A Project on

‘Human Resources Recruitment’Submitted in the partial fulfillment of the requirement for qualifying

Master of Management StudiesOf

University of MumbaiSubmitted by

LLLL MMMMMRoll No.: 15

Specialization: Human Resources

College of Management, KKKKKK (East)

For Academic Year 2012 2013‐

A Project on

‘Human Resources Recruitment’Submitted in the partial fulfillment of the requirement for qualifying

Master of Management StudiesOf

University of MumbaiSubmitted by

LLLL MMMMMRoll No.: 15

Specialization: Human Resources

College of Management, KKKKKK (East)

For Academic Year 2012 2013‐

Project Guide: Prof. SSSSS

DECLARATION

To,

The Director,

College Of Management,

Vidyanagari, Chinchpada road,

Kmanivali, KKKKKK (East),

Dist. Thane – 421 306.

Respected Sir,

I the undersigned hereby declare that the project report entitled “Human

Resources Recruitment” is an original work developed and submitted by me

under the guidance of Prof. Sssss

The empirical findings in this project report are not copied from any report

and are true and best of my knowledge.

DATE:

PLACE: Thane

ROLL NO.: 15

Signature of student

Llll Mmmmm

CERTIFICATEThis is to certify that the project entitled ‘Human Resources Recruitment’

submitted by ‘Llll Mmmmm’ in partial fulfillment for the award of Master of

Management Studies; University of Mumbai is her original work and does not

form any part of the projects undertaken previously.

Also it is certified that the project represents the original work on the part of

the candidate.

Place: Thane

Date:

Signature of the Director Signature of Guide

ACKNOWLEDGEMENT

With immense please we are presenting “Human Resources

Recruitment” Project report as part of the curriculum of ‘Master of

Management Studies’. We wish to thank all the people who gave us unending

support.

I express my profound thanks to Director and Prof. Sssss, project guide

and all those who have indirectly guided and helped us in preparation of this

project.

We also like to extend our gratitude to all staff and our colleagues of

College of Management, who provided moral support, a conductive work

environment and the much needed inspiration to conclude the project in time‐

and a special thanks to my parents who are integral part of the project.

Thanking you.

Llll Mmmm

Project Contents:

INDEX

Page No.

i. List of figures & diagrams

2 18‐1 Organization Profile

2 Introduction of the study 19 37‐

2.1 Meaning, Definition, Concept

2.2 Objectives

3

2.3 Scope

38 40‐Research Methodology

4 Data Analysis 41 47‐

5 Recruitment 'A theoretical frame work' 48 50‐

6 Findings 52

7 Limitation 52

8 Conclusion 53

9 Suggestions 53

10 Webliography & Bibliography 55

11 Questionnaire 56 59‐

List of Diagrams

Sr. No.: PARTICULARS Pg. No.

1 Form of Interview 42

2 Source of Candidate 43

3 Telephonic Interview Round 43

4 Track Candidate 44

5 Define Candidate 44

6 Time Spent 45

7 Different Process 45

8 Basic Questions 46

9 Cost Calculating System 46

10 Evaluation and control of Process 47

11 Facility for trainees 47

Executive Summary

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 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.”

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.

The term “HR recruiter” may sound redundant, as both human resources managers and recruiters

both find job candidates and get them hired, this job is very specific.

Recruiters will work from resumes or by actively soliciting individuals qualified for positions. A

recruiter's job includes reviewing candidate's job experiences, negotiating salaries, and placing

candidates in agreeable employment positions. Recruiters typically receive a fee from the hiring

employers.

PROFILE

OF THEORGANIZATION

Address: Office No.2, A-wing, GN Apt, XXXXX (W), Mumbai - 400070 Email ID – hrd@emcxxxxx.in Contact No: 9223300000 / 022 26520000 Website - www.emcxxxxx.in

About Company

Executive Management Consultant is located at Mumbai (India) Assists companies in search of

qualified and experienced professionals across sectors and industries.

We are a prominent executive search & selection company, providing a wide range of

recruitment solutions for various requirements. We are a team of dedicated professionals offering

services across India.

Established in 2006 with licenses, EMC is leading Indian and International companies for their

middle & senior management requirements. EMC caters to both domestic placements across

India as well as international locations. We have turnover of 10 lakhs.

