Recruitment Selection INFOSIS

CHAPTER 1

INTRODUCTION

Recruitment and selection are two of the most important functions of personnel

management. Recruitment precedes selection and helps in selecting a right

candidate. Recruitment is a process to discover the sources of manpower to meet

the requirement of the staffing schedule and to employ effective measures for

attracting that manpower in adequate numbers to facilitate effective selection of

efficient personnel. Staffing is one basic function of management. All managers

have responsibility of staffing function by selecting the chief executive and even the

foremen and supervisors have a staffing responsibility when they select the rank

and file workers. However, the personnel manager and his personnel department is

mainly concerned with the staffing function. Every organization needs to look after

recruitment and selection in the initial period and thereafter as and when additional

manpower is required due to expansion and development of business activities.

‘Right person for the right job’ is the basic principle in recruitment and selection.

Ever organization should give attention to the selection of its manpower, especially

its managers. The operative manpower is equally important and essential for the

orderly working of an enterprise. Every business organization/unit needs manpower

for carrying different business activities smoothly and efficiently and for this

recruitment and selection of suitable candidates are essential. Human resource

management in an organization will not be possible if unsuitable persons are

selected and employment in a business unit. 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

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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.

Recruitment and Selection

Recruitment and selection are two of the most important functions of

personnel management. Recruitment precedes selection and helps in selecting a

right candidate.

Recruitment is a process to discover the sources of man power to meet the

requirement of the staffing schedule and to employ effective measures for attracting

that manpower in adequate numbers to facilitate effective selection of efficient

personnel.

Staffing is one basic function of management. All manager share responsibility of

staffing function by selecting the chief executive and even the foremen and

supervisors has a Staffing responsibility when they select the rank and file of the

workers. However, the personnel manager and his personnel department are mainly

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concerned with the staffing function.

Every organization needs to look after recruitment and selection in the initial period

and thereafter as and when additional manpower is required due to expansion and

development of business activities.

‘Right person for the right job’ is the basic principle in recruitment and selection.

Ever organization should give attention to the selection of its manpower, especially

its managers. The operative manpower is equally important and essential for the

orderly working of an enterprise. Every business organization/unit needs manpower

for carrying different business activities smoothly and efficiently and for this

recruitment and selection of suitable candidates is essential. Human resource

management in an organization will not be possible if unsuitable persons are

selected and employment in business unit.

ABOUT THE STUDY

Recruitment 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.” Edwin B. Flippo defined recruitment as “the process of

searching for prospective employees and stimulating them to apply for jobs in the

organization.” Recruitment is a’ linking function’-joining together those with jobs

to fill and those seeking

It is a ‘joining process’ in that it tries to bring together job seekers and employer

with a view to encourage the former to apply for a job with the latter.

In order to attract people for the jobs, the organization must communicate the

position in such a way that job seekers respond. To be cost-effective, the

recruitment process should attract qualified applicants and provide enough

information for unqualified persons to self-select themselves out.

Thus, the recruitment process begins when new recruits are sought and ends when

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their applications are submitted. The result is a pool of applicants from which new

employees are selected.

MEANING:

Recruitment 

Means to estimate the available vacancies and to make suitable arrangements for

their selection and appointment. Recruitment is understood as the process of

searching for and obtaining applicants for the jobs, from among whom the right

people can be selected.

A formal definition states, “It is the process of finding and attracting capable

applicants for the employment. The process begins when new

recruits are sought and ends when their applicants are submitted.

The result is a pool of applicants from which new employees are selected”. In this,

the available vacancies are given wide publicity and suitable candidates are

encouraged to submit applications so as to have a pool of eligible candidates for

scientific selection.

In recruitment, information is collected from interested candidates. For this

different source such as newspaper advertisement, employment exchanges, internal

promotion, etc. are used.

In the recruitment, a pool of eligible and interested candidates is created for

selection of most suitable candidates .Recruitment represents the first contact that a

company makes with potential employees

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OBJECTIVES OF RECRUITMENT:

• Support the organization ability to acquire, retain and develop the best talent and

skills.

• Determine present and future manpower requirements of the organization in

coordination with planning and job analysis activities.

• Obtain the number and quality of employees that can be selected in order to help

the organization to achieve its goals and objectives.

• Create a pool of candidates so that the management can select the right candidate

for the right job from this pool

• Attract and encourage more and more candidates to apply in the organization

• Increase the pool of candidates at minimum cost.

• Acts as a link between the employers and the job seekers

• Infuse fresh blood at all levels of the organization

• Meet the organization's legal and social obligations regarding the composition of

its workforce.

• Increase the effectiveness of various recruiting techniques.

Purpose and importance of Recruitment:

1. Determine the present and future requirements of the organization on conjunction

with its personnel-planning and job analysis activities.

2. Increase the pool of job candidates at minimum cost.

3. Help increase the success rate of the selection process by reducing the number of

visibly under qualified or overqualified job applicants.

4. Help reduce the probability that job applicants, once recruited and selected, will

leave the organization only after a short period of time.

5. Meet the organization’s legal and social obligations regarding the composition of

its work force.

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Recruitment is a positive function in which publicity is given to the jobs available

in the organization and interested candidates are encouraged to submit applications

for the purpose of selection.

Recruitment represents the first contact that a company makes with potential

employees. It is through recruitment that many individuals will come to know a

company, and eventually decided whether they wish to work for it. A well-planned

and well-managed recruiting effort will result in high quality applicants, whereas, a

haphazard and piecemeal efforts will result in mediocre ones.

•SHORTLIST THE CANDIDATES:

Once the CV has been matched with the job description and matched with the job

specification, CV can shortlisted. Such a candidate is then called in for a face-to-

face interview. There is an individual interview of the recruiter and the candidate. in

this interview the candidate answers the questions the recruiter asks to be sure that

the candidate would suit the profile of the job.

HANDLING THE REJECTED CANDIDATES:

Important how a recruiter manages the rejected candidates. It is important to make

the candidate where his lacunas are and what can he do about it. In this way not

only the recruiter helps the candidate to correct itself but also helps in creating an

association with them which is so very vital in the service industry.

INTERVIEW:

Interviews determine if a potential candidate will be a finalist and if he

shall suit the job. A lot of things get clear during an interview. A face to face talk

with the candidate ensures that the recruiter evaluates the candidate on terms of

attitude, confidence and communication. The gaps that seem in the resume are also

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questioned. The candidate may have an explanation for it. On the other hand if he is

lying, then he can be cross-questioned about this. Some of the objectives of

interview are:

• To get an opportunity to judge an applicant’s qualifications and characteristics as

a basic for sound selection and placement

•To give an applicant essential facts about the job and the company you are

recruiting for.

• To establish a rapport

•To promote goodwill about the company whether interview culminates in

employment or not.

To get a real feel of the candidate

The nature of the job determines which of these interviews would suit best. All the

interviews are not conducted for all the job profiles. The complexity of the

interview depends on the complexity of the job. We shall now discuss the

telephonic interview which is very instrumental in selecting a potential candidate in

Team Lease.

THE TELEPHONIC INTERVIEW:

It is said that listening intently gives a good idea of what a person want to say and

what a person does not say. The sound, intonations, the varying pressures that a

prospective candidate uses while he/she speaks tells a lot about his/her attitude.

This in turn helps the recruiter to judge that if the candidate would be suitable for

the job or not. Unlike the face-to-face interview where the recruiter can read the

non-verbal languages, in a telephonic interview he has to even sharper. Listening to

the words used and their tone used gives immense messages about the candidate.

