Executive SummaryRecruitment is defined as, a process to
discover the sources of manpower to meet the requirements of the
staffing schedule and to employ effective measures for attracting
that manpower in adequate numbers to facilitate effective selection
of an efficient workforce.This project was undertaken to study the
END TO END PROCESS OF RECRUITMENT at Talent Corner HR Services,
with the help of different sources of recruitment at various
level.The main objective of this project is to critically analyze
the process of recruitment and to identify the probable area of
improvement to make the recruitment process more effectiveThis
project includes meaning and definition of recruitment. Need and
purpose of recruitment. Evaluation of recruitment process,
recruitment tips and sources of recruitment through which an
organization gets a suitable application.This project was
undertaken under certain limitations as closure of the position was
under turnaround time which would hamper the quality of the
recruitment process.The benefit of the study for the researcher is
that it helped to gain knowledge and experience and also provided
the opportunity to study and understand the prevalent recruitment
procedures.
Introduction to Company Talent Corner HR Services Pvt. LtdTalent
Corner H.R. Services Pvt. Ltd. brings to you a unique business
opportunity An opportunity that helps you achieve financial
freedoman opportunity that lets you work alongside your present
jobAn opportunity that lets You call the shotsAn opportunity to own
your very own business
If you are looking to escape the confines of your boring
cubicle, there's something definitely appealing about buying a
"business in a box" that takes the mystery (and at least some of
the risk) out of starting your own business.
Talent Corner understands this and hence we invite you to be our
business partner and to reap rewards with us.
Talent Corner is a professional human resource organization
providing innovative recruitment and training platforms for the
corporate world. Incorporated in 2002, with a modest set-up of just
three people, Talent Corner has now grown into one of Indias
leading HR management consultants with over 100 employees in 16
offices across the country; serving over 500 clients in diverse
industries. Headquartered in Mumbai, we have branches in Andheri,
Seawood, Kolkata, Hyderabad, Delhi, Pune, Ahemdabad, Meerut,
Bhubaneswar and Nagpur.Fact Sheet Year of Establishment: 2002Nature
of Business: Innovative Recruitment & Training PlatformMajor
Markets: Indian Subcontinent, East Asia, Middle East and South East
AsiaContact Details Contact details of headquartersTalent Corner HR
Services Pvt Ltd. (Registered & Corporate Office)308,Swastik
Disa Corporate ParkL.B.S.Marg, Opp. Shreyas CinemaLandmark:
Vodafone ShowroomGhatkopar (W)Mumbai- 400 086Tel : 022- 42444002
(200 Lines) (For All)Contact: Mr Rashesh Doshi-9820522847 (For
Clients Only)Email [email protected] Komal
Bhanushali-9967440629 Email [email protected] Web Site:
http://www.talentcorner.in
Company ProfileVisionTo grow beyond its horizon of goals and
innovate continuously, in order to become a hallmark of a dynamic
organization, responding to its customers needs. To make the
recruitment process much easier, faster and viable, in order to
absorb fresh talent. To reduce the gap and upgrade relationships
between candidates and clients which represents one goal that we
are trying to solve. MissionTo offer integrated, best quality
services enabling you to upgrade your activities with talented
people according to your requests. To be a reliable and perform
through values, compelling relationships with candidates and
clients.
Among the many HR agencies in the country, we stand out due to
our unique deliverance of services. The main reasons why our
customers choose us over others are:
High Quality ServicesAt Talent Corner, we offer you a 360 degree
range of services that help you to meet all your needs from one
partner. We aim to cater to every small or large requirement as far
as possible. Further, our emphasis on training our own staff on a
continuous basis enables us to ensure that you receive excellent
services each time you need usDiversified offersWithin several
years, our offices try to offer the best in many sectors. And now,
our teams are specialized in diversified sectors such as IT, Retail
& Entertainment, Manufacturing & Engineering, Financial
Services and Hospitality Industry. More and more, they extend their
competences to attract companies in new sectors. Therefore,
advertising and events agencies trust our values.Speed and
EfficiencyIn a time-bound field of work, we often surprise our
customers with our speed and efficiency of work. With our vast and
ever-increasing database of suitable employees, we are able to
offer our clients an effective turnaround time. Our well trained,
experienced team members are specialized in talent hunt i.e.
identifying and sourcing candidates from the corporate sector in
India who are engaged in a similar job profile. Furthermore, our
teams are trained to work longer and respect the time limit to get
the best candidates on time, or sometimes much before your
expectations.
