SUMMER TRAINING REPORT ON

RECRUITMENT AND OUTSOURCING

For

Under the supervision Of

Submitted By-

Recruitment Outsourcing

Submitted in Partial Fulfillment for the Award of the Degree of Bachelor in Business Administration 2010-2012

Under the Guidance of:

SubmittedBy:

Institute Of Innovation In Technology And Management Affiliated to Guru Gobind Singh Indraprastha University, Delhi Institutional Area, Janak Puri , Delhi 110058

STUDENT DECLARATION

This is to certify that I have completed the Summer Project titled(title of the project) under the guidance of (name of the guide) in partial fulfillment of the requirement for the award of Degree of Bachelor of Business Administration at Institute Of Innovation In Technology And Management, Delhi. This is an original piece of work & I have not submitted it earlier elsewhere.

Date: Place:

Signature:

CERTIFICATE FROM THE COMPANY

CERTIFICATE FROM THE INSTITUTE GUIDE

This is to certify that the summer project titled Recruitment Outsourcingis an academic work done by ---------------- submitted in the partial fulfillment of the requirement for the award of the degree of Bachelor of Business Administration at Institute Of Innovation In Technology And Management, Delhi, under my guidance & direction.

To the best of my knowledge and belief the data & information presented by him/her in the project has not been submitted earlier.

Signature

Name of the Faculty : Designation :

ACKNOWLEDGEMENT

This project has been the culmination of multiple efforts and therefore I would like to extend my sincere gratitude to the following individuals: --------------------, for his personal attention to the needs and requirements of the project, My reporting manager --------------------- who guided me in understanding of the Project and without whose guidance this project would have been meaningless. I would like to thank my faculty whose affable nature was a comforting factor and whose knowledge and guidance has played a significant role in compiling this project. Last but not the least; I would like to thank my institute for giving me an opportunity to get this relevant exposure in the corporate sector.

EXECUTIVE SUMMARY
The basic idea behind selecting the topic of Recruitment Outsourcing is to study how employees are hired. Today organizations are coming up with the new techniques of hiring people. The project studies how the actual process is carried in the organization. People form an integral part of the organization. The efficiency and quality of its people determines the fate of the organization. Hence choice of right people and placing them at right place becomes essential. Recruitment comes at this point of time in the picture. Recruitment is a strategic function for HR department. Recruitment and selection form the process of hiring the employees. Recruitment is the systematic process of generating a pool of qualified applicant for organization job. The process includes the step like HR planning attracting applicant and screening them. This step is affected by various factors, which can be internal as well as external. The organization makes use of various methods and sources for this purpose. This projects looks into the various types of recruitments, the people involved, the process, the difficulties and the Dos and Donts of the Recruitment process.

LIST OF CHARTS
1.01 1.02 1.03 Requirement Profiling and Processing Specs Check and zeroing Offer Processing

TABLE OF CONTENTS S.No. 1

1.1 1.2 1.3 1.4 1.5 1.6 1.7 1.8 1.9 1.10 1.11 1.12 1.13 1.14

Topics Introduction to the Topic

Company Overview Project Overview Recruitment Sources of Recruitment Factors affecting Recruitment Recruitment policy of a company Recent trends in recruitment E-recruitment Difference between Recruitment and Selection Recruitment Management System HR challenges in Recruitment Forms of Recruitment Recruitment Strategies Recruitment Process

Page No. 1
1 3 3 4 8 11 13 15 18 19 22 23 24 28 47 48

2 3 4 5

Methodology Findings and analysis Conclusion Suggestions

Bibliography

Chapter 1: INTRODUCTION TO THE TOPIC

1.1

COMPANY OVERVIEW

KNR Global was started in early 2002 in a small business center located in New Delhi named as RRH Consultants Pvt. Ltd. The team comprised of professionals who have been the ex-Directors, Board Members and Co-Founders of companies in Equity, Accounting, Infrastructure and Power Sectors with more than 100 Crores of Turnover. The company specialized in accounting, risk management and strategic management services. RRH initiated a new enterprise in early 2008 in the name of KNR Management Consultants Pvt. Ltd with an objective to diversify into Market Activation and HR consulting verticals. Today KNR is promoted as a parent company providing a wide suite of specialist services to our customers- from Business Consulting, Financial Consulting, HR Consulting and Market Activation. KNR has grown extensively into a global one-stop shop for all the corporate services. KNR focuses on all business domains and believes that generating ideas and executing them simultaneously is very crucial for business growth. They have specialized teams to perform and produce results for long breakthrough and prepare their clients of what their competitors would do years after. VISION: "To be a globally respected organization that provides best-of-breed business solutions delivered by best-in-class people and nurturing a winning network of clients creating mutual enduring value." KNR offers consultancy services in four major areas:

1. Business Consulting KNR's consulting programs bring expert support to start-ups and existing cooperatives. Drawing from our expertise in business development, market research, marketing,

organizational development and learning systems, they give clients support to accomplish the business goals they set for themselves. Some of the services are: Corporate management Mergers and acquisitions IPO and Private placement

2. Financial Consulting With expertise in a full spectrum of financial advisory services, KNR financial consulting team works closely with organizations, stakeholders and their counsel to address the most complex business issues. The services include: Company formation Taxation Advisory Financial Accounting Investment Management

