentprocess

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Chapter 5:Sources of recruitment

Sources of Recruitment:

Every organization has the option of choosing the candidates for itsrecruitment processes from two kinds of sources: internal andexternal sources. The sources within the organization itself (liketransfer of employees from one department to other, promotions) tofill a position are known as the internal sources of recruitment.Recruitment candidates from all the other sources (like outsourcingagencies etc.) are known as the external sources of recruitment.

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SOURCES OF RECRUITMENT

Internal sources:

TRANSFERS

The employees are transferred from one department toanother according to their efficiency and experience.

PROMOTIONS The employees are promoted from one department toanother with more benefits and greater responsibility basedon efficiency and experience.

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Others are Upgrading and Demotion of presentemployees according to their performance.

RETIRED AND RETRENCHED EMPLOYEES may also berecruited once again in case of shortage of qualifiedpersonnel or increase in load of work. Recruitment suchpeople save time and costs of the organizations as thepeople are already aware of the organizational culture andthe policies and procedures.

The dependents and relatives of Deceased employees

and Disabled employees are also done by manycompanies so that the members of the family do not becomedependent on the mercy of others.

External sources:

PRESS ADVERTISEMENTSAdvertisements of the vacancy in newspapers and journalsare a widely used source of recruitment. The mainadvantage of this method is that it has a wide reach.

EDUCATIONAL INSTITUTESVarious management institutes, engineering colleges,medical Colleges etc. are a good source of recruiting wellqualified executives, engineers, medical staff etc. Theyprovide facilities for campus interviews and placements. Thissource is known as Campus Recruitment.

4. PLACEMENT AGENCIESSeveral private consultancy firms perform recruitmentfunctions on behalf of client companies by charging a fee.

These agencies are particularly suitable for recruitment of executives and specialists.

5. EMPLOYMENT EXCHANGESGovernment establishes public employment exchanges

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throughout the country. These exchanges provide jobinformation to job seekers and help employers in identifyingsuitable candidates.

6. LABOUR CONTRACTORSManual workers can be recruited through contractors whomaintain close contacts with the sources of such workers.

This source is used to recruit labor for construction job.

7. UNSOLICITED APPLICANTSMany job seekers visit the office of well-known companies ontheir own. Such callers are considered nuisance to the dailywork routine of the enterprise. But can help in creating thetalent pool or the database of the probable candidates forthe organization.

8. EMPLOYEE REFERRALS / RECOMMENDATIONSMany organizations have structured system where thecurrent employees of the organization can refer their friendsand relatives for some position in their organization. Also,

the office bearers of trade unions are often aware of thesuitability of candidates. Management can inquire theseleaders for suitable jobs. In some organizations these areformal agreements to give priority in recruitment to thecandidates recommended by the trade union.

9. RECRUITMENT AT FACTORY GATEUnskilled workers may be recruited at the factory gate thesemay be employed whenever a permanent worker is absent.More efficient among these may be recruited to fillpermanent vacancies

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Chapter 6:

Factors affecting

Recruitment

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The recruitment function of the organizations is affected and governed by amix of various internal and external forces. The internal forces or factors arethe factors that can be controlled by the organization. And the externalfactors are those factors which cannot be controlled by the organization.

The internal and external forces affecting recruitment function of anorganization are:

Factors Affecting

Recruitment

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External factors: external forces are the forces which cannot becontrolled by the organization. The major external forces are:

SUPPLY AND DEMAND The availability of manpower both within and outside the organizationis an important determinant in the recruitment process. If thecompany has a demand for more professionals and there is limitedsupply in the market for the professionals demanded by the company,then the company will have to depend upon internal sources byproviding them special training and development programs.

LABOUR MARKETEmployment conditions in the community where the

organization is located will influence the recruiting efforts of the organization. If there is surplus of manpower at thetime of recruitment, even informal attempts at the time of recruitinglike notice boards display of the requisition or announcement in themeeting etc will attract more than enough applicants.

IMAGE / GOODWILLImage of the employer can work as a potential constraint forrecruitment. An organization with positive image and goodwill as anemployer finds it easier to attract and retain employees than anorganization with negative image. Image of a company is based onwhat organization does and affected by industry. For example financewas taken up by fresher MBAs when many finance companies werecoming up.

POLITICAL-SOCIAL- LEGAL ENVIRONMENTvarious government regulations prohibiting discrimination in hiringand employment have direct impact on recruitment practices. Forexample, Government of India has introduced legislation forreservation in employment for scheduled castes, scheduled tribes,physically handicapped etc. Also, trade unions play important role inrecruitment. This restricts management freedom to select thoseindividuals who it believes would be the best performers. If thecandidate cant meet criteria stipulated by the union but unionregulations can restrict recruitment sources.

