A STUDY ON THE PROCESS OF INTERNAL AND EXTERNAL

RECRUITMENT AND RETAINMENT OF THE EMPLOYEES IN NOKIA

SIEMENS NETWORK

SUBMITED IN PRACTICAL FULFILLMENT OF THE REQUIREMENT OF THE

AWARD OF THE DEGREE OF

MASTER OF BUISNESS ADMINISTRATION

ABSTRACT
The study is conducted in Nokia Siemens network O ragadam. The
topic of the study is ³A study on recruitment and retainment in Nokia Siemens
network´.

The study is basically a descriptive study with a sample size of 50. The
respondents are the employees in the organization.

Recruitment and retainment process is the main duty of an HR the

organisation must select a right person for right job the person should be selected
correctly and the next main duty of an HR is to make the employee to retain in
the organisation. To understand the needs of the employees and give what they
require so that the employee may remain in the organisation
 In the recruitment and retainment process observed the present
system is satisfactory communication between the employees and the
organisation is good enough so that the employees get a good atmosphere in
the organisation and they may not leave the organisation .

CONTENTS Page No.

CHAPTER 1

INTRODUCTION

ABOUT THE TOPIC

BACKGROUND STUDY

NEED FOR THE STUDY

SCOPE OF THE STUDY

LIMITATIONS OF THE STUDY

RESEARCH OBJECTIVES

OBJECTIVES

MAJOR OBJECTIVES

CHAPTER 2

COMPANY PROFILE

CHAPTER 3

REVIEW OF THE LITERATURE

CHAPTER 4

RESEARCH METHODOLOGY

TYPE OF RESEARCH

RESEARCH APPROACH

SOURCES OF DATA
 SAMPLING PLAN

POPULATION AND SAMPLING UNIT

SAMPLE SIZE

SAMPLING PROCEDURE

MODE OF DATA COLLECTION

DATA COLLECTION INSTRUMENT

TOOLS USED FOR ANALYSIS

CHAPTER 5

DATA ANALYSIS AND INTERPRETATION

CHAPTER 6

FINDINGS

RECOMMENDATIONS

CHAPTER 7

CONCLUSION

BIBLIOGRAPHY

ANNEXURES
CHAPTER 1
 1.IN T R O D U C T IO N

1.1 INTRODUCTION TO HUMAN RESOURCE

Human resources is a term with which many organizations describe the

combination of traditionally administrative personnel functions with performance,
Employee Relations and resource planning. The field draws upon concepts developed
in Industrial/Organizational Psychology. Human resources have at least two related
interpretations depending on context.

The original usage derives from political economy and economics, where it was
traditionally called labour, one of four factors of production. The more common usage
within corporations and businesses refers to the individuals within the firm, and to the
portion of the firm's organization that deals with hiring, firing, training, and other
personnel issues. This article addresses both definitions. The objective of Human
Resources is to maximize the return on investment from the organization's human
capital and minimize financial risk. It is the responsibility of human resource managers to
conduct these activities in an effective, legal, fair, and consistent manner.

Human resource management serves these key functions:

1. Selection
2. Training and Development
3. Performance Evaluation and Management
4. Promotions
5. Redundancy
6. Industrial and Employee Relations
7. Record keeping of all personal data.
8. Compensation, pensions, bonuses etc in liaison with Payroll
9. Confidential advice to internal 'customers' in relation to problems at work.
10. Career development
 1.2 RESEARCH BACKGROUND
INTRODUCTION TO RECRUITMENT AND RETENTION

According to Edwin B. Flippo, ³Recruitment is the process of searching the

candidates for employment and stimulating them to apply for jobs in the organisation´.
Recruitment is the activity that links the employers and the job seekers

A few definitions of recruitment are:

A process of finding and attracting capable applicants for employment. The

process begins when new recruits are sought and ends when their applications are
submitted. The result is a pool of applications from which new employees are selected.

It is the process to discover sources of manpower to meet the requirement of

staffing schedule and to employ effective measures for attracting that manpower in
adequate numbers to facilitate effective selection of an efficient working force.

Recruitment of candidates is the function preceding the selection, which helps

create a pool of prospective employees for the organisation so that the management can
select the right candidate for the right job from this pool. The main objective of the
recruitment process is to expedite the selection process.

Recruitment is a continuous process whereby the firm attempts to develop a

pool of qualified applicants for the future human resources needs even though specific
vacancies do not exist. Usually, the recruitment process starts when a manger initiates
an employee requisition for a specific vacancy or an anticipated vacancy.

RECRUITMENT NEEDS ARE OF THREE TYPES

PLANNED

i.e. the needs arising from changes in organization and retirement policy .
ANTICIPATED

Anticipated needs are those movements in personnel, which an organization

can predict by studying trends in internal and external environment.

UNEXPECTED

Resignation, deaths, accidents, illness give rise to unexpected needs.

Purpose & Importance Of Recruitment

Attract and encourage more and more candidates to apply in the

organisation. Create a talent pool of candidates to enable the selection of best
candidates for the organisation. Determine present and future requirements of the
organization in conjunction with its personnel planning and job analysis activities.
Recruitment is the process which links the employers with the employees. Increase the
pool of job candidates at minimum cost. Help increase the success rate of selection
process by decreasing number of visibly under qualified or overqualified job
applicants.

Help reduce the probability that job applicants once recruited and Selected
will leave the organization only after a short period of time. Meet the organizations
legal and social obligations regarding the composition of its workforce. Begin
identifying and preparing potential job applicants who will be appropriate candidates.
Increase organization and individual effectiveness of various recruiting techniques and
sources for all types of job applicants Retention

Employee Retention involves taking measures to encourage employees to

remain in the organization for the maximum period of time. Corporate is facing a lot of
problems in employee retention these days. Hiring knowledgeable people for the job is
essential for an employer. But retention is even more important than hiring. There is no
dearth of opportunities for a talented person. There are many organizations which
are looking for such employees. If a person is not satisfied by the job he¶s doing, he may
switch over to some other more suitable job. In today¶s environment it becomes very
important for organizations to retain their employees. The top organizations are on the
top because they value their employees and they know how to keep them glued to the
organization. Employees stay and leave organizations for some reasons. The reason
may be personal or professional. These reasons should be understood by the employer
and should be taken care of. The organizations are becoming aware of these reasons
and adopting many strategies for employee retention.

1. 3 Ne e d f or r e c r u it me nt :
Th e n e e d fo r re c ru i t m e n t m a y b e d u e t o t h e f o l lo w i n g re a s o n s /
si tuat ion:

V a ca n c i e s d u e t o p ro m o t i o n s
a ) T ra n s f e r, re t i r e m e n t , t e rm i n a t i o n , p e rm a n e n t d i s a b i li t y , d ea t h a n d
la b o u r t u rn o v e r.

C re a t i o n o f n e w v a c a n ci e s d u e t o t h e g ro w t h , e x p a n s i o n a n d
d i v e rs i f i ca t i o n o f b u s i n e s s a c t i v i t i e s o f a n e n t e rp ri s e. I n a d d i t i o n , n e w
v a ca n c i e s a re p o s s i b l e d u e t o j o b s p e c i f i ca t i o n
1. 4 Sc o pe of t he st u dy :
To d et e r m i n e t h e p re s e n t a n d f u t u re re q u i re m e n t s o f t h e
o rg a n i za t i o n o n co n j u n c t i o n w i t h i t s p e rs o n n e l- p la n n i n g a n d j o b a n a ly s i s
activi ti es.

1 . T o i n c re a s e t h e p o o l o f j o b ca n d i d a t e s a t m i n i m u m co s t .
2 . T o h e lp i n c re a s e t h e s u c c e s s ra t e o f t h e s e l e c t i o n p ro c e s s b y re d u c i n g
t h e n u m b e r o f v i s i b ly u n d e r q u a li f i ed o r o v e rq u a li f i e d j o b app
li cant s.
3 . T o h e lp re d u c e t h e p ro b a b i l i t y t h a t j o b a p p li c a n t s , o n c e re c ru i t e d
a n d s e l e c t ed , wi l l l e a v e t h e o rg a n i za t i o n o n l y a f t e r a s h o rt p e ri o d o f t i
m e.
4 . T o m e et t h e o rg a n i za t i o n ¶ s l e g a l a n d s o c i a l o b li g a t i o n s re g a rd i n g t h e
co m p o s i t i o n o f i t s wo rk f o rc e.
5 . T o b eg i n i d en t i f y i n g a n d p r e p a ri n g p o t en t i a l j o b a p p l i c a n t s w h o wi l l
b e a p p ro p ri a t e ca n d i d a t e s .
6 . T o i n c re a s e o rg a n i za t i o n a l a n d i n d i v i d u a l e f f e c t i v e n e s s i n t h e s h o rt
t e rm a n d l o n g t e r m.
7 . T o e v a lu a t e t h e e f f e c t i v en e s s o f v a ri o u s re c ru i t i n g t e c h n i q u e s a n d
s o u rc e s f o r a l l t y p e s o f j o b a p p l i ca n t s.

1.5 O B JE CTI VES

OBJECTIVES OF THE STUDY

Recruitment helps a company to achieve its objective from time to time by

creating a positive attitude among workers. Reducing wastage and making maximum
use of resources etc.

Allocating the jobs to the right person:-

If proper recruitment and selection methods are followed, the company will
be able to select the right people for the right job. When this happens the number of
people leave the job will reduce as the will be satisfied with their job leading to decrease
in labour turnover

To know the benefits of recruitment to the employees with respect to

their welfare activities.
HR management function that helps managers to recruit, select, train and
retain members for an organization.

So the study of the HR recruitment and retainment means basically the brief study of all
HR functions related to recruitment and retainment in the organization. I believe
the recruitment and retainment is a vital part of an organization, which helps the
organization to achieve the goal of the organization.
All companies are having their recruitment and retainment process but the company
who is having the best, is the most
successful company among its competitors. So the company can get success within its
competitors
by applying best, effectiveness in the organisation

The main objective of the project is

To understand and study the recruitment and retainment process in the

organisation
To know how the organisation recruit employees
To study what are the sources of recruitment in the organisation
To study what are the test the organisation conduct
To study how the organisation retain the employees
HR function is very important in every organization. It helps the organization to
manage not only
the people of the organization but to manage all the working processes in it also. HR
management function that helps managers to recruit, select, train and retain members
for an organization.
 CHAPTER: 2

Company profile
With more than 60,000 people in over 150 countries, Nokia Siemens Networks is
one of the largest telecommunications hardware, software and services companies in
the world. We are committed to innovation and sustainability and offer a complete
portfolio of mobile, fixed and converged network technologies as well as professional
services including consulting and systems integration, network implementation,
maintenance and care, and managed services.

We serve more than 600 customers around the world ± Communications

Service Providers (CSPs) who face a multitude of challenges as they focus on capturing
greater value through business model innovation, reducing the complexity within their
businesses and networks, growing their customer base and minimizing subscriber
churn.

It is our aim to play the vital role of an enabler, someone who helps CSPs
build stronger, more lasting and ultimately more profitable customer relationships. We
aim to do so by enhancing the efficiency and sustainability of their business practices,
and in turn help them meet pressing challenges.
 Our initiatives aim to foster sustainable business practices which increase
profitability and demonstrate the broad impact of the telecommunications industry on
other sectors. One such initiative is our participation in the WWF Climate Savers
program under which we have pledged to undertake a number of steps that reduce our
annual CO2 emissions by approximately two million tons. One of our key co mmitments
is to improve the energy efficiency of our GSM/EDGE and WCDMA/HSPA base
station products by up to 40 percent by 2012. Our Flexi Base Station has the lowest
energy consumption in the market, and has been recognized as the world¶s most
progressive mobile network technology at GSMA Global Mobile Awards 2009. In
addition, we recently launched the industry¶s most comprehensive energy solutions
offering, which includes the innovative Green Energy Control. Currently we have more
than 390 sites across 25 countries which run on renewable energy. By 2011, renewable
energy will be our preferred source of power supply for every remote base station site
that we install.

Our vast and market-leading portfolio of offerings aptly reflects our

emphasis on thought leadership and innovation. We have pioneered a centralized
Global Service Delivery model by creating integrated multi-technology, multi-vendor
Global Network Solutions Centres which drive the world¶s most efficient networks. We
also enjoy leadership in several other areas, including Professional Services where we
are the industry¶s fastest growing vendor, voice solutions where we power the
conversations of more than one-fourth of the world¶s population, 3G where we have
more than 160 3G radio references, and network deployment where we enjoy the
largest market share. As a leader in technology innovation, we are committed to
driving the commercial uptake of LTE starting in 2010, and offer an end-to-end
solution which provides a future-proof, easy and cost-efficient path to LTE.

Mission and Vision

The road ahead

Until now, development in our industry has mainly been a matter of delivering
connections ± more, faster, cheaper, and more efficient. This is still important. The
connectivity explosion continues, and by 2015 we know that 5 billion people and further
billions of devices will be connected. So, we must continue applying our expertise in
order to deliver on the reality of hundred-fold increases in traffic.
Towards an ecosystem of partners
Today, however, we are also focusing like never before on delivering quality ±
quality experience. We can see that a more open, collaborative and customer-centric
way of working could bring so much more value to billions of individuals, and to
millions of businesses. We at Nokia Siemens Networks must drive that change by
leaving the closed and proprietary mindset behind, and leading the way in a ne w spirit
of openness and collaboration.

Our customers¶ challenges

Our customers, Communications Service Providers (CSPs), face challenges on
all fronts: the need to increase efficiency keeps pressure on capital and operational
costs; the dramatic rise in traffic due to the proliferation of internet applications
demands new business models for monetization; and an ever fiercer competitive
climate is challenging CSPs to prove they can retain the customers they have and win
back any they might have lost. Nokia Siemens Networks will play a vital role in helping
CSPs meet these challenges. This role is our mission ± it¶s about building value.

Our mission

«by improving efficiency and experience

We have built value by addressing efficiency, and we continue to do that. But we also
need to address the customer¶s need for a better experience, because it¶s experience
that builds relationships, and relationships that build value.
Our vision

We believe that CSPs can ultimately enable and deliver a ³segment of one´ ±
where they can define and enhance the service experience for each and every
individual. Customers whose communications experience fit and works for them don¶t
change operators. And operators who can devote themselves to enriching the
customer¶s experience build stronger, more lasting and profitable customer
relationships.

The individual communications experience is the greatest value a

communications service provider can deliver to their customer, and so it¶s the greatest
value we can support communications service providers in delivering.

The road ahead

The future of service is largely network-based. Internet applications hosted in
the µcloud¶ (email, social networking sites, corporate service and communication tools,
etc.), already account for a large proportion of the services people access every day.
Every day, therefore, quality of network experience has more and more to do with
quality of life.

Ultimately every service is delivered to an individual. And those individuals

will benefit from the services being delivered in a way that fits their personal needs and
desires. This experience cannot be the privilege of the few. It must be as true for
customers in emerging countries with just a dollar to spend, as for businesses in
developed countries with greater resources, and for the trillions of devices that make up
the Internet of Things.

Our vision acknowledges that communications service providers need to

manage this complexity wisely, ensuring the necessary security and authentication for
users, while having the ability to profitably deliver a customized experience, based on a
person¶s locations, context, device, usage patterns and preferences.
 Our vision guides our mission, and our mission is to build more valuable
customer relationships. The individual communications experience builds more
valuable customer relationships.

CHAPTER: 3
 REVIEW OF LITERATURE
3 . 1 S ci e n t i f i c r e c r u i t m en t a n d s el e c t i o n

T h e i mp o rt a n c e o f s e l e c t i o n re c ru i t m en t a n d s e l e c t i o n o f s t a f f i s n o w
a c c e p t e d i n t h e b u s i n e s s wo rl d . S e l e c t i o n i s i mp o rt a n t a s i t h a s i t s i mp a ct
o n wo rk p e rf o r m a n c e a n d e m p l o y e e c o s t . A s re s u l t s ci e n t i f i c m e t h o d s o f
r e c ru i t m en t a n d s e l e c t i o n a re e xt e n s i v e l y fo r t h e s e l e c t i o n o f m a n a g e rs a n
d t h e s u p e rv i s o ry s t a f f. Th e a s s i s t a n c e o f e xp e rt s s u c h a s i n d u s t ri a l
p s y ch o lo g i s t a n d m a n a g e m e n t c o n s u lt a n t s a re a l s o t a k e n fo r t h e p u rp o s e
o f s c i en t i fi c s e l e c t i o n . A s a re s u l t , t h e o b j e ct i v e o f ³ ri g h t ma n f o r t h e ri g h t
j o b ´ i s a c h i e v e d i n m a n y o r g a n i z a t i o n s . M o r e o v e r, ³ r i g h t j o b ´ i s t h e b a s i c
p ri n ci p l e i n m a n p o w e r p ro c u re m e n t .

3. 2 RECRU ITM ENT PROCES S

R e c ru i t m en t re f e r s t o t h e p ro c e s s o f i d e n t i f y i n g a n d a t t ra c t i n g j o b
s e e k e r s s o a s t o b u i ld a p o o l o f q u a l i f i e d j o b a p p li c a n t s . Th e p ro c e s s
co m p ri s e s fi v e i n t e r re l a t ed s t a g e s , v i z,

1. Planni ng.
2 . S t ra t e g y d ev e l o p m e n t .
3 . S e a rc h i n g .
4 . S c re e n i n g .
5 . E v a lu a t i o n a n d co n t ro l.
T h e i d ea l re c ru i t m e n t p ro g ra m m e i s t h e o n e t h a t a t t ra c t s a
re l a t i v e l y l a rg e r n u m b e r o f q u a l i f i ed a p p l i c a n t s w h o wi l l s u rv i v e t h e
s c re e n i n g p ro c e s s a n d a c c e p t p o s i t i o n s wi t h t h e o rg a n i s a t i o n , wh en
o f f e re d . R e c ru i t m en t p ro g ra m m e s c a n mi s s t h e i d ea l i n m a n y wa y s i . e. b y
fa i li n g t o a t t ra c t a n a d e q u a t e a p p l i ca n t p o o l, b y u n d e r/ o v e r s e l l i n g t h e
o rg a n i s a t i o n o r b y i n a d eq u a t e s c re e n i n g a p p l i ca n t s b e f o re t h e y e n t e r t h e
s e l e c t i o n p ro c e s s . Th u s , t o a p p ro a ch t h e i d ea l, i n d i v i d u a l s r e s p o n s i b l e fo r
t h e re c ru i t m e n t p ro c e s s mu s t kn o w h o w ma n y a n d wh a t t y p e s o f
e m p lo y e e s a re n e e d e d , w h e re a n d h o w t o l o o k fo r t h e i n d i v i d u a l s w i t h t h e
a p p ro p ri a t e q u a l i fi ca t i o n s a n d i n t e re s t s , w h a t i n d u c e m e n t t o u s e fo r
v a ri o u s t y p e s o f a p p l i ca n t s g ro u p s , h o w t o d i s t i n g u i s h a p p l i ca n t s wh o a re
q u a li f i ed f ro m t h o s e w h o h a v e a re a s o n a b l e c h a n c e o f s u c c e s s a n d h o w t o ev
a lu a t e t h ei r w o rk .