Our team of 25 head hunters have extensive previous professional work experience and currently

specialize in different domains across industries and professionally head hunt and source

candidates based on specific client requirements.

“Recruiting at a Speed using the best technology,

We believe Time is Money hence sourcing the right resource in shorts”

Mohammad ShaikhDirector – EMC-Executive Management Consultant

Fact Sheet

Year of Establishment : 2006

Nature of Business : Manufacturer, Service Provider

Major Markets : Indian Subcontinent, East Asia, Middle East and South East Asia

Contact Details

Company Name: EMC- Executive Management Consultant

Contact Person: Mrs. Shaikh

Contact No.: + (91)-9223300000

Address: Block No.2, A-Wing, Garib Nawaz Apt, Pipe Line Rd, xxxxx (W),

Mumbai, Maharashtra - 400000 (India)

Web Site: http://www.emc.in/

Company Profile

EMC- Executive Management Consultants process driven, recruitment firm that assists

organizations in achieving business objectives through understanding and effectively addressing

the "people" issues in their business. Our focus is on desired outcomes and bottom line success.

EMC- Executive Management Consultant is into Executive Search, Turnkey Projects & Generic

Resourcing.

EMC-Executive Management Consultant is specialized in Head Hunting, Resourcing and

Screening of candidates from & across Industries.

“Our point of difference is that we are a focused, professional, ethical and proactive team!”

DATA BANK

We have a fairly large data bank comprising of candidates in Managerial functions, HRD,

Accounts, Finance, Engineering, Information Technology and Marketing to suit the requirements

of Management at all levels of functions. Our data bank consists of candidates from different

locations and in various countries. They could even supply candidates with very rare skill sets

and experience from their data bank. This is helpful to identify candidates for specific locations

within short notice.

FACILITIES

A completely computerized Network environment with sophisticated software for maintaining

and accessing data bank - An extensive library covering almost all subjects relating to business. -

Three telephone lines, Fax, Internet and email facility. - A good job site on the web to publicize

the requirements immediately. - Dedicated Team of Consultants and staff who believe in

Right People!! Right Solutions!!

Aim & Approach of EMC

Aim

Aim is to ensure we match you with your ideal job every time. With an ethos that focuses on the

needs and aspirations of each individual candidate, rather than simply ‘filling jobs’, we make

sure we understand what you want first before discussing any relevant career options.

If our client’s are looking for full time, part time, permanent or temporary opportunities, our

specialist consultants are on hand to guide you through the options to match you with your ideal

job.

Our aim is to offer our clients the best consultancy services in India. This means that we provide

clients with full consultancy service, from identifying the relevant candidate, to closing the

position at short span of Time.

Initiatives

We proactively seek grant schemes that match your needs and help you tailor your projects to

take maximum advantage of grant opportunities.

Our extensive professional network and experience in a wide range of grant schemes ensure that

we track the latest developments in incentive schemes and identify opportunities as they arise.

You can then adapt your decisions to better fit public objectives.

Partnership

Close collaboration with clients regularly leads to long-lasting partnerships. The better we know

you and your organization, the better we can advise you. This leaves you free to focus on your

core business while we deal with grants acquisition, administration and project management. We

also partner with clients in their consortia, technological platforms and other public-private

partnerships.

Approach

Our Approach towards Client is distinctive. Large amount of support teams, provide clients with

the complete range of fully integrated recruitment solutions from each site. True client

partnerships, an advanced internet development strategy and our focus on placing people are part

of what makes us different.

Quality Policy / Processes

Quality Policy

Our consultants go through a stringent pre-qualification phase to ensure that they have the

expertise that the clients require. We select experienced personnel with established professional

consulting experience. We put strong emphasis on Attitude, Communication and Team Player

skills and demonstrated ability to stretch themselves to contribute to the successful completion of

projects. We engage in reference checks, drug tests, and background checks before deploying our

manpower to the project.

Our Philosophy Service to the customers and the candidates is our motto. Each employer is

important to us and gets personalized attention, irrespective of size or even volume of business

generated. Similarly, every candidate is treated with warmth and understanding. We make every

effort required to find suitable placement for the job seekers. It is essentially this philosophy

which has enabled us to attain our present stature.

CLIENTEL

ROLTA NETWORK18 PROCESSWARE ZENTA POLARIES

ADLABS FILMS

WHY EMC?