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As a recruiter, one has to be completely prepared before taking a telephonic

interview. The following steps can be kept in mind while taking a telephonic

interview:

You must keep the CV next to you and make notes while taking the interview

Must prepare a set of questions that would match the JD

To use a call script. This helps in being professional and saves time to an

approaching the right candidates.

Do not display any negative emotion during the interview. Not to over or under

commit anyone.

QUESTIONING :

It is very important to ask for permission to ask questions; otherwise it will feel like

interrogation to the candidates. To start off with, it is advisable to ask easy

questions first (the best things about their current situations), then ask about their

problems and get them to expand on their answers.

INTERVIEW QUESTION:

Preparation in advance of an interview is essential if one is to make a successful

hire. Critical in the preparation process is the development of interview questions

that elicit tangible facts from all applicants. Basically, two rules are kept in mind

when framing the questions that will indicate whether or not an applicant meets the

requirements you established for the position:

RULE 1: Ask questions that concentrate on the applicant’s past performance – to

permit reliable assumptions about future success

RULE 2: Ask questions that relate directly to at least one of your listed requirement

to maximize the information you will gain in the time allotted.

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GENERAL QUESTION:

• Tell me about yourself:

•What do you know about the company.

•What are your goals?

•What are your strengths and weakness?

•What has been your most significant contribution in your college/previous

organization?

•Why should we hire you?

•How would your friends describe you?

TRICK QUESTION:

•You may be over-qualified for this position

•What would you look for if you had to hire people?

•If you had to change your educational stream again, what would you do

differently?

•What career options do you have at the moment?

•According to your definition of success, how successful have you been so far?

Need for recruitment:

The need for recruitment may be due to the following reasons / situation:

a)Vacancies due to promotions, transfer, retirement, termination, permanent

disability, death and labour turnover.

b) Creation of new vacancies due to the growth, expansion and diversification of

business activities of an enterprise. In addition, new vacancies are possible due to

job specification.

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PURPOSES AND IMPORTANCE:

The general purpose of recruitment is to provide a pool of potentially

qualified job candidates. Specifically, the purposes are to:

•Determine the present and future requirements of the organization in conjunction

with its personnel-planning and job-analysis activities.

•Increase the pool of job candidates at minimum cost.

•Help increase the success rate of the selection process by reducing the 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.

•Begin identifying and preparing potential job applicants who will be appropriate

candidates.

•Induct outsiders with a new perspective to lead the company.

•Infuse fresh blood at all levels of the organization.

•Develop an organizational culture that attracts competent people to the company.

•Search or head hunt/head pouch people whose skills fit the company’s values.

•Devise methodologies for assessing psychological traits.

•Search for talent globally and not just within the company.

•Design entry pay that competes on quality but not on quantum.

•Anticipate and find people for positions that do not exist yet.

•Increase organizational and individual effectiveness in the short term and long

term.

•Evaluate the effectiveness of various recruiting techniques and sources for all types

of job applicants.

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FACTORS AFFECTING RECRUITMENT:

The following are the 2 important factors affecting Recruitment:-

1) INTERNAL FACTORS

•Recruiting policy

•Temporary and part-time employees

•Recruitment of local citizens

•Engagement of the company in HRP

•Company’s size

•Cost of recruitment

•Company’s growth and expansion

2) EXTERNAL FACTORS

Supply and Demand factors

Unemployment Rate

Labour-market conditions

Political and legal considerations

Social factors

Economic factors

Technological factors

External Recruitment Pros and Cons:

The External Recruitment brings new people to the organization, which can be a

huge benefit for the organization. The External Recruitment allows the organization

to define the right requirements and the organization can select the candidate, which

suits the organization best. The external recruitment can be in many situations

quicker solutions, mainly in the situation, when the job market is full of potential

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job candidates. The external recruitment and proper campaign increase the

popularity of the organization on the job market, which helps to improve the

position for further expansion. On the other hand, the external recruitment is

expensive and takes a lot of energy from the HRM Function to handle all the job

candidates in the selection process

ELEMENT OF RECRUITMENT STRATEGY:

What are your primary goals? (Why hire?)

The first element of recruiting strategy is to determine "why" you are hiring outside

people. First, you must determine your firm's business goals and then what

recruiting can do to contribute to each of them.

Some of the more common business reasons for hiring include:

• Replacements for turnover

• Current or future business expansion

• Upsizing the caliber of talent because top talent has become available

• Limiting the talent available in the market in order to hurt a competitor's ability to

staff adequately

• L earning from other firms

• Increasing the capability of your firm by adding new skill sets

Which of these focus areas you select is important because each requires that you

direct your recruiting efforts in a different way. For example, if you are hiring for

geographic expansion, you will need to implement a strategy that allows you to

enter new geographic regions -- as opposed to hiring to hurt, where you need to

focus on hiring away key talent directly from competitors.

2. Prioritization of jobs

No recruiting function has enough resources to fill every position immediately with

the top quality hire. As a result, your recruiting strategy needs to include a

prioritization element.

CENTRALISED V/s DECENTRALISED RECRUITMENT

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Recruitment practices vary from one organization to another. Some organizations

like commercial banks resort to centralized recruitment while some organizations

like the Indian Railway resort to decentralized recruitment practices. Personnel

department at the central office performs all the functions of recruitment in case of

centralized recruitment and personnel

Departments at unit level/zonal level perform all the functions of recruitment

concerning to the jobs of the respective unit or zone.

MERITS OF RECRUITMENT

•Average cost of recruitment per candidate/unit should be relatively

less due to economies of scale.

•It would have more expertise available to it.•It can ensure broad uniformity among

human resources of various

units/zones in respect of education, skill, knowledge, talent, etc.

• It would generally be above malpractices, abuse of powers, favoritism, bias, etc.

•It would facilitate interchangeability of staff among various

units/zones.

• It enables the line managers of various units and zones to concentration their

operational activities by relieving them from the recruiting functions.

• It enables the organization to have centralized selection procedure, promotional

and transfer procedure, etc.

•It ensures the most effective and suitable placement to candidates.

• It enables centralized training programmes which further brings uniformity and

minimizes average cost of staff.

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SELECTION

Introduction:

The size of the labour market, the image of the company, the place of posting, the

nature of job, the compensation package and a host of other factors influence the

manner of aspirants are likely to respond to the recruiting efforts of the company.

Through the process of recruitment the company tries to locate prospective

employees and encourages them to apply for vacancies at various levels.

Recruiting, thus, provides a pool of applicants for selection.

Definition:

To select mean to choose. Selection is the process of picking individuals who have

relevant qualifications to fill jobs in an organization. The basic purpose is to choose

the individual who can most successfully perform the job from the pool of qualified

candidates.

Meaning of selection:

Selection is defined as the process of differentiating between applicants in order to

identify (and hire) those with a greater likelihood of success in a job. Selection is

basically picking an applicant from (a pool of applicants) who has the appropriate

qualification and competency to do the job. The difference between recruitment and

selection: Recruitment is identifying n encouraging prospective employees to apply

for a job. And Selection is selecting the right candidate from the pool of applicants.

