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CHAPTER- 1
INTRODUCTION OF T-TECH
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INTRODUCTION OF IT TRAINING COMPANY:
It will be my great pleasure to introduce you to the most remarkable subject of LIVE PROJECT
TRAINING in Web Development, Software Development, and Software Testing & Web
Designing. I am pleased that you are interested for visiting this site and I look forward to join us.
I have selected some interesting subjects for our studies and am excited about leading you in this
venture.
Perhaps the most important thing that I learned about taking online courses is that being a
successful student is an exercise in discipline. You have to be self-motivated to get the work
done. My advice to you is to dedicate three or four special blocks of time every week to work on
this course.
Development:
We offer highly trained professionals with all skills required in the field of development with
proficiency. We are working on .NET technology, Java, Open source PHP and SEO with Web
Designing Tag Tools like Photoshop, Dreamweaver +DIV and Flash, etc.
With software projects becoming more complex day by day, clients demand high visibility,
frequent deliveries and smaller iteration cycles and as businesses change so does software.
TT-TECH has grown into a complete IT solutions provider, serving a multitude of companies
from across the India ranging from big corporate to small businesses and even entrepreneurial
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start-ups. We provide a complete range of IT solutions to build, establish and sustain your
web presence. Our mission is not only to make your presence felt on the World Wide Web
but also develop corporate identity for our clients, effectively positioned for internet
marketing.
Our business idea is to make Internet easy and profitable. We do this by being big enough to
offer a broad selection of services and at the same time being small enough to give you
personal services. We start with a planning of a web business solution for you according to
your business needs and give to your business a new height.
We provides solution to make your company grow in the sequence of Web Consultancy,
Personalized Software system, Email Marketing, Customer Services & Technical Support,
Valuable Data Collection and your Precious Web Maintenance.TT-TECH specializes in
developing Internet strategies for the digital economy-building brand, increasing revenue,improving customer loyalty, boosting stock value, improving partnerships and increasing
communication flow.
We offer cost effective, quick, and efficient web development solutions, focused to help our
clients establish competitive advantage. Using development skills in ASP.NET, Java, Flash
8.0, J2EE and other technologies, we engineer powerful and flexible web based.
DEVELOPMENT CONTENTS1. Global Delivery Approach
2. Search Engine Optimization and Web Promotion
3. Mobility Solutions
4. Custom Development Solutions
5. on Line Development
6. Point of sale Application.
7. Complex Application Development.
8. Web hosting & Domain Name Registration
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CONSULTANCY:
Our prestigious people with sound knowledge provide best consultation to make careers.
Skilled and Knowledgeable recruiter of Executive talent
TT-TECH, you get the best HR solutions for different domains in IT. Since our inception, we
have made a mark as one of the most prominent recruitment consultants in India. With theongoing change in the various industries in India, which was initiated in the last decade, because
of the globalization and open market strategies, companies are facing stiffer competitions from
its MNC counterparts. Therefore, they have focused on the intensive business strategies, and a
perfect HR strategy which is one of the most important aspects of a well managed company. This
is why the importance of the recruitment agencies in India is felt in a greater extent these days.
We believe in acquiring in-depth knowledge of the domains of our client, because we understand
that without understanding the business of our clients, we cannot help them in their HR policies.
Therefore, unlike other HR companies in India, we at TT-TECH have decided to narrow the
horizon of our service, so that we can enhance the depth of the service. That is why our
recruitment services are restricted to the IT and ITES sector only. Our extensive network enables
us to source for the right candidates with the right experience and qualifications for our Clients.
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We aim to be your partner and are able to identify and select candidates to fill your requirements
in the technical, managerial and functional roles. With our extensive experience in HR, and
expertise in placing candidates with top MNCs, we will provide customized solutions to your HR
requirements. We make every effort to understand your Organizational needs, current
requirements, market availability as well as the compensation for the positions we take up.
CONTENTS
1. Recruitment solutions
2. Screening solutions
3. Compensation and benefits Outsourcing solutions.
4. Staffing solutions
5. Placement6. CV Writing
7. Mentoring Services
Training in TT-TECH:
TT-TECH's technical training programs are focused to throw light on the best practices.
TRAINING our training feature hands-on tasks and real-world scenarios in few days, you'll be
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more productive and embracing new technology standards. The goal of our training program is
to provide the world with skilled human resources who are competent to practice and provide
solutions in an ever-changing technology world. To attain this goal, TT-TECH uses a robust and
well-researched proven training model. Trainees are exposed to a wide range of professional role
models, mentors, and trainers while in the process they develop a professional identity that is
uniquely their own. Since we always believe that each trainee bring with them their own unique
skills and abilities, training experts recognizes and encourage them to develop and enhance these
while sharing with other trainees. During the training period, our mentors provide an appropriate,
graded sequence of experiential learning activities. Trainees are expected to attain increasing
levels of autonomy and complexity in their progression from the role of student to the role of
entry level professional by the end of the training where as our corporate training programs make
the experienced profession filled with new passion to face the next project challenge with fullconfidence.
Towards this aim, trainees may be asked to engage in a process of personal exploration with their
supervisors and trainers. In this process, mentors will encourage trainees to discuss and reflect
upon how their experiences, personal qualities, and interpersonal dynamics related to their
professional functioning. Mentors take care to create a training relationship characterized by
trust, safety, and respect. They also take care to differentiate between training and supervision.
As such, the focus of the discussion is always directly related to the trainees professional
functioning and development.
We dont have any faculty; we have only currently working professionals to train you.
TRAINING CONTENTS
1. Class room Lectures
2. Technical G D
3. Case studies
4. Project Presentations
5. Interaction with various organization and experts from the Companies
6. Learning by actual doing the work
7. Opportunity to work on real time project
8. Interview Preparation
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FACILITIES :
DEVELOPMENT Global Delivery Approach
Search Engine Optimization and Web Promotion Mobility Solutions Custom Development Solutions On Line Development Point of sale Application. Complex Application Development. Web hosting & Domain Name Registration
CONSULTANCY Recruitment solutions Screening solutions Compensation & benefits Outsourcing solutions. Staffing solutions Placement Point of sale Application. Mentoring Services
TRAINING Class room Lectures Technical G D Case studies Project Presentation. Interaction with various organization and experts from the Companies Learning by actual doing the work Opportunity to work on real time project
Interview Preparation.
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ABOUT US:TT-TECH is providing Software Development, Consultancy and Training Services at
Headquarter in Noida (UP), INDIA. We offer top quality, affordable IT & Recruitment Solutions
to various business and organization. A proper understanding and blend of these elements
enables us to deliver optimized solutions.
