ARYA SCHOOL OF MANAGEMENT AND IT, PATRAPADA, BHUBANESWAR
“SOURCING AND RECRUITMENT”
With special reference to Adecco Bhubaneswar, Odisha
ADECCO
(For partial fulfillment of the requirement of Bachelor in Business Administration)
Session: 2011–14
Submitted by: BISWANATH PANDA
EXTERNAL GUIDE INTERNAL GUIDE MISS PRAGYAN PARAMITA DAS LECTURE IN HR MISS IPSITA MISHRA HR RECRUITOR ADECCO
UTKALUNIVERSITY VANIVIHAR BHUBANESWAR, ORISSA
EXECUTIVE SUMMARY
I optend for this particular topic named Sourcing and Recruitment because recruitment and sourcing procedure have taken a dramatic change in the industry. Human resource is responsible for giving birth to embalmers’. The core function of an organization is Recruitment and Sourcing because the organization doesn’t want to be a bad recruiter by selecting manpower that might have potential to spoil the long earned goodwill or corporate image and also incur heavy recruitment cost on them. Recruitment refers to process of attracting, screening, and selecting qualified people for a job at an organization or firm. For some component of the recruitment process mid and large size organization often retain professional recruiters outsource. Some of the process to recruitment agencies. It is the process to discover sources of manpower to meet the recruitment of staffing scheduled and to employee effective measures for attracting that manpower in adequate number of facilitate effective selection of an efficient working force. The main objective is the recruitment process to expedite the selection process. Sourcing is a talent management discipline which is focused on the identification, assessment and engagement of skilled worker candidate through practive recruiting techniques. Professionals specializing in sourcing are known primarily as sources but also Recruiters, Recruiting, Researchers or Talent scouts. However recruitment is an important part of an organization`s human resources planning and their competitive strength competent human resources at the right position in the organization are a vital resources and can be core competency or a strategic advantage for it. The objective of the Recruitment process is to obtain the number and quality of employees that can be in order to help the organization to achieve its goals and objective. With the same objective recruitment helps to create a pool of prospective employees for the organization so that the management can select the right candidate for the right job for this pool.
I have applied few research tool in the project such as questionnaire, interview, method to obtain views of the respondents and there by have analyzed the factor by applying columnar bar and pie charts. However I faced a few limitation such as sample constraint, time constraint respondent didn`t take the questionnaire method seriously and so were very reluctant in answering the questions. Thus I, would like to conclude that from my project. I have definitely understood the employee sourcing and Recruitment is the basics of an organization
DECLARATION
I am Biswanath Panda, a student of BBA [2011-2014] of ASMIT have done my project entitled. Sourcing and Recruitment in ADECCO undertaking the summer internship project, this report never been submitted anywhere else for any other purpose. I declare that all the information given is true to the best of my knowledge and belief.
DATEPlace-Bhubaneswar
Biswanath panda Signature
ACKNOWLEDGEMENT It gives me the immense pleasure taking the opportunity to knowledge all those who guardians emotes and encouragement served
as platform for me to complete this summer project. I do here by my express my sincere thanks to Miss Pragyan paramita Das my internal guide of Arya School Of Management & information Technology Bhubaneswar for providing me this opportunity to carry my project in esteemed organization like ADECCO, Bhubaneswar At last but not the least express my whole hearted thanks to directed of Arya School Of Management & Information Technology external guide Miss Ipsita Mishra, HR Recruiter ADECCO give me there assistance and valuable time to complete this project or else this would not come into or existence at all. Lastly I mostly thanks to the all staffs of ADECCO, Bhubaneswar Odisha whole support spread the steam in my
project and the respondents whose support is vital for me.
Date: Place: Bhubaneswar
Biswanath Panda Signature
PROJECT SUMMARY
Title of the project: Sourcing and Recruitment Area of the project: HR Organization of the project: ADECCO Duration of the project: 3 weeks External guide: Internal guide: Miss pragyan paramita Das
CONTENTS
CHAPTER 1 CHAPTER 2 CHAPTER 3 CHAPTER 4 CHAPTER 5 CHAPTER 6 CHAPTER 7 INTRODOCTION COMPANY PROFILE LITERATURE REVIEW DATA ANALYSIS AND INFERENCES CONCLUSION AND SUGGESTION BIBILIOGRAPHY ANEXTURE
CHAPTER 1
INTRODUCTION
INTRODUCTION
Sourcing is a process of identifying labor pools which can be attracted to your organisation by either push or pull recruitment techniques. Post the recruitment effort, prospective candidates from the labor pool apply for the job of interest and then the selection process begins. Sourcing for candidates refers to proactively identifying people who either not actively looking for job opportunities passive candidates or candidates who are actively searching for job opportunities active candidates. The possible third category is active candidate sourcing using candidate database, job boards and the like.
Identify
Bb bbvb
Labor pool
Attract
Select
Hiring
Sourcing
Recruiting
Selection
Hiring
It has been hard to accurately define an active candidate versus a passive candidate. A person may turn from a passive candidate to active candidate if he/she on hearing the job opening and the associated likely compensation changes their mind in favour of the new job opportunity. The status of being an active or passive candidate is fluid and changing depending on the circumstances and position being offered. Recruitment 0f application is a function that comes before selection. It helps to create a list of prospective employees for the organization so that the management can choose the right person to the right job at the right time from
this list. The main goal or objective of the recruitment is to help in the selection process. Therefore, it may be started that recruitment is offered to operative where as development programmes are mint for employee in higher position. Recruitment a vital & necessary activity in all organization. It plays a crucial role in determining the efficiency & effectiveness of the organization . The prime concern of on organization is its viability & hence its efficiency. There is continuous environmental pressure it may soon loose, its important & competitiveness.
WHY I CHOOSE THIS TOPIC:
Therefore, sourcing & recruitment imparts specific skill objectives & knowledge to employee to contribute to the organization efficiency & able to cope up the pressure of changing environment which rapidly increase the skill. Every organization has to introduce systematic recruitment programme for the fresher. This is because selected personnel are like valuable assets of an organization. They are responsible for the progress and stability of the organization. The term recruitment is generally used to denote imparting the freshers.
SCOPE OF THE STUDY: The present study is regarding training & development programmes for executive in ADECCO working in different department. The scope of the study includes three major areas of training.
? In house recruitment ? External training ? Foreign training
OBJECTIVE OF THE STUDY:
? To find out various recruitment and sourcing program implemented in Adecco. ? To find out how an employee imparting the ideas that are imparted in the training sessions. ? To provide the actual picture of the survey and also to give suggestions to ensure the effectiveness of the recruitment and sourcing program. ? design and deliver interview processes based on your ideal behaviors and competencies.
METHODOLOGY : The methods which are employed to collect the data to study the Training of executive and its effectiveness are as follows. ? Interview method ? Questionnaire method. ? Investigation of company profiles and reports and magazines. The data are collected from the following sources:
PRIMARY SOURCES
Primary sources of data can be collected through experiment survey or direct communication with the respondent in the form of personal interview.
SECONDARY SOURCES Secondary sources of data means that data those are already available i.e. that data which is already collected by someone else and already passed through statistical process .The secondary sources covers investigation of company’s manuals, magazines ,internet ,and records . LIMITATION OF THE STUDY: ? Limited period of time for the completion of the study. Insufficient period of time to interact with the employees.
CHAPTER 2
COMPANY PROFILE
COMPANY PROFILE Adecco S.A is a fortune Global 500 company and the global leader in hr service. The Adecco group network connects about 500,00 associates with client each day through its network of over 28,000 employees and over 5,500 offices in over 60 countries and territories around the world. Registered in Switzerland and managed by multinational team with expertise in markets spanning the globe the Adecco group delivers an unparalleled range of flexible staffing and career resources to client and associates. Adecco India , headquarter in Bangalore, is a leading end to end HR solution company with a focus on Executive search, Recruitment, Learning and Temporary staffing services to client organizations. ? ? ? ? ? Rapid growth with the largest company-owned branch network of 60 Over 90, 000 associates every day, nationally Distinguished list of clients across all segments Placement of around 4000 candidates per month, across India Over 800 trained and specialized consultants to customize your HR solution.
We have our offices in Ahmadabad, Bangalore, Mysore, Bhopal, Bhubaneswar, Chandigarh, Chennai, Coimbatore, Gurgaon, Hyderabad, Indore, jaipur, Jamshedpur, Jammu, kochi, Mumbai, new Delhi, pune, Visakhapatnam, lucknow, Aurangabad, goa , Guwahati, madhyapradesh, rudrapur, Meerut, Patna and sri perambadpur.
.HISTORY OF COMPANY The Adecco Group is the result of over 50 years’ expansion and growth by acquisitions around the world. The founding companies, Adia and Ecco, merged in 1996 to form the global leader. ADECCO
2012 Adecco Group announces the acquisition of VSN Inc., a leading provider of professional staffing services in Japan. 2011 Adecco announces the acquisition of US-based Drake Beam Morin, Inc., taking the worldwide lead in career transition and talent development services. 2010 The acquisition of MPS Group is officially closed. With MPS's strength in North America and the UK, the Adecco Group also becomes world leader in professional staffing Adecco set up a joint venture in Shanghai with leading Chinese HR services company Fesco. FESCO Adecco began operations on January 1, 2011 with over 100,000 associates and a well-established local and multinational client base. 2009 January 1, 2009 Rolf Dörig starts as Chairman of the Board of Directors of the Adecco Group. June 1, 2009 Patrick De Maeseneire takes over as Chief Executive Officer of the Adecco Group from Dieter Scheiff. Adecco acquires Spring Group in the UK, bolstering the Adecco Group's UK professional and general staffing business, and tables an offer for MPS Group. 2008 The strategy announced in 2006 moves into its second phase: development of professional staffing, with devolution of more operational responsibility to foster the businesses at country level. September 11: Klaus J. Jacobs, founder and Honorary President of Adecco Group, passed away. Jürgen Dormann steps down at year end, as Chairman of the Board of Directors; he is succeeded by Rolf Dörig as of January 1, 2009 2007 The annual General Meeting of Shareholders approves the nomination of Jürgen Dormann, former Vice- Chairman, as Chairman of the Board. Rolf Dörig becomes Vice-Chairman. Klaus J. Jacobs, the co-founder of Adecco, hands back his mandate.
2006 Adecco announces a dual strategy focused on professional and general staffing. Following the acquisition of DIS AG, Germany, Dieter Scheiff assumes the position of Chief Executive Officer, Adecco Group. Dominik de Daniel becomes Chief Financial Officer. 2005 After a strategy review, Adecco makes a commitment to expand through realignment across six professional business lines defined by occupational fields, complementing its office and industrial core business. 2002 Recognizing the increasing demand for professional and expert services as well as the growing importance of attracting talent, Adecco consolidates its businesses under three leading names and creates three dedicated global divisions to deliver its services. 1997 - 2000 Following its takeover of TAD Resources International, Massachusetts, in 2000, Adecco acquires Olsten Staffing of Melville (NY) to become the no. 1 recruitment company in the US. That year, the merged Company generates combined revenues of over EUR 11.6 billion. 1996 Adia and Ecco merge to form Adecco. Two of the world's top three personnel services firms, with complementary geographical profiles, merge to form a strong global leader with annualised revenues of over EUR 5.4 billion. Operations are combined to form a global network of 2,500 branches. The new Company has an exceptional range and quality of services. The core staffing business places around 250,000 people in work each day. ADIA Late 1980s Sales topping USD 1 billion in 1986 make Adia the European leader. Its success is partly down to a focus on quality and high-value services. The 1990s see a growing trend towards specialised skills, e.g. accounting and wordprocessing, including in-house training programmes.
ECCO 1990s Further acquisitions from the late 1980s onwards strengthen base in highly skilled, specialised fields. Also, a move into social programmes focused on more mature workers. In 1991, recognising the importance of the industry's role in job creation and its growth potential, Klaus J. Jacobs invests in Adia en route to becoming majority shareholder. 1961 - 1980 In the 1960s, Adia opens offices in various European countries and then in 1972 takes a first step overseas, with a branch in Menlo, California. In 1974, Lavanchy recruits Martin O. Pestalozzi and a phase of expansion by acquisitions begins. In the next 12 years, Adia buys over 85 companies, tripling in size and gaining footholds in more than a dozen countries, including France (1975) and the UK (1977), where it buys the market leader: Alfred Marks Bureau Ltd. Early 1980s Further expansion overseas, including Australia, New Zealand, Japan, Hong Kong and Canada. Meanwhile, Ecco is focusing on its home market. By the mid-1980s, it is the market leader in France, a decade later world no. 2. The growth of both companies is part of a wider trend: temporary staffing becomes the world's third-fastest growing industry in the 1980s. Adia's Pestalozzi states in 1985: "We want balanced growth; we want to be known as the best, rather than the biggest in our markets." OUR MISSION: To partner with our client to integrate flexibility into their workforce and take care of their routine people management activities, helping them concentrate on their core business.
OUR VISION We inspire individuals and organisations to work more effectively and efficiently, and create greater choice in the domain of work, for the benefit of all concerned. As the world's leading provider of HR solutions – a business that
has a positive impact on millions of people every day – we are conscious of our global role. Helping people to better work, better life is our common purpose and the way in which we contribute to society. STRATEGY The world of work is constantly changing and Adecco is one of the leading forces shaping that change. With a growing demand for both flexible and skilled workforces we have two distinct approaches to the market. For positions that require general skills, we offer our clients tailored solutions, focusing on industry know-how and cost leadership. This also means ensuring continuity and nurturing long-term relationships with associates. To fill positions requiring specialised professional skills, we have experts who can find the right candidates. Our aim is to provide consecutive assignments, ensuring talent retention and skill enhancement for our associates. In both approaches to the market, it is our goal to focus on operational excellence, specialisation and efficient delivery models. As the global leader in HR services, we are aware that traditional patterns of employment will continue to evolve in the years to come. We therefore encourage present and future generations to see change as opportunity in its multiple forms. We invite people to accept tomorrow’s challenges with confidence and to join us in shaping the future of the workplace.