Purpose:

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The purpose of selection is to pick up the most suitable candidate who would meet

the requirements of the job in an organization best, to find out which job applicant

will be successful, if hired. To meet this goal, the company obtains and assesses

information about the applicants in terms of age, qualifications, skills, experience,

etc. the needs of the job are matched with the profile of candidates. The most

suitable person is then picked up after eliminating the unsuitable applicants through

successive stages of selection process. How well an employee is matched to a job is

very important because it is directly affects the amount and quality of employee’s

work. Any mismatched in this regard can cost an organization a great deal of

money, time and trouble, especially, in terms of training and operating costs. In

course of time, the employee may find the job distasteful and leave in frustration.

He may even circulate ‘hot news’ and juicy bits of negative information about the

company, causing incalculable harm to the company in the long run. Effective

election, therefore, demands constant monitoring of the ‘fit’ between people the job

The Process of selection:

Selection is usually a series of hurdles or steps. Each one must be successfully

cleared before the applicant proceeds to the next one. The time and emphasis place

on each step will definitely vary from one organization to another and indeed, from

job to job within the same organization. The sequence of steps may also vary from

job to job and organization to organization. For example some organizations may

give more importance to testing while others give more emphasis to interviews and

reference checks. Similarly a single brief selection interview might be enough for

applicants for lower level positions, while applicants for managerial jobs might be

interviewed by a number of people.

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Chapter 2

INFOSYS:

HISTORY OF THE COMPANY:

Infosys was founded on 2 July 1981 by seven entrepreneurs, Nagavara Ramarao

Narayana Murthy, Nandan Nilekani, Kris Gopalakrishnan, S. D. Shibulal, K Dinesh

and with N. S. Raghavan officially being the first employee of the company. The

founders started the company with an initial investment of INR 10,000.The

Company was incorporated as "Infosys Consultants Pvt Ltd." in Model Colony,

Pune as the registered office.

Infosys went public in 1993. Interestingly, Infosys IPO was under subscribed but it

was bailed out by US investment banker Morgan Stanley which picked up 13% of

equity at the offer price of Rs. 95 per share. The share price surged to Rs. 8,100 by

1999. By the year 2000 Infosys's shares touched Rs. 310. This, before the

catastrophic incident of September 11th, which caused share prices to suddenly fall.

According to Forbes magazine, since listing on the Bombay Stock Exchange till the

year 2000, Infosys' sales and earnings compounded at more than 70% a year. In the

year 2000, President of the United States Bill Clinton complimented India on its

achievements in high technology areas citing the example of Infosys. Infosys will

invest $100 million (Rs 440 crore) on establishing a 20,000-seater campus in

Shanghai.

In 2001, it was rated Best Employer in India by Business Today. Infosys was rated

best employer to work for in 2000, 2001, and 2002 by Hewitt Associates. In 2007,

Infosys received over 1.3 million applications and hired fewer than 3% of

applicants.

Infosys was the only Indian company to win the Global MAKE (Most Admired

Knowledge Enterprises) award for the years 2003, 2004 and 2005, and is inducted

into the Global Hall of Fame for the same.

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ABOUT THE COMPANY:

Vision:

"We will be a globally respected corporation."

Mission:

"To achieve our objectives in an environment of fairness, honesty, and courtesy

towards our clients, employees, vendors and society at large."

Values:

We believe that the softest pillow is a clear conscience. The values that drive us

underscore our commitment to:

Client Value: To surpass client expectations consistently

Leadership by Example: To set standards in our business and transactions and be

an exemplar for the industry and ourselves

Integrity and Transparency: To be ethical, sincere and open in all our

transactions

Fairness: To be objective and transaction-oriented, and thereby earn trust and

respect

Excellence: To strive relentlessly, constantly improve ourselves, our teams, our

services and products to become the best

The Software Powerhouse

Infosys Technologies Limited (ITL), one of the country’s best known software

exporting house, treats its employees as partners and co-owners. It provides them

challenging assignments, allows flexible working hours, rewards them solely on the

basis of performance and conducts regular training programmes to upgrade their

skills. It has an “Employee Stock Option Plan” (ESOP) to share its wealth with

employees on the basis of their performance. Even lower level employees are proud

owners of the prized stock worth 25 to 40 lakh rupees, according to the CEO of

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ITL. Apart from increasing shareholder value, ESOP has greatly enhanced the

image of the company in the information technology industry where employee

attrition rates are very high. It is small wonder companies like Procter & Gamble,

Johnson & Johnson, Citibank have reposed their faith in ESOP as a way of

attracting and retaining talent in a highly competitive environment.

CONSTRAINTS:

If a firm has a poor image in the market, many of the prospective candidates may

not even apply for vacancies advertised by the firm. If the job is not attractive,

qualified people may not even apply. Any job that is viewed as boring, hazardous,

anxiety pro efforts require money. Sometimes because of limited resources,

organizations may not like to carry on the recruiting efforts for long periods of time,

this can, ultimately, constrain a recruiter’s effort to attract the best person for the

job. Government policies often come in the way of recruiting people as per the rules

of the company or on the basis of merit/seniority, etc. For example, reservations to

specific groups (such as scheduled castes, scheduled tribes, backward castes,

physically handicapped and disabled persons, ex-servicemen, etc.) have to be

observed as per constitutional provisions while filling up vacancies in government

corporations, departmental undertakings, local bodies, quasi-government

organizations, etc

Aptitude Test:

Aptitude test measure an individual’s potential to learn certain skills- clerical,

mechanical, mathematical, etc. These tests indicate whether or not an individual has

the capabilities to learn a given job quickly and efficiently. In order to recruit

efficient office staff, aptitude tests are necessary. An aptitude tests is always

administered in combination with other tests like intelligence and personality tests

as it does not measure on-the-job-motivation

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Personality Test:

Of all test required for selection the personality tests have generated a lot of heat

and controversy. The definition of personality, methods of measuring personality

factors and the relationship between personality factors and actual job criteria has

been the subject of much discussion. Researchers have also questioned whether

applicants answer all the items truthfully or whether they try to respond in a socially

desirable manner. Regardless of these objections, many people still consider

personality as an important component of job success.

Achievement Tests:

These are designed to measure what the applicant can do on the job currently, i.e.,

whether the test is to actually know what he or she claims to know. A typing test

tests shows the typing proficiency, a short hand tests measures the testee ability to

take dictation and transcribe, etc. Such proficiency tests are also known as work

sampling test. Work sampling is a selection tests wherein the job applicant’s ability

to do a small portion of the job is tested. These tests are of two types; Motor,

involving physical manipulations of things(e.g., trade tests for carpenters,

electricians, plumbers) or Verbal, involving problem situation that are primarily

language-oriented or people-oriented(e.g., situational tests for supervisory jobs).

Since work samples are miniature replicas of the actual job requirements, they are

difficult to fake. They offer concrete evidence of the proficiency of an applicant as

against his ability to the job. However, work sample tests are not cost effective and

every candidate has to be tested individually. It is not easy to develop work samples

for each job. Moreover, it is not applicable to all levels of the organization

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Simulation Tests:

Simulation exercise is a tests which duplicate many of the activities and problems

an employee faces while at work. Such exercises are commonly used while hiring

managers at various levels an organization. To asses the potential of a candidate for

managerial positions assessment centre are commonly used.

Assessment Centre:

An assessment centre is an extended work sample. It uses procedures that

incorporate group and individual exercises. These exercises are designed to

stimulate the type of work which the candidate will be expected to do. Initially a

small batch of applicants comes to the assessment centre (a separate room). Their

performance in the situational exercise is observed and evaluated by a team of 6-8

assessors. The assessors’ judgements on each exercise are complied and combined

to have a summary rating for each candidate being assessed.followed by every

organisation, which ensures that it has right number and kind of people, at the right

place and right time, so that organisation can achieve its planned objective. The

objectives of Human Resource Department are Human Resource Planning,

Recruitment and Selection, Training and

Development, Career planning, Transfer and Promotion, Risk Management,

Performance Appraisal and so on. Each objective needs special attention and proper

planning and implementation. For every organisation it is important to have a right

person on a right job. Recruitment and Selection plays a vital role in this situation.