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UNEMPLOYMENT RATEOne of the factors that influence the availability of applicants is thegrowth of the economy (whether economy is growing or not and itsrate). When the company is not creating new jobs, there is oftenoversupply of qualified labor which in turn leads to unemployment.

COMPETITORS The recruitment policies of the competitors also affect therecruitment function of the organizations. To face the competition,many a times the organizations have to change their recruitmentpolicies according to the policies being followed by the competitors.

Internal factors : The internal forces i.e. the factors which can becontrolled by the organization are:

RECRUITMENT POLICY The recruitment policy of an organization specifies the objectives of recruitment and provides a framework for implementation of recruitment program. It may involve organizational system to bedeveloped for implementing recruitment programs and procedures byfilling up vacancies with best qualified people.

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.

HUMAN RESOURCE PLANNINGEffective human resource planning helps in determining the gapspresent in the existing manpower of the organization. It also helpsin determining the number of employees to be recruited and whatqualification they must possess.

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SIZE OF THE FIRM The size of the firm is an important factor in recruitment process. If the organization is planning to increase its operations and expand itsbusiness, it will think of hiring more personnel, which will handle itsoperations.

COSTRecruitment incur cost to the employer, therefore, organizations tryto employ that source of recruitment which will bear a lower cost of recruitment to the organization for each candidate.

GROWTH AND EXPANSIONOrganization will employ or think of employing more personnel if it isexpanding its operations.

Chapter 7:

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Latest Trends inRecruitment

As the recruitment landscape is a rolling one, and as this industrycontinually redefines itself in anticipation of hiring needs, As Gen Yers walkacross the graduation stage and into the workforce, they bring their techsavvy, their desire for varied and challenging experiences, and their hungerfor community. And they think that their workplace should celebrate it all.Fact is, its a generation thats changing the game and once the word is out,retention woes morph into recruitment challenges there are many newways and ideas open for the companies now days, let us discuss some of them here to get a better understanding on there role in recruitment:

Mobile advertising

The use of text messaging, video, and audio on cell phones and PDAsis quickly changing how you can reach and influence prospectivecandidates. It is very essential to develop compelling creativeconcepts and choose the appropriate media method for putting yourmessage in front of the audience you want to engage.

Video and audio streaming

People consume information way beyond fm and TV broadcast now. The use the Internet, PCs as well as mobile-communication devices

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have increased ever since for the recruitment also. As radio, TV,computers, and phones converge into new communication tools,recruitment advertisers have a practical means for becomingassociated with highly visible, mainstream programming. If utilized inan efficient manner this is an increasingly popular communicationmethod.

Social networking

Web sites such as MySpace, Face book, and LinkedIn can be valuablevenues for reaching specialized markets, especially when you need tohire college students and recent graduates. After analyzing yourculture, recommend, and implement an effective combination of social-networking sites for your recruitment and employer-brandingcampaigns.

Media migration

Media use by prospective employees for job information and generalentertainment is changing. It is moving to new venues with theintroduction and evolution of appliances such as PDAs, cell phones,and interactive media like social networking sites and blogs.

Employer branding

As a means for differentiation and building realistic and favorableperceptions in candidates minds, employer branding is one of themost valuable tools in the recruitment space.

Search engine When your target audience does an Internet search,wouldnt it be great to have your ad message placed in a highlyvisible position? You can and better yet only pay based on thenumber of click-through your message attracts. Tap our expertise to

recommend keywords, monitor activity, and make the best possibleuse of this cost-effective medium.

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Behavioral targetingReach the bulk of Internet users who do not look at job boards. Bystudying the behaviors of your target audience, conveying therecruitment messages to passive/impulsive candidates while they usethe Internet for news, entertainment, information, or personalcommunication on sites other than job boards. The only people whowill see you ads will be qualified prospects those who meet your pre-selected criteria, such as skill sets or geography.

Contextual advertisingPlace your recruitment message or posting on Internet pages relatedto your desired audience, next to relevant content. Tap our expertiseand resources to pursue this excellent means of enhancing yourimage, impacting your brand, and improving targeted applicantflow.Whether youre trying to reach a broad audience or a focusedone, you need a guide to navigate a constantly moving medialandscape.

Internships

The statistic is widely quoted: Less than half of companies offeringinternships to todays college students actually convert the interns to

full-time hires. And much of the lag is not for lack of talent. Theres aloss of connection at some point in the process; or perhaps there wasnever much deliberateness to connect at the outset. We envision aprocess thats a bit more intentional. After all, an investment inpeople is one of potential. Campus recruitment, bulk recruitments,summer trainings are the right way of recruitment through this.

Mentoring programs

Done well, mentoring programs can create powerful connectionsbetween members of differing generations, enhance engagement,and bolster retention. If employees are being challenged, feel theyretruly valued, and are connecting with the community, then top dollarbecomes less of a motivating factor. In fact, in a recent Fortuneranking of 20 Great Employers for New Grads, highly structuredmentoring programs or entry-level training programs were commonamong the majority of those selected.

