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RECRUITMENT

INTRODUCTION:

RECRUITMENT is the process preceding the selection which helps to


create a pool of prospective employees for the organization. So that the
management can select the right candidate for the right job from this pool .

The main objective of the recruitment process is to expedite the


selection process , it is a continuous process whereby the firm attempts to
develop a pool of qualified applicants for the future hr needs, even though
specific vacancies do not exist.

Usually, the recruitment process starts when a manager initiates an


employee requisition for a specific vacancy or an anticipated vacancy.

DEFINITION:

Recruitment is the process of searching the candidates for


employment and stimulating them to apply for jobs in the organization.
- EDWIN B FLIPPO
OTHER DEFINITIONS:

• It is a program designed to attract candidates for employment, to


provide them with information regarding employment opportunities
and to assist them in applying for employment.

• It refers to the process of finding possible candidates for a job


or function, usually undertaken by recruiters. It also may be
undertaken by an employment agency or a member of staff at the
business or organization looking for recruits.

• It is a process to discover sources of manpower to meet the


requirement of staffing schedule and to employ effective.

RECRUITMENT NEEDS:
Recruitment needs are of three types:-

1. PLANNED - These are needs which arise out of changes in


organization and recruitment policy.

2. ANTICIPATED- Organization can predict such needs by studying the


trends in internal and external environment.

2. UNEXPECTED- These needs arise out of situations like resignation,


deaths, accidents, illness etc.
PURPOSE AND IMPORTANCE

1. To attract and encourage more and more candidates to apply.

2. To create a talent pool of candidates to enable the selection of best.

3. To determine present and future requirement of organization in


conjunction with its personnel planning and job analysis activities.

4. Recruitment is the process which links employers and employees.

5. It increases the pool of job candidates at minimum cost.

6. It helps in increasing the success rate of selection process by


decreasing number of visibly under qualified and overqualified job
applicants.

7. It helps to reduce the probability that job applicants once recruited


and selected will leave the organization only after a short span of time.

8. It helps organization in meeting its legal and social requirements


regarding the composition of its workforce.

9. It helps in identifying and preparing potential job applicants who will


be appropriate candidates.

10. It increases organization’s and individual effectiveness of various


techniques and sources for all types of job applicants.
SOURCES OF RECRUITMENT
Sources of recruitment can be classified into two:

1. INTERNAL SOURCES- These sources exist within the organization itself.


Such as, transfer of an employee from one department to other,
promotions etc.

2. EXTERNAL SOURCES- Sources existing outside the organization such as,


outsourcing agencies, employment exchanges etc.

SOURCES

INTERNAL EXTERNAL
SOURCES SOURCES
INTERNAL SOURCES

1. TRANSFER
It is an internal source through which if there is any requirement in
one department of the organization it can be fulfilled by transferring
employees from other department.

2. PROMOTION
If any position in the organization is vacant it can be filled by
promoting efficient employees from the lower positions.

3. RETIRED EMPLOYEES
These employees proves to be a good source of recruitment
because they are tested by the organization and are more trustworthy and
experienced as compared to outsiders.

4. RETRENCHED EMPLOYEES
Employees who are retrenched by the organization previously are a
good source of recruitment as they have experience of working with
the organization so needs less training and it also shows the
organization concern towards its employees.

5. DEPENDENTS AND RELATIVES OF DECEASED EMPLOYEES


They are another good source of recruitment as they are acquainted
and needful also by doing this organization gains trust and support
of its employees and can become an ideal employer.
EXTERNAL SOURCES

1. PRESS ADVERTISEMENTS
It is a the most commonly used source of recruitment here
organization advertisements regarding vacancies in widely circulated
newspapers, business magazines etc.

2. EDUCATION INSTITUTION
Now day’s education institutions collaborate with various
businesses houses so that students passing out from their institutes
can be directly placed in those organizations through campus
interviews.

3. PLACEMENT AGENCIES/ OUTSOURCING


They have now become a widely used source of recruitment where
organizations outsource the task of head hunting to these agencies and in
turn they provide companies with the pool of suitable candidates.

4. EMPLOYMENT EXCHANGE
Now days these exchanges are not used by the people. Here
candidates can get their names registered so that whenever there is any
job suitable for them they will be informed to apply for the same.

5. LABOUR CONTRACTORS
Here the contractors has his own team of people working for
him on contractual basis . These people are not permanent employees
but they Work for the organizations until they require their services.
6. UNSOLICITED APPLICATIONS

Even though organization does not have any vacancy they keep on
getting applications from candidates so, if these applications are
properly filed can prove to be a good source of recruitment
whenever organization needs them in future.

