Human Resource Management Unit 4

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Unit 4 Recruitment and Selection
Structure:
4.1 Introduction
Objectives
4.2 Concept of Recruitment
4.3 Factors Affecting Recruitment
4.4 Sources of Recruitment
4.5 Recruitment Policy
4.6 Selection
4.7 Selection Process
4.8 Application Forms
4.9 Selection Test
4.10 Interviews
4.11 Evaluation, Placement, Induction
4.12 Summary
4.13 Glossary
4.14 Terminal Questions
4.15 Answers
4.16 Case Study

4.1 Introduction
In the previous unit, we studied the need and the process of human
resource planning in an organisation. We also learnt the different HR
forecasting techniques used by organisations.
Once the manpower requirement is finalised, then the HR managers begin
to find suitable persons for filling up the positions. One of the most important
tasks of human resource management is to choose the right kind of person
for the right job. This is because the ability of an organisation is determined
to a great extent by the ability of its workforce. An organisation must have
effective recruitment policies and processes to inform candidates about the
job openings and influence them to apply for the available position.
Recruitment is the first step in the process of acquiring and retention of
human resources for an organisation. Hence, it is important to have a well-
defined requirement policy in place. This can be executed effectively to get
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the best people for the vacant position. In this unit, we will discuss the
concept of recruitment, various sources and factors affecting recruitment.
We will also study the selection process, application form and the selection
test involved in the recruitment process.
Objectives:
After studying this unit, you should be able to:
analyse various sources of recruitment
explain the importance of recruitment
evaluate various tools and techniques
identify appropriate recruitment sources
analyse role and techniques of selection

4.2 Concept of Recruitment
Recruitment is the process of searching for prospective employees and
stimulating them to apply for the jobs in the organisations. It is the process
of seeking and attracting a pool of people from which qualified candidates
can be chosen for job vacancies. Recruitment, as a process, starts with
identification of the need for human resources and ends with getting the
prospective employees to apply for the vacancies available.
The aim of effective recruitment programme is to attract the best people for
the job and aid the recruiter by making a wide choice available.
The ability to identify the right talent for not just the role/job but also from the
organisational values perspective can be summarised as the key recruiting
challenge. Under these conditions, the pressure to properly match a
candidate to a job is only one-sided, that is, from employer's side only.

Self Assessment Questions
1. Recruitment is a process of searching for _________ employees and
stimulating them to apply for the jobs in the organisations.
2. The aim of ________ programme is to attract the best people for the job
and aid the recruiter by making a wide choice available.



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4.3 Factors Affecting Recruitment
In the previous section, we discussed the concepts of recruitment. Let us
now study the various factors affecting recruitment.
There are many factors that affect the recruitment programme. These
factors can be classified as organisational or internal factors, and
environmental or external factors.
Organisational factors include the following:
Reputation of the organisation-an organisational reputation depends on
its size, area of business, profitability, management, etc.
The organisational culture and the attitude of its management towards
employees.
Geographical location of the vacant position as potential candidates
might not be eager to work in a remote place unless they belong to that
place.
The amount of resources allocated.
The channels and methods used to advertise the vacancy.
The salary that the company offers also influences the decision of a
candidate.
Environmental factors includes the following:
The situation in the labour market, the demand for manpower, the
demographics, the knowledge and skill sets available.
Stage of development of the industry to which the organisation belongs.
Culture, social attitudes and beliefs also impact on recruitment.
Law of the land and the legal implication.