Shortage of skills and the use of new technology are putting considerable pressure

on how employers go about Recruiting and Selecting staff. First we will know what

is recruitment and selection- Recruitment and Selection are simultaneous process

and are incomplete without each other. Recruitment and selection are two of the

most important functions of personnel management. Recruitment precedes selection

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and helps in selecting a right candidate. They are important components of the

organisation and are different from each other

PROCESS OF HIRING THE RIGHT PEOPLE IN INFOSYS:

Define the Duties:

To find promising employees, you must first determine what you want them to do.

Carefully consider all direct and associated responsibilities and incorporate them

into a written job description. Be careful with general titles such as typist or sales

clerk, as they have different meanings to different people

What it Takes to do them:

Fulfilling these responsibilities will require some level of skill and experience, even

if it is an entry-level position. Be reasonable about your expectations. Setting the

bar too high may limit your available talent pool; setting it too low risks a flood of

applications from those unqualified for the job.

Make it Worth their While:

Likewise, you don’t want to be overly generous or restrictive about compensation.

State and local chambers of commerce, employment bureaus and professional

associations can help you determine appropriate wages and benefits. Scanning

descriptions of comparable jobs in the classified ads and other employment

publications will also provide clues about prevailing wage rate.

Spread the Word:

How you advertise your job opening depends on who you want to attract. Some

positions are as easy to promote as posting a “help wanted” sign in your store

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window or placing an ad in your local newspaper. For jobs requiring more

specialized skills, consider targeted channels such as trade magazines, on-line job

banks and employment agencies (though these may require a fee). And don’t

overlook sources such as friends, neighbours, supplier’s customers and present

employees.

Talk it Over:

Because you have clearly defined the role and requirements, you should have little

difficulty identifying candidates for interviews. Make sure you schedule them when

you have ample time to review the resume, prepare your questions and give the

candidate your undivided attention. After the interview, jot down any impressions

or key points while they’re still fresh in your mind. This will be a valuable

reference when it’s time to make a decision.

Follow-up on Interviews:

You want to believe your candidates are being honest, but never assume. Contact

references to make sure you’re getting the facts or to clear up any uncertainties.

Professional background checks are a wise investment for highly sensitive positions, or

those that involve handling substantial amounts of money and valuables.

REASON FOR REJECTION IN INFOSYS:

1. Poor attitude. Many candidates come across as arrogant. While employers can afford

to be self-centred, candidates cannot.

2. Appearance. Many candidates do not consider their appearance as much as they

should. First impressions are quickly made in the first three to five minutes. (For details

regarding Appearance, refer to the message 'Interview Etiquette' which I had posted

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earlier in "CHETANA-JOBS" group).

3. Lack of research. It's obvious when candidates haven't learned about the job,

company or industry prior to the interview. Visit the library or use the Internet to

research the company, and then talk with friends, peers and other professionals about

the opportunity before each meeting.

4. Not having questions to ask. Asking questions shows your interest in the company

and the position. Prepare a list of intelligent questions in advance.

5. Not readily knowing the answers to interviewers' questions. Anticipate and rehearse

answers

to tough questions about your background, such as recent termination an employment

gap. Practicing with your spouse or a friend before the interview will help you to frame

intelligent responses.

6. Relying too much on resumes. Employees hire people, not paper. Although a resume

can list qualifications and skills, it's the interview dialogue that will portray you as a

committed, responsive team player.

7. Too much humility. Being conditioned not to brag, candidates are sometimes

reluctant to describe their accomplishments. Explaining how you reach difficult or

impressive goals.

8. Not relating skills to employers' needs. A list of sterling accomplishments means little

if you can't relate them to a company's requirements. Reiterate your skills and convince

the employer that you can "do the same for them".

9. Handling salary issues ineptly. Candidates often ask about salary and benefit

24

packages too early. If they believe an employer is interested, they may demand

inappropriate amounts and price themselves out of the jobs. Candidates who ask for too

little undervalue themselves or appear desperate.

10. Lack of career direction. Job hunters who aren't clear about their career goals

oftencan't spot or commit to appropriate opportunities. Not knowing what you want

waste everybody's time.

11. Job shopping. Some applicants, particularly those in certain high-tech, sales and

marketing fields, will admit they're just "shopping" for opportunities and have little

intention of changing jobs. This wastes time and leaves a bad impression with

employers they may need to contact in the future.

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CHAPTER 3

RESEARCH METHODOLOGY

Definition

Research is a deligent and systematic inquiry or investigation into a subject in order to

discover or revise facts, theories, application etc. methodology is the system of methods

followed by particular discipline thus research methodology is the way how we

conduct our research

A. Meaning:

Research can be defined as the search for knowledge, or as any systematic investigation,

with an open mind, to establish novel facts, usually using a scientific method. The

primary purpose for applied research (as opposed to basic research) is discovering,

interpreting, and the development of methods and systems for the advancement of

human knowledge on a wide variety of scientific matters of our world and the universe.

Scientific research relies on the application of the scientific method, a harnessing of

curiosity. This research provides scientific information and theories for the explanation

of the nature and the properties of the world around us. It makes practical applications

possible. Scientific research is funded by public authorities, by charitable organizations

and by private groups, including many companies. Scientific research can be subdivided

into different classifications according to their academic and application disciplines.

Artistic research, also seen as 'practice-based research', can take form when creative

works are considered both the research and the object of research itself. It is the

debatable body of thought which offers an alternative to purely scientific methods in

research in its search for knowledge and truth. Historical research is embodied in the

scientific method

26

B. RESEARCH OBJECTIVE:

The basic purpose of research is to facilitate the decision making process. A manager

has before a number of alternative solutions to choose from in response to every

problem and situation. In the absence of information he may make the choice on the

basis of his hunch. By doing so the manager is taking the risk because he has no

concrete evidence to evaluate this alternative in comparison with others or to assess its

possible outcome.

But with the help of information provided by research the manager can reduce the

number of alternative choices to one, two or three and the possible outcome of each

choice is also known. Thus the decision making process becomes a little easier.

The second purpose of research is that it helps to reduce associated with the process of

decision making. The risk arises because of two types of uncertainties: uncertainties

about the expected outcome of the decisions will always remain no matter how much

information you may have collected to base your decision on hard facts. Unforeseen

factors have the uncanny ability of upsetting even the most stable apple cart.

It despite best research effort the outcome can still be unpredictable. The risk also

arises because of uncertainty of what will happen in the future, the way the customer

or distributor would behave, the manner in which the competition will react and so on.

To the extent that research provides information about the future, it anticipates the

future, thus providing the manager with a solid basis for his decision making. However,

it cannot provide perfectly exact or accurate information. But since the techniques of

research are based on scientific methods of collecting, analysis and interoperating data,

its findings and projections, at the least, provide a definite trend of scenarios for future

decision making.