7. EMPLOYEE REFERRALS

Here the employees already working in the organization can


recommend their relatives, friends and acquainted people for the job. This
method has merits of getting more reliable candidates and it is also
one of the most inexpensive methods.

8. RECRUITMRNT AT FACTORY GATE

In this method a notice can be posted at the factory gate


regarding the vacancy. This method is mainly used for recruiting the
workshop level employees.

So, all the above mentioned methods are used for the recruitment by
various companies but the choice of method depends on situations, needs
and various other factors .
FACTORS AFFECTING RECRUITMENT

Recruitment is affected to a great extent by various factors existing


in the environment surrounding the organization factors affecting the
recruitment can be classified as :-

1. EXTERNAL FACTORS

2. INTERNAL FACTORS

1. EXTERNAL FACTORS

These factors affect the recruitment from outside the organization.


These factors are beyond the control of the organization. They are:

A) Supply and demand of the suitable candidates in market.

B) Condition of lab our market also affect the recruitment to a


great extent.

C) Goodwill of the organization in the market affects its recruitment


process.

D) Political, legal and social environment of a country also affects


the recruitment process to a large extent.
E) Unemployment rate prevailing in a country affects the
recruitment process in a company by increasing or decreasing
the no. of employees applying in the company.

F) Competitors of the company also affects its recruitment


process to a large extent by practices like poaching, raiding etc.

2. INTERNAL FACTORS

These factors affects the recruitment from within the


organization they exist in the organization itself. They are:

A) Recruitment policy of the organization is the important


factor which affects the recruitment at the most as recruitment
process is governed by recruitment policy only.

B) Human resource planning is the another important aspect


which decides the need of human resource in organization.

C) Size of the organization also has a great bearing on the


recruitment process undertaken.

D) Cost of recruiting new employees also plays an important


role in deciding the recruitment process of the company.

E) If a company is planning to expand its business and want


to grow it will require more employees. So, it also affects the
recruitment process of the organization.
So, all the above mentioned points explains the implications of
various factors existing inside and outside the organization on the
recruitment practices taken up by the organization. All these factors must
be kept in mind before starting recruitment practices so that the
recruitment process does not lead to a wasteful expenditure.

PROCESS OF RECRUITMENT

It involves a systematic procedure from sourcing the candidates to


arranging and conducting the interviews and it also requires lots of
resources and time.

Every company follows a different recruitment process but a general


or most common process followed by most of the companies is as
follows :

1. IDENTIFYING THE VACANCY

First and foremost step is the identification of vacancies in


the organization. Here human resource department of the
company receives requisition for recruitment from various
departments of the company which contains :

A) Posts to be filled
B) No. of persons required
C) Duties to be performed
D) Qualification required
2. PREPARING JOB DESCRIPTION AND JOB SPECIFICATION

After receiving the requirement from various departments


human resource department prepares job description and job
specification which explains the duties and responsibilities
attached to a job position and also the qualification and other
requirements which are to be fulfilled by a candidate in order
to become a Suitable candidate.

3. LOCATING AND DEVELOPING THE SOURCES

This is the next step where various sources of


recruitment are located and final choice is made regarding the
most suitable and cost effective Source of recruitment which
can also fulfill the requirement of suitable employees efficiently.
Few examples of sources are advertisements, placement agencies,
labour contractors, educational Institutes etc.

4. SHORTLISTING AND IDENTIFYING THE PROSPECTIVE EMPLOYEES

Once the pool of suitable employees is created by using


various sources , human resource department go through those
profiles and shortlist candidates with the required
characteristics.

5. ARRANGING INTERVIEWS WITH THE SHORLISTED CANDIDATES

Here at this stage human resource department contact


the short listed candidates and if they are interested interviews
are scheduled for them accordingly.
6. CONDUCTING INTERVIEWS AND DECISION MAKING
This is the last step where candidates are Interviewed by the
panel of experts and members from management and after
completing the same, selection is done for the most suitable
candidates.

RECRUITMENT TECHNIQUES

There are various techniques used by companies for recruitment, few


of them are mentioned below :

1. PSYCHOMETRIC TESTS

• Verbal Reasoning
This test is done to measure the ability of candidate to
understand words and passages they have read . these
are multiple choice questions and answers need to be
marked clearly.

• Numerical Reasoning
This test is done to check the ability of a candidate to
work with and solve the problems related to numbers. It
requires to use candidate knowledge and understanding
of no. of each questions.
2. PERSONALITY TEST
This test is meant to evaluate the personality of the candidate.
Here candidates are asked to fill a questionnaire containing a set
of questions about the candidate and are meant to test and know
the thinking style , forces that guide and motivate the candidate as
well as their thought processes and ability to get along with
others. While answering these questions candidate must be honest
with himself rather than giving answers that he feels are ‘right’.