CHAPTER 3
LITERATURE REVIEW
LITERTURE REVIEW SOURCING: Sourcing is a talent management discipline which is focus on the identification, assessment and engagement of skilled worker candidate through practive recruiting techniques. Professionals specializing in sourcing are known as primarily as sources; but also Recruiters, Recruiting Researchers or Talent scouts.
Objectives ? ? ? ? Discuss the concept of sourcing and recruitment. Explain outsourcing. Discuss e-recruitment services. Elaborate seven point and five-gold grading system
Sources of candidate Many organisation use a combination of both internal and external sourcing alternatives to deliver business support services. Sourcing the candidate from within the organisation as internal source of recruitment and sourcing candidates from other sources is known as external source of recruitment ? Internal sourcing ? External sourcing ? Internal Sourcing When you hire staff or contract staff who is working or was working with your organisation earlier, then it is called as internal sourcing. An internal source is consider for:
? PROMOTIONS Availability of competent resources within the organisation are given first preference and considered for filling the vacancies at higher levels by way of promotion. ? TRANSFERS In case of excess hiring or businesses slowing due to various reasons in one branch of an organisation and shortage of employees in another branch organisation consider transferring surplus employees to meet the shortage of staff in the other branch rather than sourcing externally.
? TEMPORARY STAFF Many organisation appoint temporary staff for short projects. At the end of such projects organisation often try to retain efficient resources by deploying them to available position in other roles. ? RETIRED EMPLOYEES Sometimes organisations prefer to re-employ their retired employees due their immense experience and knowledge and lack of suitably skilled and efficient candidate matching their requirement Advantages of internal sourcing: The advantages of internal sourcing are: ? ? ? ? ? Reduces cost of recruitment. Reduces cost of training, induction and orientation. The time to transfer to the new role may be shorter. The past performance track record of the employee is known. Motivates employees and provides experienced competent people for the job role ? Stability of employment can be ensured for the candidate.
Disadvantages of internal sourcing: ? ? ? ? Limits the options for selection. Lack of new ideas and approaches from outside the business. Creates another vacancy by moving the candidates from current job. May discourage the candidates not appointed.
EXTERNAL SOURCING When you hire staff or contract staff who has never worked with your organisation earlier, then it is called as external recruitment. Examples are: Advertisements in Media: Advertisements of the job openings in newspaper and journals magazines are generally used as a source of external recruitment. Campus Selection in Institutions: Various colleges and institutions are a good source of recruiting well qualified executives, engineers, medical staff, etc. Employee Referrals: Organizations encourage internal employees by providing benefits for referring friends and relatives for some position in their organization.
Consultants: They identify candidates matching the job profile and charge a fee for providing candidates till you find the right candidate who accept the offer. Data Banks: Organizations collect CV’s of candidates from different sources like employment exchange, training institutes, etc. and screen and shortlist the candidates. When the business grows and if the business is manpower intensive, then additional resources are required. Therefore external recruitment is done. This
is the only way to scale up the business. Also it brings in a freshnesss of thought and perspective. Capable people from the world’s best organization bring best practices with them. They bring the culture of performance and meritocracy. External recruitment has many advantages. If the job role requires tremendous experience (e.g. 15 years), it is better to hire someone externally than to wait for people in your own organization with 4 years’ experience to gain 11 more years’ of experience.
MEANING OF RECRUITMENT Recruitment means to estimate the available vacancies and to make suitable arrangements for their selection and appointment. Recruitment is understood as the process of searching for and obtaining applicants for the jobs, from among whom the right people can be selected. Recruitment may be defined as “The process of finding and attracting capable applicants for the employment.’’ The process begins when new recruits are sought and ends when their applicants are submitted. The result is a pool of applicants from which new employees are selected”. In this, the available vacancies are given wide publicity and suitable candidates are encouraged to submit applications so as to have a pool of eligible candidates for scientific selection. In recruitment, information is collected from interested candidates. For this different source such as newspaper advertisement, employment exchanges, internal promotion, etc.are used. In the recruitment, a pool of eligible and interested candidates is created for selection of most suitable candidates. Recruitment represents the first contact that a company makes with potential employees.
Recruitment objective: The objective of recruitment is:
? To support the organisation such that it is able to get, maintain and improve the best talent and skills. ? To be certain about the present and future manpower needs of the organisation in relation with planning and job evaluation activities. ? To recruit competent employee who can achieve organisational goals & objective. ? To get a lot of candidates so that the management can select the right candidate for the right job from the list. ? To persuade and get more and more candidate interested to apply for jobs in organisation. ? In acts as a link between the employers and the job seekers or job hunters and ensures that the placement of the right candidate at the right place at the right time.
Purpose & Importance Of Recruitment: • Attract and encourage more and more candidates to apply in the organization. • Create a talent pool of candidates to enable the selection of best candidates for the organisation. • Determine present and future requirements of the organization in conjunction with its personnel planning and job analysis activities. • Recruitment is the process which links the employers with the employees.
• Increase the pool of job candidates at minimum cost. • Help increase the success rate of selection process by decreasing number of visibly under qualified or overqualified job applicants. • Help reduce the probability that job applicants once recruited and selected will leave the organization only after a short period of time. • Meet the organizations legal and social obligations regarding the composition of its workforce. • Begin identifying and preparing potential job applicants who will be appropriate candidates. • Increase organization and individual effectiveness of various recruiting techniques and sources for all types of job applicants
Recruitment Process: Recruitment refers to the process of identifying and attracting job seekers so as to build a pool of qualified job applicants. The process comprises five interrelated stages, viz, planning, strategy development, searching, screening, evaluation and control. The ideal recruitment programme is the one that attracts a relatively larger number of qualified applicants who will survive the screening process and accept positions with the organization.
STAGE 1: RECRUITMENT PLANNING: The first stage in the recruitment process is planning. Planning involves the job vacancies and information about the nature of these jobs into set of objectives or targets that specify the (1) Numbers of vacancies (2) Types of applicants to be contacted. Numbers of contact: Organization, nearly always, plan to attract more applicants than they will hire. Some of those contacted will be uninterested, unqualified or both. Each time a recruitment programme is contemplated; one task is to estimate the number of applicants necessary to fill all vacancies with the qualified people.
Types of contacts: It is basically concerned with the types of people to be informed about job openings. The type of people depends on the tasks and responsibilities involved and the qualifications and experience expected. These details are available through job description and job specification.
STAGE 2: STRATEGY DEVELOPMENT:
It deals with estimating what types of recruitment and how many no. of employees are required, for which one has two concentrate on the following matters:
(1). Technological sophistication of recruitment and selection devices. (2). Geographical distribution of labor markets comprising job seekers. (3). Sources of recruitment. (4). Sequencing the activities in the recruitment process. (5). Make or buy employees. This decision is mainly influenced by the available technology. The advent of computers has made it possible for employers to scan national and international applicant qualification. Although impersonal, computers have given employers and job seekers a wider scope of options in the initial screening stage. In order to reduce the costs, organizations look in to labor markets most likely to offer the required job seekers. Generally, companies look in to the national market for managerial and professional employees, regional or local markets for technical employees and local markets for the clerical and blue-collar employees.
An effective recruiting strategy must determine when to look-decide on the timings of events besides knowing where and how to look for job applicants.
Organization must decide whether to hire low skilled employees and invest on training and education programmes, or they can hire skilled labor and professional. Essentially, this is the make or buys decision. Organizations, which hire skilled and professionals shall have to pay more for these employees.
STAGE 3: SEARCHNG:
Once a recruitment plan and strategy are worked out, the search process can begin. Search involves two steps A). Source activation and B). Selling. A). Source Activation: This means that no actual recruiting takes place until lone managers have verified that vacancy does exist or will exist. If the organization has planned well and done a good job of developing its sources and search methods, activation soon results in a flood of applications and/or resumes. The application received must be screened. Those who pass have to be contacted and invited for interview. Unsuccessful applicants must be sent letter of regret. B). Selling: Here, organizations do whatever they can to attract desirable applicants. On the other hand, they must resist the temptation of overselling their virtues. In selling the organization, both the message and the media deserve attention. Message refers to the employment advertisement. With regards to media, it may be stated that effectiveness of any recruiting message depends on the media. Media are several-some have low credibility, while others enjoy high credibility. Selection of medium or media needs to be done with a lot of care.
STAGE 4: SCREENING: The recruitment process extends up to screening the applications. The selection process commences only later.
Purpose of screening: The purpose of screening is to remove from the recruitment process, at an early stage, those applicants who are visibly unqualified for the job. Effective screening can save a great deal of time and money. Care must be exercised, to assure that potentially good employees are not rejected without justification. In screening, clear job specifications are invaluable. It is both good practice and a
legal necessity that applicant’s qualification is judged on the basis of their knowledge, skills, abilities and interest required to do the job. The techniques used to screen applicants vary depending on the candidate sources and recruiting methods used. Interview and application blanks may be used to screen walk-in. Campus recruiters and agency representatives use interviews and resumes. Reference checks are also useful in screening.
STAGE 5: EVALUATION AND CONTROL: Evaluation and control is necessary as considerable costs are incurred in the recruitment process. The costs generally incurred are: ? Salaries for recruiters. Management and professional time spent on preparing job description, job specifications, advertisements, agency liaison and so forth. ? The cost of advertisements or other recruitment methods, that is, agency fees. ? Recruitment overheads and administrative expenses’ ? Costs of overtime and outsourcing while the vacancies remain unfilled ? Cost of recruiting unsuitable candidates for the selection process. Evaluation of Recruitment Process: The recruitment has the objective of searching for and obtaining applications for job seekers in sufficient number and quality. Keeping this objective in the mind, the evaluation might include:
Return rate of application sent out. ? Number of suitable candidates for selection. ? Retention and performance of the candidates selected ? Cost of the recruitment process ? Time lapsed data Comments on image projected. Sources of Recruitment
SOURCES OF MANAGERIAL RECRUITMENT: The sources of recruitment can be broadly categorized into internal and external sources(I) Internal Recruitment – Internal recruitment seeks applicants for positions from within the company. The various internal sources include
Promotions and Transfers –
Promotion is an effective means using job posting and personnel records. Job posting requires notifying vacant positions by posting notices, circulating publications or announcing at staff meetings and inviting employees to apply. Personnel records help discover employees who are doing jobs below their educational qualifications or skill levels. Promotions has many advantages like it is good public relations, builds morale, encourages competent individuals who are ambitious, improves the probability of good selection since information on the individual’s performance is readily available, is cheaper than going outside to recruit, those chosen internally are familiar with the organization thus reducing the orientation time and energy and also acts as a training device for developing middle-level and top-level managers. However, promotions restrict the field of selection preventing fresh blood & ideas from entering the organization. It also leads to inbreeding in the organization. Transfers are also important in providing employees with a broad-based view of the organization, necessary for future promotions.
Employee referrals-
Employees can develop good prospects for their families and friends by acquainting them with the advantages of a job with the company, furnishing them with introduction and encouraging them to apply. This is a very effective means as many qualified people can be reached at a very low cost to the company. The other advantages are that the employees would bring only those referrals that they feel would be able to fit in the organization based on their own experience. The organization can be assured of the reliability and the character of the referrals. In this way, the organization can also fulfill social obligations and create goodwill.
Former Employees-
These include retired employees who are willing to work on a part-time basis, individuals who left work and are willing to come back for higher compensations. Even retrenched employees are taken up once again. The advantage here is that the people are already known to the organization and there is no need to find out their past performance and character. Also, there is no need of an orientation programme for them, since they are familiar with the organization.
Recalls: -
When management faces a problem, which can be solved only by a manager who has proceeded on long leave, it may de decided to recall that persons after the problem is solved, his leave maybe extended.
Retirements: At times, management may not find suitable candidates in place of the one who had retired, after meritorious service. Under the circumstances, management may decide to call retired managers with new extension.
Internal notification (advertisement): -
Sometimes, management issues an internal notification for the benefit of existing employees. Most employees know from their own experience about the requirement of the job and what sort of person the company is looking for. Often employees have friends or acquaintances ho meet these requirements. Suitable persons are appointed at the vacant posts. (II) External Recruitment – External recruitment seeks applicants for positions from sources outside the company. They have outnumbered the internal methods. The various external sources include Professional or Trade Associations:Many associations provide placement service to it g access to members during regional or national conventions. Of these associations s members. It consists of compiling job seeker’s lists and providing carry classified advertisements from Also, the publications particularly employers interested in recruiting their members. These are useful for attracting highly educated, experienced or skilled personnel. Also, the recruiters can zero on in specific job seekers, especially for hard-to-fill technical posts.
Advertisements:-
It is a popular method of seeking recruits, as many recruiters prefer advertisements because of their wide reach. Want ads describe the job benefits, identify the employer and tell those interested how to apply. Newspaper is the most common medium but for highly specialized recruits, advertisements may be placed in professional or business journals. Advertisements must contain proper information like the job content, working conditions, location of job, compensation including fringe benefits, job specifications, growth aspects, etc. The advertisement has to sell the idea that the company and job are perfect for the candidate. Recruitment advertisements can also serve as corporate advertisements to build company? ima ge. It also cost effective.
Employment Exchanges:Employment Exchanges have been set up all over the country in deference to the provision of the Employment Exchanges (Compulsory Notification of Vacancies) Act, 1959.The Act applies to all industrial establishments having 25 workers or more each. The Act requires all the industrial establishments to notify the vacancies before they are filled. The major functions of the exchanges are to increase the pool of possible applicants and to do the preliminary screening. Thus, employment exchanges act as a link between the employers and the prospective employees. These offices are particularly useful to in recruiting blue-collar, white collar and technical workers.
