SUMMARY Today, a person is essential in planning an action in any organization. This is an important part of the organization.

The organization of human resource planning is an important component of long-term success. There are several ways that the organization, the right people, right place at the right time ensures that the group number can achieve its goals are to make the program. Human resources, planning and recruitment selection, training and development, career planning, transfer and promotion, risk management, performance evaluation objective resources. Each item needs special attention and proper planning and implementation. It is important for any organization to work on the right is the right person. Recruiting and selecting an important role in this situation. Skills are recruiting more employers to use new technology to the team about the lack of selection pressure. This from a recruitment selection process should take strategic analysis. With reference to the context, the project is designed to shed light on the recruitment selection process. Earth and the project needs and funding, the recruitment process, including setting tips for evaluating, recruiting recruitment selection. Organization through the implementation of appropriate funding sources. Recruitment and selection Science, an organization must make the right personnel. Job analysis, which gives an idea about the work required. The next review process, the type of interview, common interview problems and their solution methods, including selection, select the type. With the recruitment process and selection are incomplete without each other. Are the main components are different from each other. Since all aspects, practical examples and papers, including recruitment and selection process, Infosys has to explain. And a practical case. Even where different addresses, including magazine ads pricelist consultants. CH: 1 INTRODUCTION TO TOPIC 1.1Topic of research

The critical investigation of the recruitment and selection process in the Dominos pizza store 1.2 Introduction It was early 2000 when India and manufacturing to service transition experienced solidstate controlled. Has largely by employers to recruit people Job Hunting is a gradual transition was. Because of the emergence of IT and ITES. We have the manpower advantage because we have a global outsourcing destination is the largest operating cost factors, mostly English-speaking country has a central role. A small financial impact on the economy of such income tax liability as having been extended beyond the scope of investment and savings. Retail food chain increase with the rise of consumer culture in the country increased after this type of business.Overall growth is a major industry with high communication grows more each airport were among. IT, ITES, retail and financial group with communication to all areas need to communicate the needs of senior human capital increases.

I started way back in 1991, his career, today's environment, people to connect with people, communication between people within the country was at least the amount of contact moves took the leap, we are the global communications needs. I calculate the process of project management consulting and high technology with the perfect way to start my career tool designed to work alcoholic deeply considered themselves, as long as I have a company where the company's projects was a professional profile I joined the non-technical uncomfortable. The idea that during the time required to negotiate, at least not be a quantum leap is needed, since this way the opportunity to contribute to an appropriate counseling industry human resources. Because of manpower in India, a present and future resource person consulting industry, we should guide the extent of surgery. Areas above, widespread discrimination against the youth team is clearly a great need of increased human capital point range. IT, ITES, finance and human resource professionals in several sectors such as retail communication, and skills appropriate places disturbed by our young workforce can absorb generation approach will be entitled to receive. Another one from the consulting and human resources, growth in demand in the industry, although many

will demand responsibility for a wave of personnel requirements. Root growth and the importance of there before we set up human negligence resource consulting chances are refocusing on the scope of understanding. IT and ITES demand for our launch, with the emergence of HRD in relation to particular have become an outsourcing destination. The main reason is that we are the world's largest English speaking nation. But we have been focused on this issue, because we always love us, they have non-English speaking country, being monopoly, China will also thought neglected factor. China forward on several fronts because of productivity, they themselves now are trained in English, I know they destination number Two is concerned, as ITES outsourcing challenge that monopoly has been India. Performance and productivity of the unit is greatly increased when a legitimate candidate is achieved by raising the right choice. Proposal, the most important function is an example of human resource process of viewing Pizza Domino have imagined. Selecting a mask or rental store employees will regulatory policy a big impact on performance. Easily organizations human resources policy objective is to strengthen the human resource plan to implement to achieve. Business works today is very important that every employee is considered the company's asset value. Reasonable courses have assigned employees to pre-code useful. HRM recruitment and the role of choice in the right place the right position, that candidate at the right time played. Precision shop or hire the right person for the selected work unit or to improve the performance of basic need. The proposal is designed to recruitment and selection can be analyzed for the unit, its goals were achieved or not, or measure the performance of the affected workers. Domino skilled workers from all walks of life are examined. 1.3 Research background Market researchers, psychiatrists, medical specialists, business analysts and students do not. HRM recruitment and selection function of the task force stresses the importance of organizational researchers. The main purpose of this report shows how to deal with recruiting and selecting the right candidate will be increased. There are lots of journal articles relevant to the topic with some or with similar goals was presented. There are also other important functions and activities going on in departments according to the

quality management system is right there to see. Skilledwould be better if the company was selected as a case of Domino will perform with the core identity of the subject. 1.4 Purpose The research of human resource strategies and HRM policies for recruitment and selection activities to be considered resident aiming for the report. The purpose of this report is to highlight here how the recruitment and selection process is what matters in the home of the business affect the performance of employees are the company for the process by selecting the best human resources are eligible to compete.

1.5 Objectives About Domino's human resource policies and company to get good results to identify the impact of this policy staff with aspects of creating excellence To approach the future expansion and other development on the company's success with the pre-defined goals have affected their recruitment and selection process to achieve the plan. Recruitment and selection masks for people working in the store policy to review Recruitment and selection through the analysis of existing policies, a calculativebased that it is effective and useful for the future. A high diver to technology measures the efficiency of infiltration unit recruitment, selection process and relevant models and theories underlying the recruitment and selection process to understand the level of performance.

1.6 Logical to select topics Not have to be reasonable since there are various departments such as finance operations will be done at a high weight of visual information on the higher interest of

the unit. Research interest in the recruitment process also has the choice to understand the performance of employees of Domino's, more than one level was received. 1.7 Limits There was enormous adversities research time because of the researchers were, as it was difficult to research various aspects and issues which were faced by the research to successful completion. There is also huge loss energy, time and money invested by researchers to work on this report was through. Nothing in the employee questionnaire that were unanswered due to lack of interest.

1.8 Company Overview Masks were analyzed in this study, the company was also great to see. The world is one of the best pizza makers. Pizza Hut pizza and other high ranking, where Pizza Hut, American pizza pizza company another way since different companies were caught. The company competes with a local pizza. Fast food franchise business plan and consider before Pizza Domino's began. The shops of Domino's branches in different countries around 192 countries hold that all countries provide masks are available, where the store with Pizza Hut and other pizza maker Continental is not available with 6. Pizza Domino's international fast food is pizza delivery corporation. It was founded by Tom Monaghan. Including all 50 U.S. states currently 55 countries, 8,500 stores and franchised companies. Second-largest pizza chain behind Pizza Hut in the United States. In 1967, Domino's first franchise store opened in Ypsilanti. Mask continued to grow in 1978 she opened 200 stores. May 13, 1983, Winnipeg opened Domino's, Canada its first international store. That year, including its 1000 th store opened domino domino 1000, and 1995 were international locations. In 1998, after 38 years of ownership, Domino's Pizza founder Tom Monaghan, his $ 1 billion as the company retirement Bain Capital, Inc announced the daily operations of the company include a 93 percent discount to be sold later this

year is.A, President and CEO David A. "Brandon's company selected. day to day operations of the company was included. Function together in 2006, Domino's Huntley Illinois, and its 3000 th store in Panama City International, 5000 U.S. systems store, opened, making 8000 the total shares. Lantern mask, influenced pizza shop became the first in the history of business in Dublin, Ireland, $ 3,000,000 per year of Domino ( 2,350,000). 2006 U.S. gross income, as the September 8238 $ 1,400,000,000 is in stores. In 2007, Domino's rolled out its veterans programs, franchising and the dream, you should start the mobile Internet reservation sites. New York and Washington, in 2001 the company's stock fell after the September 11 attacks on the World Trade Center and Pentagon workers provided relief 12 000 Pizza. Company funds through matching program, the American Red disaster relief "efforts of the Cross donated $ 350,000. Today the pizza industry, Pizza Domino's Magazine in 2003, the year leading companies to create" networks "in a note published. CHAPTER: 2 LITERATURE REVIEW

2.1 Introduction Human Resource Management Recruitment is a very important process. This is the most important tool used by many businesses or corporations. Recruitment is a type of competitive business. This tool helps organizations of their overall corporate approach. Recruitment of senior management requires serious attention because he said that the business strategy of any business would falter without the talent to make the tie. Admitted a certain amount of steps or procedures as stated in our text books. Recruitment is followed by a series of steps. For example, initial screening, selecting the location, direction, and performance management. To some extent all these labor market exists some organizations rely on A two-way organizations look for potential employees employment and vice versa.Recruitment success depends on time. Successful hiring process should be a medium of communication. To successfully recruit for an organization planning to be there to recruit. (1) How many employees work for the needs (2) when they are needed, two key factors in the organization need to know before the draft. Time frame is considered the submission of work and begin again the worker is hired, it should be. The average time employee works about 43 days to start one section. Recruitment in the pipeline include: resumes, invitations, interviews, offer and acceptance.

