factors affecting recruitment

7/15/2019 Factors Affecting Recruitment

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FACTORS AFFECTING RECRUITMENT

Recruitment Policy of a Company

In today’s rapidly changing business environment, a will defined recruitment policy

is necessary for organizations to respond to its human resource requirement in

time. Therefore, it is important to have a clear and concise recruitment policy in

place, which can be executed effectively to recruit the 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

programme. It may involve organizational system to be developed for Implementing

recruitment and procedures by filling up vacancies for implementing recruitment

programmers with best qualified people.

EXTERNAL FACTORS

Recruitment policy

Human resource

planning

Size of the firm

Cost of recruitment

Growth and expansion

EXTERNAL FACTORS

Supply and demand

Labour market

Image/Goodwill

Political-Social-

Legal Environment

Unemployment rate

Competitors



COMPONENTS OF THE RECRUITMENT POLICY

The general recruitment policies and terms of the organization

Recruitment services of consultants

Recruitment of temporary employees.

Unique recruitment situations

The selection process

The job descriptions

The terms and conditions of the employment

A recruitment policy of an organization should be such that:

It should focus on recruiting the best potential people.

Top ensure that every applicant and employee is equally with dignity

and respect

Unbiased policy.

To aid encourage employees in realizing their full potential.

Transparent, task oriented and merit based selection.

Weightage during selection given to factors that suit organization

needs.

Optimization of manpower oat the time of selection process.

Defining the competent authority to approve each selection.

Abides by relevant public policy legislation on hiring and employment

relationship.

Integrates employee needs with the organizational needs.

FACTORS AFFECTING RECRUITMENT POLICY

Organizational objectives

Personnel policies of the organization and its competitors.

Government policies on reservations.



Preferred sources of recruitment.

Need of the organization.

Recruitment costs and financial implications

Recruitment Management System

Recruitment management system is the comprehensive tool to manage the entire

recruitment processes of an organization. It is one of the technological tools

facilitated by the information management system to the HR of organizations. Just

like performance management system helps to contour the recruitment processes

and effectively managing the ROL on recruitment.

The features, functions and major benefits of the recruitment management system

are explained below:

o Structure and systematically organize the recruitment processes.

o Recruitment management system facilitates faster, unbiased, accurate and

reliable processing of applications from various applications.

o Helps to reduce the time-per-hire and cost-per-hire.

o 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 marking to the main recruitment process.

o Recruitment management system maintains an automated active database of

the applicants facilitating the talent management and increasing the

efficiency of the recruitment processes.

o 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.

o Offers tolls and support to enhance productivity, solutions and optimizing the

recruitment processes to ensure improved ROI



o Recruitment management system helps to communicate and create healthy

relationship with the candidates through the entire recruitment process.

The recruitment management system (RMS) is an innovative information

system tool which helps to sane time and costs of the recruiters and improving the

recruitment processes.

Recruitment Strategies

Recruitment of the most crucial roles of the human resource professionals. The level

of performance of and organization depends on the effectiveness of its recruitment

function. Organizations have developed to follow recruitment strategies to hire the

best talent for their organization and to utilize their resources optimally. Asuccessful recruitment strategy should be well planned and practical to attract more

and good talent to apply in the organization.

For formulating an effective and successful recruitment strategy, the strategy

should cover the following element:

(1) Identifying and prioritizing jobs requirements keep arising at various levels

in every origination: it is amount 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

organization completely understands the requirements of the type of candidates

that are required and will be beneficial for the organization. This covers the

following parameters as well:

A. performance level required: Different strategies are required for focusing on

hiring high performers and average performers.



b. Experience level required: the strategy should be clear as to what is the

experience level required by the organization. The candidate’s experience can range

from being a fresher to experienced senior professionals.

C. Category of the candidate: the strategy should clearly define the target candidate. He/She can be from the same industry, different industry, unemployed,

top performers of the industry etc.