OUR VISION:
"To become a center of excellence in the field of Software Development, Training and
Consultancy".
OUR MISSION:
"Our Mission is to achieve excellence in the production and services. We offer, in the method weemploy in the result we produce".
OUR SPECIALIZATION:1. JAVA
2. PHP
3. ORACLE
4. SQT
5. SEO
6. DOT NET
7. C, C++ & DS
8. LINUX
9. WEB DESIGNING
10. PROJECT TRAINING (SIX MONTHS/WEEKS)
We provide best faculties in Industry for IT Services and provide good environment forstudents .
http://www.tttech.net/java.htmlhttp://www.tttech.net/php.htmlhttp://www.tttech.net/oracle.htmlhttp://www.tttech.net/sqt.htmlhttp://www.tttech.net/seo.htmlhttp://www.tttech.net/dotnet.htmlhttp://www.tttech.net/C++.htmlhttp://www.tttech.net/linux.htmlhttp://www.tttech.net/webdesign.htmlhttp://www.tttech.net/register.htmlhttp://www.tttech.net/register.htmlhttp://www.tttech.net/webdesign.htmlhttp://www.tttech.net/linux.htmlhttp://www.tttech.net/C++.htmlhttp://www.tttech.net/dotnet.htmlhttp://www.tttech.net/seo.htmlhttp://www.tttech.net/sqt.htmlhttp://www.tttech.net/oracle.htmlhttp://www.tttech.net/php.htmlhttp://www.tttech.net/java.html7/31/2019 kanika 2016mba
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SWOT ANALYSIS
STRENGTHS:
Global R&D facility. Retention of the man-power is the best in the industry. Impressive list of clientele. Relatively lower receivable compared to the industry average. Diversified skill base across service lines Delivery capabilities & client satisfaction Commitment to go the extra mile Low cost advantage
WEAKNESSES:
Low operating margin. Free floating stock is very less. International market was huge but was underdeveloped Very Small player in global market Limited domain Clients not trusting the capabilities of Indian Software Cos.
OPPORTUNITIES:
In the branded product category. In the consultancy area. In the emerging technology areas like Blue Tooth, Cloud Computing etc. Huge global market Huge potential in domestic market
THREATS:
Increasing cost of human capital. Slowdown in the US economy.
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Will face fierce competition in the areas of e-business. Competition by Indian companies in domestic market Presence of big companies in global market Slowdown in the banking, financial services and insurance (BFSI) sector
SOFTWARE & WEB DEVELOPMENT
TT-TECH has been offering software development, drawn from experience in research, training
and facilitation in the areas of process improvement, product engineering, and quality and
knowledge management. Our holistic approach to process improvement & development is based
on the objective of integrating client, process, and technology, which are critical to the
performance of software.
Our Services
1. Software Application Development
2. Web-based Application Development.
3. E-commerce solution
4. Internet Marketing
5. Graphic designing
6. Point of sale Application7. Complex Application Development
8. Web hosting Domain Name Registration
9. Corporate Training
School/College SolutionEducation system forms the backbone of every nation. The success of this system lies in correct
knowledge dissemination process blended with smooth & efficient functioning of management
system. Then this school solution by TT-TECH plays a very crucial role in streamlining thewhole system of education.
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HR Solution
While many organization are accustomed to a paper-heavy process to organize their Human
Resource, HR Solution through the use of an automated System.
Customer Support Solution
Customer Support Solution (CSS) allows manufacturing and distribution company to deliver
world-class customer service efficiently, accurately, and consistently. CSS allows you to manage
all aspects of customer service.
Multilevel Marketing Solution Multipoint Billing Solution
Automobile Service Station Solution Departmental Chain Solution
MAJOR COMPETITORS
APNA SOLUTION:
To Apna Solution based in INDIA is a unique professional graphic and web design and
development company providing innovative business solutions. Apna Solution was founded with
a team of entrepreneurs, marketing experts, developers and designers with many years
collaborative experience in the IT web solutions industry. Our web development services have
helped several businesses in developing highly interactive websites characterized by high end
web applications. Our vast expertise in the arena of web development services has left an
impeccable track record which can help you develop a winning website for your business .Our
expertise of more than 5 years in delivering web design services and web development services
has led us to become one of the trusted web partners of companies all over the globe. So,
whether you need individual web design services or web development for your company, we are
here to help you. Web Development Company India Professional team of Web Designers,
Search Engine Optimizers, Web Developers, Creative writers, and Customer Service Executives
at Apna Solution are experts in providing all web services as like: Web Design, Web
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Development, Software Development, E-Commerce Development, SEO Services, Web Hosting
Services, Bulk SMS & Email Marketing Services. Apna Solution is synonymous to Web
Development & Design Company India, SEO Company Delhi NCR Noida India and Web
Development C ompany Delhi India.
Our company portfolio is designed to offer Technology Apna Solution for Custom Website
Design, web development, E-commerce solutions, Graphic design, and Multimedia and SEO
Services to bring cost effective and end-to-end internet marketing solutions and our true
strength comes from combining the talents of best IT professionals to address customers needs.
Please Visit our site and contact us today to know, "Why Apna Solution Web development
Company is the right choice for your projects?"
SERVICES:
Apna Solution is an A to Z web Development Company always keeping its services up-to-date
with the latest trends in the market, providing its customers all over the world with high-end,
classy and easily extensible internet products. Solutions we offer range from creating custom
website designs to developing business applications of any complexity. We have been extending
creative and cost-effective services to the International markets with offices at the US and the
Australia.
Our range of services include:
Advanced Web Development
Our advanced web development services aims at executing dynamic applications that would
meet the growing business needs on the web. Our technical capabilities allow us to deliver
development of every complexity: from simple scripts to complex applications. Apna Solution
will help you reinforce your online business taking advantage of multiple languages, databases
and advanced programming.
Business Application Development
The global market brings new challenges for every business nowadays. Ever increasing
competition and rapidly changing markets require businesses to stay alert, react quicker and
perform better. Our solutions help clients to drive business value from technology investments
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and capitalize on increased sales opportunities, cost efficiencies, new revenue stream generation
and enhanced communications with customers, partners, suppliers and employees.
Graphic Design / Multimedia
Apna Solution offers a wide range of professional graphic design services including logo design,
corporate identity development, multimedia and flash presentations. We are using most advanced
web design tools, thus ensuring the top-notch quality of the end-product and complete
satisfaction of our customers. Our step-by-step process guarantee s that nothing is overlooked in
the final product.
Maintenance and Support
Web applications and websites require maintenance and support as your needs change and grow.Apna Solution provides maintenance and support services freeing you from maintaining
expensive in-house support staff. We partner with our clients to help their online business
running smoothly and error-free. Apna Solution provides a comprehensive set of maintenance
and support services depending on your business needs.