Campus Recruitments:-
Colleges, universities, research laboratories, sports fields and institutes are Fertile ground for recruiters, particularly the institutes. Campus Recruitment is going global with companies like HLL, Citibank, HCL-HP, L&T, Motorola and Reliance looking for global markets. Some companies recruit a given number of candidates from these institutes every year. Campus recruitment is so much sought after that each college; university department or institute will have a placement officer to handle recruitment functions. However, it is often an expensive process, even if recruiting process produces job offers and acceptances eventually.
Walk-ins, Write-ins and Talk-ins The most common and least expensive approach for candidates is direct applications, in which job seekers submit application letters or resumes. Direct applications can also provide a pool of potential employees to meet future needs. From employees viewpoint, walk-ins are preferable as they are free from the hassles associated with other methods of recruitment. While direct applications are particularly effective in filling entry level and unskilled vacancies, some organizations compile pools of potential employees from direct applications for skilled positions. Write-ins are those who send written enquiries. These jobseekers are asked to complete application forms for further processing. Talk-ins involves the job aspirants meeting the recruiter (on an appropriated date) for detailed talks. No application is required to be submitted to the recruiter.
Contractors:-
They are used to recruit casual workers. The names of the workers are not entered in the company records and, to this extent; difficulties experienced in maintaining permanent workers are avoided.
Consultants:They are in the profession for recruiting and selecting managerial and executive personnel. They are useful as they have nationwide contacts and lend professionalism to the hiring process. They also keep prospective employer and employee anonymous. However, the cost can be a deterrent factor Head Hunters:They are useful in specialized and skilled candidate working in a particular company. An agent is sent to represent the recruiting company and offer is made to the candidate. This is a useful source when both the companies involved are in the same field, and the employee is reluctant to take the offer since he fears, that his company is testing his loyalty.
Radio, Television and Internet:Radio and television are used to reach certain types of job applicants such as skilled workers. Radio and television are used but sparingly, and that too, by government departments only. Companies in the private sector are hesitant to use the media because of high costs and also because they fear that such advertising will make the companies look desperate and damage their conservative image. However, there is nothing inherently desperate about using radio and television. It depends upon what is said and how it is delivered. Internet is becoming a popular option for recruitment today. There are specialized sites like naukri.com. Also; websites of companies have a separate section wherein; aspirants can submit their resumes and applications. This provides a wider reach.
Competitors:This method is popularly known as “poaching” or “raiding” which involves identifying the right people in rival companies, offering them better terms and luring them away. There are legal and ethical issues involved in raiding rival firms for potential candidates. From the legal point of view, an employee is expected to join a new organization only after obtaining a no objection certificate from his/ her present employer. Violating this requirement shall bind the employee to pay a few months salary to his/ her present employer as a punishment. However, there are many ethical issues attached to it.
Evaluation of External Recruitment: External sources of recruitment have both merits and demerits. The merits are? The organization will have the benefit of new skills, new talents and new experiences, if people are hired from external sources. ? Scope for resentment, heartburn and jealousy can be avoided by recruiting from outside. The demerits are? Better motivation and increased morale associated with promoting own employees ? External recruitment is costly. ? If recruitment and selection processes are not properly carried out, chances of right candidates being rejected and wrong applicants being selected occur. ? High training time is associated with external recruitment. FACTORS AFFECTING RECRUITMENT: Internal Factors Affecting Recruitment The internal forces i.e. the factors which can be controlled by the organization are:
1. RECRUITMENTPOLICY The recruitment policy of an organisation specifies the objectives of recruitment and provides a framework for implementation of recruitment programme.
It may involve organizational system to be developed for implementing recruitment programmes and procedures by filling 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.
1.
HUMAN RESOURCE PLANNING:
Effective human resource planning helps in determining the gaps present in the existing manpower of the organization. It also helps in determining the number of employees to be recruited and what qualification they must possess. 2. 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 its business, it will think of hiring more personnel, which will handle its operations.
3.
COST
Recruitment incur cost to the employer, therefore, organizations try to employ that source of recruitment which will bear a lower cost of recruitment to the organization for each candidate. 4. GROWTH AND EXPANSION
Organization will employ or think of employing more personnel if it is expanding it’s operations. External Factors Affecting Recruitment
The external forces are the forces which cannot be controlled by the organisation. The major external forces are:
1. SUPPLY AND DEMAND The availability of manpower both within and outside the organization is an important determinant in the recruitment process. If the company has a demand for more professionals and there is limited supply in the market for the professionals demanded by the company, then the company will have to depend upon internal sources by providing them special training and development program.
Recruitment Policy Of a Company
In today’s rapidly changing business environment, a well defined recruitment policy is necessary for organizations to respond to its human resource requirements in time. Therefore, it is important to have a clear and concise recruitment policy in place, which can be executed effectively to recruit 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 in the efficient hiring process. A clear and concise recruitment policy helps ensure a sound recruitment process. It specifies the objectives of recruitment and provides a framework for implementation of recruitment programme. It may involve organizational system to be developed for implementing recruitment programmes and procedures by filling up vacancies with best qualified people.
E-RECRUITMENT Many big organizations use Internet as a source of recruitment. E- recruitment is the use of technology to assist the recruitment process. They advertise job vacancies through worldwide web. The job seekers send their applications or curriculum vitae i.e. CV through e mail using the Internet. Alternatively job seekers place their CV’s in worldwide web, which can be drawn by prospective employees depending upon their requirements.
Advantages of recruitment are: Low cost.
No intermediaries
? Reduction in time for recruitment.
? Recruitment of right type of people. Efficiency of recruitment process.
? Recruitment Management System ? Recruitment management system is the comprehensive tool to manage the entire recruitment processes of an organisation. It is one of the technological tools facilitated by the information management systems to the HR of organisations. Just like performance management, payroll and other systems, Recruitment management system helps to contour the recruitment processes and effectively managing the ROI on recruitment.The features, functions and major benefits of the recruitment management system are explained below: ? Structure and systematically organize the entire recruitment processes. ? Recruitment management system facilitates faster, unbiased, accurate and reliable processing of applications from various applications. Helps to reduce the time-per-hire and cost-per-hire. Recruitment management system helps to incorporate and integrate the various links like the application system on the official website of the company, the unsolicited applications, outsourcing recruitment, the final decision making to the main recruitment process.
? ?
?
Recruitment management system maintains an automated active database of the applicants facilitating the talent management and increasing the efficiency of the recruitment processes. ? Recruitment management system provides and a flexible, automated and interactive interface between the online application system, the recruitment department of the company and the job seeker.
?
Offers tolls and support to enhance productivity, solutions and optimizing the recruitment processes to ensure improved ROI. Recruitment management system helps to communicate and create healthy relationships with the candidates through the entire recruitment process.
?
? The Recruitment Management System (RMS) is an innovative information system tool which helps to sane the time and costs of the recruiters and improving the recruitment processes. ? The ROI On Recruitment ? Before making any investment, every organisation would want to evaluate the investment by answering the following questions in quantifiable terms:
?
What are the costs and the corresponding and related risks on the investment?
?
What are the expected returns of the investment?
?
What is the expected pay-back period of the investment?
? An organisation makes a tremendous amount of investment in its recruitment processes. ? A lot of resources like time and money are spent on recruitment processes of an organisation. But assessing or quantifying the returns on the recruitment process, or, calculating the return on investment (ROI) on recruitment is a complicated task for an organisation. Indeed, it is difficult to judge the success of their recruitment processes. Instead, recruitment is one activity that continues in an organisation without anyone ever
realizing its worth or measuring its impact on the organisation’s business.
? According to a survey, 38 % of organisations do not prepare or produce any kind of documents or reports on their recruitment processes, and there is no accountability of the HR department for the costs incurred and the opportunities missed. ? With the increasing strategic focus on the human resources, more and more organisations are adopting one or the other way for calculating the ROI on its recruitments. Many organisations are examining their HR functions and processes and are trying to quantify their results and returns. ? A recruitment professional or manager can calculate and maximize the return on investments on its organisation’s recruitment by ? ? Clear definition of the results to be achieved from recruitment.
Developing methods and ways measuring the results like the time – to – hire, cost-Per-Hire and effectiveness of the recruitment source etc. ? Estimating the costs associated with the recruitment project ? Estimating the tangible and intangible benefits to the organization including the payback period of the recruitments. Providing and ensuring proper training and development of the recruitment professionals.
?
? Assessing the ROI on recruitments can assist an organisation to strengthen its HR processes, improving its recruitment function and to build a strategic human resource advantage for the organisation.
? Recruitment Strategies
? Recruitment is of the most crucial roles of the human resource professionals. The level of performance of and organisation depends on the effectiveness of its recruitment function. Organisations have developed and follow recruitment strategies to hire the best talent for their organisation and to utilize their resources optimally. ? A successful recruitment strategy should be well planned and practical to attract more and good talent to apply in the organisation. ? For formulating an effective and successful recruitment strategy, the strategy should cover the following elements: 1. ? Identifying and prioritizing jobs:
Requirements keep arising at various levels in every organisation; it is almost a never-ending process. It is impossible to fill all the positions immediately. Therefore, there is a need to identify the positions requiring immediate attention and action. To maintain the quality of the recruitment activities, it is useful to prioritize the vacancies whether to focus on all vacancies equally or focusing on key jobs first. 2. Candidates to target:
? The recruitment process can be effective only if the organisation completely understands the requirements of the type of candidates that are required and will be beneficial for the organisation. This covers the following parameters as well: ? Experience level required: the strategy should be clear as to what is the experience level required by the organisation. The candidate’s experience can range from being a fresher to experienced senior professionals.
3. Sources of recruitment:
? The strategy should define various sources (external and internal) of recruitment. Which are the sources to be used and focused for the recruitment purposes for various positions. Employee referral is one of the most effective sources of recruitment. ? 4. Trained recruiters: ? The recruitment professionals conducting the interviews and the other recruitment activities should be well-trained and experienced to conduct the activities. They should also be aware of the major parameters and skills (e.g.: behavioural, technical etc.) to focus while interviewing and selecting a candidate. ? How to evaluate the candidates ? The various parameters and the ways to judge them i.e. the entire recruitment process should be planned in advance. Like the rounds of technical interviews, HR interviews, written tests, psychometric tests etc ? Outsourcing Recruitment: ? Outsourcing the human resource (HR) processes is the latest practice being followed by middle and large sized organizations. It is being witnessed across all the industries. In India, the HR processes are being outsourced from nearly a decade now. Outsourcing industry is growing at a high rate. ? Human Resource Outsourcing refers to the process in which an organisation uses the expert services of a third party (generally professional consultants) to take care of its HR functions while HR management can focus on the strategic dimension of their function. The functions that are typically outsourced are the functions that need expertise, relevant experience, knowledge and best methods and practices. This has given rise to outsourcing the various HR functions of an organisation. HR Consultancies such as Ma Foi and Planman Consulting provide such services through expert professional consultants. Human resources business process outsourcing (HR BPO) is a major component of the worldwide BPO market. Performance management outsourcing
involves all the performance monitoring, measurement, management being outsourced from a third party or an external organisation ? Many organizations have started outsourcing its recruitment process i.e. transferring all or some part of its recruitment process to an external consultant providing the recruitment services. It is commonly known as RPO i.e. recruitment process outsourcing. More and more medium and large sized organizations are outsourcing their recruitment process right from the entry level jobs to the C-level jobs. ? The present value of the recruitment process outsourcing industry (RPO) in India is estimated to be $2.5 billion and it is expected to grow at the annual rate of 30-40 per cent for the next couple of years. According to a recent survey, only 8-10 per cent of the Indian companies are complete recruitment processes. However, the number of companies outsourcing their recruitment processes is increasing at a very fast rate and so is the percentage of their total recruitment processes being outsourced. ? Outsourcing organizations strive for providing cost saving benefits to their clients. One of the major advantages to organizations, who outsource their recruitment process, is that it helps to save up to as much as 40 per cent of their recruitment costs. With the experience, expertise and the economies of scale of the third party, organizations are able to improve the quality of the recruits and the speed of the whole process. Also, outsourcing enables the human resource professionals of organizations to focus on the core and other HR and strategic issues. Outsourcing also gives a structured approach to the whole process of recruitment, with the ultimate power of decision making of recruiting with the organisation itself. The portion of the recruitment cycle that is outsourced range from preparing job descriptions to arranging interviews, the activities that consume almost 70 per cent of the time of the whole recruitment process. ? Outsourcing the recruitment processes for a sector like BPO, which faces an attrition of almost 50-60 per cent, can help the companies in BPO sector to save costs tremendously and focus on other issues like retention. The job seekers are also availing the services of the third parties (consultants) for accessing the latest job opportunities. ? In India, the trend of outsourcing recruitment is also catching up fast. For example: Vodafone outsources its recruitment activities to Alexander
Mann Solutions (RPO service provider). Wipro has outsourced its recruitment process to MeritTrac. Yes bank is also known to outsource 50 per cent of its recruitment processes.
Advantage Of Outsourcing Recruitment:
? Outsourcing the recruitment process helps to cut the recruitment costs to 20 % and also provide economies of scale to the large sized organizations. ? The major advantages of outsourcing performance management are:
? Traditionally, recruitment is seen as the cost incurring process in an organization. HR outsourcing helps the HR professionals of the organisations to concentrate on the strategic functions and processes of human resource management rather than wasting their efforts, time and money on the routine work. ? Outsourcing is beneficial for both the corporate organisations that use the outsourcing services as well as the consultancies that provide the service to the corporates. Apart from increasing their revenues, outsourcing provides business opportunities to the service providers, enhancing the skill set of the service providers and exposure to the different corporate experiences thereby increasing their expertise.
