Q: What are the different sources for recruitment?

Ans: The sources of recruitment are broadly divided into internal sources and external
sources consisting of the following:

Internal sources of Recruitment:

Present Permanent Employees :  Organizations consider the candidates from this

source for higher level of jobs due to availability of most suitable candidates for jobs
relatively or equally to external sources, to meet the trade union demands and due to
the policy of the organization to motivate  the present employees.

Employee Referrals: Present employees are well aware of the qualifications, attitudes,
experience and emotions of their friends and relatives. They are also aware of the job
requirements and organizational culture of their company. As such they can make
preliminary judgment regarding the match between the job and their friends and
relatives.

Retrenched or Retired Employees: Employees retrenched due to lack of work are

given employment by the organization due to obligation, trade union pressure etc.
Sometimes they are re-employed by the organization as a token of their loyalty to the
organization or to postpone some interpersonal conflicts for promotion. Some retired
employees may be willing to come back to work on a part time basis or may
recommend someone who is willing to work in company.

Present temporary/casual Employees: Organizations find this source to fill the

vacancies relatively at the lower level owing to the availability of suitable candidates or
trade union pressures or in order to motivate them on present job.

External Sources of Recruitment

Campus Recruitment: These candidates are directly recruited by the Co; from their
college/educational institution. The Indian institutes of management (IIMs) AND Indian
institute of Technology (IITs) are on the top of the list of avenues for recruiters. Campus
recruitment is going global with companies like HUL,L&T,TCS,CitiBank.

Employment Agencies/Consultants: Public employment agencies or consultants like

ABC Consultants in India perform recruitment functions on behalf of a client company
by charging fees. Line managers are relieved from recruitment functions and can
concentrate on operational activities.

Employment Exchanges: The Government set up Public Employment Exchanges in

the country to provide information about vacancies to the candidates and to help the
organization in finding out suitable candidates. As per the Employment Exchange act
1959, makes it obligatory for public sector and private sector enterprises in India to fill
certain types of vacancies through public employment exchanges. The act applies to all
industrial establishments having 25 workers or more each.

Professional Organizations: Professional organizations or associations maintain

complete bio-data of their members and provide the same to various organizations on
requisition. They act as an exchange between their members and recruiting firm.

Mergers and Acquisitions: Business alliances like acquisitions, mergers and take over
help in getting human resources. In addition the companies do also alliances in sharing
their human resource on adhoc basis.

E-recruitment: The technological revolution in telecommunications helped the

organizations to use internet as a source of recruitment. Organizations advertise the job
vacancies through the World Wide Web (www). The job seekers send their applications
through e-mail using the internet.

Outsourcing: Some organizations recently started developing human resource pool by

employing the candidates for them. These organizations do not utilize the human
resources; rfinstead they supply HRs to various companies based on their needs on
temporary or ad-hoc basis.

Walk In: The busy organization and rapid changing companies do not find time to
perform various functions of recruitment. Therefore they advise the potential candidates
to attend for an interview directly and without a prior application on a specified date,
time and at a specified place.

Similar Organizations: Generally experienced candidates are available in

organizations producing similar products or are engaged in similar business. The
Management can get potential candidates from this source. Company can identify the
right people in rival companies offering them better and luring them away.

Employee Leasing Activity: Professional organizations and the hi-tech training

develop the pool of human resource for the possible employment. The prospective
employers contact these organizations to recruit the candidates. Otherwise the
organizations themselves approach the prospective employers to place their human
resources. These professional and training institutions are called body shopper. It is
used mostly for computer professionals.

Q. Distinguish between internal and external sources of recruitment.

Internal source of Recruitment External Sources Of Recruitment
  Internal sources of recruitment are  External sources of recruitment
readily available to an organization. have to be solicited from outside the
organization. These sources are
Internal sources are: external to a concern.

 Promotions and Transfers : External sources are:

Promotion is an effective means
using job posting and personnel  Employment at Factory Level:
records. Job posting requires Here, the applications for vacancies
notifying vacant positions by are presented on bulletin boards
posting notices, circulating outside the Factory or at the Gate.
publications or announcing at staff Applicable generally where factory
meetings and inviting employees to workers are to be appointed.
apply. Personnel records help  Advertisement: Medium used is
discover employees who are doing Newspapers and Television. It
jobs below their educational covers a wide area of market and
qualifications or skill levels. scattered applicants can get
information from advertisements.
Transfers are also important in  Employment Exchanges: There
providing employees with a broad- are certain Employment exchanges
based view of the organization, which are run by government. Most
necessary for future promotions. of the government undertakings and
concerns employ people through
 Employee referrals : Employees such exchanges. Now-a-days
can develop good prospects for recruitment in government agencies
their families and friends by has become compulsory through
acquainting them with the employment exchange.
advantages of a job with the  Employment Agencies: There are
company, furnishing them with certain professional organizations
introduction and encouraging them which look towards recruitment and
to apply. Very effective means as employment of people. These
many qualified people can be private agencies, run by private
reached at a very low cost to the individuals, do some preliminary
company. Another advantages is screening and put the organization
that the employees would bring in touch with the candidates, for a
only those referrals that they feel fee collected from either the
would be able to fit in the employer or employee.
organization based on their own  Educational Institutions: There
experience. The organization can are certain professional Institutions
be assured of the reliability and the which serve as external sources for
character of the referrals. In this recruiting fresh graduates from
way, the organization can also colleges or Universities. This kind of
fulfill social obligations and create recruitment is called as Campus
Recruitment. They have special
 recruitment cells/Placement Offices
goodwill. which helps in providing jobs to
fresh candidates.
 Recommendations: There are
certain people who have experience
 Former Employees : These in a particular area. They enjoy
include retired employees who are goodwill and a stand in the
willing to work on a part-time basis, company. There are certain
individuals who left work and are vacancies which are filled by
willing to come back for higher recommendations of such people.
compensations. Even retrenched The biggest drawback of this source
employees are taken up once is that the company has to rely
again. The advantage here is that totally on such people which can
the people are already known to later on prove to be inefficient.
the organization and there is no  Labour Contractors: These are
need to find out their past the specialist people who supply
performance and character. Also, manpower to the Factory or
there is no need of an orientation Manufacturing plants. Through
programme for them, since they these contractors, workers are
are familiar with the organization. appointed on contract basis, i.e. for
 Internal notification a particular time period. Under
(advertisement) : Sometimes, conditions when these contractors
management issues an internal leave the organization, such people
notification for the benefit of who are appointed have to also
existing employees. Most leave the concern.
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 Advantages:
acquaintances who meet these
requirements. Suitable persons are
appointed at the vacant posts.
 New “blood” brings new
Advantages: perspectives.
 Training new hires is cheaper and
 The firm can better assess a faster because of prior external
candidate’s abilities. experience.
 May lead to increase in employee’s  The new hire has no group of
productivity as their motivation “political supporters” in the
level increases. organization.
 It also saves time, money and  The new hire may bring new
efforts. industry insights.

Disadvantages:
Disadvantages:
  Refrains the organization from new
blood.
 Also, not all the manpower  The firm may not select someone
requirements can be met through who will fit the job or the
internal recruitment. Hiring from organization.
outside has to be done.  The process may cause morale
problems for internal candidates not
selected.
 The new employee may require a
longer adjustment or orientation
time.
 Involves lot of time and money.

Q.Explain various steps of selection process.

Steps in the Selection process

Selecting a suitable candidate can be the biggest challenge for any organisation. The
following steps generally make up the selection process : -

Pre Interview Screening & Preliminary Interview:- This is generally the starting point
of any employee selection process. Pre Interview Screening eliminates unqualified
applicants and helps save time. Applications received from various sources are
scrutinized and irrelevant ones are discarded. A preliminary Interview may be
conducted as well.

Application Form:- An candidate who passes the preliminary interview and is found to
be eligible for the job is asked to fill in a formal application form. Such a form is
designed in a way that it records the personal as well professional details of the
prospective employee.

Personal Interview :- Most managers believe that the personal interview is an

absolute 'MUST'. It helps them in obtaining more information about the prospective
employee. It also helps them in interacting with the candidate and judging his
communication abilities, his ease of handling pressure etc. In some Companies, the
selection process comprises only of the Interview.
Checking References:- Most application forms include a section that requires
prospective candidates to put down names of a few references. References can be
classified into - former employer, former customers, business references,
reputable persons. Such references are contacted to get a feedback on the person in
question including his behaviour, skills, conduct etc.
Credit Checks:- Many Companies check the financial condition of a prospective
employee. If a person faces the burden of  heavy loan or debt, a prospective employer
would want to know that.

Tests:- Different types of tests are conducted to evaluate the capabilities of an

applicant, his behaviour, special qualities etc. Separate tests are conducted for various
types of jobs.

Physical Examination:- If all goes well, then at this stage, a physical examination is
conducted to make sure that the candidate enjoys sound health and does not suffer
from any serious ailment.
Job Offer:- A candidate who clears all the steps is finally considered right for a
particular job and is presented with the job offer. An applicant can be dropped at
any given stage if considered unfit for the job. Only after successfully clearing all the
hurdles, an applicant can enjoy the feeling of being selected for a particular job.