¾ A perfect mix of Business focus and technology which is backed with a specialized team

of Professional recruiters who are continuously updated with technical training and high

end support.

¾ State of the art Infrastructure, Well equipped & Air-conditioned work station.

¾ Capability to source high number of candidates for the Clients, scale up and double

candidates when needed for project works.

¾ Critical strength to always stand up on efficiency and quality in fulfilling commitments at

the workplace.

Executive Management Consultant takes care of:

Quality

Our consultants go through a stringent pre-qualification phase to ensure that they have

the expertise that the clients require. We select experienced personnel with established

professional consulting experience. We put strong emphasis on Attitude, Communication and

Team Player skills and demonstrated ability to stretch themselves to contribute to the successful

completion of projects. We engage in reference checks, drug tests, and background checks before

deploying our manpower to the project.

Cost

We keep our overheads low and therefore we can compete with the biggest of staffing

firms to provide a fair and competitive rate.

On Time Delivery

That is a promise we made to ourselves. We have taken extreme care to ensure that delivery

is met and we are proud of our track record that shows 90% of the candidates selected take up

our projects. Our support function facilitates our consultants to move from project to project.

This ensures that they are ready to work ‘when and where’ our clients need them.

Retention

Our retention level of consultants on the project is at an enviable rate of 95%. This does not

happen accidentally. We spend quality time on the staffing needs and ensure that the staffing

solution we provide really fulfills the clients’ needs.

Specialization in level of recruitment

EMC handles the below 3 Levels of Recruitment:

� Middle & Senior Level of Management

� Junior & Middle Level of Management

� Junior & Senior Level of Management

EMC deals with all “IT requirements” & below mentioned are some of the Functional area of

recruitment where EMC is specialized:

¾ Software Engineers (Core Java, JSP, J2ME, J2EE, C++, C#, VB, VB script, VB.net,

ASP.net, HTML, Autocad)

¾ Manual Testing Engineers (Performance Testing (Web Load), Functional Testing,

Integration Testing ,White box Testing , Database testing (SQL, Oracle) )

¾ Automation Testing Engineers (Winrunner, Loadrunner, Rational Robot, QTP, Skilktest)

¾ Project Lead/Lead Management/Project Manager

¾ Informatica, Autosys, Database Administrator (Oracle , SQL, DB2,DB Attritions)

¾ Network / System support/System Integration

¾ Symbian, Brew, Android, iphone, Blackberry, Fixed line data

¾ Data center Operations

¾ .net (VB/ ASP/ VC/ C#/ Sharepoint)

¾ Sr. Ops Engineer/Ops Manager

¾ Assistant Manager Service Delivery (Networking / System Integration / IT Operation)

¾ Crystal Report

¾ Weblogic / Websphere / WAP

¾ Java / JSP / J2ee / J2me / Junit

¾ Siebel / PHP / Perl / People soft

¾ SAP (FICO / BASIS / ABAP / SRM / CRM)

¾ UML / XML / HTML / DHTML

¾ Unix / Linux / Windows

¾ QTP / Win Runner / Load Runner

¾ SQL / Oracle / DB2 / PL SQL / D2K / Dbase

¾ Lotus / Mainframes

¾ 3DMax / Coral Draw / Adobe Photoshop

¾ Adobe Pagemaker / Adobe Illustrator

¾ Apache

¾ Cold Fusion

¾ Matlab / Labview

¾ Rational Robot / MQC / Silk Test

¾ C / C++ / C# / VB / VC / VC++ / ASP / Foxpro

¾ Network / System / Support / Implementation Engineer

¾ Delivery Managers (PMP & ITIL certified)

Functional Area of Recruitment Specialization

EMC deals with all “IT Non requirements” & below mentioned are some of the Functional area

of recruitment where EMC is specialized:

¾ Sales & Marketing (All areas): Executives, Regional Manager, Marketing Head, AM-

Sales, Branding Manager.

¾ Accounts & Finance (All areas)

¾ Engineers Civil / Mechanical / Chemical

¾ Draftsman / Interior Design Engineer

¾ Secretary to CFO / MD / VP

¾ Process Trainers / VNA Trainers

¾ Admin Executive / Front Office Exec

¾ Project Manager, Sr. Mgr / Mgr Production & Planning, DGM Operation, Manager

Contract & Planning, Manager Design

¾ Commercial Head, Piping Engineer, Manager Quality, Executive Procurement,

Architects

¾ Road Surveyor

¾ GM, VP, AVP – Finance , Financial Analyst, Investor Relation

¾ HR & Admin: Manager HR, Sr.Exe. / Exe. HR.