Independent QA and Testing
Quality assurance and testing are extremely crucial in the software development cycle and
should be introduced at the earliest stage of the project. The dedicated Quality Assurance
Department at Apna Solution uses a wide range of comprehensive testing methods and tools to
ensure that we deliver only the highest quality solutions. Apna Solution QA specialists have
expertise in multiple technologies, platforms and standards. Our experience in domains embraces
such areas as websites and advanced web portals, complex internet applications and client-server
software.
TEAM HIRE
Team Hire Services is Indias leading staffing company and provides a range of Temporary and
Permanent manpower solutions to various clients. The Temporary staffing group establishes a
co-employment relationship with clients and takes responsibility for all compliance, HR and
administrative of employees on assignment. The Permanent staffing group undertakes turn key
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and recruitment mandates for permanent fulfillment. We view ourselves as a liquidity provider
that enables better matching of demand and supply in labour markets. Team Hire started
operations in 2006. Clients and Employees are serviced personally. An integrated contact centre
for voice and email response
SERVICES
Many companies and IT departments find it challenging to respond to constantly changing
technology needs and initiatives using only internal staff. To acquire strategic skills in a timely
and cost-effective manner, many CEO's, MIS directors, and technical managers turn to Team
Hire for quality solutions. Team Hire affords companies the ability to quickly respond to
technology initiatives by strategically acquiring skills and cost-effectively managing available
resources.Team Hire gives you the ability to deliver IT resources to your organization quicklyand efficiently by giving you the brainpower of highly trained IT consultants and specialists.
Reliable, innovative IT professionals from Team Hire can help you take your company to the
next level yet give you the flexibility to take on your greatest challenges without the expense,
delay, or inconvenience of lengthy recruiting and assessment processes.
Team Hire can support your needs in a variety of different areas and specialties, including:
Software Development and Engineering Web Development Database Design and Administration Network Engineering and Administration Project Management Telecaller, BDM,Front Office Product Testing Staff for Engineering College
Team Hire also has expertise in a variety of different specialties and industries that can augment
your technology skill sets and improve your ability to meet business goals.
Success in any IT outsourcing strategy depends on choosing the right partner that will best meet
your IT skill, resource, and deliverable goals. Team Hire is that partner. Team Hire, through
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quality-focused recruiting and hiring methods, provides the right people with the right skills
whenever and wherever they are needed. The Team Hire team has years of industry experience
and a proven record of providing highly qualified IT professionals.
CORE TECHNOLOGY SOLUTIONS NOIDA
Over the years CORE TECHNOLOGY SOLUTION has grown into a mature institution with
global reputation, imparting high quality IT education and training. We are driven by the belief
that training should be well planned, well prepared, fit for purpose and delivered by trainers who
are motivational and inspirational, trainers who can make learning interesting and fun, trainers
who can and will make a difference to your people and your organization.
So here, you get to study from the very best of the industry professionals as we emphasize on
filling the gap between a student and a professional. Apart from this we have a dedicated
placement cell to help student find a good career after studying here. We provide all these
facilities at a lower cost as we believe that student is an important part of the organization.
Customized Business Solutions ERP Implementation Data Warehousing and Business Intelligence
DEVELOPMENT
We offer best-of-breed and fully trained professionals with all skills required in the field of
development with proficiency.
CONSULTANCY
Our educated participants provides best consultantation to improve career way.
TRAINING
Here you get a chance to study from professionals having years of experience in their fields.
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APNA SOLUTION NOIDA
About Us
Welcome! To Apna Solution based in INDIA is a unique professional graphic and web design
and development company providing innovative business solutions. Apna Solution was founded
with a team of entrepreneurs, marketing experts, developers and designers with many years
collaborative experience in the IT web solutions industry.Apna Solution has been servicing
clients across the globe, often operating as an extension of a client's internal team. Apna Solution
delivers precision development with lowered costs and faster turnaround times. Apna Solution is
in unique position to fulfill your business needs because we have the best combination of
affordability and quality. Our customer oriented staff can help you in development process from
start to finish including helping in identifying and understanding your business needs, mappingand suggesting with appropriate solution and discuss with you, develop the solution and keep
you in design/development loop throughout the life cycle of the project to ensure that we are
right track thus the final product fulfills the your business needs. and lets get started on a long
term and mutually beneficial relationship. Web Design Company India With talented and
professional team of Web Designers, Search Engine Optimizers, Web Developers, Creative
writers, and Customer Service Executives, Apna Solutionis synonymous to Web Design
Company India, SEO Company Delhi and Web Development Company Delhi India.
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CHAPTER- 2
RECRUITMENT &
SELECTION
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RECRUITMENT
INTRODUCTION
People are integral part of any organization today. No organization can run without its human
resources. In todays highly complex and competitive situation, choice of right person at the right
place has far reaching implications for an organizations functioning. Employee well selected
and well placed would not only contribute to the efficient running of the organization but offer
significant potential for future replacement. This hiring is an important function. The process of
hiring begins with human resource planning (HRP) which helps to determine the number and
type of people on organization needs. Job analysis and job design enables to specify the task and
duties of hobs and qualification expected from prospective job HRP, job analysis, hob design
helps to identify the kind of people required in an organization and hence hiring. It should be
noted that hiring is an ongoing process and not confined to formative stages of an organization.Employees leave the organization in search of greener pastures, some retire and some die in the
saddle. More importantly an enterprises grows, diversifies, take over the other units all
necessitating hiring of new men and women. In fact the hiring function stops only when the
organization ceases to exist.
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Recruitment refers to the process of attracting, screening, and selecting a qualified person for a
job. All companies in any industry can benefit from contingency or retain professional recruiters
or outsourcing the process to recruitment agencies.
The recruitment industry exists basically in four forms:
1). Employment agencies deal with clerical, trades, temporary and temporary to hire employment
opportunities.
2). Recruitment websites and job search engines used to gather a s many candidates as possible
by advertising a position over a wide geographic area. Although thought to be a cost effective
alternative, a human resource (HR) department or department manager will spend time outside
their normal duties reading and screening resumes. A professional recruiter has the ability to read
and screen resumes, talk to potential candidates and deliver a selective group in a timely manner.
3). " headhunters" for executive and professional positions. These firms are either contingency or
retained. Although advertising is used to keep a flow of candidates these firms rely on
networking as their main source of candidates.
4). Niche agencies specialize in a particular industrial area of staffing.
Some organizations prefer to utilize employer branding strategy and in-house recruitment instead
of recruiting firms. The difference, a recruiting firm is always looking for talent whereas an
internal department is focused on filling a single opening. The advantage associated withutilizing a third-party recruiting firm is their ability to know where to find a qualified candidate.