3. HR Consulting KNR is among the leading Human Resource Consultants. They have team of expertise and efficient Consultants who will help you achieve your organizational goals in the most efficient way. The services include: Executive Search Permanent Staffing HR Outsourcing Training and Development

4. KNR Events KNR helps build effective teams, launch products, celebrate their successes and reward their employees. They offer a host of services that can be perfectly tailored to the company's individual needs and vision like: Corporate Entertainment Solutions Branding Services Corporate Team Building Events

1.2

PROJECT OVERVIEW

The human resources are the most important assets of an organization. The success or failure of an organization is largely dependent on the caliber of the people working therein. Without positive and creative contributions from people, organizations cannot progress and prosper. In order to achieve the goals or the activities of an organization, therefore, they need to recruit people with requisite skills, qualifications and experience. While doing so, they have to keep the present as well as the future requirements of the organization in mind. Recruitment is distinct from Employment and Selection. Once the required number and kind of human resources are determined, the management has to find the places where the required human resources are/will be available and also find the means of attracting them towards the organization before selecting suitable candidates for jobs. All this process is generally known as recruitment. Some people use the term Recruitment for employment. These two are not one and the same. Recruitment is only one of the steps in the entire employment process. Some others use the term recruitment for selection. These are not the same either. Technically speaking, the function of recruitment precedes the selection function and it includes only finding, developing the sources of prospective employees and attracting them to apply for jobs in an organization, whereas the selection is the process of finding out the most suitable candidate to the job out of the candidates attracted (i.e., recruited).Formal definition of recruitment would give clear cut idea about the function of recruitment.

1.3

RECRUITMENT

Recruitment refers to the process of screening and selecting people for a job in an organization or firm, or for a vacancy in a volunteer-based organization or community group. While generalist managers or administrators can undertake some components of the recruitment process, mid- and large-size organizations and companies often retain professional recruiters or outsource some of the process to recruitment agencies. External recruitment is the process of attracting and selecting employees from outside the organization.

Purpose and importance 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. 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

1.4 SOURCES OF RECRUITMENT

Every organization has the option of choosing the candidates for its recruitment processes from two kinds of sources: internal and external sources. 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. Recruitment candidates from all the other sources (like outsourcing agencies etc.) are known as the external sources of recruitment.

SOURCES OF RECRUITMENT

Internal Sources Internal Recruitment is a recruitment which takes place within the concern or organization. Internal sources of recruitment are readily available to an organization. Internal sources are primarily three - Transfers, promotions and Re-employment of ex-employees. Reemployment of ex-employees is one of the internal sources of recruitment in which employees can be invited and appointed to fill vacancies in the concern. There are situations when ex-employees provide unsolicited applications also. Internal recruitment may lead to increase in employees productivity as their motivation level increases. It also saves time, money and efforts. But a drawback of internal recruitment is that it refrains the organization from new blood. Also, not all the manpower requirements can be met through internal recruitment. Hiring from outside has to be done.

1. Transfers The employees are transferred from one department to another according to their efficiency and experience. 2. Promotion The employees are promoted from one department to another with more benefits and greater responsibility based on efficiency and experience. 3. Others are Upgrading and Demotion of present employees according to their performance. 4. Retired and Retrenched employees may also be recruited once again in case of shortage of qualified personnel or increase in load of work. Recruitment such people save time and costs of the organizations as the people are already aware of the organizational culture and the policies and procedures. 5. The dependents and relatives of Deceased employees and Disabled employees are also done by many companies so that the members of the family do not become dependent on the mercy of others. External Sources External sources of recruitment have to be solicited from outside the organization. External sources are external to a concern. But it involves lot of time and money. The external sources of recruitment include - Employment at factory gate, advertisements, employment exchanges, employment agencies, educational institutes, labor contractors, recommendations etc.

1. Press Advertisements Advertisements of the vacancy in newspapers and journals are a widely used source of recruitment. The main advantage of this method is that it has a wide reach. 2. Educational Institutes

Various management institutes, engineering colleges, medical Colleges etc. are a good source of recruiting well qualified executives, engineers, medical staff etc. They provide facilities for campus interviews and placements. This source is known as Campus Recruitment. 3. Placement Agencies Several private consultancy firms perform recruitment functions on behalf of client companies by charging a fee. These agencies are particularly suitable for recruitment of executives and specialists. It is also known as RPO (Recruitment Process Outsourcing) 4. Employment Exchanges Government establishes public employment exchanges throughout the country. These exchanges provide job information to job seekers and help employers in identifying suitable candidates. 5. Labor Contractors Manual workers can be recruited through contractors who maintain close contacts with the sources of such workers. This source is used to recruit labor for construction jobs. 6. Unsolicited Applicants Many job seekers visit the office of well-known companies on their own. Such callers are considered nuisance to the daily work routine of the enterprise. But can help in creating the talent pool or the database of the probable candidates for the organization.

7. Employee Referrals/Recommendations Many organizations have structured system where the current employees of the organization can refer their friends and relatives for some position in their organization. Also, the office bearers of trade unions are often aware of the suitability of candidates. Management can inquire these leaders for suitable jobs. In some organizations these are

formal agreements to give priority in recruitment to the candidates recommended by the trade union.

1.5 FACTORS AFFECTING RECRUITMENT

FACTORS AFFECTING RECRUITMENT

Internal Factors

The internal forces i.e. the factors which can be controlled by the organization are: 1. Recruitment Policy The recruitment policy of an organization specifies the objectives of recruitment and provides a framework for implementation of recruitment program. It may involve organizational system to be developed for implementing recruitment programs and procedures by filling up vacancies with best qualified people.