¾ Legal : Manager Legal , Compliance Manager, Company Secretary

How does recruiters/consultant get paid?

A recruitment consultant primarily acts from a position of self interest. Their job is to generate

revenue by making sales. Sales mean selling their service, their ability to find the right candidate,

to prospective employers. In effect they are selling you. This means they will be eager to

champion you, their product, to the employer, likewise they will be keen to ensure that you will

accept the position if offered.

Exactly how a recruitment consultant is paid depends on whether it is a permanent or contract

position. Generally for a permanent placement the company receives a proportion of your salary,

or a set fee agreed with the employer. The more you earn the more they stand to make. Knowing

this should ease any concerns you have; in this you are both on the same side. For a contract the

consultant will receive a margin of your rate.

Job Profile in EMC:

¾ Sourcing resumes through different job portals like Naukri, monster etc.

¾ Based on the clients requirements screening the resumes and judging the Candidates to

meet the particular requirement.

¾ Initial phone screening of candidates to judge communications and background.

¾ Short listing the candidates as per client’s requirements and then scheduling up the

interviews.

¾ Regular follow up with the selected candidates to confirm their joining dates, ensuring

the maximum of them are placed successfully with the respective organization

¾ Maintaining and updating database of potential, prospective and rejected candidates

¾ Constantly be in touch with the candidate until he/she joins.

¾ Co-ordinate with other recruiters to work as a team.

¾ Maintaining a database of candidates.

¾ Handling end to end recruitments.

Requirements I worked on in EMC

¾ Relationship Officers / Sr. Relationship Officers / Territory Manager for the Location of

Delhi and Mumbai(Lower parel), for the Quikr India Pvt Ltd

¾ Sales Manager for the Location of Ahmedabad, for Quikr India Pvt Ltd

¾ Asp.Net for the Location of Mumbai(Malad), for the 3G Services

¾ Project Engineer for the location of Mumbai, for Sigma Byte

¾ Secretary to MD for the location of Mumbai(Andheri),for Financial Technologies

¾ Project Co-ordinator with Onmobile Global Ltd.

¾ Techlead Position for Atidan Technologies

Recruitment Email sent to candidate regarding the same

Dear Candidate,

This is to bring to your kind notice that we have an opening for the post of Relationship Officer/ Sr.

Relationship Officer with Quikr.com

URL: - http://www.quikr.com/html/about.ph p

Location: Delhi

Designation:Experience:EssentialQualities:

JobResponsibility:

Sr. Relationship Officer/ Relationship officer2+ YearsExcellent Communication Skill, Positive attitude, passionate, highly motivated,Should come from online, yellow pages, space selling and should have a good idea about online sales/marketing

Responsible for monitoring accessing, improving the ad sales, revenue monitoring

Able to independently ideate and came out with solution to client and ad sales teamMonitoring All ad positions, ad campaigning’s, sales etc.

Monitoring their sales / telesales team.

If your candidature suits the mentioned profile then kindly send us the following details:

1. your updated resume in MS Word format.

2. Present CTC

3. Expected CTC

4. Notice Period

As the requirement is a bit urgent, an early response on this would be highly appreciated.

Alternatively if you know someone suitable and available then Please

refer (or) let us know their contact details. We shall check their willingness for this opportunity.

Please, respond at the earliest.

Best regards,

Llll |HR| EMC-Executive Management Consultant

Direct: 9223499000 || llll@emc.in

Recruitment Email sent to candidate

Hi,

Opening with Onmobile Global Ltd for Project Co-ordinator

OnMobile [NSE: ONMOBILE] is one of the largest white-labelled Data and Value Added

Services [VAS] companies for Mobile, Landline and Media Service Providers. OnMobile

touches the lives of over 1 billion mobile users across 55 countries every month.With our

diverse product portfolio of Mobile Music, multi-screen Video Gateway and delivery

solutions, Phone Backup and Personal Cloud Management solutions, Voice and Video portals,

M-Commerce products and services, we generate 2 – 5% contribution for top customers and

top line revenues of over US $800 million for over 92 customers globally. We deliver our

products by the best combination of a hosted Cloud with on-site operations at the customer

premises or through products deployed in customer networks.Founded in 2000, OnMobile

has 1500 employees spread across India, U.S., LATAM, Africa, Australia, Middle East and

Europe. The company was publicly listed in India in 2008. Recent acquisitions include

Voxmobili (2007), Telisma (2008), and Dilithium Networks (2010).