There are organizations working to promote internal recruitment and early, especially among. Internal recruitment or promotion which many managers to run, to transfer to another department to provide staff interview process may not allow issues to be considered? (Lord, 1989 JS) "Most observers refuse to continue existing staff. Take pay cuts as they are. To avoid such problems in promoting, policies were developed, but need the support of senior management on policy. Inside job recruitment advertising, referrals member of the labor pools are temporary., a company intranet or company newsletter, bulletin board may be published required. Referrals relating to job vacancies at the moment consists of selecting candidates to meet employees. To compensate existing employees for referrals. Temporary work temporary positions to open the pool. These disease workstations, go outside, to help with the demand to resign because of such factors. (Waynie F. Cascio, 210 P). External recruitment is the process of hiring outside labor market. Skills required for current employees of organizations such as the location for this type of funding is not available. Different large and small company by way of recruitment. External recruitment process consists of the following sources: universal relations, executive search firms, advertising agencies recruitment. Organizations, universities or colleges are recruiting candidates approach. The often want schools that meet their needs. In addition to recruiting organizations often various activities which including an open network by providing interaction with the universities would be. Teachers with gifts and grants, summer jobs consulting work includes such activities. Companies often have contracts with agencies. Agency Organization with the skills office offers all should provide. Start fees range from 10% to 30% of paid workers. However, staff changes within 30 days, hired by contract, the agency can return 99% of human organization taking charge. Among the organizations recruiting often use company is so big. In addition, newspaper recruitment advertising campaign, the company's home page, career fairs, former employers, public agencies as there are many ways external recruitment positions become available. When it comes to temptation, hunting for the right candidate becomes more difficult. This is why many resumes application specific file program was created to sort. Transfer offers a special bonus that is not always a sign. Dedicated human resources department that is going to read carefully these applications will go through the

hassle, companies reduce their business is done to reduce the risk of wrong hiring office while eligible. In return the right thing for the job qualifications and requirements established in the search for the company is important. Realistic expectations are the goals of searching for potential candidates that work time just to get the benefits of working with employers in search of scrap. Recruitment process management control process that takes months to the end use. Preliminary screening and more rigorous selection process the corporation after corporation is subject to change. Every company has its selection process. For example, some companies have boards of directors or a committee. Some companies only person interviewed for the company. All this type of work is built and how the company depends on its recruitment process. The few universities in recruiting staff to turn around and try to recruit students and hire the place or the day of the interview actually choose to set up appointments. There are many different ways a company can structure their selection process. Standardized measures of behavior (eg, vocabulary and math), and a list of tests that measure behavior (eg, interests, attitude), have conducted drug testing screening: Some companies, such as testing a number of different tests before choosing a candidate are included in the kit.Analysis, polygraph testing, integration testing, mental capacity, review of the manuscript and the inclusion effect: Other performances include used by some companies. In addition, other companies, personality measures, projective measures leadership to take steps to ensure themselves that their company to choose the candidate they hire and retain the right person to create. Selecting other criteria that the companies data, personal history, interviews, peer assessment and the use of work sample tests, group discussions leadership subjects basket. Reliability and validity to all these different companies, for various reasons, and the steps are of paramount importance to examine. Finally, as mentioned, human resource management and most important of the recruitment process. Also a tremendous responsibility to the selection process of each organization. All this work "the most appropriate best man" boils. Company selected to help them achieve their mission objectives, target choice, and give them an edge over your competitors candidates. Once selected, one to work and train him or her organization an employer to maintain

an excellent working team. This could be a long process, but it's worth it when you organization's success is employee loyalty to the organization to see. 2.2 RECRUITMENT Recruitment jobs mean estimates, and their choice to make the appropriate arrangements for the appointment. Looking to recruit the right people to choose candidates from them, as the process is to receive. The formal definition states, "The search for employment is a process capable of attracting candidates. The process begins when new recruits are sought and ends when their candidates are. The result is work that the applicant's new" voters have a pool. This wide range of advertising job vacancies available qualified candidates to submit applications such as scientific selection of qualified candidates are invited to the pool. Recruitment, information collected for potential. Newspaper ads, employment agencies, internal promotion, as it is for different sources, etc. Recruitment pool of qualified candidates interested for the selection of suitable candidates is made. Recruitment represents the first contact a potential employee with the company doing it. 2.2.1Definition: FLIPPO According to Edwin, "to recruit potential employees in finding and stimulating the organization is the process of applying for jobs." 2.2.2Need for recruitment Recruitment needs for the following reasons / conditions may be due to: A) due to promotion of employment, transfer, retirement, termination, permanent disability, and death and labor turnover.

B) New development, expansion and diversification of business activities of an enterprise due to the creation of vacancies. In addition, new spaces are possible due to the job specification.

2.2.3 Effect of recruitment

The main function of the recruitment manager, and then look for candidates who meet current and future job openings fit with organizational culture and society well-clientrelated travel. Recruitment functions when they are really easy to find candidates for various positions, that they should do a basic familiarity. They also have a comprehensive understanding of the company will work for candidates. Duty, responsibility of work, wages and benefits package possible, including work culture and determination of the overall assessment that a clear understanding of the conditions, is to hire the best candidate to get the manager to fill a gap

2.2.4 Business impact on the success of recruitment Successful and progressive organizations, business, marketing, human resources, and financial plans that help them run the business on an ongoing basis to develop. Progressive companies who can plan and strategize generally the following activities have been: develop practical goal driven business plan Your business plan linked to a forward-thinking Human Resource Planning adopted the short, medium and long term goals to implement measures to monitor the performance of senior staff A "promoting development" senior staff scheme;

Develop and formal induction and ongoing professional development for all staff training programs are given.

2.2.5Principals Recruitment process

It is important that employers, internal human resource personnel and outside contractors, to understand the key principles behind the recruitment process. Most of these companies recruit their very specific agenda; usually their policies are quite similar to the following: Applicants always merit selection process will be recruited Applicant information will always remain confidential and their privacy will be respected process objective and focus should be on filling vacancy process any relevant federal or state-based legislation should follow Selection Committee members prior to any conflict of interest participate in the process will be announced

2.2.6 Recruitment Checklist Hiring new employees an important right for all businesses who want to choose the right candidates, get process. The process is the key legislative requirements must be well organized and well to protect both the employer and employee documents the process. In the following pages, we built a list rental that the process will give you a general feeling that you yourself can follow step by step short.

Although the basic recruit list gives an overview of how the process works, the process is actually much more detailed and difficult. A more detailed checklist described in the following pages will help you improve your hiring process to monitor their recruitment efforts. Obviously very specific, communications recruitment process shows the integration process as it must take responsibility for various aspects of progress. 2.2.7 Purpose and importance of hiring 1. And job its personnel planning activities in conjunction with analysis of the organization to determine current and future requirements. 2. Increase the pool of job candidates at minimal cost. 3. Under qualified or overqualified job applicants apparently reduced the number selection process to help increase the success rate. 4. Is likely that job applicants, once recruited and selected, after a short period of time will leave the organization to help reduce. 5. Organization's legal and social obligations in relation to the composition of the Task Force meet. 6. Begin to identify and prepare potential job applicants who will be suitable candidates. 7. Short-term and long-term increase organizational and individual effectiveness. 8. Job applicants for all kinds of different techniques and evaluate the effectiveness of recruitment sources.

2.2.8 Recruitment process To identify and recruit job seekers to attract qualified candidates to build a pool refers to the process. Five-step process interrelated, that is, including 1. Planning. 2. Development strategy. 3. Search.

4. Screening. 5. Assessment and Control Ideal recruitment program that qualified candidates who survived the screening process and organization, will accept the bid with the terms of a relatively large number of requests. Under recruitment programs / organization by selling or sufficient screening candidates before they enter the selection process at an appropriate candidate pool, in many ways, namely by failing to attract the ideal recall. Therefore, the ideal approach to the process responsible for recruiting people need to know how many and what types of people required, where appropriate skills and interests are, the temptation to do different kinds of groups of individuals with access to candidates to see how the candidates who have a reasonable chance of success and how to evaluate your work is how distinguish certified. Step 1: Recruitment Program The first step in the process of hiring plans. The plan set goals or objectives reasonable job openings and information on the translation of the nature of these works include specified (1) Number of candidates (2) Category to be addressed. (3) Contact numbers Organization, almost always, and to attract more candidates than they were a trip. Indifferent, incompetent or both will turn some of them. Every time a program is recruiting qualified people to work with a number of candidates to fill the expected vacancies. Contact Type It's actually kind of people are informed about the jobs are. Types of people and tasks and responsibilities include, depending on skills and experience is expected. These details through the job description and job specification are available.

