RECRUITMENT FACTORS AT BANK

ASSINGMENT
In
RESEARCH METHODOLOGY & FUNDAMENTALS
OF MR

MEANING OF RECRUITMENT
According to Edwin B. Flippo, “Recruitment is the process of searching the
candidates for employment and stimulating them to apply for jobs in the
organization”. Recruitment is the activity that links the employers and the
job seekers. A few definitions of recruitment are:
 A process of finding and attracting capable applicants for
employment. The process begins when new recruits are sought and
ends when their applications are submitted. The result is a pool of
applications from which new employees are selected.

 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 organization 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 a continuous process whereby the firm attempts to develop a

pool of qualified applicants for the future human resources needs even
though specific vacancies do not exist. Usually, the recruitment process
starts when a manger initiates an employee requisition for a specific vacancy
or an anticipated vacancy.

RECRUITMENT NEEDS ARE OF THREE TYPES

 PLANNED
The needs arising from change in organization and retirement policy.
 ANTICIPATED
Anticipated needs are those movements in personnel, which an organization
can predict by studying trends in internal and external environment.
 UNEXPECTED
Resignation, deaths, accidents, illness give rise to unexpected needs.
OBJECTIVES OF THE STUDY
 Attract and encourage more and more candidates to apply in the
organization.
 Create a talent pool of candidates to enable the selection of best
candidates for the organization.
 Determine present and future requirements of the organization in
conjunction with its personnel planning and job analysis activities.
  Recruitment is the process which links the employers with the
employees.
 Increase the pool of job candidates at minimum cost
STATEMENT OF THE PROBLEM
The HR department has a difficulty in finding out that what aspects of
an individual are to be given importance while recruiting him/her.
The study is all about finding the level of importance of the factors
that are considered by a bank while recruiting employees at mid-level
management.
Here the factors considered are speaking skills, convincing techniques
of a person, his positive attitude, etc... By conducting this research we found
out that how many of these factors actually play a major role in recruiting
the Employees at mid-level of a Bank
RECRUITMENT PROCESS
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 &the strategic advantage for the
organizations. Recruitment process involves a systematic procedure from
sourcing the candidates to arranging &conducting the interviews and
requires many resources and time.
1) Identify vacancy
2) Prepare job description and person specification
3) Advertising the vacancy
4) Managing the response
5) Short-listing
6) Arrange interviews
7) Conducting interview and decision making
 The recruitment process is immediately followed by the selection process
i.e. the final interviews and the decision making, conveying the decision and
the appointment formalities.
SOURCES OF RECRUITMENT
Every organization has the option of choosing the candidates for its
recruitment processes from two kinds of sources: internal and external
sources.
INTERNAL SOURCES OF RECRUITMENT EG: -
1. TRANSFERS
The employees are transferred from one department to another according to
their efficiency and experience.
2. PROMOTIONS
The employees are promoted from one department to another with more
benefits and greater responsibility based on efficiency and experience.
3. RETIRED AND RETRENCHED EMPLOYEES may also be
recruited once again in case of shortage of qualified personnel or increase in
load of work. Recruitment such people save time and costs of the
organizations as the people are already aware of the organizational culture
and the policies and procedures.
EXTERNAL SOURCES OF RECRUITMENT EG:-
1. EDUCATIONAL INSTITUTES
Various management institutes, engineering colleges, medical Colleges etc.
are a good source of recruiting well qualified executives, engineers, medical
staff etc. They provide facilities for campus interviews and placements. This
source is known as Campus Recruitment.
2. PLACEMENT AGENCIES
Several private consultancy firms perform recruitment functions on behalf of
client companies by charging a fee. These
Agencies are particularly suitable for recruitment of executives and
specialists. It is also known as RPO (Recruitment Process Outsourcing)
FACTORS AFFECTING RECRUITMENT
The recruitment function of the organizations is affected and governed by a
mix of various internal and external forces. The internal forces or factors are
the factors that can be controlled by the organization. And the external
factors are those factors which cannot be controlled by the organization. The
internal and external forces affecting recruitment function of an organization
INTERNAL FACTORS AFFECTING RECRUITMENT
The internal forces i.e. the factors which can be controlled by the
organization are:
1. RECRUITMENT POLICY
The recruitment policy of an organization specifies the objectives of
recruitment and provides a framework for implementation of recruitment
programmed. It may involve organizational system to be developed for
implementing recruitment programmes and procedures by filling up
vacancies with best qualified people.
FACTORS AFFECTING RECRUITMENT POLICY
• Organizational objectives
• Personnel policies of the organization and its competitors.
• Government policies on reservations.
• Preferred sources of recruitment.
• Need of the organization.
• Recruitment costs and financial implications.
2. HUMAN RESOURCE PLANNING
Effective human resource planning helps in determining the gaps present in
the existing manpower of the organization. It also helps in determining the
number of employees to be recruited and what qualification they must
possess.
3. SIZE OF THE FIRM
The size of the firm is an important factor in recruitment process. If the
organization is planning to increase its operations and expand its business, it
will think of hiring more personnel, which will handle its operations.