Location: Bangalore

Website: http://www.onmobile.com /

JD for Position:-

Job Title Project Coordinator

Department India Private Operators - PMO

Qualification B.Tech / BE / MCA / MBA

Experience 1-3years

Role

Project co-ordinator is a Project Management Office role.• The role requires the person to plan, drive, co-ordinate and

track projects with various internal stakeholders.• Schedule regular meetings with the action owners for status

tracking.• Update the senior members of the organization on the status of

the projects, highlight Requirements, risks and gating issuesand probable resolutions.

• Prepare and analyse the data collected from various reports

Job Descriptionand present it to the leaders for further analysis and decision

making.

Skills

1) Good Analytical, negotiation and communication skills.

2) Good skills in Excel and ppt. Should have good ability to analyze

data, prepare and present analysis to internal stakeholders.

3) Ability to plan, drive, co-ordinate and track projects with various

internal stakeholders and report the progress to the AVP.

4) Should possess good Project management skills. Telecom

Knowledge and System level knowledge preferred.

Location Bangalore

If this profile suits your candidature, kindly send the updated resume mentioning the

following details:-

1) Total Experience

2) Relevant Exp.

3) Current CTC

4) Expected CTC

5) Notice Period

Best regards,Lllll |HR| EMC-Executive Management ConsultantDirect: 9223499000 || lllll@emc.in

Recruitment Email sent to candidate

From: Lllllll Mmmmm < lllll@emc.i n >To:Sent: Tuesday, 15 May 2012 3:15 PMSubject: Opening with Atidan Technologies for Tech Lead

Hi,As per the discussion, I am sending the Company’s profile and Job

Description. Opening with Atidan Technologies for the post of Tech Lead

Atidan Technologies is an IT industry. It’s an U.S. based multinational company. Atidan combines offshore cost-efficiency and 24 hour work cycles with direct team interaction at different location-delivering low-risk, high-performance solutions to help you improve communications, streamline workflow and increase productivity.URL: - http://www.atidan.com/Pages/index.asp x Location: - Mumbai

Job Description:-1) Candidate must have atleast 6 yrs of experience. 2) Exp working on web based projects is a must. 3) Exposure on SharePoint is preferable. 4) Exposure working with US clients is a must. 5) Applicant should be working as a tech lead.

Interview: - On Saturday (19th May 2012)Timing: - 9 AM TO 12 PMInterview Procedure:-1) Aptitude Test (HR Interview) 2) Computer Programming Test (.Net Test) 3) Technical Interview – 1 4) Technical Interview – 2

If this profile suits your candidature kindly send the following details:-1) Updated Resume in word format. 2) Total Exp. 3) Relevant Exp. 4) Current CTC. 5) Expected CTC. 6) Notice Period.

Best regards,Lllll |HR| EMC-Executive Management ConsultantDirect: 9223499000 || llll @ emc.i n

Format of Candidate Interview Schedule details sent to Organization

Hi,

Below mentioned is the interview schedule for AM / Manager HR:

Sr. Candidate Interview InterviewContact No Mode Location Position Consultant

No Name Date Time

1Veena

17th May 12 10.00 am 98000000 F2F MumbaiAM/Manager

EMCKashelkar HR

2 Richa Mehta 17th May 12 11.00 am 9833000000 F2F MumbaiAM/Manager

EMCHR

2 Ragni Jethi 18th May 12 11.00 am 9833900000 F2F MumbaiAM/Manager

EMCHR

Weekly Status Report

DateCandidate's

Contact No Client Position Applied for Location CV SentName

29-May-12 Soham Raval 97277000000 Quikr S MAhmedaba

d CV sent

Tracker sent to Company consists of the following elements:

Status (CV sent or not), Source (Consultant Name), Candidate Name, Current Company

(candidate is working with), Yrs Of Experience, Location, Education, Current Designation,

Current CTC, Expected CTC, Position Applied For, Contact No., Profile Sent Date, Line

Manager, 1st Level - Resume Screening, Mode, Date, 2nd Level - PI or TI, Date, 3 Level –

PI, Date, Final Status, Client CTC if offered.