The third purpose of research is that it helps firms in discovering opportunities which

can be profitably exploited. These opportunities may exist in the form of untapped

customer needs or wants not catered to by the existing firms. Food specialist limited

have recently introduced in the Indian market a dairy whitener ( as a substitute of milk)

27

called ‘Every day’ to be used for making tea ,coffee. The product has proved to be a

success because it is most convenient for use in offices, where tea and coffee is

consumed in large quantities, but milk is not easy to procure. Every day fulfils a slot in

the market for powders milk which was not being catered to by the existing milk

powders.

c) Every research follows a set of well-planned objectives.

d) The general and specific objectives should be stated. These can be adjusted for

sequencing without changing their basic nature.

e) The research objectives can take the form of questions and statements.

Types of Research –

Action research is a methodology that combines action and research to examine

specific questions, issues or phenomena through observation and reflection, and

deliberate intervention to improve practice.

Applied research is research undertaken to solve practical problems rather than to

acquire knowledge for knowledge sake.

Basic research is experimental and theoretical work undertaken to acquire new

knowledge without looking for long-term benefits other than the advancement of

knowledge.

Qualitative research is research undertaken to gain insights concerning attitudes,

beliefs, motivations and behaviours of individuals to explore a social or human

problem and include methods such as focus groups, in-depth interviews,

observation research and case studies.

Quantitative research is research concerned with the measurement of attitudes,

28

behaviours and perceptions and includes interviewing methods such as telephone,

intercept and door-to-door interviews as well as self-completion methods such as

mail outs and online surveys.

Three basic types of questions that research projects:

Descriptive: When a study is designed primarily to describe what is going on or

what exists. Public opinion polls that seek only to describe the proportion of people

who hold various opinions are primarily descriptive in nature. For instance, if we

want to know what percent of the population would vote for a BJP or Congress in

the next election, we are simply interested in describing something.

Relational: When a study is designed to look at the relationships between two or

more variables. A public opinion poll that compares what proportion of males and

females say they would vote for a BJP or Congress candidate in the next election is

essentially studying the relationship between gender and voting preference.

Causal: When a study is designed to determine whether one or more variables (e.g.,

a program or treatment variable) causes or affects one or more outcome variables. If

we did a public opinion poll to try to determine whether a recent political

advertising campaign changed voter preferences, we would essentially be studying

whether the campaign (cause) changed the proportion of voters who would vote

BJP or Congress (effect).

Time is an important element of any research design. The most fundamental

distinctions in research design nomenclature: cross-sectional versus longitudinal

studies. A cross-sectional study is one that takes place at a single point in time. In

effect, we are taking a 'slice' or cross-section of whatever it is we're observing or

measuring. A longitudinal study is one that takes place over time -- we have at least

two (and often more) waves of measurement in a longitudinal design.

A variable is any entity that can take on different values. Anything that can vary can

be considered a variable. For instance, age can be considered a variable because age

can take different values for different people or for the same person at different

29

times.

Similarly, country can be considered a variable because a person's country can be

assigned a value.

There is a distinction between an independent and dependent variable. In fact the

independent variable is what you (or nature) manipulates -- a treatment or program

or cause. The dependent variable is what is affected by the independent variable --

your effects or outcomes. For example, if you are studying the effects of a new

educational program on student achievement, the program is the independent

variable and your measures of achievement are the dependent ones.

A hypothesis is a specific statement of prediction. It describes in concrete (rather than

theoretical) terms what you expect will happen in your study. Not all studies have

hypotheses. Sometimes a study is designed to be exploratory.

• Manpower requirement for each department in the company is identified well in

advance.

• If the manpower requirement is high and the recruitment team of the HR department

alone cannot satisfy it, then help from the placement agencies is needed.

• Time management is very essential and it should not be ignored at any level of the

process..

• The recruitment and selection through placement agencies as the last resort and is

utilised only when need.

• The recruitment and selection procedure should not to lengthy and time consuming.

• The candidates called for interview should be allotted timings and it should not

overlap with each other.

30

Importance and significant of research:

Research is important both in scientific and nonscientific fields. In our life new

problems, events, phenomena and processes occur every day. Practically implementable

solutions and suggestions are required for tack- ling new problems that arise. Scientists

have to under- take research on them and find their causes, solutions, explanations and

application .Precisely, research assists us to understand nature and natural phenomena.

Some important avenues for research are:

(1)A research problem refers to a difficulty which a re- searcher or a scientific

community or an industry or a government organization or a society experiences. It may

be a theoretical or a practical situation. It calls for a thorough understanding and

possible solution.

(2)Research on existing theories and concepts help us identify the range and

applications of them.

(3) It is the fountain of knowledge and provide guide- lines for solving problems

. (4)Research provides basis for many government poli- cies.For example, research on

the needs and desires of the people and on the availability of revenues to meet the needs

helps a government to prepare a budget.

(5)It is important in industry and business for higher gain and productivity and to

improve the quality of products.

(6)Mathematical and logical research on business and industry optimizes the problems

in them.

(7) It leads to the identification and characterization of new materials, new living things,

new stars, etc. (8)Only through research can inventions be made; for example, new and

novel phenomena and processes such as superconductivity and cloning have been

discovered only through research.

31

Method of data collection:

Quantitative and Qualitative Data collection methods

The Quantitative data collection methods, rely on random sampling and structured data

collection instruments that fit diverse experiences into predetermined response

categories. They produce results that are easy to summarize, compare, and generalize.

Quantitative research is concerned with testing hypotheses derived from theory and/or

being able to estimate the size of a phenomenon of interest. Depending on the research

question, participants may be randomly assigned to different treatments. If this is not

feasible, the researcher may collect data on participant and situational characteristics in

order to statistically control for their influence on the dependent, or outcome, variable.

If the intent is to generalize from the research participants to a larger population, the

researcher will employ probability sampling to select participants.

Typical quantitative data gathering strategies include:

Experiments/clinical trials.

Observing and recording well-defined events (e.g., counting the number of

patients waiting in emergency at specified times of the day).

Obtaining relevant data from management information systems.

Administering surveys with closed-ended questions (e.g., face-to face and

telephone interviews, questionnaires etc).

(http://www.achrn.org/quantitative_methods.htm)

Interviews

In Quantitative research(survey research),interviews are more structured than in

Qualitative research. In a structured interview,the researcher asks a standard set of

questions and nothing more.(Leedy and Ormrod, 2001)

Face -to -face interviews have a distinct advantage of enabling the researcher to

32

establish rapport with potential participants and therefore gain their cooperation. These

interviews yield highest response rates in survey research. They also allow the

researcher to clarify ambiguous answers and when appropriate, seek follow-up

information. Disadvantages include impractical when large samples are involved time

consuming and expensive.(Leedy and Ormrod, 2001)

Telephone interviews are less time consuming and less expensive and the researcher has

ready access to anyone on the planet who has a telephone. Disadvantages are that the

response rate is not as high as the face-to- face interview but considerably higher than

the mailed questionnaire. The sample may be biased to the extent that people without

phones are part of the population about whom the researcher wants to draw inferences.

Computer Assisted Personal Interviewing (CAPI): is a form of personal interviewing,

but instead of completing a questionnaire, the interviewer brings along a laptop or hand-

held computer to enter the information directly into the database. This method saves

time involved in processing the data, as well as saving the interviewer from carrying

around hundreds of questionnaires. However, this type of data collection method can be

expensive to set up and requires that interviewers have computer and typing skills.