Factors affecting Recruitment policy Organizational objectives Personnel policies of the organization and its competitors. Government policies on reservations. Preferred sources of recruitment. Need of the organization. Recruitment costs and financial implications 2. Human Resource Planning Effective human resource planning helps in determining the gaps present in the existing manpower of the organization. It also helps in determining the number of employees to be recruited and what qualification they must possess. 3. Size of the firm The size of the firm is an important factor in recruitment process. If the organization is planning to increase its operations and expand its business, it will think of hiring more personnel, which will handle its operations. 4. Cost Recruitment incur cost to the employer, therefore, organizations try to employ that source of recruitment which will bear a lower cost of recruitment to the organization for each candidate. 5. Growth and Expansion Organization will employ or think of employing more personnel if it is expanding its operations.

External Factors

The external forces are the forces which cannot be controlled by the organization. The major external forces are: 1. Supply and Demand The availability of manpower both within and outside the organization is an important determinant in the recruitment process. If the company has a demand for more professionals and there is limited supply in the market for the professionals demanded by the company, then the company will have to depend upon internal sources by providing them special training and development programs.

2. Labor Market Employment conditions in the community where the organization is located will influence the recruiting efforts of the organization. If there is surplus of manpower at the time of recruitment, even informal attempts at the time of recruiting like notice boards display of the requisition or announcement in the meeting etc will attract more than enough applicants. 3. Image/Goodwill Image of the employer can work as a potential constraint for recruitment. An organization with positive image and goodwill as an employer finds it easier to attract and retain employees than an organization with negative image. Image of a company is based on what organization does and affected by industry. For example finance was taken up by fresher MBAs when many finance companies were coming up. 4. Political-Social-Legal Environment Various government regulations prohibiting discrimination in hiring and employment have direct impact on recruitment practices. For example, Government of India has introduced legislation for reservation in employment for scheduled castes, scheduled tribes, physically

handicapped etc. Also, trade unions play important role in recruitment. This restricts management freedom to select those individuals who it believes would be the best performers. If the candidate cant meet criteria stipulated by the union but union regulations can restrict recruitment sources.

5.

Unemployment Rate One of the factors that influence the availability of applicants is the growth of the economy (whether economy is growing or not and its rate). When the company is not creating new jobs, there is often oversupply of qualified labor which in turn leads to unemployment.

6.

Competitors The recruitment policies of the competitors also affect the recruitment function of the organizations. To face the competition, many a times the organizations have to change their recruitment policies according to the policies being followed by the competitors.

1.6

RECRUITMENT POLICY OF A COMPANY

In todays rapidly changing business environment, a well defined recruitment policy is necessary for organizations to respond to its human resource requirements in time. Therefore, it is important to have a clear and concise recruitment policy in place, which can be executed effectively to recruit the best talent pool for the selection of the right candidate at the right place quickly. Creating a suitable recruitment policy is the first step in the efficient hiring process. A clear and concise recruitment policy helps ensure a sound recruitment process. It specifies the objectives of recruitment and provides a framework for implementation of recruitment program. It may involve organizational system to be developed for implementing recruitment programs and procedures by filling up vacancies with best qualified people.

Components of recruitment policy:

The general recruitment policies and terms of the organization Recruitment services of consultants Recruitment of temporary employees Unique recruitment situations The selection process The job descriptions The terms and conditions of the employment

A recruitment policy of an organization should be such that:

It should focus on recruiting the best potential people. To ensure that every applicant and employee is treated equally with dignity and respect. Unbiased policy. To aid and encourage employees in realizing their full potential. Transparent, task oriented and merit based selection. Weight age during selection given to factors that suit organization needs. Optimization of manpower at the time of selection process. Defining the competent authority to approve each selection.

Abides by relevant public policy and legislation on hiring and employment relationship. Integrates employee needs with the organizational needs.

Factors affecting recruitment policy:

Organizational objectives Personnel policies of the organization and its competitors. Government policies on reservations. Preferred sources of recruitment. Need of the organization. Recruitment costs and financial implications.

1.7 RECENT TRENDS 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. Outsourcing firms develop their human resource pool by employing people

for them and make available personnel to various companies as per their needs. In turn, the outsourcing firms or the intermediaries charge the organizations for their services.

Advantages of outsourcing are: 1. Company need not plan for human resources much in advance. 2. Value creation, operational flexibility and competitive advantage 3. Turning the management's focus to strategic level processes of HRM 4. Company is free from salary negotiations, weeding the unsuitable resumes/candidates. 5. Company can save a lot of its resources and time

Poaching/Raiding Buying talent (rather than developing it) is the latest mantra being followed by the organizations today. Poaching means employing a competent and experienced person already working with another reputed company in the same or different industry; the organization might be a competitor in the industry. A company can attract talent from another firm by offering attractive pay packages and other terms and conditions, better than the current employer of the candidate. But it is seen as an unethical practice and not openly talked about. Indian software and the retail sector are the sectors facing the most severe brunt of poaching today. It has become a challenge for human resource managers to face and tackle poaching, as it weakens the competitive strength of the firm.

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. Alternatively job seekers place their CVs in worldwide web, which can be drawn by prospective employees depending upon their requirements.