(3)Sources of recruitment the strategy should define various sources (external and

internal) or recruitment.Which are the sources to be used and focused for the

recruitment purposes for various positions. Employee referrer is one of the most

effective source of recruitment.

(4) Trained recruiters the recruitment professionals conducting the interviews and

the other recruitment activities should be well trained and experienced conducting

the activities. They should also be aware of the major parameters and skills (e.g.:

behavioral, technical, etc) to focus while interview and selecting a candidate.

(5) 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, return tests, psychometric tests, etc.

HR Challenges in Recruitment

Recruitment is a function that requires business perspective, expertise, ability to

find and match the best potential candidate for the organization, diplomacy,

marketing skills (has to sell the position to the candidates) and wisdom to align the

recruitment process for the benefit of the organization. The HR professional

handling the recruitment function of the organization are constantly facing newchallenges. The biggest challenge for such professionals is to source or recruite the

best people or potential candidates for the organization.

In the last few years, the job market has undergone some fundamental

changes in terms of technology, sources of recruitment, competition in the market,



etc. in an already saturated job market, where the practices like poaching and

raiding or gaining momentum, HR professionals are constantly facing new

challenges in one of their most important function recruitment they have to face and

conquer various challenges to find the best candidates for the organizations.The major challenges faced by the HR recruitment are:

Adaptability to globalization –the HR professionals are expected and

required to keep in tune with the changing times, i.e. the changes taking place

across the globe HR should maintain the timeline of the process

Lack of motivation – recruitment is considered to be a thankless job. Even if

the organization is achieving results, HR department or professionals are not

thanked for recruiting the right employees and performers

Process analysis – the immediacy and speed of the recruitment process are

the main concerns of the HR recruitment. The process should be flexible,

adaptive and responsive to the immediate requirements. The recruitment

process should also be cost effective

Strategic prioritization – the emerging new systems are both an opportunity

as well as a challenge for the HR professionals. Therefore, reviewing staffing

needs and prioritizing tasks to meet the changes in the market has become a

challenge for the recruitment professionals.

ORGANISATION ANALYSIS AND NEEDS ASSESMENT

We meet together in order to gain a clear understanding of your company and your

business – history, organization, development strategy, culture, management style,as well as the open position to be recruited for …

This step is essential to enable us to jointly determine rules ,

Responsibilities, profiles and qualities of the successful candidate.



When necessary, we also meet with / discuss with relevant managers and

colleagues the candidate will work together with it.

The better we understand the human and organizational context, the more efficient

we will be in finding, evaluating and putting forward the right candidates.Throughout the recruitment assignment, we will keep you regularly updated

through return and / or verbal reports, including O/s of identified candidates.

It is very important to have timely and concise feed back to enable us to refine our

search even further; it is equally important that we are kept up to date with any few

decisions or company changes that could have an impact upon ourselves for

appropriate candidates.

SEARCH FOR CANDIDATES

The two main search methods are

(1) Head hunting:-

a) We jointly establish a list of target companies within there is a high probability of

finding the candidate profile to be recruited. This is followed by the identification of

relevant candidates within each of these companies.

B) We source candidates through our established network of contacts within theindustry. Our specializations in the telephone and Internet sectors enables us to

identify candidates in a quick and efficient manner.

c) Advertising:-

Either through press ads or advertising on selected Internet sites. In each case, We

will prepare the ad text, and propose a relevant media plan, both of which are

submitted to your approval.

CANDIDATE INTERVIEWA AND EVALUATION

Candidates who have passed our initial selection process are invited for to face in-

depth interviews with our consultants.



PRESENTATION OF SHORT LISTED CANDIDATES

a written assessment of each candidate that we fell has profile and experience to

succeed in the position will be presented you.

The evaluation will take into account not only the suitability of the candidate’s

experience and skills required for the job, but also his/her motivation and career

aspirations, as well as his/her ability to integrate effectively into his/her future

work team and your organization in general.