3. GROUP DISCUSSION
Here candidates are asked to get involved in group discussions and
exercises where they would take part in discussion on a topic with
others in the group these tests are nothing but a means to judge
how a candidate can voice his opinions and discuss topics without
monopolizing the discussion . the group discussion may also be
aimed at finding solutions to a problem together as a group . the
proceedings of the groups are watched by a person from the
company.

4. PRESENTATION
In a presentation a candidate is expected to address a live
audience and present on a topic . this is meant to test the
candidate’s ability to talk publicly with self confidence and
intelligence. During a presentation a candidate must make sure that
he is calm, focused and relaxed. So, these are various techniques
commonly used by the companies but all the techniques are not
used together they are used according to the requirements of the
job and skill required to accomplish the job.
MODEL RECRUITMRNT PROCEDURE

A well defined recruitment procedure is required for today’s rapidly


changing business environment to respond to human resource requirement
in time . so it is important to have clear and concise procedure to help in
recruiting best talent pool for the selection of right candidate at the right
place quickly.

It specifies the objectives of recruitment and provides a framework


for Implementation of recruitment programs. It may involve organizational
system to be developed for implementing recruitment programs and
procedures by filling up vacancies with best qualified people.

ESSENTIALS OF A RECRUITMENT PROCEDURE

1. It should focus on recruiting the best potential people.


2. It should ensure that every applicant and employee is treated equally.
3. Recruitment procedure should be unbiased.
4. It should and encourage people to realize their full potential.
5. There should be transparent, task oriented and merit based selection.
6. Weight age during recruitment must be given to Organizational needs.
7. Defining the competent authority to approve each selection.
8. It should abide by relevant public policy and legislation on hiring and
employment relationship.
9. Integrates employee needs and organizational needs.
FACTORS AFFECTING RECRUITMENT PROCEDURE

• Organizational objectives.
• Personnel policies of organization and its competitors.
• Government policies on reservation.
• Preferred source of recruitment.
• Needs of the organization.
• Recruitment cost and financial implications.

RECENT TRENDS IN RECRUITMENT


1. OUTSOURCING
Outsourcing is one of the recent and very important trend in
recruitment. Here outsourcing organizations helps the companies by the
initial screening of the candidates according to needs of the organization
and creating a pool of suitable candidates for the final selection by the
company. Outsourcing firms develops their human resource pool by
employing people for them and make available personnel to various
companies as per their needs. These firms charge the organizations for
their services.

ADVANTAGES
• Company needs no advance HR plans.
• Value creation, operational flexibility and competitive advantage.
• Turning the management focus to strategic level process of
human resource management.
• Company is free from salary negotiation, weeding the unsuitable
resumes.
• Company can save its resources and time.
DISADVANTAGES
• They can be very costly.
• Can refer unqualified applicants.
• Time consuming.
• Company can be supplied with the candidates with no
marketable skills.

1. POACHING
“ BUYING TALENT” (Rather than developing it) is the latest
mantra being followed by the organizations now. Poaching means
employing a competent and experienced person already working in
another reputed company in the same or different industry, the
organization might be a competitor in industry. A company can
attract talent from another firm by offering attractive pay packages
and other terms and conditions better than the current employer of
the candidate but it is seen as an unethical practice and not talked
openly. Indian software and retail sector are more prone to it. It is
becoming a challenge and is weakening the competitive strength of
the firm.

2. E-RECRUITMENT
Now a days big organizations has started using internet widely as a
source of recruitment, E- RECRUITMENT is the use of technology to
assist the recruitment process. They advertise job vacancies through
World Wide Web. Job seekers send applications or curriculum vitae
(CV) through E-mail or can place CV through on world wide web
which can be taken by the prospective employees.
ADVANTAGES
• Low cost
• No intermediaries
• Reduction in time of recruitment

DISADVANTAGES
• Requires specific hardware and software.
• Need to train HR staff to use new technology.
• It has disadvantage of manager’s decision based on resume
instead of face to face interviews.

3. RECRUITMENT MANAGEMENT SYSTEM


It is a tool to manage the entire recruitment process of an
organization. It is facilitated by the information management systems
to the HR of the organization . Like performance management, payroll
and other systems. Recruitment management system helps to control
recruitment process and effectively manage the ROI on recruitment.

