[Type the document title]

[Type the document subtitle]

[Pick the date]

[Type the company name]
sanjeev
Scribd
Upload a Document
Top of Form
Search Boo

Search Documents

Bottom of Form
Explore

Documents
• Books - Fiction
• Books - Non-fiction
• Health & Medicine
• Brochures/Catalogs
• Government Docs
• How-To Guides/Manuals
• Magazines/Newspapers
• Recipes/Menus
• School Work
• + all categories
•
• Featured
• Recent

People
 • Authors
• Students
• Researchers
• Publishers
• Government & Nonprofits
• Businesses
• Musicians
• Artists & Designers
• Teachers
• + all categories
•
• Most Followed
• Popular
• Sign Up
• |
• Log In

1
First Page
Previous Page
Next Page
2

/ 39
Sections not available
Zoom Out
Zoom In
Fullscreen
Exit Fullscreen
Select View Mode
View Mode
BookSlideshowScroll
Top of Form
 Search w it

Bottom of Form

Readcast
Add a Comment
Embed & Share

Reading should be social! Post a message on your social networks to let others know what you're
reading. Select the sites below and start sharing.

Readcast this Document

Top of Form
e775aaf16944bd

Login to Add a Comment

Submit 4gen

Bottom of Form

Share & Embed

Add to Collections
Download this Document for Free
Auto-hide: on
Ads by Google

Visithrmba.blogsp
ot.com for more
project
reports, ppt, notes
etc.
INTRODUCTION
 The human resources are
the most important assets of
an organization. The success
or failure of an organization is
largely dependent on the
caliber of the people working
therein. Without positive and
creative contributions from
people, organizations cannot
progress and prosper. In
order to achieve the goals or
the activities of an
organization, therefore, they
need to recruit people with
requisite skills, qualifications
and experience. While doing
so, they have to keep the
present as well as the future
requirements of the
organization in mind.
Recruitment is distinct from
Employment and Selection.
Once the required number
and kind of human resources
are determined, the
management has to find the
places where the required
human resources are/will be
available and also find the
means of attracting them
towards the organization
before selecting suitable
candidates for jobs. All this
process is generally known as
recruitment. Some people use
the term “Recruitment” for
employment. These two are
not one and the same.
Recruitment is only one of the
steps in the entire
employment process. Some
others use the term
recruitment for selection.
These are not the same
either. Technically speaking,
the function of recruitment
precedes the selection
function and it includes only
finding, developing the
sources of prospective
employees and attracting
them to apply for jobs in an
organization, whereas the
selection is the process of
finding out the most suitable
candidate to the job out of the
candidates attracted (i.e.,
recruited).Formal definition of
recruitment would give clear
cut idea about the function of
recruitment.
DEFINITIONS
Recruitment is defined as,
“a process to discover the
sources of manpower to meet
the requirements of the
staffing schedule and to
employ effective measures for
attracting that manpower in
adequate numbers to
facilitate effective selection of
an efficient workforce.” Edwin
B. Flippo defined recruitment
as “the process of searching
for prospective employees
and stimulating them to apply
for jobs in the organization.”
Recruitment is a ‘linking
function’-joining together
those with jobs to fill and
those seeking
jobs. It is a ‘joining process’ in
that it tries to bring together
job seekers and employer
with a view to encourage the
former to apply for a job with
the latter.
In order to attract people for
the jobs, the organization
must communicate the
position in such a way that job
seekers respond. To be cost
effective, the recruitment
process should attract
qualified applicants and
provide enough information
for unqualified persons to
self-select themselves out.
 Thus, the recruitment
process begins when new
recruits are sought and ends
when their applications are
submitted. The result is a pool
of applicants from which new
employees are selected.
PURPOSES AND
IMPORTANCE
The general purpose of
recruitment is to provide a
pool of potentially
qualified job candidates.
Specifically, the purposes
are to:
• Determine the present
and future requirements
of the organization in
conjunction with its
personnel-planning and
job-analysis activities.
• Increase the pool of job
candidates at minimum
cost.
• Help increase the
success rate of the
selection process by
reducing the
number of visibly, under
qualified or overqualified
job applicants.
• Help reduce the
probability that job
applicants, once recruited
and
selected, will leave the
organization only after a
short period of time.
• Begin identifying and
preparing potential job
applicants who will be
appropriate candidates.
• Induct outsiders with a
new perspective to lead
the company.
• Infuse fresh blood at all
levels of the organization.
• Develop an
organizational culture that
attracts competent people
to
the company.
• Search or head
hunt/head pouch people
whose skills fit the
company’s
values.
• Devise methodologies
for assessing
psychological traits.
• Search for talent globally
and not just within the
company.
• Design entry pay that
competes on quality but
not on quantum.
• Anticipate and find
people for positions that
do not exist yet.
•Increase organizational
and individual
effectiveness in the short
term
and long term.
• Evaluate the
effectiveness of various
recruiting techniques and
sources for all types of job
applicants.
Recruitment represents the
first contact that a company
makes with potential
employees. It is through
recruitment that many
individuals will come to know
a company, and eventually
decide whether they wish to
work for it. A well-planned
and well-managed recruiting
effort will result in high-
quality applicants, whereas, a
haphazard and piecemeal
effort will result in mediocre
ones. High-quality employees
cannot be selected when
better candidates do not know
of job openings, are not
interested in working for the
company and do not apply.
The recruitment process
should inform qualified
individuals about employment
opportunities, create a
positive image of the
company, provide enough
information about the jobs so
that applicants can make
comparisons with their
qualifications and interests,
and generate enthusiasm
among the best candidates so
that they will apply for the
vacant positions.
 The negative consequences
of a poor recruitment process
speak volumes about its role
in an organization. The failure
to generate an adequate
number of reasonably
qualified applicants can prove
costly in several ways. It can
greatly complicate the
selection process and may
result in lowering of selection
standards. The poor quality of
selection means extra cost on
training and supervision.
Furthermore, when
recruitment fails to meet the
organizational needs for
talent, a typical response is to
raise entry-level pay scales.
This can distort traditional
wage and salary relationships
in the organization, resulting
in avoidable consequences.
Thus, the effectiveness of a
recruitment process can play
a major role in determining
the resources that must be
expended on other HR
activities and their ultimate
success.
SUB-SYSTEMS OF
RECRUITMENT
The recruitment process
consists of the following
four sub-functions:-
• Finding out and
developing the sources
where the required
number
and kind of employees will
be available.
• Developing suitable
techniques to attract the
desirable candidates.