Step 2: Development Strategy It is estimated that this type of recruiting so if you've got to be the focus (1). Buy it or employees. (2). Technical sophistication of the recruitment tool of choice. (3). Labor market, including geographical distribution of job seekers. (4). Funding sources. (5). Sequencing tasks in the hiring process. ''Or 'buy': Organizations must decide whether to employ skilled workers to take training and education programs and investments, or they can hire a skilled business. Basically, the "execution" or "buy" decisions, an organization skilled professionals for hire who will pay more for these workers Technical sophistication: Strategy development and selection of recruitment methods used in the second decision is related. This decision is influenced mainly by the technology available. The advent of computers it is possible for employers to scan applicant qualification is designed to national and international. Shut up, employers, however, computers have given job seekers a wide scope of the initial investigation phase options. Where to search: To reduce costs, organizations need to see the best chance to offer job seekers and job markets. Typically, companies and technical workers and blue collar workers of the local market for the market professional management and staff, regional or national market expected locally. To see the application:

Effective recruitment strategy should determine when and where to learn how to look for candidates who decide the timing of events to see. Step 3: Look: After a recruitment strategies are worked out, the search process can begin. Search consists of two phases A). Run Source B). Sell. A). Power source: Generally, sources to find ways to continue a request by an employee are active. This means that there is no actual employ only occurs when managers to ensure that existing space or exist. If well-planned organization of the origins and the search methods, the operating results of the flood of early applications did a good job of developing and / or start. Applications received should be examined. Those who pass the interview to be contacted and invited. Successful applicants should send a letter of regret. B). Sale: The second issue concerns the process of looking to deal in communications. Here, the organization moves carefully. On the one hand, they do what they can to attract desirable candidates want. On the other hand, they must resist the temptation of overselling its virtues. Sales organization, deserve attention of the message and the media. The message displays the job. For the media, we can say that the effect of raising each message may depend on the media. Media are many, some have low reliability, while others enjoy a high reliability. Medium or media to choose should be done with much care. Step 4: Screening

Applicants examined the recruitment process can be considered as an integral part, the first step in the selection process, as many see it as. Even the definition of recruitment, we quoted at the beginning of this chapter, including the screening scope. However, we have legitimate reasons for hiring include the screening. After the selection process has been tested a short list of applications will begin. Professor at the University of hiring specific situation. Review applications received in response to only qualified candidates are called for an interview. Selection of Vice President, Registrar of the experts committee of this important subject interviews. Here, the recruitment process to expand the screening application. After starting the selection process is developed. The purpose of screening For early screening of the recruitment process, is far, these candidates seem qualified for the job. Effective screening can save a lot of time and money. Treatment should be used, but probably best to ensure that workers are fired without justification. Screening, clear job specifications are invaluable. It's also good practice and legal requirement that their candidate's skills knowledge, skills, abilities and interest based on the need to work is judged. The technology used to screen candidates, candidate sourcing and recruiting methods is up. Interviews scanned Application Add-walking can be used on the screen. Campus interview employers and representatives of the agency and then use. Auxiliary tests are also useful in screening. Step 5: Assessment and Control: Assessment and monitoring as necessary as costs are significant costs in the reception. There are typically costs: 1. Employers pay. 2. Professional management job descriptions, job specifications, advertising, the agency spent more on preparation. 3. Cost of advertising or other recruitment methods, ie, brokerage fees. 4. Recruitment overhead and expenses. 5. The cost of overtime and outsourcing, while jobs remain unfilled.

6. Selection process of suitable rental cost. 2.2.9 Evaluate the recruitment process Search for recruiting sufficient numbers and quality job seekers to get the application object. Mind, may be involved in evaluating this objective in view:

1. Sent out of the application rate of return. 2. Number of suitable candidates for selection. 3. Retention and performance of the selected candidates. 4. The value of hiring process 5. Time lapse data 6. Comments on the image estimate.

2.2.10 Sources of Recruitment Internal Recruitment Internal recruitment roles within the company wants candidates. Various internal sources include Transfers Deals Promotion is effective personnel records are used. The work requires publication of notices, publication or distribution announced in staff meetings and staff are welcome to contact by posting notice of job vacancies. The education record or skills to help employees who work below the level found. Promotion has many advantages such as good public relations, builds morale, to encourage talented people that ambitious, since information about individual performance improves the probability of good choices available, raising leave, the selected organizations cheaper because they know the inner direction to reduce the time and energy With the development of middle level managers and high level as in employee training. However, radio promotion organizations from entering the fresh blood to stop a limited range of ideas. Adjustment is also the organization. Pass the necessary organization for the promotion of future employees is important to give a comprehensive picture. Employee Referral The company's employees, with benefits of working knowledge, introduce them to accept and encourage them to implement a good chance for families and friends can grow. This is a very effective means of many talented people can get a very small price for society. There are other benefits to employees based on only reference to their personal experience can join the organization feels will bring. An organization can be sure the reliability figure of reference. In this way, organizations can meet social obligations and create goodwill. Former employee

Retired workers willing to work on a part-time basis, people who stop working and come back ready to cover higher compensation. Even the employees were laid off are taken again. The advantage here is that people already know the organization does not have to find that their past performance and character. Also, do not have an orientation program for them, because they know the organization. Dependents of deceased employees Typically, banks following this policy. If the employee dies, his / her spouse or where his or her appointed. This is usually an effective social responsibility to meet and create goodwill. Remember When management is a problem, going on a long vacation can be resolved by the faces that people remember the day after the problem is solved it can be extended may decide to leave. Celibacy Sometimes, management, who, after meritorious service was retired on the spot could not find qualified candidates. In these circumstances, and can read the new extension with the former executives. Internal message (advertising) Sometimes, management issues for current employees an internal message. Most employees like their job requires and what the company is looking for people to know about your experience. Workers often have friends or acquaintances who meet these requirements. Right people were appointed job openings. External recruitment An external recruitment company seeking candidates for positions from external sources. Internal methods are in the minority. Various external sources Include Professional or trade organizations Many organizations provide placement service for its members. Looking for work in regional or national conferences during the list of members is to provide access. In addition, the publications of these organizations to mobilize their members to employers interested in classified ads. Some men are talented, experienced professional or helpful to draw. In addition, employers and job seekers to focus on specific, difficult to fill technical positions can. Advertising Demand for recruits, as many employers because of their wide reach in advertising is a popular method. To describe the benefits of advertising work, employers identify and

tell those interested to apply. Paper through the most common recruits, but very specific, you can place ads in professional journals or trade. Publication of material things, such as proper information, working conditions, location of work, fringe benefits, compensation, job specifications, including aspects of advertising development, etc. to prevent the ideas that are perfect for the company and the candidate has to sell. Recruitment advertising for the company to build an image can use. It is also economical. Employment Office Employment offices were established throughout the country to respect the employment bureaus, 1959 (a duty of job vacancies) to. All industrial plants for 25 or more workers this law applies. Law, all industrial enterprises reported a full-time jobs before they are needed. The main markets for the works to increase the pool of possible candidates are being considered preliminary. Therefore, employment offices, employers serve as a link between potential employees. These offices, blue collar, white collar and technical workers particularly helpful in recruiting. Campus Recruiting College, universities, research labs, sports fields and institutions, is fertile ground for employers, especially the Institute. Campus Recruiting HLL, Citibank, HCL, HP, ANZ Grindlays, L & T, Motorola in the global market looking for companies like Reliance is going global with. Some companies recruit candidates from a given number of these institutions each year. Campus recruiting is so sought after that, the university department or institute should work to deal with recruitment tasks. However, often an expensive process, even if the recruitment process, job offers and acceptances ultimately produces. Most first five years of working in the organization leave. However, it is the main source of finance companies is considered. Walk-ins, write add-ons and plugins talk The most common approach to implement the least expensive of the candidates directly, where job seekers to submit requests or unwanted. Direct application to provide a pool of potential employees to meet the needs of the future can. Team approach, walking good additions as they related to other methods of recruiting troubles are free. While the direct level application-specific value to fill skilled job vacancies effective, some organizations to directly address the skilled positions of the pool of potential employee's collection. Write plug-ins send the writing test. jobseeker is to complete the application forms for further processing is called. Detailed discussions labor recruitment point (expiration date) meeting of the candidates involved. Admitted applicant. Contractors They are hiring casual workers. Record the names of employees and scope of the company, not to enter, experience difficulties in maintaining permanent employees are avoided.