STAGE 1:

RECRU ITM ENT PLANNI NG:

T h e fi rs t s t a g e i n t h e re c ru i t m e n t p ro c e s s i s p l a n n i n g . P l a n n i n g
i n v o lv e s t h e t ra n s l a t i o n o f li k e l y j o b v a ca n c i e s a n d i n fo r m a t i o n a b o u t t h e
n a t u re o f t h e s e j o b s i n t o s et o f o b j e ct i v e s o r t a rg e t s t h a t s p e c i fy t h e ( 1 )
N u mb e rs a n d ( 2 ) Ty p e s o f a p p l i ca n t s t o b e co n t a ct ed .

N u mb e rs o f co n t a ct :

O rg a n i za t i o n , n ea rl y a l w a y s , p l a n t o a t t ra c t mo r e a p p li c a n t s t h a n
t h ey wi l l h i re . S o m e o f t h o s e c o n t a ct e d wi l l b e u n i n t e r e s t e d , u n q u a l i f i e d
o r b o t h . Ea c h t i m e a re c ru i t m e n t P ro g ra m m e i s c o n t e m p la t ed , o n e t a s k i s
t o e s t i m a t e t h e n u mb e r o f a p p l i ca n t s n e c e s s a ry t o f i l l a l l v a c a n ci e s wi t h
t h e q u a l i fi e d p eo p l e.

Typ es o f conta ct s:

I t i s b a s i c a l l y c o n c e rn ed wi t h t h e t y p e s o f p eo p l e t o b e i n f o rm e d
a b o u t j o b o p en i n g s . Th e t y p e o f p e o p l e d e p en d s o n t h e t a s k s a n d
re s p o n s i b i l i t i e s i n v o l v ed a n d t h e q u a l i f i ca t i o n s a n d e xp e ri en c e e x p e c t ed . T h
e s e d e t a i l s a re a v a i la b l e t h ro u g h j o b d e s c ri p t i o n a n d j o b s p e c i fi c a t i o n .

S TAGE 2 :

STRATE GY DEVELO PM ENT:

W h en i t i s e s t i ma t ed t h a t wh a t t y p e s o f r e c ru i t m en t a n d h o w m a n y
a re re q u i re d t h e n o n e h a s co n c e n t ra t e i n

( 1) . M a ke o r B uy emp lo y ees. ( 2 ) . T e ch n o lo g i ca l s o p h i s t i c a t i o n o f
re c ru i t m en t a n d s e l e c t i o n d ev i c e s . ( 3 ) . G e o g ra p h i c a l d i s t ri b u t i o n o f
la b o u r m a rk e t s co m p ri s i n g j o b s e e k e rs . ( 4 ) . S o u rc e s o f re c ru i t m e n t .

( 5 ) . S eq u e n ci n g t h e a ct i v i t i e s i n t h e r e c ru i t m e n t p ro c e s s .

µ M a k e¶ o r µ B u y ¶ :

O rg a n i s a t i o n mu s t d e ci d e wh et h e r t o h i re l e s ki l l e d e m p l o y e e s a n d
i n v e s t o n t ra i n i n g a n d ed u c a t i o n p ro g ra m m e s , o r t h ey ca n h i re s ki l l e d
la b o u r a n d p ro f e s s i o n a l. E s s e n t i a l l y , t h i s i s t h e µ m a k e ¶ o r µ b u y ¶ d e ci s i o n .
O r g a n i z a t i o n s , w h i c h h i r e s k i l l e d a n d p ro f e s s i o n a l s s h a l l h a v e t o p a y m o r e fo
r t h ese emp lo y ees.
T e c h n o lo g i c a l S o p h i s t i ca t i o n :

T h e s e co n d d e c i s i o n i n s t ra t eg y d e v e l o p m en t re l a t e s t o t h e m e t h o d s
u s e d i n re c ru i t m e n t a n d s e l e c t i o n . T h i s d e c i s i o n i s ma i n ly i n f lu e n c ed b y
t h e a v a i l a b l e t e c h n o lo g y . T h e a d v e n t o f c o mp u t e rs h a s ma d e i t p o s s i b l e
fo r e m p l o y e rs t o s ca n n a t i o n a l a n d i n t e rn a t i o n a l a p p li c a n t q u a li f i ca t i o n .
A l t h o u g h i m p e rs o n a l, co m p u t e r s h a v e g i v en e m p lo y e rs a n d o b s e e k e rs a
wi d e r s c o p e o f o p t i o n s i n t h e i n i t i a l s c r e e n i n g s t a g e.

W h e re t o l o o k:

I n o rd e r t o re d u c e t h e co s t s , o rg a n i s a t i o n s lo o k i n t o la b o u r m a rk e t s
m o s t li k e l y t o o f f e r t h e re q u i r e d j o b s e e k e rs . G e n e ra l l y , c o mp a n i e s l o o k i n
t o t h e n a t i o n a l m a rk e t f o r ma n a g e ri a l a n d p ro f e s s i o n a l e m p lo y e e s ,
re g i o n a l o r lo c a l ma r k e t s fo r t e c h n i c a l e m p lo y e e s a n d lo ca l m a rk e t s fo r t h e
c l e ri c a l a n d b lu e - co l l a r e mp l o y e e s .

W h en t o lo o k:
A n e f f e c t i v e re c ru i t i n g s t ra t eg y mu s t d e t e rm i n e wh e n t o l o o k -
d e c i d e o n t h e t i m i n g s o f ev e n t s b e s i d e s k n o wi n g wh e r e a n d h o w t o
l o o k f o r j o b a p p l i ca n t s.

STA GE 3 :

S EARCHNG:
O n c e a re c ru i t m e n t p l a n a n d s t ra t e g y a re w o rk e d o u t , t h e s e a rc h
p ro c e s s c a n b e g i n . S ea r c h i n v o lv e s t w o s t e p s

A) . S o u r c e a c t i va t i o n a n d
B). Sellin g.

A) . S O U R C E A C T I V A T I O N :

Ty p i c a l l y , s o u rc e s a n d s e a rc h m e t h o d s a re a ct i v a t e d b y t h e
i s s u a n c e o f a n e m p lo y e e re q u i s i t i o n . T h i s m ea n s t h a t n o a ct u a l re c ru i t i n g
t a k e s p l a c e u n t i l lo n e m a n a g e rs h a v e v e ri fi e d t h a t v a ca n c y d o e s e x i s t o r
wi l l e xi s t .

I f t h e o rg a n i s a t i o n h a s p la n n ed w e l l a n d d o n e a g o o d j o b o f
d e v e lo p i n g i t s s o u r c e s a n d s ea rc h m e t h o d s , a ct i v a t i o n s o o n r e s u l t s i n a
f l o o d o f a p p li c a t i o n s a n d / o r re s u m e s .

T h e a p p l i ca t i o n re c e i v e d mu s t b e s c r e e n ed . T h o s e wh o p a s s h a v e t o
b e c o n t a c t ed a n d i n v i t ed f o r i n t e rv i e w. Un s u c c e s s f u l a p p l i ca n t s m u s t b e s e n
t l et t e r o f re g re t .

B). SELLI NG:

A s e co n d i s s u e t o b e a d d re s s e d i n t h e s e a rc h i n g p ro c e s s c o n c e rn s
co m m u n i ca t i o n s . H e re, o rg a n i s a t i o n w a l k s t i g h t ro p e. On o n e h a n d , t h e y
w a n t t o d o w h a t e v e r t h e y ca n t o a t t ra ct d e s i ra b l e a p p li c a n t s . On t h e o t h e r
h a n d , t h ey m u s t re s i s t t h e t e m p t a t i o n o f o v ers e l l i n g t h ei r v i rt u e s .

I n s e l l i n g t h e o rg a n i s a t i o n , b o t h t h e m e s s a g e a n d t h e m e d i a d e s e rv e
a t t en t i o n . M e s s a g e re f e rs t o t h e e m p l o y m en t a d v e rt i s e m e n t . Wi t h re g a rd s
t o m e d i a , i t ma y b e s t a t e d t h a t e f f e c t i v e n e s s o f a n y re c ru i t i n g m e s s a g e
d e p en d s o n t h e m e d i a . M e d i a a re s e v e ra l - s o m e h a v e l o w c re d i b i l i t y , wh i l e
o t h e rs e n j o y h i g h c re d i b i l i t y . S e l e c t i o n o f m e d i u m o r m ed i a n e ed s t o b e d o
n e wi t h a l o t o f ca re.

S TEP 4:

S CREENIN G:

S c re e n i n g o f a p p li c a n t s c a n b e re g a r d e d a s a n i n t eg ra l p a rt o f t h e
re c ru i t i n g p ro c e s s , t h o u g h ma n y v i e w i t a s t h e fi rs t s t ep i n t h e s e l e c t i o n
p ro c e s s . E v en t h e d e f i n i t i o n o n re c ru i t m e n t , w e q u o t ed i n t h e b eg i n n i n g o f
t h i s ch a p t e r, e x c l u d e s s c re e n i n g f ro m i t s s c o p e. Ho w e v e r, w e h a v e
i n c lu d e d s c r e e n i n g i n re c ru i t m e n t fo r v a l i d re a s o n s . Th e s e l e c t i o n p ro c e s s wi l
l b eg i n a f t e r t h e a p p li ca t i o n s h a v e b e e n s c ru t i n i z e d a n d s h o rt - l i s t e d .
H i ri n g o f p ro f e s s o r s i n a u n i v e rs i t y i s a t y p i ca l s i t u a t i o n . Ap p l i ca t i o n
re c e i v e d i n re s p o n s e t o a d v e rt i s e m e n t s i s s c re e n e d a n d o n ly e li g i b l e
a p p li c a n t s a re c a l l e d fo r a n i n t e rv i e w . A s e l e c t i o n c o m mi t t e e co m p ri s i n g
t h e Vi c e - c h a n c e l l o r, R e g i s t ra r a n d s u b j e ct e x p e rt s c o n d u c t s i n t e rv i e w . H e
re , t h e re c ru i t m e n t p ro c e s s e x t en d s u p t o s c re e n i n g t h e a p p l i ca t i o n s . T h e s
e l e c t i o n p ro c e s s co m m e n c e s o n l y la t e r.

P u rp o s e o f s c re e n i n g

T h e p u rp o s e o f s c re e n i n g i s t o r e m o v e f ro m t h e re c ru i t m e n t p ro c e s s ,
a t a n ea rl y s t a g e, t h o s e a p p l i ca n t s wh o a re v i s i b l y u n q u a l i f i ed f o r t h e j o b . E f f
e c t i v e s c r e e n i n g ca n s a v e a g re a t d ea l o f t i m e a n d mo n e y . Ca re m u s t b e
e x e rc i s e d , h o w e v e r, t o a s s u re t h a t p o t en t i a l l y g o o d e m p lo y e e s a re n o t
re j e c t e d wi t h o u t j u s t i f i c a t i o n .

I n s c re e n i n g , c l e a r j o b s p e c i f i ca t i o n s a re i n v a l u a b l e . I t i s b o t h g o o d
p ra ct i c e a n d a l e g a l n e c e s s i t y t h a t a p p l i ca n t ¶ s q u a li fi c a t i o n i s j u d g ed o n t h e
b a s i s o f t h ei r k n o w l e d g e, s k i l l s , a b i li t i e s a n d i n t e re s t re q u i re d t o d o th e job.

T h e t e ch n i q u e s u s e d t o s c re e n a p p l i c a n t s v a ry d ep e n d i n g o n t h e
ca n d i d a t e s o u rc e s a n d re c ru i t i n g m et h o d s u s e d . I n t e rv i e w a n d a p p l i ca t i o n
b l a n k s m a y b e u s e d t o s c r e e n wa l k - i n s . Ca m p u s re c ru i t e rs a n d a g en c y
re p re s e n t a t i v e s u s e i n t e rv i e w s a n d re s u m e s . R e f e re n c e c h e c k s a re a l s o
u s e fu l i n s c re e n i n g .

S TAGE 5 :

EVALU ATI ON AND CONTR OL:

Ev a l u a t i o n a n d co n t ro l i s n e c e s s a ry a s co n s i d e ra b l e c o s t s a re
i n cu r r e d i n t h e r e c ru i t m en t p ro c e s s . T h e co s t s g en e ra l l y i n cu r r e d a re : -

1 . S a la ri e s fo r re c ru i t e rs .
2 . M a n a g e m e n t a n d p ro f e s s i o n a l t i m e s p e n t o n p r e p a ri n g j o b d e s c ri p t i o n ,
j o b s p e c i fi ca t i o n s , a d v e rt i s e m e n t s , a g en c y li a i s o n a n d s o fo rt h .
3 . T h e co s t o f a d v e rt i s e m e n t s o r o t h e r r e c ru i t m e n t m e t h o d s , t h a t i s ,
a g en cy f e e s .
4 . R e c ru i t m en t o v e rh e a d s a n d a d m i n i s t ra t i v e e x p en s e s .
5 . C o s t s o f o v e rt i m e a n d o u t s o u rc i n g w h i l e t h e v a ca n c i e s re m a i n u n fi l l e d . 6 .
C o s t o f re c ru i t i n g u n s u i t a b l e ca n d i d a t e s f o r t h e s e l e c t i o n p ro c e s s .

3. 3 EV AL UA TI ON OF RE CR UITM EN T P R OC E S S
Th e re c ru i t m e n t h a s t h e o b j e c t i v e o f s e a rc h i n g fo r a n d o b t a i n i n g
a p p li c a t i o n s fo r j o b s e e k e rs i n s u f f i ci en t n u m b e r a n d q u a li t y . K e ep i n g t h i s
o b j e ct i v e i n t h e m i n d , t h e e v a lu a t i o n mi g h t i n c l u d e :

1 . R e t u rn ra t e o f a p p li c a t i o n s e n t o u t .
2 . N u mb e r o f s u i t a b l e ca n d i d a t e s f o r s e l e c t i o n .
3 . R e t en t i o n a n d p e rf o rm a n c e o f t h e c a n d i d a t e s s e l e c t ed .
4 . C o s t o f t h e r e c ru i t m e n t p ro c e s s
5. T i me lap sed da t a
6 . C o m m e n t s o n i m a g e p ro j e ct e d .
 3.4 Sources of Recrui e nt
SO U R C E S O F M A N A G E R I A L R E C R U I T M E N T

INTERNAL SOURCES E TER N A L S O U R C ES

1) Promotion 1) Campus recruitment

2) Transfers 2) Press advertisement

3) Internal notification 3) Management consultancy service

(Advertisement) & private employment exchanges

4) Retirement 5) Recall
6) Former employees

4) Deputation of personnel or
transfer

from one enterprise to

another

5) Management training
schemes

6) Walk-ins, write-ins, talk-

ins

7) Miscellaneous external sources

T h e s o u r c e s o f re c ru i t m e n t c a n b e b r o a d ly ca t eg o ri ze d i n t o i n t e rn a l a n
d
e x t e rn a l s o u r c e s -

( I ) I n t e rn a l R e c ru i t m e n t ± I n t e rn a l re c r u i t m en t s e e k s a p p l i ca n t s f o
r
p o s i t i o n s f ro m wi t h i n t h e c o mp a n y . T h e v a ri o u s i n t e rn a l s o u rc e
s
i n clud e

3 P ro m o t i o n s a n d T ra n s f e rs ±
P ro m o t i o n i s a n e f f e c t i v e m e a n s u s i n g j o b p o s t i n g a n
d
p e rs o n n e l re c o rd s . J o b p o s t i n g re q u i r e s n o t i f y i n g v a c a n t p o s i t i o n s b
y
p o s t i n g n o t i c e s , ci rc u l a t i n g p u b li ca t i o n s o r a n n o u n c i n g a t s t a f
f
m e e t i n g s a n d i n v i t i n g e mp l o y e e s t o a p p ly . P e rs o n n e l r e c o rd s h e l p
d i s co v e r e mp l o y e e s w h o a r e d o i n g j o b s b e lo w t h ei r ed u ca t i o n a
l
q u a li f i ca t i o n s o r s k i l l l e v e l s . P ro m o t i o n s h a s ma n y a d v a n t a ge s li k e i t i
s
g o o d p u b li c re l a t i o n s , b u i l d s mo ra l e , en c o u ra g e s c o mp et e n t i n d i v i d u a
ls
w h o a re a m b i t i o u s , i mp ro v e s t h e p ro b a b i li t y o f g o o d s e l e c t i o n s i n c
e i n fo rm a t i o n o n t h e i n d i v i d u a l ¶ s p e rf o rm a n c e i s r e a d i l y a v a i la b l
e, i s
ch e a p e r t h a n g o i n g o u t s i d e t o re c r u i t , t h o s e c h o s e n i n t e rn a l l y a
re
f a m i l i a r wi t h t h e o rg a n i za t i o n t h u s r ed u ci n g t h e o ri e n t a t i o n t i m e a n
d
en e rg y a n d a l s o a ct s a s a t ra i n i n g d ev i c e f o r d ev e l o p i n g mi d d l e - l e v e
l
a n d t o p- l e v e l m a n a g e rs . Ho w e v e r, p r o mo t i o n s re s t ri ct t h e fi e l d o f
s e l e c t i o n p re v e n t i n g f re s h b lo o d & i d ea s f ro m e n t e ri n g t h e
o rg a n i za t i o n . I t a l s o l e a d s t o i n b re e d i n g i n t h e o rg a n i za t i o n . T ra n s f e rs a
re a l s o i m p o rt a n t i n p ro v i d i n g e m p l o y e e s wi t h a b ro a d - b a s e d v i e w o f t h e o
rg a n i za t i o n , n e c e s s a ry f o r fu t u r e p ro m o t i o n s .