Trained Personnel for Personalized ServicesTo make every
candidates of our feel valued, we begin from our own team of
personnel. Training and development of our team members is a vital
part of our operations. As our customers, you enjoy the personal
attention of an exclusive team of trained staff who is devoted
solely to your organizations operations. In turn, you derive
maximum values from our services. We even guarantee our performance
by our compensatory clause in our contract if the sourcing is not
up to your expectations or within the specified time
period.Significant evolutionEvery times, ours teams try to work
much better with innovative tools and use the best techniques to
train candidates. That is why our offices grew up
phenomenally.SynergyOur different departments such as Business
Development, Human Resources and Advertising work hand in hand,
information must move in each department. Coordination must be
controlled by our managers at every time to reach better
results.
Executive TeamThe executive team is composed by a large range of
tasks coordinate by our managers. And every people in this team
have a specific task linked to the Human resources profile. Being
in the same structure, work hand in hand allows them to transfer
all information directly. This is an efficient solution for us and
for all of our partners. First, customers who want to recruit the
right person for a specific profile. Second, candidates who want to
find a right job according to his profile. Third, managers who have
to report all information to our directors.RecruitmentIt consists
on recruiting people according to the requests of our clients.
Thanks to innovative tools, based on Internet. It allows them to
find in few minutes the good rsum and then they suggest them to the
clients.TrainingWith our experience, we have decided to offer a
training service to candidates who need it: To improve their
chances to obtain a right job.In relation to their profile, we
offer a large range of training Soft skill development, Marketing
and sales, Communication and relationship management.Business
developmentAt present, we have built a good relationship with our
clients and we wish to go on this way. We also want to offer our
view to new customers and show them that our teams are real
professionals with a high quality services.
Search SelectionRecruiters, crucial members of Talent Corner
have specific role focusing on the search and selection activities.
They have to filter the candidate as per the requirement of the
clients. Specialized in recruiting personnel for companies in
various industries. They work only on specific websites on
Internet: efficient tool which provides a quick research and high
quality contents. It is also important that such recruiters operate
within procedures previously approved and experienced.-
Understanding requirement:To check all of the important information
that the client expect from the candidate.- Preparing job
descriptions:- Sourcing CVs:To search CV according to the
requirement of the client with innovative tools on Internet such as
social network websites (orkut.com or linked.com) and job seekers
websites (naukri.com, monster.com and timesjob.com)- Head
hunting:This is a process for clients who require candidates who
come from a particular company- Conducting Telephonic Round of
Interview:To make a feedback about candidates to the clients before
and after interview- Scheduling candidates:To schedule for each
interview- Follow-up:To make feedbacks and results with candidates
and clients
Campus Placement
The campus placement office usually coordinates the recruitment
process. The recruitment season typically extends mid-October to
mid-March. Economic and demographic tends to affect the job market.
In a competitive environment, maintaining campus relations is
crucial to the success of campus recruiting. To do this, TC builds
up relationships with faculty, administrators, Career center staff
and students.TC also managed the career fairs and interview. TC
endows with the opportunity to graduate, post graduate and MBA
candidates who are looking for an internship in a corporate for
summer or in winter. Internship includes projects on various
topics. You have the opportunity to put forward your profile and
resume to our team, to know more please visit following link.
www.tccampus.in
Clients of Talent CornerTalent Corner is working with a large
types of companies, small and medium companies and firms with more
than 150 people but also international organizations which have
investments in India.