CANDIDATE INTERVIESW WITH THE CLUENT COMPANY

Short-listed candidates are interviewed by relevant parties within your company

involved in the decision – making process, should you require, we will be happy to

organize these interviews; we contact the candidates for their feedback, and to

reconfirm their motivations.

REFERENCE CHECKS

Once you have taken your decision to hire a candidate, we will take references

(whenever possible) from former employers or other preference.

FOLLOWUP OF CABDIDATE INTERATION

Following Your Decision to hire a candidate, we stay in regular contact with him/her

until their start date. Throughout the probation period, we continue to in regular

contact with both your selves and then newly hired candidate to ensure his/her

successful integration.

EXCLUSIVITY

We work on an exclusive retainer Formal acceptance of our terms and a condition

implies that the assignment is exclusive toes. Therefore any applications made

direct to your company, including

Those from internal application will be forwarded to us.

These will be treated by our company on the same basis as all other applications.

GUARANTEE



Clementine International commits to put at your disposal all necessary means to

replace a candidate that leaves the company within his/her probation period,

whatever the reasons for this departure.

This guarantee is applied only at our client’s request and on the condition that theposition and profile initially defend remains unchanged.

Recruitment process

How we recruit: -

We conform to a recruitment process that fairly evaluates all and that is managed

with the aid of a sophisticated applicant tracking system. We believe our system

makes it easier for people to apple for vacancies and for our recruiters to process

applications as quickly and as fairly as possible.

All our vacancies are published on our careers website and occasionally in the

press, allowing applicants to apply directly to FNB.FNB has relationships with a

number of recruitment agencies that are able to present their candidates through

special technology provided for them. Suitable candidates may also be sourced

through relevant academic, professional and vocations institutions. As a rule, FNB

careers will not consider applications for positions sent to us by fax, email or

through the postal service

Searching for a position:

On our Careers site, you will find search tools that you may use to search for

positions that match your needs. All the available positions that match your search

criteria are displayed in a table that highlights positions that needs to be filled

urgently or that are nearing their advertisement expiry date. You may click on the

position title to see the detailed position description.

Applying for a position, if you see a vacancy that you are interested in please use our

system to apply for the vacancy, simply follow the instructions displayed on the

screed. We have tried to structure the application process is such a way that the

entire application process should not take more than a few minutes of your time.



You will normally be asked to complete a page with personal information, attach a

CV and a covering. You may sometimes also be asked to complete a questionnaire

specific to the position of your choice. Should you decide to supply any personal

information that is not mandatory, this information will not be used to evaluateyour application.

Selection and Interview:-

We will select candidates to interview against the stated criteria for each position. If

you are not selected for an interview, we will inform you as soon as possible. In

some cases we will ask if we may keep your details on our system. We will normally

contact you by email or telephone to arrange an appointment for an interview.

When we invite you for interview, we will let you know what the format of the

interview will be. If you are successful, you may be invited to attend a second

interview, or some additional evaluation procedures, depending on the position as

well as the requirements of the particular business unit.

Feedback:-

Our communication processes are automated, which means that there are no needs

to contact out recruiters to check on the status of your application. Once you have

applied for a position, our recruitment system will create a My page space on our

Careers website which you may access at any time to check progress with your

application. You will also receive emails fro0m us that will keep you up to date with

the latest news about the position.

Offers:-

All our offers for employment are subject to satisfactory references (including

credit, qualification and criminal checks) as well as a clearance from the South

African banking register of employee dishonesty system (Reds) Index.

Changes:-

Our recruitment processes may change depending on the requirement of a

particular business unit or vacant position.