3 E m p lo y e e re f e r ra l s -
E mp l o y e e s c a n d e v e lo p g o o d p ro s p e c t s fo r t h ei r fa m i li e s a n d
f ri e n d s b y a cq u a i n t i n g t h e m wi t h t h e a d v a n t a g e s o f a j o b wi t h t h e
co m p a n y , f u rn i s h i n g t h e m w i t h i n t ro d u ct i o n a n d en c o u ra g i n g t h e m t o
a p p ly . Th i s i s a v e ry e f f e c t i v e m ea n s a s m a n y q u a lif i ed p e o p l e ca n b e
re a c h e d a t a v e ry l o w co s t t o t h e co m p a n y . T h e o t h e r a d v a n t a g e s a re
t h a t t h e e m p lo y e e s wo u l d b ri n g o n l y t h o s e re f e r ra l s t h a t t h ey f e e l
w o u ld b e a b l e t o f i t i n t h e o rg a n i za t i o n b a s e d o n t h ei r o wn e x p e ri e n c e. T h
e o rg a n i za t i o n ca n b e a s s u r e d o f t h e r e l i a b i li t y a n d t h e c h a ra c t e r o f
t h e re f e r ra l s . I n t h i s wa y , t h e o rg a n i z a t i o n ca n a l s o f u l f i l l s o ci a l o b
li g a t i o n s a n d c re a t e g o o d wi l l.

3 Fo rm e r E m p lo y e e s -

T h e s e i n c l u d e re t i re d e m p l o y e e s w h o a re w i l l i n g t o wo r k o n a
p a rt - t i m e b a s i s , i n d i v i d u a l s wh o l e f t w o rk a n d a re wi l l i n g t o c o m e b a c k
fo r h i g h e r c o m p en s a t i o n s . E v en re t re n c h ed e m p lo y e e s a re t a k en u p
o n c e a g a i n . Th e a d v a n t a g e h e r e i s t h a t t h e p eo p l e a re a l r e a d y k n o w n t o
t h e o rg a n i za t i o n a n d t h e r e i s n o n e e d t o fi n d o u t t h e i r p a s t
p e r f o r m a n c e a n d c h a r a c t e r. A l s o , t h e r e i s n o n e e d o f a n o r i e n t a t i o n
p ro g ra m f o r t h e m, s i n c e t h e y a re f a m i l i a r wi t h t h e o rg a n i za t i o n .

3 D e p en d en t s o f d e c ea s e d e m p lo y e e s -
Usu a l ly , b a n k s fo l l o w t h i s p o l i c y . If a n e mp l o y e e d i e s, h i s / h e r
s p o u s e o r s o n o r d a u g h t e r i s re c ru i t e d i n t h ei r p l a c e. Th i s i s u s u a l ly a n e f f
e c t i v e wa y t o f u l f i l l s o ci a l o b li g a t i o n a n d c re a t e g o o d wi l l .
 3 Reca lls : -

W h en ma n a g e m e n t f a c e s a p ro b l e m , wh i c h ca n b e s o l v ed o n l y
b y a m a n a g e r wh o h a s p ro c e e d e d o n l o n g l ea v e, i t m a y d e d e c i d ed t o
re c a l l t h a t p e r s o n s a f t e r t h e p ro b l e m i s s o lv e d , h i s l ea v e m a y b e
e x t en d e d .

3 R e t i re m e n t s : -
At t i m e s , m a n a g e m en t ma y n o t f i n d s u i t a b l e c a n d i d a t e s i n
p l a c e o f t h e o n e wh o h a d re t i re d , a f t e r m e ri t o ri o u s s e rv i c e. U n d e r t h e ci rc
u m s t a n c e s , ma n a g e m e n t ma y d e c i d e t o ca l l re t i re d m a n a g e rs wi t h new ext
en sio n.

3 I n t e rn a l n o t i fi ca t i o n ( a d v e rt i s e m e n t ) : -
S o m e t i m e s , m a n a g e m e n t i s s u e s a n i n t e rn a l n o t i fi c a t i o n fo r t h e
b e n e fi t o f e xi s t i n g e m p lo y e e s . M o s t e m p lo y e e s kn o w f ro m t h e i r o w n e x
p e ri e n c e a b o u t t h e re q u i re m e n t o f t h e j o b a n d wh a t s o rt o f p e rs o n
t h e co mp a n y i s l o o ki n g fo r. O ft e n e m p l o y e e s h a v e f ri e n d s o r
a c q u a i n t a n c e s wh o m e et t h e s e re q u i r e m e n t s . S u i t a b l e p e rs o n s a r e
a p p o i n t ed a t t h e v a ca n t p o s t s .

( I I ) E xt e rn a l R e c ru i t m e n t ± E xt e rn a l re c ru i t m en t s e e k s a p p li c a n t s f o r
p o s i t i o n s f ro m s o u r c e s o u t s i d e t h e co m p a n y . Th e y h a v e o u t n u m b e r e d t h e
i n t e rn a l m et h o d s . Th e v a ri o u s e xt e rn a l s o u rc e s i n c l u d e

3 P ro f e s s i o n a l o r T ra d e A s s o ci a t i o n s : -
M a n y a s s o c i a t i o n s p r o v i d e p l a c e m e n t s e rv i c e t o i t s m e m b e rs .
I t c o n s i s t s o f co m p i l i n g j o b s e e k e r¶ s l i s t s a n d p ro v i d i n g a c c e s s t o
m e m b e r s d u ri n g re g i o n a l o r n a t i o n a l co n v en t i o n s . A l s o , t h e
p u b li c a t i o n s o f t h e s e a s s o ci a t i o n s c a r ry c l a s s i fi ed a d v e rt i s e m e n t s f ro m
e m p lo y e rs i n t e re s t e d i n re c ru i t i n g t h ei r m e m b e rs . Th e s e a re
p a rt i c u la r l y u s e f u l fo r a t t ra ct i n g h i g h l y ed u c a t ed , e x p e ri e n c ed o r
s k i l l e d p e rs o n n e l. A l s o , t h e re c ru i t e rs ca n z e ro o n i n s p e ci f i c j o b
s e e k e r s , e s p e ci a l ly fo r h a rd - t o - f i l l t e c h n i ca l p o s t s .
3 A d v e rt i s e m e n t s : -
I t i s a p o p u la r m e t h o d o f s e e k i n g re c ru i t s , a s ma n y re c ru i t e r s
p re f e r a d v e rt i s e m e n t s b e c a u s e o f t h ei r wi d e re a c h . W a n t a d s d e s c ri b e t h e
j o b b e n e fi t s , i d en t i f y t h e e m p lo y e r a n d t e l l t h o s e i n t e re s t e d h o w t o
a p p ly . N e w s p a p e r i s t h e m o s t co m m o n m e d i u m b u t fo r h i g h l y
s p e ci a l i ze d r e c ru i t s , a d v e rt i s e m e n t s m a y b e p la c e d i n p ro f e s s i o n a l o r
b u s i n e s s j o u rn a l s .

Ad v e rt i s e m e n t s mu s t co n t a i n p ro p e r i n f o rm a t i o n l i k e t h e j o b
co n t en t , w o rk i n g co n d i t i o n s , lo ca t i o n o f j o b , co m p e n s a t i o n i n c l u d i n g
f ri n g e b e n e f i t s , j o b s p e c i f i c a t i o n s , g r o wt h a s p e c t s , et c. T h e
a d v e rt i s e m e n t h a s t o s e l l t h e i d ea t h a t th e co mp a n y a n d j o b a re p e rf e c t
fo r t h e ca n d i d a t e. R e c ru i t m e n t a d v e r t i s e m e n t s ca n a l s o s e rv e a s co
rp o ra t e a d v e rt i s e m e n t s t o b u i ld co m p a n y ¶ i ma g e. I t a l s o co s t e f f e c t i
v e.

3 E m p lo y m en t E x ch a n g e s : -
E mp l o y m e n t E x c h a n g e s h a v e b e e n s et u p a l l o v e r t h e c o u n t ry i n
d e f e re n c e t o t h e p ro v i s i o n o f t h e E m p l o y m en t E x ch a n g e s ( Co m p u l s o ry
N o t i f i c a t i o n o f Va c a n ci e s ) A ct , 1 9 5 9 . T h e A ct a p p l i e s t o a l l i n d u s t ri a l
e s t a b l i s h m e n t s h a v i n g 2 5 wo rk e rs o r m o re ea c h . T h e A ct re q u i re s a l l
t h e i n d u s t ri a l e s t a b li s h m en t s t o n o t i f y t h e v a ca n ci e s b e f o re t h ey a re
fi l l e d . Th e m a j o r f u n ct i o n s o f t h e e x c h a n g e s a re t o i n c re a s e t h e p o o l o f
p o s s i b l e a p p l i ca n t s a n d t o d o t h e p re l i m i n a ry s c re e n i n g . Th u s ,
e m p lo y m e n t e x c h a n g e s a c t a s a li n k b et w e e n t h e e mp l o y e r s a n d t h e
p ro s p e c t i v e e m p lo y e e s . T h e s e o f f i c e s a re p a rt i cu la rl y u s e f u l t o i n
re c ru i t i n g b l u e- c o l la r, wh i t e co l l a r a n d t e ch n i ca l w o rk e r s .

3 C a mp u s R e c ru i t m e n t s : -
Co l l e g e s , u n i v e r s i t i e s , re s e a rc h l a b o ra t o ri e s , s p o rt s f i e l d s
a n d i n s t i t u t e s a re f e rt i l e g ro u n d f o r r e c ru i t e rs , p a rt i cu la rl y t h e
i n s t i t u t e s . Ca m p u s R e c ru i t m en t i s g o i n g g l o b a l w i t h c o mp a n i e s l i k e
H L L , Ci t i b a n k, H C L - H P , A N Z G ri n d l a y s, L & T , M o t o ro la a n d
R e l i a n c e lo o k i n g fo r g lo b a l ma r k e t s . S o m e co m p a n i e s re c ru i t a g i v en
n u m b e r o f c a n d i d a t e s f r o m t h e s e i n s t i t u t e s e v e r y y e a r. C a m p u s
re c ru i t m en t i s s o mu c h s o u g h t a ft e r t h a t ea ch c o l l eg e ; u n i v e rs i t y
d e p a rt m e n t o r i n s t i t u t e w i l l h a v e a p l a c e m e n t o f fi c e r t o h a n d l e
re c ru i t m en t f u n ct i o n s . Ho w e v e r, i t i s o f t en a n e x p en s i v e p ro c e s s , ev e n
i f r e c ru i t i n g p ro c e s s p ro d u c e s j o b o f f e r s a n d a c c e p t a n c e s e v en t u a l ly . A
m a j o ri t y l ea v e t h e o rg a n i za t i o n wi t h i n t h e f i rs t f i v e y ea rs o f t h e i r
e m p lo y m e n t . Y e t , i t i s a m a j o r s o u rc e o f re c ru i t m e n t fo r p re s t i g i o u s
co m p a n i e s .

3 W a l k - i n s , W r i t e - i n s a n d T a l k- i n s -
Th e mo s t c o m mo n a n d l e a s t e x p en s i v e a p p ro a c h fo r
ca n d i d a t e s i s d i re c t a p p l i ca t i o n s , i n w h i ch j o b s e e k e rs s u b mi t
u n s o li c i t e d a p p l i ca t i o n l et t e rs o r re s u m e s . D i re c t a p p li c a t i o n s ca n a l s o
p ro v i d e a p o o l o f p o t en t i a l e m p lo y e e s t o m e e t fu t u re n e e d s . F ro m
e m p l o y e e s ¶ v i e w p o i n t , wa l k - i n s a re p re f e ra b l e a s t h e y a re f re e f ro m t h e
h a s s l e s a s s o c i a t e d wi t h o t h e r m e t h o d s o f r e c ru i t m en t . W h i l e d i re c t
a p p li c a t i o n s a re p a rt i c u la rl y e f f e c t i v e i n f i l li n g en t ry - l ev e l a n d
u n s ki l l e d v a c a n c i e s , s o m e o rg a n i za t i o n s c o mp i l e p o o l s o f p o t e n t i a l
e m p lo y e e s f ro m d i re c t a p p l i ca t i o n s f o r s k i l l e d p o s i t i o n s . W r i t e -i n s a re
t h o s e wh o s en d w ri t t e n en q u i ri e s . T h e s e j o b s e e k e r s a re a s k e d t o
co m p l e t e a p p l i ca t i o n fo rm s fo r f u rt h e r p ro c e s s i n g . T a l k - i n s i n v o l v e s
t h e j o b a s p i ra n t s m e e t i n g t h e re c ru i t e r ( o n a n a p p ro p ri a t e d d a t e ) f o r
d e t a i l e d t a l k s . N o a p p l i ca t i o n i s re q u i re d t o b e s u b mi t t e d t o t h e re c
ru i t e r.

3 C o n t ra c t o r s : -
T h ey a re u s e d t o re c ru i t ca s u a l wo rk e r s . T h e n a m e s o f t h e
w o rk e r s a re n o t e n t e re d i n t h e c o mp a n y re c o rd s a n d , t o t h i s e xt e n t ;
d i f f i c u l t i e s e x p e ri en c e d i n ma i n t a i n i n g p e rm a n e n t wo rk e r s a re a v o i d ed .

3 Con su lt ant s:-

 Th ey a r e i n t h e p ro f e s s i o n f o r re c ru i t i n g a n d s e l e c t i n g
m a n a g e ri a l a n d e x e c u t i v e p e rs o n n e l. T h ey a re u s e f u l a s t h ey h a v e
n a t i o n w i d e c o n t a c t s a n d l e n d p ro f e s s i o n a li s m t o t h e h i ri n g p ro c e s s . T h
ey a l s o k e ep p ro s p e c t i v e e m p l o y e r a n d e mp l o y e e a n o n y m o u s . H o w e v e r,
thecostcanbeadeterrentfactor.

3 H e a d Hu n t e rs : -
Th ey a r e u s e f u l i n s p e ci a li ze d a n d s k i l l e d ca n d i d a t e w o rk i n g
i n a p a rt i c u l a r c o mp a n y . An a g e n t i s s e n t t o re p re s e n t t h e re c ru i t i n g
co m p a n y a n d o f f e r i s ma d e t o t h e c a n d i d a t e. Th i s i s a u s e f u l s o u rc e
w h en b o t h t h e co m p a n i e s i n v o lv e d a r e i n t h e s a m e f i e ld , a n d t h e
e m p lo y e e i s re l u c t a n t t o t a k e t h e o f f e r s i n c e h e f e a rs , t h a t h i s co m p a n y
i s t est i ng hi s lo ya lt y.

3 R a d i o , T e l e v i s i o n a n d I n t e rn e t : -
Ra d i o a n d t e l e v i s i o n a re u s ed t o re a ch c e rt a i n t y p e s o f j o b
a p p l i c a n t s s u ch a s s k i l l e d wo rk e rs . R a d i o a n d t e l ev i s i o n a re u s e d b u t
s p a ri n g l y , a n d t h a t t o o , b y g o v e rn m e n t d ep a rt m e n t s o n l y . Co m p a n i e s i n
t h e p ri v a t e s e c t o r a re h e s i t a n t t o u s e t h e m ed i a b e ca u s e o f h i g h co s t s
a n d a l s o b e c a u s e t h ey f e a r t h a t s u ch a d v e rt i s i n g wi l l ma k e t h e
co m p a n i e s lo o k d e s p e ra t e a n d d a m a g e t h e i r co n s e rv a t i v e i m a g e.
H o w e v e r, t h e r e i s n o t h i n g i n h e r e n t l y d e s p e r a t e a b o u t u s i n g r a d i o a n d
t e l e v i s i o n . I t d e p en d s u p o n w h a t i s s a i d a n d h o w i t i s d e li v e re d .
I n t e rn e t i s b e c o mi n g a p o p u l a r o p t i o n fo r re c ru i t m e n t t o d a y . T h e re a re
s p e ci a l i ze d s i t e s li k e n a u k ri . co m. A l s o , w eb s i t e s o f c o mp a n i e s h a v e a
s e p a ra t e s e ct i o n wh e re i n ; a s p i ra n t s c a n s u b m i t t h ei r r e s u m e s a n d
a p p l i c a t i o n s . T h i s p ro v i d e s a wi d e r r ea c h .

3 C o mp et i t o r s : -
T h i s m e t h o d i s p o p u l a rl y k n o wn a s ³ p o a c h i n g ´ o r ³ ra i d i n g ´
w h i ch i n v o lv e s i d e n t i fy i n g t h e ri g h t p eo p l e i n ri v a l co m p a n i e s , o f f e ri n g
t h e m b et t e r t e r m s a n d l u ri n g t h e m a w a y . F o r i n s t a n c e, s e v e ra l
e x e c u t i v e s o f H M T l e f t t o j o i n T i t a n W a t ch Co m p a n y . T h e re a re l e g a l
 a n d e t h i c a l i s s u e s i n v o l v e d i n r a i d i n g ri v a l f i r m s f o r p o t e n t i a l
ca n d i d a t e s . F ro m t h e l eg a l p o i n t o f v i e w, a n e m p l o y e e i s e x p e ct e d t o
j o i n a n e w o rg a n i za t i o n o n l y a ft e r o b t a i n i n g a µ n o o b j e ct i o n c e rt i fi ca t e¶
f ro m h i s / h e r p re s e n t e m p l o y e r. Vi o l a t i n g t h i s re q u i re m e n t s h a l l b i n d t h
e e mp l o y e e t o p a y a f e w mo n t h s ¶ s a la ry t o h i s / h e r p r e s e n t e m p lo y e r
a s a p u n i s h m e n t . H o w ev e r, t h e re a r e m a n y et h i ca l i s s u e s a t t a c h ed t o i t .