Self Assessment Questions
True and false:
3. An organizational reputation does not depends on its size, area of
business, profitability, management etc.
4. Geographical location is an important factor for recruitment.
5. Channel of advertisement is not an important factor for recruitment
process.
6. Factors affecting recruitment can be classified as organisational and
environmental factor.
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4.4 Sources of Recruitment
In the previous section, we discussed the various factors affecting the
recruitment process. Let us now discuss the sources of recruitment.
The objectives of recruitment are more likely to be achieved if the recruiting
sources used are suitable for the kind of position that is to be filled. The
selection of recruitment sources should be economical as well. Different
sources of recruitment can be employed, depending on various factors like
the level of the position, number of people required, time available and the
funds allocated for recruitment.
Sources of recruitment may be internal or external.
Internal Sources
Many organisations try to identify employees from within the organisation, to
be grooming to take on higher responsibilities. Organisations which go in for
an internal search normally announce the vacancy and display in the notice
boards, send circulars to different departments or inform through the
company website.
Candidates from within the organisation respond to job posting by sending
in their applications. Promotions and transfers are also internal sources of
recruitment as candidates are identified within an organisation
Some advantages of internal sources are:
It helps in maintaining good employee relations.
It boosts the morale of the employees (feel important and valued).
It encourages competent and ambitious individuals, as their
performance will be rewarded.
Cost of recruitment is minimal.
Complete information about the employee will be available.
External Sources
An organisation will have a greater choice in human resources if it decides
to go in for external recruitment. There are various methods of recruiting
from external sources. Some popular methods are advertisements, campus
recruitments, employee referrals, employee exchanges, HR head hunters
etc.

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There are various external sources:
Advertisement Employment advertisements may be given by an
organization in newspapers, magazines, pamplets, posters and banners.
The important information that has to be furnished in an advertisement
are:
o Nature of business and size of the business
o Nature of job
o Location
o Task and responsibilities
o Emoluments, benefits and other facilities
o Requirements of the job
o Last date to respond
o Ways to respond e-mail, phone or by post
Employee referrals Employee referrals form a very good source of
recruitment especially for middle and lower level management.
Employees who are already working in the organisation recommend
their friends or acquaintances for the vacant positions in the
organisation. Some companies in competitive industries, where it is
difficult to find suitable candidates, even pay their employees if the
candidates referred by them are selected.
Employment agencies Based on the type of clientele they serve,
employment agencies can be broadly classified into public or state
agencies, private agencies and head hunters:
o Public agencies Few years ago, employment exchanges were
extremely popular in India. Today somehow they have become
outdated. With changing market needs and demands for different
skills sets, more and more companies and job-seekers are looking at
other options of recruitment.
o Private agencies Private agencies do well in dynamic job
markets, where companies explore aggressively for talent and
potential candidates. They invite applications from interested
candidates, short listing them or interview them for a second round
of short listing and finally arriving at the list of suitable candidates for
the vacant position.

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Educational institutes During the placement season, educational
institutes turn into hunting grounds for organisations looking for fresh
talent. These educational institutes offer placement to their students by
trying to get few good companies in the market to their campus for
recruitment.
Interested applicants One of the sources of recruitment for an
organisation might be unsolicited applications of candidates interested in
working with the organisation. Such candidates send in their applications
to the management either through post or e-mails and express their
interest to join the organisation.
Information technology and HR recruiting on the Internet
Employers are using information technology as an aid in recruiting people:
Computer applications range from recruiting on the Internet to
automatically scanning and storing applicants resumes.
Recruiting firm posts job descriptions on its web page.
Company advertising in their web page
Using job portals such as Naukri.com, Monster.com, Times Jobs. com
etc.
Using social networking sites such Facebook, Linkedin, Twitter etc. to
broadcast requirements.
Using email campaigns.

Self Assessment Questions
7. Employees who are already working in the organisation ______ their
friends or acquaintances for the vacant positions in the organisation.
This is known as employee referral
8. ______ invite applications from interested candidates, short listing them
or interviewing them for a second round of short listing and finally
arriving at the list of suitable candidates for the vacant position.
9. One of the sources of recruitment for an organisation might be
__________ applications of candidates interested in working with the
organisation.
10. ______ are using information technology as an aid in recruiting people.
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Activity 1:
Ask some of your friends or relatives who have attended a job interview
and answer the following questions:
a) What was the method that the firm was using to find suitable job
candidates?
b) How effective do you think they would be in finding the right
candidate?
c) What suggestions would you make to the employer of the firm on
choosing a better recruiting method?