Consultants Is recruiting and selecting employees in senior management. They are useful as they approached the national professional recruitment process and they lend. He also potential employers and employees to remain anonymous. However, the cost may be a deterrent. Head Hunters They are specialized and skilled candidate to work within a certain company useful. The company is hiring the agent did offer to represent the candidate is sent. This is useful when both companies involved in the same area, and employees take the offer because he feared that his company is testing their loyalty is unconditional. Radio, TV and Internet Radio and television for skilled workers as a kind of candidates is reached. Radio and television are used sparingly, and government offices. Due to higher costs for private sector companies and hesitant to use the media because they fear that such advertising would make companies look at the picture of his desperate conservative damage. However, the use of natural radio and television is not desperate. This is called depends on how it is distributed. Online recruitment is a popular choice today. There are specific sites like naukri.com. In addition, Web sites of companies which a separate section, applicants can submit their application again. It offers a broad reach. Contestants Popular method of "illegal" or "raid", which involves identifying the right people for rival companies to offer them better conditions and is known as a call away. For example, many of HMT watches company executives left to join Titan. There are potential candidates for legal and ethical issues involved in opposing a raid. Legal point, the current employer workers "without objection certificate" to get only after a new organization is expected to join. Violates the obligation to pay his / her current employer as a punishment for a few months salary shall be paid to employees. However, many ethical issues associated with it.

2.2.11 Factor affecting recruitment Given its key role and visibility outside, recruitment is naturally under the influence of many factors. These include internal factors as well as external.

External factors External Forces Supply & Demand Unemployment Rate Labour Market Political Legal Image Recruitment

Internal Forces
Recruitment Policy HR Planning Size of the Firm Growth & Expansion

Special significance in the labor market supply and demand for special skills. If special skills are much supply relative to demand, hiring extraordinary effort may be necessary. For example, programs, financial analysts looking for their supply, as supply demand relationship non-technical workers tend to protest.

The unemployment rate is high in a given area, the company's integration process may be similar. The number of applicants more generally to increase the size of the labor pool to draw unwanted candidates qualified for better opportunities are available. On the other hand, such as unemployment rate drops to boost efforts to recruit new sources should be investigated. India is related to unemployment for a long time on any subject. Policy makers, politicians, managers, academics, union leaders often harp on the issue. No more. Half a decade of liberalization, economic prosperity and people forget is unemployment. Unemployment is still the planned issue. To be able to get the price of some work, the private sector of course is sure to administrative management positions, control the middle - in the local labor market conditions, most of utmost importance in raising an island. All the Indian market, however, the situation as far as relating to recruit professional managers, the condition is important. Other external factors are political and legal considerations. SCS, STS, other minorities, backward class reservation jobs are political decisions. Reading from a selection of community facilities where people have a strong preference for the event. Reservations have been made by all sections of society to accept as inevitable. The Supreme Court also agreed on a $ 50 booking percent seats work is done. They gamble, labor compensation, retirement, health workers and industrial establishments, covering security benefits. This act has involved recruitment selection. Child Labor Law, 1986, for a moment, the way few people want to regulate the working conditions of employed child labor in certain jobs, banned. We also Office Act, 1959 states that employers must notify the employment office employment places. Apprentices Act, 1961, foreign Interstate Act 1979 working men. 1948 Act, 1952, in mines, factories, acknowledged the work deal. Above all, the Constitution of the less privileged class in society, employment discrimination extends to the case of protective

discrimination is prohibited; Son of the soil as a political aspect. Public preference employment turmoil that cases have to go the leaders of countries concerned; The company's image to attract job seekers in some cases. On internal factors The idea is worth some internal forces enlisted personnel. Internal factors such as the organization's recruitment policy. The firm has a policy on internal or external recruitment. Your employees are usually the company's internal resources as well as a candidate known policy of the organization's cultural fit can offer like. For a temporary policy for other part-time employees. I position the organization to attract significant benefits apply to hiring part-time temporary staff. Multinational corporation, there is a local public policy relating to companies hiring. Multinational operating in the country, local people prefers the local languages, customs and business practices are well understood. Internal recruitment is the main factor that may determine the success of the program or not, engaged in HRP. In most cases enough at night with the skills required for the company to attract potential employees can not. He enlists them in the most productive sources taking adequate time to examine alternative methods. The best option has been identified, plans can muster. HRP is a very efficient experience to facilitate recruitment. Size effect on the recruitment process and other internal factors.Company with 1,000 employees in the organization with only 100 employees will register problematic. Another factor is what you consider to be an internal recruitment costs. Rental costs per new hire is calculated this figure is considered day.Employers, therefore, must work within your budget. HRP careful thought by the employers can reduce funding costs. Cost-saving measures, for example, to hire a number of job vacancies together. Active personnel solutions using best practices to reduce employee turnover, and therefore have less to recruit. And the cost of hiring to ensure that it is cost-effective. Finally, the development company, is one more raise the individual must find their fortunes fall.

2.2.12 E-Recruitment E-recruitment also known as web-based recruitment, the term that describes a method of recruiting staff, web-based resources as a company intranet site or your corporate intranet is used. These days more and more e-recruitment companies, which to locate, screen, test and is used by hiring to candidates. Companies that recruit them as a resource for implementing e-recruitment suggests that the primary drivers for using erecruitment: Promote your company image Reduce the cost of hiring Streamlined and paperless administration In general, using web-based technology is being used as recruitment and exploitation by the end of the city's major employers. But e-recruitment is really open to all recruitment and offers plenty of advantages. All employers need to know that they can take advantage of e-recruitment - they just start small and build their processes so that erecruitment forms an important part of their strategy is needed.

2.2.13 what is the diversity recruitment Today America has a very diverse population. Smart, progressive companies better understand that they have power, that it reflects your audience should be built - that is, the American consumer. These companies attract candidates now time jobs are to try to expand the board. As employers have a workforce that reflects its efforts to market, increasing competition, these candidates wildly. These companies now recognize that most employers, outsourcing and diverse talent available and wants to hire the top skilled

attractive. For many companies, to attract these people, will over time, the ability to bring their companies stock market, some for government contracts, increased export market opportunities. Five steps to effective diversity recruitment labor market that is always very competitive, large talent pool to recruit potential sweep makes sense. Here are five ways to ensure that your diversity recruiting as effective as possible: Create a diverse line - you need to register your fixed content advertising messages in a variety of integrated Do not advertise in different places - people work because of their ability, not because they want part of a minority group Those candidates in the same place to look for work like everyone else - you do not need to advertise in different places demonstrate your organization's range the company's website includes various employees existing profiles if you come in a variety of your goals do not say - if you try to improve the representation of minority groups in business are, so do not be afraid to be open about it an effective way to increase the diversity hiring company grew to become actively involved in minority college enrollment investing in education back to the community - minority groups to consider ways to increase your visibility - the board or committee memberships, volunteer, or through the assistance of local community activities Recruitment strategies and maintaining a diverse workforce To recruit diverse workforce effectively your organization to try the following: understand the demographics of the workforce and customer base changes Make sure that the majority groups are going on recruitment or staff are not marginalized in the process of managing Create local connections with long-term in the minority organization

 Learn how to effectively without appearing to interview different candidates, or too much sympathy for the protection of A diverse workforce to implement the various favorable policies to make the employer of choice supporting a variety of cultural and friendly and open communication by developing tolerance between cultures and keeping promises emphasis on excellence based recruitment credentials than previously experienced place interns, graduates and students who are not members of various groups to encourage the location Ensure that all levels of management have received diversity training Compile interview panel that they are culturally diverse and least possible bias Color, a high level of women people, and people with disabilities within your company to provide the names of recruits can help encourage Design a formal strategy The diversity statement, official development goals Make sure your employee motivational speakers are varied aware of themselves, and to the participants, the various readers and viewers will be respected. purpose of funding O to attract talented people. O potential to provide equal opportunities for candidates to apply for vacancies

Safe recruitment and selection process People who work within the game or want to volunteer with children are the most well. Inspired and sports clubs and organizations could not operate without. Unfortunately for some individuals to voluntary organizations and community will try to use access to children for inappropriate purposes. It is therefore important that you. Effective recruitment and selection process to help screen out and discourage who your club / organization are not suitable to join. Effective recruitment and selection process benefiting all. They staff to ensure And volunteers have clearly defined roles and responsibilities, which will be a Positive

effects on children. Parents are assured that all possible measures are being taken will be to ensure the Suitable for people working with children and groups will be reduced will be hiring Risks to their reputation. 2.3 Selection Applicants selected to identify the difference between (and rent) to work for those with a greater likelihood of success as a process is defined. Originally selected (pool of candidates), the appropriate skills and ability to work for a candidate it takes. Recruit future employees encouraged to ask the same n work. And selecting the right candidates were selected from a pool of candidates. Select qualified candidates or candidates eligible, or a combination of both in terms of rejecting the idea can be. Includes the selection, because it raises suitable unfits denied. In fact, the Indian context, there are other candidates who were elected in most of the selected processes are being fired. So, sometimes, the recruitment program, as opposed to a negative process is called positive. Stone has a formal definition, "the difference between the candidates selected to identify (hire) more likely success workflow."