3 M e rg e r s a n d A c q u i s i t i o n s : -
Wh e n o rg a n i za t i o n s c o m b i n e, t h e y h a v e a p o o l o f e m p lo y e e s ,
o u t o f wh o m s o m e m a y n o t b e n e c e s s a ry a n y l o n g e r. A s a re s u l t , t h e
n e w o rg a n i za t i o n h a s , i n e f f e c t , a p o o l o f q u a li f i ed j o b a p p l i ca n t s . A s a
re s u lt , n e w j o b s ma y b e c re a t ed . B o t h n e w a n d o ld j o b s ma y b e re a d i ly
s t a f f e d b y d ra w i n g t h e b e s t- q u a l i fi e d a p p li c a n t s f ro m t h i s e m p l o y e e
p o o l . T h i s m e t h o d f a c i l i t a t e s t h e i m m e d i a t e i m p l em e n t a t i o n o f a n
o rg a n i za t i o n ¶ s s t ra t e g i c p la n . I t e n a b l e s a n o rg a n i za t i o n t o p u rs u e a
b u s i n e s s p la n , H o w ev e r, t h e n e e d t o d i s p la c e e m p l o y e e s a n d t o
i n t eg ra t e a la rg e n u m b e r o f t h e m ra t h e r q u i c k l y i n t o a n e w
o rg a n i za t i o n m ea n s t h a t t h e p e rs o n n e l- p la n n i n g a n d s e l e c t i o n p ro c e s s b e
c o m e s c ri t i c a l mo re t h a n e v e r.

E v a lu a t i o n o f E x t e rn a l R e c ru i t m en t :

Ext e rn a l s o u rc e s o f re c ru i t m e n t h a v e b o t h m e ri t s a n d d e m e ri t s .

3.5 T he mer its are -

• T h e o rg a n i za t i o n w i l l h a v e t h e b e n e fi t o f n e w s ki l l s , n e w t a l e n t s
a n d n e w e x p e ri e n c e s , i f p e o p l e a re h i re d f ro m e x t e rn a l s o u rc e s .
• T h e ma n a g e m e n t wi l l b e a b l e t o f u l f i l l re s e rv a t i o n r e q u i re m e n t s
i n f a v o u r o f t h e d i s a d v a n t a g ed s e c t i o n s o f t h e s o c i et y .
• S c o p e fo r r e s e n t m en t , h ea rt b u rn a n d j e a lo u s y ca n b e a v o i d e d b y
re c ru i t i n g f ro m o u t s i d e.
3. 6 Th e de me r its ar e-
 • B e t t e r m o t i v a t i o n a n d i n c re a s e d mo r a l e a s s o c i a t e d wi t h
p ro mo t i n g o w n e mp l o y e e s r e l o s t t o t h e o rg a n i za t i o n .
• E x t e rn a l re c ru i t m e n t i s co s t ly .
• I f r e c ru i t m en t a n d s e l e c t i o n p ro c e s s e s a r e n o t p ro p e rl y c a r ri e d
o u t , c h a n c e s o f ri g h t ca n d i d a t e s b ei n g re j e ct e d a n d w ro n g
a p p l i c a n t s b e i n g s e l e c t e d o c c u r.
• H i g h t ra i n i n g t i m e i s a s s o ci a t ed w i t h e x t e rn a l re c ru i t m e n t .

9 8 % o f o r g a n i z a t i o n a l s u c c e s s d e p en d s u p o n ef f i ci en t em p l o y e e s e l e ct i o n

3. 7 SE L EC TIO N

S el e c t i o n i s d e f i n ed a s t h e p ro c e s s o f d i f f e re n t i a t i n g b e t w e e n
a p p li c a n t s i n o rd e r t o i d en t i fy ( a n d h i re ) t h o s e w i t h a g r e a t e r l i k e l i h o o d
of su ccess in a job.

S el e c t i o n i s b a s i ca l l y p i c k i n g a n a p p li c a n t f ro m ( a p o o l o f
a p p l i c a n t s ) wh o h a s t h e a p p ro p ri a t e q u a l i f i ca t i o n a n d c o mp e t en c y t o d o th e
job.

T h e d i f f e re n c e b et w e e n re c ru i t m e n t a n d s e l e c t i o n :

Re c ru i t m e n t i s i d en t i f y i n g n e n c o u ra g i n g p ro s p e c t i v e e m p l o y e e s t o
a p p l y f o r a j o b . An d S e l e c t i o n i s s e l e c t i n g t h e ri g h t ca n d i d a t e f ro m t h e
poo l o f ap p li cant s

. 1 SELECT ION PROCES S

S e l e c t i o n i s a lo n g p ro c e s s , co m m e n c i n g f ro m t h e p re l i m i n a ry
i n t e rv i e w o f t h e a p p l i ca n t s a n d en d i n g wi t h t h e co n t ra c t o f e mp l o y m e n t .
T h e f o l l o wi n g ch a rt g i v e s a n i d ea a b o u t s e l e c t i o n p ro c e s s : -

External Environment

Internal Environment

Preliminary Interview

Selection Tests
Rejected Application

Employment Interview

Reference and Background

Analysis

Selection Decision

Physical Examination

Job Offer

Employment Contract

Evaluation
E n v i ro n m e n t fa ct o r a f f e c t i n g s e l e c t i o n : -
S e l e ct i o n i s i n f l u e n c ed b y s ev e ra l f a ct o rs . M o re p ro m i n e n t a m o n g
t h e m a re s u p p l y a n d d e m a n d o f s p e ci fi c s k i l l s i n t h e la b o u r m a rk e t ,
u n e mp l o y m e n t ra t e, la b o u r - m a rk e t c o n d i t i o n s , l eg a l a n d p o li t i c a l
co n s i d e ra t i o n s , co m p a n y ¶ s i ma g e, c o m p a n y ¶ s p o li c y , h u ma n re s o u rc e s
p l a n n i n g a n d c o s t o f h i ri n g . Th e l a s t t h re e co n s t i t u t e t h e i n t e rn a l
en v i ro n m en t a n d t h e r e m a i n i n g f o rm t h e e xt e rn a l en v i ro n m en t o f s e l e c t i o n p ro
cess.

S T E P 1: -

PRELIM INA RY INTERV IEW

T h e a p p l i ca n t s re c e i v ed f ro m j o b s e e k e rs wo u l d b e s u b j e ct t o s c ru t i n y
s o a s t o e li m i n a t e u n q u a li f i ed a p p li ca n t s . T h i s i s u s u a l l y fo l l o w ed b y a
p re l i m i n a ry i n t e rv i e w t h e p u rp o s e o f w h i ch i s m o re o r l e s s t h e s a m e a s
s c ru t i n y o f a p p li ca t i o n , t h a t i s , e l i mi n a t e o f u n q u a l i fi e d a p p li c a n t s . S c ru t i n y
en a b l e s t h e H R s p e ci a l i s t s t o e li m i n a t e u n q u a l i fi e d j o b s e e k e r s b a s e d o n t h e
i n f o rm a t i o n s u p p l i ed i n t h ei r a p p l i c a t i o n f o r m s . P re l i m i n a ry i n t e rv i e w, o n
t h e o t h e r h a n d , h e l p s re j e c t mi s f i t s f o r re a s o n , wh i ch d i d n o t a p p e a r i n t h e
a p p li c a t i o n f o rm s . B e s i d e s , p re l i m i n a ry i n t e rv i e w, o f t e n ca l l e d µ co u rt e s y
i n t e rv i e w¶ , i s a g o o d p u b l i c re l a t i o n e x e rc i s e.

S T E P 2: -

S ELECTIO N TES T:

J o b s e e k e r s w h o p a s s t h e s c re e n i n g a n d t h e p re l i m i n a ry i n t e rv i e w a re
ca l l e d f o r t e s t s . Di f f e re n t t y p e s o f t e s t s m a y b e a d m i n i s t e re d , d e p en d i n g o n
t h e j o b a n d t h e co m p a n y . G e n e ra l l y , t e s t s a re u s e d t o d e t e rm i n e t h e
a p p li c a n t ¶ s a b i li t y , a p t i t u d e a n d p e rs o n ali t y .
T h e f o l l o wi n g a re t h e t y p e o f t e s t s t a k e n :

1 ) . Ab i li t y t e s t s : -

A s s i s t i n d et e rm i n i n g h o w w e l l a n i n d i v i d u a l ca n p e rf o rm t a s k s
re l a t e d t o t h e j o b . A n e x c e l l e n t i l l u s t ra t i o n o f t h i s i s t h e t y p i n g t e s t s
g i v en t o a p ro s p e c t i v e e m p lo y e r fo r s e c re t a ri a l j o b . A l s o ca l l e d a s
³ A C H E I V E M E N T T E S T S ´. I t i s co n c e rn e d wi t h wh a t o n e h a s
a c c o mp l i s h e d . Wh en a p p li c a n t c l a i m s t o kn o w s o m e t h i n g , a n a ch i e v e m e n t
t e s t i s t a k e n t o m e a s u re h o w w e l l t h e y k n o w i t . T ra d e t e s t s a re t h e m o s t
co m m o n t y p e o f a c h i ev e m e n t t e s t g i v en . Qu e s t i o n s h a v e b e en p re p a re d
a n d t e s t e d f o r s u c h t ra d e s a s a s b e s t o s wo r k e r, p u n c h - p re s s o p e ra t o rs ,
e l e c t ri c i a n s a n d ma c h i n i s t s . Th e re a r e, o f co u rs e , ma n y u n s t a n d a rd i z e d
a c h i ev e m e n t t e s t s g i v en i n i n d u s t ri e s , s u c h a s t y p i n g o r d i c t a t i o n t e s t s fo r
a n a p p li c a n t f o r a s t en o g ra p h i c p o s i t i o n .

2 ) . Ap t i t u d e t e s t : -

Ap t i t u d e t e s t s m ea s u re wh e t h e r a n i n d i v i d u a l ¶ s h a s t h e ca p a ci t y o r
la t en t a b i li t y t o l ea rn a g i v e n j o b i f g i v en a d e q u a t e t ra i n i n g . Th e u s e o f
a p t i t u d e t e s t i s a d v i s a b l e w h en a n ap p l i ca n t h a s h a d li t t l e o r n o e xp e ri e n c e a l o
n g t h e l i n e o f t h e j o b o p e n i n g . A p t i t u d e s t e s t s h e l p d et e rm i n e a p e rs o n ¶ s
p o t en t i a l t o l e a rn i n a g i v en a r e a . A n e x a mp l e o f s u c h t e s t i s t h e g en e ra l
m a n a g e m e n t a p t i t u d e t e s t s ( GM A T ) , w h i ch ma n y b u s i n e s s s t u d e n t s t a k e
p ri o r t o g a i n i n g a d mi s s i o n t o a g ra d u a t e b u s i n e s s s c h o o l p ro g ra m .

Ap t i t u d e t e s t i n d i c a t e s t h e a b i l i t y o r f i t n e s s o f a n i n d i v i d u a l t o
en g a g e s u c c e s s f u l l y i n a n y n u mb e r o f s p e c i a l i ze d a c t i v i t i e s . Th e y c o v e r s u c h
a re a s c l e ri ca l a p t i t u d e, n u m e ri c a l a p t i t u d e, m e c h a n i c a l a p t i t u d e, m o t o r co -
o rd i n a t i o n , fi n g e r d e x t e ri t y a n d m a n u a l d e xt e ri t y . Th e s e t e s t s h e l p t o d et e ct
p o s i t i v e n eg a t i v e p o i n t s i n a p e rs o n ¶ s s e n s o ry o r i n t e l l e c t u a l a b i li t y . T h ey
f o c u s a t t e n t i o n o n a p a r t i c u l a r t y p e o f t a l e n t s u c h a s l ea r n i n g o r r e a s o n i n g i n
re s p e c t o f a p a rt i cu l a r f i e l d o f wo r k.
Fo rm s o f a p t i t u d e t e s t :

1 . M e n t a l o r i n t e l l i g e n c e t e s t s:
Th ey m ea s u re t h e o v e ra l l i n t e l l e c t u a l a b i li t y o f a p e r s o n a n d en a b l e
t o k n o w w h et h e r t h e p e r s o n h a s t h e m e n t a l a b i li t y t o d ea l w i t h c e rt a i n
p ro b l e m s .

2 . M e c h a n i ca l a p t i t u d e t e s t s:
Th ey m e a s u re t h e a b i l i t y o f a p e r s o n t o l e a rn a p a rt i cu l a r t y p e o f
m e c h a n i ca l w o rk . Th e s e t e s t s h e lp s t o m ea s u re s p e ci a l i ze d t e c h n i ca l
k n o w l e d g e a n d p ro b l e m s o l v i n g a b i li t i e s i f t h e ca n d i d a t e. Th ey a re u s e f u l i n
s e l e c t i o n o f m e c h a n i c s , ma i n t en a n c e w o rk e r s , et c.

3 . P s y ch o m o t o r o r s ki l l s t e s t s :
T h ey a re t h o s e, wh i ch m ea s u re a p e r s o n ¶ s a b i l i t y t o d o a s p e c i f i c j o b .
S u ch t e s t s a re co n d u c t ed i n re s p e c t o f s e m i - s ki l l e d a n d re p e t i t i v e j o b s s u c h
a s p a c ki n g , t e s t i n g a n d i n s p e c t i o n , et c.

4 . I n t e l l i g en c e t e s t :

Th i s t e s t h e l p s t o e v a lu a t e t ra i t s o f i n t e l l i g e n c e. M en t a l a b i l i t y ,
p re s e n c e o f mi n d ( a l e rt n e s s ) , n u m e ri c a l a b i li t y , m e m o ry a n d s u c h o t h e r
a s p e ct s c a n b e m e a s u r e d .

T h e i n t e l l i g e n c e i s p ro b a b ly t h e m o s t wi d e ly a d mi n i s t e re d s t a n d a rd i ze d t e s t
i n i n du s t ry . I t i s t a k e n t o j u d g e n u m e ri c a l, s ki l l s , re a s o n i n g , m e m o ry a n d
s u ch o t h e r a b i l i t i e s .

5 . I n t e re s t T e s t :

Th i s i s c o n d u c t ed t o f i n d o u t li k e s a n d d i s li k e s o f ca n d i d a t e s
t o wa rd s o c cu p a t i o n s , h o b b i e s , et c. s u ch t e s t s i n d i ca t e wh i c h o c cu p a t i o n s a re
m o re i n l i n e wi t h a p e rs o n ¶ s i n t e re s t . S u ch t e s t s a l s o e n a b l e t h e co m p a n y t o
p ro v i d e v o ca t i o n a l g u i d a n c e t o t h e s e l e c t ed ca n d i d a t e s a n d ev e n t o t h e
e x i st i n g e mp l o y e e s.

Th e s e t e s t s a re u s e d t o m e a s u re a n i n d i v i d u a l¶ s a ct i v i t y
p re f e r e n c e s . Th e s e t e s t s a re p a rt i c u la rl y u s e f u l fo r s t u d en t s co n s i d e ri n g
m a n y ca r e e rs o r e m p lo y e e s d e c i d i n g u p o n ca r e e r ch a n g e s .

6 . P e rs o n a li t y T e s t:

Th e i mp o rt a n c e o f p e r s o n a l i t y t o j o b s u c c e s s i s u n d e n i a b l e. O f t en
a n i n d i v i d u a l wh o p o s s e s s e s t h e i n t e l l i g en c e, a p t i t u d e a n d e x p e ri e n c e f o r
c e rt a i n h a s fa i l e d b e c a u s e o f i n a b i li t y t o g e t a lo n g w i t h a n d mo t i v a t e o t h e r
p e o p l e.

I t i s co n d u c t ed t o j u d g e ma t u ri t y , s o c i a l o r i n t e rp e rs o n a l s ki l l s ,
b e h a v i o u r u n d e r s t re s s a n d s t ra i n , e t c. t h i s t e s t i s v e ry mu c h e s s e n t i a l o n
ca s e o f s e l e c t i o n o f s a l e s f o rc e, p u b l i c re l a t i o n s t a f f , et c. wh e re p e r s o n a l i t y p l a
y s a n i m p o rt a n t ro l e .

Pe rs o n a li t y t e s t s a r e s i mi l a r t o i n t e re s t t e s t s i n t h a t t h e y , a l s o ,
i n v o lv e a s e ri o u s p ro b l e m o f o b t a i n i n g a n h o n e s t a n s w e r.

7 . P ro j e c t i v e T e s t :

Th i s t e s t re q u i re s i n t e rp re t a t i o n o f p ro b l e m s o r s i t u a t i o n s . Fo r
e x a mp l e, a p h o t o g ra p h o r a p i ct u re c a n b e s h o w n t o t h e ca n d i d a t e s a n d t h ey
a re a s k e d t o g i v e t h ei r v i e w s , a n d o p i n i o n s a b o u t t h e p i ct u re .

8 . G e n e ra l k n o w l e d g e T e s t :

No w d a y s G. K . T e s t s a re v e r y co m m o n t o f i n d g e n e ra l a wa r e n e s s o f
t h e ca n d i d a t e s i n t h e f i e l d o f s p o rt s , p o l i t i c s , wo rl d a f f a i r s , c u r re n t a f f a i r s .
 9 . P e rc e p t i o n T e s t :

At t i m e s p e rc e p t i o n t e s t s ca n b e c o n d u c t ed t o f i n d o u t b e l i e f s ,
a t t i t u d e s , a n d m e n t a l s h a rp n e s s . et c.