Questionnaires

Paper-pencil-questionnaires can be sent to a large number of people and saves the

researcher time and money.People are more truthful while responding to the

questionnaires regarding controversial issues in particular due to the fact that their

responses are anonymous. But they also have drawbacks.Majority of the people who

receive questionnaires don't return them and those who do might not be representative

of the originally selected sample.(Leedy and Ormrod, 2001)

Web based questionnaires : A new and inevitably growing methodology is the use of

Internet based research. This would mean receiving an e-mail on which you would click

on an address

33

that would take you to a secure web-site to fill in a questionnaire. This type of research

is often quicker and less detailed. Some disadvantages of this method include the

exclusion of people who do not have a computer or are unable to access a computer.

Also the validity of such surveys are in question as people might be in a hurry to

complete it and so might not give accurate responses.

(http://www.statcan.ca/english/edu/power/ch2/methods/methods.htm)

Questionnaires often make use of Checklist and rating scales. These devices help

simplify and quantify people's behaviors and attitudes. A checklist is a list of behaviors,

characteristics, or other entities that te researcher is looking for Either the researcher or

survey participant simply checks whether each item on the list is observed, present or

true or vice versa. A rating scale is more useful when a behavior needs to be evaluated

on a continuum. They are also known as Liker scales. (Leedy and Ormrod, 2001)

Qualitative data collection methods play an important role in impact evaluation by

providing information useful to understand the processes behind observed results and

assess changes in people’s perceptions of their well-being. Furthermore qualitative

methods can beused to improve the quality of survey-based quantitative evaluations by

helping generate evaluation hypothesis; strengthening the design of survey

questionnaires and expanding or clarifying quantitative evaluation findings. These

methods are characterized by the following attributes:

they tend to be open-ended and have less structured protocols (i.e.,

researchers may change the data collection strategy by adding, refining, or

dropping techniques or informants)

they rely more heavily on interactive interviews; respondents may be

interviewed several times to follow up on a particular issue, clarify concepts

or check the reliability of data

they use triangulation to increase the credibility of their findings (i.e.,

researchers rely on multiple data collection methods to check the authenticity

of their results)

34

generally their findings are not generalizable to any specific population,

rather each case study produces a single piece of evidence that can be used to

seek general patterns among different studies of the same issue Regardless of

the kinds of data involved, data collection in a qualitative study takes a great

deal of time. The researcher needs to record any potentially useful data

thoroughly, accurately, and systematically, using field notes, sketches,

audiotapes ,photographs and other

suitable means. The data collection methods must observe the ethical

principles of research.

The qualitative methods most commonly used in evaluation can be classified in three

broad categories:

•in-depth interview

•observation methods

•document review

Different ways of collecting evaluation data are useful for different purposes, and each

has advantages and disadvantages. Various factors will influence your choice of a data

collection method: the questions you want to investigate, resources available to you,

your timeline, and more. Data collection is a term used to describe a process of

preparing and collecting data - for example as part of a process improvement or similar

project. The purpose of data collection is to obtain information to keep on record.

Data collection usually takes place early on in an improvement project, and is often

formalised through a data collection plan which often contains the following activity.

1.Pre collection activity – Agree goals, target data, definitions, methods

2 Collection – data collection

3. Present Findings – usually involves some form of sorting analysis and/or

presentation.

Prior to any data collection, pre-collection activity is one of the most crucial steps in the

35

process. It is often discovered too late that the value of their interview information is

discounted as a consequence of poor sampling of both questions and informants and

poor elicitation techniques.After pre-collection activity is fully completed, data

collection in the field, whether by interviewing or other methods, can be carried out in a

structured, systematic and scientific way.

A formal data collection process is necessary as it ensures that data gathered is both

defined and accurate and that subsequent decisions based on arguments embodied in the

findings are valid. The process provides both a baseline from which to measure from

and in certain cases a target on what to improve.

Types of data collection

•1-By mail questionnaires

•2-By personal interview.

Other main types of collection include census, sample survey, and administrative by-

product and each with their respective advantages and disadvantages. A census refers to

data collection about everyone or everything in a group or population and has

advantages, such as accuracy and detail and disadvantages, such as cost and time. A

sample survey is a data collection method that includes only part of the total population

and has advantages, such as cost and time and disadvantages, such as accuracy and

detail. Administrative by-product data is collected as a byproduct of an organization’s

day-to-day operations and has advantages, such as accuracy, time simplicity and

disadvantages, such as no flexibility and lack of control.

36

Hypothesis

Researchers do not carry out work without any aim or expectation. Research is not of

doing something and presenting what is done. Every research problem is un-dertaken

aiming at certain outcomes. That is, before starting actual work such as performing an

experiment or theoretical calculation or numerical analysis, we expect certain outcomes

from the study. The expectations form the hypothesis. Hypotheses are scientifically

reason able predictions. They are often stated in terms of if-then sentences in certain

logical forms. A hypothesis should provide what we expect to find in the chosen

research problem. In other words, the expected or proposed solutions based on available

data and tentative explanations constitute the hypothesis.

Hypothesizing is done only after survey of relevant literature and learning the present

status of the field of research. It can be formulated based on previous re- search and

observation. To formulate a hypothesis the researcher should acquire enough knowledge

in the topic of research and a reasonably deep insight about the problem. In formulating

a hypothesis construct operational definitions of variables in the research problem.

Hypothesis is due to an intelligent guess or for inspiration which is to be tested in the

research work rigorously through appropriate methodology. Testing of hypothesis leads

to explanation of the associated phenomenon or event. What are the criteria of a good

hypothesis? An hypothesis should have conceptual clarity and a theoretical orientation.

Further, it should be testable. I t should be stated in a suitable way so that it can be

tested by investigation.

A hypothesis made initially may become incorrect when the data obtained are analyzed.

In this case it has to be revised. It is important to state the hypothesis of a research

problem in a research report. We note that if a hypothesis withstands the experiments

and provides the required facts to make it acceptable, not only to the researchers

performing the experiments but to others doing other experiments then when

sufficiently reinforced by continual verification the hypothesis may become a theory.

37

CHAPTER 4

RECRUITMENT AND SELECTION IN INFOSYS

Numerical Managerial Data Analysis

Recruitment and selection process together known as hiring process. There are three

steps in Hiring process

* Analysing

* Recruiting

* Interviewing

Analysing involves finding out the vacancies and jobs that need to be filled. Next

recruiting where in suitable strategy and operationalised to inform and attract eligible

candidates about the job vacancy. Lastly, the recruited candidates undergo test and

interview towards final selection.

The following points should be taken care of in formulating recruitment strategy:

* Identifying and prioritizing jobs

* Candidates to target

* Trained recruiters.

* How to evaluate the candidates

* Sources of recruitment

Socio economic scenario in employment perspectives:

Entire scenario in changing fast.GDP of the country is riding and contribution of service

sector is now more than half to GDP whereas contribution of agriculture sector is less

than 20%.This has made and created millions of job in services sector, manufacturing

sector and other sectors. Today employment is not an issues( Tourism sector-20

millions job, retail sector 10-15 million ,Banking sector 1.1 million ,oil and gas 2.3

millions, Gems and jewellerery 3.16 millions ,health care 3.1 millions, Horticulture 2.6

millions, Khadi 1.9 millions, media and entertainment 1 million, Tobacco and tobacco

products 6,4 millions, railways 1.9 millions, State transport 2.3 millions, food 2.1

38

millions) but human resource available against this not at par. Organization is trying all

the way to get good human resource. So the Recruitment and selection plays vital role in

the success of an organization.

The 21st century challenges :

The major challenges faced by the HR in recruitment are:

Lead Time Analysis – Time taken to complete the process of recruitment is the main

concern for an organization.