Code & Ethics
This statement has been adopted to promote and maintain the
highest standard of services to our different factors such as
customers, candidates and partners. This declaration covers all of
our principles of ethics, our values and behaviors expected of our
employees. We promise to provide true principles:
Talent Corner Services
RecruitmentBusinessDevelopmentTraining
-New Requirement - Requirement -Marketing-Billing -Identifying
Prospective -Building Training candidates modules-Maintaining
-Sourcing candidates -Organizing training Classes.-Harmonious
relationship -Scheduling interview with clients -Short listing
candidates -Candidate relationship
Business Development3 kinds of customers:- Prospects- Existing
customers- Customers who stop the relationship with TC Prospects:-
To enlarge our customer database- Introduce our company and our
services during a meeting- To have new requirements - To tap new
companies and new sectors- To make a report of each meetingExisting
customers:- Generating New requirement: refresh our
positionCustomer who stop the relationship with TC- Refreshing our
position- Understanding the problem Job Profile in Talent Corner HR
Services: Sourcing resumes through different job portals like
Naukri, Monster, LinkedIn, Times Jobs, OLX & Quicker etc. Based
on the clients requirements screening the resumes and judging the
Candidates to meet the particular requirement. Initial phone
screening of candidates to judge communications and background.
Short listing the candidates as per clients requirements and then
scheduling up the interviews. Regular follow up with the selected
candidates to confirm their joining dates, ensuring the maximum of
them are placed successfully with the respective organization
Maintaining and updating database of potential, prospective and
rejected candidates Constantly be in touch with the candidate until
he/she joins. Co-ordinate with other recruiters to work as a team.
Maintaining a database of candidates. Handling end to end
recruitments.
Introduction Of the Study
Objectives of the study:The main objectives of the study at
Talent Corner HR Service are as follows: To understand and
critically analyze the process of recruitment and its function. To
know the sources of recruitment at various levels and various jobs.
To identify the probable area of improvement to make recruitment
procedure more effective. To know the managerial satisfaction level
(top, middle & lower) as well as to know the yield ratio. To
search or headhunt people whose, skill fits into the companys
values
Scope of study: Identify the potential candidates from the data
pool based on the suitability with the positions aligning the
potential candidature with the job descriptions. The stipulated
time for the project was insufficient to undergo and cover the
entire project topic.
Human Resource Management and Human Resource
DevelopmentDefinition:HRM is the process of managing people in
organizations in a structured and thorough manner. This covers the
fields of staffing (hiring people), retention of people, pay and
perks setting and management, performance management, change
management and taking care of exits from the company to round off
the activities. 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.We have chosen
the term art and science as HRM is both the art of managing people
by recourse to creative and innovative approaches; it is a science
as well because of the precision and rigorous application of theory
that is required.Human Resource Development (HRD) means to develop
available manpower through suitable methods such as training,
promotions, transfers and opportunities for career development. HRD
programs create a team of well-trained, efficient and capable
managers and subordinates. Such team constitutes an important asset
of an enterprise. One organization is different from another mainly
because of the people (employees) working there in. According to
Peter F. Drucker, "The prosperity, if not the survival of any
business depends on the performance of its managers of tomorrow."
The human resource should be nurtured and used for the benefit of
the organization.
Advantages / Importance of HR: Meeting manpower needs: Every
Organization needs adequate and properly qualified staff for the
conduct of regular business activities. Imaginative HRP is needed
in order to meet the growing and changing human resource needs of
an organization. Replacement of manpower: The existing manpower in
an Organization is affected due to various reasons such as
retirement and removal of employees and labour turnover. HRP is
needed to estimate the shortfall in the manpower requirement and
also for making suitable arrangements for the recruitment and
appointment of new staff. Meeting growing manpower needs: The
expansion or modernization programme may be undertaken by the
enterprise. Manpower planning is needed in order to forecast and
meet additional manpower requirement due to expansion and growth
needs through recruitment and suitable training programs. Meeting
challenges of technological environment: HRP is helpful in
effective use of technological progress. To meet the challenge of
new technology existing employees need to be retrained and new
employees may be recruited. Coping with change: HRP enables an
enterprise to cope with changes in competitive forces, markets,
products, and technology and government regulations. Such changes
generate changes in job content, skill, number and type of
personals. Increasing investment in HR: An employee who picks up
skills and abilities becomes a valuable resource because an
organization makes investments in its manpower either through
direct training or job assignments. Adjusting manpower
requirements: A situation may develop in; an organization when
there will be surplus staff in one department and shortage of staff
in some other department. Transfers and promotions are made for
meeting such situations. Recruitment and selection of employees:
HRP suggests the type of manpower required in an organization with
necessary details. This facilitates recruitment and selection of
suitable personnel for jobs in the Organization. Introduction of
appropriate selection tests and procedures is also possible as per
the manpower requirements. Placement of manpower: HRP is needed as
it facilitates placement of newly selected persons in different
departments as per the qualifications and also as per the need of
different departments. Surplus or shortage of manpower is avoided
and this ensures optimum utilization of available manpower.