1 0 . G ra p h o lo g y T e s t :

I t i s d e s i g n e d t o a n a l y ze t h e h a n d w ri t i n g o f i n d i v i d u a l. I t h a s b e e n
s a i d t h a t a n i n d i v i d u a l¶ s h a n d w ri t i n g ca n s u g g e s t t h e d e g re e o f e n e rg y ,
i n h i b i t i o n a n d s p o n t a n e i t y , a s w e l l a s d i s c l o s e t h e i d i o s y n c ra s i e s a n d
e l e m e n t s o f b a l a n c e a n d co n t ro l. Fo r e x a mp l e, b i g l et t e rs a n d e m p h a s i s o n
ca p i t a l l e t t e rs i n d i c a t e a t e n d en c y t o w a rd s d o m i n a t i o n a n d co m p et i t i v en e s s .
A s l a n t t o t h e ri g h t , m o d e ra t e p re s s u re a n d g o o d l eg i b i li t y s h o w l e a d e r s h i p
p o t en t i a l.

1 1 . Po l y g ra p h T e s t :

P o l y g r a p h i s a l i e d e t e c t o r, w h i c h i s d e s i g n e d t o e n s u r e a c c u r a c y
o f t h e i n fo rm a t i o n g i v en i n t h e a p p l i c a t i o n s . D e p a rt m e n t s t o re , b a n k s ,
t re a s u ry o f fi c e s a n d j e w e l l e ry s h o p s , t h a t i s , t h o s e h i g h l y v u l n e ra b l e t o t h e ft o r
s w i n d l i n g m a y fi n d p o ly g ra p h t e s t s u s e f u l.

1 2 . M ed i ca l T e s t :

I t re v ea l s p h y s i ca l fi t n e s s o f a ca n d i d a t e. Wi t h t h e d ev e l o p m e n t o f
t e c h n o l o g y , m e d i ca l t e s t s h a v e b e c o m e d i v e rs i f i ed . M e d i ca l s e rv i c i n g h e l p s
m e a s u r e a n d mo n i t o r a c a n d i d a t e ¶ s p h y s i ca l re s i l i en c e u p o n e x p o s u re t o h a
za rd o u s ch e m i c a l s .

CHOOS ING T E S TS :

Th e t e s t mu s t b e ch o s e n i n t h e c ri t e ri a o f re l i a b i li t y , v a li d i t y ,
o b j e ct i v i t y a n d s t a n d a rd i za t i o n . Th e y a re : -

1. RELIAB ILI TY: -

 I t re f e rs t o s t a n d a rd i za t i o n o f t h e p ro c e d u re o f a d mi n i s t e ri n g a n d
s c o ri n g t h e t e s t re s u l t s . A p e rs o n wh o t a k e s t e s t s o n e d a y a n d ma k e s a
c e rt a i n s co re s h o u l d b e a b l e t o t a k e t h e s a m e t e s t t h e n e x t d a y o r t h e n e xt
w e e k a n d m a k e mo re o r l e s s t h e s a m e s co re . A n i n d i v i d u a l¶ s i n t e l l i g en c e , f o r
e x a mp l e, i s g e n e ra l l y a s t a b l e c h a ra c t e ri s t i c. S o i f w e a d mi n i s t e r a n
i n t e l l i g en c e t e s t , a p e r s o n wh o s co re s 1 1 0 i n M a r c h wo u l d s co r e c l o s e t o 1 1 0
i f t e s t ed i n J u l y . T e s t s , wh i c h p ro d u c e wi d e v a ri a t i o n s i n re s u l t s , s e rv e l i t t l e
p u rp o s e i n s e l e c t i o n .

2. VALID ITY : -
I t i s a t e s t , wh i c h h e l p s p re d i ct wh e t h e r a p e rs o n w i l l b e s u c c e s s f u l i n
a g i v en j o b . A t e s t t h a t h a s b e e n v a li d a t ed ca n b e h e l p fu l i n d i f f e r e n t i a t i n g
b e t w e e n p ro s p e ct i v e e mp l o y e e s w h o wi l l b e a b l e t o p e r f o rm t h e j o b w e l l a n d
t h o s e wh o wi l l n o t . N a t u ra l l y , n o t e s t wi l l b e 1 0 0 % a c c u ra t e i n p re d i c t i n g j o b
s u c c e s s . A v a li d a t e d t e s t i n c re a s e s p o s s i b i li t y o f s u c c e s s .

T h e re a r e t h re e w a y s o f v a l i d a t i n g a t e s t . T h ey a re a s f o l lo w s : -

1 ) . Co n cu r r e n t Va l i d i t y : - t h i s i n v o l v e s d e t e r m i n i n g t h e f a c t o rs t h a t a re
ch a ra c t e ri s t i c s o f s u c c e s s f u l e m p lo y e e s a n d t h e n u s i n g t h e s e f a ct o r s a s t h e y a
rd s t i c k s .

2 ) . P r e d i ct i v e Va l i d i t y : - i t i n v o l v e s u s i n g a s e l e c t i o n t e s t d u ri n g t h e
s e l e c t i o n p ro c e s s a n d t h e n i d en t i fy i n g t h e s u c c e s s f u l c a n d i d a t e s . T h e
ch a ra c t e ri s t i c s o f b o t h s u c c e s s f u l a n d l e s s s u c c e s s f u l c a n d i d a t e s a re t h e n
i d en t i f i ed .

3 ) . S y n t h e t i c Va l i d i t y: - i t i n v o lv e s t a ki n g p a rt s o f s ev e ra l s i m i l a r j o b s
ra t h e r t h a n o n e c o mp l e t e j o b t o v a li d a t e t h e s e l e c t i o n t e s t .
3. OBJECTIVITY:
W h en t w o o r m o re p e o p l e c a n i n t e rp r et t h e re s u l t o f t h e s a m e t e s t a n d
d e ri v e t h e s a m e c o n c l u s i o n ( s ) , t h e t e s t i s s a i d t o b e o b j e ct i v e. Ot h e rw i s e, t h e
t e s t ev a l u a t o rs ¶ s u b j e ct i v e o p i n i o n s m a y re n d e r t h e t e s t u s e l e s s .

4. STANDA RDRI ZAT ION:

A t e s t t h a t i s s t a n d a r d i z e d i s a d m i n i s t e re d u n d e r s t a n d a r d c o n d i t i o n t o
a l a rg e g ro u p o f p e rs o n w h o a re re p r e s e n t a t i v e s o f t h e i n d i v i d u a l s f o r wh o m
i t i s i n t en d ed . Th e p u rp o s e o f s t a n d a r d i za t i o n i s t o o b t a i n n o rm s o r
s t a n d a rd , s o t h a t a s p e ci f i c t e s t s c o re ca n b e m e a n i n g f u l wh e n c o mp a re d t o
o t h e r s c o re i n t h e g ro u p .

S TEP 3 : -

INTERV IEW:

T h e n e x t s t ep i n t h e s e l e c t i o n p ro c e s s i s a n i n t e rv i e w. I n t e rv i e w i s f o rm a l ,
i n -d ep t h co n v e rs a t i o n c o n d u ct ed t o e v a lu a t e t h e a p p li ca n t ¶ s a c c e p t a b i l i t y . I t
i s c o n s i d e re d t o b e e x c e l l e n t s e l e c t i o n d ev i c e. I t i s fa c e - t o - f a c e e x c h a n g e o f
v i e w, i d ea s a n d o p i n i o n b et w e e n t h e c a n d i d a t e s a n d i n t e rv i e w e rs . B a s i ca l l y ,
i n t e rv i e w i s n o t h i n g b u t a n o ra l e xa m i n a t i o n o f ca n d i d a t e s . I n t e rv i e w c a n b e a d
a p t e d t o u n s k i l l e d , s k i l l e d , ma n a g e ri a l a n d p ro f e s s i o n e m p lo y e e s .

Ob j e c t i v e s o f i n t e rv i e w : -

I n t e rv i e w h a s a t l ea s t t h r e e o b j e c t i v e s a n d t h e y a re a fo l l o w s : -

1 ) H e l p s o b t a i n a d d i t i o n a l i n fo r m a t i o n f ro m t h e a p p li c a n t s
2 ) Fa c i li t a t e s g i v i n g g en e ra l i n f o rm a t i o n t o t h e a p p l i ca n t s s u c h a s co m p a n y
p o li ci e s , j o b , p ro d u ct s m a n u f a ct u r e d a n d t h e li k e
3 ) H e l p s b u i ld t h e c o mp a n y ¶ s i m a g e a m o n g t h e a p p li c a n t s.
4 ) T y p e s o f i n t e rv i e w: -
I n t e rv i e w s c a n b e o f d i f f e re n t t y p e s . Th e r e i n t e rv i e w s e m p l o y ed b y t h e
co m p a n i e s .
Fo l l o w i n g a r e t h e v a ri o u s t y p e s o f i n t e rv i e w : -

1 ) I n fo rm a l I n t e rv i e w :
An i n f o rm a l i n t e rv i e w i s a n o ra l i n t e rv i e w a n d ma y t a k e p l a c e
a n y wh e re . T h e e m p l o y e e o r t h e m a n a g e r o r t h e p e rs o n n e l ma n a g e r m a y
a s k a f e w a l m o s t i n c o n s e q u e n t i a l q u e s t i o n s l i k e n a m e, p l a c e o f b i rt h , n a
m e s o f r e l a t i v e s et c. ei t h e r i n t h ei r re s p e c t i v e o f f i c e s o r a n y w h e re
o u t s i d e t h e p l a n t o f co m p a n y . I t i d n o t p l a n n e d a n d n o b o d y p re p a re s fo r
i t . T h i s i s u s e d wi d e l y wh e n t h e l a b o u r ma rk e t i s t i g h t a n d wh e n y o u n e e d
w o rk e r s b a d l y .

2 ) Fo rm a l I n t e rv i e w :
Fo rm a l i n t e rv i e w s m a y b e h e l d i n t h e e mp l o y m e n t o f fi c e b y h e e
m p l o y m e n t o f f i c e i n a mo re f o rm a l a t m o s p h e re , wi t h t h e h e l p o f w e l l
s t ru ct u re d q u e s t i o n s , t h e t i m e a n d p l a c e o f t h e i n t e rv i e w wi l l b e s t i p u l a t e d
b y t h e e mp l o y m e n t o f f i c e.

3 ) N o n -d i re c t i v e I n t e rv i e w :
No n - d i r e c t i v e i n t e rv i e w o r u n s t ru ct u re d i n t e rv i e w i s d e s i g n e d t o
l e t t h e i n t e rv i e w e e s p e a k h i s m i n d f r e e l y . T h e i n t e rv i e w e r h a s n o fo rm a l
o r d i re c t i v e q u e s t i o n s , b u t h i s a l l a t t e n t i o n i s t o t h e ca n d i d a t e. H e
en c o u ra g e s t h e ca n d i d a t e t o t a l k b y a l i t t l e p ro d d i n g wh en e v e r h e i s s i l e n t
e. g . ³ M r. Ra y , p l e a s e t e l l u s a b o u t y o u rs e l f a f t e r y o u ¶ re g ra d u a t ed f ro m
h i g h s ch o o l´ .

Th e i d ea i s o g i v e t h e c a n d i d a t e co m p l e t e f re e d o m t o ³ s e l l ´ h i m s e l f,
wi t h o u t t h e en c u mb ra n c e s o f t h e i n t e rv i e w e r¶ s q u e s t i o n . B u t t h e
i n t e rv i e w e r m u s t b e o f h i g h e r c a li b re a n d mu s t g u i d e a n d re l a t e t h e
i n f o rm a t i o n g i v e n b y t h e a p p l i c a n t t o t h e o b j e ct i v e o f t h e i n t e rv i e w.

4 ) D e p t h I n t e rv i e w :
I t i s d e s i g n ed t o i n t en s e l y e x a mi n e t h e c a n d i d a t e¶ s b a c k g ro u n d a n d
t h i n ki n g a n d t o g o i n t o c o n s i d e ra b l e d e t a i l o n p a rt i c u la r s ub j e c t s o f a n
i m p o rt a n t n a t u re a n d o f s p e c i a l i n t e r e s t t o t h e ca n d i d a t e s . Fo r e x a mp l e , i f
t h e ca n d i d a t e s a y s t h a t h e i s i n t e re s t e d i n t en n i s , a s e ri e s o f q u e s t i o n s m a y
b e a s k e d t o t e s t t h e d ep t h o f u n d e rs t a n d i n g a n d i n t e re s t o f t h e ca n d i d a t e. T h
e s e p ro b i n g q u e s t i o n s m u s t b e a s k ed w i t h t a c t a n d t h ro u g h e xh a u s t i v e a n a ly s
i s ; i t i s p o s s i b l e t o g e t a g o o d p i c t u re o f t h e ca n d i d a t e.

5 ) S t re s s I n t e rv i e w :
I t i s d e s i g n e d t o t e s t t h e ca n d i d a t e a n d h i s c o n d u ct a n d b eh a v i o u r
b y h i m u n d e r co n d i t i o n s o f s t re s s a n d st ra i n . T h e i n t e rv i e w e r m a y s t a rt
wi t h ³ M r. J o s e p h , w e d o n o t t h i n k y o u r q u a li f i ca t i o n s a n d e xp e ri e n c e a re
a d eq u a t e f o r t h i s p o s i t i o n , ¶ a n d wa t c h t h e re a ct i o n o f t h e ca n d i d a t e s . A
g o o d ca n d i d a t e s wi l l n o t y i e l d , o n t h e co n t ra ry h e ma y s u b s t a n t i a t e wh y
he i s qua li fi ed t o hand le t h e j o b.

Th i s t y p e o f i n t e rv i e w i s b o r ro w e d f ro m t h e M i li t a ry o rg a n i s a t i o n
a n d t h i s i s v e ry u s e f u l t o t e s t b e h a v i o u r o f i n d i v i d u a l s wh e n t h ey a re f a c e d
wi t h d i s a g re e a b l e a n d t ry i n g s i t u a t i o n s .

6 ) G ro u p I n t e rv i e w :
I t i s d e s i g n ed t o s a v e b u s y e x e c u t i v e¶ s t i m e a n d t o s e e h o w t h e
ca n d i d a t e s m a y b e b ro u g h t t o g et h e r i n t h e e mp l o y m e n t o f fi c e a n d t h ey m
a y b e i n t e rv i e w e d .

7 ) Pa n e l I n t e rv i e w :
A p a n e l o r i n t e rv i e w i n g b o a rd o r s e l e c t i o n co m m i t t e e m a y
i n t e rv i e w t h e c a n d i d a t e, u s u a l ly i n t h e ca s e o f s u p e rv i s o ry a n d
m a n a g e ri a l p o s i t i o n s . Th i s t y p e o f i n t e rv i e w p o o l s t h e c o l l e c t i v e
j u d g m e n t a n d w i s d o m o f t h e p a n e l i n t h e a s s e s s m e n t o f t h e ca n d i d a t e
a n d a l s o i n q u e s t i o n i n g t h e f a cu l t i e s o f t h e ca n d i d a t e

8 ) S e q u e n t i a l I n t e rv i e w :

Th e s eq u en t i a l i n t e rv i e w t a k e s t h e o n e- t o -o n e a s t ep fu rt h e r a n d
i n v o l v e s a s e ri e s o f i n t e rv i e w, u s u a l l y u t i l i zi n g t h e s t re n g t h a n d
k n o w l e d g e b a s e o f e a ch i n t e rv i e w e r, s o t h a t ea c h i n t e rv i e w e r c a n a s k
 q u e s t i o n s i n r e l a t i o n t o h i s o r h e r s u b j e c t a re a o f e a ch ca n d i d a t e, a s t h e
ca n d i d a t e mo v e s f ro m ro o m t o ro o m.

9 ) s t ru ct u re s I n t e rv i e w :
I n a s t ru c t u re d i n t e rv i e w, t h e i n t e rv i e w e r u s e s p re s e t s t a n d a rd i ze d
q u e s t i o n s , wh i c h a re p u t t o a l l t h e i n t e rv i e w e e s . T h i s i n t e rv i e w i s a l s o
ca l l e d a s µ G u i d ed ¶ o r µ P a t t e rn ed ¶ i n t e rv i e w. I t i s u s e f u l f o r v a l i d
re s u lt s , e s p e ci a l ly w h en d ea l i n g w i t h t h e la rg e n u mb e r o f a p p l i ca n t s .

1 0 ) Un s t ru ct u re d I n t e rv i e w:

I t i s a l s o kn o w n a s µ U n p a t t e rn e d ¶ i n t e rv i e w, t h e i n t e rv i e w i s
la rg e l y u n p l a n n e d a n d t h e i n t e rv i e w e e d o e s mo s t o f t h e t a l k i n g .
U n g u i d ed i n t e rv i e w i s a d v a n t a g eo u s i n a s m u ch a s i t l e a d s t o a f ri en d ly
co n v e r s a t i o n b et w e e n t h e i n t e rv i e w e r a n d t h e i n t e rv i e w e e a n d i n t h e
p ro c e s s , t h e la t e r r e v ea l s m o re o f h i s o r h e r d e s i re a n d p ro b l e m s . B u t t h
e Un p a t t e rn e d i n t e rv i e w l a c k s u n i f o rm i t y a n d wo r s e, t h i s a p p ro a c h m a y o
v e r l o o k k e y a re a s o f t h e a p p li c a n t ¶ s s k i l l s o r b a c kg ro u n d . I t i s
u s e fu l w h en t h e i n t e rv i e w e r t ri e s t o p ro b e p e r s o n a l d et a i l s o f t h e
c a n d i d a t e i t a n a l y s e w h y t h e y a r e n o t ri g h t f o r t h e j o b .

1 1 ) M i x e d I n t e rv i e w :

I n p ra c t i c e, t h e i n t e rv i e w e r w h i l e i n t e rv i e wi n g t h e j o b s e e k e rs
u s e s a b l e n d o f s t ru c t u re d a n d s t ru c t u re d a n d u n s t ru c t u re d q u e s t i o n s . T h
i s a p p ro a c h i s ca l l e d t h e M i x ed I n t e rv i e w. T h e s t ru c t u re d q u e s t i o n s
p ro v i d e a b a s e o f i n t e rv i e w mo re co n v e n t i o n a l a n d p e rm i t g re a t e r
i n s i g h t s i n t o t h e u n i q u e d i f f e re n c e s b et w e e n a p p li c a n t s .

