A PROJECT REPORT ON

‘HUMAN RESOURCES RECRUITMENT’

SUBMITTED IN THE PARTIAL FULFILLEMENT OF THE REQUIREMENTS FOR THE
AWARD OF THE DEGREE OF

MASTERS OF BUSINESS ADMINSTRATION

IN

HUMAN RESOURCE MANAGEMENT

Under the Supervision of

Dr. Md. KHUSHNOOD ALAM

Submitted by

SHRUTI KUMARI(23124231015)

FACULTY OF MANAGEMENT SCIENCE (MBA)

VEER KUNWAR SINGH UNIVERSITY

ARRAH, BHOJPUR, BIHAR – 802301
(Session-2023-2025)
 FACULTY OF MANAGEMENT SCIENCE (MBA)

VEER KUNWAR SINGH UNIVERSITY

ARRAH, BHOJPUR, BIHAR – 802301

(Session-2023-2025)

CERTIFICATE
This is to certify that the report entitled “HUMAN RESOURCES RECRUTIMENT” submitted
by SHRUTI KUMARI (23124231015), in the partial fulfillment of the requirements for the
project report of Masters of Business Management in Human Resource Management at
Faculty of Management Science(MBA), Veer Kunwar Singh University, Arrah(Bhojpur) is
an authentic work carried out by them under my supervision and guidance.

To the best of my knowledge, the matter embodied in the report has not been submitted to
any other University/Institute for the award of any Degree.

Dr. Md. Khushnood Alam

(Project Guide)

Veer Kunwar Singh University, Arrah(Bhojpur)

Faculty of Management Science(MBA)

DATE:

PLACE:-
 DECLARATION

I SHRUTI KUMARI(23144231015) hereby declare that the Project Report entitled “HUMAN
RESOURCES RECRUITMENT” done by me under the guidance of Dr. Md. Khushnood Alam is
submitted in partial fulfillment of the requirements for the award of Master of Business
Administration degree.

DATE:-

PLACE:-

SHRUTI KUMARI
 ACKNOWLEDGEMENT

It is with great pleasure that we present this report “HUMAN RESOURCES

RECRUITMENT”. We wish to express our deep sense of gratitude and indebtedness
to Prof. Md. Khushnood Alam, Faculty of Management Science, Veer Kunwar Singh
University, for introducing the present topic and for his inspiring guidance,
constructive criticism and valuable suggestion throughout this project work.

We also grateful to Prof. (Dr.) Sanjay Kumar Singh, Director,MBAVeer

Kunwar Singh University, Arrah(Bhojpur) for having provide excellent academic
atmosphere in this institution, which made the endeavor possible.

We also extend our sincere thanks to all my friends who have patiently
helped me in accomplishing this undertaking.I also wish to express my thanks to all
Teaching and Non-teaching staff members of the Faculty of Management
Science(MBA) who were helpful in many ways for the completion of the project.

SHRUTI KUMARI
 CONTENT

CHAPTER TITLE PAGE

NO
Certificate
Declaration
Acknowledgement
Content
Abstract

CHAPTER 1 Introduction 1-4

CHAPTER 2 RECRUITMENT THE 5-21

CHALLENGE

CHAPTER 3 RESEARCH
METHEDOLOGY 22-25

CHAPTER 4 DATA
ANALYSIS/INTERPRETATIO 26-41
N

CHAPTER 5 FINDINGINGS,SUGGESTIONS
RECOMMENDATION 42-46

CONCLUSION 47-49
CHAPTER 6
 ABSTRACT
Better recruitment and selection strategies result in improved
organizational outcomes. Recruitment and Selection has been prepared
to put a light on Recruitment and Selection process. The main objective
is to identify general practices that organizations use to recruit and
select employees and, to determine how the recruitment and selection
practices affect organizational outcomes Effective recruitment, selection
and retention are critical organization success. They enable companies
to have performing employees who are satisfied with their jobs, thus
contributing positively to the organization
CHAPTER -1

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 INTRODUCTION

Recruitment and Selection is an important operation in HRM, designed to

maximize employee strength in order to meet the employer's strategic goals and
objectives. In short, Recruitment and Selection is the process of sourcing,
screening, short listing and selecting the right candidates for the filling the
required vacant positions .