Training of manpower: HRP is helpful in selection and training
activities. It ensures that adequate numbers of persons are trained
to fill up the future vacancies in the Organization.
HR - FUNCTIONSRecruitment and Selection ProcessComplete
Recruitment life cycle Levels of Companies Technologies and
Domineer Portal Explanation Explanation of Job Description and
Analyzing of Requirement Sourcing of Profiles from Portals
Screening of profiles as per the requirement Calling the Candidates
Formatting of profiles and Trackers Preparation Maintenance of
DatabaseTraining and Development Concept of Training and
Development Training Needs Identification Process Designing Annual
Training Plans Training Execution Designing Employee Development
Initiatives Designing Supervisory Development Programs Designing
Management Development Programs What is Training ROI and how to
Calculate Introduction to Best Trainer Skills, Knowledge and
Abilities
Induction and Orientation How to Design Induction Programs and
Execution How to Design on the Job Training Programs and Monitoring
How to evaluate effectiveness of Induction and on the Job Training
Programs Probation Confirmation and HR Role
Team Management Skills Understanding What is a Team
Understanding Team Development Stages What is your Team Membership
Orientation How to improve your effectiveness as Team Member What
is Team Leadership Understanding my Orientation
HR Recruitment: The ChallengeAccording to Edwin Flippo,
"Recruitment is the process of searching for prospective employees
and stimulating them to apply for jobs in the
Organization."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.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 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 is almost central to any management process and
failure in recruitment can create difficulties for any company
including an adverse effect on its profitability and inappropriate
levels of staffing or skills. Inadequate recruitment can lead to
labor shortages, or problems in management decision making and the
recruitment process could itself be improved by following
management theories. The recruitment process could be improved in
sophistication with Rodgers seven point plan, Munro-Frasers
five-fold grading system, psychological tests, personal interviews,
etc. Recommendations for specific and differentiated selection
systems for different professions and specializations have been
given. A new national selection system for psychiatrists,
anesthetists and dental surgeons has been proposed within the UK
health sector
Sources of RecruitmentThe different sources of recruitment are
classified into two categories, viz.,Internal: sources of
recruitment are from within the organization.External: sources of
recruitment are from outside the organization.
Internal Sources of RecruitmentThe internal sources of
recruitment are:-Promotions: Promotion means to give a higher
position, status, salary and responsibility to the employee. So,
the vacancy can be filled by promoting a suitable candidate from
the same organization.Transfers: Transfer means a change in the
place of employment without any change in the position, status,
salary and responsibility of the employee. So, the vacancy can be
filled by transferring a suitable candidate from the same
organization.Internal Advertisements: Here, the vacancy is
advertised within the organization. The existing employees are
asked to apply for the vacancy. So, recruitment is done from within
the organization.Retired Managers: Sometimes, retired managers may
be recalled for a short period. This is done when the organization
cannot find a suitable candidate.Recall from Long Leave: The
organization may recall a manager who has gone on a long leave.
This is done when the organization faces a problem which can only
be solved by that particular manager. After he solves the problem,
his leave is extended.
Merits of Internal SourcesThe benefits / advantages / merits of
using internal sources of recruitment:- It is time saving,
economical, simple and reliable. There is no need of induction
training because the candidate already knows everything about the
organization, the work, the employee, the rules and regulations,
etc. It motivates the employees of work hard in order to get higher
jobs in the same organization. It increases the morale of the
employees and it improves the relations in the organization. It
reduce executive turnover. It develops loyalty and a sense of
responsibility.Demerits of Internal SourcesThe limitations /
demerits of using internal sources of recruitment:- It prevents new
blood from entering the organization. New blood brings innovative
ideas, fresh thinking and dynamism into the organization. It has
limited scope because it is not possible to fill up all types of
vacancies from within the organization. The position of the person
who is promoted or transferred will be vacant. There may be bias or
partiality in promoting or transferring persons from within the
organization. Those who are not promoted will be unhappy. The right
person may be promoted or transferred only if proper confidential
reports of all employees are maintained. This involves a lot of
time, money and energy.