4. COST
Recruitment incur cost to the employer, therefore, organizations try to
employ that source of recruitment which will bear a lower cost of
recruitment to the organization for each candidate.
5. GROWTH AND EXPANSION
Organization will employ or think of employing more personnel if it is
expanding its operations.
EXTERNAL FACTORS AFFECTING RECRUITMENT
The external forces are the forces which cannot be controlled by the
organization. The major external forces are:
1. SUPPLY AND DEMAND
The availability of manpower both within and outside the organization is an
important determinant in the recruitment process. If the company has a
demand for more professionals and there is limited supply in the market for
the professionals demanded by the company, then the company will have to
depend upon internal sources by providing them special training and
development programs.
2. LABOUR MARKET
Employment conditions in the community where the organization is located
will Influence the recruiting efforts of the organization. If there is surplus of
manpower at the time of recruitment, even informal attempts at the time of
recruiting like notice boards display of the requisition or announcement in
the meeting etc will attract more than enough applicants.
3. UNEMPLOYMENT RATE
One of the factors that influence the availability of applicants is the growth
of the economy (whether economy is growing or not and its rate). When the
company is not creating new jobs, there is often oversupply of qualified
labor which in turn leads to unemployment.
4. COMPETITORS
The recruitment policies of the competitors also affect the recruitment
function of the organizations. To face the competition, many a times the
organizations have to change their recruitment policies according to the
policies being followed by the competitors
FACTORS OF RECRUITMENT WHICH WE HAVE
CONSIDERED WHILE DOING A SURVEY.
1) QUALIFICATION

Professional certification, trade certification, or professional

designation, often called simply certification or qualification, is a
designation earned by a person to assure that he/she is qualified to
perform a job or task.
If a demonstration of ability or knowledge is required by law before
being allowed to perform a task or job, this is referred to as licensure
2) WORK EXPERIENCE & PROJECTS HANDLED.

Because employers are looking to recruit graduates who have some

knowledge of the world of work, work-related learning can be gained
from a variety of work-experience opportunities, which can variously
be described as:

Sandwich placements: Assessed paid work which is part of a

student's course. It is often of one year's duration.

Work-based project: A specific piece of assessed work for a course,

undertaken at an employer's premises.

Work Placement: A period of work-experience, which can be paid or

unpaid, and is part of a course of study. This can be arranged through
your university with an employer or by yourself and is for an agreed
period of time.
 Voluntary work: Any type of work undertaken for no payment,
usually outside of your course and in your spare time

Whatever the size or capabilities of your organization you could reap

the benefits from taking students on work-experience. Students can
offer many qualities to your organization and can offer fresh new
ideas or develop projects that the company just hasn’t had time to
carry out.
3) PERSONALITY
The personality factor is in fact considered very important while
evaluating any candidate. This is because of the fact that more and
more Companies are strengthening their services component. In this
scenario a technical person has to meet and face the customers. In this,
the HR professional has to keep some fixed criteria in mind while
selecting the right candidate for any given job.

4) COMPUTER SKILLS
Computer skills refer to one's ability to utilize the software (and
sometimes hardware) of a computer.

They include:

 Basic computer skills

 Knowing how to switch on/off the computer

 Being able to use a mouse to interact with elements on the

screen

 Being able to use the computer keyboard

  Being able to use the basic MS-Office

 Being able to use internet and any other software required for

banks.

5) COMMUNICATION SKILLS

For a team to work effectively it is essential that team members

acquire communication skills and use effective communication
channels between one another e.g. using email, viral communication,
group meetings and so on. This will enable team members of the
group to work together and achieve the team's purpose and goals.
6) ATTITUDE
When it comes to Human Resource Management and recruiting, in
recent years hire for attitude became a well known mantra. Several
commercial tests such as the LAB Profile, Nowhere is your positive
attitude more required and appreciated by others than in your
workplace. There are sound reasons for this: about 30% of an
employee’s waking hours are spent at the workplace. Without some
positive people around, this time could become very troublesome.

7) NEGOTIATION

Broadly speaking, negotiation is an interaction of influences. Such

interactions, for example, include the process of resolving disputes,
agreeing upon courses of action, bargaining for individual or collective
advantage, or crafting outcomes to satisfy various interests. Negotiation
is thus a form of alternative dispute resolution
 8) TEAM WORK
Teamwork is the concept of people working together cooperatively.
Projects often require that people work together to accomplish a common
goal; therefore, teamwork is an important factor in most organizations.
Effective collaborative skills are necessary to work well in a team
environment. Many businesses attempt to enhance their employees'
collaborative efforts through workshops and cross-training to help people
effectively work together and accomplish shared goals.
“The old structures are being reformed. As organizations seek to become
more flexible in the face of rapid environmental change and more
responsive to the needs of customers, they are experimenting with new,
team-based structures”.

FOLLOWING ARE THE OUTCOMES OF THIS SURVEY

CONDUCTED

PIE DIAGRAM:-
 Projects Handled Qualification
Team Work 8% 13%
10% Work Exp
10%

Attitude
9%

Negotiation Skills Personality

9% 10%
Aptitude C omputer Skills
C ommunication
9% 11%
Skills
11%

Qualification Work Exp Personality]

C omputer Skills C ommunication Skills Aptitude
Negotiation Skills Attitude Team Work
Projects Handled

BAR GRAPH:-
 450.00

400.00

350.00

300.00

250.00

200.00

150.00

100.00

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ANALYSIS OF THE SURVEY PERFORMED

Sample size chosen for this survey is 100. The sampling method used in this
survey is non-probability sampling. In this type of sampling, items for the
sample are selected deliberately by the researcher; his choice concerning the
items remains supreme. The judgment of the organizers of the study plays an
important part in this sampling design.
TOTAL

419.00 375.00 351.00 378.00 399.00 341.00 334.00 333.00 365.00 296.00
MEAN

4.19 3.75 3.51 3.78 3.99 3.41 3.34 3.33 3.65 2.96
STD.DEV

0.9608 0.78335 0.81023 0.78599 0.73161 0.82993 0.89013 1.00559 1.22578 1.31316

Now according to this survey, the outcome is that the sample size
chosen has given more importance to the factors like attitude,
Team work, Projects handled. These factors have to be given more
importance while recruiting the employees for the mid-level
banking sector.