Road Ahead – The ongoing and upcoming new systems are both an opportunity as well

as a challenge for the HR professionals.

Trends in Recruitments:

* Recruitment Process Outsourcing

* Poaching /Riding

* Online or E - Recruitment

* Campus Recruitment

* Referral recruitment

* Summer Internship

* Contract Recruitment

* Temporary Recruitment

Recruitment Process Outsourcing :

The recruitment is one of the leading functions that organization outsourced. External

service providers are conducting all or parts of clients' recruitment services. This

practice is very common today and widely accepted in the Industry. This practice will

help the organization in reducing time and costs in recruitment.

Head Hunting and Poaching:

39

Head Hunting means you attract the employ of your choice from competitors by the

way offering lucrative packages for beginning the work for your organization. Poaching

means intended to offer job who are already working with another organization and

which is known. Indian retail and software sector are facing this serious brunt of

poaching today. This is very common in BFI sector for gaining immediate advantages.

Various implication presents in this process cracking of relationship and offering

unrealistics salary for immediate gain.

E recruitment:

Internet has created revolution in recruitment and selection process. Career with us or

Job at organization is common button on Companies website .Today aspirants having

global mindset and information on opening are available online with placement

consultant website, companies website, city line websites and other portal. Organization

are collecting database whole of the year through this and excersing this to its level best.

This will help in time and money cost for the companies and for aspirants it is easier to

access it on 24/7.

Summer Internship Programe: This programme bridges the gap between concepts

reinforced in class room and real corporate and environmental situation. Corporate

having opportunity to evaluate students for long term perspectives. Internship programe

is undertaken in the discipline concerned.

Referral recruitment:

OK4KO refer the people for job with your esteemed organization. This is very common

term in Coca Cola; in fact, this is the process of recognizing the employee's loyality and

Values. This means organization need valuable employees like you.

Campus Recruitment:

40

This campus recruitment is the systems where various organizations visit the college

campuses to recruit bright youngsters to work for them. The various selection processes

tend to remain the same for most of the companies. The selection occurs through 3 main

steps,

(I) Aptitude test,

(ii) Group discussion (GD) and,

(iii) Personal Interview.

Hiring great candidates is a pretty hard job. Recruiters try to dip into their employee's

social network by having them refer candidates they know.

Contract Recruitment:

In this kind of recruitment two basic points to be considered, first abilities to match a

job requirement and the specialized skill and professionalism of contractors.

Communication is critical throughout the process- Contracts, Insurance, accommodation

and expenses all need to organize efficiently and professionally.

Temporary Recruitment:

Flexible Work Forces that can respond to your ever changing business demand. This is

recognized by quick, efficient and provide strong level of fit between the requirement

of campanies and matching skill, attitude and behaviour of candidates. This is one of

the most noticeable effects of downsizing epidemic and labor shortage of past two

decades has been dramatic rise in the use of temporary employees. Today , JUST IN

TIME, can be formed staffing all types of jobs in the organization including,

professional, technical and higher executive position.

Trends in Selection Process:

41

* Application

* Interview

* Psychometric Assessment

* Reference check

* The offer

* Orientation

Application:

If you go through advertisement for recruitment ,one item is common ,"Last date of

application", means buy the application, fill the application and reach the application on

or before that date, in the very first of important date. The common application form

Generally consists of:

Personal Information :It comprises name, date of birth, gender, marital status, detail of

his family ,annual income of the family ,address etc. This helps in identifying the

applicants socio economic and family background. This information also helps in the

assess his suitability in the organization, in the job and in the team that he would be

associated with.

Educational Qualification :

This includes schools, colleges and institution attended by applicants or jobseekers, the

period of study, the various courses taken and subjects studied ,the percentage of marks

scored and the class of grade secured by him. This components provides opportunity to

assess an applicant's academic background.

Work experience:

This provides basic information on applicant's previous job.This will help the

prospective employers to understand and evaluate the, candidate's suitability to the job,

his working habits and his competencies. in relation to the job.

42

Salary:

(Present and Expected): The salary structure is important because different campanies

have different salary structure. A company might have low basic salary but higher

percentage of other components.

Personality Items: This requires the applicants to provide information on his strengths

and weaknesses, his professional goals- both long terms and short terms and his hobbies

and interest. This extra information help the employers to understand his hobbies and

interest.This extra information helps the employers understand personality of applicants

which would help in motivating and improving his performance on the job.

Reference Checks : In this ways organization wants to check credibility of candidates

and to get past record of an applicant.

* Interviews:

Preliminary Interview : The aim of prelims is to eliminate the applicants who are

obviously unqualified of jobs.

These interviews are generally informal and unstructured and conducted even before the

candidates fill in the application blanks. This is presenting more obvious facts and

information.

This enables the manager to quickly evaluate the interviewee on the basis of appearance

and quality of communication.

Formal and structured Interview: This interview is based on through job analysis, which

directs the flow of interview. The questions cover all pertinent facts. The same

questions are asked to all candidates which helps in better evaluation.

Unstructured Interview:

No structured frames of questions. The more open ended questions. A candidate

remained comfortable through out the interview. This tends to more subject indepth

Interview:

This is more suitable in selecting the candidates for high end technology and high skill

jobs. Experts in the relevant areas test the candidates , knowledge and understanding of

43

the subjects and assess his expertise. They determine suitability of candidates for the

jobs in questions and based on these evaluation.

Panel Interview:

In this process, representatives from various departments get to meet and interview a

candidates. This reduce the subjectivities involved in the one to one interview.

Group Interview :

This method is resorted to when the number of applicants is high and time available for

interviewing is short. This method is useful in while recruiting for entry level and junior

management position.

Stress Interview: the objective is to test the applicants abilities to performs and deliver

under stress. Interviewers put the interviewee under stress by repeatedly interrupting

him, criticizing his answer, asking him unrelated questions or keeping quiet for long

time after interviewee has finished talking.

* Psychometric Assessment :

This is standardized procedure to measure intelligences or aptitude or personality of

aspirants. This is one of the important parts of selection process of many domestic and

international organizations. This help employer to find best match of individual to

occupation and working ambience. It should be standardized, reliable, predictive and

non discriminatory.

* Reference Check:

The information given by the candidates is checked by references after final decision

taken and before offer is to made. This reference might have been work related (such as

former supervisor or co worker) or they might have been personal (such as friend,

clergy, or family members). In either case, to the extent that you could, you provided

44

the organization with a list of people who you believed would generally speak

favourably about you.

The Offer:

Once the candidates are evaluated and final decision is taken, then the offer letters is

made which is formal, written and requires acceptance in writing.

The objective of the offer letter is " we are pleased to select you for our esteemed

organization."

* The Medical examination:

This is very common in hiring process .This is in fact mentioned in the clause in offer

letter to the candidates , which says that the offer is conditional on the candidates being

medically fit..

* The Orientation :

Orientation is process by which we introduce new employees to the organization, their

superiors, coworkers and job.

The orientation process provides a foundation upon which new employees can build

their skill and contribute to our efforts to providing responsive and effective services to

the organization.

Issues in Recruitment and Selection:

* Chances of failure increases in RPO.

The chances of failure will be high if the RPO do not understand the Vision and

recruitment strategy of an organization. The entire success of organization depends

upon people and their integrity towards employers. Better recruitment begets better

results this is true in every aspects.

* Break down in collaboration with other organization in poaching.

