INTRODUCTION

In this is competitive global world and increasing flexibility in the human resource market, recruitment is becoming more and more important in every business. Therefore, recruitment serves as the first step in fulfilling the needs of organizations for a competitive, motivated and flexible human resource that can help achieve its objectives We can say 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.

OBJECTIVE OF THE STUDY

To find out the recruitment process in IT Sector. Since the employee turnover is high in compare of other industries. So its essential to find out and understand the process and steps taken in IT companies.

To study the strategies which helps to create a pool of prospective employees for the organization so that the management can select the right candidate for the right job from this pool?

To understand the recruitment policies of the organization which specifies the objective of recruitment and provide a framework for implementation of recruitment programme.

To analyze the activities which determines the present and future requirement of the human resource.

To get a close look at the various level authority responsibility relationship prevailing

RECRUITMENT & SELECTION PROCESS

MEANING:

Recruitment of candidates is the function preceding the selection, which helps create a pool of prospective employees for the organization so that the management can select the right candidate for the right job from this pool. The main objective of the recruitment process is to expedite the selection process.

RECRUITMENT NEEDS
PLANNED When the Human Resource department already planned the Recruitment or well aware about the requirement of manpower in advance and look for the human resource to fulfill the requirement then the activity is considered as Planned Recruitment. ANTICIPATED Anticipated needs are those movements in personnel, which an organization can predict by studying trends in internal and external environment, or when they anticipated any business project whose development require lot of new skill set or human resource for deployment

In IT industry, Outsourcing is a very common word and most of the big companies prefer to outsource the project or its few modules to other companies. It happens due to non-availability of in-house manpower or skill set, or sometimes when the HR department is not able to execute the recruitment process effectively or timely.

OBJECTIVE OF RECRUITMENT PROCESS:

The objective of the recruitment process is to obtain the number and quality of employees that can be selected in order to help the organization to achieve its goals and objectives. OBJECTIVES:

a) Support the organization ability to acquire, retain and develop the best talent and skills.
b)

Determine present and future manpower requirements of the organization in coordination with planning and job analysis activities.

c) Obtain the number and quality of employees that can be selected in order to help the organization to achieve its goals and objectives.

PURPOSE OF RECRUITMENT:

Attract and encourage more and more candidates to apply in the organization. Create a talent pool of candidates to enable the selection of best candidates for the organization. Determine present and future requirements of the organization in conjunction with its personnel planning and job analysis activities.

IMPORTANCE OF RECRUITMENT:

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. SOURCES OF RECRUITMENT: Every organization has the option of choosing the candidates for its recruitment processes from two kinds of sources, i.e.
1)

Internal sources- The sources within the organization itself (like transfer of employees from one department to other, promotions) to fill a position are known as the internal sources of recruitment. External sources- Recruitment candidates from all the other sources (like outsourcing agencies etc.) are known as the external sources of the recruitment.

2)

INTERNAL SOURCES OF RECRUITMENT

Some Internal Sources of Recruitments are given below:

1. TRANSFERS The employees are transferred from one department to another according to their efficiency and experience.

2. PROMOTIONS

The employees are promoted from one department to another with more benefits and greater responsibility based on efficiency and experience.

EVALUATION OF INTERNAL RECRUITMENT:

ADVANTAGE: Less costly than external recruiting Organizations typically have a better knowledge of the internal candidates skills and abilities than the one acquired through external recruiting. . DISADVANTAGE: This method simply perpetuates the old concept of doing things-that creative problem solving may be hindered by the lack of new talent.

RECRUITMENT STRATEGIES
Recruitment is of the most crucial roles of the human resource professionals. The level of performance of and organization depends on the effectiveness of its recruitment function. 1. IDENTIFYING AND PRIORITIZING JOBS Recruitment keep arising at various levels in every organization; it is almost a never-ending process. 2. CANDIDATES TO TARGET

The recruitment process can be effective only if the organization completely understands the requirements of the type of candidates that are required and will be beneficial for the organization. This covers the following parameters as well:

Performance level required: Different strategies are required for focusing on hiring high performers and average performers. Experience level required: the strategy should be clear as to what is the experience level required by the organization. The candidates experience can range from being a fresher to experienced senior professionals.