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Recruitment and Selection is the process of sourcing, screening, short listing and
selecting the right candidates for the filling the required vacant positions.

The Scope of Recruitment and Selection

The scope of Recruitment and Selection is very wide and it consists of a variety of
operations. Resources are considered as most important asset to any organization.
Hence, hiring right resources is the most important aspect of Recruitment. Every
company has its own pattern of recruitment as per their recruitment policies and
procedures.

The scope of Recruitment and Selection includes the following

operations–

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Dealing with the excess or shortage of resources

 Preparing the Recruitment policy for different categories of employees

 Analyzing the recruitment policies, processes, and procedures of the

organization

 Identifying the areas, where there could be a scope of improvement

 Streamlining the hiring process with suitable recommendations

 Choosing the best suitable process of recruitment foreffective hiring of

resources

Any organization wants it future to be in good and safe hands. Hence, hiring the
right resource is a very important task for any organization.

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CHAPTER -2

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 RECRUITMENT
THE CHALLENGE

According to Edwin Flippo, "Recruitment is the process of searching

forprospective
employees and stimulating them to apply for jobs in the Organisation."
Recruitment is a continuous process whereby the firm attempts to develop a
pool of qualified applicants for the future human resources needs even though
specific vacancies do not exist. Usually, the recruitment process starts when a
manger initiates an employee requisition for a specific vacancy or an anticipated
vacancy.

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It is the process to discover sources of manpower to meet the requirement of
staffing schedule and to employ effective measures for attracting that manpower
in adequate numbers to facilitate effective selection of an efficient working
force.

Recruitment of candidates is the function preceding the selection, which helps

create a pool of prospective employees for the organisation so that the
management can select the right candidate for the right job from this pool. The
main objective of the recruitment process is to expedite the selection process .

Recruitment is almost central to any management process and failure in

recruitment can create difficulties for any company including an adverse effect
on its profitability and inappropriate levels of staffing or skills. Inadequate
recruitment can lead to labor shortages, or problems in management decision
making and the recruitment process could itself be improved by following
management theories. The recruitment process could be improved in
sophistication with Rodgers seven point plan, Munro-Frasers five-fold grading
system, psychological tests, personal interviews, etc. Recommendations for
specific and differentiated selection systems for different professions and
specializations have been given. A new national selection system fo psychiatrists,
anesthetists and dental surgeons has been proposed within the UK health sector

Need for Recruitment

The need for recruitment may be due to the following reasons / situations

 Vacancies: due to promotions, transfers, retirement, termination,

permanent disability, death and labour turnover.

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  Creation of new vacancies: due to growth, expansion and diversification
of business activities of an enterprise.

 In addition, new vacancies are possible due to job respecification.

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 organisations.
Recruitment process involves a systematic procedure from
sourcing the candidates to arranging and 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:

• Posts to be filled

• Number of persons

• Duties to be performed

• Qualifications required

Preparing the job description and person specification.

 Locating and developing the sources of required number and type of

employees(Advertising etc).

 Short-listing and identifying the prospective employee with required

characteristics.

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

The HR Role in Recruitment changed and HRM:

 Decides about the design of the recruitment processes and to decide about
the split of roles and responsibilities between Human Resources and Hiring
Manager
 Decides about the right profile of the candidate
 Decides about the sources of candidates
 Decides about the measures to be monitored to measure the success of the
process
A traditional role of HR in Recruitment was an administrative part of the whole
process. The HRM was responsible for maintaining the vacancies advertised and
monitored, but the real impact of HRM to the performance of the whole
recruitment process was minimal. But as the role of Human Resources in the
business was increasing, the HR Strategy was changed. From making the process
working to the real management of HR Processes and the Recruitment Process
was the first to manage.
The role of HR in Recruitment is very important as HRM is the function to work
on the development of the recruitment process and to make the process very
competitive on the market. As the job market gets more and more competitive,
the clearly defined HR Role in Recruitment will be growing quickly. HRM is not a
function to conduct all the interviews today, the main role of Human Resources
is to make the recruitment process more attractive and competitive on the
job market.
 Scope of HR Recruitment:
 HR jobs are one of most important tasks in any company or organization.
 To structure the Recruitment policy of company for different categories of
employees.
 To analyses the recruitment policy of the organization.
 To compare the Recruitment policy with general policy.
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  To provide a systematic recruitment process.
 It extends to the whole Organization. It covers corporate office, sites and
works appointments all over India.
 It covers workers, Clerical Staff, Officers, Jr. Management, Middle
Management and Senior Management cadres.
 A recruitment agency provides you with career counseling which renders a
crystal clear
picture of what are the possible career options out there for you and which job
option
suits you the best