The recruitment and selection is the major function of the human resource

department and recruitment process is the first step towards creating the

competitive strength and the strategic advantage for the organizations. Recruitment

process involves a systematic procedure from sourcing the candidates to arrangingand conducting the interviews and requires many resources and time. A general

recruitment process is as follows:

Identifying the vacancy:

The recruitment process begins with the human resource department receiving

requisitions for recruitment from any department of the company. These contain:

o Posts to be filled

o Number of persons

o Duties to be performed

o Qualifications required

o Preparing the job description and person specification.

o Locating and developing the sources if required number and type of

employees (Advertising etc)

o Short-listing and identifying the prospective employee with required

characteristics.

o Arranging the interviews with the selected candidates.

o Conducting the interview and decision marking

f

RECRUITMENT PROCESS

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1. Identify vacancy

2. Prepare job description and person specification

3. Advertising the vacancy

4. Managing the response

5. Arrange interviews

6. Conducting interview and decision marking

The recruitment process is immediately followed by the selection i.e. the final

interviews and the decision marking, conveying the decision and the appointment

formalities.

Internet Recruitment / websites:-

Such sites have two main features: job boards and a resume/curriculum vitae (CV)

database. Job boards allow member companies to post job vacancies. Alternatively,

candidates can upload a resume to be included in searches by member companies.

Candidates can upload a resume to be included in searches by member companies.

Fees are charged for job postings and access to search resumes. Since the late 1990s,

the recruitment website has evolved to encompass end-to-end recruitment. Website

captures candidate details and then pools them in client accessed candidate

management interfaces (also online). Key players in this sector provide e-

recruitment software and services to organizations of all sizes and within numerous

industry sectors, who want to e-enable entirely ort partly their recruitment process

in order to improve business performance.

The online software provided by those who specialize in online recruitment helps

organizations attract, test, recruit, employ and retain quality staff with a minimal

amount of administration. Online recurrent websites can be very helpful to find

candidates that ate very actively looking for work and post their resumes online, but



they will not attract the “passive” candidates who might respond favorably to an

opportunity that is resented to them through other means. Also, some candidates

who are actively looking to change jobs are hesitant to put their resumes on the job

boards, for fear that their current companies, co-workers, customers or other might see their resumes.

Job Search Engines:-

The emergence of vertical search engines, allow job-seekers to search across

multiple website. Some of these new search engines index and list the

advertisements of traditional job boards. These sites tend to aim for providing a

“one-stop shop” for job-seekers. However, there are many other job search engines

which index pages solely from employers’ website, choosing to bypass traditional

job boards entirely. These vertical search engines allow job-seekers to find new

positions that may not be advertised on traditional job boards, and online

recruitment websites.

SELECTION

INTRODUCTION

Meaning and Definition

After identifying the source of human resources, searching for prospective

employees and stimulating them to apply for jobs in an organisation, the

management has to perform the function of selecting the right employees at the

right time .The oblivious guiding policy in section is the intention to choose the best

qualified and suitable job candidate job for each unfilled job. The objective of the

selection decision is to choose the individual who can most successfully perform the

job from the pool of qualified candidates.

Essentials of Selection Procedure

The selection process can be successful if the following requirements are satisfied:



1. Some one should have the authority to select. This authority comes from the

employment requisition, as developed by an analysis of the work load and work

force.

2. There must be some standard of personnel with which a prospective employeemay be compared, i.e. a comprehensive job description and job specification should

be available beforehand.

3. There must be a sufficient number of applicants from whom the required

number of employees may be selected.

Significance of selection process

Selection of personnel to man to organisation is a crucial, complex and continue

function. The ability of an organisation to attain its goals effectively and to develop

in a dynamic environment largely depends upon the effectiveness of its selection

programme. If right personnel are selected, the remaining functions of personnel

management become easier, the employee contribution and commitment will be at

optimum level and employee relations will be consumption. If the right person is

selected, he is a valuable asset to the organisation and is faulty selection is made.

The employee will become a liability to the organisation.

Factors affecting selection decisions

The goal of selection is to short out or eliminate those judged unqualified to meet

the job and organisation requirements, where as the goal of recruitment is to create

a large cool of persons available and willing to work. Thus, it is said that recruitment

tends to be positive while selection tends to be some what negative.

A number of factors affect the selection decisions of candidates. The

important among them are:

(i) Profile matching.

(ii) Organizational and social environment.