4.5 Recruitment Policy
In the previous section, we studied various sources of recruitment. Let us
now discuss the recruitment policy of organisations.
The recruitment policy of an organisation would normally be aligned with the
objectives and policies of the organisation. It lays down the objectives of
recruitment, and the channels and sources of recruitment.
The characteristics of recruitment policy are:
1. Complies with government policies on hiring.
2. Provides employment security.
3. Assures candidates of the managements interest in their development.
4. Prevents the formation of small exclusive groups.
5. Reflects the social commitment of the organisation by employing
handicapped people.
6. Flexible enough to accommodate changes in the organisation.
7. Ensures long-term employment opportunities for employees.
8. Cost effective.
Self Assessment Questions
True and false:
11. Recruitment policy is not in compliance with government policies.
(True/False)
12. Recruitment policy is flexible enough to adjust to changes in the
organisation. (True/False)
13. Policy of recruitment has no alignment with the policy of the
organisation. (True/False)
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4.6 Selection
In the previous section, we discussed about recruitment. Let us now look
into the process of selection.
The process of choosing the most suitable candidate for a job from among
the available applicants is called selection.
This is the most important stage of employment as the concept of the right
candidate for right position, takes its final shape here. Selecting the wrong
candidates and rejecting the right candidates could prove to be a costly
mistake.
The selection process involves a series of steps which help in evaluating the
candidates. The selection process in an organisation has to be in
accordance with the organisational requirements.
The selection process can have four possible outcomes. Two of the possible
outcomes have a positive effect on the organisation, whereas two have a
negative impact.
Figure 4.1 shows the possible selection decision outcomes.
Selection Decision Outcomes
Accept Reject
Successful
Unsuccessful
1) Correct
decision
2) Rejection error
3) Acceptance
error
4) Correct decision
Fig. 4.1: Selection Decision Outcomes
(Sources: Decenzo and Robins, S, Personal Management;
John Wiley and Sons, 7
th
Ed.2002)

First, let us see the positive outcomes of selecting the right candidates (as
given in 1). It is quite obvious that the impact of right candidate would be
positive and effective for the organisation. The candidate would prove to be
a valuable asset to the organisation.

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The second outcome (as given in 4) is to reject an unsuitable candidate,
which also has a positive effect on the organisation, because selecting an
unsuitable candidate will affect the productivity of the organisation.
One negative outcome is selecting an unsuitable candidate (as given in 3).
In this case, the cost of having an unsuitable candidate in the job is high. He
or she would not add any value to the organisation. The organisation will
incur costs in training the candidate, would add to the cost of the non-
performance. If he has to be replaced, the cost of separation and recruiting
another candidate would also add to the cost of having hired the wrong
candidate. This is known as acceptance error.
The other negative outcome is not selecting the right candidate. This is a
loss to the company because they have selected the second or third best
candidate instead of the best candidate. Also the cost of not selecting the
right candidate could mean continuing the search and thereby increasing
the cost of recruitment. This is known as rejection error.

Self Assessment Questions
14. The process of choosing the most suitable candidate for a job from
among the available applicants is called ____________.
15. Selecting the _______ candidates and rejecting __________
candidates could be one of the costly mistakes.
16. Rejecting an unsuitable candidate will have a _______ effect on the
organisation.

4.7 Selection Process
In the previous unit we defined selection and discussed about the selection
decision outcomes. Let us now study the steps involved in the selection
process.

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Steps in the Selection Process
Resumes/CVs Review
Initial Screening Interview
Analyse the Application Blank
Preliminary Interview
Core and Departmental Interview
Conducting Test and Evaluating Performance
Reference checks Rejection
Job Offer to candidate
Medical Exam
Placement
Acceptance
Offer to
next
suitable
candidate
Rejection by
candidate