Q. What is induction? State the objective of the orientation process?

A. Induction is vital to today’s business world. A good induction program can greatly
improve the well being and productivity throughout a company, whilst a bad one can not
only cause confusion, but also large decreases in productivity through staff not knowing
their function, or their place in the company

Induction is the process of initiation into a new job or company by which a new
employee learns about and becomes part of an organization. Induction ranges from
formal orientation programs to informal familiarization and social events.

Its overall purpose is to provide necessary information, facilities and motivation to

assist the employee to adjust to the new work environment to learn the ropes and
become productive on the job.

It aims to help him/her to understand the company's expectations and to convey what
he or she can expect from the job and the company.

It encourages the development of loyalty and enthusiasm towards the company and
gains employee commitment.

Induction, involves ongoing, systematic training and support for new employees
beginning before the first day of work and continuing throughout the first two or three
months.
In other words,
Induction Training is absolutely vital for new starters. Good induction training ensures
new starters are retained, and then settled in quickly and happily to a productive role.

New employees also need to understand the organization’s mission, goals, values and
philosophy; personnel practices, health and safety rules, and of course the job they're
required to do, with clear methods, timescales and expectations.

On the point of values and philosophy, induction training offers a wonderful early
opportunity to establish clear foundations and expectations in terms of ethics, integrity,
corporate social responsibility, and all the other converging concepts in this area that
are the bedrock of all good modern responsible organizations.

Induction training is more than skills training. It's about the basics that seasoned
employees all take for granted: what the shifts are; where the notice-board is; what's the
routine for holidays, sickness; where's the canteen; what's the dress code; where the
toilets are.

Generally the HR Department or the Department Manager carries out induction when a
new employee starts. It is often a two level thing, with some items carried out by a
Mentor or the person training the new employee.

Generally, a good induction program will:

 Explain the company culture

 Clarify policies such as leave (sick, holiday and special)

 Pay (how often and how - cash, cheque or direct deposit)

 Breaks, hours of work and overtime policies

 Workplace Health & Safety overview, including first aid facilities and evacuation
procedures

 Company hierarchy, and where the new staff member fits in

 Position description and general overview of their role (KPI's, reporting structure,
etc)

 Amenities (lunch room, sick room, toilets)

 Introduction to workmates

Benefits to the Employee

A good induction and training program will leave the employee feeling empowered and
a full part of the team. It will help them to fit in, and understand the company. You don’t
need to sell the company to the employee – they have already accepted the job
(therefore, have chosen the company).

Benefits to the Manager and Work Team

You will be building on the fact that you have hired somebody who can already do the
tasks, and all they need to know is how your systems work.

By starting with this premise, your new employee becomes productive faster and has a
positive attitude towards working with the team, and in how their skills and prior
experience is valued by both the team and the Company.

Benefits to the Organization

By having a good induction program, you will acquire loyal employees who feel
integrated into the culture of the company and who are likely to be more productive and
stay with the company longer.

Orientation Process

Orientation is the informal process of giving information in which a new employee is

introduced to coworkers, and is given information such as working hours, place of work,
performance standards, benefits and facilities, and names of the immediate and other
officers.

Orientation can be completed in a day or two and is simple to organize and conduct and
is less time-consuming. Orientation is one small activity that takes place during an
overall systematic long training process known as induction.

The objective of the orientation is to make the employees completely familiar with all
aspects of their duties; as well as to be clear about the goals of the company and how
they must help the company achieves its targets.

Some companies require that the HR manager who recruits the employees need to
follow up the orientation program for certain duration of time till the employees is
completely familiar with their duties as well as all relevant aspects of the business. This
process makes the recruit feel welcome as well as be sure what is expected of him and
how best to assist the company.
The Objective of the Orientation Process

 To make sure the new employees feel welcome and are familiar with their duties.

 Assign a mentor to guide them when they have doubts. Make sure the mentor
assigned has time to guide him.

 To make them feel part of a team. Introduce him to his team members and
colleagues.To enable relationship building.
 To make sure that sure he is given all that is necessary for him to perform his
duties well such as computers, email ids, passwords etc. get his work area ready
and do not keep him waiting.

 Make the orientation fun, interesting as well as productive. They should not be
saturated with unnecessary information as well as not miss out essential
information.

 Good employee orientation will ensure that the employee feels motivated, part of
the team and will make an effort to do his best to help the business achieve its
goals.

 Employee development is crucial for customer satisfaction, retention as well as

the growth of the company.

 The purpose of an orientation is to provide important summary information to

help new employees get started in their career. We want to give them adequate
information to help ensure their success. It can beneficial to assign a mentor or
someone to supervise the overall process.