Objective of HR

 To obtain the number and quality of employees that can be selected in

order to help the organization to achieve its goals and objectives.
 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 from this pool.
 Recruitment acts as a link between the employers and the job seekers and
ensures the placement of right candidate at the right place at the right
time.
 Recruitment serves as the first step in fulfilling the needs of organizations
for a competitive, motivated and flexible human resource that can help
achieve its objectives.
 The recruitment process exists as the organization hire new people, who
are aligned with the expectations and they can fit into the organization
quickly.

Advantage of Outsourcing Recruitment/Hiring of Consultancy

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.

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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:

Outsourcing is beneficial for both the corporate organisations that use the
outsourcing services as
well as the consultancies that provide the service to the corporate. 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 corporate 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

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  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.

Result
Qualitative/Quantitative
Hiring of consultancy
Time saving of
Company
Focus Management
Effort
Cost Reduction
ChangingRole 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
theircompany‟s official website. Apart from that, the emerging popularity of the
job portals is also growing.
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But the fact that the intermediaries or the consultants 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.

 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
processesand effectively managing the ROI on recruitment.

The features, functions and major benefits of the recruitment management

system are 4explained
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.

~ 13 ~
 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.

HR Recruitment Process

~ 14 ~
Client need assessment

 Define objectives and specifications

 Understand client's business and culture
 Understand the job/position specifications
 Understand roles and responsibilities of the prospective candidate
 Develop a search plan and review with the client

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 1. Candidate Identification

 Identify target sources

 Extensive organization mapping, research & database search of the profile
 Provide status report to client about the available talent pool
2. Candidate assessment and Presentation

 Screen and evaluate candidates

 Personal Interviews with Candidates wherever possible - assess skills,
interest level and cultural fit
 Discuss the shortlist with the client and send resumes
3. Candidate interview, selection & Presentation of Offer

 Facilitate interviews with the client

 Obtain feedback
 Participate in decision making process
 Provide inputs on candidate's desired compensation
4. Closure &Follow up

 Negotiate offer acceptance

 Execute Reference check, Compensation & Job Level Discussions
 Coordinate Joining Formalities and on boarding as per predefined date
 Closing review to understand client's level of satisfaction.

HR Telephonic Interview Questions:

 Tell me about yourself?

 Tell me about your job profile?
 How much current CTC, you‟re getting in current organization?
 How much you‟re expecting form new organization?
 How the notice period you required if you are selected?
 Why did you want to resign from your previous job?

HR Challenges in Recruitment

~ 16 ~
Recruitment is a function that requires business perspective, expertise, ability to
find and match the best potential candidate for the organisation, diplomacy,
marketing skills (as to sell the position to the candidate) and wisdom to align the
recruitment processes for the benefit of the organisation. The HR professionals –
handling the recruitment function of the organisation- are constantly facing new
challenges. The biggest challenge for such professionals is to source or recruit the
best people or potential candidate for the organisation. In the last few years, the
job market has undergone some fundamental changes in terms of technologies,
sources of recruitment, competition in the market etc. In an already saturated
job market, where the practices like poaching and raiding are gainingmomentum,
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 their organisations.

The major challenges faced by the HR in 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 timeliness of the process

 Lack of motivation – Recruitment is considered to be a thankless job. Even

if the organisation 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 in 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 the tasks to meet the changes in
the market has become a challenge for the recruitment professionals.