1 2 ) I m p ro m p t u I n t e rv i e w s :

T h i s i n t e rv i e w c o m mo n l y o c c u rs wh e n e mp l o y e r s a re a p p ro a c h ed
d i re c t l y a n d t e n d s t o b e v e ry i n f o rm a l a n d u n s t ru ct u re d . Ap p l i ca n t s
s h o u l d b e p re p a re d a t a l l t i m e s f o r o n -t h e- s p o t i n t e rv i e w s , e s p e c i a l l y i n
s i t u a t i o n s s u ch a s a j o b fa i r o r a c o ld ca l l. I t i s a n i d ea l t i m e fo r
 e m p lo y e rs t o a s k t h e ca n d i d a t e s o m e b a s i c q u e s t i o n s t o d e t e rm i n e
w h et h e r h e/ s h e ma y b e i n t e re s t ed i n f o rm a l l y i n t e rv i e w i n g t h e ca n
d i d a t e.

1 3 ) Di n n e r I n t e rv i e w s :

Th e s e i n t e rv i e w s m a y b e s t ru ct u re d , i n fo rm a l, o r s o c i a l l y
s i t u a t e d , s u ch a s i n a re s t a u ra n t . D e c i d e wh a t t o e a t q u i c k l y , s o m e
i n t e rv i e w e r s w i l l a s k y o u t o o rd e r fi r s t ( d o n o t a p p ea r i n d e c i s i v e ) .
A v o i d p o t en t i a l l y m e s s y f o o d s , s u c h a s s p a g h e t t i . B e p re p a re d f o r t h e
co n v e r s a t i o n t o a b ru p t l y ch a n g e f ro m f ri e n d l y c h a t t o d i re c t i n t e rv i e w
q u e s t i o n s , h o w e v e r, d o n o t u n d e re s t i m a t e t h e v a lu e o f c a s u a l
d i s cu s s i o n , s o m e e mp l o y e r s p la c e a g re a t v a l u e o n i t . B e p re p a re d t o s w
i t ch g e a rs ra p i d l y , f ro m fu n t a l k t o b u s i n e s s t a l k.

1 4 ) T e l e p h o n e I n t e rv i e w s :

Ha v e a co p y o f y o u r r e s u m e a n d a n y p o i n t s y o u w a n t t o
re m e m b e r t o s a y n e a rb y . I f y o u a re o n y o u r h o m e t e l e p h o n e, ma k e s u r e
t h a t a l l ro o m m a t e s o r f a m i l y m e m b e r s a r e a wa re o f t h e i n t e rv i e w ( n o
lo u d s t e re o s , b a r k i n g d o g s et c. ) . S p e a k a b i t s lo w e r t h a n u s u a l. I t i s
c ru c i a l t h a t y o u co n v e y y o u r e n t h u s i a s m v e rb a l l y , s i n c e t h e i n t e rv i e w e r ca n
n o t s e e y o u r f a c e. I f t h e re a re p a u s e s , d o n o t wo r ry ; t h e i n t e rv i e w e r
is li kely ju st ta king so me not es.

1 5 ) S e co n d I n t e rv i e w s :

J o b s e e k e rs a re i n v i t e d b a c k a ft e r t h ey h a v e p a s s e d t h e f i rs t
i n i t i a l i n t e rv i e w. M i d d l e o r s e n i o r m a n a g e m e n t g en e ra l l y co n d u ct s t h e
s e c o n d i n t e rv i e w, t o g e t h e r o r s e p a ra t e l y . A p p l i c a n t s c a n e xp e c t mo r e
i n - d ep t h q u e s t i o n s , a n d t h e e m p lo y e r wi l l b e e xp e c t i n g a g re a t e r l e v e l
o f p re p a ra t i o n o n t h e p a rt o f t h e c a n d i d a t e s . A p p li c a n t s s h o u l d
co n t i n u e t o re s e a rc h t h e e mp l o y e r f o l l o w i n g t h e f i rs t i n t e rv i e w, a n d b e
 p re p a r e d t o u s e a n y i n f o rm a t i o n g a i n ed t h ro u g h t h e p re v i o u s i n t e rv i e w
t o t h ei r a d v a n t a g e.

ST E P 4: -

REFER ENC E CHECK :-

M a n y e m p lo y e rs re q u e s t n a m e s , a d d r e s s e s , a n d t e l e p h o n e
n u mb e rs o f re f e r e n c e s fo r t h e p u rp o s e o f v e ri fy i n g i n f o rm a t i o n a n d
p e rh a p s , g a i n i n g a d d i t i o n a l b a c k g ro u n d i n fo r m a t i o n o n a n a p p li c a n t .
A l t h o u g h li s t ed o n t h e a p p l i ca t i o n fo r m, re f e re n c e s a re n o t u s u a l l y
ch e c k e d u n t i l a n a p p l i ca n t h a s s u c c e s s f u l ly r e a ch e d t h e fo u rt h s t a g e o f a
s e q u e n t i a l s e l e c t i o n p ro c e s s . Wh e n t h e la b o u r m a rk e t i s v e ry t i g h t ,
o rg a n i s a t i o n s s o m e t i m e s h i r e a p p li c a n t s b e fo re c h e c k i n g r e f e re n c e s .

P r e v i o u s e mp l o y e r s , k n o w n a s p u b l i c fi g u re s , u n i v e r s i t y p ro f e s s o rs ,
n e i g h b o u rs o r f ri en d s ca n a c t a s re f e re n c e s . P re v i o u s e m p l o y e rs a re
p re f e ra b l e b e c a u s e t h ey a r e a l re a d y a w a re o f t h e a p p li c a n t ¶ s p e rf o rm a n c e.
B u t , t h e p ro b l e m wi t h t h i s re f e r e n c e i s t h e t en d e n cy o n t h e p a rt o f t h e
p re v i o u s e mp l o y e rs t o o v e r - ra t e t h e a p p li ca n t ¶ s p e rf o r m a n c e j u s t t o g e t ri d o f t
h e p e rs o n .

O rg a n i s a t i o n s n o rm a l l y s e e k l e t t e r s o f re f e re n c e o r t e l e p h o n e
re f e re n c e s . Th e l a t t e r i s a d v a n t a g e o u s b e c a u s e o f i t s a c c u ra c y a n d lo w c o s t .
T h e t e l e p h o n e re f e r e n c e a l s o h a s t h e a d v a n t a g e o f s o li ci t i n g i m m e d i a t e,
re l a t i v e ly ca n d i d c o m m e n t s a n d a t t i t ud e ca n s o m e t i m e s b e i n f e r re d f ro m
hesita tion s and in flect ion s i n sp eech.

I t m a y b e s t a t ed t h a t t h e i n f o rm a t i o n g a t h e re d t h ro u g h re f e re n c e s
h a rd ly i n f lu e n c e s e l e c t i o n d e c i s i o n s . T h e re a s o n s a r e o b v i o u s :

1 . T h e ca n d i d a t e a p p ro a ch e s o n l y t h o s e p e rs o n s w h o wo u ld s p e a k w e l l
a b o u t h i m o r h e r.
 2 . P e o p l e m a y w ri t e f a v o u ra b l y a b o u t t h e c a n d i d a t e i n o rd e r t o g et ri d
o f h i m o r h e r.
3 . P e o p l e m a y n o t li k e t o d i v u lg e t h e t ru t h a b o u t a c a n d i d a t e, l e s t i t
mi g h t d a m a g e o r ru i n h i s / h e r c a re e r.

S T E P 5: -

SELECTION DECIS ION: -

Af t e r o b t a i n i n g i n f o rm a t i o n t h ro u g h t h e p re c e d i n g s t ep s , s e l e c t i o n
d e c i s i o n - t h e m o s t c ri t i ca l o f a l l t h e s t e p s- mu s t b e ma d e. T h e o t h e r s t a g e s
i n t h e s e l e c t i o n p ro c e s s h a v e b e en u s e d t o n a r ro w t h e n u m b e r o f t h e
ca n d i d a t e s . T h e f i n a l d e c i s i o n h a s t o b e m a d e t h e p o o l o f i n d i v i d u a l s wh o
p a s t h e t e s t s , i n t e rv i e w s a n d re f e re n c e ch e c k s .

Th e v i e w o f t h e l i n e ma n a g e r w i l l b e g en e ra l l y co n s i d e r e d i n t h e f i n a l
s e l e c t i o n b e c a u s e i t i s h e/ s h e wh o i s r e s p o n s i b l e f o r t h e p e rf o r m a n c e o f t h e n e
w e m p l o y e e. Th e H R ma n a g e r p l a y s a c ru c i a l ro l e i n t h e f i n a l s e l e c t i o n .

S T E P 6: -

PHYS ICAL EXAM INATIO N : -

A ft e r t h e s e l e c t i o n d e c i s i o n a n d b e fo r e t h e j o b o f f e r i s m a d e, t h e
ca n d i d a t e i s re q u i r e d t o u n d e rg o a p h y s i ca l f i t n e s s t e s t . A j o b o f f e r i s , o f t en ,
co n t i n g en t u p o n t h e c a n d i d a t e b e i n g d e c l a r e d fi t a f t e r t h e p h y s i c a l
e x a mi n a t i o n . T h e re s u l t s o f t h e m e d i c a l f i t n e s s t e s t a r e re c o rd e d i n a
s t a t e m e n t a n d a re p re s e rv e d i n t h e p e r s o n n e l re c o rd s . Th e re a re s e v e ra l
o b j e ct i v e s b e h i n d a p h y s i c a l t e s t . O b v i o u s l y , o n e re a s o n fo r a p h y s i c a l t e s t
i s t o d et e c t i f t h e i n d i v i d u a l ca r ri e s a n y i n f e c t i o u s d i s ea s e . S e co n d ly , t h e
t e s t a s s i s t s i n d e t e rm i n i n g wh et h e r a n a p p l i c a n t i s p h y s i c a l l y f i t t o p e r f o r m
t h e wo rk . T h i rd l y , t h e p h y s i ca l e x a mi n a t i o n i n f o r m a t i o n ca n b e u s e d t o d e t
e rm i n e i f t h e re a re c e rt a i n p h y s i c a l c a p a b i l i t i e s , wh i c h d i f f e re n t i a t e
s u c c e s s f u l a n d l e s s s u c c e s s f u l e m p lo y e e s . F o u rt h , m e d i ca l c h e c k - u p p ro t e c t s
a p p li c a n t s w i t h h e a lt h d e f e c t s f ro m u n d e rt a k i n g w o rk t h a t co u l d b e
d e t ri m e n t a l t o t h e m o r m i g h t o t h e r w i s e e n d a n g e r t h e e m p lo y e r¶ s p ro p e rt y .
F i n a l l y , s u ch a n e x a mi n a t i o n wi l l p ro t e c t t h e e m p lo y e r f ro m w o rk e r s
co m p e n s a t i o n c la i m s t h a t a re n o t v a li d b e c a u s e t h e i n j u ri e s o r i l ln e s s w e r e p re
s e n t wh en t h e e mp l o y e e w a s h i re d .

STEP 7: -

J OB O F F E R : -

T h e n e x t s t e p i n t h e s e l e c t i o n p ro c e s s i s j o b o f f e r t o t h o s e
a p p li c a n t s w h o h a v e c ro s s e d a l l t h e p re v i o u s h u rd l e s . J o b o f f e r i s ma d e
t h ro u g h a l et t e r o f a p p o i n t e d . S u ch a l e t t e r g e n e ra l l y co n t a i n s a d a t e b y
w h i ch t h e a p p o i n t e e m u s t re p o rt o n d u t y . T h e a p p o i n t e e mu s t b e g i v e n
re a s o n a b l e t i m e fo r re p o rt i n g . Th o s i s p a rt i c u la rl y n e c e s s a ry w h en h e o r s h e
i s a l re a d y i n e m p l o y m e n t , i n w h i c h c a s e t h e a p p o i n t e e i s r e q u i r e d t o o b t a i n
a re l i ev i n g c e rt i f i c a t e f ro m t h e p re v i o u s e mp l o y e r. Ag a i n , a n e w j o b ma y
re q u i r e m o v e m e n t t o a n o t h e r c i t y , wh i c h m ea n s c o n s i d e ra b l e p r e p a ra t i o n ,
a n d mo v e m e n t o f p ro p e rt y .

T h e co m p a n y m a y a l s o wa n t t h e i n d i v i d u a l t o d e l a y t h e d a t e o f
re p o rt i n g o n d u t y . I f t h e n e w e m p l o y e e ¶ s fi rs t j o b u p o n j o i n i n g t h e c o mp a n y
i s t o g o o n co m p a n y u n t i l p e rh a p s a w e e k b e f o re s u c h t ra i n i n g b e g i n s .
N a t u ra l l y , t h i s p ra ct i c e ca n n o t b e a b u s ed , e s p e c i a l l y i f t h e i n d i v i d u a l i s
u n e mp l o y e d a n d d o e s n o t h a v e s u f f i ci en t fi n a n c e s .

D e c en c y d e m a n d s t h a t t h e re j e c t ed a p p li c a n t s b e i n fo r m e d a b o u t
t h ei r n o n - s e l e c t i o n . T h ei r a p p li c a n t s m a y b e p re s e rv e d f o r f u t u re u s e, i f
a n y . I t n e ed s n o e mp h a s i s t h a t t h e a p p l i ca t i o n s o f s e l e c t e d ca n d i d a t e s mu s t
a l s o b e p r e s e rv e d fo r t h e f u t u re re f e r en c e s .
S T E P 8: -

CONTR ACT OF EM PLOYM ENT : -

A f t e r t h e j o b o f f e r h a s b e e n m a d a n d c a n d i d a t e s a c c e p t t h e o f f e r,
c e rt a i n d o cu m e n t s n e e d t o b e e x e c u t e d b y t h e e mp l o y e r a n d t h e c a n d i d a t e.
O n e s u c h d o cu m e n t i s t h e a t t e s t a t i o n fo rm . Th i s f o rm co n t a i n s v i t a l d e t a i l s a b
o u t t h e c a n d i d a t e, w h i ch a r e a u t h e n t i ca t e d a n d a t t e s t e d b y h i m / h e r.
At t e s t a t i o n f o rm wi l l b e a v a l i d re c o r d f o r t h e f u t u re re f e re n c e.

Th e re i s a l s o a n e e d fo r p r e p a ri n g a co n t ra c t o f e mp l o y m e n t . Th e
b a s i c i n f o rm a t i o n t h a t s h o u ld b e i n c l u d ed i n a w ri t t e n c o n t ra c t o f
e m p lo y m e n t w i l l v a ry a c co rd i n g t o t h e l e v e l o f t h e j o b , b u t t h e f o l lo w i n g
ch e c k l i s t s et s o u t t h e t y p i c a l h ea d i n g s :

1. Job tit le
2 . Du t i e s , i n c l u d i n g a p a rs e s u ch a s ³ T h e e m p l o y e e wi l l p e rf o rm
s u ch d u t i e s a n d wi l l b e r e s p o n s i b l e t o s u c h a p e rs o n , a s t h e co
m p a n y ma y f ro m t i m e t o t i m e d i re c t ´ .
3 . D a t e wh e n co n t i n u o u s e mp l o y m e n t s t a rt s a n d t h e b a s i s f o r
ca l c u l a t i n g s e rv i c e.
4 . R a t e o f p a y , a l l o wa n c e, o v e rt i m e a n d s h i f t ra t e s , m et h o d o f
pay ment s.
5 . H o u rs o f w o rk i n c l u d i n g lu n ch b re a k a n d o v e rt i m e a n d s h i f t
a r ra n g e m e n t s .
6 . H o li d a y a r ra n g e m e n t s :
 P a i d h o l i d a y s p e r y e a r.
 C a l cu l a t i o n o f h o li d a y p a y .
 Q u a li f y i n g p e ri o d .
 A c c ru a l o f h o li d a y s a n d h o l i d a y p a y .
 D e t a i l s o f h o l i d a y y e a r.
 D a t e s wh e n h o l i d a y s c a n b e t a k e n .
 M a xi m u m h o li d a y t h a t ca n b e t a k e a t a n y o n e t i m e.
  C a r ry o v e r o f h o l i d a y en t i t l e m e n t .
 P ub li c h o li d ay s.
7 . Len g t h o f n o t i c e d u e t o a n d f ro m e m p lo y e e.

8 . G ri e v a n c e s p ro c e d u r e ( o r r e f e re n c e t o i t ) .

9 . Di s c i p l i n a ry p ro c e d u re ( o r a n y re f e r e n c e t o i t ) .

1 0 . Wo r k ru l e s ( o r a n y re f e re n c e t o t h e m ) .

1 1 . A r ra n g e m e n t s f o r t e rm i n a t i n g e m p lo y m e n t .

1 2 . A r ra n g e m e n t s fo r u n i o n m e m b e r s h i p ( i f a p p li c a b l e) .

1 3 . S p e ci a l t e rm s r e l a t i n g t o ri g h t s t o p a t en t s a n d d e s i g n s ,
co n fi d e n t i a l i n fo rm a t i o n a n d re s t ra i n t s o n t ra d e a f t e r
t e rm i n a t i o n o f e mp l o y m e n t .
1 4 . E m p lo y e r¶ s ri g h t t o v a ry t e r m s o f t h e co n t ra ct s u b j e c t t o
p ro p e r n o t i fi c a t i o n b ei n g g i v e n .

Al t e rn a t i v e l y ca l l e d e mp l o y m en t a g re e m e n t s o r s i mp l y b o n d s ,
co n t ra c t s o f e m p lo y m e n t s e rv e ma n y u s e fu l p u rp o s e s . S u c h co n t ra c t s s e e k t o
re s t ra i n j o b - h o p p e rs , t o p ro t e ct k n o w l e d g e a n d i n f o rm a t i o n t h a t mi g h t b e v i t
a l t o a co m p a n y ¶ s h e a lt h y b o t t o m l i n e a n d t o p re v e n t co mp e t i t o rs f ro m p o a ch
i n g h i g h ly v a l u ed e m p lo y e e s .