? The advantages accruing to the corporates are: ? turning the management's focus to strategic level processes of HRM ? ? ? ? ? accessibility to the expertise of the service providers freedom from red tape and adhering to strict rules and regulations optimal resource utilisation structured and fair performance management. a satisfied and, hence, highly productive employees
? value creation, operational flexibility and competitive advantage ? Therefore outsourcing helps both the organisations and the consultancies to grow and perform better. ? Changing Role of Recruitment Intermediaries ? Recruitment consultancies, agencies or intermediaries are witnessing a boom in the demand of their services, both by the employers and the job seekers. With an already saturated job market, the recruitment intermediaries have gained a vital position acting as a link between the job seekers and the employers. ? But at the same time, one of the major threats faced by this industry is the growing popularity of e-recruitment. With the changing demand, technologies and the penetration and increasing use of internet, the recruitment consultancies or the intermediaries are facing tough competition. To retain and maintain their position in the recruitment market, the recruitment intermediaries or consultants (as they are commonly known) are witnessing and incorporating various changes in terms of their role, functions and the services. ? According to a survey amongst top employers, most of them agree with the growing influence of technology and the Internet on the recruitment processes. 70 per cent of employers reported the use of application portal on their company’s official website. Apart from that, the emerging popularity of the job portals is also growing.
? But the fact that the intermediaries or the cons ultants are able to provide their expert services, economies of scale, up to 40 percent savings in the recruitment costs, knowledge of the market, the candidates, understanding of the requirements, and most importantly, the assess to the suitable and talented candidates and the structured recruitment processes. The recruitment intermediaries save the organisations from the tedious of weeding out unsuitable resumes, co-coordinating interviews, posting vacancies etc. give them an edge over the other sources of recruitment. ? To retain their position as the service providers in the recruitment market, the recruitment intermediaries are providing vale added services to the organisations. They are incorporating the use of internet and job portals, making their services more efficient. ? Despite of the growing use of the internet, the recruitment intermediaries are predicted to continue dominating the recruitment market in the anticipated future.
? Outsourcing Process ? ? Outsourcing Process How To Select A Recruitment Consultant ? If an organisation decides to outsource its recruitment processes or activities, it is very important to find and select a suitable recruitment consultant or consultancies, which can deliver results according to the needs of the organisation. Today, there are thousands of consulting firms (consultancies) as well as freelance consultants working independently. ? An organisation looks for various considerations and qualities before selecting the suitable recruitment consultant. ? The reputation of the consulting firm in the job market (based on expertise and experience).
?
Who are the consultant’s or firm’s past and present clients?
?
Consultant’s expertise and experience (from how long has he/firm been in the business) Does the recruitment consultant have the requisite resources to complete the targets on time? Get the idea of the effectiveness and the services of the recruitment consultant from its current and past clients.
?
?
? Qualities of an independent recruitment consultant: ? Some of the qualities or characteristics looked in recruitment consultants are:
? ? ? ? ? ? ? ? ?
Marketing skills Flexibility and adaptability Wisdom Exuberance Ability to prioritise Ambition Resourcefulness Diplomacy/ delicacy Selecting the right recruitment consultant is essential for the effective recruitment processes. A successful Recruitment consultant is someone who is determinative, focused, and able to create opportunities for him, works harder and smarter than competitors and continually set and achieve higher standards.
Personal specification: A personal specification is written by the firm or organisation and outlines the type of person required. It includes: ? Educational qualification ? General intelligence ? Previous experience ? Specialized skills ? Interests ? Physical requirements ? Personality It is important to be clear and exact about the knowledge, skills, qualification and attributes that are required for the job and experiences and personal characteristic that are needed. It is a good habit to specify what is compulsory or the minimum skills required to perform the job, as well as what is desirable. To choose the qualities required for person specification that need to select key features from the job description. It is also good to keep for mind to context of the job and the wider organisational requirements to define any element of person organisation fit that are vital. How carefully have you consider the education qualification/training required for the job? Remember qualification are only a way of knowing what people have to offer. Skills, experience and competence gained in a very of context. Have you added any rigid requirements based on age, gender, physical disability or length of paid work experience which can be questioned? ? How you identified which qualities and attributes would be important and which desirable? If something is important you should be able to justify it. ? Is the specification credible? Do such people really exit? Will they apply for the salary offered? What are the alternative options in the answer togreat care these questions are no? Personal specification have to be prepared and practised with great care. It is important to ensure the list of essential competencies does not lead to unlawful discrimination against potential employees.
The seven point system: The seven point system is used for evaluation and selection of candidates. ? ? ? ? Physical profile- Health, appearance, bearing and speech Attainments- Education, Qualifications, Experiences General intelligence- Intellectual capacity Special aptitude- Mechanical, manual Dexterity, Language fluency, Ability with words, Mathematical aptitude, IT ability ? Interests – intellectual, practical, constructional, physical active, social and Artistic ? Disposition Acceptability- influence over others, steadiness, Dependability and self-Reliance ? Circumstances- Any special demand of the job, such as ability to work unsocial hours, travel abroad etc. On the above seven point plan recruitments can ask questions to candidates to assess them and evaluate them.
The Five Fold Grading system The five gold grading system is used for evaluation and selection of candidates. ? ? ? ? Impact on the others physical make up appearance speech and manner Acquired Qualification- Education vocational training work experience Innate abilities- Quickness of comprehension and aptitude for learning Motivation – individual goals consistency and determination in following them up success rate ? Adjustment- Emotional stability ability to stand up to stress and ability to get on with people.
CHAPTER 4 DATANALYSIS AND INFERENCES
DATA ANALYSIS AND INTERPRETATION
SAMPLE SIZE= 13 1. In selection procedure, Which type of interview process do you like the most ? Technical Interview ? HR Interview
(A)Technical interview B) HR Interview
2. In your interview, how many rounds did you face during recruitment? a) 6 rounds b) 5 rounds c) 4 rounds d) 3 rounds
A)6 round B) 5 round C) 4 round D)3 round
3-Is competency model used for Recruitment and Selection? A) Yes B) No
A) yes B) No
4-How much time is taken from JRF (Job Requisition Form) till the Final
offer For Junior Level Recruitment A) 45-60 Days B) 30 - 45 Days C) 6 and above
A) 45-60 days B) 30-45 days C) 6 and above
I) For Higher Level Recruitment A) 6 0 – 7 5 D a y s B) 7 5 - 9 0 D a y s C) 9 0 a n d a b o v e
A) 60-75 days B) 75-90 days C) 90 and above
5-How do you practice Scout Talent (Searching Best talent)? with the help of: A) College Placement Cell B) Technical Institutes Like NIIT C) Place ment Co nsultancies D) From University Researchers
a)0% - 5% b)5% - 10% c) 10% - 15% d) More than 15% e)Not at all
6. What is the range of Attrition rate in the organization? A) 1% -5% B) 5% -10% C) 10% -15% D) 15% -20% E) More than 20%
a) 1%-5% b) 5%-!)% c) 10%-15% d) 15%-20% e) more than 20%
7. You feel Branding of the organization contributes to the effective recruitmentand selection process because of: A) Good Working Environment B) Good Career Development and Succession Planning C) Good Compensation and Bonus Structure D) Quality of Workforce E) All the above F) Any other (Please Specify)
Good Career Development and Succession Planning Good Compensation and Bonus Structure Quality of Workforce All the above Any Other Good Working Environment
8. Is there any contract (Bond) signed by employees while joining the organization?( F o r a l l L e v e l s ) ( O r ) D i d y o u s i g n a n y b o n d o r c o n t r a c t w h i l e j o i n i n g i n t o t h e organization? A) Yes B) No
a)Yes b)No
9. For internal recruitment, are the vacancies declared publicly? A) Yes B) No
Yes No
10. Out of total recruitment in a year, what is the perce n t a g e o f i n t e r n a l recruitment? A) 0% - 5% B) 5% - 10% C) 10% - 15% D) 15% - 20% E) 20% - 25% F) More than 25% G) Not at al
a)0% - 5% b)5% - 10% c) 10% - 15% d) 15% - 20% e)20%-25% f) More than 25% g) Not at all
11. Does the organization provide any Educational Assistance and how? A) Yes B) No
a) Yes b) No
12. What is the percentage of NO SHOWS? (Scheduled candidates not turning up for joining the job) A) 0% - 5% B) 5% - 10% C) 10% - 15% D) More than 15% E) Not at al
a) 0% - 5% b) 5% - 10% c) 10% - 15% d) More than 15% e) Not at all
13. No of respondent s who are having experience A 1 years experience B 1-2 years experience C 3-5 years experience D more than 5ys of experience
a) 1 years experience b) 1-2 years experience c) 3-5 years experience d) more than 5 years of expericnce
CHAPTER 5
CONCLUSIONAND SUGGESTION
CONCLUSION
Human being as the most essential resource in an organization can be better utilized through a systematic process of recruitment which develops the skill of these human being & broaden their horizons considerably. Since the employee are responsible for the effective functioning of each component of the organization, hence their development is of utmost importance for any organization. This report analyses about the sourcing & recruitment programs for executives of ADECCO with special focus on Recruitment centre at Bhubaneswar. The study revealed that although ADECCO has a very elaborate recruitment set up & plans, they are only partially able to implement these pans & ideas to the fullest satisfaction of their employees. A lot of connective majors have to be taken up by the organization especially the HRD department of the effective implementation of the executives for the external recruitment. So equal efforts should be made to cover all the executives for training so that they all yet chance to develop their skills & also bring changes in the organization & cope up with the changing climates of the organization.
Suggestion ? During the recruitment programme the coordinator or any one from the recruitment department should check whether the recruitment is going on according to the schedule. ? Recruitment should be need based. ? The recruitment should be given to those employees who really need it & not just to fill the vacancy.. ? The frequency of the recruitment should be increased. ? After the need assessment is done by the boss it should also be assessed by an employee from the department whether the need assessment is done correctly.
? There should be 360 evaluation. ? After coming from the training the employee should be given a chance to present whatever he learned from the recruitment in front of other employees. ? There should be a scope for career development. ? Course module should be updated in advance.
CHAPTER 6 BIBILIOGRAPHY
Bibiliography ? ? ? ? ? Human resource management – K . Aswathaapa Human resource management – P.Subba Rao Manpower planning and Re-sourcing www.management paradise.com Human resource management – c gupta
CHAPTER 7
ANNEXTURE
Potential Candidates in your Organization are generated through the following recruitment sources Tick and rank them based on the number and quality of candidatesgenerated. Also roughly specify the percentage mix of each of the following sourcesadopted. For e.g. If your organization get maximum quality candidates from Job Portals, thenput ranking 1 and percentage say for e.g. 40%.)
1. In selection procedure, Which type of interview process do you like the most ? Technical Interview ? HR Interview 2. In your interview, how many rounds did you face during recruitment? a) 6 rounds b) 5 rounds c) 4 rounds d) 3 rounds
3. Is competency model used for Recruitment and Selection? C) Yes D) No
How much time is taken from JRF (Job Requisition Form) till the Final Offer For Junior Level Recruitment A) 30 –45 Days B) 45 - 60 Days C) 60 and above
II) For Middle Level Recruitment A) 30 – 45 Days B) 45 – 60 Days C) 60 and above III) For Higher Level Recruitment A) 6 0 – 7 5 D a y s B) 7 5 - 9 0 D a y s C) 9 0 a n d a b o v e 5. How do you practice Scout Talent (Searching Best talent)? with the help of: A) College Placement Cell B) Technical Institutes Like NIIT C) Place ment Co nsultancies D) From University Researchers E) o t h e r
6. Do you give special treatment to employees in order t o g i v e t h e m comfortable work environment and how?(For e.g. Allowing employees to work from Home in case of some family problems, making flexible work shifts.