Talent Management is a key component to the services a professional recruiting firm can
provide.
The stages in recruitment include sourcing candidates by networking, advertising or other
methods. Utilizing professional interviewing techniques to understand the candidates skills but
motivations to make a move, screening potential candidates using testing (skills or personality) is
also a popular part of the process. The process is meant to not only evaluate the candidate but
also evaluate how the candidate will fit into the organization. The recruiter will meet with the
hiring manager to obtain specific position and type information before beginning the process.
After the recruiter understands the type of person the company needs, they begin the process of
informing their network of the opportunity. Recruiters play an important role by preparing the
http://en.wikipedia.org/wiki/Employmenthttp://en.wikipedia.org/wiki/Recruiterhttp://en.wikipedia.org/wiki/Employment_agencyhttp://en.wikipedia.org/wiki/Employment_agencyhttp://en.wikipedia.org/wiki/Executive_searchhttp://en.wikipedia.org/wiki/Employer_brandinghttp://en.wikipedia.org/wiki/Advertisinghttp://en.wikipedia.org/wiki/Advertisinghttp://en.wikipedia.org/wiki/Employer_brandinghttp://en.wikipedia.org/wiki/Executive_searchhttp://en.wikipedia.org/wiki/Employment_agencyhttp://en.wikipedia.org/wiki/Employment_agencyhttp://en.wikipedia.org/wiki/Recruiterhttp://en.wikipedia.org/wiki/Employment7/31/2019 kanika 2016mba
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candidate and company for the interview, providing feedback to both parties and handling
salary/benefits negotiations.
Agency types
The recruitment industry is based on the goal of providing a candidate to a client for a price. On
one end of the spectrum there are agencies that are paid only if they deliver a candidate that
successfully stays with the client beyond the agreed probationary period. On the other end of the
spectrum there are agencies that are paid a retainer to focus on a client's needs and achieve
milestones in the search for the right candidate, and then again are paid a percentage of the
candidate's salary when a candidate is placed and stays with the organization beyond the
probationary period. Today's (March 2011) recruitment industry is fairly competitive, therefore
agencies have sought out ways to differentiate themselves and add value by focusing on some
area of the recruitment life cycle. Here are five types of typical agencies.
Traditional agency
Also known as employment agencies, recruitment agencies have historically had a physical
location. A candidate visits a local branch for a short interview and an assessment before being
taken onto the agencys books. Recruitment consultants then work to match their pool of
candidates to their clients' open positions. Suitable candidates are short-listed and put forward for
an interview with potential employers on a contract or direct basis.
Compensation to agencies takes several forms, the most popular are: A contingency fee paid by the company when an agency introduced candidate accepts a
job with the client company. Typical fees range from 15% to 25% based on the
candidates first-year base salary (fees as low as 12.5% can be found online). This type of
recruitment usually has a rebate guarantee should the candidate fail to perform or leave
within a set period of time (often up to a 3 month period and as much as a 100% rebate).
An advance payment that serves as a retainer, also paid by the company, non-refundable
paid in full depending on outcome and success (e.g. 40% up front, 30% in 90 days and
the remainder once a search is completed). This form of compensation is generally
reserved for high level executive search/headhunters
Hourly Compensation for temporary workers and projects. A pre-negotiated hourly fee,
in which the agency is paid and pays the applicant as a consultant for services as a third
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party. Many contracts allow a consultant to transition to a full-time status upon
completion of a certain number of hours with or without a conversion fee.
HEADHUNTERS
A " headhunter " is an industry term for a third-party recruiter who seeks out candidates oftenwhen normal recruitment efforts have failed. Headhunters are generally considered more
aggressive than in-house recruiters or may have pre-existing industry experience and contacts.
They may use advanced sales techniques. They may also purchase expensive lists of names and
job titles but more often will generate their own lists. They may arrange a meeting or a formal
interview between their client and the candidate and will usually prepare the candidate for the
interview, help negotiate the salary and conduct closure to the search. They are frequently
members in good standing of industry trade groups and associations. Headhunters will often
attend trade shows and other meetings nationally or even internationally that may be attended by
potential candidates and hiring managers.
Headhunters are typically small operations that make high margins on candidate placements
(sometimes more than 30% of the candidates annual compensation). Due to their higher costs,
headhunters are usually employed to fill senior management and executive level roles.
Headhunters are also used to recruit very specialized individuals; for example, in some fields,
such as emerging scientific research areas, there may only be a handful of top-level professionals
who are active in the field. In this case, since there are so few qualified candidates, it makes
more sense to directly recruit them one-by-one, rather than advertise internationally for
candidates. While in-house recruiters tend to attract candidates for specific jobs, headhunters will
attract both candidates and actively seek them out as well. To do so, they may network, cultivate
relationships with various companies, maintain large databases, purchase company directories or
candidate lists and cold call prospective recruits.
Headhunters are increasingly using social media to find and research candidates. This approach
is often called social recruiting. Niche recruiters
'Specialized recruiters' exist to seek staff with a very narrow specialty. Because of their focus,
these firms can very often produce superior results due to their ability to channel all of their
resources into networking for a very specific skill set. This specialization in staffing allows them
to offer more jobs for their specific demographic which in turn attracts more specialized
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IN-HOUSE RECRUITMENT
Under pressure to reduce costs, both large- and medium-sized employers tend to undertake their
own in-house recruitment, using their human resources department, front-line hiring managers
and recruitment personnel who handle targeted functions and populations. In addition to
coordinating with the agencies mentioned above, in-house recruiters may advertise job vacancies
on their own websites, coordinate internal employee referrals, work with external associations,
trade groups and/or focus on campus graduate recruitment. Some large employers choose to
outsource all or some of their recruitment process (recruitment process outsourcing) however a
much more common approach is for employers to introduce referral schemes where employees
are encouraged to source new staff from within their own network.
Executive research firms and passive candidate sourcing firms
These firms are the new hybrid firms in the recruitment world able to combine the research
aspects (discovering passive candidates) of recruiting and combine them with the ability to make
hires for their clients. These firms provide competitive passive candidate intelligence to support
companies' recruiting efforts. Normally they will generate varying degrees of candidate
information from those people currently engaged in the position a company is looking to fill.
These firms usually charge a daily rate or fixed fee. Executive research can help companies
uncover names that cannot be found through traditional recruitment methods and will allow
human resource managers and internal recruiters more time to deal with face to face interviews.