(iii) Successive hurdles.

(iv)Multiple correlations.



(i) Profile matching: Tentative decision regarding the selection of candidates (who

are known) is taken in advance. The scores secured by these known candidates in

various tests are taken as a standard to decide the success or failure of other

candidates at each stage. Normally the decisions about the known candidates istaken at interview stage. Possible care is also taken to match the candidates’ bio

data with the jobs specifications.

(ii) Organisational and social environment: some candidates, who are eminently

suitable for the job, may fail as successful employees due to varying organisation

and social environment. Hence candidates specifications must match with not only

job specifications but also with organisational social environmental requirements.

(iii) Successive hurdles: In this method hurdles are created at every stage of

selection process therefore, applicants must successfully pass each and every

screening device in case of successive hurdles as shown in figure 5.1

(iv) Multiple correlations: Multiple correlations is based on the assumptions that a

deficiency in one factor can be counter balanced by an excess amount of another. A

candidate is routed through all the selection steps before a decision is made. The

composite test score index is taken into accounting the selection tests. Hence, for

broader line cases multiple correlation method is useful and for other successive

hurdles method is useful.

Selection Procedure

There is no standard selection process that can be followed by all the companies in

all the areas. Companies may follow different selection techniques or methods

depending upon the size of company, nature of the business, kind and number of

persons to be employed, government regulation to be followed etc. Thus, eachcompany may follow anyone or the possible combinations of methods of selection in

the order convenient or suitable to it. Following are the selection methods generally

followed by the companies.



Selection procedure employs several methods of collecting information about

the candidate's qualifications, experience, physical and mental ability, nature and

behavior, knowledge, aptitude and the like for judging whether a given applicant is

or is not suitable for the job. Therefore, the selection procedure is not a single act but is essentially a series of methods or stages by which different types of

information can be secured through various selection techniques. At each step, facts

may come to light which are useful for comparison with the job requirement and

employee specifications.

(1) Job Analysis. (2) Recruitment. (3) Application Form. (4) Written Examination.

(5) Preliminary Interview. (6) Business Games. (7) Tests. (8) Final Interview. (9) Medical

Examination (10) Reference Checks. (11) Line Manager’s Decision. (12) Employment.

Job Analysis

Human

Resource Plan

Recruitment

Development Bases for

Selection

Application / Resume /CV/

Bio-data

Written Examination

Preliminary Interview

Asses the Fit Between

the Job and the

candidate

Business

Games

Tests

Final Interview

Medical Examination

Line Manger’s Decis

Employment



RECRIUTMENT PROCESS



RECRUITMENT AND SELECTION PROCESS

1. Approval from Man-Power for the recruitment of the vacancies.

2. Process is done in the following two ways.

Internal source

External source

3. As per presidential directives only categorized, i.e., Roster

4. Issue of notification, done in two ways:-

PUBLIC NOTIFICATION

Publications done through advertising, i.e., Newspapers

EMPLOYMENT EXCHANGE

The vacancies are sent to employment exchange for the desired candidates.

The list of finalized candidates is sent to the recruitment cell in the ratio 1:20.

5. Receipt of the application within the

time limit as mentioned in the

notification.

6. Scrutiny of the application and short-

list of candidates is done.

7. Written test

The test is conducted of 85 marks. These marks having qualified in the

categorized way as in the following:

CATEGORY PERCENTAGE

General/OBC 50



8. Interview Test

Interview is done by comprising of selection committee. The committee is

appointed by the CMD of VSP. The selection comprising the member of:

Representative from indenting department

Representative from SC/ST/OBC.

Representative from Minority (other than Hindu).

Representative of personnel Department.

Lady Representative in the case of non-executive posts, i.e., Group-C

And Grope-D posts.

9. Medical Examination

The selected candidates from both written and interview are called for medial

examination. If any reason the candidate fails in the test the next candidate in the

list is eligible for the medical test. Since the test is validate for 1 year from the letter

list candidate i.e., written and interview.