Outsourcing:

The recruitment is one of the leading functions that organizationoutsourced. External service providers are conducting all or parts of

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clients' recruitment services. This practice is very common today andwidely accepted in the Industry. This practice will help theorganization in reducing time and costs in recruitment.

Head Hunting and Poaching: Head Hunting means you attract theemploy of your choice from competitors by the way offering lucrativepackages for beginning the work for your organization. Poachingmeans intended to offer job who are already working with anotherorganization and which is known. Indian retail and software sector arefacing this serious brunt of poaching today. This is very common inBFI sector for gaining immediate advantages. Various implicationpresents in this process cracking of relationship and offeringunrealistic salary for immediate gain.

E recruitment:

Internet has created revolution in recruitment and selection process.Career with us or Job @organization is common button on Companieswebsite .Today aspirants having global mindset and information onopening are available online with placement consultant website,companies website, city line websites and other portal. Organizationare collecting database whole of the year through this and excursing

this to its level best. This will help in time and money cost for thecompanies and for aspirants it is easier to access it on 24/7.

The buzzword and the latest trends in recruitment is the E-Recruitment. Also known as Online recruitment, it is the use of technology or the web based tools to assist the recruitment process.

The tool can be either a job website like naukri.com, theorganizations corporate web site or its own intranet. Many big andsmall organizations are using Internet as a source of recruitment.

They advertise job vacancies through worldwide web.

The job seekers send their applications or curriculum vitae (CV) through ane-mail using the Internet. Alternatively job seekers place their CVs inworldwide web, which can be drawn by prospective employees dependingupon their requirements.

The internet penetration in India is increasing and has tremendouspotential. According to a study by NASSCOM Jobs is among the topreasons why new users will come on to the internet, besides e-mail. There

are more than 18 million resumes floating online across the world.

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The two kinds of e- recruitment that an organization can use is

Job portals i.e. posting the position with the jobdescription and the job specification on the job portal andalso searching for the suitable resumes posted on the sitecorresponding to the opening in the organization.

Creating a complete online recruitment/application sectionin the companies own website. - Companies have added anapplication system to its website, where the passive jobseekers can submit their resumes into the database of theorganization for consideration in future, as and when theroles become available.

Resume Scanners: Resume scanner is one major benefit providedby the job portals to the organizations. It enables the employees toscreen and filter the resumes through pre-defined criterias andrequirements (skills, qualifications, experience, payroll etc.) of the

job.

Job sites provide a 24*7 access to the database of the resumes to theemployees facilitating the just-in-time hiring by the organizations. Also, the

jobs can be posted on the site almost immediately and is also cheaper than

advertising in the employment newspapers. Sometimes companies can getvaluable references through the passers-by applicants. Onlinerecruitment helps the organizations to automate the recruitment process,save their time and costs on recruitments.

Online recruitment techniques

Giving a detailed job description and job specifications in the jobpostings to attract candidates with the right skill sets andqualifications at the first stage.

E-recruitment should be incorporated into the overall recruitmentstrategy of the organization.

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A well defined and structured applicant tracking system should beintegrated and the system should have a back-end support.

Along with the back-office support a comprehensive website toreceive and process job applications (through direct or onlineadvertising) should be developed.

Therefore, to conclude, it can be said that e-recruitment is the Evolvingface of recruitment.

Recommendations & Conclusion

Recruitment is essential to effective Human Resources Management. It is

the heart of the whole HR systems in the organization. The effectiveness of

many other HR activities, such as selection and training depends largely onthe quality of new employees attracted through the recruitment the

recruitment. In todays highly competitive labor market, traditional

recruiting and retention strategies just dont seem to be as effective as they

once were.

These recent trends create a talent pool of candidate to enable the

selection of best candidate in a very lesser time along with the lesser cost

which increases wealth of the organization. Increase organization and

individual effectiveness of various recruiting techniques and sources for all

types of job applicants.

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Bibliography: K.Aswathappa, Human Resource Management, New Delhi, Tata

McGraw Hill Education private Limited, 2009 Chris Hendry, Human Resource Management- A Strategic Approach

to the Employment, B.H contemporary Business Series 1995.

Web sites:

www.hrmguide.com HRM related articles, features on linkswww.ecu.edu.au/library/faculty/fac - HR information

www.hrmguide.net Human resource management

www.hr-topics.com human resource news and releases
http://www.hrmguide.com/http://www.ecu.edu.au/library/faculty/fachttp://www.hrmguide.net/http://www.hr-topics.com/http://www.hrmguide.com/http://www.ecu.edu.au/library/faculty/fachttp://www.hrmguide.net/http://www.hr-topics.com/

Documents

Final Report by Ekta Locked