2.3.1 Selection process

The selection process includes several stages. The basic idea of the maximum possible information about job candidates may wish to ensure their suitability. May vary for different positions since the type of information required, may step selection process may be different in different positions. For example, information workers. Standard selection process the following: Environmental factor affecting the choice The choice is influenced by many factors. Additional material between them and the labor market, unemployment, labor market conditions, legal and political reasons, company image, company policy, human resource planning requires the cost of

employing special skills key. The last environment Interior and three other external environment form the selection process. First interview phase -1 Under examination of job seekers to avoid the applicants will be given to candidates without reservation. This is usually an initial interview, pretty much identical to examine the application, ie after we qualified applicants.Enabled human resources applications on your job seekers, based on information provided by a qualified expert investigation. The first interview, on the other hand, misfits who did not appear to reject the application form helping the cause. Also, the initial interview, usually a "courtesy interview" good public relations exercise called. Step 2 - Test Selection Job seekers who have passed the screening and preliminary examination are called for an interview. Different types of work and testing of the company can be administered.Normally, the candidate's skills and personality is the ability to examine the scheme. The following types of tests taken A). Ability tests Determine how much a person can help with work-related tasks. Secretarial typing work a given test potential employer is an excellent example. Also "called achievement tests. Concerned with what we do. Something of the applicant claims an achievement test to measure how well they know it took. Achievement tests most common types of test.Questions asbestos workers meant business, punch press operators, mechanics course tested the power business, many industries as a test for a candidate for the position unstandardized achievement typing or stenographic dictation per minute .. B). Aptitude test Aptitude tests to measure whether a person or latent ability to learn if proper training is the ability to work. Talent seeking appropriate test with the opening line of work he has

little experience or no use. Tests skills help a person in a given area to determine the ability to learn. Such example and general fitness test (GMAT) test, which many business students who received a graduate business school is to take the former. Capacity or ability to successfully test a person's capacity to engage in specific activities for any number of points. They deserve areas clerical, numerical ability, mechanical skill, motor coordination, agility and nimble fingers tested positive cover.It instructions sensory or intellectual ability individual to help the meeting to find out. They study or work on a specific area such as the debate focused on a particular type of talent. Training and examination form psychological or intelligence tests They measure the general intellectual ability of a person knows the person capable of dealing with some mental problems, he can. Fitness Test Engineering Mechanical action of a person's ability to learn a special type of knowledge tests measures.These some specific technical candidates, can help solve problems. They selected mechanics, maintenance workers, etc. are useful IQ Test Test to evaluate the characteristics of intelligence helps. Mental capacity (alertness), heart numeric ability, memory and other aspects of this presence can be measured. Standardized intelligence tests may be the most widely administered in the industry. Numerical skills, memory and other thinking that the judge is taken to do so. Interest Checking This selection of businesses, hobbies, love is looking for candidates, and these tests indicate that person's business are more consistent with interests. Testing and selection of candidates for the company's current employees to provide training to enable the

business. These tests measure a person's activity priorities.Many workers consider the decision to change careers or the lives of these tests in particular, are useful for students. Personality Test Work importance of personal success is undeniable. Often a man of some skills and experience of the intelligence failed because of inability to get along with and motivate others Judge maturity, social or personal skills, attitudes, etc. More stress testing pressure sales force, public relations staff, etc., where personality plays an important role in the selection of cases is necessary. Projective test Problems or require interpretation of the test conditions. For example, an image or picture can show the candidates are asked to give their opinion, and opinions about the painting. Common Sense Test Now days G.K. Test several sports, politics, world affairs, general awareness of current affairs common to find candidates. Test approach Beliefs, attitudes perception tests several times, and the search can be conducted sharpness.etc mentally. Graphology Test It is designed to analyze a person's handwriting. He states that ban the energy of a manuscript, and to suggest the degree of spontaneity, as well as unique and can reveal elements of balance and control. For example, capital letters show capital letters indicate the dominant tendency of the competition. Well, medium pressure to show good leadership aspect clarity.

 Polygraph Testing Polygraph lie detectors to ensure the accuracy of the information in the application is ready. Department store, bank, finance offices and shops, jewelers, that is, vulnerable to theft or fraud polygraph high test may find useful.

Test selection Test reliability, validity and standardization of criteria for fairness should be selected.They are: Rights activists everywhere Reliability Standard administration and scoring of results refers to the process. Who takes a day or score tests following the next day to take the test to do pretty much the same point should be able to make the weekend. A person's IQ, for example, typically feature fixed. So if we have a secret trial, a person scores 110 points in March, which is close to 110 in July, will conduct the test. Test, which serve little purpose to produce radical changes in the selected results. Rights activists everywhere Validity This is a test that helps predict who will succeed as a given. Check that potential employees who may be able to work well and who will be useful to distinguish between them has been approved. Naturally, the test will be 100% accurate in predicting success. Increases the chances of success is the test valid. Step 3 - Interview The next step is an interview in the selection process. Formal interviews, in-depth conversation to assess the applicant's approval. It is considered a very good selection tool. Interior ideas, and ideas between the candidates interviewers look for is the opposite of money. In fact, nothing, but the interview is an oral examination of

professional candidates.Interview team, skilled administrative professionals can be customized. Here are different types of interview: 1. Casual conversation Interview informal oral interview can happen anywhere. Employee or manager or personnel manager irrelevant questions, place of birth, family name is something like, etc. also request the names of their offices or can be anywhere outside the factory of the company. This program is not ready for this. It is widely used when the labor market is tight and you need the workers. 2. Formal interviews Formal interviews with more formal employment office atmosphere, the employment exchange well-structured questions, during the interview and the job can be determined by the Ministry to assist. 3. Non-directive interview Non-directive interviews or unstructured interview to interview, is intended to speak his mind freely. No formal questions or instructions of the interviewer, but your candidate is for all the attention. Encourage candidates to talk a little prodding when it quiet as "Mr. Ray, for yourself, we're graduating from high school to tell later. To answer the question of her interviewer to" sell "candidates to consider freedom without restrictions. But the interviewer the ability to direct high-interview guides and information must be related to the applicant. 4. Depth interview For example, if the candidate says he would like tennis, a series of questions to test depth of understanding and interest of the applicant may be asked. Useful to examine these questions have to ask the full analysis, one can get a good picture of the candidate.

5. Stress Interview

Candidate and his conduct and behavior under conditions of pressure stress test is designed by him. With the interviewer "can begin, Mr. Joseph, we feel that your skills and experience for this role is not enough in and view the candidates' response. Unlike a good candidate because he can prove he qualified management will not yield.

This type of interview he borrowed military organization is very useful when trying to unpleasant people and situations they deal with test conduct. 6. Group interview It is engaged in designing executive to save time and see how the candidates can be introduced at and they may be interviewed. 7. Panel Interview Panel or board positions or selection committee interviews managerial supervision, usually in the case of candidates may be interviewed. This kind of collective decision pool candidate interviews to evaluate the candidate's knowledge of the investigation board and staff. 8. Sequential Interview) Serial interviews one by one takes a step forward has a series of interviews, the interviewer usually use all the power of knowledge, so that each interviewer that any candidate can ask questions in respect to the subject was included, as the candidate moves from room to room 9. Buildings Interview Pre-structured interview the interviewer standard questions, which are held for use in all respondents. The interview also directed "or" interview "Patterned as called. It is useful for valid results, especially when dealing with a large number of candidates. 10. Structured interviews Interview "Unpatterned is known as the interview is designed primarily does interviews talking. The interview is guided as it profitable process between interviewer

and interviewee to friendly conversation, then his or her desire to discover more problems. But interviews Unpatterned worse lack of uniformity, the ratio of key areas of the candidate's skills or background can be ignored. This is useful when analyzing the candidate to the interviewer why they are not suitable for the job trying to check the personal information. 11. Interview involvement In practice, the interviewer interviewing job seekers currently structured and unstructured structured mix of questions. This approach is called mixed interview.Structured interview questions and more traditional differences between the candidates to provide a unique basis to enable a deeper understanding. 12. Immediate interviews The interview usually occurs when employers are approached directly is very informal ways. Applicants must be prepared at any time on interviews instead, mainly a fair or in situations such as cold calling. Candidate ideal time for employers to ask some basic questions to determine if he / she might be interested in formally interviewing the candidate. 13. Interview Dinner These interviews can be understood informally, or in restaurants as socially based. Decide what to eat quickly, some interviewers before you (do not see undecided) will avoid possible order messy foods like spaghetti. To be willing to negotiate favorable changes suddenly chat direct interview questions, however, do not underestimate the value of casual discussion; Some employers attach great value on it. Interestingly, the business of preparing to talk fast to be ready for the switch. 14. Telephone interview A copy of your resume and all the points you have to say is to remember. If you phone your home, make sure that all partners or family members are aware of the interview (no loud stereos, barking dogs, etc.). Something a little slower than normal. Important for you to transfer your enthusiasm verbally; interviewer can not see your face. If you do not stop Do not worry, the interviewer may just take some notes.