• Employing the
techniques to attract
candidates.
• Stimulating as many
candidates as possible
and asking them to apply
for jobs irrespective of the
number of candidates
required.
Management has to attract
more candidates in order to
increase the selection ratio so
that the most suitable
candidate can be selected out
of the total candidates
available. Recruitment is
positive as it aims at
increasing the number of
applicants and selection is
somewhat negative as it
selects the suitable
candidates in which process;
the unsuitable candidates are
automatically eliminated.
Though, the function of
recruitment seems to be
easy, a number of factors
make performance of
recruitment a complex one.
FACTORS AFFECTING
RECRUITMENT
The following are the 2
important factors
affecting Recruitment:-
1) INTERNAL FACTORS
• Recruiting policy
• Temporary and part-
time employees
• Recruitment of local
citizens
• Engagement of the
company in HRP
• Company’s size
• Cost of recruitment
• Company’s growth and
expansion
2) EXTERNAL FACTORS
• Supply and Demand
factors
• Unemployment Rate
•

Labour-market conditions
• Political and legal
considerations
• Social factors
• Economic factors
• Technological factors

INDUCEMENTS
Organisational inducements
are all the positive features
and benefits offered by an
organization that serves to
attract job applicants to the
organisation. Three
inducements need specific
mention here, they are:-
•

Compensation: Starting
salaries, frequency of pay
increases,
incentives and fringe
benefits can all serve as
inducements to potential
employees.
•

Career Opportunities:
These help the present
employees to grow
personally and professionally
and also attract good people
to the organization. The
feeling that the company
takes care of employee
career aspirations serves as a
powerful inducements to
potential employees.
•

Image or Reputation:
Factors that affect an
organisation’s reputation
include its general treatment
of employees, the nature and
quality of its products and
services and its participation
in worthwhile social
endeavors.
CASE EXAMPLE
(inducements):
INFOSYS: The Software
Powerhouse
Infosys Technologies
Limited (ITL), one of the
country’s best known
software exporting house,
treats its employees as
partners and co-owners. It
provides them challenging
assignments, allows flexible
working hours, rewards them
solely on the basis of
performance and conducts
regular training programmes
to upgrade their skills. It has
an “Employee Stock Option
Plan” (ESOP) to share its
wealth with employees on the
basis of their performance.
Even lower level employees
are proud owners of the
prized stock worth 25 to 40
lakh rupees, according to
Narayan Murthy, the CEO of
ITL. Apart from increasing
shareholder value, ESOP has
greatly enhanced the image
of the company in the
information technology
industry where employee
attrition rates are very high. It
is small wonder companies
like
Ads by Google
Recruitment & Selection Process Project
Report
Download this Document for FreePrintMobileCollectionsReport Document
Report this document?
Please tell us reason(s) for reporting this document
Top of Form
e775aaf16944bd

doc

Spam or junk

Porn adult content

Hateful or offensive
If you are the copyright owner of this document and want to report it, please follow these
directions to submit a copyright infringement notice.
Report Cancel
Bottom of Form

This is a private document.