HIRING INVOLVES TWO BOARD ACTIVITIES:-
i) Recruitment
ii) Selection
DEFINATION OF RECRUITMENT
According to Edwin B. Flippo , Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization . Recruitment is the
activity that links the employers and the job seekers.
Recruitment of candidates is the function preceding the selection, which helps create a pool of
prospective employees for the organization so that the management can select the right candidate
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for the right job from this pool. The main objective of the recruitment process is to expedite the
selection process.
Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified
applicants for the future human resources needs even though specific vacancies do not exist.
Usually, the recruitment process starts when a manger initiates an employee requisition for a
specific vacancy or an anticipated vacancy.
RECRUITMENT NEEDS ARE OF THREE TYPES: PLANNED:
The needs arising from changes in organization and retirement policy.
ANTICIPATEDAnticipated needs are those movements in personnel, which an organization can predict by
Studying trends in internal and external environment. UNEXPECTED
Resignation, deaths, accidents, illness give rise to unexpected needs. Capable applicants for
Employment. The process begins when new recruit are sought and ends when their
application are submitted. The result is a pool of applicants from which new employees are
selected. Theoretically, recruitment process is said to end with receipt of application in
practice the activity extends to the screening applicants as to eliminate those who are not
qualified for job.
PURPOSE AND IMPORTANCE The general purpose of recruitment is to provide a pool of potentially qualified job candidates.
Specifically, the purposes are to:
1) Determine the present and future requirement of the organization in conjunction with its
personnel planning and job analysis activities
2) Increase the job pool of job candidates at minimum cost;
3) Help increase the success rate of the selection process by reducing the number visible under
qualified or job application;
4) Help reduce the probability that job applicants, once recruited selected, will leave to
organization only after a short period of time;
5) Meet the organizations legal and social obligation regarding the composition of its workforce;
6. Being identifying and preparing potential job applicants who will be appropriate candidates;
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7. Increase organization individual effectiveness in the short term and long term;
8. Evaluate the effectiveness of various recruiting technique and sources for all types of job
Applicants.
FACTORS AFFECTING RECRUITMENT
There are a number of factors that affect recruitment. These are broadly classified into
Two categories:
1. Internal factors
2. External factors
INTERNAL FACTORS
The internal factors also called as endogenous factors are the factors within the organi zation
that affect recruiting personnel in the organization.
SOME OF THESE ARE:-
SIZE OF THE ORGANIZATION
The size of the organization affects the recruitment process. Larger organization finds
recruitment less problematic than organization with smaller in size.
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RECRUITING POLICY:
The recruitment policy of the organization i.e. recruiting from internal sources and external
sources also affect the recruitment process. Generally, recruitment through internal sources is
preferred, because own employees know the organization and they can well fit in to the
organization culture.
IMAGE OF THE ORGANIZATION
Image of the organization is another factor having its influence on the recruitment process of the
organization. Good image of the organization earned by the number of overt and covert action by
management helps attract potential and complete candidates. Managerial actions like good public
relations, rendering public service like building roads, public parks, hospitals and schools help
earn image or goodwill for organization. That is why chip companies attract the larger numbersof application.
IMAGE OF THE JOB
Better remuneration and working conditions are considered the characteristics of good image of
a job. Besides, promotion and carrier development policies of organization also attract potential
candidates.
EXTERNAL FACTORS:
Like internal factors, there are some factors external to organization, which have their influence
on recruitment process. Some of these are given below:-
Demographic factors
As demographics factors are intimately related to human beings, i.e. employees, these have
profound influence on recruitment process. Demographic factors include age, sex, Literacy,
economics status etc
Labor market
Labor market condition I.e. supply and demand of labor is of particular importance in affecting
recruitment process. E.g. if the demand for specific skill is high relative to its supply is more than
for particular skill, recruitment will be relatively easier.
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Unemployment situation
The rate of unemployment is yet another external factor its influence on the recruitment process.
When the employment rate in an area is high, the recruitment process tends to simpler. The
reason is not difficult to seek. The number of application is expectedly very high which makes
easier to attract the best-qualified applications. The reserve is also true. With low rate of
unemployment, recruiting process tend to become difficult
Labor laws
There are several labor laws and regulations passed by the central and state governments that
govern different type of employment. These cover working condition, compensation, retirement
benefits, safety and health of employee in industrial undertakings. The child Labour Act, 1986;
for example prohibits employment of children in certain employments. Similarly several other
acts such as the Employment Exchange Act,1958; The Apprentice Act, 1961; the FactoryAct,1948; and The Mines Act, 1952 deal with recruitment.
LEGAL CONSIDERATIONAnother external factor is legal consideration with regard to employment reservation of jobs for
schedule tribes, and other backward class (OBC) is the popular examples of such legal
consideration. The supreme court of India has given its verdict in favor of 50 per cent of jobs and
seats. This is so in case admission in the educational institutions also.
Internal Recruitment
Advantages
Cheaper and quicker to recruit People already familiar with the business and how it operates Provides opportunities for promotion with in the business can be motivating Business already knows the strengths and weaknesses of candidates
Disadvantages
Limits the number of potential applicants No new ideas can be introduced from outside the business May cause resentment not appointed amongst candidates Creates another vacancy which needs to be filled
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External Recruitment
Advantages
Outside people bring in new ideas Larger pool of workers from which to find the best candidate People have a wider range of experience
Disadvantages
Longer process More expensive process due to advertisements and intervie ws required Selection process may not be effective enough to reveal the best candidate
INTERNAL SOURCES
Present employees: Promotions and transfer from among the present employees can be good sources of recruitment.
Promotion implies upgrading of an employee to a higher position carrying higher status, pay and
responsibilities. Promotion from among the present employees is advantageous because the
employees promoted are well acquainted with the organization culture, they get motivated and it
is cheaper also. Promotion from among the person employees also reduces the requirement of
job training. However, the disadvantage lies in limiting the choice of the few people and denying
hiring of outsiders who may be better qualified and skilled. Furthermore, promotion from among
present employees also results in inbreeding, which creates frustration among those not
promoted. Transfer refers to shifting an employee from one job to another without any change in
the position/post, status and responsibilities. The need for transfer is felt to provide employees a
broader and carried base, which is considered necessary for promotion. Job rotation involves
transfer of employees from one job to another job on the lateral basis.
Former employees:
Former employees are another source of applicant for vacancies to be filled up in the
organization. Retired or retrenched employees may be interested to e come back the company to
work on the part time basis. Similarly, some former employees who had left the organization for
any reason, any come back to work. This source has the advantages of hiring people whose
performance is already known to the organization.
