ANNEXURE-I

A SYNOPSIS
ON
“Study Of Recruitment & Selection Process”

Supervisor: Submitted by

NAME: Tushar Goon Monika Kumari

DESIGNATION: Professor Enrollment No.

Specialization : HR

Remarks of Evaluator

Approved/Disapproved Approved/Disapproved

(I Evaluation) (II Evaluation)

Session 2009-2011

Directorate of Distance Education

GJUS & T, Hisar
 ANNEXURE-II

DIRECTORATE OF DISTANCE EDUCATION

GURU JAMBHESHWAR UNIVERSITY OF SC. & TECH. HISAR

FORMATE FOR RESUME OF SUPERVISOR/GUIDE

1. NAME : Tushar Goon

2. DESIGNATION : Professor

3. QUALIFICATION :

4. AREA OF SPECIALIZATION :

5. EXPERINECE :

6. OFFICIAL ADDRESS :

7. TELEPHONE No. : _______ ( off.) _____(Res.)

8. MOBILE :

9. E-MAIL :

I am willing to supervise Mr/Ms _________________

Enrollment No.. __________________________
On the topic “____________________________
_______________________________________________

(Signature) with seal

Countersigned by Director of Study Centre with SEAL

 ANNEXURE-III

CERTIFICATE

This is to certify that Mr./Ms.-------------------------------, Enrolment No. -----------------

has completed under my supervision his/her Research Project Report on
“---------------- “ in the specialization area “marketing/Finance/Organization
Behaviour and HRD/International Business/Information Technology etc.”

The work embodied in this report is original and is of the standard expected of an
MBA student and has not been submitted in part or full to this or any other university
for the award of any degree or diploma. He/she has completed all requirements of
guidelines for the Research Project Report and the work is fit for evaluation.

Signature of Supervisor/Guide (with SEAL)

NAME :
DESIGNATION :
ORGANIATION :

Forwarded by Head/Director of Study Centre

(with signature, Name & SEAL)
 ANNEXURE-IV

DECLARATION

This is to certify that the project Report entitled “ Study on Recruitment

& Selection Process” is my original work and this has not been submitted
in part or full to this or any other university/institution for the award of
any degree or diploma.

Signature of candidate
NAME : Monika Kumari
ENROLMENT NO.:
SPECIALIZATION : HR
SESSION : 2009-11
 MEANING OF RECRUITMENT

Recruitment is the process of searching the candidates for employment and

stimulating them to apply for jobs in the organisation”. Recruitment is the activity that
links the employers and the job seekers. A few definitions of recruitment are:

• A process of finding and attracting capable applicants for employment. The process
begins when new recruits are sought and ends when their applications are submitted.
The result is a pool of applications from which new employees are selected.
• It is the process to discover sources of manpower to meet the requirement of
staffing schedule and to employ effective measures for attracting that manpower in
adequate numbers to facilitate effective selection of an efficient working force.

Recruitment of candidates is the function preceding the selection, which helps create a
pool of prospective employees for the organisation so that the management can select
the right candidate for the right job from this pool. The main objective of the
recruitment process is to expedite the selection process.
Recruitment is a continuous process whereby the firm attempts to develop a pool of
qualified applicants for the future human resources needs even though specific
vacancies do not exist. Usually, the recruitment process starts when a manger initiates
an employee requisition for a specific vacancy or an anticipated vacancy.

SOURCES OF RECRUITMENT

Internal Sources
 Present , Permanent employees
 Present Temp/ Casual
 Retrenched / Retired
 Dependents of diseased , disabled , retired and present employees

External Sources
 Educational & Training Institutes
 Pvt employment agencies / consultants
 Public employment exchanges ,
 Professional Associations
 Data banks
 Trade Unions
 Recruitment Process

Recruitment process involves a systematic procedure from sourcing the candidates to

arranging and conducting the interviews and requires many resources and time. A
general recruitment process is as follows:

 Identifying the vacancy:

The recruitment process begins with the human resource
department receiving requisitions for recruitment from any
department of the company. These contain:

• Posts to be filled
• Number of persons
• Duties to be performed
• Qualifications required

 Preparing the job description and person specification.