7. How do you plan for fast ramping up and which are the modes? (Meeting up urgent requirement of the workforce)(OE Question) 8. What is the range of Attrition rate in the organization? A) 1% -5% B) 5% -10%
C) 10% -15% D) 15% -20% E) More than 20% 9. Rank the following reasons for attrition rate. (1- Topmost Important Reason, 2, 3, 4, ….6- Least Important Reason) A) Insufficient Salary Package B) Market Condition C) Inappropriate Training & Development D) Lack of Motivation E) Inept work env ironment F) Higher studies and other personal reasons G) Inefficient Supervisor H) Because other collogues leave I) Other if any 10. You feel Branding of the organization contributes to the effective recruitmentand selection process because of: A) Good Working Environment B) Good Career Development and Succession Planning C) Good Compensation and Bonus Structure D) Quality of Workforce E) All the above F) Any other (Please Specify)
11. Is there any contract (Bond) signed by employees while joining the organization?( F o r a l l L e v e l s ) ( O r ) D i d y o u s i g n a n y b o n d o r c o n t r a c t w h i l e j o i n i n g i n t o t h e organization? A) Yes B) No 12. For internal recruitment, are the vacancies declared publicly? A) Yes B) No 13. Out of total recruitment in a year, what is the perce n t a g e o f i n t e r n a l recruitment? A) 0% - 5% B) 5% - 10% C) 10% - 15% D) 15% - 20% E) 20% - 25% F) More than 25% G) Not at al 14. Does the organization provide any Educational Assistance and how? A) Yes B) No 15. Which are the metrics undertaken to ensure effective recruitment and selection?(Specify the perks (monetary and non-monetary benefits) provided to employees inorder to attract and retain them)(OE Question) 16. What is the percentage of NO SHOWS? (Scheduled candidates not turning up for joining the job) A) 0% - 5%
B) 5% - 10% C) 10% - 15% D) More than 15% E) Not at al 16 No of respondent s who are having below A 1 years experience B 1-2 years experience C 3-5 years experience D more than 5ys of experience
doc_318741453.docx
“SOURCING AND RECRUITMENT”
With special reference to Adecco Bhubaneswar, Odisha
ADECCO
(For partial fulfillment of the requirement of Bachelor in Business Administration)
Session: 2011–14
Submitted by: BISWANATH PANDA
EXTERNAL GUIDE INTERNAL GUIDE MISS PRAGYAN PARAMITA DAS LECTURE IN HR MISS IPSITA MISHRA HR RECRUITOR ADECCO
UTKALUNIVERSITY VANIVIHAR BHUBANESWAR, ORISSA
EXECUTIVE SUMMARY
I optend for this particular topic named Sourcing and Recruitment because recruitment and sourcing procedure have taken a dramatic change in the industry. Human resource is responsible for giving birth to embalmers’. The core function of an organization is Recruitment and Sourcing because the organization doesn’t want to be a bad recruiter by selecting manpower that might have potential to spoil the long earned goodwill or corporate image and also incur heavy recruitment cost on them. Recruitment refers to process of attracting, screening, and selecting qualified people for a job at an organization or firm. For some component of the recruitment process mid and large size organization often retain professional recruiters outsource. Some of the process to recruitment agencies. It is the process to discover sources of manpower to meet the recruitment of staffing scheduled and to employee effective measures for attracting that manpower in adequate number of facilitate effective selection of an efficient working force. The main objective is the recruitment process to expedite the selection process. Sourcing is a talent management discipline which is focused on the identification, assessment and engagement of skilled worker candidate through practive recruiting techniques. Professionals specializing in sourcing are known primarily as sources but also Recruiters, Recruiting, Researchers or Talent scouts. However recruitment is an important part of an organization`s human resources planning and their competitive strength competent human resources at the right position in the organization are a vital resources and can be core competency or a strategic advantage for it. The objective of the Recruitment process is to obtain the number and quality of employees that can be in order to help the organization to achieve its goals and objective. With the same objective recruitment helps to create a pool of prospective employees for the organization so that the management can select the right candidate for the right job for this pool.
I have applied few research tool in the project such as questionnaire, interview, method to obtain views of the respondents and there by have analyzed the factor by applying columnar bar and pie charts. However I faced a few limitation such as sample constraint, time constraint respondent didn`t take the questionnaire method seriously and so were very reluctant in answering the questions. Thus I, would like to conclude that from my project. I have definitely understood the employee sourcing and Recruitment is the basics of an organization
DECLARATION
I am Biswanath Panda, a student of BBA [2011-2014] of ASMIT have done my project entitled. Sourcing and Recruitment in ADECCO undertaking the summer internship project, this report never been submitted anywhere else for any other purpose. I declare that all the information given is true to the best of my knowledge and belief.
DATEPlace-Bhubaneswar
Biswanath panda Signature
ACKNOWLEDGEMENT It gives me the immense pleasure taking the opportunity to knowledge all those who guardians emotes and encouragement served
as platform for me to complete this summer project. I do here by my express my sincere thanks to Miss Pragyan paramita Das my internal guide of Arya School Of Management & information Technology Bhubaneswar for providing me this opportunity to carry my project in esteemed organization like ADECCO, Bhubaneswar At last but not the least express my whole hearted thanks to directed of Arya School Of Management & Information Technology external guide Miss Ipsita Mishra, HR Recruiter ADECCO give me there assistance and valuable time to complete this project or else this would not come into or existence at all. Lastly I mostly thanks to the all staffs of ADECCO, Bhubaneswar Odisha whole support spread the steam in my
project and the respondents whose support is vital for me.
Date: Place: Bhubaneswar
Biswanath Panda Signature
PROJECT SUMMARY
Title of the project: Sourcing and Recruitment Area of the project: HR Organization of the project: ADECCO Duration of the project: 3 weeks External guide: Internal guide: Miss pragyan paramita Das
CONTENTS
CHAPTER 1 CHAPTER 2 CHAPTER 3 CHAPTER 4 CHAPTER 5 CHAPTER 6 CHAPTER 7 INTRODOCTION COMPANY PROFILE LITERATURE REVIEW DATA ANALYSIS AND INFERENCES CONCLUSION AND SUGGESTION BIBILIOGRAPHY ANEXTURE
CHAPTER 1
INTRODUCTION
INTRODUCTION
Sourcing is a process of identifying labor pools which can be attracted to your organisation by either push or pull recruitment techniques. Post the recruitment effort, prospective candidates from the labor pool apply for the job of interest and then the selection process begins. Sourcing for candidates refers to proactively identifying people who either not actively looking for job opportunities passive candidates or candidates who are actively searching for job opportunities active candidates. The possible third category is active candidate sourcing using candidate database, job boards and the like.
Identify
Bb bbvb
Labor pool
Attract
Select
Hiring
Sourcing
Recruiting
Selection
Hiring
It has been hard to accurately define an active candidate versus a passive candidate. A person may turn from a passive candidate to active candidate if he/she on hearing the job opening and the associated likely compensation changes their mind in favour of the new job opportunity. The status of being an active or passive candidate is fluid and changing depending on the circumstances and position being offered. Recruitment 0f application is a function that comes before selection. It helps to create a list of prospective employees for the organization so that the management can choose the right person to the right job at the right time from
this list. The main goal or objective of the recruitment is to help in the selection process. Therefore, it may be started that recruitment is offered to operative where as development programmes are mint for employee in higher position. Recruitment a vital & necessary activity in all organization. It plays a crucial role in determining the efficiency & effectiveness of the organization . The prime concern of on organization is its viability & hence its efficiency. There is continuous environmental pressure it may soon loose, its important & competitiveness.
WHY I CHOOSE THIS TOPIC:
Therefore, sourcing & recruitment imparts specific skill objectives & knowledge to employee to contribute to the organization efficiency & able to cope up the pressure of changing environment which rapidly increase the skill. Every organization has to introduce systematic recruitment programme for the fresher. This is because selected personnel are like valuable assets of an organization. They are responsible for the progress and stability of the organization. The term recruitment is generally used to denote imparting the freshers.
SCOPE OF THE STUDY: The present study is regarding training & development programmes for executive in ADECCO working in different department. The scope of the study includes three major areas of training.
? In house recruitment ? External training ? Foreign training
OBJECTIVE OF THE STUDY:
? To find out various recruitment and sourcing program implemented in Adecco. ? To find out how an employee imparting the ideas that are imparted in the training sessions. ? To provide the actual picture of the survey and also to give suggestions to ensure the effectiveness of the recruitment and sourcing program. ? design and deliver interview processes based on your ideal behaviors and competencies.
METHODOLOGY : The methods which are employed to collect the data to study the Training of executive and its effectiveness are as follows. ? Interview method ? Questionnaire method. ? Investigation of company profiles and reports and magazines. The data are collected from the following sources:
PRIMARY SOURCES
Primary sources of data can be collected through experiment survey or direct communication with the respondent in the form of personal interview.
SECONDARY SOURCES Secondary sources of data means that data those are already available i.e. that data which is already collected by someone else and already passed through statistical process .The secondary sources covers investigation of company’s manuals, magazines ,internet ,and records . LIMITATION OF THE STUDY: ? Limited period of time for the completion of the study. Insufficient period of time to interact with the employees.
CHAPTER 2
COMPANY PROFILE
COMPANY PROFILE Adecco S.A is a fortune Global 500 company and the global leader in hr service. The Adecco group network connects about 500,00 associates with client each day through its network of over 28,000 employees and over 5,500 offices in over 60 countries and territories around the world. Registered in Switzerland and managed by multinational team with expertise in markets spanning the globe the Adecco group delivers an unparalleled range of flexible staffing and career resources to client and associates. Adecco India , headquarter in Bangalore, is a leading end to end HR solution company with a focus on Executive search, Recruitment, Learning and Temporary staffing services to client organizations. ? ? ? ? ? Rapid growth with the largest company-owned branch network of 60 Over 90, 000 associates every day, nationally Distinguished list of clients across all segments Placement of around 4000 candidates per month, across India Over 800 trained and specialized consultants to customize your HR solution.
We have our offices in Ahmadabad, Bangalore, Mysore, Bhopal, Bhubaneswar, Chandigarh, Chennai, Coimbatore, Gurgaon, Hyderabad, Indore, jaipur, Jamshedpur, Jammu, kochi, Mumbai, new Delhi, pune, Visakhapatnam, lucknow, Aurangabad, goa , Guwahati, madhyapradesh, rudrapur, Meerut, Patna and sri perambadpur.
.HISTORY OF COMPANY The Adecco Group is the result of over 50 years’ expansion and growth by acquisitions around the world. The founding companies, Adia and Ecco, merged in 1996 to form the global leader. ADECCO
2012 Adecco Group announces the acquisition of VSN Inc., a leading provider of professional staffing services in Japan. 2011 Adecco announces the acquisition of US-based Drake Beam Morin, Inc., taking the worldwide lead in career transition and talent development services. 2010 The acquisition of MPS Group is officially closed. With MPS's strength in North America and the UK, the Adecco Group also becomes world leader in professional staffing Adecco set up a joint venture in Shanghai with leading Chinese HR services company Fesco. FESCO Adecco began operations on January 1, 2011 with over 100,000 associates and a well-established local and multinational client base. 2009 January 1, 2009 Rolf Dörig starts as Chairman of the Board of Directors of the Adecco Group. June 1, 2009 Patrick De Maeseneire takes over as Chief Executive Officer of the Adecco Group from Dieter Scheiff. Adecco acquires Spring Group in the UK, bolstering the Adecco Group's UK professional and general staffing business, and tables an offer for MPS Group. 2008 The strategy announced in 2006 moves into its second phase: development of professional staffing, with devolution of more operational responsibility to foster the businesses at country level. September 11: Klaus J. Jacobs, founder and Honorary President of Adecco Group, passed away. Jürgen Dormann steps down at year end, as Chairman of the Board of Directors; he is succeeded by Rolf Dörig as of January 1, 2009 2007 The annual General Meeting of Shareholders approves the nomination of Jürgen Dormann, former Vice- Chairman, as Chairman of the Board. Rolf Dörig becomes Vice-Chairman. Klaus J. Jacobs, the co-founder of Adecco, hands back his mandate.
2006 Adecco announces a dual strategy focused on professional and general staffing. Following the acquisition of DIS AG, Germany, Dieter Scheiff assumes the position of Chief Executive Officer, Adecco Group. Dominik de Daniel becomes Chief Financial Officer. 2005 After a strategy review, Adecco makes a commitment to expand through realignment across six professional business lines defined by occupational fields, complementing its office and industrial core business. 2002 Recognizing the increasing demand for professional and expert services as well as the growing importance of attracting talent, Adecco consolidates its businesses under three leading names and creates three dedicated global divisions to deliver its services. 1997 - 2000 Following its takeover of TAD Resources International, Massachusetts, in 2000, Adecco acquires Olsten Staffing of Melville (NY) to become the no. 1 recruitment company in the US. That year, the merged Company generates combined revenues of over EUR 11.6 billion. 1996 Adia and Ecco merge to form Adecco. Two of the world's top three personnel services firms, with complementary geographical profiles, merge to form a strong global leader with annualised revenues of over EUR 5.4 billion. Operations are combined to form a global network of 2,500 branches. The new Company has an exceptional range and quality of services. The core staffing business places around 250,000 people in work each day. ADIA Late 1980s Sales topping USD 1 billion in 1986 make Adia the European leader. Its success is partly down to a focus on quality and high-value services. The 1990s see a growing trend towards specialised skills, e.g. accounting and wordprocessing, including in-house training programmes.
ECCO 1990s Further acquisitions from the late 1980s onwards strengthen base in highly skilled, specialised fields. Also, a move into social programmes focused on more mature workers. In 1991, recognising the importance of the industry's role in job creation and its growth potential, Klaus J. Jacobs invests in Adia en route to becoming majority shareholder. 1961 - 1980 In the 1960s, Adia opens offices in various European countries and then in 1972 takes a first step overseas, with a branch in Menlo, California. In 1974, Lavanchy recruits Martin O. Pestalozzi and a phase of expansion by acquisitions begins. In the next 12 years, Adia buys over 85 companies, tripling in size and gaining footholds in more than a dozen countries, including France (1975) and the UK (1977), where it buys the market leader: Alfred Marks Bureau Ltd. Early 1980s Further expansion overseas, including Australia, New Zealand, Japan, Hong Kong and Canada. Meanwhile, Ecco is focusing on its home market. By the mid-1980s, it is the market leader in France, a decade later world no. 2. The growth of both companies is part of a wider trend: temporary staffing becomes the world's third-fastest growing industry in the 1980s. Adia's Pestalozzi states in 1985: "We want balanced growth; we want to be known as the best, rather than the biggest in our markets." OUR MISSION: To partner with our client to integrate flexibility into their workforce and take care of their routine people management activities, helping them concentrate on their core business.
OUR VISION We inspire individuals and organisations to work more effectively and efficiently, and create greater choice in the domain of work, for the benefit of all concerned. As the world's leading provider of HR solutions – a business that
has a positive impact on millions of people every day – we are conscious of our global role. Helping people to better work, better life is our common purpose and the way in which we contribute to society. STRATEGY The world of work is constantly changing and Adecco is one of the leading forces shaping that change. With a growing demand for both flexible and skilled workforces we have two distinct approaches to the market. For positions that require general skills, we offer our clients tailored solutions, focusing on industry know-how and cost leadership. This also means ensuring continuity and nurturing long-term relationships with associates. To fill positions requiring specialised professional skills, we have experts who can find the right candidates. Our aim is to provide consecutive assignments, ensuring talent retention and skill enhancement for our associates. In both approaches to the market, it is our goal to focus on operational excellence, specialisation and efficient delivery models. As the global leader in HR services, we are aware that traditional patterns of employment will continue to evolve in the years to come. We therefore encourage present and future generations to see change as opportunity in its multiple forms. We invite people to accept tomorrow’s challenges with confidence and to join us in shaping the future of the workplace.