Advantages of E-recruitment are:

o o o o o

Low cost. No intermediaries Reduction in time for recruitment. Recruitment of right type of people. Efficiency of recruitment process.

1.8

E-RECRUITMENT

The buzzword and the latest trends in recruitment is the E-Recruitment. Also known as Online recruitment, it is the use of technology or the web based tools to assist the recruitment process. The tool can be either a job website like naukri.com, the organizations corporate web site or its own intranet. Many big and small organizations are using Internet as a source of recruitment. They advertise job vacancies through worldwide web. The job seekers send their applications or curriculum vitae (CV) through an e-mail using the Internet. Alternatively job seekers place their CVs in worldwide web, which can be drawn by prospective employees depending upon their requirements. The internet penetration in India is increasing and has tremendous potential. According to a study by NASSCOM Jobs is among the top reasons why new users will come on to the internet, besides e-mail. There are more than 18 million rsums floating online across the world.

The two kinds of e- recruitment that an organization can use is Job portals i.e. posting the position with the job description and the job specification on the job portal and also searching for the suitable resumes posted on the site corresponding to the opening in the organization. Creating a complete online recruitment/application section in the companys own website. - Companies have added an application system to its website, where the passive job seekers can submit their resumes into the database of the organization for consideration in future, as and when the roles become available.

Online recruitment techniques Giving a detailed job description and job specifications in the job postings to attract candidates with the right skill sets and qualifications at the first stage. E-recruitment should be incorporated into the overall recruitment strategy of the organization A well defined and structured applicant tracking system should be integrated and the system should have a back-end support. Along with the back-office support a comprehensive website to receive and process job applications (through direct or online advertising) should be developed.

Therefore, to conclude, it can be said that e-recruitment is the Evolving face of recruitment.

Advantages & Disadvantages Of E-Recruitment There are many benefits both to the employers and the job seekers but the e-recruitment is not free from a few shortcomings. Some of the advantages and the disadvantages of e- recruitment are as follows:

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). Facilitates the recruitment of right type of people with the required skills, Improves the efficiency of the recruitment process. Gives a 24*7 access to an online collection of resumes. Online recruitment helps the organizations to weed out the unqualified candidates in an automated way.

 Recruitment websites also provide valuable data and information regarding the compensation offered by the competitors etc. which helps the HR managers to take various HR decisions like promotions, salary trends in industry etc

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 millions 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. Organizations cannot be dependant solely and totally on the online recruitment methods. In India, the employers and the employees still prefer a face-to-face interaction rather than sending e-mails.

1.9 DIFFERENCE BETWEEN RECRUITMENT AND SELECTION Both recruitment and selection are the two phases of the employment process. The differences between the two are: 1. Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization WHEREAS selection involves the series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts. 2. The basic purpose of recruitments is to create a talent pool of candidates to enable the selection of best candidates for the organization, by attracting more and more employees to apply in the organization WHEREAS the basic purpose of selection process is to choose the right candidate to fill the various positions in the organization.

3. Recruitment is a positive process i.e. encouraging more and more employees to apply WHEREAS selection is a negative process as it involves rejection of the unsuitable candidates. 4. Recruitment is concerned with tapping the sources of human resources WHEREAS selection is concerned with selecting the most suitable candidate through various interviews and tests. 5. There is no contract of recruitment established in recruitment WHEREAS selection results in a contract of service between the employer and the selected employee.

1.10RECRUITMENT MANAGEMENT SYSTEM

Recruitment management system is the comprehensive tool to manage the entire recruitment processes of an organization. It is one of the technological tools facilitated by the information management systems to the HR of organizations. Just like performance management, payroll and other systems, Recruitment management system helps to contour the recruitment processes and effectively managing the ROI on recruitment.

The features, functions and major benefits of the recruitment management system are explained below: Structure and systematically organize the entire recruitment processes Recruitment management system facilitates faster, unbiased, accurate and reliable processing of applications from various applications. Helps to reduce the time-per-hire and cost-per-hire. Helps to incorporate and integrate the various links like the application system on the official website of the company, the unsolicited applications, outsourcing recruitment, the final decision making to the main recruitment process Maintains an automated active database of the applicants facilitating the talent management and increasing the efficiency of the recruitment processes. Provides and a flexible, automated and interactive interface between the online application system, the recruitment department of the company and the job seeker. Offers tolls and support to enhance productivity, solutions and optimizing the recruitment processes to ensure improved ROI. helps to communicate and create healthy relationships with the candidates through the entire recruitment process.

The Recruitment Management System (RMS) is an innovative information system tool which helps to sane the time and costs of the recruiters and improving the recruitment processes.

The ROI on Recruitment Before making any investment, every organization would want to evaluate the investment by answering the following questions in quantifiable terms:

 What are the costs and the corresponding and related risks on the investment? What are the expected returns of the investment? What is the expected pay-back period of the investment? An organization makes a tremendous amount of investment in its recruitment processes. A lot of resources like time and money are spent on recruitment processes of an organization. But assessing or quantifying the returns on the recruitment process, or, calculating the return on investment (ROI) on recruitment is a complicated task for an organization. Indeed, it is difficult to judge the success of their recruitment processes. Instead, recruitment is one activity that continues in an organization without anyone ever realizing its worth or measuring its impact on the organizations business.

According to a survey, 38 % of organizations do not prepare or produce any kind of documents or reports on their recruitment processes, and there is no accountability of the HR department for the costs incurred and the opportunities missed.