Form attached along with candidate resume while forwarding to the Client (i.e.

organization)

Executive Management Consultant

Name

Position applied for

Current Company

Current Position

Highest qualification

Total Exp

Relevant Exp

Current CTC

Expected CTC

Notice period

Current Location

Willing to work in LocationOpted for (Y/N)

Reason for Job Change

Why the Client (e.g. Tata/FT)

Why Consultant has shortlisted the CV

Introduction

Of the

Study

Objectives of the study:

The main objectives of the study are as follows:

i. To understand the process of recruitment

ii. To know the sources of recruitment at various levels and various jobs

iii. To critically analyze the functioning of recruitment procedures

iv. To identify the probable area of improvement to make recruitment procedure more

effective

v. To know the managerial satisfaction level as well as to know the yield ratio

vi. To search or headhunt people whose, skill fits into the company’s values

Scope of study:

The benefit of the study for the researcher is that it helped to gain knowledge and experience and

also provided the opportunity to study and understand the prevalent recruitment procedures.

The key points of my research study are:

i. To Understand and analyze various HR factors including recruitment procedure at

consultant.

ii. To suggest any measures/recommendations for the improvement of the recruitment

procedures

Result Hiring of consultancy Time saving of

Qualitative/Quantitative Company

Changing Role of Recruitment Intermediaries:

Recruitment consultancies, agencies or intermediaries are witnessing a boom in the demand of

their services, both by the employers and the job seekers. With an already saturated job market,

the recruitment intermediaries have gained a vital position acting as a link between the job

seekers and the employers.

But at the same time, one of the major threats faced by this industry is the growing popularity of

e-recruitment. With the changing demand, technologies and the penetration and increasing use of

internet, the recruitment consultancies or the intermediaries are facing tough competition. To

retain and maintain their position in the recruitment market, the recruitment intermediaries or

consultants (as they are commonly known) are witnessing and incorporating various changes in

terms of their role, functions and the services.

According to a survey amongst top employers, most of them agree with the growing influence of

technology and the Internet on the recruitment processes. 70 per cent of employers reported the

use of application portal on their company’s official website. Apart from that, the emerging

popularity of the job portals is also growing.

But the fact that the intermediaries or the consultants are able to provide their expert services,

economies of scale, up to 40 percent savings in the recruitment costs, knowledge of the market,

the candidates, understanding of the requirements, and most importantly, the assess to the

suitable and talented candidates and the structured recruitment processes. The recruitment

intermediaries save the organisations from the tedious of weeding out unsuitable resumes, co-

coordinating interviews, posting vacancies etc. give them an edge over the other sources of

recruitment.

To retain their position as the service providers in the recruitment market, the recruitment

intermediaries are providing vale added services to the organisations. They are incorporating the

use of internet and job portals, making their services more efficient.

Despite of the growing use of the internet, the recruitment intermediaries are predicted to

continue dominating the recruitment market in the anticipated future.

Recruitment Management System

Recruitment management system is the comprehensive tool to manage the entire recruitment

processes of an organisation. It is one of the technological tools facilitated by the information

management systems to the HR of organisations. Just like performance management, payroll and

other systems, Recruitment management system helps to contour the recruitment processes and

effectively managing the ROI on recruitment.

The features, functions and major benefits of the recruitment management system are 4explained

below:

¾ Structure and systematically organize the entire recruitment processes.

¾ Recruitment management system facilitates faster, unbiased, accurate and reliable

processing of applications from various applications.

¾ Helps to reduce the time-per-hire and cost-per-hire.

¾ Recruitment management system helps to incorporate and integrate the various links like

the application system on the official website of the company, the unsolicited

applications, outsourcing recruitment, the final decision making to the main recruitment

process.

¾ Recruitment management system maintains an automated active database of the

applicants facilitating the talent management and increasing the efficiency of the

recruitment processes.

¾ Recruitment management system provides and a flexible, automated and interactive

interface between the online application system, the recruitment department of the

company and the job seeker.

¾ Offers tolls and support to enhance productivity, solutions and optimizing the recruitment

processes to ensure improved ROI.