Info and Rating
Reads:
36,846
Uploaded:
10/29/2009
Category:
Uncategorized.
Rated:
4 5 false false 0

1 Rating()
Copyright:
Attribution Non-commercial

project report, mba, recruitment & selection, ppt, synopsis. visit hrmba.blogspot.com for more
Humanities
process helps
assistant
limited recruitment
process reporting
selection pocess
fit tests
(more tags)
Humanities
process helps
assistant
limited recruitment
process reporting
selection pocess
fit tests
major
avenues
uses effective
efficient
suitable person
candidate search
may use
(fewer)
Follow
kamdica
Share & Embed
Related Documents
PreviousNext
1.

p.

p.
 p.

2.

p.

p.

p.

3.

p.
 p.

p.

4.

p.

p.

p.

5.
 p.

p.

p.

6.

p.

p.
 p.

7.

p.

p.

p.

8.

p.
 p.

p.

9.

p.

p.

p.

10.
 p.

p.

p.

11.

p.

p.
 p.

12.

p.

p.

p.

13.

p.
 p.

p.

14.

p.

p.

p.

15.
 p.

p.

p.

16.

p.

p.
 p.

17.

p.

p.

p.

18.

p.
 p.

More from this user

PreviousNext
1.

66 p.

69 p.

45 p.

2.

41 p.
 45 p.

17 p.

3.

17 p.

8 p.

8 p.
4.

46 p.

83 p.

9 p.

5.

24 p.

1 p.
 33 p.

6.

16 p.

43 p.

26 p.

7.

24 p.
 1 p.

6 p.

8.

7 p.

118 p.

1 p.
 9.

9 p.

Recent Readcasters
Add a Comment
Top of Form
e775aaf16944bd

Submit
Characters: 400
document_comme

4gen

Bottom of Form

venkyponugotileft a comment
sir/mam, i need a copy of this recruitment and selection project, so can you please send copy to
my mail:venkyponugoti@gmail.com,,,, thankyopu
12 / 15 / 2010
Reply

Harender Jatainleft a comment

is reading Recruitment & Selection Process Project Report.
08 / 20 / 2010
Reply
janejenleft a comment
plz email me a copy of this recruitment and selection to my email id janedssouza@gmail.com
05 / 20 / 2010
Reply
panchlinge_1987left a comment
govindpanchlinge@gmai.com
03 / 11 / 2010
Reply
ravikumarmonileft a comment
hi
11 / 29 / 2009
Reply
Show More

Ads by Google

Win an Android Phone

Now all you need to do to win an
Android Phone is Dedicate a Song!
www.facebook.com/uninorindia

Top MBA School in India

Industry Oriented Syllabi. Great
Placement-Build a Rewarding Career
www.amity.edu/mba

Print this document

High Quality
Open the downloaded document, and select print from the file menu (PDF reader required).
Download and Print
Sign up
Use your Facebook login and see what your friends are reading and sharing.
Other login options

Login with Facebook

Top of Form
http://w w w .scrib http://w w w .scrib

Bottom of Form

Signup
I don't have a Facebook account
Top of Form
e775aaf16944bd

default

email address (required)

create username (required)

password (required)
Send me the Scribd Newsletter, and occasional account related communications.

Sign Up Privacy policy

You will receive email notifications regarding your account activity. You can manage these
notifications in your account settings. We promise to respect your privacy.
Bottom of Form

Why Sign up?

Discover and connect with people of similar interests.

Publish your documents quickly and easily.

Share your reading interests on Scribd and social sites.

Already have a Scribd account?

 Top of Form
e775aaf16944bd

email address or username

password

Log In Trouble logging in?

Bottom of Form

Login Successful
Now bringing you back...

« Back to Login
Reset your password
Please enter your email address below to reset your password. We will send you an email with
instructions on how to continue.
Top of Form
e775aaf16944bd

Email address:

You need to provide a login for

this account as well.

Login:

Submit
Bottom of Form
Upload a Document
Top of Form
Search Boo

Search Documents
Bottom of Form

• Follow Us!
• scribd.com/scribd
• twitter.com/scribd
• facebook.com/scribd
 • About
• Press
• Blog
• Partners
• Scribd 101
• Web Stuff
• Scribd Store
• Support
• FAQ
• Developers / API
• Jobs
• Terms
• Copyright
• Privacy
Copyright © 2011 Scribd Inc.
Language:
English
Choose the language in which you want to experience Scribd:
• English
• Español
• Português (Brasil)