With the increasing strategic focus on the human resources, more and more organizations are adopting one or the other way for calculating the ROI on its recruitments. Many organizations are examining their HR functions and processes and are trying to quantify their results and returns. A recruitment professional or manager can calculate and maximize the return on investments on its organizations recruitment by :

Clear definition of the results to be achieved from recruitment. Developing methods and ways measuring the results like the time to hire, costPer-Hire and effectiveness of the recruitment source etc. Estimating the costs associated with the recruitment project Estimating the tangible and intangible benefits to the organization including the payback period of the recruitments. Providing and ensuring proper training and development of the recruitment professionals.

Assessing the ROI on recruitments can assist an organization to strengthen its HR processes, improving its recruitment function and to build a strategic human resource advantage for the organization.

1.11 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. The biggest challenge for such professionals is to source or recruit the best people or potential candidate for the organization.

In the last few years, the job market has undergone some fundamental changes in terms of technologies, sources of recruitment, competition in the market etc. In an already saturated job market, where the practices like poaching and raiding are gaining momentum, HR professionals are constantly facing new challenges in one of their most important functionrecruitment. They have to face and conquer various challenges to find the best candidates for their organizations.

The major challenges faced by the HR in recruitment are:

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

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

Process analysis The immediacy and speed of the recruitment process are the main concerns of the HR in recruitment. The process should be flexible, adaptive and responsive to the immediate requirements. The recruitment process should also be cost effective.

Strategic prioritization The emerging new systems are both an opportunity as well as a challenge for the HR professionals. Therefore, reviewing staffing needs and prioritizing the tasks to meet the changes in the market has become a challenge for the recruitment professionals.

1.12FORMS OF RECRUITMENT

The organizations differ in terms of their size, business, processes and practices. A few decisions by the recruitment professionals can affect the productivity and efficiency of the organization. Organizations adopt different forms of recruitment practices according to the specific needs of the organization. The organizations can choose from the centralized or decentralized forms of recruitment, explained below:

Centralized Recruitment The recruitment practices of an organization are centralized when the HR / recruitment department at the head office performs all functions of recruitment. Recruitment decisions for all the business verticals and departments of an organization are carried out by the one central HR (or recruitment) department. Centralized from of recruitment is commonly seen in government organizations. Benefits of the centralized form of recruitment are:

Reduces administration costs Better utilization of specialists Uniformity in recruitment Interchangeability of staff Reduces favoritism Every department sends requisitions for recruitment to their central office

Decentralized Recruitment Decentralized recruitment practices are most commonly seen in the case of conglomerates operating in different and diverse business areas. With diverse and geographically spread business areas and offices, it becomes important to understand the needs of each department and frame the recruitment policies and procedures accordingly. Each department carries out its own recruitment. Choice between the two will depend upon management philosophy and needs of particular organization. In some cases combination of both is used. Lower level staffs as well as top level executives are recruited in a decentralized manner.

1.13RECRUITMENT STRATERGIES

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. Organizations have developed and follow recruitment strategies to hire the best talent for

their organization and to utilize their resources optimally. A successful recruitment strategy should be well planned and practical to attract more and good talent to apply in the organization.

For formulating an effective and successful recruitment strategy, the strategy should cover the following elements: 1. Identifying and prioritizing jobs Requirements keep arising at various levels in every organization; it is almost a never-ending process. It is impossible to fill all the positions immediately. Therefore, there is a need to identify the positions requiring immediate attention and action. To maintain the quality of the recruitment activities, it is useful to prioritize the vacancies whether to focus on all vacancies equally or focusing on key jobs first.

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:
o

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.
o

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.

3. Sources of recruitment The strategy should define various sources (external and internal) of recruitment. Which are the sources to be used and focused for the recruitment purposes for various positions? Employee referral is one of the most effective sources of recruitment.

4. Trained recruiters The recruitment professionals conducting the interviews and the other recruitment activities should be well-trained and experienced to conduct the activities. They should also be aware of the major parameters and skills (e.g.: behavioral, technical etc.) to focus while interviewing and selecting a candidate.

5. How to evaluate the candidates The various parameters and the ways to judge them i.e. the entire recruitment process should be planned in advance. Like the rounds of technical interviews, HR interviews, written tests, psychometric tests etc.

Changing Role of Recruitment Intermediaries

Recruitment consultancies, agencies or intermediaries are witnessing a boom in the demand of their services, both by the employers and the job seekers. With an already

saturated job market, the recruitment intermediaries have gained a vital position acting as a link between the job seekers and the employers.

But at the same time, one of the major threats faced by this industry is the growing popularity of e-recruitment. With the changing demand, technologies and the penetration and increasing use of internet, the recruitment consultancies or the intermediaries are facing tough competition. To retain and maintain their position in the recruitment market, the recruitment intermediaries or consultants (as they are commonly known) are witnessing and incorporating various changes in terms of their role, functions and the services. According to a survey amongst top employers, most of them agree with the growing influence of technology and the Internet on the recruitment processes. 70 per cent of employers reported the use of application portal on their companys official website. Apart from that, the emerging popularity of the job portals is also growing. But the fact that the intermediaries or the consultants are able to provide their expert services, economies of scale, up to 40 percent savings in the recruitment costs, knowledge of the market, the candidates, understanding of the requirements, and most importantly, the assess to the suitable and talented candidates and the structured recruitment processes. The recruitment intermediaries save the organizations from the tedious of weeding out unsuitable resumes, co-coordinating interviews, posting vacancies etc. give them an edge over the other sources of recruitment . To retain their position as the service providers in the recruitment market, the recruitment intermediaries are providing value added services to the organizations. They are incorporating the use of internet and job portals, making their services more efficient. Despite of the growing use of the internet, the recruitment intermediaries are predicted to continue dominating the recruitment market in the anticipated future.