Organization could offer job to which they thought of valuable but it does not means

poach and hunting 100% right perspectives. This spoil the goodwill of an organization

45

to some extent. The organization might practice Coordinate Recruitment.

* Competition driving up salary to unrealistic level.

This is common in today's scenario of fierce competition.

* Resume check:

Authenticity of resume is questionable in this stiff competitive world. Prospective

employers are using track methodology to judge reliablility of the content by references,

educational qualification, talking to candidates over phone, previous employer

reputation etc.

* Internet and PC savvy:

This is obstacle in popularizing e recruitment, but rate of enhancement in PC

penetration is our country is quite high so in near future we do not take it as challenges.

Lets we have to set modus operandi for online recruitment which will guide prospective

employers and aspirants/jobseekers both.

* Face to Face interview, meet the candidates in person:

Technologies have created impact on every function of an organization and Recruitment

and Selection is not an exception. An employer prefers to contact or interact people to

feel and understand would be HR asset for them. This will help the organization to

manage expectation of would in best possible manner.

* Inbreeding ,nepotism and old boy's network:

We should be very careful in this aspects, referring own people is human tendencies.If it

find we have to re-correct it with intelligencies, integrity and interventions.

We should be very careful in designing and implementing Hiring Process, Recruitment

and Selection, as it plays pivotal role in the success of an organization.

References:

46

1. Opportunities : Career Supplement of The Hindu

May (7,14,21,28) and June (4,11,18,25) 2008

2. www.thehindubusinessline.com/manager/2007/09/03/stories

3. Human Resource Management, John M Ivancevich, Page no.18

0,191,194,213,232,233

4. Human Resource Management, R P Mohanty, page no.20o9

Chapter 4

47

Analysis and interpretation

Abstract:

Recruitment and Selection plays key role the development of an organization.T his is

one of the important HR components in developing Indian Economy, which is growing

at the rapid pace. Today's, where demand qualified and experienced people is high, the

white collar salaries are increasing, every day one MNC is adding presence in Indian

market, the pool of experienced professionals are smaller than it large population of our

country, attrition rate is quite high ranging from 20-60%, HR professionals are

struggling to attract good employees despite fierce competition. Therefore the Trends

and Issues in recruitment and selection is has taken paradigm shift. Employment has

undergone a transformational change in most sectors especially in banking, finance,

retail, pharmaceutical and insurance.

Introduction:

Recruitment is a process of finding and attracting potential candidates for the job

available. Recruitment is a set of activities an organization uses to attract job candidates

who have the abilities and attitude needed to help the organization achieve its objectives

There are three stages of recruitment process-identify and define the recruitment, attract

potential employees, select and employ appropriate people from job applicants.

Recruitment is a continuous process because of staff departure, changes in business

requirement; changes in business location and promotion. There are two kinds of

recruitment ie. Internal recruitment and external recruitment.

To get a right candidate you need to know their traits Persuasive Adaptable rule

following Conscientious Analytical Decisive Emotionally controlled Tough Minded

To get right candidates need to know their abilities:

A Critical Analysis Of Recruitment And Selection Methods

Executive Summary

48

Duxton Hotel Wellington began its life as the Plaza International Hotel that opened in

1987. The hotel was renamed and rebranded in June 2000. Situated in the heart of the

Harbor Capital of New Zealand, 170 Wakefield Street, Wellington. There are 198

employees who employed by Duxton Hotel.

Our group interviewed Anne Bellman who is Human Resources Manager of Duxton

Hotel. Anne gave us much information about the methods of recruitment and selection

of their hotel. Like if they need recruit a position, they will recruit internal first and they

concentrate on external too (internal and external are nearly balance). They recruit on

website, because it is cheap and popular medium. And many people can have chance to

apply. They also use Employment Recruitment Agency. Although agencies are very

expensive, they can save time and provide excellent suitable candidates to Duxton

Hotel. For selection methods, Anne told us they usually use structured interview

because they think it is equally to the applicants to answer the same standard question.

Further they use Reference Checks too. Reference checks are a low-cost and save time

method. I suggest Duxton Hotel use multiple interviewers can be advantageous, for their

individual biases and stereotypes may cancel one another out. Because there are only 2

people do the interviewer. And I also advise them use some logo on the ads on the web.

Don’t recruit internal when they recruit some too senior position. Sometimes the

reference can’t s show the employee real ability and personality. Duxton Hotel should

have a checklist to evaluate the selection methods.

The various methods of recruitment and selection all have benefits and drawbacks, and

the choice of a method has to make in relation to the particular vacancy and the type of

labour market in which the job falls.

Table 1: Number of people received training in infosys % Male 170 85.0 Female 30

49

15.0 Total 200

n %

Male 170 85.0

Female 30 15.0

Total 200 100.0

Data are presented in the following column

male female 0

10

20

30

40

50

60

70

80

90

Column1Column2%

Column showing number of people received training in Infosys.

Table 2.number of people received promotion in Infosys

50

n %

Male 2750 85.9

Female 450 14.1

Total 3200 100.0

Data is presented in the following column

male female0

10

20

30

40

50

60

70

80

90

100

Column2Column1%

Column showing number of people received promotion in Infosys.

CHAPTER 5

51

QUESTIONNAIRE FOR THE RESEARCH

1: When are the resources need and forecasted?

• Quarterly

• Monthly

• Annually

• Not fixed

2: How do you rate the recruitment procedure?

• Short

• Average

• Long

• Very Long

• Cant say

3: Which method do you mostly prefer from the following for recruitment and

selection?

52

• Direct Method

• Indirect Method

• Third Party

4: What sources you prefer for recruitment and selection?

• Internal sources

• External sources

• Both

5: What are the sources for internal sourcing among the following -:

• Present permanent employees

• Present temporary employees

• Retrenched / Retired / employees

• Deceased / disabled / employees

6: What are the sources for external recruitment among the following

• Campus interviews

53

• Placement agencies

• Private employment agencies

• Public employment agencies

• Professional associations

• Data bank

• Casual applicants

• Other, if any please mention

7: How many rounds of interviews are conducted?

• 1-3

• 3-5

• More than 5

8: Are you satisfied with round of interviews conducted?

• Yes

54

• No

• To some extent

• Cant say

9: What form of interview did you prefer?

• Personal Interview

• Telephonic Interview

• Video Conferencing

• Any two (then tick those two)

• All three

10: Are you satisfied with the interview process?

• Yes

• No

• To some extent

11: Are you satisfied with the present method being followed by the company for

recruitment and selection?

55

• Yes

• No

12: Are the aptitude test conducted?

• Yes

• No

• Till some extent

• Cant say

13: If yes then it is for

• Fresher

• Executives

• Other (specify)

14: Do you conduct any of these test?

• Psychometric test

56

• Medical test

• Reference test check

• Other (specify)

15: How do you rate the HR practices of the company?

• Very Good

• Good

• Average

CHAPTER 6

57

CONCLUSION:

I have tried to give our best to the project. We have incorporated all the relevant

HUMAN RESOURCES MANAGEMENT principles which could be associated with

our topic on “Recruitment and Selection” process.

I express our gratitude to our Respected Prof. Mrs. Raje sir . We have dealt with

this project very conscientiously and sincerely. We hope to keep on doing such an

interesting project in the future.

CHAPTER 7

58

BIBLIOGRAPHY

K. Aswathappa, published by Tata Mc.Graw-hill publishing

company limited.

Managing human resources by Wayne F. Cascio and Ranjeet

Nambudiri.

59