External Sources of RecruitmentThe external sources of
recruitment are:-Management Consultants: Management consultants are
used for selecting higher-level staff. They act as a representative
of the employer. They make all the necessary arrangements for
recruitment and selection. In return for their services, they take
a service charge or commission.Public Advertisements: The Personnel
department of a company advertises the vacancy in newspapers, the
internet, etc. This advertisement gives information about the
company, the job and the required qualities of the candidate. It
invites applications from suitable candidates. This source is the
most popular source of recruitment. This is because it gives a very
wide choice. However, it is very costly and time consuming.Campus
Recruitment: The organization conducts interviews in the campuses
of Management institutes and Engineering Colleges. Final year
students, who're soon to get graduate, are interviewed. Suitable
candidates are selected by the organization based on their academic
record, communication skills, intelligence, etc. This source is
used for recruiting qualified, trained but inexperienced
candidates.
Recommendations: The organization may also recruit candidates
based on the recommendations received from existing managers or
from sister companies.Deputation Personnel: The organization may
also recruit candidates who are sent on deputation by the
Government or Financial institutions or by holding or subsidiary
companies.
Merits of External SourcesThe benefits / merits / advantages of
using external sources of recruitment:- It encourages young blood
with new ideas to enter the organization. It offers wide scope for
selection. This is because a large number of suitable candidates
will come for the selection process. There are less chances of bias
or partiality. Here there is no need to maintain confidential
records.
Demerits of External SourcesThe demerits / limitations of using
external sources of recruitment:- It is very costly. This is
because advertisements, test, medical examination etc., has to be
conducted. It is very time consuming. This is because the selection
process is very lengthy. It may not develop loyalty among the
existing managers. The existing managers may leave the organization
if outsiders are given higher post.
One of the examples External sources of Public Advertisement is
Employers log on to social networks for background check of new
hires. LinkedIn's annual survey finds quality is of prime concern
for recruiters
This article is taken from Business Standards newspaper dated on
10th July 2013.
Need for Recruitment The need for recruitment may be due to the
following reasons / situations Vacancies: due to promotions,
transfers, retirement, termination, permanent disability, death and
labor turnover. Creation of new vacancies: due to growth, expansion
and diversification of business activities of an enterprise. In
addition, new vacancies are possible due to job respecification.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. 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). Short-listing and identifying the prospective
employee with required characteristics. Arranging the interviews
with the selected candidates. Conducting the interview and decision
making
The HR Role in Recruitment changed and HRM: Decides about the
design of the recruitment processes and to decide about the split
of roles and responsibilities between Human Resources and Hiring
Manager Decides about the right profile of the candidate Decides
about the sources of candidates Decides about the measures to be
monitored to measure the success of the processA traditional role
of HR in Recruitment was an administrative part of the whole
process. The HRM was responsible for maintaining the vacancies
advertised and monitored, but the real impact of HRM to the
performance of the whole recruitment process was minimal.But as the
role of Human Resources in the business was increasing, the HR
Strategy was changed. From making the process working to the real
management of HR Processes and the Recruitment Process was the
first to manage.The role of HR in Recruitment is very important as
HRM is the function to work on the development of the recruitment
process and to make the process very competitive on the market. As
the job market gets more and more competitive, the clearly defined
HR Role in Recruitment will be growing quickly. HRM is not a
function to conduct all the interviews today, the main role of
Human Resources is to make the recruitment process more attractive
and competitive on the job market.
Scope of HR Recruitment: HR jobs are one of most important tasks
in any company or organization. To structure the Recruitment policy
of company for different categories of employees. To analyses the
recruitment policy of the organization. To compare the Recruitment
policy with general policy. To provide a systematic recruitment
process. It extends to the whole Organization. It covers corporate
office, sites and works appointments all over India. It covers
workers, Clerical Staff, Officers, Jr. Management, Middle
Management and Senior Management cadres. A recruitment agency
provides you with career counseling which renders a crystal clear
picture of what are the possible career options out there for you
and which job option suits you the best.Objective of HR To obtain
the number and quality of employees that can be selected in order
to help the organization to achieve its goals and objectives.