1.14

RECRUITMENT PROCESS

The recruitment and selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the strategic advantage for the organizations. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time.

5 Stages of Recruitment Requirement Profiling & Processing Specs Check & Zeroing Client Validation Facilitation Offer Processing Induction

Stage 1: Requirement Profiling & Processing

Client Requirement

Detailing & Understanding

Requirement Profiling

Process Level 1

Internal Consultant Allocations & Teaming External Database Headhunting Internal Database Bucketing

Process Level 2

Process Level 3

Search

Process Level 4

Sifting Broad Specs Check Reject

Process Level 5

Chart No. 1.01 Requirement Profiling and processing

Gathering Client Requirements Our aim is to match our candidates with ideal career opportunities and assist our clients in accurate selection of resources for their business needs. We work closely with the client to review and analyze the clients need. We then form a working group for accurate requirement capturing by means of involving the key personnel from the clients team and putting our subject matter experts together. Objective of this engagement is to come up

with an analysis of the clients need, responsibilities of the position, desired qualifications and qualities, experience and necessary skill sets of the ideal candidate.

Search profiling Based on the output from the requirements gathering effort, we will build a search profile for the right candidate. The aim of the search profile is to enable us making a long list of potential candidates. This profile will help us develop an Intrinsic understanding of requirements, both of client and candidate. The profile will include relevant details such as Skills, compensation, availability, location, etc. -Candidate Listing long list The candidate long list is prepared by collating our various resources to come up with a range of profiles that meet the requirement as profiled. This can involve any one or a combination of the following approaches:

Searching our own database Online recruitment tools to seek and contact the right candidate Social Networking sites to identify potential candidates Network through related industry Searching through our own partner Network. We have partners who specialize in different kinds of role based profiles. We contact appropriate partners for roles, as per their specialization.

Advertisements in Newspapers, adverts in our own site, Job portals, and other media. This provides us a large and confidential source of potential candidates. Head Hunting. This is a very discreet and confidential service, where we look out for potential candidates in the industry with accurately matching profiles and then work with them to consider opportunities. These candidates are typically people who have been successfully handling particular roles of interest and are not actively looking for a change. Our trained team works with such people to explore potential opportunities.

-Candidate Screening Short list

Once the long list is ready, our consultants will set to work to create a short list of candidates from this list. The short list will be classified into two categories, one for the list of most accurately matching and ideal candidates and second for the list of backup candidates. The candidates identified through the above phase are then screened and assessed with reference to the defined and agreed job specifications before they are submitted to employers as potential cases. During the shortlist preparation process, our consultants will:

Evaluate to see if candidates meet the minimum criteria, qualifications, experience, interests, and their willingness to consider opportunities. Also conduct informal reference reviews of candidates identified as potential cases. The objective of the reference reviews would be to learn more about the candidates abilities.

Client Interviews At the end of the above process our consultants will submit to client a report regarding the short listing. The report would contain the candidates in two groups, or primary and back lists, along with Profiles of candidates and consultant remarks and reviews. The candidates in the primary list will be cases who are ready to meet the client. Our consultant will then meet the client with this report and review with them potential cases as per the report. Based on the client review of report, our consultants will prioritize, schedule and manage the interview process of candidates for the client. Our consultant can be part of the interview process (if required) to assist the selection process. Post interview, our consultants will gather feedback from the client and the candidate. We can also, coordinate reference checks and verifications for Top candidates selected.

Reference Check Once the candidate has been finalized by the client, we carry out formal reference check for learning more about the candidates soft Skills, qualifications, experience. Offer & Processing

Once the decision of candidate hiring is made, we will assist the client in the offer preparation and candidate negotiations. We would also assist the client in any document gathering or processing activities, if required. Candidate Joining We will work with the client and the candidate on this case, till the candidate has joined and is settled in the organization. Post joining we will follow up with the candidate and client to get their feedback on their mutual comfort. Such feedback will assist the client in understanding the candidate and also assist us in supporting the client more accurately.

Backup Plan With client satisfaction and our primary objective, we will keep a backup plan ready for the role in the form of a shortlisted candidate, till such time the client formally closes the assignment.