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Employee referrals:
This is yet another internal source of recruitment. The existing employees refer to the family
members, friends and relatives to the company potential candidates for the vacancies to be filled
up in the organization. This source serves as the most effective methods of recruiting people in
the organizations because refer to those potential candidates who meet the company requirement
known to them from their own experience. The referred individuals are expected to be similar in
type in the of race and sex, for example, to those who are already working in the organization
Previous applicant:
This is considered as internal source in the sense that appli cations from the potential candidates
are already lying with organization. Sometimes the organization contacts though mail or
messengers these applicants to fill up the vacancies particularly for unskilled or semiskilled jobs.
EVALUATION OF INTERNAL SOURCES :
Let us, evaluate the internal source of recruitment. Obviously, it can be done in terms of its
advantage and disadvantage the same are spelled out as follows:
ADVANTAGES:
The advantages of the internal source of recruitment include the following:
Familiarity with own employees :
The organization has more knowledge and familiarity with the strengths and weaknesses of its
own employees than of strange on unknown outsiders.
Better use of the talent:
The policy of internal recruitment also provides an opportunity to the organization to make a
better use of talents internally available and to develop them further and further.
Economical recruitment :
In case of internal recruitment, the organization does not need to spend much money, time and
effort to locate and attract the potential candidates. Thus, internal recruitment proves to be
economical, or say, inexpensive.
Improves morale:
This method makes employees sure that they would be preferred over the outsiders as and when
they filled up in the organization vacancies.
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A motivator:
The promotion through internal recruitment serves as a source of motivation for the employees to
improve their carrier and income. The employees feel that organization feel that organization is a
place where they can build up their life-long career. Besides, internal recruitment also serves as a
means of attracting and retaining employees in the organization.
DISADVANTAGES :
The main drawback associated with the internal recruitment is as follows:
Limited choice:
Internal recruitment limits its choice to the talents available within the organization. Thus, it
denies the tapping of talents available in the vast labor market outside the organization.
Moreover, internal recruitment serves as a means for inbreeding, which is never healthy for the
future organizations.
Discourage competition :
In this system, the internal candidates are protected from competition by not giving opportunity
to otherwise competent candidates from outside the organization. This in turn, develops a
tendency among the employees to take the promotion without showing extra performance.
Stagnation of skills:
With the feeling that internal candidates will surely get promoted, their skill in the long run maybecome stagnant or obsolete. If so, productivity and sufficiency of the organization, in turn,
decreases.
Creates conflicts:
Conflicts and controversies surface among the internal candidates, whether or not they deserve
promotion
EXTERNAL SOURCES:
External sources of recruitment lie outside the organization. These outnumber internal sources.
The main ones are listed as follows:
Employment exchanges :
The national commission labor (1969) observed in its report that in the pre-independence era, the
main source of labor war rural areas surrounding the industries. Immediately after independence,
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national employment services were established to bring employer and job seeker together. In
response to it, the compulsory notification of vacancies act of 1959 (Commonly called
employment exchange act) was instituted which become operative in 1960.the main functions of
these employment exchanges with the branches in most cities are registration of job seeker and
tier placement in the notified vacancies. It is obligatory for employer to inform about the
outcome of selection within 15 days to the employment exchange. Employment exchange is
particularly useful in recruiting blue-collar, white- collar and technical workers.
Employment agencies:
In addition to the government agencies, there are number of private agencies that register
candidates for employment and furnish a list of suitable candidates from the data bank as and
when sought by the prospective employer. Generally, these agencies select personnel forsupervisory and the higher levels. The main function of these agencies is to invite application
and short-list the suitable candidates for the organization. Of course, the representative of the
organization takes the final decision on selection. The employer organizations derive several
advantages through this source. The time saved in this method can be better utilized elsewhere
by the organization. As the organizational identity remains unknown to the job speakers, it, thus,
avoid receiving letters and attempts to influence.
Advertisement:
This method of recruitment can be used for jobs like clerical, technical, and managerial. The
higher the position in the organization, the more specialized the skills or the shorter the supply of
that resources in the labour market, the more widely dispersed the advertisement are likely to be.
For instance, the search for a top executive might include advertisements in a national daily like
the Hindu. Some employers/companies advertise their post by giving them post box number of
the name of some recruiting agency. This is done to particular keep own identity secret to avoid
unnecessary correspondence with the applicants. However the disadvantage of these blind
advertisement, i.e., post box number is that the potential job seekers are the hesitant without
unknowing he image of the organization, on the one hand, and the bad image/ reputation that the
blind advertisement have received because of the organizations that placed such advertisements
without position lying vacant just to know supply of labor/ workers in the labor market, on the
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other. Ilepreparing advertisement, a lot of care has to be taken to make it clear and to the point.
It must ensure that some self- lection among applicant take place and only qualified applicant
responds the advertisement copy should be prepared by using a four-point guide called AIDA .
The letters in the acronym denote that advertisement should attract Attention, gain Interest,
arouse a Desire and result in action However, not many organizations mention complete
detail about job positions in there advertisement. What happened is that ambiguously
worded and broad-based advertisements may generate a lot irrelevant application, which
would, by necessity, increasing the cost of processing them.
Professional Associations
Very often, recruitment for certain professional and technical positions is made through
professionals association also called Headhunters. Institute of Engineers, All IndiaManagement Association, etc., provide placement service to the members. The
professional associations prepare either list of jobseekers or publish or sponsor journal
or magazines containing advertisements for their member. It is particularly useful for
attracting highly skilled and professional personnel. However, in India, this is not a
very common practice and those few provide such kind service have not been able to
generating a large number of application.
Campus Recruitment:
This is another source of recruitment. Though campus recruitment is a common
phenomenon particularly in the American organizations, it has made rather recently. Of
late, some organizations such as HLL, HCL, L&T, Citibank, Cadbury ANZ Grind
lays, etc., in India have started visiting educational and training institute/ campuses for
recruitment purposes. Many Institutes have regular placement cells / offices to serve liaison
between the employer and the students. Tezpur Central University has one Deputy Director
(Training and Placement) for purpose of campus recruitment and placement. The method of
campus recruitment offers certain advantages to the employer organizations. First, the most of
the candidates are available at one place; second, the interviews are arranged at short
notice; third, the teaching is also met; fourth, it gives them opportunity to sell the
organization to a large students body who would be graduating subsequently. The
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disadvantages of this of recruitment are that organizations have to limit their selection to
only entry positions and they interview the candidates who have similar education and
experience, if at all.
Deputation
Another source of recruitment is deputation I.e., sending an employees to another
organization for the short duration of two to three years. This method of recruitment is
practice in a pretty manner, in the Government department and public sector organization
does not have to incurred the initial cast of induction and training. However, the
disadvantages of this of deputation is that deputation period of two/three year is not
enough for the deputed employee to provide employee to prove his/her mettle, on the one
hand, and develop commitment with organization to become part of it, on the other.