CHAPTER 3
LITERATURE REVIEW
LITERTURE REVIEW SOURCING: Sourcing is a talent management discipline which is focus on the identification, assessment and engagement of skilled worker candidate through practive recruiting techniques. Professionals specializing in sourcing are known as primarily as sources; but also Recruiters, Recruiting Researchers or Talent scouts.
Objectives ? ? ? ? Discuss the concept of sourcing and recruitment. Explain outsourcing. Discuss e-recruitment services. Elaborate seven point and five-gold grading system
Sources of candidate Many organisation use a combination of both internal and external sourcing alternatives to deliver business support services. Sourcing the candidate from within the organisation as internal source of recruitment and sourcing candidates from other sources is known as external source of recruitment ? Internal sourcing ? External sourcing ? Internal Sourcing When you hire staff or contract staff who is working or was working with your organisation earlier, then it is called as internal sourcing. An internal source is consider for:
? PROMOTIONS Availability of competent resources within the organisation are given first preference and considered for filling the vacancies at higher levels by way of promotion. ? TRANSFERS In case of excess hiring or businesses slowing due to various reasons in one branch of an organisation and shortage of employees in another branch organisation consider transferring surplus employees to meet the shortage of staff in the other branch rather than sourcing externally.
? TEMPORARY STAFF Many organisation appoint temporary staff for short projects. At the end of such projects organisation often try to retain efficient resources by deploying them to available position in other roles. ? RETIRED EMPLOYEES Sometimes organisations prefer to re-employ their retired employees due their immense experience and knowledge and lack of suitably skilled and efficient candidate matching their requirement Advantages of internal sourcing: The advantages of internal sourcing are: ? ? ? ? ? Reduces cost of recruitment. Reduces cost of training, induction and orientation. The time to transfer to the new role may be shorter. The past performance track record of the employee is known. Motivates employees and provides experienced competent people for the job role ? Stability of employment can be ensured for the candidate.
Disadvantages of internal sourcing: ? ? ? ? Limits the options for selection. Lack of new ideas and approaches from outside the business. Creates another vacancy by moving the candidates from current job. May discourage the candidates not appointed.
EXTERNAL SOURCING When you hire staff or contract staff who has never worked with your organisation earlier, then it is called as external recruitment. Examples are: Advertisements in Media: Advertisements of the job openings in newspaper and journals magazines are generally used as a source of external recruitment. Campus Selection in Institutions: Various colleges and institutions are a good source of recruiting well qualified executives, engineers, medical staff, etc. Employee Referrals: Organizations encourage internal employees by providing benefits for referring friends and relatives for some position in their organization.
Consultants: They identify candidates matching the job profile and charge a fee for providing candidates till you find the right candidate who accept the offer. Data Banks: Organizations collect CV’s of candidates from different sources like employment exchange, training institutes, etc. and screen and shortlist the candidates. When the business grows and if the business is manpower intensive, then additional resources are required. Therefore external recruitment is done. This
is the only way to scale up the business. Also it brings in a freshnesss of thought and perspective. Capable people from the world’s best organization bring best practices with them. They bring the culture of performance and meritocracy. External recruitment has many advantages. If the job role requires tremendous experience (e.g. 15 years), it is better to hire someone externally than to wait for people in your own organization with 4 years’ experience to gain 11 more years’ of experience.
MEANING OF RECRUITMENT Recruitment means to estimate the available vacancies and to make suitable arrangements for their selection and appointment. Recruitment is understood as the process of searching for and obtaining applicants for the jobs, from among whom the right people can be selected. Recruitment may be defined as “The process of finding and attracting capable applicants for the employment.’’ The process begins when new recruits are sought and ends when their applicants are submitted. The result is a pool of applicants from which new employees are selected”. In this, the available vacancies are given wide publicity and suitable candidates are encouraged to submit applications so as to have a pool of eligible candidates for scientific selection. In recruitment, information is collected from interested candidates. For this different source such as newspaper advertisement, employment exchanges, internal promotion, etc.are used. In the recruitment, a pool of eligible and interested candidates is created for selection of most suitable candidates. Recruitment represents the first contact that a company makes with potential employees.
Recruitment objective: The objective of recruitment is:
? To support the organisation such that it is able to get, maintain and improve the best talent and skills. ? To be certain about the present and future manpower needs of the organisation in relation with planning and job evaluation activities. ? To recruit competent employee who can achieve organisational goals & objective. ? To get a lot of candidates so that the management can select the right candidate for the right job from the list. ? To persuade and get more and more candidate interested to apply for jobs in organisation. ? In acts as a link between the employers and the job seekers or job hunters and ensures that the placement of the right candidate at the right place at the right time.
Purpose & Importance Of Recruitment: • Attract and encourage more and more candidates to apply in the organization. • Create a talent pool of candidates to enable the selection of best candidates for the organisation. • Determine present and future requirements of the organization in conjunction with its personnel planning and job analysis activities. • Recruitment is the process which links the employers with the employees.
• Increase the pool of job candidates at minimum cost. • Help increase the success rate of selection process by decreasing number of visibly under qualified or overqualified job applicants. • Help reduce the probability that job applicants once recruited and selected will leave the organization only after a short period of time. • Meet the organizations legal and social obligations regarding the composition of its workforce. • Begin identifying and preparing potential job applicants who will be appropriate candidates. • Increase organization and individual effectiveness of various recruiting techniques and sources for all types of job applicants
Recruitment Process: Recruitment refers to the process of identifying and attracting job seekers so as to build a pool of qualified job applicants. The process comprises five interrelated stages, viz, planning, strategy development, searching, screening, evaluation and control. The ideal recruitment programme is the one that attracts a relatively larger number of qualified applicants who will survive the screening process and accept positions with the organization.
STAGE 1: RECRUITMENT PLANNING: The first stage in the recruitment process is planning. Planning involves the job vacancies and information about the nature of these jobs into set of objectives or targets that specify the (1) Numbers of vacancies (2) Types of applicants to be contacted. Numbers of contact: Organization, nearly always, plan to attract more applicants than they will hire. Some of those contacted will be uninterested, unqualified or both. Each time a recruitment programme is contemplated; one task is to estimate the number of applicants necessary to fill all vacancies with the qualified people.
Types of contacts: It is basically concerned with the types of people to be informed about job openings. The type of people depends on the tasks and responsibilities involved and the qualifications and experience expected. These details are available through job description and job specification.
STAGE 2: STRATEGY DEVELOPMENT:
It deals with estimating what types of recruitment and how many no. of employees are required, for which one has two concentrate on the following matters:
(1). Technological sophistication of recruitment and selection devices. (2). Geographical distribution of labor markets comprising job seekers. (3). Sources of recruitment. (4). Sequencing the activities in the recruitment process. (5). Make or buy employees. This decision is mainly influenced by the available technology. The advent of computers has made it possible for employers to scan national and international applicant qualification. Although impersonal, computers have given employers and job seekers a wider scope of options in the initial screening stage. In order to reduce the costs, organizations look in to labor markets most likely to offer the required job seekers. Generally, companies look in to the national market for managerial and professional employees, regional or local markets for technical employees and local markets for the clerical and blue-collar employees.
An effective recruiting strategy must determine when to look-decide on the timings of events besides knowing where and how to look for job applicants.
Organization must decide whether to hire low skilled employees and invest on training and education programmes, or they can hire skilled labor and professional. Essentially, this is the make or buys decision. Organizations, which hire skilled and professionals shall have to pay more for these employees.
STAGE 3: SEARCHNG:
Once a recruitment plan and strategy are worked out, the search process can begin. Search involves two steps A). Source activation and B). Selling. A). Source Activation: This means that no actual recruiting takes place until lone managers have verified that vacancy does exist or will exist. If the organization has planned well and done a good job of developing its sources and search methods, activation soon results in a flood of applications and/or resumes. The application received must be screened. Those who pass have to be contacted and invited for interview. Unsuccessful applicants must be sent letter of regret. B). Selling: Here, organizations do whatever they can to attract desirable applicants. On the other hand, they must resist the temptation of overselling their virtues. In selling the organization, both the message and the media deserve attention. Message refers to the employment advertisement. With regards to media, it may be stated that effectiveness of any recruiting message depends on the media. Media are several-some have low credibility, while others enjoy high credibility. Selection of medium or media needs to be done with a lot of care.
STAGE 4: SCREENING: The recruitment process extends up to screening the applications. The selection process commences only later.
Purpose of screening: The purpose of screening is to remove from the recruitment process, at an early stage, those applicants who are visibly unqualified for the job. Effective screening can save a great deal of time and money. Care must be exercised, to assure that potentially good employees are not rejected without justification. In screening, clear job specifications are invaluable. It is both good practice and a
legal necessity that applicant’s qualification is judged on the basis of their knowledge, skills, abilities and interest required to do the job. The techniques used to screen applicants vary depending on the candidate sources and recruiting methods used. Interview and application blanks may be used to screen walk-in. Campus recruiters and agency representatives use interviews and resumes. Reference checks are also useful in screening.
STAGE 5: EVALUATION AND CONTROL: Evaluation and control is necessary as considerable costs are incurred in the recruitment process. The costs generally incurred are: ? Salaries for recruiters. Management and professional time spent on preparing job description, job specifications, advertisements, agency liaison and so forth. ? The cost of advertisements or other recruitment methods, that is, agency fees. ? Recruitment overheads and administrative expenses’ ? Costs of overtime and outsourcing while the vacancies remain unfilled ? Cost of recruiting unsuitable candidates for the selection process. Evaluation of Recruitment Process: The recruitment has the objective of searching for and obtaining applications for job seekers in sufficient number and quality. Keeping this objective in the mind, the evaluation might include:
Return rate of application sent out. ? Number of suitable candidates for selection. ? Retention and performance of the candidates selected ? Cost of the recruitment process ? Time lapsed data Comments on image projected. Sources of Recruitment
SOURCES OF MANAGERIAL RECRUITMENT: The sources of recruitment can be broadly categorized into internal and external sources(I) Internal Recruitment – Internal recruitment seeks applicants for positions from within the company. The various internal sources include
Promotions and Transfers –
Promotion is an effective means using job posting and personnel records. Job posting requires notifying vacant positions by posting notices, circulating publications or announcing at staff meetings and inviting employees to apply. Personnel records help discover employees who are doing jobs below their educational qualifications or skill levels. Promotions has many advantages like it is good public relations, builds morale, encourages competent individuals who are ambitious, improves the probability of good selection since information on the individual’s performance is readily available, is cheaper than going outside to recruit, those chosen internally are familiar with the organization thus reducing the orientation time and energy and also acts as a training device for developing middle-level and top-level managers. However, promotions restrict the field of selection preventing fresh blood & ideas from entering the organization. It also leads to inbreeding in the organization. Transfers are also important in providing employees with a broad-based view of the organization, necessary for future promotions.
Employee referrals-
Employees can develop good prospects for their families and friends by acquainting them with the advantages of a job with the company, furnishing them with introduction and encouraging them to apply. This is a very effective means as many qualified people can be reached at a very low cost to the company. The other advantages are that the employees would bring only those referrals that they feel would be able to fit in the organization based on their own experience. The organization can be assured of the reliability and the character of the referrals. In this way, the organization can also fulfill social obligations and create goodwill.
Former Employees-
These include retired employees who are willing to work on a part-time basis, individuals who left work and are willing to come back for higher compensations. Even retrenched employees are taken up once again. The advantage here is that the people are already known to the organization and there is no need to find out their past performance and character. Also, there is no need of an orientation programme for them, since they are familiar with the organization.
Recalls: -
When management faces a problem, which can be solved only by a manager who has proceeded on long leave, it may de decided to recall that persons after the problem is solved, his leave maybe extended.
Retirements: At times, management may not find suitable candidates in place of the one who had retired, after meritorious service. Under the circumstances, management may decide to call retired managers with new extension.
Internal notification (advertisement): -
Sometimes, management issues an internal notification for the benefit of existing employees. Most employees know from their own experience about the requirement of the job and what sort of person the company is looking for. Often employees have friends or acquaintances ho meet these requirements. Suitable persons are appointed at the vacant posts. (II) External Recruitment – External recruitment seeks applicants for positions from sources outside the company. They have outnumbered the internal methods. The various external sources include Professional or Trade Associations:Many associations provide placement service to it g access to members during regional or national conventions. Of these associations s members. It consists of compiling job seeker’s lists and providing carry classified advertisements from Also, the publications particularly employers interested in recruiting their members. These are useful for attracting highly educated, experienced or skilled personnel. Also, the recruiters can zero on in specific job seekers, especially for hard-to-fill technical posts.
Advertisements:-
It is a popular method of seeking recruits, as many recruiters prefer advertisements because of their wide reach. Want ads describe the job benefits, identify the employer and tell those interested how to apply. Newspaper is the most common medium but for highly specialized recruits, advertisements may be placed in professional or business journals. Advertisements must contain proper information like the job content, working conditions, location of job, compensation including fringe benefits, job specifications, growth aspects, etc. The advertisement has to sell the idea that the company and job are perfect for the candidate. Recruitment advertisements can also serve as corporate advertisements to build company? ima ge. It also cost effective.
Employment Exchanges:Employment Exchanges have been set up all over the country in deference to the provision of the Employment Exchanges (Compulsory Notification of Vacancies) Act, 1959.The Act applies to all industrial establishments having 25 workers or more each. The Act requires all the industrial establishments to notify the vacancies before they are filled. The major functions of the exchanges are to increase the pool of possible applicants and to do the preliminary screening. Thus, employment exchanges act as a link between the employers and the prospective employees. These offices are particularly useful to in recruiting blue-collar, white collar and technical workers.