Stage 2: Specs check & Zeroing

Specs Check

Telephonic Interaction

Reject

Process Level 6

Personal Interaction (if required)

Reject

Process Level 7

In-depth Probe

Technical Probe Personality Probe Behavioral Probe Cognitive Probe

Process Level 8

The personal interaction stage, includes a process wherein we take in border line cases.
Assessment of Fit

Customized/ Standardized

Reject

Process Level 9

Reference Checks (If Required) Profile Synopsis Development

Reject

Process Level 10

Process Level 11

Chart no. 1.02 Specs Check and Zeroing

The Right People for the Job

SPECs recruiting team has a proven track record of success and real world experience as sales and marketing executives and not just recruiters. We have been in your chair and we know how demanding it is to run a business and look for great talent at the same time. This experience gained in emerging growth companies, mature companies as well as turn around opportunities, provides us with the experience necessary to understand your specific needs based on your companys size and lifecycle position. We have been there. Your most effective search outcome will be obtained from a professional with the industry knowledge and hiring experience to deliver you an effective sales or marketing professional ideal for the position. If your current requirement is to add experienced sales or marketing professionals, SPECs recruiters will work with you to source, screen, select and secure the top talent available. Sales & Marketing is All We Do At SPEC, we take the guesswork out of making critical sales and marketing hires that are essential to achieving business success. We know sales and marketingits the only thing we do. We have years of experience in building winning teams with Foodservice Manufacturers. We use industry Best Practices to consistently deliver A players who can improve your companys performance. We possess an extensive network and talent database. Our multi-phased search process is designed to make sure you get the top performers you need to accelerate your companys sales.

Why SPEC If youre seeking top-level sales and marketing talent to help you accelerate your companys growth, let SPEC help you build the winning team that delivers results. Whether youre looking to add new personnel or up-grade personnel, we find and deploy the right talent that will take your company to the top of the market and beyond.

Zero-In Recruitment Marketing applies a full breadth of services to the fields of healthcare, executive and educational professional recruitment. Zero-In, the recruitment marketing division of Aloysius Butler and Clark (AB&C), combines interactive media and web communications with branding, graphic design, writing and advertising to recruit healthcare professionals, as well as business and education executives. Recruitment marketing is the science of identifying your employment brand and effectively refining and promoting that brand to achieve better recruitment results.

Stage 3: Client side validation

Aspects of facilitation

The role of the facilitator. The role of facilitator only emerged as a separate set of skills in the 1980s. It has similarities to the traditional Chair or secretary roles in a meeting but goes beyond them to actively participate and guide the group towards consensus.

Consulting with the client. A facilitator will work with a client who is someone in an organization or diverse group, who is calling them and has invited the facilitator to assist. They will try to understand the purpose and outcome of the meeting by discussing it with the client.

Making arrangements for the meeting. The practical arrangements will be arranged or managed by the facilitator. They will also consider in detail the location and layout of the room. They will research the meeting beforehand to understand why it is being held and that all stakeholders are invited and able to attend.

Setting the agenda. They will understand in detail how each item on the agenda is to be tackled and how long it should take. Using specialist techniques they will allow participants to understand all the issues at stake and all alternative courses of action.

Understanding group norms. They will not make assumptions about the way people interact and will try to adapt to the ways of different cultures and organizations .

Understanding group dynamics. Whilst tackling the practical aspects of a meeting they remain aware of undercurrents, both verbal and non-verbal, which may indicate problems the group is having. The facilitator may try to assist the group in becoming aware of these.

The role of the facilitator

Prior to a meeting, facilitators:

o o o o

research the meeting before it happens find out the purpose and goal (if any) of the meeting establish who needs to attend draw up a draft agenda and design the group processes to attain the necessary results share the agenda with potential attendees, changing it as necessary ensure everyone gets fully briefed for the meeting and that everyone knows the purpose and potential consequences of the meeting

o o

During the meeting, facilitators:

o o o o o

monitor the agenda keep time manage the group process encourage participation from all attendees help participants understand different points of view

o o o o o

foster solutions that incorporate diverse points of view manage participant behavior create a safe environment teach new thinking skills and facilitating structured thinking activities record (with an agreed phraseology) agreements. They may also note unresolved issues for later debate.

The facilitator may write up and publish the results of the meeting to everyone concerned including those who could not attend.

For each facilitation, clients will get the following deliverables: 1. Before the event: - A summary of the 1st discussion with the clients is provided. This initial discussion focuses on the clients objectives, the team and the working environment. It enables the facilitator to develop the relevant facilitation scenario. - Detailed proposal(s) is/are handed over to the client or validation 2. During the event - The objective and scenario are discussed with the participants. - Every work done (graphic illustrations, summary tables, metaplan, etc) are gathered by the facilitator.

3. After the event - objectives, scenarios, findings, conclusion and recommendations are summarized in a final report together with the work produced during the event (for example, pictures of the illustrations, etc).

Stage 4: Offer Processing

Offer

Issue Coordination Follow-up

Process Level 17

Drop-outs

Track & Monitor Check Prospect

Process Level 18

Acceptance

Coordination Follow-up
Process Level 19

Joining

Induction, If Required

Process Level 20

Chart No. 1.03 Offer Processing

OFFER OF EMPLOYMENT: All Benefits-eligible Positions Hiring Manager or Proxy tests the terms of the offer with the final candidate. NOTE: This is NOT a formal offer. After the candidate verbally agrees to the terms of the offer, the hiring manager The Hiring Manager notifies the Key Contact of the individual's starting salary and The Key Contact enters the terms of the offer into the Offer Form panels in The Offer Form is signed and approved by the Hiring Manager, Dean/Director, Once all of the approvals have been obtained the key contact uses the information The Key Contact is responsible for obtaining the Provost's or Senior VP's approval

and candidate determine a suitable start date. start date via e-mail. PeopleSoft, and prints out a hard-copy of the Offer Form. Affirmative Action, Budget/DSPA, and ISSI (if necessary). from the Offer Form to create an Offer Letter using standard template formats. and signature. The Key Contact will then mail the letter to the candidate, along with a Direct Deposit Form, Personal Information Request form, an I-9 form, and any other information from the hiring department. Please Note: If at any time during the process, it is determined that changes need to be made to the offer form or the offer letter, the Key Contact needs to revise and reprint the offer form, obtain approvals, and have the HR/Payroll Service Center re-create the offer letter.