Word-of-mouth
Some organizations in India also practice the w ord-of- mouth method of recruitment. In this
method , the word is passed around the vacancies or opening in the organization. Another
from of word-of- mouth method of employee- pinching i.e., the employee working In another
organization is offered by the rival organization. This method is economic, in terms of both
time and money. Some of the organization maintain a file applications and sent a bio-data
by a job seeker. These serve as a very handy as when there is vacancy in the organization. The
advantage of this method is no cost involved in recruitment. However, the disadvantages of
this method of recruitment are non- availability of the candidates when needed choice of
candidates is restricted to a too small number
Raiding or Poaching
This is another sources of recruitment whereby the rival firm by offering terms and
conditions, try to attract qualified employees to join the. This raiding is a common feature in
the Indian organizations. For instance, service executive of HMT left to join Titan Watch
Company, so also exodus of pilot from Indian Airlines to join the private air taxi operator. In
fact, raiding has become challenge for the human resource manager. Besides these, walk - ins,
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contractors, radio and television, acquisitions and merger, etc., art some other sources of
recruitment used by organization.
EVALUATION OF EXTERNAL SOURCES:
Like the internal source of recruitment, external sources are mixed of advantages and
disadvantages
ADVANTAGES:-
Open process
Being a more open process, it is likely to attract a large number of applicants/application. The, in
turn, widens it option of selection.
Availability of Talented Candidates:-
With the large pool of applicants, it becomes possible for organization to have talentedcandidates from the outside. Thus, it introduces new blood in the organization.
Opportunity to Select the Best Candidate:-
With the large pool of applicants, selection process becomes competitive. This increases
prospects for selection the best candidates.
Provides healthy competition :-
As the external members are supposed to be more trained and efficient. With such a background,
they work with the positive attitude and greater vigor. This helps create healthy competition and
conductive work environment in the organization.
DISADVANTAGES:-
However, the external sources of recruitment suffer from certain disadvantages too, these are:
Expensive and time consuming:
This method of recruitment is both expensive and time consuming. There is no guarantee that
organization will get good and suitable candidates.
Unfamiliarity with the Organization :
As candidates some outside the organization, they are not familiar with tasks, job nature
and the international scenario of the organization.
Discourage the Existing Employee:
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Existing employees are not sure to get promotion. This discourages them to do the hard work.
This, in turn, boils down to decreasing productivity of the organization.
PHILOSOPHIES OF RECRUITMENT The traditional philosophy of recruiting has been to get as many people to apply for a
job as possible. A large number of jobseekers waiting in queues would make the final
selection difficult, often resulting in wrong selection. Job dissatisfaction and employee
turnover are the consequence of this. A persuasive agreement can be made that matching the
needs of the organization to the needs of the applicants will enhance the effectiveness of the
recruitment process. The result will be a workforce which is likely to stay with the organization
longer and performs at a higher level of effectiveness. Two approaches are available to bring
about match. They Realistic Job Preview (RJP)
Job Compatibility Questionnaire (JCQ)
Realistic Job Previews:
Realistic job preview provides complete job related information , both positive and
negative, to the applicants. The information provided will help job seekers to evaluate the
compatibility among the jobs and their personal ends before hiring decisions are made.
RJPs can result in self selection process- job applicant can decide where to attend the
interviews and tests for final selection or withdraw them the initial stage. Research on
realistic recruiting shows a lower rate of employee turnover in case of employee recruited
through RJPs, particularly for more complex jobs and higher level of job satisfaction and
performance, at the initial stage of employment. RJPs are more beneficial for
organization hiring at entry level, when there are unemployment. Otherwise the approach
may increase the cost of recruiting by increase the average time it takes to fill each job.
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Job Compatibility Questionnaire
The job compatibility questionnaire was developed to determine whether applicant
preferences for work match the characteristics of the job. The JCQ is designed to collect
the information on aspect of a job, which has bearing on employee performance,
absenteeism, and turnover and job satisfaction. The underlying assumption of the JQC is
that greater the compatibility between an the jobseeker, the greater the profitability of
employee effectiveness and longer the tenure. The JCQ is a 400- item instrument that
measure job factors, which are related to performance, sa tisfaction, turnover and
absenteeism. Items cover the following job factors: task requirement, physical
environment, customer characteristics, peer characteristics, leader characteristics,
compensation preference, task variety, job autonomy, physical demands, and work
schedule.
RECRUIMENT 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.
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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 seminarpresentation 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:-
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?
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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;
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 :
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
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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:
These include the use of private employment agencies, management consultants,
professional bodies PR associations, employee referral or recommendation, voluntaryorganization, 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 RECRUIITMENT 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 jobseeker 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.
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RECENT EXAMPLE OF RECRUITMENT :
Office 01609 889002
Mobile 07760 880554
Fax 01609 711516
Example Recruitment Group Ltd Evolution Business Centre 6 County Business Park Darlington
Road. Northallerton DL6 2NQ Example Recruitment Group Ltd is experts in identifying the best
people for your organization.
Our ethos is simple; we provide a refreshingly honest, open and transparent service that is
effective and efficient for our clients and gives them the confidence that their recruitment
campaigns are in good hands. Our robust vetting procedures ensure we provide you with the
right people, with the right skills at the right time. Our consultants are specialists in the Gas,
Renewable Energy, Utilities and Mechanical and Electrical markets with strong networks acrossthe UK. So, if you are looking to add resource to your existing workforce on either a permanent
or temporary basis, contact us and let us show you why we are consistently leading the field.
Email us at [email protected] or call us on 01609 889002.
CASE STUDY
A Fortune 500 company & America's largest online retailer firmly establishes its brand as a
preferred employer amongst entry- level candidates & campuses PAN India through HiRePros
Recruitment Branding Solution.One of our clients wanted to proliferate its brand amongst entry level candidates &
campuses across India by;
Creating awareness about its businesses & technologies to achieve better traction among
top-talent in the industry.
Acquiring mind-shares of young talent on real- time technical problems in Companys
domain.
Establishing itself as the preferred employer amongst campuses.
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OUR SOLUTION
HiRePro offered the client a hosted & managed online contest which assisted the client to
implement prospective Idea recruiting & branding methodologies. The initiative aimed to reach
out to the exceptional and the sharpest Engineering and Science students in the country through
an all India online technical paper presentation contest, in-order to provide a platform to
showcase their innovative and path-breaking ideas on various topics that focused on the products
& methodologies related to clients businesses. To actualize this HiRePro developed a seamless,
user-friendly website that provided all the information about the contest, operated as a platform
for abstract/presentation submission for the participants and connected HiRePro with the
students.