Fig. 4.2: Steps in the Selection Process
The various steps in the selection process are shown in figure 4.2. The
process of selection starts with a review of the applications. These
applications can either be in company specified format, or format submitted
by individual applicants. At this stage the company checks the basic
qualifications and experience of the candidates. Applicants who do not
match the required criteria are rejected at this stage. After the initial
screening, the applicants are called for a test or an interview. Tests are
generally conducted to analyse the skill levels of the candidates, for the job
being offered.
Later the test results are analysed. Unsuccessful candidates are rejected
and the successful candidates are interviewed. Some companies have an
interview panel consisting of representatives from HR department, and the
department that will employ the selected candidate. Finally the candidate
will have an interview with the concerned manager. Based on the interview
and the managers feedback the company decides whether to offer the job
to the candidate or not. Rejecting unsuccessful candidates happen in all the
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stage of the process. This filtering process ensures that only the right
candidate is successful.
Let us now look into the process in detail.

Self Assessment Questions:
17. In the first stage of the selection process, the company checks basic
_______ and ________ of the candidate.
18. The applicants are called for a test or an interview, after __________.
19. Interviews are generally conducted to test the ___________ of the
candidate.

Activity 2:
Continuing with the activity 1, what was the experience your friend faced
during the interview process? What were the major questions asked ?
Prepare a list of questions asked and analyse the area that the interview
panel wanted to assess.

4.8 Application Forms
In the previous section, we studied the steps involved in the selection
process. Let us first discuss about applications forms.
An application form, filled by the person seeking the job, is normally the
beginning of the selection procedure. An application blank is a traditional,
widely accepted template for obtaining information from a prospective
applicant. Application forms are designed to help applicants provide relevant
information including background, qualification and experience.
Some of the items that usually appear on the application forms are:
Personal information: Personal information in an application form normally
includes candidates name, date of birth, gender, marital status, details of
family and residential address.
Educational qualification: Educational qualification includes the list of
schools, colleges and institutes attended by the applicant, the period of
study and courses taken and subjects studied, the percentages of marks
scored and grades obtained by the applicant.
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Work experience: Work experience provides all the basic information on
the previous jobs the applicant has worked in indicating the tasks, activities
and responsibilities handled by him.
Salary: Here the applicant needs to give information on the salary drawn in
the previous job, including all the benefits given by previous employer.
Sometimes it may be required to maintain the expected salary for future job.
Personality items: Personality items require the applicant to provide
information such as strengths and weaknesses, professional goals, hobbies
and interest-this extra information helps employers to understand the
candidates personality.
Reference checks: The names and addresses of the individuals who can
be contacted for reference check of the applicant are included in this part of
the application. This is a way to check the credibility of the candidates and
obtain information of their past experience.

Self Assessment Questions:
20. _________ in an application form normally includes the candidates
name, date of birth, gender, marital status, details of family and
address.
21. ________ check the credibility of the candidates and get information of
their past experience.
22. In ________ items the applicant is required to provide information such
as strength and weaknesses.

4.9 Selection Test
In the previous section, we discussed about applications forms. Let us now
discuss about the selection test.
Following are a few of the selection tests conducted by organisations:
Intelligence test Measures the general mental ability of individuals. This
is the first standardised and most widely used test developed by
psychologists.
Aptitude test Measures the ability to learn a given job, when given
adequate training.

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Achievement test Measures the job related proficiency and knowledge of
the applicants.
Situational test The candidates are exposed to simulated business
situations and their responses are recorded and evaluated.
Interest test If an individual has a genuine interest in a job, he is likely to
perform well in the given task.
Personality test Helps in assessing an individuals value system,
emotions, maturity and other personal characteristics.
Polygraph test Used to check the validity and truthfulness of an applicant
by monitoring the physical changes in his body as he answers a series of
questions. Normally used for screening applicants for defence and high-
profile security jobs where it is essential that the candidate is completely
trustworthy.
Graphology Examines an individuals handwriting to assess his or her
personality.