G re a t c a re i s t a k e n t o d ra f t t h e c o n t ra c t f o rm s . O f t en , s e rv i c e s o f
la w f i rm s ( p ro m i n en t fi rm s i n t h i s c a t e g o ry i n c lu d e M u l l a , C ra i g i e, B l u n t
a n d Ca ro e, C ra w f o rd B a i l ey , A ma rc h a n d M a n g a l d a s Hi ra l a l , et c. ) a re
en g a g 4 d t o g et t h e f o rm s d ra ft e d a n d fi n a li ze d .

M o s t e m p lo y e rs i n s i s t o n a g re e m e n t s b ei n g s i g n e d b y n e w l y h i r e d
e m p l o y e e s . B u t h i g h t u rn o v e r s e c t o rs s u c h a s s o f t wa re , a d v e rt i s i n g a n d
m e d i a a r e m o re p ro n e t o u s e c o n t ra ct s .
 Th e d ra w b a c k w i t h t h e co n t ra ct s i s t h a t i t i s a l m o s t t o en fo rc e
t h e m. A d et e r m i n e d e mp l o y e e i s b o u n d t o l e a v e t h e o rg a n i s a t i o n , co n t ra ct o r
n o co n t ra ct . Th e e m p lo y e e i s p r e p a re d t o p a y t h e p en a lt y f o r b re a c h i n g
t h e a g re e m e n t o r t h e n e w e m p lo y e r w i l l p ro v i d e co m p en s a t i o n s . I t i s t h e re a
s o n t h a t s ev e ra l co m p a n i e s h a v e s c ra p p e d t h e co n t ra c t s a lt o g et h e r.

S T E P 9: -

CONCL UDIN G THE S ELEC TIO N P ROCES S : -

Co n t ra ry t o p o p u l a r p e rc e p t i o n , t h e s e l e c t i o n p ro c e s s w i l l n o t e n d
wi t h e x e c u t i n g t h e e m p l o y m e n t co n t r a c t . T h e re i s a n o t h e r s t ep ± a m o re
s e n s i t i v e o n e r e a s s u ri n g t h o s e c a n d i d a t e s wh o h a v e n o t s e l e c t e d , n o t b e c a u s e
o f a n y s e ri o u s d e f i ci e n ci e s i n t h ei r p e rs o n a l i t y , b u t b e c a u s e t h ei r p ro fi l e d i d
n o t ma t c h t h e re q u i re m e n t o f t h e o rg a n i s a t i o n . Th e y mu s t b e t o ld t h a t t h o s e w
h o w e re s e l e c t e d w e re d o n e p u re l y o n re l a t i v e m e ri t .

S T E P 1 0: -

EVALU ATI ON OF S ELECT ION PR OGRAM M E : -

T h e b ro a d t e s t o f t h e e f f e c t i v e n e s s o f t h e s e l e c t i o n p ro c e s s i s t h e
q u a li t y o f t h e p e rs o n n e l h i re d . An o r g a n i s a t i o n m u s t h a v e co m p et en t a n d
co m m i t t ed p e rs o n n e l . T h e s e l e c t i o n p ro c e s s , i f p ro p e r l y d o n e, wi l l en s u re
a v a i la b i li t y o f s u c h e mp l o y e e s . Ho w t o ev a lu a t e t h e e f f e c t i v en e s s o f a
s e l e c t i o n p ro g ra m m e ? A p e ri o d i c a u d i t i s t h e a n s w e r. P eo p l e wh o w o rk
i n d ep e n d e n t o f H R d e p a rt m e n t m u s t co n d u c t a u d i t . T h e t a b l e b e lo w
co n t a i n s a n o u t li n e t h a t h i g h li g h t s t h e a r e a s a n d q u e s t i o n s t o b e co v e re d i n
a s y s t e m a t i c ev a lu a t i o n .

3. 8 F our A p p roac h es to S e le c tion :

1 ) . Et h n o c e n t ri c S e l e c t i o n :

I n t h i s a p p ro a c h , s t a f f i n g d e c i s i o n s a re m a d e a t t h e o rg a n i za t i o n ¶ s
h e a d q u a rt e rs . S u b s i d i a ri e s h a v e li m i t ed a u t o n o my , a n d t h e e mp l o y e e s f ro m
t h e h ea d q u a rt e rs a t h o m e a n d a b ro a d fi l l k e y j o b s . N a t i o n a l s f ro m t h e
p a re n t c o u n t ry d o m i n a t e t h e o rg a n i s a t i o n s a t h o m e a n d a b ro a d .

2 ) . Po l y c e n t ri c S e l e c t i o n :

I n p o ly c e n t ri c s e l e c t i o n , ea c h s u b s i d i a ry i s t re a t ed a s a d i s t i n c t
n a t i o n a l en t i t y wi t h l o ca l c o n t ro l k ey f i n a n c i a l t a rg e t s a n d i n v e s t m e n t
d e c i s i o n s . L o c a l ci t i z e n s ma n a g e s u b s i d i a ri e s , b u t t h e k e y j o b s r e m a i n wi t h
s t a f f f ro m t h e p a re n t co u n t ry . T h i s i s t h e a p p ro a ch , wh i c h i s l a rg e l y
p ra ct i c e d i n o u r c o u n t ry

3 ) . R e g i o c e n t ri c S e l e c t i o n : -

H e re , co n t ro l wi t h i n t h e g ro u p a n d t h e mo v e m e n t s o f s t a f f a re
m a n a g e d o n a re g i o n a l b a s i s , re f l e c t i n g t h e p a rt i cu l a r d i s p o s i t i o n o f
b u s i n e s s a n d o p e ra t i o n s w i t h i n t h e g r o u p . R eg i o n a l ma n a g e rs h a v e g re a t e r
d i s c re t i o n i n d e ci s i o n . M o v e m e n t o f s t a f f i s la rg e l y re s t ri c t ed t o s p e ci f i c
g e o g ra p h i c a l re g i o n s a n d p ro m o t i o n s t o t h e j o b s c o n t i n u e t o b e d o mi n a t ed
b y ma n a g e rs f ro m t h e p a re n t s c o mp a n y .

4 ) . G e o c en t ri c S t a f fi n g : -

I n t h i s ca s e, b u s i n e s s s t ra t eg y i s i n t e g ra t ed t h o ro u g h ly o n g lo b a l b a s i s .
S t a f f d e v e lo p m en t a n d p ro m o t i o n a re b a s e d o n a b i li t y , n o t n a t i o n a l i t y . Th e
b ro a d a n d o t h e r p a rt s o f t h e t o p m a n a g e m en t s t ru c t u re a re t h o ro u g h l y
i n t e rn a t i o n a l i n co m p o s i t i o n . N e e d l e s s t o s a y , s u ch o rg a n i s a t i o n s a re
u n co m m o n .

a. PROB L EM S I N EFFE CT IVE S EL EC TI ON :

Th e ma i n o b j e ct i v e o f s e l e c t i o n i s t o h i re p e o p l e h a v i n g c o mp e t en c e
a n d co m m i t m e n t . Th i s o b j e ct i v e s o ft en d e f e a t ed b e c a u s e o f c e rt a i n
b a r ri e rs . T h e i mp e d i m e n t s , wh i ch ch e c k e f f e c t i v e n e s s o f s e l e c t i o n , a re p e
rc e p t i o n , fa i rn e s s , v a l i d i t y , re l i a b i l i t y a n d p r e s s u re.
P e rc e p t i o n : -

Ou r i n a b i li t y t o u n d e rs t a n d o t h e rs a c c u ra t e ly i s p ro b a b ly t h e
m o s t fu n d a m e n t a l b a r ri e r t o s e l e c t i n g t h e ri g h t c a n d i d a t e. S e l e c t i o n
d e m a n d s a n i n d i v i d u a l o r a g ro u p o f p e o p l e t o a s s e s s a n d co m p a r e t h e
re s p e c t i v e co m p et e n ci e s o f o t h e rs , wi t h t h e a i m o f c h o o s i n g t h e ri g h t
p e rs o n s f o r t h e j o b s . B u t o u r v i e w s a re h i g h l y p e rs o n a li ze d . W e a l l p e rc e i v e
t h e wo rl d d i f f e re n t l y . O u r li m i t ed p e rc e p t u a l a b i l i t y i s o b v i o u s l y a
s t u mb l i n g b l o c k t o t h e o b j e c t i v e a n d ra t i o n a l s e l e c t i o n o f t h e p e o p l e.

Fa i rn e s s : -

Fa i rn e s s i n s e l e c t i o n re q u i re s t h a t n o i n d i v i d u a l s h o u ld b e
d i s c r i m i n a t e d a g a i n s t o n t h e b a s i s o f r e l i g i o n , r e g i o n , ra c e o r g e n d e r . B u t
t h e l o w n u m b e r s o f wo m e n a n d o t h e r l e s s p ri v i l eg e d s e ct i o n s o f t h e s o c i et y i n
m i d d l e a n d s e n i o r m a n a g e m e n t p o s i t i o n s a n d o p e n d i s c ri mi n a t i o n o n t h e
b a s i s o f a g e i n j o b a d v e rt i s e m e n t s a n d i n t h e s e l e c t i o n p ro c e s s wo u l d s u g g e s t t h
a t a l l t h e e f fo rt s t o mi n i mi z e i n eq u i t y h a v e n o t b e en e f f e c t i v e.

Va li di t y: -

Va l i d i t y , a s e x p l a i n ed ea r l i e r, i s a t e s t t h a t h e l p s p re d i ct j o b
p e rf o r m a n c e o f a n i n c u mb e n t . A t e s t t h a t h a s b e e n v a l i d a t e d ca n
d i f f e r e n t i a t e b et w e e n t h e e m p l o y e e s w h o p e rf o rm w e l l a n d t h o s e wh o wi l l
n o t . H o w ev e r, a v a li d a t ed t e s t d o e s n o t p re d i c t j o b S u c c e s s a c cu ra t e l y . I t
ca n o n ly i n c re a s e p o s s i b i l i t y o f s u c c e s s .

Rel i ab i li t y: -

A re l i a b l e m e t h o d i s o n e, wh i c h wi l l p ro d u c e co n s i s t e n t re s u l t s
w h en re p e a t e d i n s i mi l a r s i t u a t i o n s . L i k e v a l i d a t e d t e s t , a re l i a b l e t e s t ma y
f a i l t o p re d i ct j o b p e rf o rm a n c e wi t h p re c i s i o n .

P r e s s u re : -

P re s s u re i s b ro u g h t o n t h e s e l e c t o rs b y p o l i t i c i a n s ,
b u re a u c ra t s , re l a t i v e s , f ri e n d s a n d p e e r s t o s e l e c t p a rt i cu l a r c a n d i d a t e s .
C a n d i d a t e s s e l e c t e d b e c a u s e o f c o mp u l s i o n s a re o b v i o u s l y n o t t h e ri g h t
o n e s . Ap p o i n t m e n t s t o p u b l i c s e ct o rs u n d e rt a ki n g s g en e ra l l y t a k e p l a c e
u n d e r s u ch p re s s u r e s .

3. 10 D if f e r e n c e (Re c r u itme n t an d Se le c t ion )

1 . ) R e c ru i t m e n t i s t h e p ro c e s s o f s e a r ch i n g fo r p ro s p e ct i v e ca n d i d a t e s a n d
m o t i v a t i n g t h e m t o a p p l y f o r j o b i n t h e o r g a n i s a t i o n. W h e r e a s , s e l e c t i o n i s a
p ro c e s s o f ch o o s i n g m o s t s u i t a b l e c a n d i d a t e s o u t o f t h o s e, wh o a re
i n t e re s t ed a n d a l s o q u a li f i ed fo r j o b .

2 . ) I n t h e re c ru i t m e n t p ro c e s s , v a c a n ci e s a v a i la b l e a re fi n a li z e d , p u b l i ci t y i s
g i v en t o t h e m a n d a p p li c a t i o n s a re c o l l e c t e d f ro m i n t e re s t e d ca n d i d a t e s . I n
t h e s e l e c t i o n p ro c e s s , a v a i l a b l e a p p li c a t i o n s a re s c ru t i n i ze d . T e s t s , i n t e rv i e w
a n d m ed i ca l e x a mi n a t i o n a re co n d u ct ed i n o rd e r t o s e l e c t mo s t s u i t a b l e
ca n d i d a t e s .

3 . ) I n re c ru i t m en t t h e p u rp o s e i s t o a t t ra ct ma x i m u m n u m b e rs o f s u i t a b l e
a n d i n t e re s t e d ca n d i d a t e s t h ro u g h a p p l i ca t i o n s . I n s e l e c t i o n p ro c e s s t h e
p u rp o s e i s t h a t t h e b e s t c a n d i d a t e o u t o f t h o s e q u a li fi e d a n d i n t e re s t ed i n th
e appo int ment.

4 . ) R e c ru i t m e n t i s p ri o r t o s e l e c t i o n . I t c re a t e s p ro p e r b a s e fo r a c t u a l
s e l e c t i o n . S e l e c t i o n i s n e xt t o r e c ru i t m e n t . I t i s o u t o f c a n d i d a t e s ¶
a v a i la b l e/ i n t e r e s t e d .

5 . ) R e c ru i t m e n t i s t h e p o s i t i v e f u n ct i o n i n wh i c h i n t e re s t e d ca n d i d a t e s a re
en c o u ra g ed t o s u b m i t a p p l i ca t i o n . S e l e c t i o n i s a n e g a t i v e f u n c t i o n i n wh i c h u n s
u i t a b l e c a n d i d a t e s a re e li m i n a t ed a n d t h e b e s t o n e i s s e l e c t e d .

6 . ) R e c ru i t m e n t i s t h e s h o rt p ro c e s s . I n re c ru i t m e n t p u b l i ci t y i s g i v e n t o
v a ca n c i e s a n d a p p l i ca t i o n s a r e c o l l e c t ed f ro m d i f f e re n t s o u rc e s S e l e c t i o n i s
 a l e n g t h y p ro c e s s . I t i n v o lv e s s c ru t i n y o f a p p li c a t i o n s , g i v i n g t e s t s ,
a r ra n g i n g i n t e rv i e w s a n d m ed i c a l e xa mi n a t i o n .

7 . ) I n re c ru i t m en t s e rv i c e s o f e x p e rt i s n o t re q u i re d . Wh e re a s i n s e l e c t i o n ,
s e rv i c e s o f e xp e rt i s re q u i re d .

8 . ) R e c ru i t m e n t i s n o t co s t ly . E xp e n d i t u re i s re q u i r e d ma i n ly fo r
a d v e rt i s i n g t h e p o s t s . S e l e c t i o n i s a c o s t ly a c t i v i t y , a s e x p en d i t u re i s n e e d e d
fo r t e s t i n g ca n d i d a t e s a n d c o n d u ct o f i n t e rv i e w s .

Ret e ntio n:
T o r e t a i n t h e e mp l o y e e s i s v e r y i mp o r t a n t i n t h e o r g a n i s a t i o n i f
t h e e mp l o y e e s s t a r t o l e a v e t h e o r g a n i s a t i o n t h e n i t ¶ s a h e a v y l o s s f o r t h e
o r g a n i s a t i o n s o i t i s e s s e n t i a l t o r e t a i n t h e m i n t h e o r g a n i s a t i o n t o mk e t h e
e mp l o y e e r e t a i n t h e o r g a n i s a t i o n mu s t p r o v i d e a g o o d w e l f a r e a c t i v i t i e s s o t h a t
t h e o r g a n i s a t i o n c a n ma k e t h e e mp l o y e e r e t a i n i n t h e o r g a n i s a t i o n

Importance Of Employee Retention

Now that so much is being done by organizations to retain its employees,
Why is retention so important? Is it just to reduce the turnover costs? Well, the answer is
a definite no. It¶s not only the cost incurred by a company that emphasizes the need of
retaining employees but also the need to retain talented employees from getting poached.
The process of employee retention will benefit an organization in the following ways:

1. The Cost of Turnover:

The cost of employee turnover adds hundreds of thousands of money to a

company's expenses. While it is difficult to fully calculate the cost of turnover
(including hiring costs, training costs and productivity loss), industry experts often
quote 25% of the average employee salary as a conservative estimate.
2. Loss of Company Knowledge:

When an employee leaves, he takes with him valuable knowledge about the
company, customers, current projects and past history (sometimes to competitors).
Often much time and money has been spent on the employee in expectation of a future
return. When the employee leaves, the investment is not realized.

3. Interruption of Customer Service:

Customers and clients do business with a company in part because of the people.
Relationships are developed that encourage continued sponsorship of the business.
When an employee leaves, the relationships that employee built for the company are
severed, which could lead to potential customer loss.

4. Turnover leads to more turnovers:

When an employee terminates, the effect is felt throughout the organization. Co-
workers are often required picking up the slack. The unspoken negativity often
intensifies for the remaining staff.

5. Goodwill of the company:

The goodwill of a company is maintained when the attrition rates are low.
Higher retention rates motivate potential employees to join the organization.

6. Regaining efficiency:

If an employee resigns, then good amount of time is lost in hiring a new

employee and then training him/her and this goes to the loss of the company directly
which many a times goes unnoticed. And even after this you cannot assure us of the
same efficiency from the new employee

What Makes Employee Leave?

Employees do not leave an organization without any significant reason. There

are certain circumstances that lead to their leaving the organization.

The most common reasons can be:

Job is not what the employee expected to be:

Sometimes the job responsibilities don¶t come out to be same as expected by the
candidates. Unexpected job responsibilities lead to job dissatisfaction.
Job and person mismatch:

A candidate may be fit to do a certain type of job which matches his personality. If
he is given a job which mismatches his personality, then he won¶t be able to perform it
well and will try to find out reasons to leave the job.

No growth opportunities:

No or less learning and growth opportunities in the current job will make
candidate¶s job and career stagnant.

Lack of appreciation:

If the work is not appreciated by the supervisor, the employee feels de-motivated
and loses interest in job. Lack of trust and support in co-workers, seniors and
management.

Trust is the most important factor that is required for an individual to stay in the
job. Non-supportive co-workers, seniors and management can make office environment
unfriendly and difficult to work in.