15. Second interview Job seekers are invited back after they passed before interview.Middle initial or senior management is held usually the second interview, together or separately. Applicants can expect a more profound questions of the candidates and employers a higher level of preparation would be expected. A study published the first employer for an interview candidates, and use of information obtained through interviews in the past to your advantage to prepare. Step - Check 4Reference Many employers ask for the address, name, and verify the information the applicant may pursue additional background information, phone numbers of references. Although listed on the application, references, usually sequential selection process until a successful candidate came fourth stage are not checked. The labor market is very strong, sometimes organizations check references before you hire candidates. Previous employers, public officials, university professors, neighbors or friends can act as a reference you know. Previous employers are better because they are already aware of the applicant's performance. However, the problem with the model the rates of the applicant's previous employers to get rid of someone just to make the trend part. Organizations such as the general terms of reference letter or phone. The latter is advantageous because of its accuracy at low cost. Telephone reference immediately, rather obvious comments and access times of the speech hesitation bias argument suggests have the advantage. Step 5 - Selection decision After receiving information through the previous steps, the steps all the most important decisions should be marked. Other steps in the selection process were used to limit the number of applicants. Final decision pool of people, the test measures a reference check interview should be. View of the line manager would normally be considered the final

choice, because he / she is responsible for new employee's performance. Human Resource Manager plays a key role in the selection final. Stage - examination 6Physical After the selection decision and job offer is made before, the candidate must undergo a fitness test. Job, often, the candidate test the contingency has been declared physically fit. Fitness and medical test results are recorded in a statement kept records personnel. There are several purposes behind a physical examination. Of course, a physical examination to identify the reason the person carries all infectious diseases. Second, the test determines that the applicant is physically fit to work helps. Third, the information a physical examination to determine if there are some physical ability, less successful employees can use the various successful. Fourth job, the Czech Republic-up potentially damaging to health or other employer liability could endanger property protects candidates with health impairments. Finally, such a test is not seeking compensation for employees "rules for injury or illness were present when the employee was hired to protect the employer are not. Step - Business 7Job The next step in the process of selecting all the candidates who have overcome obstacles in the past to offer a job. Job is done through a letter of appointment. Such a letter usually appointed by the date which will include the reporting requirement. Reasonable time for reporting should be appointed. Thos especially when it is needed or has been employment, which in the case stated by the previous employer to obtain the relief requested. Then, a new job, or traffic in the city, which means lots of preparation and properties of the movement may need. The company wants the person on duty at the reporting date may be delayed. If new employees join the company the first position may be a week before the company goes to such training begins. Of course, not to abuse this practice, especially if a person is unemployed and can not get enough money for it.

Fairness demands that rejected wishing to be informed about their non-selection. Their candidates can be kept for future use, if any. This is a focused application of the selected candidates have to keep future needs. Step - 8 employment contract After a crazy job applicants accept the offer, certain documents must be executed by the employer and the candidate. Such as verification documents. This form is important information about the candidates who are not qualified evidenced by him / her. Verification form for a valid registered for future use. There is also a contract of employment is the need to prepare. Basic information to include in the written contract of employment to the level of work varies, but the following list describes the typical titles: 1. Role 2. Fees, duties to those employees, including an analysis of the person in charge may direct from time to time as the company will be. 3. Date continuous employment begins when the service is the basis for calculating. 4. Wages, overtime allowance, and change the rate, method of payment rates. 5. Working hours, including overtime lunch break and transition arrangements. 6. Holiday Arrangements: 7. Reason to distinguish between an employee's length. 8. Complaints procedure (or reference). 9. Disciplinary procedure (or any reference). 10. Work rules (or any reference). 11. End of employment arrangements. 12. EU companies (if any) for the system. 13. Special patents and designs, confidential information, and the right of cessation of work following the terms of trade restraints 14. Proper notice to employers under the terms of the contracts is given the right change. Read or employment agreements or only bonds, employment contracts, serve many useful purposes. Such as a contract hoppers to control knowledge and information that

could be important to a healthy bottom line of the company and to prevent competitors from hunting highly recommended to protect valued employees. Great care is taken in the draft contract forms. Often, law firms (the range of services for large companies in front of her, Craigie blunt Caroe, Crawford Bailey, Amarchand Mangaldas include Hiralal, etc.) to join the busy final forms. Most employers are going to insist on an agreement signed by the new charge of publishing software, staff.But media fields such as high turnover is more likely to use contract. Contract with this drawback is the application to determine employees' organization, contract or no contract is to leave. Compensation to employees or new agreement will provide the employer is willing to pay fines for violations. This is why many companies have turned over the contract thoroughly. Step - 9 summarizes the selection process Contrary to popular belief, the selection process will not end with the implementation of employment contract. There is one more step - amore sensitive that their candidate is not chosen personality not because of a serious shortage, but because their profile did not match the organization's security needs. They can say that those who were selected solely on merit was relatively. Step - 10 Selection of the assessment program A comprehensive review of the effectiveness of the selection process has the quality of personnel. The organization must be a talented and dedicated. Selection process, if done properly, will ensure the availability of such staff. How to influence the selection process to evaluate? Respond to periodic review. Human Resources Department who need to conduct an independent audit function. The table below highlights the area and an outline of questions to be covered include a systematic evaluation.

Four attempts to select 1). Select ethnocentric In this approach, decisions are made in headquarters staffing. Support for limited autonomy, the team at headquarters and overseas to fill key jobs. Organizations in Israel and abroad to take over the civilian house. 2). Polycentric selection Polycentric selection, all auxiliary local control key financial goals are considered investment decisions with a specific national organization. Support local public management, but the important roles of the employees remain with the parent country. This approach, which is common especially in our country 3). Select Regiocentric Here, groups and movements of the control team is managed on a regional basis, the group within the business and operations, reflecting the special nature. Great discretion in deciding regional manager. Movement of workers perform the job for specific geographic areas restricted mainly controlled by parent company managers. 4). Staffing geocentric In this case, business strategy is well integrated on a global basis. Staff development and promotion based on ability not nationality. Senior management structure and other parts of the broad international structure completed. Needless to say, such organizations are exceptional 2.3.2 Problems in the effective selection The main purpose of selection is to hire people with potential and commitment. The purpose is often defeated because of some obstacles. Perception: Our inability to understand others, perhaps the most fundamental right to choose the right candidate is a barrier. Select a person or a group of people to evaluate than others to choose the right person for job related skills,

with the purpose sought. But our thoughts are very individual. We all perceive the world differently. Our limited perceptual abilities and clearly aimed at people is a major obstacle to rational choice. Fairness: Fairness in the selection requires that person religion, region, race or gender discrimination should be made. But among women and other disadvantaged sections of society less and senior management positions and job advertisements and open selection process based on age discrimination is the low number suggests that efforts to minimize all the injustice has not been effective. Validity: Validity, as previously stated, the present work is a test that helps predict performance. A test that has been confirmed not to employees who perform well and who can make the difference between them. However, a valid test does not accurately predict job success. This can only increase the chances of success. Reliability: A reliable method is one in which consistent results when similar situations will be repeated. Confirmation test as a reliable test to predict with precision work performed could fail. Pressure: Pressure from the selectors politicians, bureaucrats, relatives, friends and colleagues to select specific candidates are brought on. Constraints due to the selected candidates are clearly not true. Appointments to public sector areas usually take place under such pressure

2.4 difference (recruitment and selection) 1.) Recruit and motivate them to search for potential candidates to apply for work in organizations is the process of However, the selection of the most suitable candidates who are interested and qualified for the job is a process of choosing. 2.) Spaces available in the hiring process are finalized, the publicity given to them and applications from interested candidates are collected. Selection process, the available

applications are examined. Test, interview and medical examination in order of most suitable candidates are selected. 3.) Through the application suitable for recruitment purposes and to attract the maximum number of interested candidates. Objective in the selection process to appoint the best qualified and interested in the candidate out. 4.) Before choosing to enroll. This makes the actual selection of the appropriate base. Recruitment selection is next. The interested candidates available / out. 5.) Positive function interested in hiring candidates are encouraged to submit applications. Select a negative event that unsuitable candidates are eliminated and the best one is selected. 6.) Recruitment process is small. Recruitment campaign is to vacancies and applications are collected from various sources Select a lengthy process. This application involves the investigation, giving tests, interview and medical examination system. 7). Specialist recruitment services) is not required While in the selection, require the services of expert 8.) Recruitment is not expensive. Cost is mainly required to post ads. Select a costly process, as the candidate and interview expenses need to conduct testing.