Campus Recruitments:-
Colleges, universities, research laboratories, sports fields and institutes are Fertile ground for recruiters, particularly the institutes. Campus Recruitment is going global with companies like HLL, Citibank, HCL-HP, L&T, Motorola and Reliance looking for global markets. Some companies recruit a given number of candidates from these institutes every year. Campus recruitment is so much sought after that each college; university department or institute will have a placement officer to handle recruitment functions. However, it is often an expensive process, even if recruiting process produces job offers and acceptances eventually.
Walk-ins, Write-ins and Talk-ins The most common and least expensive approach for candidates is direct applications, in which job seekers submit application letters or resumes. Direct applications can also provide a pool of potential employees to meet future needs. From employees viewpoint, walk-ins are preferable as they are free from the hassles associated with other methods of recruitment. While direct applications are particularly effective in filling entry level and unskilled vacancies, some organizations compile pools of potential employees from direct applications for skilled positions. Write-ins are those who send written enquiries. These jobseekers are asked to complete application forms for further processing. Talk-ins involves the job aspirants meeting the recruiter (on an appropriated date) for detailed talks. No application is required to be submitted to the recruiter.
Contractors:-
They are used to recruit casual workers. The names of the workers are not entered in the company records and, to this extent; difficulties experienced in maintaining permanent workers are avoided.
Consultants:They are in the profession for recruiting and selecting managerial and executive personnel. They are useful as they have nationwide contacts and lend professionalism to the hiring process. They also keep prospective employer and employee anonymous. However, the cost can be a deterrent factor Head Hunters:They are useful in specialized and skilled candidate working in a particular company. An agent is sent to represent the recruiting company and offer is made to the candidate. This is a useful source when both the companies involved are in the same field, and the employee is reluctant to take the offer since he fears, that his company is testing his loyalty.
Radio, Television and Internet:Radio and television are used to reach certain types of job applicants such as skilled workers. Radio and television are used but sparingly, and that too, by government departments only. Companies in the private sector are hesitant to use the media because of high costs and also because they fear that such advertising will make the companies look desperate and damage their conservative image. However, there is nothing inherently desperate about using radio and television. It depends upon what is said and how it is delivered. Internet is becoming a popular option for recruitment today. There are specialized sites like naukri.com. Also; websites of companies have a separate section wherein; aspirants can submit their resumes and applications. This provides a wider reach.
Competitors:This method is popularly known as “poaching” or “raiding” which involves identifying the right people in rival companies, offering them better terms and luring them away. There are legal and ethical issues involved in raiding rival firms for potential candidates. From the legal point of view, an employee is expected to join a new organization only after obtaining a no objection certificate from his/ her present employer. Violating this requirement shall bind the employee to pay a few months salary to his/ her present employer as a punishment. However, there are many ethical issues attached to it.
Evaluation of External Recruitment: External sources of recruitment have both merits and demerits. The merits are? The organization will have the benefit of new skills, new talents and new experiences, if people are hired from external sources. ? Scope for resentment, heartburn and jealousy can be avoided by recruiting from outside. The demerits are? Better motivation and increased morale associated with promoting own employees ? External recruitment is costly. ? If recruitment and selection processes are not properly carried out, chances of right candidates being rejected and wrong applicants being selected occur. ? High training time is associated with external recruitment. FACTORS AFFECTING RECRUITMENT: Internal Factors Affecting Recruitment The internal forces i.e. the factors which can be controlled by the organization are:
1. RECRUITMENTPOLICY The recruitment policy of an organisation specifies the objectives of recruitment and provides a framework for implementation of recruitment programme.
It may involve organizational system to be developed for implementing recruitment programmes and procedures by filling 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.
1.
HUMAN RESOURCE PLANNING:
Effective human resource planning helps in determining the gaps present in the existing manpower of the organization. It also helps in determining the number of employees to be recruited and what qualification they must possess. 2. 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 its business, it will think of hiring more personnel, which will handle its operations.
3.
COST
Recruitment incur cost to the employer, therefore, organizations try to employ that source of recruitment which will bear a lower cost of recruitment to the organization for each candidate. 4. GROWTH AND EXPANSION
Organization will employ or think of employing more personnel if it is expanding it’s operations. External Factors Affecting Recruitment
The external forces are the forces which cannot be controlled by the organisation. The major external forces are:
1. SUPPLY AND DEMAND The availability of manpower both within and outside the organization is an important determinant in the recruitment process. If the company has a demand for more professionals and there is limited supply in the market for the professionals demanded by the company, then the company will have to depend upon internal sources by providing them special training and development program.
Recruitment Policy Of a Company
In today’s rapidly changing business environment, a well defined recruitment policy is necessary for organizations to respond to its human resource requirements in time. Therefore, it is important to have a clear and concise recruitment policy in place, which can be executed effectively to recruit 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 in the efficient hiring process. A clear and concise recruitment policy helps ensure a sound recruitment process. It specifies the objectives of recruitment and provides a framework for implementation of recruitment programme. It may involve organizational system to be developed for implementing recruitment programmes and procedures by filling up vacancies with best qualified people.
E-RECRUITMENT Many big organizations use Internet as a source of recruitment. E- recruitment is the use of technology to assist the recruitment process. They advertise job vacancies through worldwide web. The job seekers send their applications or curriculum vitae i.e. CV through e mail using the Internet. Alternatively job seekers place their CV’s in worldwide web, which can be drawn by prospective employees depending upon their requirements.
Advantages of recruitment are: Low cost.
No intermediaries
? Reduction in time for recruitment.
? Recruitment of right type of people. Efficiency of recruitment process.
? Recruitment Management System ? Recruitment management system is the comprehensive tool to manage the entire recruitment processes of an organisation. It is one of the technological tools facilitated by the information management systems to the HR of organisations. Just like performance management, payroll and other systems, Recruitment management system helps to contour the recruitment processes and effectively managing the ROI on recruitment.The features, functions and major benefits of the recruitment management system are explained below: ? Structure and systematically organize the entire recruitment processes. ? Recruitment management system facilitates faster, unbiased, accurate and reliable processing of applications from various applications. Helps to reduce the time-per-hire and cost-per-hire. Recruitment management system helps to incorporate and integrate the various links like the application system on the official website of the company, the unsolicited applications, outsourcing recruitment, the final decision making to the main recruitment process.
? ?
?
Recruitment management system maintains an automated active database of the applicants facilitating the talent management and increasing the efficiency of the recruitment processes. ? Recruitment management system provides and a flexible, automated and interactive interface between the online application system, the recruitment department of the company and the job seeker.
?
Offers tolls and support to enhance productivity, solutions and optimizing the recruitment processes to ensure improved ROI. Recruitment management system helps to communicate and create healthy relationships with the candidates through the entire recruitment process.
?
? The Recruitment Management System (RMS) is an innovative information system tool which helps to sane the time and costs of the recruiters and improving the recruitment processes. ? The ROI On Recruitment ? Before making any investment, every organisation would want to evaluate the investment by answering the following questions in quantifiable terms:
?
What are the costs and the corresponding and related risks on the investment?
?
What are the expected returns of the investment?
?
What is the expected pay-back period of the investment?
? An organisation makes a tremendous amount of investment in its recruitment processes. ? A lot of resources like time and money are spent on recruitment processes of an organisation. But assessing or quantifying the returns on the recruitment process, or, calculating the return on investment (ROI) on recruitment is a complicated task for an organisation. Indeed, it is difficult to judge the success of their recruitment processes. Instead, recruitment is one activity that continues in an organisation without anyone ever
realizing its worth or measuring its impact on the organisation’s business.
? According to a survey, 38 % of organisations do not prepare or produce any kind of documents or reports on their recruitment processes, and there is no accountability of the HR department for the costs incurred and the opportunities missed. ? With the increasing strategic focus on the human resources, more and more organisations are adopting one or the other way for calculating the ROI on its recruitments. Many organisations are examining their HR functions and processes and are trying to quantify their results and returns. ? A recruitment professional or manager can calculate and maximize the return on investments on its organisation’s recruitment by ? ? Clear definition of the results to be achieved from recruitment.
Developing methods and ways measuring the results like the time – to – hire, cost-Per-Hire and effectiveness of the recruitment source etc. ? Estimating the costs associated with the recruitment project ? Estimating the tangible and intangible benefits to the organization including the payback period of the recruitments. Providing and ensuring proper training and development of the recruitment professionals.
?
? Assessing the ROI on recruitments can assist an organisation to strengthen its HR processes, improving its recruitment function and to build a strategic human resource advantage for the organisation.
? Recruitment Strategies
? Recruitment is of the most crucial roles of the human resource professionals. The level of performance of and organisation depends on the effectiveness of its recruitment function. Organisations have developed and follow recruitment strategies to hire the best talent for their organisation and to utilize their resources optimally. ? A successful recruitment strategy should be well planned and practical to attract more and good talent to apply in the organisation. ? For formulating an effective and successful recruitment strategy, the strategy should cover the following elements: 1. ? Identifying and prioritizing jobs:
Requirements keep arising at various levels in every organisation; it is almost a never-ending process. It is impossible to fill all the positions immediately. Therefore, there is a need to identify the positions requiring immediate attention and action. To maintain the quality of the recruitment activities, it is useful to prioritize the vacancies whether to focus on all vacancies equally or focusing on key jobs first. 2. Candidates to target:
? The recruitment process can be effective only if the organisation completely understands the requirements of the type of candidates that are required and will be beneficial for the organisation. This covers the following parameters as well: ? Experience level required: the strategy should be clear as to what is the experience level required by the organisation. The candidate’s experience can range from being a fresher to experienced senior professionals.
3. Sources of recruitment:
? The strategy should define various sources (external and internal) of recruitment. Which are the sources to be used and focused for the recruitment purposes for various positions. Employee referral is one of the most effective sources of recruitment. ? 4. Trained recruiters: ? The recruitment professionals conducting the interviews and the other recruitment activities should be well-trained and experienced to conduct the activities. They should also be aware of the major parameters and skills (e.g.: behavioural, technical etc.) to focus while interviewing and selecting a candidate. ? How to evaluate the candidates ? The various parameters and the ways to judge them i.e. the entire recruitment process should be planned in advance. Like the rounds of technical interviews, HR interviews, written tests, psychometric tests etc ? Outsourcing Recruitment: ? Outsourcing the human resource (HR) processes is the latest practice being followed by middle and large sized organizations. It is being witnessed across all the industries. In India, the HR processes are being outsourced from nearly a decade now. Outsourcing industry is growing at a high rate. ? Human Resource Outsourcing refers to the process in which an organisation uses the expert services of a third party (generally professional consultants) to take care of its HR functions while HR management can focus on the strategic dimension of their function. The functions that are typically outsourced are the functions that need expertise, relevant experience, knowledge and best methods and practices. This has given rise to outsourcing the various HR functions of an organisation. HR Consultancies such as Ma Foi and Planman Consulting provide such services through expert professional consultants. Human resources business process outsourcing (HR BPO) is a major component of the worldwide BPO market. Performance management outsourcing
involves all the performance monitoring, measurement, management being outsourced from a third party or an external organisation ? Many organizations have started outsourcing its recruitment process i.e. transferring all or some part of its recruitment process to an external consultant providing the recruitment services. It is commonly known as RPO i.e. recruitment process outsourcing. More and more medium and large sized organizations are outsourcing their recruitment process right from the entry level jobs to the C-level jobs. ? The present value of the recruitment process outsourcing industry (RPO) in India is estimated to be $2.5 billion and it is expected to grow at the annual rate of 30-40 per cent for the next couple of years. According to a recent survey, only 8-10 per cent of the Indian companies are complete recruitment processes. However, the number of companies outsourcing their recruitment processes is increasing at a very fast rate and so is the percentage of their total recruitment processes being outsourced. ? Outsourcing organizations strive for providing cost saving benefits to their clients. One of the major advantages to organizations, who outsource their recruitment process, is that it helps to save up to as much as 40 per cent of their recruitment costs. With the experience, expertise and the economies of scale of the third party, organizations are able to improve the quality of the recruits and the speed of the whole process. Also, outsourcing enables the human resource professionals of organizations to focus on the core and other HR and strategic issues. Outsourcing also gives a structured approach to the whole process of recruitment, with the ultimate power of decision making of recruiting with the organisation itself. The portion of the recruitment cycle that is outsourced range from preparing job descriptions to arranging interviews, the activities that consume almost 70 per cent of the time of the whole recruitment process. ? Outsourcing the recruitment processes for a sector like BPO, which faces an attrition of almost 50-60 per cent, can help the companies in BPO sector to save costs tremendously and focus on other issues like retention. The job seekers are also availing the services of the third parties (consultants) for accessing the latest job opportunities. ? In India, the trend of outsourcing recruitment is also catching up fast. For example: Vodafone outsources its recruitment activities to Alexander
Mann Solutions (RPO service provider). Wipro has outsourced its recruitment process to MeritTrac. Yes bank is also known to outsource 50 per cent of its recruitment processes.
Advantage Of Outsourcing Recruitment:
? Outsourcing the recruitment process helps to cut the recruitment costs to 20 % and also provide economies of scale to the large sized organizations. ? The major advantages of outsourcing performance management are:
? Traditionally, recruitment is seen as the cost incurring process in an organization. HR outsourcing helps the HR professionals of the organisations to concentrate on the strategic functions and processes of human resource management rather than wasting their efforts, time and money on the routine work. ? Outsourcing is beneficial for both the corporate organisations that use the outsourcing services as well as the consultancies that provide the service to the corporates. Apart from increasing their revenues, outsourcing provides business opportunities to the service providers, enhancing the skill set of the service providers and exposure to the different corporate experiences thereby increasing their expertise.