LIMITATION OF THE STUDY

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1. Process consumes a lot of time Recruitment is a lengthy process, and the
recruitment agency might take a lot of time to find the correct candidates. A
recruitment team isn’t helpful when you want a candidate to fill a vacant position
immediately.

2. Communication gap The only way to communicate with the recruitment team is
via emails or telephones. There can be times where the team doesn’t properly
understand what the company wants and finds a wrong candidate. On the other
hand, the company’s HR department is always there, so they can proactively
search according to the company’s need. They understand the business model in a
better way as well.

3. Not practical for temporary hires Hiring a recruitment team for finding
candidates for project work isn’t ideal since the person is only going to work for a
limited time. So, you will only have to bear the load of finding employees on a
temporary basis. In such circumstances, the cost of operation goes higher than the
benefits the company gets on by making the hire.

LITERATURE REVIEW
An appropriate literature review provide available literature. The general purpose
of reviewing the related study is to develop a through understanding and insight
into the work already done and areas left untouched. These studies also enable to
search out many more related problems as suggestions for the future research. It
is presumed that the survey of such studies will make the present investigation
more direct and up to the point. So, the different studies investigation most of the
aspect on the subject published in the form of books, articles have been studied.
The important among these have been briefly reviewed as follows.

Work by Korsten (2003)

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According to korsten, Human Resource Management theories emphasize on
techniques of recruitment and selection and outline the benefits of interviews,
assessment and psychometric examinations as employee selection process. They
further stated that recruitment process may be internal or external or may also be
conducted online. Typically, this process is based on the levels of recruitment
policies, job postings and details, advertising, job application and interviewing
process, assessment, decision making, formal selection and training (Korsten
2003)

Successful recruitment techniques involve an incisive analysis of the job, the

labour market scenario/ conditions and interviews, and psychometric tests in
order to find out the potentialities of job seekers. Furthermore, small and medium
sized enterprises lay their hands on interviews and assessment with main concern
related to job analysis, emotional intelligence in inexperienced job seekers, and
corporate social responsibility

Work by Alan Price (2007)

Price (2007), in his work Human Resource Management in a Business Context,

formally defines recruitment and selection as the process of retrieving and
attracting able applications for the purpose of employment. He states that the
process of recruitment is not a simple selection process, while it needs
management decision making and broad planning in order to appoint the most
appropriate manpower. There existing competition among business enterprises
for recruiting the most potential workers in on the pathway towards creating
innovations, with management decision making and employers attempting to hire
only the best applicants who would be the best fit for the corporate culture and
ethics specific to the company (Price 2007). This would reflect the fact that the
management would particularly shortlist able candidates who are well equipped
with the requirements of the position they are applying for, including team work.
Since possessing qualities of being a team player would be essential in any
management position (Price 2007).

Work by Hiltrop (1996):

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Hiltrop (1996) was successful in demonstrating the relationship between the HRM
practices, HRM-organizational strategies as well as organizational performance. He
conducted his research on HR manager and company officials of 319 companies in
Europe regarding HR practices and policies of their respective companies and
discovered that employment security, training and development programs,
recruitment and selection, teamwork, employee participation, and lastly,
personnel planning are the most essential practices (Hiltrop 1999). As a matter of
fact, the primary role of HR is to develop, control, manage, incite, and achieve the
commitment of the employees. The findings of Hiltrop’s (1996) work also showed
that selectively hiring has a positive impact on organizational performance, and in
turn provides a substantial practical insight for executives and officials involved.
Furthermore, staffing and selection remains to be an area of substantial interest.
With recruitment and selection techniques for efficient hiring decisions, high
performing companies are most likely to spend more time in giving training
particularly on communication and team-work skills (Hiltrop 1999). Moreover the
finding that there is a positive connection existing between firm performances
and training is coherent with the human capital standpoint. Hence, Hiltrop

(1996) suggests the managers need to develop HR practices that are more focused
on training in order to achieve competitive benefits.