CH: 3 RESEARCH METHODOLOGY

3.1Research methodology Structure of methodology/ statement of design Generally speaking, the author describes the research methodology in 2001 as veal means "to increase human knowledge, their skills." But more specific ideas presented by Grinnell, 1993, for research that investigates the use of acceptable scientific method to solve problems and creates new knowledge that is valid in general is ready "

3.2 Design detail

In this research, articles and satisfied all the necessary agreements with a review of literature on the subject are passed, because it knows that the recruitment and selection process is standardized with the rules and regulation of the company. Some authors argue in articles and public review of this report which is considered as the point raised in the issues are.

3.3Research ethics

To use various sources to complete the entire study. More weight is given to primary research in this report, but the enormous impact of the secondary research, public opinion, essays, literary author, as well as different views of experts through the press websites look. This information is important to research all mutually interdependent moral of studies. Subject or topic is high as this influence by using research-based experience in case there is any practical theoretical aspects of the implementation of any given theory are much less important. Inductive research as it is known as an expert in joint research to see Inductive "observed reality testing is done, the general conclusion is celebrated with particular examples, deductive method is the opposite as the general rules of the individual studies," (Hussey and Hussey, 1997) includes an account of the change. 3.3.1 What?

It turns out that the study data most necessary forms of data collected is used to report data as a quantitative form, where as there is very little quality data is used to directly source revealed through taken. Collecting quantitative data questionnaire interview here, using different research methods, such as an interview questionnaire as employees are selected and processed by human resources manager recruitment, people take the program to recruit distributed. With ideas from the author (ajveal, 1997, pages 34-35 tax) would have noticed that the data are quantitative data calculative as to where data quality is not calculative. Very high-quality data or tabulated in the graph but it is easy to display quantitative data or quantitative data that supports the rating changes how she pulls. 3.3.2 Which? Data obtained by different research methods much more reliable and accurate decisions. And the direct source, the primary source as it makes information more meaningful and failure is very low false perception questionnaire as interview the report focused on research techniques.

3.4 Sources and Applications Various sources in the research and secondary sources as primary sources are used. The sources in the proper way to conduct research on different research methods are considered.

3.4.1 Primary Source Primary sources to explain the "gather first-hand or a specific intent for the first time in response to a study by researchers carry out the objectives of the study, the data presented in the main database, called" ((Malhotra, 2004). Primary research report includes data collected from an interview questionnaire. So basically there should be three to interview human resource managers of the company's selection and recruitment process to understand the basic requirement. Domino branch of the 50 questionnaires distributed to staff to share the experience of their choice as recruitment factors that helped the company to enter and what are the factors that the company's future development process is responsible. 3.4.2 Secondary sources Secondary sources as "sources that already exist and have not submitted it for certain reasons, because the information the government or other researchers because it is called secondary data such as is obtained by a third party" (Parasuraman et al are identified, 2004). Most of the report there was secondary to the primary data in order to support largescale high-capacity data presented was the charm. Relevant to this research, with the use of secondary data such as there, the company's annual report will be ideas about the process of recruitment and selection, etc. of any company or other issues and other topics Articles Press Release. 3.5 Data analysis and interpretation Investigators analyzed data collected through two sources that the primary source of secondary sources as well as planning. Research reports and various research methods research ethics related to the subject. There are different results and research can be resolved as the result of the findings of investigators shows will find evidence in favor and against it through various topics helps to be closing. Mathematical tools and formulas to some of the data is analyzed and put to proper format, the device median, mode, mean and variance are standard deviation. Most techniques used any flexibility either largely depends on the researcher.

3.6 Structure and presentation In this research topic, especially the various statistical data is collected and mathematical techniques to analyze data so that easy access is presented through. Most graphical and calculative techniques specific research topic so analysts can access the solution. P charts, bar graphs, frequency polygons or mean mode and median data are presented as ways to create. Flexibility and reliability to fully research this particular subject depends.

CH: 4DATA ANALYSIS

4.1Data analysis Data analysis of corporate website recruiting process as well as its store managers with guidance on the information is collected. Some press reports have been analyzed in this release.

4.1.1Factor affecting the dominos work system Committed to its people Provide opportunities to nurture the talent, reward achievement and develop leaders. They believe that well trained people with diverse background and experience, an environment that fosters respect and work together to drive high levels of involvement of staff is essential to success continued. Believe Domino system Business / model operators, suppliers, employees of a three-legged stool "owner of the company is represented by their fund, and the balance of interests between the three groups is the key. Their ethical business operation Sound ethics is good business. Domino's, are fairness, high standards of honesty and integrity to manage their businesses. They are personally responsible for collective responsibility. Give back to your community Responsibilities that come with being a leader to take it. They help their clients build better communities, a charity supporting Domino's leverage, size and scope, and resources to help make the world a better place. Business advantage Domino's is a public company. As such, they are constantly working to deliver profitable growth for shareholders. Ongoing focus on customers and the health of your system requires. Strive constantly to improve This is a learning organization continued growth is expected to change through innovation and customer staff, and aims to meet the needs of the system. Recruiting qualified candidates Human Resources

Domino's Pizza team, recruiting and keeping the best people is a priority that the role of human resources sure to remain faithful to this commitment. The department helps us attract and retain industry leadership position, which is an important part of the catch on the best professionals.

4.1.2 Working on Domino's Domino's Pizza The world leader in pizza delivery with more than 8,000 stores in over 50 of the most successful franchise businesses in the international market has become. Recruitment and selection process Pizza Domino's Group Ltd are in various stages of the recruitment process and the experience will begin. Then we will contact you with more information to explain the role and if necessary, an interview will be arranged. More interviews before the proposal can be made. request for any attempts to connect with candidates, they can connect with everyone due to high volume of applications Send your request within. May mean your application is not successful on that occasion. Dedicated 434 stores throughout Australia-mail for hiring more than 2,500 job vacancies job site to help raise a mask March 2009, started early. More than 500 job vacancies with New Zealand followed soon after. First week over 10,000 job applications were received. For the first time ever, the site to allow potential candidates to enter and find out exactly what this job Masks, see the current job vacancies on more fun and interactive show delivery driver as a result of the successful launch of the new year starting job vacancies at the beginning of 2500 we came up with this game. . Job applications job to provide all relevant information while also imposed by www.dominosjobs.com.au

All relevant shop at the store level managers the tools to effectively recruit franchisees. Dominosjobs.com.au now the primary recruitment tool for the site is constantly updated with all available jobs.

The Benefits They reward worker's talent with a comprehensive benefits package including: Safety Bonus scheme incorporating profit Contributory Pension Scheme Private Medical Cover (including dental cover) Increasing holiday entitlements Access to DPGL's Occupational Health nurse / counseling Family days, rallies, free gifts via the Intranet, dress down Friday and more

Pizza Domino's Ypsilanti, Mich began as a small pizza shop 50 years ago today the world's recognized leader in pizza delivery can be found almost anywhere on the planet, more than 8624 stores in 55 countries around the world revolves around positions. This type of development is not the case. Commitment and leadership, and enthusiastic people who love what they do takes evolving team. Their success when the team achieved outstanding wow your customers! "Pizza company with the best people win."

Chairman and CEO, is fond of saying of course create masks shops, bake 'and clients over a million pizzas a day to take the door staff are the backbone of the company. Pizza Domino's team is hard work and commitment to excellence and serious about having fun. There are 600 stores owned by more than 170 000 companies of 5000 team organized? Franchise-owned stores - a local base of 55 international franchise in more than 3,000 stores planned by the countries members of the behavior. Of those, 400 13 000 staff members of society, and more than Ann Arbor, Michigan, global resources. Continued success Through the efforts of a dedicated team, Domino's pizza work great opportunities longterm career move gives the opportunity to succeed. They are looking for the best people to establish their business - a strong work ethic character, passion, loyalty and dedication to deliver results with managers, store and corporate team members of the team! Building Network Quality team members need to grow fast as Domino's expansion in history has experienced strong, so recruitment and training programs to identify and promote the development of team members to help foster a vital role to play. Age is no barrier dominoes. They are pushing hard to succeed, the right attitude and a genuine desire to learn, to search. In fact, many franchisees and staff members to lead Domino's Pizza Pizza Delivery drivers began as recipients.

