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Vol-3 Issue-4 2017

IJARIIE-ISSN(O)-2395-4396

A STUDY ON RECRUITMENT AND SELECTION
PROCESS ORGANIZATION WITH THE HELP OF
RECRUITING AGENCY
ANUSHYAYOGARAJAN1, Dr
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N
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of Saveetha School of Management, India
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of Management, Saveetha School of management, India
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T h e recruitement process is keenly monitored by the organization because it provides the
advance growth for the organization
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Business organizations are advancing modern recruiting and selection
methods due to the entry of consultancy
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The best
human capital availability in organizations makes them competitive advantage and as well as they
become the real life blood of the organizations
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The research was done
using both primary and secondary data
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The results were obtained from percentage method
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Keywords: Employees, recruitment, selection, recruitment process, recruiting agency
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Among the HR practices
recruitment is the basic function where employees are entry into the organizations
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Selection is the process of choosing an appropriate candidate among the job applicants
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Recruitment is the positive aspect where as
selection is the negative aspect of HR practices
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HRM is the process of managing people in organizations in a structured and thorough
manner
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This is the traditional definition of HRM which leads some experts to define it
as a modern version of the Personnel Management function that was used earlier
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Human Resource Development (HRD) means to develop available manpower through suitable
methods such as training, promotions, transfers and opportunities for career development
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Such team constitutes an
important asset of an enterprise
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According to Peter F
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" The human resource should be
nurtured and used for the benefit of the organization
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In the liberalized economy, Indian organizations are also learning to
compete locally as well as globally but most of the Indian organizations have been exploiting only a part
of their inherent potential
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People are the greatest asset to a company; it is they who can give the strategic advantage to an
organization
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The first and foremost condition to run a organization successfully in competitive
environment is to devise an efficacious and productive performance management system to manage the
performance of the employees in a meaningful manner
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Many scholars and experts have contributed their ideas and views in
terms of articles, research papers, etc
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Delaney and Mark A
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Results
also suggest methodological issues for consideration in examinations of the relationship between HRM
systems and firm performance
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Stone (2005) in the fifth edition of his book Human Resource Management defines
recruitment as the process of „seeking and attracting a pool of applicants from which qualified candidates
for job vacancies within an organization can be selected
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Flippo, “Recruitment is the process of searching the candidates for employment
and stimulating them to apply for jobs in the organization”
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So we can say that recruitment is a
process of finding and attracting capable applicants for Employment
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The result is a pool of applications
from which new employees are selected
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Though, theoretically, recruitment process is said to end with the receipt of applications, in practice the
activity extends to the screening of applications so as to eliminate those who are not qualified for the job
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1 Recruitment Process
As stated earlier, recruitment refers to the process of identifying and attracting job seekers so as
to build a pool of qualified job applicants
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The ideal
recruitment program is the one that attracts a relatively large number of qualified applicants who will
survive the screening process and accept positions with the organization when offered
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(Heneman, 1986) Thus, to approach the ideal, individuals responsible for recruitment process must know
how many and what types of employees are needed, where and how to look for individuals with the
appropriate qualifications and interests, what inducements to use or avoid for various types of applicants
groups, how to distinguish applicants who are underqualified from those who have a reasonable chance of
success, and how to evaluate their work
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Barber (1998) discussed the recruitment function more closely related to the organization‟s
strategic human resource planning
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Recruiting is not just a game of human
numbers anymore
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It means working closely with management on shaping organization
Following Model Depicts the Flow of the Recruitment Process-

Figure 2
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One
liability of the HR professional is to converse the attributes of a particular job undoubtedly
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The job analysis identifies the tasks, responsibilities and outcomes required of a job as
well as identifying the knowledge and skills required to perform within the position (Compton and
Nankervis, 1998)
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Planning involves the translation of likely job
vacancies and information about the nature of these jobs into a set of objectives or targets that specify the
(i) number and (ii) type of applicants to be contacted
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Some of those