ADVANTAGES
• Structured and systematic organization of recruitment process.
• Facilitates faster, unbiased, accurate and reliable processing of
application from numerous applications.
• It helps to reduce the time per hire and cost per hire.
• It helps to incorporate and integrate the various links like
application system on official websites of company, the
unsolicited applications, outsourcing recruitment, final decision
making to main recruitment process.
• It maintains an automated active database of applicants and
facilitates talent management and increasing efficiency of
recruitment process.
• Recruitment management process provides flexible, automated
and interactive interface between the online application
system, the recruitment department of the company and job
seeker.

CHALLENGES IN RECRUITMENT

• Adaptability to globalization.

• Lack of motivation - HR department is not given much recognition even


if organization is benefited by employees.

• Process analysis - Process should be flexible, adaptive and responsive to the


immediate requirement. It should also be cost effective.

• Strategic prioritization - Reviewing staffing needs and prioritizing the task


to meet the changes in market has become a challenge for the
recruitment professional.

RETURN ON INVESTMENT (ROI) ON RECRUITMENT


According to a survey 38% of the organizations do

not prepare or produce any kind of document or report

on their recruitment process and there is no


accountability of HR department for the costs incurred

and the opportunities missed.


So, to meet the challenges in the field of recruitment the companies
should have a flexible approach most importantly to adapt the changes
taking place in market as soon as possible and have an edge above
competitors.

COMPANY PROFILE
CADES DIGITECH PVT.LTD

ORGANISATION HISTORY AND GROWTH:

CADES was established in 2001 with a mission to provide quality and


cost effective product design solutions to engineering industries in India
and abroad. Within a small period of time it has emerged as a unique
engineering product design and development company with core
competencies and domain expertise in aerospace and automotive industry.
Cades provides virtual product development solutions which includes design,
analysis, simulation, virtual testing, digital manufacturing and product data
management.

MISSION:
To provide cost effective, quality engineering and product design services
to engineering customers’ world wide by continuously acquiring latest
technologies to enable virtual product development.

VISION:

To be a leading virtual product development organization with key


focus on building centers of excellence and to provide best value to
customers.

STRENGTH:

Its team of professionals with a rich domain expertise, Industry


processes, practices and application. The team also has proven capabilities
in working from concept to manufacturing with value addition of
technology invention.

HUMAN RESOURCE IN CADES:

The core team at Cades consist of leading industry professionals


with vast domain expertise. The team has more than 3500 person yrs of
cumulative experience and has successfully executed complex design and
development projects for Indian and foreign customers.

Technical team working for Cades is highly qualified and has


extensive expertise in providing project consultancy to the aerospace,
automotive and manufacturing Industries. Cades also has a panel of external
consultants.
HR VALUES AT CADES:

CADES ensures that the employees produce efficiently and effectively.


Cades is committed to the Growth of its employees and has invested new
and Emerging technologies as well as infrastructure to be globally
competitive. The company values team work, Individual caliber and contribution
and offers challenging opportunities for individuals to excel in their skills.

MAIN DEPARTMENTS AT CADES:


CADES has two main departments
• DESIGN – CAD
• ANALYSIS AND SIMULATION – CAE

1. DESIGN – CAD

CADES product design and development division provides solutions


for the entire product – development process from design- to- manufacturing.
Team of experts at cades provides such services to there clients So that
they can reduce their design time and cost and cost and can become
more competitive.

CADES design team has extensive experience in product design and


development for automotive, aerospace, heavy engineering and consumer
products they provide services like:

• Concept design
• Detailing and drafting
• 2D/3D Modeling
• Reverse engineering
• Platform migration
• Manufacturing simulation and optimization
• Rapid prototyping
• Legacy data and drawing conversion
2. ANALYSIS AND SIMULATION – CAE

CADES provides complete range of analysis and simulation solutions in


engineering product development to optimize design and minimize program risk.
Services offered by the analysis and simulation:

• Structural analysis
- Dynamic analysis
- FE modeling and meshing
- Non linear analysis etc.

• Computational fluid dynamics


- Internal and external flow analysis
- Large problem solving using HPC technologies
- Steady and transient flow simulations etc.

• Simulation and virtual prototyping


- Full aircraft simulation
- Control mechanism design
- Cable and pulley analysis

3. SUPPORT DEPARTMENT
CADES have other support departments also which facilitates the main
two divisions of the company it has finance, sales and human resource
department etc which carries out the other functions of the company for
example, HR department helps in recruitment, other general HR functions, Visa
processing for employees to work at onsite locations etc.

MANPOWER REQUIREMENT IN CADES:

Cades works in a diversified field from aerospace to automobiles. So, most


of the manpower is from mechanical stream and other few requirements
comes from the supportive departments. Company needs manpower for both
onsite and offshore works but this selection depends on the client’s
demand. At present cades is employing 320 engineers and 70 - 80
employees as supportive staff.