Promotion of the contest
HiRePro channelized both the online and offline promotional modes to obtain efficient andefficient promotion of the event. The Promotion of the contest was done through various
channels. Few of these were:
HiRePro contacted the training and placement cells in over 75 colleges; informed them
about the contest, and circulated promotional pamphlets and banners in the campus.
Sent over 1.5 lakh promotional mails to target audience. Posted promotional content on various online communities and sent invites to prospective
participants through social networking sites.
Response management & Evaluation
HiRePro received an overwhelming response from the participants on the contest website.
HiRePro set up a team to ensure all the queries from the participants were answered through
mails/phone calls and enabled the smooth sailing of the contest. HiRePro also generated weekly
response reports & shared the same with the client to ensure a sound status-check.
HiRePro along with the client empanelled a group of judges to evaluate the paper submissions on
the basis of various relevant parameters & came up with a shortlist, finalists & winners of the
contest - The contest ran for duration of 3 months.
Client Benefits & Achievements
By introducing client focused recruitment branding solutions, HiRePro created greater visibility
and a more effective campus relationship program for the client
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The key achievements were :
Participation from over 50 top engineering colleges across India.
Received over 300 registrations for the contest.
Over 150 participants submitted their abstracts.
Over 10,000 visitors from 23 countries
SELECTION:
MEANING AND DEFINATION
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.
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 de-motivating to the rest of the workforce.Effective selection, therefore, assumes greater relevance.
Second, cost incurred in recruiting and hiring personnel speaks about volumes of the selection.
Costs of wrong selection are greater.
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STEPS IN SELECTION PROCESS
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 willbe 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.
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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. 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.
SELECTION IN INDIA
Conditions of labor market largely determine the selection process. As is well known, we have a
strange paradox in our country. There is large-scale unemployment juxtaposed with shortage of
skilled labor. No Vacancy boards are seen along with wanted hung on factory gates
everywhere. Unemployment prevails among people who are unemployable -individuals whohave acquires university degrees but do not p ossess any specific skills. Matriculates, B.A.s,
B.Coms, and B.Scs fall into this category. All the evils associated with selection corruption,
favoritism and influence- are found in hiring these people. Selection is obviously, not systematic
and times bizarre too. Selection practices in hiring skilled and managerial personnel are fairly
well defined and systematically practiced. Particularly in hiring managerial personnel and
executives, a lot of professionalism has come in, thanks to the realization that these individual
are difficult to come by and no effort is too excess to attract them. Specialist agencies to
available whose services are retained for hiring technical and managerial personnel. Merit
and not favorite, objectivity and subjectivity will be the criteria for such selections.
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FORECAST OF FUTURE RECRUITMENTThis procedure establishes the organization objectives to be achieved by way of manpower
planning. The new techniques, new product lines and / or new facility which are implemented as
part of the organization expiation plans to project the recruitment of manpower intake for these
targets. When these project the requirements are identified, considerations to be given to internal
and external sources to make the ultimate objectives realistic and attainable. The time frame
should cover between 2- 5 years. The HOD prepares a Staff Demand Forest taking into
consideration the organization projected growth vies a- vies the exciting departmental strength.
This will be forwarded to the P&A Department for future analysis.
Recommendations for Human Resources Objectives are made by the members of the top
Management, (GM & Above), who will from the decision making group to authorized
manpower requirement and related action plan and formulate the manpower budget. The P&Adepartment is intimated of the selection decision by the MD/DMD. The P/A Department prior to
issue of letter of appointment is carried out checking of references if required. The selected
candidates a re given Letter of Offer as per (Annexure -9) by GM (P&A) ,which the candidates
has to acknowledge as token of his acceptance of appointment. The P&A Department prepares
the letter of appointment. For senior management cadre appointee (of level DGM & above), the
letter of appointment is signed by the MD/DMD. GM (P&A) will sign letter of appointment for
other levels. The letter of employment contents date of joining, designation, and Compensation
package including allowable perquisites. Inter office memos are used for communicating
important. Recruitment related issues with other departments. The P&A Department is intimated
of the selection decision by the MD/DMD. The P/A Department prior to issue of letter of
appointment is carried out checking of references if required. The selected candidates are given
Letter of Offer as per (Annexure -9) by GM (P&A), which the candidate has to acknowledge as
token of his acceptance of appointment.
RECRUITMENT POLICY
Recruitment policy of any organization is derived from the personal policy of the same
organization. In other words the former is a part of the latter. However, recruitment policy by
itself should take into considerations the government reservation policy, policy regarding sons of
soil etc., personal policies of other organization regarding merit, internal sources, social
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responsibilities in absorbing minority sections, women etc. Recruitment policy is like enriching
the organizations human resources serving the commodity by absorbing the weaker sections
and disadvantaged people the society, motivation the employees through internal promotions,
improving the employees loyalty to the organization by absorbing the retrenched or laid -off
employee or dependents of present former employees etc.
The following factors should be taken into consideration in formulating recruitment policy
they are:-
Government policies. Personal policies of other completion organizations. Organizations personal policies Recruitment sources
Recruitment needs Recruitment cost Selection criteria and preference etc.
IMPLEMENTATION PLAN:
Analysis of staff demand forecast vise-a-vise manpower turnover ratio determine the additional
manpower requirement for the projected plan period within frameworks of the comprehensive
plan the line functionaries is responsible for the amendment to meet operating requirements.
The plan is segmented with identified responsibilities the steps to be taken for achieving the goal
in the required time. This should include succession planning for personal to move from their
present positions to the desired positions in the period of time. P&A department has the major
responsibility for co-ordination of the business. Copies of the sanctioned manpower strength and
manpower budget will be available with the various Hoods and the P&A department.
Implementation of the manpower plan entails a variety of control measures to ensure compliance
by all sections of the organization. The control measures include the requisite system enveloping
either number and quality if new incumbents or internal transfer. Departments feedback is atspecified time period on the progress of implementation.
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RECRUITMENT AND SELECTION:
The identification of manpower requirements for any particular department will be carried out by
the respective H.O.D. the manpower requisition from will be duly filled in and signed by the
concerned HOD and forwarded to the P&A department duly sectioned and authorized. On
receipt of the manpower requisition from, the P&A department will ensure that the vacancy is
failed. The head of the indenting department in co-ordination with the P&A department will
decide the mode of recruitment. In case the internal resources of the organization are to be
utilized. An internal search will be carried out within the organization. If suitable candidates are
identified, the management may resort to promotion/transfer/re-development/re-allocation to fill
the existing vacancy. In the event of no suitable candidates being located from within the
organization an external search may be undertak