Category of the candidate: the strategy should clearly define the target candidate. He/she can be from the same industry, different industry, unemployed, top performers of the industry etc.

HR CHALLENGES IN RECRUITMENT
Recruitment is a function that requires business perspective, expertise, ability to find and match the best potential candidate for the organization, diplomacy, marketing skills (as to sell the position to the candidate) and wisdom to align the recruitment processes for the benefit of the organization. The HR professionals handling the recruitment function of the organization- are constantly facing new challenges in Recruitment. The biggest HR challenge in Recruitment for such professionals is to source or recruit the best people or potential candidate for the organization.

Adaptability to globalization

The HR professionals are expected and required to keep in tune with the changing times, i.e. the changes taking place across the globe. HR should maintain the timeliness of the process.

Lack of motivation Recruitment is considered to be a thankless job. Even if the organization is achieving results, HR department or professionals are not thanked for recruiting the right employees and performers.

RECENT TRENDS IN RECRUITMENT

The following trends are being seen in recruitment:

OUTSOURCING In India, the HR processes are being outsourced from more than a decade now. A company may draw required personnel from outsourcing firms. The outsourcing firms help the organization by the initial screening of the candidates according to the needs of the organization and creating a suitable pool of talent for the final selection by the organization. E-RECRUITMENT Many big organizations use Internet as a source of recruitment. E-recruitment is the use of technology to assist the recruitment process. They advertise job vacancies through worldwide web. The job seekers send their applications or curriculum vitae i.e. CV through e mail using the Internet.

Advantages Of E-Recruitment Are:

Lower costs to the organization. Also, posting jobs online is cheaper than advertising in the newspapers. No intermediaries. Reduction in the time for recruitment (over 65 percent of the hiring time).

Disadvantages Of E-Recruitment
Apart from the various benefits, e-recruitment has its own share of shortcomings and disadvantages. Some of them are:

Screening and checking the skill mapping and authenticity of million of resumes is a problem and time consuming exercise for organizations.

There is low Internet penetration and no access and lack of awareness of internet in many locations across India.

SELECTION
Selection is the process of picking individual (out of the pool of job applicant) with requisite qualifications and competence to fill job in the organization. In other words, it is the process of differentiating between applicants in order to identify (and hire) those with a greater likely-hood of success in a job.

Selection Process:
Selection is a long process, commencing from the preliminary interview if candidates and ending with the contract of employment.

The following steps generally make up the selection process for the right sales personnel Pre Interview Screening & Preliminary Interview

Application Form Personal Interview Checking References Credit Checks Tests Physical Examination Job Offer

OBJECTIVE OF INTERVIEW FOR SELECTION PROCESS:

Interview has at least three objectives. These are: Helps to obtain additional information from the applicants. Facilitate giving general information to the applicant such as company policies, job, product manufactured and the like. Helps to build the companys image among the applicants. TYPES OF INTERVIEW There are many types of interviews a person can face for selection. The type of interview selected is based on recruiters choice and requirements. For example, BPOs prefer telephonic interview as screening test.

The Various Types Of Interviews Are As Follows: Screening Interview

The screening interview can be telephonic or face-to-face or a candidate can be judged on the basis of his/her resume. Telephonic Interview

Traditional Face-to-Face Interview

Panel Interview

This type of interview consists of the candidate facing a panel of interviewers. Usually three to ten members constitute the interview panel. The interview focuses on group management and presentation skills of the candidates. Government organizations practice this kind of interview for their recruitments

Group Interview Also known as group discussion, the group interview focuses on the leadership skills of the candidates. Informal groups are formed. Each group is asked to discuss a given subject. The interviewer focuses on how a candidate interacts with others in the group and how he/she puts his/her views in the presence of others and how well he/she influence others.