4.10 Interviews
Most organisations use interviews as an essential step in the selection
process. An interview helps in assessing the applicants profile and
comparing it with the job profile for suitability.
Some applicants may provide some false information in their applications,
just to gain employment.
Interview process: The interview process involves preparation, conducting
and closing the interview.
Preparation
Interviewer should follow these steps when preparing for an interview:
Determine the objectives
Read the application
Determine the mode of evaluation
Time
Without any prejudice and bias
Setting:
Interviewers should make the candidate feel comfortable and relaxed.
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Conduct interview:
While conducting the interview the interviewer should:
Demonstrate a basic liking and respect for people.
Preferably ask open ended questions.
Not invade the privacy of the candidate.
Be an attentive listener.
Note or mark the relevant points.
Closing an interview:
Closing an interview is an important part of the interview. It should be
carried out in a smooth manner. Interviewer should make an overt sign to
indicate the end of the interview.
There are several types of interviews which are as follows:
Preliminary interview
Preliminary interviews are brief, first round interviews that aim to eliminate
the applicants who are obviously unqualified for the job. These interviews
are generally informal and unstructured and are conducted even before the
candidates fill in the application blanks.
Selection interview
A selection or core interview is normally the interaction between the job
applicant and the line manager and/or experts, where the applicant's
knowledge, skills, talent, etc. are evaluated and ascertained. The selection
interview can be of the following types:
Formal and structured interview
A structured interview is very rigid in its structure and contents. It is based
on a thorough job analysis. The interviewer selects the questions to be
asked and plans the interview in advance.
To comprehensively cover all areas related to the job amount the candidate
Unstructured interview
An unstructured interview has no pre-determined framework of questions
and takes its own course depending on the responses of the candidate and
the interest of the interviewer. An unstructured interview contains more open
ended questions.

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Stress interview
The objective of a stress interview is to test the applicants ability to perform
and deliver under stress. Interviewers put the interviewee under stress by
repeatedly interrupting him, criticising his answers, asking him unrelated
questions or keeping quiet for long periods after the interviewee has finished
speaking.
Group interview
In a group interview all candidates or a group of candidates are interviewed
by a panel of interviewers or a single interviewer.
This method is resorted to when the number of applicants is high and time
available for interviewing is short.
Panel interview method
In todays organisations where all functions are interdependent and every
job involves cross-functional interactions, it is imperative that people from
different functions interview a candidate.
In-depth interview
In-depth interviews are more suitable for selection of candidates for high-
end technology and high skill jobs. Experts in the relevant area test the
candidates knowledge and understanding of the subject, and assess his
expertise.
Decision making interview
After the applicants knowledge in the core areas of the job is evaluated by
experts including line managers in the organisation, the applicants are finally
interviewed by the departmental heads and the HR function.
These interviews are generally informal discussions.

4.11 Evaluation, Placement, Induction
Evaluation:
The evaluation of the candidate starts as soon as he/she leaves the room.
Evaluation is carried out on the basis of the candidates educational
qualifications, years of experience, week experience in similar jobs, skills
and competencies as well as interest expressed and personality.

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Reference check:
Once all candidates are evaluated and the final decision has been taken,
and the offer has been made to the candidate to join the organisation,
employers perform a reference check.
Medical examination:
Many organisations have made physical medical examinations mandatory,
to ensure that the candidate is physically fit.
Placement:
Once the candidate accepts the offer and joins, organisation has to place
him in the job he has been selected.
A proper placement of an employee results in low employee turnover, low
absenteeism, and low accident rates in shop floor jobs and improved morale
and commitment of the employees.
Induction
After selection the employee is first inducted into the organisation
This is the period of familiarisation for the employee with the organisation,
with his colleagues and with his job. Then, the employee is usually put on
probation for a period ranging from six months to two years. The
organisation then decides the final placement after the initial probation
period is over, based on the employees performance during the period and
his aptitude and interest.

Self Assessment Questions
23. _________ measures the general mental ability of individuals. This is
the first standardised and most widely used test developed by
psychologists.
24. _________ measures the job related proficiency and knowledge of the
applicants.
25. In _________, the candidates are exposed to simulated business
situations and their responses are recorded and evaluated.
26. ________ examines an individuals handwriting analysis to assess his
personality.
27. _________ are first round interviews that aim to eliminate the
applicants who are obviously unqualified for the job.
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28. ________ are deliberate attempts to create pressure to observe how
an applicant performs under stress.
29. ___________ is the period of familiarisation for the employee, with the
organisation, with his colleagues and with his job.
30. _____________ is an important part of the interview. It should be done
in a smooth manner. Interviewer should make an overt sign to indicate
the end of the interview.