Recruitment 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. Recruitment acts as a link
between the employers and the job seekers and ensures the placement
of right candidate at the right place at the right time.
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. The recruitment
process exists as the organization hire new people, who are aligned
with the expectations and they can fit into the organization
quickly.Advantage of Outsourcing Recruitment/Hiring of
ConsultancyTraditionally, recruitment is seen as the cost incurring
process in an organization. HR outsourcing helps the HR
professionals of the organizations to concentrate on the strategic
functions and processes of human resource management rather than
wasting their efforts, time and money on the routine
work.Outsourcing the recruitment process helps to cut the
recruitment costs to 20 % and also provide economies of scale to
the large sized organizations.The major advantages of outsourcing
performance management are:
Cost Reduction
Time saving of CompanyResult Qualitative/Quantitative
Hiring of consultancy
Focus Management Effort
Outsourcing is beneficial for both the corporate organizations
that use the outsourcing services as well as the consultancies that
provide the service to the corporate. Apart from increasing their
revenues, outsourcing provides business opportunities to the
service providers, enhancing the skill set of the service providers
and exposure to the different corporate experiences thereby
increasing their expertise.The advantages accruing to the corporate
are: Turning the management's focus to strategic level processes of
HRM Accessibility to the expertise of the service providers Freedom
from red tape and adhering to strict rules and regulations Optimal
resource utilization Structured and fair performance management. A
satisfied and, hence, highly productive employees Value creation,
operational flexibility and competitive advantage Therefore
outsourcing helps both the organizations and the consultancies to
grow and perform better.
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.
Recruitment Management SystemRecruitment 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 4explained 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.
Recruitment management system 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. Recruitment management system maintains an automated
active database of the applicants facilitating the talent
management and increasing the efficiency of the recruitment
processes. Recruitment management system 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.
Recruitment management system 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.
HR Recruitment Process
The Process Of Recruitment
1. Client need assessment Define objectives and specifications
Understand client's business and culture Understand the
job/position specifications Understand roles and responsibilities
of the prospective candidate Develop a search plan and review with
the client2. Candidate Identification Identify target sources
Extensive organization mapping, research & database search of
the profile Provide status report to client about the available
talent pool 3. Candidate assessment and Presentation Screen and
evaluate candidates Personal Interviews with Candidates wherever
possible - assess skills, interest level and cultural fit Discuss
the shortlist with the client and send resumes4. Candidate
interview, selection & Presentation of Offer Facilitate
interviews with the client Obtain feedback Participate in decision
making process Provide inputs on candidate's desired compensation5.
Closure & Follow up Negotiate offer acceptance Execute
Reference check, Compensation & Job Level Discussions
Coordinate Joining Formalities and on boarding as per predefined
date Closing review to understand client's level of satisfaction.
HR Telephonic Interview Questions: Tell me about yourself? Tell me
about your job profile? How much current CTC, youre getting in
current organization? How much youre expecting form new
organization? How the notice period you required if you are
selected? Why did you want to resign from your previous job?
HR Challenges in RecruitmentRecruitment 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 function- recruitment.
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.
Research Methodology
RESEARCH is a careful investigation or inquiry especially
through search for new facts in any branch of knowledge.
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.The data has been collected from both
primary and secondary sources:
Primary Data: I started my work with developing the data pool of
the organization through various online & other job
portals.Subsequently based on the job description & application
a profile matching exercise was conducted with existing resources
like standards, job description & other criteria followed by
the organization.Once I got relevant exposure in recruitment
department, I was actively involved in the process which gave me a
real exposure & learning at Talent Corner.
Secondary Data: Data was collected from web sites, newspapers,
going through the records of the organization, etc.
Limitation of the study:The study is subjected to the following
limitations The study is based on the data provided by the company.