Work by Silzer etal (2010):

Work of Silzer et al. (2010) was largely concerned with Talent management, and
through their work they were successful in resolving issues like whether or not
talent is something one can be born with or is it something that can be acquired
through development. According to Silzer et al (2010), that was a core challenge in
designing talent systems, facing the organization and among the senior

~ 20 ~
management. The only solution to resolve the concern of attaining efficient talent
management was by adopting fully-selection as well as involvement of highly
qualified management team, companies following recruitment processes may
face significant obstacles in implementation. As such, theories of HRM can give
insights in the most effective approaches to recruitment even though companies
will have to employ their in house management skills for applying generic theories
across particular organizational contexts. Word conducted by Silzer et al (2010)
described that the primary objective of successful talent strategies is to create
both a case as well as a blueprint for developing the talent strategies within a
dynamic and highly intensive economy wherein acquisition, deployment and
preservation of human capital-talent that matter,, shapes the competitive
advantages and success of many companies (Silzer et al. 2010)

Work by Taher et al. (2000):

Taher et al. (2000) carried out a study to critique the value-added and non-value
activities in a recruitment and selection process. The strategic manpower planning
of a company, training and development programme, performance appraisal,
reward system and industrial relations, was also appropriately outlined in the
study. This study was based on the fact that efficient HR planning is an essence of
organization success, which flows naturally into employee recruitment and
selection (Taher et al. 2000). Therefore, demand rather than supply must be the
prime focus of the recruitment and selection process and a greater emphasis must
be put on planning, supervising and control rather than mediation .

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CHAPTER -3

~ 22 ~
 RESEARCH
METHEDOLOGY

Research may be very broadly defined as systematic gathering of data and

information and its analysis for advancement of knowledge in any subject.
Research attempts to find answer intellectual and practical questions through
application of systematic methods. Webster’s Collegiate Dictionary defines
research as "studious inquiry or examination; esp: investigation or
experimentation aimed at the discovery and interpretation of facts, revision of
accepted theories or laws in the light of new facts, or practical application of such
~ 23 ~
new or revised theories or laws". Some people consider research as a movement,
a movement from the known to the unknown. It is actually a voyage of discovery.
We all possess the vital instinct of inquisitiveness for, when the unknown
confronts us, we wonder and our inquisitiveness makes us probe and attain full
and fuller understanding of the unknown. This inquisitiveness is the mother of all
knowledge and the method, which man employs for obtaining the knowledge of
whatever the unknown, can be termed as research. Research is, thus, an original
contribution to the existing stock of knowledge making for its advancement. It is
the pursuit of truth with the help of study, observation, comparison and
experiment. In short, the search for knowledge through objective and systematic
method of finding solution to a problem is research. The systematic approach
concerning generalization and the formulation of a theory is also research.

RESEARCH DESIGN

Method used for this study is random sampling method.

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 The study is based on primary data.

 The questionnaire was designed and given to 10 employees.

 Survey sample of 10 employees.

 The questionnaire was designed to access information about recruitment and

selection

 process from an employees within organization.

DATA COLLECTION
Data collection is the process of gathering and measuring information on variables
of interest, in an established systematic fashion that enables one to answer stated
research questions, test hypotheses, and evaluate outcomes.

~ 25 ~
 Primary source of data, the questionnaire was designed and collected through
personal interview.

 Secondary source of data, the data and reviews collected from the website of
the company

SATISTICAL TOOLS
The statistical tool that has been used in that project is the data collected through
questionnaire and the interpretation through MS Excel by making pie charts.

~ 26 ~
CHAPTER -4

~ 27 ~
 DATA ANALYSIS /
INTERPRETATION

Since how many years have you been working with this organization

~ 28 ~
INTERPRETATION
From the above chart we can interpret that between 0-5 years 40% of an
employees have been working, between 5-10years 20% of an employee have
been working, between 10- 15years only 10% of an employee working and rest
the 30% of an employee have been working from more than 15 years

Is the organization doing timeless recruitment and selection process?

~ 29 ~
 INTERPRETATION
 From the above chart we can interpret that 80% of an employee says yes in
doing timeless recruitment and selection process whereas, 20% of an employee
not

Does HR provides an adequate pool of quality applicants?