4.12 Summary
Let us recapitulate the important concepts discussed in this unit:
Recruitment is a process of searching for prospective employees and
stimulating them to apply for the jobs in the organisations. The process
of seeking and attracting a pool of people from which qualified
candidates can be chosen for job vacancies.
Recruitment, as a process, starts with identification of the need for
human resources and ends with getting the prospective employees to
apply for the vacancies available.
There are many factors that affect the recruitment programme. These
factors can be classified as organisational or internal factors, and
environmental or external factors.
The process of choosing the most suitable candidate for a job from
among the available applicants is called selection. This is the most
important stage of employment as the concept of the right candidate for
right position, takes its final shape here. Selecting the wrong candidates
and rejecting the right candidates could prove to be a costly mistake.
An application form, filled by the person seeking the job is normally the
beginning of the selection procedure. An application blank is a
traditional, widely accepted template for obtaining information from a
prospective applicant.
Application forms are designed to help applicants provide relevant
information including background, qualification and experience.
Most organisations use interviews as an essential step in the selection
process. An interview helps in assessing the applicants profile and
comparing it with the job profile for suitability. There are several types of
interviews.

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Interview processes are based on preparation, setting, conducting
interview, closing interview.
The selection process ends with evaluation, reference check, medical
examination, placement and induction.

4.13 Glossary
Employee referral: Employee referral is an internal recruitment method
employed by organizations to identify potential candidates from their
existing employees' social networks.
In-depth interview: In-depth interviewing is a qualitative research
technique that involves conducting intensive individual interviews with a
small number of respondents to explore their perspectives on a
particular idea, program, or situation.
Induction: An induction programme is the process used in organisations
to welcome new employees and prepare them for their new role.

4.14 Terminal Questions
1. Define recruitment and discuss the factors affecting recruitment.
2. Discuss selection process outcomes and its effect in the selection of
candidates.
3. Discuss the types of interviews.
4. Discuss the process of interview.

4.15 Answers

Self Assessment Questions
1. prospective
2. effective recruitment
3. false
4. true
5. false
6. true
7. recommend
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8. Private agencies
9. unsolicited
10. Employers
11. False
12. True
13. False
14. Selection
15. Wrong, right
16. Positive
17. qualification and experience
18. Initial screening
19. Skill levels
20. Personal information
21. Reference check
22. Strength, weakness
23. Intelligent test
24. Achievement Test
25. Situational test
26. Graphology
27. Preliminary Interview
28. Stress interviews
29. Induction
30. Closing of interview

Terminal Questions
1. Recruitment is a process of searching for prospective employees and
stimulating them to apply for the jobs in the organisations. There are
many factors that affect the recruitment programme. These factors can
be classified as organisational or internal factors, and environmental or
external factors. Refer section 4.2 and 4.3 for more details.

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2. Selecting the wrong candidates and rejecting the right candidates could
prove to be a costly mistake. Selection decision outcomes are as given
below:
Selection Decision Outcomes
Accept Reject
Successful
Unsuccessful
1) Correct
decision
2) Rejection error
3) Acceptance
error
4) Correct decision
Refer section 4.6 for more details.
3. Organisations use interviews as an essential step in the selection
process. An interview helps in assessing an applicants profile and
comparing it with the job profile for suitability. There are several types of
interviews including preliminary interview, core interview, stress
interview etc. Refer section 4.10 for more details.
4. Interview processes are based on preparation, setting, conducting
interview, closing interview. Refer section 4.10 for more details.