10. Issue of offer letter, i.e., the appointment letter for the job.

11. Induction and Training Program

The candidates who got offer letters are eligible for induction and training in

this process the candidate are posted in the following way:

CARD TRAINING PERIOD EDUCATIONALQUALIFICATION POSTED

Executives Management

Trainee with 12

month

Graduate with 60%

in General/OBC

50% in SC/ST

Junior Manager

Highly Skilled Senior Trainee

with 18 months

Diploma

Engineering

Charge Man

SC/ST 40



Un-Skilled Trainee Khalasi

with 12 months

Illiterate Khalasi

12. Place of posting

DIRECT RECRUITMENT

In this process the VSP releases advertisements in various news papers regarding

the post i.e. Executives & Non-Executives. Their vacancies and the criteria required.

Non-Executives:-

1) The candidates were called through employment exchange, and also the

candidates who are possessing “R” card (land losers) or Displaced person

Card.

2) The “R/DP” Card holders are those who loss the for VSP they were given age

relaxation.

3) In VSP there are around 5000 employees are their who are “R/DP” Card

holders.

4) The qualification is 10th

pass as Minimum.5) The reservations are fallowed as per the Govt. Laws.

Executives:-

Written Test Trade Test Police

Verification

Medical Test Interview Offer of

Appointment to

the candidates



For the executive posts the candidates are called throw employment exchange. The

required qualification regarding Executives are as fallows:-

Technical:-M.Tech/B.Tech or Diploma in Technical Field (With/Without

Experiences)Non-Technical:- Graduation with 60% or M.B.A and additional.

INDIRECT RECRUITMENT

The indirect recruitment was done by a circular to various departments of the VSP.

Research Methodology

The study is directed to wards the currently followed recruitment practices in VSP

and includes the opinions of the recruitment practices representing the sample Size.

The general methods adopted in conducting the research are as

fallows:

o Define the research problem.

o Review the literature.

o Formulate hypothesis.

o Design research.

o Collect data.

Written Test Trade Test Police

Verification

Medical Test InterviewOffer of

Appointment to

the Candidates



o Analyze data.

o Interpret the data.

o Report the data.

RESEARCH DESIGN:-

Research design is the conceptual structure with in which research

would be conducted. The function of the research design sis to provide the

collection of relevant evidence with minimum expenditure of efforts, time and

money. The suitable design is the one that minimizes bias and maximizes thereliability of the data collected and analyzed.

SAMPLE SIZE:-

A SAMPLE SIZE OF 100 is drawn the respondents belong to different departments of

the company

COLLECTION OF DATA:-

The data is collected through primary and secondary sources.

PRIMARY SOURCES:-

The primary data is collected from the respondents belonging to different

departments of the organization.

SAMPLE SIZE:-

SAMPLE TOOL:- Simple random sampling was administrated Questionnaire with

consisted of open ended and close ended questions.

SECONDARY SOURCEY:--

Secondary data is collected from the following sources.

Discussions and personal observations.

Organization report and files.



Journals and websites.

RESEARCH ANALYSIS:-

Research analysis is the computation of certain induces or measures along with

searching patterns of relationship that exists among the data group.

Statistical tools such as percentages were used. The information gathered is

represented in the form of tables so that the interpretation would be precise.

THE METHOD OF STUDY FOLLOWED IN THIS PROJECT (IN BRIEF)

Sample Size : 30

Data collection Method : Questionnaires, observations, Discussions

and Organization reports.

Duration of the study : 45 days.

Analysis : Through percentage method

As the requirement to fill anew position will arise the concerned HOD will look into

the matter. He/she will take all particulars regarding the position and prepare a

manpower from, which contains all the particulars regarding the position all the

specicaytions are made and approved by the concerned HOD and that from is sent

HR department. HRD will begin to fill up that position by considering all the

specification. The particulars like the

Position

Experience

Qualification

Skill set

Budget Time limit

No. of positions

Location

factors affecting recruitment

Documents