COMPLETING THE APPOINTMENT: All Benefits-eligible Positions If the candidate accepts the formal Offer of Employment, he/she

should sign and return one copy of the Offer Letter, and the Personal Information Request Form to the Hiring Manager or Proxy. Upon receipt of the signed offer letter, the Key Contact will update the candidate's status in PeopleSoft to "Ready to hire". following: a. Original signed offer letter b. Copy of the Job posting c. Personal Information Form d. Completed and Signed Application form and Resumes e. I-9 Employment Eligibility Verification Once the package is prepared, the Key Contact will submit the new hire package to HR/Payroll Service Center. If the candidate refuses the formal Offer of Employment, the Key Contact will Hiring Manager or Proxy notifies all candidates not selected for the position. HRM Operations will enter the Employee's start date information into PeopleSoft. Service Center will notify New Employee and cc: Unit, Hiring Manager or Proxy The Key Contact will create a new hire package consisting of the

change his/her status in PeopleSoft to "Reject" or "Withdrawal".

of Orientation Date via an email invitation. During Orientation the employee will be required to complete their W-4 and Direct Deposit paperwork.

International Employees (Process of Hiring International Faculty, Researchers, Staff) In order to comply with the United States federal law regulated by the Immigration and Naturalization Services, the Department of Labor, the Department of Employment and Training, and/or the Department of State, the hiring of non-immigrant international faculty, researchers, and staff should be executed in consultation with the International Student and

Institute, located in 203 Ell Building. This will ensure that the prospective international hire has or will obtain, in a timely fashion, the appropriate visa status in order to be legally employed, either full- or part time at Northeastern University.

Stage 5: Induction

During the induction stage, you will organize a programme that provides the new head teacher with the support, information and contacts him or she will need in order to make a good start in your school. About induction Your new head teacher will feel supported by the governing body and more confident in taking up the reins if you provide an effective induction programme.

Induction is the responsibility of governors and is too often unstructured and left to chance. It begins as soon as the appointment has been agreed and works best if you start planning early. What to include Agree a programme of visits and meetings with your new head teacher. It is common for the chair to be the main contact with the new head teacher, but your appointee might also welcome assistance in organizing discussions with staff and the outgoing head teacher. Induction should make use of any relevant data gathered during the selection process. You should also investigate the growing number of formal programmes available nationally and locally for induction, especially if it is your new head teachers first post. For first-time headships, be aware of the National Colleges Early Headship Provision, which provides funds and opportunities. Newly appointed head teachers will benefit from having a mentor, which your local authority should be able to provide. Your local authority may also offer an induction programme to complement your own, and a pack of information for head teachers who are new to the authority. Things to consider

A well-planned induction is essential to enable the new head teacher to get up to speed as quickly as possible. Make as much use as possible of data generated by the interview process to begin the head teachers performance management and professional development. The chair of governors should devote some time to facilitating the new head teachers entry into formal and informal local networks. The local authority will be a good source of advice on induction. See if your local authority can arrange a mentor from among the experienced local head teachers, but be aware that your head teacher will have preferences and expectations of their own. Discuss it first.

For first-time head teachers, Early Headship Provision provides funds and opportunities.

Make an audit of useful information and keep the new head teacher informed and involved in any substantive decisions that occur between appointment and taking up post.

Checklist for induction At the end of the induction stage, you will have:

obtained information about local and national provision for induction agreed a programme of induction to the school considered ways of welcoming the new head teacher to the community

Chapter 2: METHODOLOGY

Universe: Finite Sample Size: Random Research Design: Descriptive Data collection: Data for the study was collected through secondary source and by discussion with the staff and HR manager i.e. records of KNR Global

Chapter-3: FINDINGS AND ANALYSIS

Analysis is the most important part of any research. It needs to be unbeaten from and with utmost care in order to draw fair conclusion the report generated is in a analysis and interpretation from, as when required bar graph have been draw to present a more comprehensive picture, however it is important to mention that the research report represent the picture of the departments and heads which were covered in the research and views given by the HR -officer.

INCOMPLETE HAI............COMPLETE IT.

Chapter 4: CONCLUSION

Recruitment and selection are getting very much importance these days in the organization. It is very critical thing to evaluate the human resources. It is a systematic procedure that involves many activities. The process includes the step like HR planning attracting applicant and screening them. It is very important activity as it provides right people in right place at right time. It is not an easy task as organizations future is depends on this activity. If suitable employees are selected which are beneficial to the organization it is at safe side but if decision goes wrong it can be dangerous to the organization. So it is an activity for which HR department gets very much importance. Recruitment and selection procedure and its policies changed as per the organization. Its importance also gets changed as the organization changed.

Chapter 5: SUGGESTIONS

Campus placement techniques should be use to select appropriate candidates. Walk in process recruitment techniques also should be used Exam should be conducted by company to check the candidates knowledge. Company should increase the training time for junior employees to a week and senior to a fortnight for better understanding of working culture.

BIBILOGRAPHY

Books K. Aswathappa Robert Mattis Nair Nair Mamoria

Websites www.erexchange.com www.hr.com www.pyramidweb.net www.wikipedia.org www.google.com