Closure of the positions with the short span of time hampers the
quality of the recruitment process. In some cases data is collected
from the companies past records. Most of the time the employees
were not involved at the time of decision making, if the management
involves them, it can act as a tool of motivation to the employee.
The stipulated time for the project was insufficient to undergo and
cover the entire project topic. The resources provided by the
company were insufficient which would delay the closure of the
position.
DATA ANALYSISFunctional Area of Recruitment SpecializationTalent
Corner HR Services deals with all IT & Non IT requirements
& below mentioned is some of the Functional area of recruitment
where Talent Corner HR Services is specialized: N.B Shah Associates
(Vidhyavihar) CA Firm: Jr.Accountant. Hotel Royal Fort (Karnataka
Bellary) - Housekeeping Supervisor, Housekeeping Boys, Waiters
(Male, Female), Lady Receptionist. Infratech (Worli) Office
Assistant, Medical Representative (Western Suburbs). OEC (Mumbai
& Pune) -Sales Executives (Junior & Senior Level). MX Media
Magazine Company (Andheri Versova Link Road) Journalist
(Male),-Editorial Assistant (Female). Talent Corner HR Services
(Dombivili) - HR Trainees. Credence Integrated (Powai) - Business
Development Executive. OM Associates Real Estate (Thane Ghodbunder
Road) - Sales Executives. Adlabs Imagica Entertainment (Khopoli)
Assistant Manager Grievance, Senior Executive. Life Style Holiday
(Chruchgate) Marketing Manager. Ras Resort (Tardeo) Executive
Chief, Food & Beverage Managers.
How does recruiters/consultant get paid?A recruitment consultant
primarily acts from a position of self interest. Their job is to
generate revenue by making sales. Sales mean selling their service,
their ability to find the right candidate, to prospective
employers. In effect they are selling you. This means they will be
eager to champion you, their product, to the employer, likewise
they will be keen to ensure that you will accept the position if
offered.Exactly how a recruitment consultant is paid depends on
whether it is a permanent or contract position. Generally for a
permanent placement the company receives a proportion of your
salary, or a set fee agreed with the employer. The more you earn
the more they stand to make. Knowing this should ease any concerns
you have; in this you are both on the same side. For a contract the
consultant will receive a margin of your rate.
Requirements I worked on in Talent Corner HR Services: N.B Shah
Associates (Vidhyavihar) CA Firm: Jr.Accountant. Hotel Royal Fort
(Karnataka Bellary) - Housekeeping Supervisor, Housekeeping Boys,
Waiters (Male, Female), Lady Receptionist. Infratech (Worli) Office
Assistant, Medical Representative (Western Suburbs). OEC (Mumbai
& Pune) -Sales Executives (Junior & Senior Level). MX Media
Magazine Company (Andheri Versova Link Road) Journalist (Male),
Editorial Assistant (Female). Talent Corner HR Services (Dombivili)
- HR Trainees. Credence Integrated (Powai) - Business Development
Executive. OM Associates Real Estate (Thane Ghodbunder Road) -
Sales Executives. Adlabs Imagica Entertainment (Khopoli) Assistant
Manager Grievance, Senior Executive.
WEBMAIL:
Every employee at Talent Corner accesses their mails through
webmail. Employees at Talent Corner are provided with their
personal webmail email address and password. They can receive and
send mails to the applicants and their senior executive through
webmail.
This can individually help an employee to keep the privacy for
the requirement he/she is working on.
Recruitment Email sent to candidate regarding the sameHi
Candidate,Please find below the JD for the new opening.Position: -
Senior Executive / Assistant Manager GrievanceDepartment: -
MarketingLocation: - KhopoliSalary: - 250000.00/- 300000.00/-URL
Site:- http://park.adlabsimagica.comJob Responsibilities
Investigates customer grievances and complaints by gathering
supporting information from internal departments Responds to and
close cases within designated regulatory time requirements as
identified by case types. Provides internal and external customer
service Maintain MIS reports and performs trend analysis as
required Ensure regulatory inquiries and complaints are handled
within established timeframes and tracked for reporting. TAT query
resolution Implementations and performances of processes.Experience
Excellent communication skills Relevant Experience Excellent
trouble shooting abilities Should be a quick learner and thinker
and be able to come up with solutions to client problems
instantly.KRA Coordinating with internal and external departments
Generating MIS reports and Maintenance Implementation and
performance of processes.If your friends are also interested then
ask them to contact on this mail ID.Please mention: Current CTC
Expected CTC Notice Period.Thanks and Regards,XYZTalent Corner HR
Services. TALENT CORNER HR SERVICES PVT. LTD. RESUME SOURCED
BY:DIRECT LINE NO:
CLIENTELE FORMAT: This is a clientele format which every
employee of Talent Corner HR Services has to follow. When an
employee receives an updated profile of an applicant matching to
the job description, he has to source the resume to the company HR
by deleting all the personal information from the resume.