 Locating and developing the sources of required number and type of
employees (Advertising etc).
 Managing the response
 Short-listing and identifying the prospective employee with required
characteristics.
 Arranging the interviews with the selected candidates.
 Conducting the interview and decision making
 Objectives of the Recruitment Process

• Attract and encourage more and more candidates to apply in the organisation.
• Create a talent pool of candidates to enable the selection of best candidates for
the organisation.
• Determine present and future requirements of the organization in conjunction
with its personnel planning and job analysis activities.
• Recruitment is the process which links the employers with the employees.
• Increase the pool of job candidates at minimum cost.
• Help increase the success rate of selection process by decreasing number of
visibly under qualified or overqualified job applicants.
• Help reduce the probability that job applicants once recruited and selected will
leave the organization only after a short period of time.
• Meet the organizations legal and social obligations regarding the composition
of its workforce.
• Begin identifying and preparing potential job applicants who will be
appropriate candidates.
• Increase organization and individual effectiveness of various recruiting
techniques and sources for all types of job applicants
 SELECTION
The process by which an organization chooses from a list of applicants the person or
persons who best meet the selection criteria for the position available, considering
current environmental conditions.

SELECTION PROCESS
 Initial Screening
• Involves screening of inquiries and screening interviews.
• Job description information is shared along with a salary range.

 Completing the Application Form: Key Issues

• Gives a job-performance-related synopsis of what applicants have
been doing, their skills and accomplishments

 Employment Tests
• Estimates say 60% of all organizations use some type of employment
tests.
• Performance simulation tests: requires the applicant to engage in
specific job behaviors necessary for doing the job successfully.
• Assessment centers: A series of tests and exercises, including
individual and group simulation tests, is used to assess managerial
potential or other complex sets of skills.
• Testing in a global arena: Selection practices must be adapted to
cultures and regulations of host country

 Comprehensive Interviews:
• Interviews involve a face-to-face meeting with the candidate to probe
areas not addressed by the application form or tests.
• They are a universal selection tool.

 Background Investigation:
• Verify information from the application form
 • Typical information verified includes:
• Former employers
 previous job performance
 education
 legal status to work
 credit references
 criminal records
 Internal investigation: checks former employers, personal references and
possibly credit sources.
 External investigation: Uses a reference-checking firm which may obtain
more information, while complying with privacy rights.
 Documentation, including whom called, questions asked, information
obtained/not obtained, is important in case an employers’ hiring decision is
later challenged.

Conditional Job Offers:

 Offers of employment made contingent upon successful completion of
background check, physical/medical exam, drug test, etc.
 May only use job-related information to make a hiring decision

Medical/Physical Examination
 Should be used only to determine if the individual can comply with the
essential functions of the job.
 Americans with Disabilities Act requires that exams be given only after
conditional job offer is made.

Job Offers
 Actual hiring decision generally made by the department manager.
 Candidates not hired deserve the courtesy of prompt notification.
Now It’s Up to the Candidate
 The candidate now has to decide whether this is the job for him or her.
 Applicants who are not hired this time will still form an impression about the
company.
  Management should assure the selection process leaves them with a favorable
impression of the company.

Research Methodology

A research methodology defines what the activity of research is, how to proceed, how
to measure progress, and what constitutes success. Research is a process of collecting,
analyzing and interpreting information to answer questions. Research is a scientific
and systematic search for pertinent information on a specific topic. In fact, research is
an art of scientific investigation.

Sources Of Data
Primary Data
► Primary source is used to collect initial material during the research process.
The methods used in collecting data are surveys, direct observation,
interviews, as well as logs. (objective data sources)
► Primary source of information allow the learner to access original and
unedited information.
Sources of Primary Data
 SURVEYS
 QUESTIONNAIRE
 OBSERVATIONS & INTERVIEWS
 EXPERIMENTS

Secondary Data
► These are edited primary sources, second hand versions. they represent
thinking of someone else. secondary data is simply the analysis of preexisting
data in different way or to answer a different question that originally intended.

Sources of Secondary Data

 Internet
 Published data: printed or electronic
 Trade associations
 Periodicals, newspapers, books, reports
 Organization’s Database

Questionnaire

o Tell me about yourself

o Tell me about your work profile.

o What are your greatest strengths?

o What are your greatest weaknesses?

o Why are you leaving (or did you leave) this position?

o Where do you see yourself five years from now?

o Describe your ideal company, location and job.

o Why do you want to work at our company?

o What are your career options right now?

o Why should I hire you?