~ 30 ~
INTERPRETATION from the above chart we can interpret that 70% of an employees
believe that HR provides an adequate pool of quality applicant

~ 31 ~
Rate the effectiveness of the interviewing process and other
selectioninstruments such as testing?

INTERPR
ETATION
From the above chart we can interpret that only 0% of the employees has rate the
effectiveness of the interviewing process and other selection instruments such as
testing, and 20% of the employees respectively. The majority of 80% of an
employees has rated excellent for the effectiveness of the interviewing process

~ 32 ~
 Does HR train hiring employees to marks the best hiring decisions?

INTERPRETATION

From the above chart we can interpret that the entire employees agrees that the
HR htrain hiring employees to mark the best hiring decision.

~ 33 ~
How would you rate the HR department performance in recruitment and
selection?

INTERPRETATION

From the above chart we can interpret that only 10% of the employees rate the
HR department performance in recruitment and selection

Does the HR department is efficient in selection policy of the employee?

~ 34 ~
  INTERPRETATION

From the above chart we can interpret that the all employees satisfied in the
efficient in the selection policy of the employee

~ 35 ~
Does organization clearly define the position object, requirement and
candidate specific in the recruitment process?

 INTERPRETATION

From the above chart we can interpret that all the employees in the company
agrees that the organization clearly defines its objects and requirement for
processing the recruitment and selection process

~ 36 ~
How well are the organization affirmative action needs clarified and supported in
the selection process?

INTERPRETATION

From the above chart we can interpret that the 40% of the employees thinks that
the company is not provided an affirmative action in order to support in the
selection process. And 40% and 30% of an employees thinks its excellent

.What kind of interviews is done here in order to recruit and select candidate.

~ 37 ~
  INTERPRETATION

From the above chart we can interpret that all kind is interview conducted in
order to select the best candidate for the organization.

RECRUITMENT IS TWO WAY STREET:

~ 38 ~
It takes recruiter and a recruitee: It takes a recruiter and a recruitee recruiter has a
choice whom

to recruit and whom not;

As per Behling et al, there are three ways in which a prospective employee makes
a decision to

join an organization.

Accordingly, the following three theories of recruitment have been evolved:

 Objective factor theory

 Subjective factor theory

 Critical contact theory

These theories can be explained as follows:

Objective Factor Theory

It assumes that the applicants are rational. As per this theory, the choice of
organization by a potential employee depends on objective assessment of
tangible factors such as; Pay package, Location, Opportunity per career growth,
Nature of work and Educational opportunities. The employer according to this
theory considers certain factors among others; educational qualification, years of
experience and special qualification/experience.

Subjective Factor Theory

The decision making is dominated by social and psychological factors. The status
of the job, reputation of the organization and other similar factors plays an
important role. According to this theory, compatibility of individual personality
with the image of organization is decisive factor in choosing an organization by
individual candidate seeking for employment. These subjective factors are;
Personal compatibility for the position, Competence and Best fit.

Critical Factor Theory

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and similar factors are important. This theory is more valid with the experienced
professionalsThe critical factors observed by the candidate during his interaction
with the organization play a vital role in decision making. Recruiter being in touch
with the candidate, promptness of response.

There are instances when a candidate is unable to choose an organization out of

alternative based on Objective and Subjective factor(s) listed above. This is due to
many reasons such as limited contact and insufficient data with regards to the
organization or its own inability to analyze and come to ant conclusion. In such
cases, certain critical factors observed by the manager during interview and
contact with personnel of the organization will have profound influence in his
decision process.

It must be noted that, the theoretical base given above by Behling et al was
mostly influenced by the working condition which existed in developed countries
like The United States of America and European countries. In these countries,
vacancies are many and there is scarcity of suitable hands unlike in developing
countries like Cameroon where vacancies are less and hands are more resulting to
large scarce unemployment. The theoretical base given above cannot be applied
in developing countries except in hid paid jobs where higher skills and better
knowledge are the prerequisites. In such cases, candidates have variety of choices
and he is the master of his choice. In production, servicing and clerical jobs,
unemployment is where the number of job seekers far exceeds the vacancies.