CORPORATE OFFICE: 308, Swastik Disa Corporate Park, L.B. S.
Marg, Ghatkopar East, Mumbai- 400086.BRANCH OFFICES: Delhi | Vasai
| Mulund| Cochin| DewasManaging Director: Mr. Rashesh Doshi, Email
: [email protected], 022-45644019/9824457687
FINDING FROM THE STUDYThe data collected and analyzed through
primary data has proven that Talent Corner HR Services has done a
remarkable job in its human resource development process. The
organization gives encouragement in career planning for every
employee.
There is an open door policy at Talent Corner HR Services.
The company posses skilled employees who can give good results
to the clients in the form of closure.
The management is giving individual attention on each and every
employee for their betterment and to enhance their performance.
Recruitment is fair at Talent Corner HR Services.
RECOMMENDATIONS & SUGGESTIONS
The recruitment process should not be lengthy. To some extent a
clear picture of the required candidate should be made in order to
search for appropriate candidates. Communication, personal and
technical skills need to be tested for employees. Create awareness
about clients requirement among the employees by maintaining high
level of motivation and focus. More attention is to be paid on the
feedback as it gives necessary inputs for the improvements in the
future. Provide training to the employees so that they will get
better knowledge, skills, Morale and attitude. There should be a
performance review of every employee.
CONCLUSIONSEffective recruitment process can give an
organization a competitive edge over its competitors by saving both
time and cost. The human element of organization is most crucial
asset of an organization. The essence of recruitment can be summed
up as the philosophy of attracting as many applicants as possible
for given job. These days however the emphasis is on aligning the
organization objectives with that of the individuals. After all, a
satisfied workforce which also ensures that an organization has
credible and reliable performance.The end result of the recruitment
process is essentially a pool of applicants. Next to recruitment,
the logical step in the HR process is the selection of qualified
and competent people. As such, the process concentrates on
differentiating between applicants in order to identify and hire
those individuals whose abilities are consistent with the
organizations requirement.In the end, this project endeavors to
present a comprehensive picture of recruitment and hopes to enable
the reader to appreciate the various intricacies involved.
BIBLIOGRAPHY:- Human Resource Management: K. Ashwathappa. Human
Resource Management: V.S.P.Rao. Human Resource Management: Garry
Desseler. Human Resource Management: Robert I. Mathis & John H.
Jackson.
Article from Business Standard Newspaper dated on 10th July
2013
WEBLIOGRAPHY:- www.google.com http://www.talentcorner.in
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RECRUITING LANDSCAPE AT A GLANCE
Online professional networks such as LinkedIn, academy,
Entrepreneur Connect, etc are among the fastest growing Channels
for promoting employer brands
5KEY TRENDS
| Social professional networks are increasingly impacting the
quality of hire | Employer branding both a competitive advantage
& threat | Data being used for better branding and hiring
decisions
TOP 5 MOST IMPORTANT PLACES TO FIND QUALITY HIRES Increase /
decrease
| Companies are investing in hiring
4
-3
20
-5
12
internally to stop top talent attrition | Companies figuring out
mobile recruiting terrain CHANNELS TO COMMUNICATE EMPLOYER
BRANDING
SOCIAL PROFESSIONAL NETWORKING SHAPING FUTURE RECRUITMENT MOBILE
RECRUITMENT: Limited investment in mobile technology for hiring 13%
87%ing
Change (%) Will invest not invest
adequately in adequately in
11 -3 11 10 mobile mobile
Source: LinkedIn Global Recruitment Trends 2013 survey