4.1.3Domino "selection process Masks, we take very seriously recruitment selection. Important for us to continue our success is to choose people with the required properties. Our human resources team of experienced professionals with diverse backgrounds recruitment. During the

recruitment process, we take an objective look at the British Psychological Best Practice (bps) Company and the Chartered Institute of Human Development (CIPD) guidelines set by the follow. We also carefully adhere to equal Opportunity legislation Our methodology can draft, or check the skill is based on. These capabilities, attitudes, skills and knowledge that can be the determining factor to the success of the work can focus on specific job requirements. Such consistency in the evaluation and selection to ensure the accuracy and reliability increases. Application If you apply for the job, in the jobs of our view-printing.com www.domno provided web space for everyone to know want to submit your application. Recruitment process Our selection process is the position which you apply depends on three steps might include. Including the application forum or resume. Good luck if you first with the second phase of the recruitment manager usually will be invited to participate in interviews on several positions may be required to sit the test. Interviews and psychometric tests are included in the final stage, presentations, fact-finding exercise and may include product demonstrations and organizations - "domino day before your day 'Domino' we will write to confirm the agenda." . Ensuring that the actual job for which you are applying for, especially in activities related to representation of the relevant work can check out the rest. Interview Interview and you have your experience. You will be asked for examples of how you behave in different situations, work, university, school, drawing on examples from the club or home. We questions 'tricks' will not throw you, or ask questions not related to how to behave when caught off guard. Psychometric tests

Psychometric tests and their potential ability to realize the view has expired. Test we use most often, focusing on verbal and numerical skills. We evaluated the personality of one of you a bit more information about our design tool included. It adds to our understanding, but if you sole basis of decision is, after all we are a special type of personality, but actively look no value diversity. You can sit three tests for the roles. More senior positions than you may be required to participate. Presentations Presentation of their people as a group have a chance to show the ability to communicate. Must first prepare for the day and time will be subject. Clarification Finding an exercise for you to demonstrate your technical knowledge and test / interact with a specific technical role you are applying will include information on potential looks around. These exercises generally take place in engineering roles. Domino Day on "how to make you work, university, and the book club and at the show. When you have conversations with people who think, for example, you problems, may face the consequences and what you learned from these situations. Why do you want the role and skills required to state what you think. What do you do it well you need to do to improve your concentration. You colleagues, friends, tutors, clients or customers, as feedback from those to be found. "Domino prior to try to sleep well at night. At best late this domino you, call us and we will try to match you or book you are going to try later that day or another day. Mask the office staff is working smarter dress code business. Salaried employees in manufacturing where casual attire. As a general guideline dressing appropriately for an interview, in addition to Domino from now tell us the opportunity to demonstrate their abilities. Our goal is to give the best chance to show their potential, and if you have enough ass Domino right for you. Our commitment to you

All stages of the selection process we can keep you informed about your progress. We will email or written application thanks to their initial application. Then your application will be treated by a team of our professional human resources that will make it much consideration and our commitment to equal opportunity. Keep you informed We understand that it is important to know the exact status of your application to keep you informed of the progress of your application will be. If you wish to contact us with any questions you have to provide basic contact information through the address space can. Occasion, an application may be waiting candidates. If that happens, we regularly update you - you're always welcome to call us for update. Before the interview, we have, time and information space travel to confirm. We understand that you are worried about the interview, we will describe what is included it is estimated will take time. Please let us know if you have special needs or requirements. Above all, we guarantee that your time with us as comfortable as possible want. We interview you in two weeks will update you know what happens next. Keeping your information on file Can be sometimes when we apply what we have read or seen by you may be affected, but you are not able to provide employment opportunities. There may be an area where you want a specific location is not empty, or we've played a role. In this case, with your agreement, for up to six months clean details on their career database. Void should occur within this period, which we think you're qualified, you will automatically be considered. Other factors affecting performance The third point to remember about the election programs of many factors that affect performance at work. The main goal of selecting the perfect job in the organization who will also deliver offers to people who do, as well as the decision to offer the work is expected to increase. Normally, any evaluation of the adequacy of the selection process is done in terms of performance. Press Releases

Honorary Award Eastern Michigan companies that demonstrate exceptional human resources practices and employee relations, as well as conference and banqueting halls Dearborn, Mich fifth time six years lunch held on 29 October she presented, and the fourth consecutive recognition Pizza Domino's is the best and brightest "to participate in the list After receiving the selection. 101 companies reward the company's best minds to work that their biggest asset, such as the establishment of Honor team program has been recognized. The annual award winners are companies conceive believe and human resource management practices by creating a show with the results. "Pizza Domino as our first people our number one guiding relation to human resources department sent the" first "people first domino Wilmot, executive vice president." People put the domino theory, that every day we live. For us the world's best pizza company and the first order can not be complete without a group is aiming to be. I am proud to be recognized for our efforts again in the morning. "MBPA comprehensive evaluation to determine which companies earn the distinction of being the name of a process of" Metro Detroit's best and brightest. "Domino's recruitment and selection, the process of recognizing and maintaining programs, various media and multiculturalism, employee education and assessment part of a comprehensive survey, data compensation, benefits, community initiatives and campaigns including the development of work-life balance. In addition, an anonymous confidential survey team members randomly Domino meet the company's efforts to estimate the effect of Representatives.

CH: 5 CONCLUSIONS AND FINDINGS

5.1 Conclusion Choose more closely related to HRM and compared to other programs recruiting and selection, because both are keeping the people jobs.So, are concerns of people who do not work for the firm. Others deal with HRM activities after they work. We define recruitment (as sources of recruitment selection, development and recruitment ads will be assigned to determine how much money will be devoted to) as the impact of

corporate activity and people in place a number there a way to apply to "influence the decision of the candidates offered a job or not received. We use this definition because it is important not only looks, but also increases the possibility that people attract people to accept a position if offered. To show people that and then turn them off when they do, but we all know it's not conscious. Sara Rynes, selection recruitment and comprehensive review of the relationship between points and out appointment. At a minimum, select the firm through two recruitment sources affect the recruitment message should include specific information about something. For example, entry level position manufacturing plants candidates equal opportunity employment law, union contract interpretation and employee benefit programs for human resource manager of the Union may need to know about. Only sources of recruitment, industrial relations, human resource programs and program requirements for graduates of law schools can target range. In the example opposite, the applicant pool as limiting the functions of choice. If the bridge is fit for the job, employees are less likely to identify a better choice. While hiring a full treatment is beyond the scope of this book, we summarize some key features to choose reflect their importance. Successful recruitment strategies Recruiting and selecting the most suitable candidate is not the choice. Potential impact on recruitment and selection experience that a candidate receive a job offer and remaining with their organization's commitment can. Time and resources to develop a comprehensive recruitment strategy is a worthwhile investment. Poor hiring choices (ie, people working poor-Fi T) organizations and activists, including a variety of results may be desirable for: high rate of turnover Performance impact on reduction of job satisfaction Motivation at work.

In this section we consider an effective hiring process in three stages: Step: Make sure current job description Two steps: Develop effective recruitment strategy Three stages: assessment of recruitment strategies

5.2 Recommendation Recommendation: 1 proposal as PwC report dated June 2003 and specifically mentioned briefly in an appendix as an agreed and reasonable period of time should be applied. 2 Recommendation: Experience the knowledge, skills, and job specific qualification (s ECS) framework to assess the statutory codes of practice currently reflected in the guidance should be non-discriminatory, transparent, promote equality of opportunity and aims where possible to develop under. Three recommendations: internal trawls should work only in special circumstances such as this action could avoid a potential redundancy or restructuring or redeployment within the existing conditions where the headcount. 4 Recommendation: A comprehensive monitoring system, appointment tracking applicants through the application, and must be developed to encompass all nine Section 75 dimensions are applied. 5 Recommendation: A successful candidate to determine the appropriate starting salary is the responsibility of Human Resources Director who reviews any existing equal pay as a result of the program will implement the recommendations should be made. 6 Recommendation: For all those who sit on selection panels should be required to not only be trained but also after a reasonable period of time to attend refresher courses

and two years of initial training usually within. This training must include 75 segment model and associated legislation. 7 Recommendation: NI investment to ensure that its recruitment and selection process open, transparent and relevant and procedures that give equal opportunities to all applicants must continue. 8 Recommendation: Where external consultants are employed so that all NI investment selection techniques to ensure valid and reliable, including all the psychometric tests should. Chapter 6 Reflective summary Since I am working with Dominos for the last two years and its easy for me to collect the data for analysis because all the staff members are very friendly to me. My boss has four more similar stores and I have an easy access to all of them. In each store there are 25 to 30 members of the staff so the data collection easier for me as compare to any other organization. During this research , I have faced a lot of problems including time limit as the time was not enough to fully cover the research area, but I have tried to explore the topic to the best of efforts. Data collection is time taking task as most of time staff were busy and they dont have time to help me out in this regard. As the area of my research is very vast but I am restricted to 17000 to 20000 words which I think is not sufficient to produce a quality document. It was a good experience to write on an issue that is related to my education background. It is a unique experience in my life and I learnt a lot to do market survey and research and hope this experience may be a valuable while do my PhD in the similar area. Moreover this may enhance my career and would be of immensely help in finding a better career.