SOURCES OF RECRUITMENT:

There are various sources used by CADES for the recruitment of


candidates. Choice of source mainly depends on the types of requirement,
client’s choice and situations in which recruitment is to be done. Sometimes
requirement is to be completed in a very short time so sources like press
advertisements can’t be used rather employee referrals are used in such
situations to fulfill requirement as soon as possible.

CADES undertakes group recruitment through portals, employee


referrals, press advertisements and outsourcing firms. But the two main
sources used by CADES are portals and employee referrals.
Here, candidate’s references are also used as the source of
recruitment in case if they are not interested they can refer their
acquainted people for the same.

Company use employee referrals mainly as it has the benefit of familiarity


and it becomes easier to employ that person. CADES is an equal opportunity
employer. They are committed to the concept of equal opportunity in hiring,
employment and personnel policies and practices.

RECRUITMENT PROCESS:
Every company has its own recruitment process which is based on
the manpower requirement of the company.

CADES also has a recruitment process laid down to serve the


purpose of recruitment in the best possible manner.

Recruitment process is as follows:


1. The manpower plan is accomplished through gathering the relevant
resource requirement information from various group heads.

2. Based on the resource requirement HR initiates the recruitment


process.

3. The recruiting activities are based on the mode of recruitment.

4. Resumes are for, screened, short listed and interviews are scheduled.

5. Selection of the interview panel is the first step in the interview


process.
6. The interview comprises of technical and HR rounds.

7. Any candidate having less than 2 years of experience has to undergo


a written test and a tool test for technical position.

8. The written test consists of an aptitude test and a technical test.

9. The interview panel records the scores of the candidate and its views
about the candidate in the assessment form.

10. Based on the scores, the candidates are short listed and ranked.

11. The salary is fixed based on the candidate’s current salary level,
Experience and expertise.

12. Reference checks are carried out.

13. Candidates who have skills/ expertise that could be used in the
future are kept on hold.

14. Offer letters are sent to the successful candidates with specific date
of joining.

15. The candidates join the organization after fulfilling the joining
formalities.

16. On joining candidates are introduced to their respective


departments.
17. A departmental induction is conducted.

18. An organizational induction program is conducted within a month of


their joining the company.

So, the above mentioned procedure is the standard recruitment


procedure laid down by the organization It is not necessary that all the
steps are followed as it is every time whenever recruitment has to be
carried out , their can be changes made on the basis of requirement and
time factor under consideration.

SWOT ANALYSIS:

SWOT ANALYSIS is used to critically analyze all the crucial factors


regarding any subject matter under consideration.

S- STRENGTHS
W- WEAKNESSES
O- OPPORTUNITIES
T- THREATS

STRENGTHS

• The biggest strength of any company is the people working


for it so is in the case of CADES. It is having lead professionals
of their fields working for CADES.
• As CADES is working in a much diversified field i.e. from
aerospace
to automotive it has wider market to explore.

• Organization’s concern towards its employee’s growth and


Satisfaction so that they can work efficiently and effectively.

• Use of employee referrals also reflects the company’s trust


in its employees which results in dedication of employees
towards the company.

WEAKNESS

• Use of restricted sources of recruitment by the company.

• Company has a long drawn process of recruitment which


may sometimes cause delay in recruitment if requirement is
urgent.

• Company mainly uses employee referrals for recruitment


which may result in the charges of systematic
discrimination if not used in conjunction with other
recruitment sources.

OPPORTUNITIES

• As CADES is the newly established company as compared


to others so it has vast opportunity of growth. Both in terms
of financial gains and human resources.
• As CADES is capable of providing a wide range of
services to its clients it has wider market to explore and
also a large client group to serve.

• CADES has got wider opportunities as it is having experts


working for company both onsite and offshore.
THREATS

• As competition has become a keyword now days. It is same in


case of IT industry where CADES may face high competition
from other well established companies in the same field
both in case of profit and human resource as human
capital is very important for any organization now a days.

• Another big threat CADES may face is the retention of its


employees which is most important now a days as it goes
a lot in recruitment process and in training an employee so,
its all in vein if employee left the organization at last.

CONCLUSION:

To conclude herewith I would like to mention that during my training


in CADES I got an opportunity to learn recruitment practices which are,
undertaken by companies now a days. I could realize the fact that theoretical
knowledge is not at all enough, it can just provide a guideline to start with
but if those practices are actually followed, one can easily understand that
there is a vast gap between the two. While undergoing training I found that
recruitment practices followed by the CADES are quite satisfactory and are
efficient to serve the company with the best of the talents available in the
market.