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IJARIIE-ISSN(O)-2395-4396

contacted will be uninterested, unqualified or both
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(Heneman, 1986)
Companies calculate yield ratios (yRs) which express the relationship of applicant inputs to outputs at
various decision points
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No yRs will be available for
recruiting employees for the first time, or for recruiting sources or method that have not yet been tried
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(Heneman, 1986)
B) Type of Contacts
This refers to the type of people to be informed about job openings
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These details
are available through job description and job specification
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(Anthony, 1993)
a) ‘Make’ or ‘Buy’
Organizations must decide whether to hire less skilled employees and invest in training and
education programs or they can hire skilled labour and professionals
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Organizations that hire
skilled labour and professionals have to pay more for these employees
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But the high remuneration that the skilled workers
and professional demand may outweigh the benefits
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This decision is mainly influenced by the available technology
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Although
impersonal, computers have given employers and job seekers a wider scope of options in the initial
screening
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They have begun
sending their CVs by email to number of organizations without wasting time and without spending money
on travel
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Generally, companies look into the national market for managerial and professional
employees, regional or local markets for technical employees, and local markets for clerical and blue
collar employees
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One such factor is the location of
the organization
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But the same company can depend on the
local market, if it were located in Bangalore
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Local shortage of blue collar employees compels organizations to conduct regional recruiting campaigns
for these employees
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Recognizing this, many adopt an incremental strategy in which initial efforts are
concentrated in regional or local labour markets and expanded only if these efforts fail to achieve the
desired results
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There are several sources and they

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may be broadly categorized into (i) internal and (ii) external
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These and other agencies in the
profession are retained by organizations for recruiting and selecting managerial and executive personnel
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They also keep prospective employers and the employees anonymous
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Most consultants charge fees from 5
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Time limitations of the study were only 3 month
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OBJECTIVES:
This project based on Various Human resource strategies used in understanding the recruitment
process for various client companies and to analyze the satisfaction of the company
 The main objectives of the study are as follows:
 To understand the process of recruitment
 To know the sources of recruitment at various levels and various jobs
 To critically analyze the functioning of recruitment procedures
 To identify the probable area of improvement to make recruitment procedure more effective
 To know the managerial satisfaction level as well as to know the yield ratio
 To search or headhunt people whose, skill fits into the company‟s values
NEED FOR THE STUDY:
This study was carried out in order to find
The recruitment process activity carried out for various client companies
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The key points of my research study are:
 To Understand and analyze various HR factors including recruitment procedure at consultant
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METHODOLOGY OF STUDY:
The project is a systematic presentation consisting of the enunciated problem, formulated
hypothesis, collected facts of data, analyzed facts and proposed conclusions in form of recommendations
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DATA COLLECTION:
Primary Data:
Primary data was collected through survey method by distributing questionnaires to employees
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Secondary Data:
Data was collected from web sites, going through the records of the organisation, etc
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Or in other words we can say that secondary data is the data used previously for
the analysis and the results are undertaken for the next process
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It studies the
main area where the problem lies and also tries to evaluate some appropriate courses of action
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The research was taken by necessary steps to avoid any biased
while collecting the data
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Analysis of data
FIGURE:1

prefered interview
personal

telephonic

video conference other
23% 3% 30%
44%

TABLE 1:
interview preferred

Percentage

Personal

30

telephonic

43
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33

Other

3
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What source you adopt to source candidates?

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FIGURE2

source the candidate
Candidate referral

Advertising

job portal

27%
43%
30%

TABLE 2
SOURCE THE CANDIDATE

Percentage

Candidate referral

26
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33

INFERENCE
This analysis indicates that most of the respondent i
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43
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6% responded
for Candidate referral and 30% responded for Advertising
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e
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66666667

20

13
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66666667
20
13
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e
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e: gender and leaving period of the employee between 3-6 month
Crosstabs
TABLE4
Case Processing Summary
Cases
Valid
N
gender * leaving period 36month

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Missing
Percent

30

100
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0%

N

Percent
30

100
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According to the survey taken most of the management prefer Telephonic interview (44%)
than the personal interview (30%) and other form of interview ( 26%)
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As per the data collected the candidate been sourced through Job portal (43
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6%)
3
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e monster,indeed etc
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From the data collected nearly all the recruiters ask these questions such as :
Experience,CTC
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5
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Aptitude etc
6
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7
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As per the study taken the employee selection process is mostly completed in the period of one
month (83%)
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 Recruitment policy is satisfactory in CONSULTANCY but the periodicity of recruitment is being
more which needs to be reduced
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 Recruitment is fair
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 To some extent a clear picture of the required candidate should be made in order to search for
appropriate candidates
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Personal Management - Edwin B
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2
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Delaney and Mark A
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Himalaya Publication
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Essentials of HRM and IR - Raymond J
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Research Methodology -C
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Kothari
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Personnel and Human Resource Management – P
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7
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Human Resource Management:An Experiemental approach
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McGrawHill, 2003
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Hays R
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naukrihub
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html
http://www
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co
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php?option=com_content&task=view&id=19&Itemid=34
http://en
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org/wiki/Recruitment
https://www
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co
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emc
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