? The advantages accruing to the corporates are: ? turning the management's focus to strategic level processes of HRM ? ? ? ? ? accessibility to the expertise of the service providers freedom from red tape and adhering to strict rules and regulations optimal resource utilisation structured and fair performance management. a satisfied and, hence, highly productive employees
? value creation, operational flexibility and competitive advantage ? Therefore outsourcing helps both the organisations and the consultancies to grow and perform better. ? Changing Role of Recruitment Intermediaries ? Recruitment consultancies, agencies or intermediaries are witnessing a boom in the demand of their services, both by the employers and the job seekers. With an already saturated job market, the recruitment intermediaries have gained a vital position acting as a link between the job seekers and the employers. ? But at the same time, one of the major threats faced by this industry is the growing popularity of e-recruitment. With the changing demand, technologies and the penetration and increasing use of internet, the recruitment consultancies or the intermediaries are facing tough competition. To retain and maintain their position in the recruitment market, the recruitment intermediaries or consultants (as they are commonly known) are witnessing and incorporating various changes in terms of their role, functions and the services. ? According to a survey amongst top employers, most of them agree with the growing influence of technology and the Internet on the recruitment processes. 70 per cent of employers reported the use of application portal on their company’s official website. Apart from that, the emerging popularity of the job portals is also growing.
? But the fact that the intermediaries or the cons ultants are able to provide their expert services, economies of scale, up to 40 percent savings in the recruitment costs, knowledge of the market, the candidates, understanding of the requirements, and most importantly, the assess to the suitable and talented candidates and the structured recruitment processes. The recruitment intermediaries save the organisations from the tedious of weeding out unsuitable resumes, co-coordinating interviews, posting vacancies etc. give them an edge over the other sources of recruitment. ? To retain their position as the service providers in the recruitment market, the recruitment intermediaries are providing vale added services to the organisations. They are incorporating the use of internet and job portals, making their services more efficient. ? Despite of the growing use of the internet, the recruitment intermediaries are predicted to continue dominating the recruitment market in the anticipated future.
? Outsourcing Process ? ? Outsourcing Process How To Select A Recruitment Consultant ? If an organisation decides to outsource its recruitment processes or activities, it is very important to find and select a suitable recruitment consultant or consultancies, which can deliver results according to the needs of the organisation. Today, there are thousands of consulting firms (consultancies) as well as freelance consultants working independently. ? An organisation looks for various considerations and qualities before selecting the suitable recruitment consultant. ? The reputation of the consulting firm in the job market (based on expertise and experience).
?
Who are the consultant’s or firm’s past and present clients?
?
Consultant’s expertise and experience (from how long has he/firm been in the business) Does the recruitment consultant have the requisite resources to complete the targets on time? Get the idea of the effectiveness and the services of the recruitment consultant from its current and past clients.
?
?
? Qualities of an independent recruitment consultant: ? Some of the qualities or characteristics looked in recruitment consultants are:
? ? ? ? ? ? ? ? ?
Marketing skills Flexibility and adaptability Wisdom Exuberance Ability to prioritise Ambition Resourcefulness Diplomacy/ delicacy Selecting the right recruitment consultant is essential for the effective recruitment processes. A successful Recruitment consultant is someone who is determinative, focused, and able to create opportunities for him, works harder and smarter than competitors and continually set and achieve higher standards.
Personal specification: A personal specification is written by the firm or organisation and outlines the type of person required. It includes: ? Educational qualification ? General intelligence ? Previous experience ? Specialized skills ? Interests ? Physical requirements ? Personality It is important to be clear and exact about the knowledge, skills, qualification and attributes that are required for the job and experiences and personal characteristic that are needed. It is a good habit to specify what is compulsory or the minimum skills required to perform the job, as well as what is desirable. To choose the qualities required for person specification that need to select key features from the job description. It is also good to keep for mind to context of the job and the wider organisational requirements to define any element of person organisation fit that are vital. How carefully have you consider the education qualification/training required for the job? Remember qualification are only a way of knowing what people have to offer. Skills, experience and competence gained in a very of context. Have you added any rigid requirements based on age, gender, physical disability or length of paid work experience which can be questioned? ? How you identified which qualities and attributes would be important and which desirable? If something is important you should be able to justify it. ? Is the specification credible? Do such people really exit? Will they apply for the salary offered? What are the alternative options in the answer togreat care these questions are no? Personal specification have to be prepared and practised with great care. It is important to ensure the list of essential competencies does not lead to unlawful discrimination against potential employees.
The seven point system: The seven point system is used for evaluation and selection of candidates. ? ? ? ? Physical profile- Health, appearance, bearing and speech Attainments- Education, Qualifications, Experiences General intelligence- Intellectual capacity Special aptitude- Mechanical, manual Dexterity, Language fluency, Ability with words, Mathematical aptitude, IT ability ? Interests – intellectual, practical, constructional, physical active, social and Artistic ? Disposition Acceptability- influence over others, steadiness, Dependability and self-Reliance ? Circumstances- Any special demand of the job, such as ability to work unsocial hours, travel abroad etc. On the above seven point plan recruitments can ask questions to candidates to assess them and evaluate them.
The Five Fold Grading system The five gold grading system is used for evaluation and selection of candidates. ? ? ? ? Impact on the others physical make up appearance speech and manner Acquired Qualification- Education vocational training work experience Innate abilities- Quickness of comprehension and aptitude for learning Motivation – individual goals consistency and determination in following them up success rate ? Adjustment- Emotional stability ability to stand up to stress and ability to get on with people.
CHAPTER 4 DATANALYSIS AND INFERENCES
DATA ANALYSIS AND INTERPRETATION
SAMPLE SIZE= 13 1. In selection procedure, Which type of interview process do you like the most ? Technical Interview ? HR Interview
(A)Technical interview B) HR Interview
2. In your interview, how many rounds did you face during recruitment? a) 6 rounds b) 5 rounds c) 4 rounds d) 3 rounds
A)6 round B) 5 round C) 4 round D)3 round
3-Is competency model used for Recruitment and Selection? A) Yes B) No
A) yes B) No
4-How much time is taken from JRF (Job Requisition Form) till the Final
offer For Junior Level Recruitment A) 45-60 Days B) 30 - 45 Days C) 6 and above
A) 45-60 days B) 30-45 days C) 6 and above
I) For Higher Level Recruitment A) 6 0 – 7 5 D a y s B) 7 5 - 9 0 D a y s C) 9 0 a n d a b o v e
A) 60-75 days B) 75-90 days C) 90 and above
5-How do you practice Scout Talent (Searching Best talent)? with the help of: A) College Placement Cell B) Technical Institutes Like NIIT C) Place ment Co nsultancies D) From University Researchers
a)0% - 5% b)5% - 10% c) 10% - 15% d) More than 15% e)Not at all
6. What is the range of Attrition rate in the organization? A) 1% -5% B) 5% -10% C) 10% -15% D) 15% -20% E) More than 20%
a) 1%-5% b) 5%-!)% c) 10%-15% d) 15%-20% e) more than 20%
7. You feel Branding of the organization contributes to the effective recruitmentand selection process because of: A) Good Working Environment B) Good Career Development and Succession Planning C) Good Compensation and Bonus Structure D) Quality of Workforce E) All the above F) Any other (Please Specify)
Good Career Development and Succession Planning Good Compensation and Bonus Structure Quality of Workforce All the above Any Other Good Working Environment
8. Is there any contract (Bond) signed by employees while joining the organization?( F o r a l l L e v e l s ) ( O r ) D i d y o u s i g n a n y b o n d o r c o n t r a c t w h i l e j o i n i n g i n t o t h e organization? A) Yes B) No
a)Yes b)No
9. For internal recruitment, are the vacancies declared publicly? A) Yes B) No
Yes No
10. Out of total recruitment in a year, what is the perce n t a g e o f i n t e r n a l recruitment? A) 0% - 5% B) 5% - 10% C) 10% - 15% D) 15% - 20% E) 20% - 25% F) More than 25% G) Not at al
a)0% - 5% b)5% - 10% c) 10% - 15% d) 15% - 20% e)20%-25% f) More than 25% g) Not at all
11. Does the organization provide any Educational Assistance and how? A) Yes B) No
a) Yes b) No
12. What is the percentage of NO SHOWS? (Scheduled candidates not turning up for joining the job) A) 0% - 5% B) 5% - 10% C) 10% - 15% D) More than 15% E) Not at al
a) 0% - 5% b) 5% - 10% c) 10% - 15% d) More than 15% e) Not at all
13. No of respondent s who are having experience A 1 years experience B 1-2 years experience C 3-5 years experience D more than 5ys of experience
a) 1 years experience b) 1-2 years experience c) 3-5 years experience d) more than 5 years of expericnce
CHAPTER 5
CONCLUSIONAND SUGGESTION
CONCLUSION
Human being as the most essential resource in an organization can be better utilized through a systematic process of recruitment which develops the skill of these human being & broaden their horizons considerably. Since the employee are responsible for the effective functioning of each component of the organization, hence their development is of utmost importance for any organization. This report analyses about the sourcing & recruitment programs for executives of ADECCO with special focus on Recruitment centre at Bhubaneswar. The study revealed that although ADECCO has a very elaborate recruitment set up & plans, they are only partially able to implement these pans & ideas to the fullest satisfaction of their employees. A lot of connective majors have to be taken up by the organization especially the HRD department of the effective implementation of the executives for the external recruitment. So equal efforts should be made to cover all the executives for training so that they all yet chance to develop their skills & also bring changes in the organization & cope up with the changing climates of the organization.
Suggestion ? During the recruitment programme the coordinator or any one from the recruitment department should check whether the recruitment is going on according to the schedule. ? Recruitment should be need based. ? The recruitment should be given to those employees who really need it & not just to fill the vacancy.. ? The frequency of the recruitment should be increased. ? After the need assessment is done by the boss it should also be assessed by an employee from the department whether the need assessment is done correctly.
? There should be 360 evaluation. ? After coming from the training the employee should be given a chance to present whatever he learned from the recruitment in front of other employees. ? There should be a scope for career development. ? Course module should be updated in advance.
CHAPTER 6 BIBILIOGRAPHY
Bibiliography ? ? ? ? ? Human resource management – K . Aswathaapa Human resource management – P.Subba Rao Manpower planning and Re-sourcing www.management paradise.com Human resource management – c gupta
CHAPTER 7
ANNEXTURE
Potential Candidates in your Organization are generated through the following recruitment sources Tick and rank them based on the number and quality of candidatesgenerated. Also roughly specify the percentage mix of each of the following sourcesadopted. For e.g. If your organization get maximum quality candidates from Job Portals, thenput ranking 1 and percentage say for e.g. 40%.)
1. In selection procedure, Which type of interview process do you like the most ? Technical Interview ? HR Interview 2. In your interview, how many rounds did you face during recruitment? a) 6 rounds b) 5 rounds c) 4 rounds d) 3 rounds
3. Is competency model used for Recruitment and Selection? C) Yes D) No
How much time is taken from JRF (Job Requisition Form) till the Final Offer For Junior Level Recruitment A) 30 –45 Days B) 45 - 60 Days C) 60 and above
II) For Middle Level Recruitment A) 30 – 45 Days B) 45 – 60 Days C) 60 and above III) For Higher Level Recruitment A) 6 0 – 7 5 D a y s B) 7 5 - 9 0 D a y s C) 9 0 a n d a b o v e 5. How do you practice Scout Talent (Searching Best talent)? with the help of: A) College Placement Cell B) Technical Institutes Like NIIT C) Place ment Co nsultancies D) From University Researchers E) o t h e r
6. Do you give special treatment to employees in order t o g i v e t h e m comfortable work environment and how?(For e.g. Allowing employees to work from Home in case of some family problems, making flexible work shifts.
7. How do you plan for fast ramping up and which are the modes? (Meeting up urgent requirement of the workforce)(OE Question) 8. What is the range of Attrition rate in the organization? A) 1% -5% B) 5% -10%
C) 10% -15% D) 15% -20% E) More than 20% 9. Rank the following reasons for attrition rate. (1- Topmost Important Reason, 2, 3, 4, ….6- Least Important Reason) A) Insufficient Salary Package B) Market Condition C) Inappropriate Training & Development D) Lack of Motivation E) Inept work env ironment F) Higher studies and other personal reasons G) Inefficient Supervisor H) Because other collogues leave I) Other if any 10. You feel Branding of the organization contributes to the effective recruitmentand selection process because of: A) Good Working Environment B) Good Career Development and Succession Planning C) Good Compensation and Bonus Structure D) Quality of Workforce E) All the above F) Any other (Please Specify)
11. Is there any contract (Bond) signed by employees while joining the organization?( F o r a l l L e v e l s ) ( O r ) D i d y o u s i g n a n y b o n d o r c o n t r a c t w h i l e j o i n i n g i n t o t h e organization? A) Yes B) No 12. For internal recruitment, are the vacancies declared publicly? A) Yes B) No 13. Out of total recruitment in a year, what is the perce n t a g e o f i n t e r n a l recruitment? A) 0% - 5% B) 5% - 10% C) 10% - 15% D) 15% - 20% E) 20% - 25% F) More than 25% G) Not at al 14. Does the organization provide any Educational Assistance and how? A) Yes B) No 15. Which are the metrics undertaken to ensure effective recruitment and selection?(Specify the perks (monetary and non-monetary benefits) provided to employees inorder to attract and retain them)(OE Question) 16. What is the percentage of NO SHOWS? (Scheduled candidates not turning up for joining the job) A) 0% - 5%
B) 5% - 10% C) 10% - 15% D) More than 15% E) Not at al 16 No of respondent s who are having below A 1 years experience B 1-2 years experience C 3-5 years experience D more than 5ys of experience
doc_318741453.docx