Stress from overwork and work life imbalance:

Job stress can lead to work life imbalance which ultimately many times lead to
employee leaving the organization.

Compensation:

Better compensation packages being offered by other companies may attract

employees towards themselves.

New job offer:

An attractive job offer which an employee thinks is good for him with respect to
job responsibility, compensation, growth and learning etc. can lead an employee to leave the
organization.

Employee Retention Strategies in Nokia SIEMENS

The basic practices which should be kept in mind in the employee retention strategies are: 1.
Hire the right people in the first place.
2. Empower the employees: Give the employees the authority to get things done.
3. Make employees realize that they are the most valuable asset of the organization.
4. Have faith in them, trust them and respect them.

THE ORGA NIS ATIO N PROV IDES :

 G o o d m e d i ca l c a re t h e y h a v e A p o l lo h o s p i t a l i n s i d e t h e
ca m p u s
 T h e co m p a n y p ro v i d e f re e p i c k u p a n d d ro p t ra n s p o rt
fa ci li t i es
 Th e c o mp a n y p ro v i d e s g o o d fo o d fa c i l i t i e s w i t h lo w c o s t
 T h e co m p a n y p ro v i d e s wi t h a s a l a ry i n c re m e n t ev e ry y ea r
b a s ed o n t h e p e rf o rm a n c e o f t h e e mp l o y e e
 CH AP TER:4

RESEARCH METHODOLOGY
Research methodology is a way to systematically solve the research problem. It
may be understood as a science of studying how research is scientifically. The scope of
research methodology is wider that of research methods. Thus, we talk of research
methodology, we not only talk of the research methods but also consider the logic behind the
methods we use in context of our research study and explain why we are using a
particular methods or technique and why are not using other so that research results are
capable of being evaluated either by the researcher himself or by others.

4.1 TYPE OF PROJECT

(Explanation is required. Pls follow the format)

Type of research design ± Descriptive research design

Type of Data ± Primary Data ± opinion survey

Secondary Data ± from office record

Data Collection ± Personally administered closed

ended questionnaire.
 Type of Hypothesis ± Null & Alternative hypothesis

Type of Significance test ± Parametric one sample test

(Chi ± square test)

Method of measurement scale± Summated is like rating

Proposed sampling method ± Probability, unrestricted or simple

random sampling method.

Sample size ± Give the no. of respondents

4.2 TARGET RESPONDENTS

50 employees who are in the grade of operators in Smt and quality

Process: Methodology or process involving in the Research followed during the course of
summer training is as follows: -

a) Collection of data : -
This is an important aspect in formulating the objective of research process
Where the data is collected via two processes: -
i) Primary Sources and ii) Secondary sources
i) Primary sources: -
Where the data is collected primarily by interviewing and personal observation and is
original in nature and accurate to the considerable extent.
ii) Secondary sources: - Where
the data is obtained from some published and printed sources such as newspaper, magazines,
websites, etc,

b) Analyzing of collected data: -

The data collected through market survey and published sources is
then processed to obtained necessary inferences and findings for the purpose of achieving the
objective as well as to derive necessary
conclusion. A considerable skill and knowledge is involved in analyzing the data for the
purpose of interpreting thereof.

c) Interpreting of data : -
it is the significant step here the data collected and analyzed is
interpreted in the forms of graphs and figures is depicted in the report called Project report.
d) Summarizing of data : -
Thereby necessary summary is prepared which is essential in the
project report of the summer training being done under
an organization.

Helpful Arms of Research Methodology: -

Questionnaire is a set or group of questions being framed for the purpose of obtaining
market perspective about a particular aspect or topic. There are two types questionnaire bing
carried necessary for the market survey of the summer training being undertaken and put for
the by the trainee to the sample people taken as a base for entire population:

a) Open ended Questionnaire : -

where The people (also called respondents) are required freedom to present their
views and suggestions for the benefits and success of the organization.
b) Close ended questionnaire : -
Where the respondents is limited to the choice of answer being delivered by the
interviewer itself so that quick and fast means of responses be derived out without wasting
much time. Here close ended questionnaire being followed by me during the course of the
summer training market survey.

Sampling: -

Sampling is a process of obtaining a number of individuals taken a base for the entire
population since entire population cannot be asked about the necessary objective upon which a
questionnaire is put forth needed for the responses to be derived for the purpose of generation
of facts and customer view point regarding their perception of particular product or services.

There are two type of sampling ± i) Random Sampling and ii) Systematic sampling.

i) Random sampling: -
Random sampling is a process of selecting the sample size randomly and no choice
or preference to be made about the selection of respondents for the market survey and
questionnaire to be put forth against him. Here, Random sampling being adopted by me.
ii) Systematic sampling:
- it is a sampling where the limited number of selected responded is figured out based on
some criteria so that only those respondents can be asked for the purpose of filing
questionnaire. Sample Size:50 out of 500

CONSTRAINTS

It is difficult to undertake the study with employees in detailed manner

individual Questionnaire will be distributed and collect ed with suitable interval
time .such as given during tea time and collected at lunch or given in lunch and
collected during teatime not allowed to assemble in one place and collect.

4.3 LIMITATION
 This study is carried out only with employees who are eligible to cast their
votes in the works committee elections.
 This study is restricted with opinions of employers by making tick marks
only.
 The study will be carried out by distributing questionnaire during tea time
and lunch time only during working days. Study¶s sample is only a random
sampling technique with available employers during restricted periods only
without considering age, experience and gender.

4.4 TOOLS FOR ANALYSIS

1. Percentage Analysis (Bars & Graphs)

2. Chi-Square test

3. Weighted average method

PERCENTAGE ANALYSIS

Percentage analysis is done to give a clear and exact pictures of the data
are collected by summarizing the feedback of the questionnaire. This is
represented by charts, tables and their interpretation.

CHI-SQUARE TEST

The most popular and widely used nonparametric test of significance is the
chi-square test. The particular test is used in testing nominal data and also data
with higher scales. If the calculated value is higher than the table value, we accept
 the alternative hypothesis. Similarly if the calculated value is less than the critical
value we accept the null hypothesis.

The formula by which the chi-square is calculated is:2/

Where, = observed frequency in the category

 = expected frequency in the category

Degrees of freedom = (r-1) (c -1)

WEIGHTED AVERAGE METHOD

Where the relative importance of the different items is not the same,
weighted arithmetic mean is computed .The term ³weight´ stands for the relative
importance of the different items. The formula for calculation is:

WXWX Where,

W

WX = Weighted arithmetic mean

X = Variable

W = Weight
 CHAPTER: 5

5.1 DATA ANALYSIS AND INTERPRETATION

The data, after collection has to be processed and analyzed in accordance with
the outline laid down for the purpose at time of developing the research plan. This is
essential for a scientific study and for insuring that we have all relevant data for many
contemplated comparisons and analysis. Technical processing implies editing, coding,
classifications and tabulation of collected data so that they are amenable to analysis.

The term analysis refers to the computation of certain measures along with
searching for patters of relationship that exists among data groups. Thus ³In this process
of analysis, relationships a difference supporting or conflicting with original or new
hypothesis should be subjected to statistical tests of significance to determine with what
validity data can be said to indicate any conclusions.

Analysis of data in a general way involves a number of closely related

operations which are performed with the purpose of summarizing the collected data and
organizing these in such a manner that they answer the research questions

5.2 PERCENTAGE ANALYSIS

 PART ±I

1. AGE WISE RESPONDENTS

TABLE -1

AGE LIMITS NUMBER OF PERCENTAGE

PERSONS

20-25 25 50

26-30 20 40

ABOVE 30 5 10

TOTAL 50 100

INTERPRETATION

85% of the employees are young

2. GENDER WISE RESPONDENT

TABLE-2

GENDER NUMBER OF PERCENTAGE

PERSONS

MALE 30 60

FEMALE 20 40

TOTAL 50 100

INTERPRETATION (Give full interpretation of the table

60% of the employee is male

1. How long are you working in this organisation?

Analysis:
Less than 6 months = 30%
Greater than 1 yr = 20%

Inference:
From the above chart we can conclude that only 20% of the employees are
working for more than one year and the others are less than sis months thus we can conclude
that the recruitment process is good for this year
 2. Why did you quit your previous company?

Analysis:

a)No better use of job skills =22%

b) No increase in salary= 20%
c) No promotion=26%
d) Far from home=16%
e) Work schedule heavy = 14%
f) Not applicable = 2%

Infrence:
The above graph says that many employees came out of their
previous organisation due to their less promotion and no better use of
job skills

3.why did you choose this organisation?

 Analysis:

a) Better use of job skills = 18

b) Increase in salary = 26
c) Promotion = 20
d) Closer to home = 18
e) Flexible work schedule = 18

Inference:
From the above graph we can conclude that the employees prefer the
job in Nokia Siemens due to the reason of increase in salary and they
also get promotion for the sake of these thi ngs they prefer Nokia
Siemens

4. By what source of recruitment you entered this Organisation?

 Analysis:

a) Advertisement =26%
b) Outsource =20%
c) Walk-in =38%
d) Reference =14%

Inference:
From the above chart we can conclude that the organisation recruit
employees through walk in and the next source is through
advertisement

5. Are you satisfied with the recruitment process of your

company?
 Analysis:

a) Yes =78%
b) No =22%

Inference:

From the above chart we can see that 60% of the employees are
satisfied with the recruitment process of the organisation thus we can
conclude that the organisation recruitment policy is good and
satisfactory when compared to other orga nisation

6. Did you receive adequate orientation in your department?

Analysis:
a) Yes = 80% b) No
=20%

Inference:
From the above chart we can see that 80% of the employees agree
with the orientation program given by their department thus we
can conclude that The organisation has got good orientation
program for the employees

7. How did you feel about your pay?

 Analysis:

a) Excellent =42%
b) Above average =30%
c) Average =26%
d) Below average =20%
e) Poor =0%

Inference:
From the above char we can see 42% of the employees feel that the pay
in the company is excellent and thus we can conclude by saying that the
employees of the organisation is been satisfied with the pay

8. Are you satisfied with your organisation salary increment

policy?

Analysis:

a) Yes =72%
b) No =28%
 Inference:
From the above chart we can see that 70% of the employees
says that they are satisfied with the salary increment policy of the
organisation thus we can conclude that the organisation has good
salary increment policy for the employees

9. Are you satisfied with the training procedure given in the

organisation?

Analysis:
a) Yes =52%
b) No=48%

Inference:
From the above chat we can see that 52% of the employees say
they get good training programs but the other 48% says that
they don¶t get a good training program thus we can conclude
that the training department of the organisation do not satisfy
all the prople in the organisation

10. Are you satisfied with your promotion activities in your

organisation?
Analysis:

a) Yes =62%
b) No =38%

Inference:
From the above graph we can conclude that 62% of the employees
are satisfied with the promotion activities of the organisation and
thus we can conclude that the organisation has a good promotion
activates

11. Are you comfortable with the working environment?

Analysis:

a) Yes =68%
b) No =32%

Inference:
From the above chart we can see that 68% of the employees are
comfortable with the working environment of the organisation and thus we
can conclude that many employees are comfortable thus it is said that the
organisation provide a good and comfortable environment conditions

12. How did you feel about your benefits?

 Analysis:
a) Excellent=28%
b) Above average =36%
c) Average=26%
d) Below average=4%
e) Poor 6%

Inference:
From the above chart we can conclude that 36% of the employees
felt the benefits are above average thus we can conclude that the
organisation can do better so that the employees can feel their
benefits are excellent

13. How would you describe the employment conditions at

Nokia Siemens?

Analysis:
 a) Excellent =34%
b) Above average =42%
c) Average =12%
d) Below average =6%
e) Poor =6%

Inference:
From the above chart we can conclude that 42% of the employees
say that the conditions in nokia is above average and thus we can
conclude that the organisation can do better so that the employees
can feel that the organisation climate is excellent

14. Would you refer a friend to work here?

Analysis:

a) Yes = 66%
b) No= 34%

Inference:
From the above chart we can see that 66% of the people say that they
will refer their friend thus we can conclude that Nokia does good thus
 the employees are interested in referring their friends

15. Did your performance evaluation provide feedback to

assist you in the performance of your job?

Analysis:
a) Yes = 64%
b) No =36%

Inference:
From the above chart we can see that 64% of the employees say that
performance evaluation provide feedback to the employees thus we can
conclude that the organisation has good performance evalution in the
organisation

16. Are you motivated by your team leader?

Analysis:

a) Yes =70%
b) No =30%

Inference:
From the above chart we can see that 70 % of the employees say that
they are motivated by the team leader and thus we can conclude that
the organisation has good motivating team leaders

17. Is the job are having the work load?

Analysis:
 a) Yes =90%
b) No =10%

Inference:
From the above chart we can see that 90% of the employees say that
there is no work load in the job and thus we can conclude that the
organisation has no work load and the work is up to the level of the
employees

18. The satisfaction regarding welfare activities is considered?

Analysis:
a) Yes=60%
b) No=40%

Inference:
From the above given chart we can see that 60 % of the employees
feel that the welfare activates are satisfying and 40 % says that it is not
up to the satisfaction of the employees and thus we can conclude
that the organisation satisfy the employees but it can do better so that
all the employees get satisfied with the welfare activates of the
organisation
19. Are extra benefits enjoyed by the employees after
recruitment?

Analysis:

a) Yes =60%
b) No =40%

Inference:
From the above chart we can see that 60% of employees say that they
enjoy the extra benefits in the organisation thus we can conclude that the
organisation can do better so that it can achieve the goal of giving
good benefits to all the employees

20. What dissatisfied you most in your occupation?

Analysis:
a) Low employment=38%
b) Low income=18%
c) Low status=30%
d) Huge capital investment=8%
e) all the above =6%

Inference:
From the above chart we can see that the thing that dissatisfies the
employees is the low employment in the organisation thus the
organisation can give more jobs to the employees so that the
organisation can get more employees

Findings:
Recruitment process:

 The organisation has a very good process of recruitment

 The organisation has adopted 5stages of recruitment they are
 Recruitment planning, strategy development, searching, screening,
evaluation and control
  The organisation has both internal and external recruitment
 The organisation consist of a good selection process they conduct
preliminary interview and selection test
 The interview may be formal, informal, non directional, depth , stress,
panel, structured, unstructured
 The organisation make a reference check and then only they release the
offer
 The organisation provide with an interview assistment sheet to assist the
candidate
 The hr manager and the hiring manager conduct the interview for the
candidates

Retention activities:
 The organisation provide with a good transport facility with free of
cost just to make the employee happy so that they may retain in the
organisation
 Every year the employees get an salary increment based on their
performance
 The organisation provide good food with very less money
 The employees get one day leave in a week with 8 hours working per
day
 The employees recommends¶ their other friends to join the
organisation thus we can come to a conclusion that the organisation
has care for the employees

Recommendations:

Though the organisation atmosphere is good but still there are few
things can be made better so that the organisation can run far better
They are as follows:

 The employees are not high learners so it is difficult for them to clear the
selection test thus sometimes the candidate who are technically good are
not able to enter the organisation so this becomes a loss for the
organisation thus the organisation can make a revised questions based on
the ability of the candidates
  Recruitment planning is very good in the organisation but they do not
exactly implement what they have planned and thus few confusion arise
thus it is also a great loss thus the organisation can try to implement the
exact plan what they have set with more care and concern
 At times the employees do not get good job training because the
organisation is concentrating on production and thus they try to make
the employees to start their job without proper training this is also not
good activity thus the organisation can train the employees properly so
that they can do well in the organisation

Bibliography:
REFERENCES:
HUMAN RESOURCE MANAGEMENT by Cynthia D. Fischer, Lyle F.
Schoenfeldt, James B. Shaw.
http://recruitment.naukrihub.com/recruitment -process.htm l
http://retention.naukrihub.com/retention.htm l
http://en.wikipedia.org/wiki/Human_resources
http://en.wikipedia.org/wiki/Human_Resource_Law
http://www.managementissues.
com/2006/8/24/research/recruitment -retention-problems-onthe-
rise.asp

Questionnaire:

1. How long are you working in this organisation?

a) Less than 6 months
b) Less than 1 year
c) Greater than 1 year
2. Why did you quit your previous company?
a) No better use of job skills
 b) No increase in salary
c) No promotion
d) Far from home
e) Work schedule heavy
f) Not applicable
3. Why did you choose this organisation?
a) Better use of job skills
b) Increase in salary
c) Promotion
d) Closer to home
e) Flexible work schedule
4. By what source of recruitment you entered this organisation?
a) Advertisement
b) Outsource
c) Walk-in
d) Reference
5. Are you satisfied with the recruitment process of your company?
a) Yes b) No
6. Did you receive adequate orientation in your department?
a) Yes
b) No
7. How did you feel about your pay?
a) Excellent
b) Above average
c) Average
d) Below average
 e) Poor
8. Are you satisfied with your organisation salary increment policy?
a) Yes
b) No
9. Are you satisfied with the training procedure given in the organisation?
a) Yes
b) No
10. Are you satisfied with your promotion activities in your organisation?
a) Yes
b) No
11. Are you comfortable with the working environment?
a) Yes
b) No
12. How did you feel about your benefits?
a) Excellent
b) Above average
c) Average
d) Poor
13. How would you describe the employment conditions at Nokia Siemens?
a) Excellent
b) Above average
c) Average
d) Poor
14. Would you refer a friend to work here?
a) Yes
b) No
15. Did your performance evaluation provide feedback to assist you in the
 performance of your job?
a) Yes
b) No
16. Are you motivated by your team leader?
a) Yes
b) No
17. Is the job are having the work load?
a) Yes
b) No
18. The satisfaction regarding welfare activities is considered?
a) Yes
b) No
19. Are extra benefits enjoyed by the employees after recruitment?
a) Yes b)
No
20. What dissatisfied you most in your occupation?
a) Low employment
b) Low income
c) Low status
d) Huge capital investment

DONE BY
A. PRINCY INFANTA
MBA
SRM EASWARI ENGINEERING COLLEGE
ANNA UNIVERSITY