In such a situation, candidates have little choice and such, grab whatever
organization call him or her for employment. In such a case, the potential
organization is in a better place to choose the candidates from the many available.
Hence, the recruitment process should be that of filtering and re-distributing
potential candidates not only, for actual or anticipated organization vacancies but
also searching for prospective employee.

From Behling‟s review, it could be assessed that workers output will increase due
to certain objectives of motivating them through regular payment. This will helpto
influence their working conditions thereby making them to be effective at work.
Problems arise when unemployment rate is high and the number of those seeking
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for jobs far exceeds the vacancies that exist. In this case, candidates have little
choice to be offered the job in the institution. Though they possess the
knowledge, education, the process should be to filter and re-discover their
potentials.

When this happens, right (qualified) employees should be placed in the right
positions and as a result, it will lead to an increase in productivity.

Due to the subjective factor of a candidate being best fit for the job, it is not the
best procedure to determine whether his output will increase or decrease but it
should be assessed from the critical factor observed during interview and the
contact with the personnel of the organization that will influence his productivity
and his decision making.

Personality–Job Fit Theory

The personality–job fit theory postulates that a person's personality traits will
reveal insight as to adaptability within an organization. The degree of confluence
between a person and the organization is expressed as their Person-Organization
(P-O) fit. This also referred to as a person–environment fit. A common measure of
the P-O fit is workplace efficacy; the rate at which workers are able to complete
tasks. These tasks are mitigated by workplace environs- for example, a worker
who works more efficiently as an individual than in a team will have a higher P-O
fit for a workplace that stresses individual tasks (such as accountancy). By
matching the right personality with the right company workers can achieve a
better synergy and avoid pitfalls such as high turnover and low job satisfaction.
Employees are more likely to stay committed to organisations if the fit is 'good'.

In practice, P-O fit would be used to gauge integration with organizational

competencies. The Individual is assessed on these competencies, which reveals
efficacy, motivation, influence, and co-worker respect. Competencies can be
assessed using various tools like psychological tests, competency based interview,
situational analysis, etc.

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If the Individual displays a high P-O fit, we can say that the Individual would most
likely be able to adjust to the company environment and work culture, and would
be able to perform at an optimum level.

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CHAPTER -5

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 FINDINGS,
SUGGESTIONS,
RECOMMENDATION

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FINDINGS

The majority of people in macleoads have been working from more than 15 year.

Candidates are getting job through their qualification .

 The company take various kind of interview in order to select candidates for
theirorganization such as, personal interviews, group discussion etc.

 The company also provide work from home facilities.

 The employees has been provided various benefits such as, job training, free
transport, health insurance, soft skills, cafeteria ,child care, international
relocation.

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SUGGESTIONS

The company should provide, more facilities to their employees.

 Majority of the employees are satisfied with the selection and recruitment
process.

 The company also provided the soft skills and job training to there employees,
which ismendatory within organization

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RECOMMENDATION

Experienced as well as those from diverse background may be considered, to avail

the innovation and enthusiasm of new candidates.

 Candidate may be asked to demonstrate their skills and knowledge through

some kind of mock drills, especially for critical roles.

 Selection process should be less time consuming.

 The interview should not be boring, monotonous and ready-made answers.

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CHAPTER -6

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 CONCLUSION

As I have come to the end of my study I had the following experiences while
conducting this study.

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 It was a very enlightening experience for me as I got to learn new things through
this study.

 Various visit to the companies and ample interaction with the employees has
broaden my horizon and taught me as how the HR how the recruitment and
selection processes made.

An effective recruitment and selection process reduces turnover, The recruitment

and selection process is the time we not only identify a candidate who has the
experience and aptitude to do the job that the organization are looking to fill, but
also to find someone who shares and endorses company’s core values. The
candidate will need to fit in well within the company’s culture. The selection and
recruitment process should provide our company with an employee who adapts
and works well with others in company’s business.

The project study entitled “recruitment and selection process” has been carried
out with special reference to Macleods Pharmaceutical pvt.ltd. the sample
questionnaire was distributed to the employees indicate the positive result.
However, the maximum employees are satisfied with the recruitment and
selection process.

As satisfied and motivated employees helps organization to higher level of inputs.

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