4.15 Case Study
Recruitment Sites Woo First-time Job Seekers
By Anjali Prayag
Travelling across the country for campus hiring has become an expensive
process and companies were looking for alternatives.
Bangalore, May 11. The campus recruitment process, which had fallen into
a pattern in the last few years, has taken a new turn this year.
While some of last years recruits are yet to receive their joining dates,
thanks to the slowdown, students passing out this year will see little activity
in the campus placement process.
Turning this slump into a business opportunity, online job sites are focusing
their services on this new category of users.
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Naukri.com is beta testing Firstnaukri.com, a job site targeted at graduates
ready for the job market in 2009.
Mr Hitesh Oberoi, COO, Naukri.com, told Business Line that this was in
response to clients requesting Naukri to help them in campus hiring.
Moreover, travelling across the country for campus hiring has become an
expensive process and companies are looking for alternatives, he said.
About 25 companies have already registered and 20,000 CVs have been
posted on FirstNaurki.com, said Mr Oberoi. Several institutes are interested
in registering their students profiles on the site.
This kind of campus-to-corporate online network will help companies reach
out to a greater number of students, said Mr Srini Krishnamurthi, Managing
Director, Expertus, a training outsourcing firm that has just launched a job
portal for engineering graduates. From a career point of view, typical job
sites do not work well for freshers as their needs are different.
Seniors have social networking sites that help them in connecting with
people. Thats why we decided to launch c2c.com where students can
participate in blogs and forums and get news about the industry, and whos
hiring.
To help freshers, JobStreet India is adding a bunch of skill tests in
TestBench, a job seeker self-assessment product in its portfolio, said Mr
Anand Iyer, CEO, Jobstreet India.
This product offers aptitude and skill tests which job seekers (most of the
time freshers) would find useful to assess their current competencies at their
own pace, and choose to take remedial measures to become better
qualified in the shrunken job market, said Mr Iyer.
Friendly portal for job seekers
By G. Naga Sridhar
Hyderabad, March 23. If you are one of those who lost your job due to
recession, here is some good news. There are friends who wish to help
you find a job soon.
What you need to do is post your CV on www.asksaurabh.com, a portal set
up by Pune-based Mr Saurabh, who recently lost his job in Yahoo, along
with his friends Mr Anthony, Mr Iqbal Gandham and others.
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At the very outset, the portal lists three rules: no job consultants, no fake
jobs/profiles and no charges for matchmaking. It also asks the users upfront
to kindly respect the three rules of this free service.
One can post CV and jobs in a wide range of areas such as design,
engineering finance, general, HR, quality assurance, testing and software
development, among others.
Our philosophy is simple, if we can help one person get back into a job, our
web site would have done its job, Mr Iqbal told Business Line. Asksaurabh
is not allowing recruitment agencies to post, and there is no charge for
posting.
Besides the concept of a friend in need is a friend indeed, what gave birth
to the web site is an inspiration from Purple People Collective (PPC), a site
that helps match up IT professionals who are looking for people and those
who need jobs in the US and Europe.
It all started when we visited our friend Saurabh in Bangalore who had just
been laid off by Yahoo!, and was looking for a new job, said Mr Anthony
over phone from Pune.
The Indian IT landscape and talent pool, with its different requirements,
offerings and prices, requires its own dedicated site (like PCC), he added.
The response has been amazing 60 companies posted their
requirements in the last 20 days while over 500 job seekers signed up for
posting their CVs and finding prospective employers.
The site is still in its infancy. Going forward, we believe the response would
be more along with the number of people benefiting out of this, said
Mr Anthony.
Discussion Questions:
1. Do you think that technology enabled recruitment is now being more
accepted ? Justify.
2. What are the benefits that job portals provide for recruiters and
candidates ?
(Source: Business line May 12
th
/May 24
th
2009)


Human Resource Management Unit 4
Sikkim Manipal University Page No. 76
References:
Fisher S, and Shaw. (2010). Human Resources Management. New
Delhi: Cengage Publication.
Aswathappa K. (2010). Human Resource Management. New Delhi: Tata
McGraw Hills.
Wayne C. F. (1998). Managing Human Resource. Irwin/McGraw Hills.
Durai P. (2010). Human Resource Management. New Delhi: Pearson
Publication.