¾ Recruitment management system helps to communicate and create healthy relationships

with the candidates through the entire recruitment process.

¾ The Recruitment Management System (RMS) is an innovative information system tool

which helps to sane the time and costs of the recruiters and improving the recruitment

processes.

HR Recruitment Process

Candidate Referral

CandidateAdvertising

Job PortalReferral

10% Advertising5%

One

Two

Three Two Three

40% 45% Four

Question 4: How do you track the source of candidate?

SoftwareData 5%15%

Online80%

Software

Online

Data

Most of the Executives 80% prefer online, 15% prefer

Data where as only 5% goes for software to source a

candidate.

Question 5: Does the organization clearly define the

position objectives, requirements and candidate

specifications in the recruitment process?

No 5%

Yes

No

Yes

95%

This analysis indicates that most of the respondent i.e.

95% responded for Yes and 5% responded for No.

Question 6: What is the average time spent by executives during recruitment (each

candidate)?

more than 151 - 5 minutesmins

10% 5 - 10 mins

10 - 15 mins10 - 15 minsmore than 15 mins10%

5 - 10 mins20%

1 - 5 minutes60%

This analysis indicates that most of the respondent i.e. 60% responded for 1 to 5 minutes, 20%

responded for 5 to 10 mins, whereas 10% responded for 10 – 15 mins and rest 10% responded

for more than 15 mins.

Question 7: Do you follow different recruitment process for different grades of employees?

No 5%

Yes

No

Yes 95%

This analysis indicates that most of the respondent i.e. 95% responded for Yes and 5% responded

for No.

Question 8: What are the basic questions you ask to the candidate?

Current Job Notice PeriodCurrent / Profile 0%

Expected CTC 0% Experience (Total0% / Relevent)

0%

Experience (Total / Relevent)

Current / Expected CTC

All of the Above Current Job Profile

100% Notice Period

All of the Above

This analysis indicates that the entire respondent i.e. 100% responded for asking all the basic

questions.

Question 9: Do you have any system to calculate cost per recruitment?

Yes

No NoYes

70%30%

This analysis indicates that most of the respondent i.e. 70% responded for No and 30%

responded for Yes.

Question 10: Is there any provision for evaluation and control of recruitment process?

No Yes

55% No

Yes 45%

This analysis indicates that most of the respondent i.e. 55% responded for No and 45%

responded for Yes.

Question 11: Is there any facility for absorbing the trainees in your organization?

No

Yes YesNo

70%30%

This analysis indicates that most of the respondent i.e. 70% responded for Yes and 30%

responded for No.

THEORITICAL FRAMEWORK:

THEORIES REGARDING RECRUITMENT

RECRUITMENT IS TWO WAY STREET:

It takes recruiter and a recruitee: It takes a recruiter and a recruitee recruiter has a choice whom

to recruit and whom not;

As per Behling et al, there are three ways in which a prospective employee makes a decision to

join an organization.

Accordingly, the following three theories of recruitment have been evolved:

¾ Objective factor theory

¾ Subjective factor theory

¾ Critical contact theory

These theories can be explained as follows:

Objective Factor Theory

It assumes that the applicants are rational. As per this theory, the choice of organization by a

potential employee depends on objective assessment of tangible factors such as;

Pay package, Location, Opportunity per career growth, Nature of work and Educational

opportunities. The employer according to this theory considers certain factors among others;

educational qualification, years of experience and special qualification/experience.

Subjective Factor Theory

The decision making is dominated by social and psychological factors. The status of the job,

reputation of the organization and other similar factors plays an important role.

According to this theory, compatibility of individual personality with the image of organization

is decisive factor in choosing an organization by individual candidate seeking for employment.

These subjective factors are; Personal compatibility for the position, Competence and Best fit.

Critical Factor Theory

The critical factors observed by the candidate during his interaction with the organization play a

vital role in decision making. Recruiter being in touch with the candidate, promptness of

response and similar factors are important. This theory is more valid with the experienced

professionals.

There are instances when a candidate is unable to choose an organization out of alternative based

on Objective and Subjective factor(s) listed above. This is due to many reasons such as limited

contact and insufficient data with regards to the organization or its own inability to analyze and

come to ant conclusion. In such cases, certain critical factors observed by the manager during

interview and contact with personnel of the organization will have profound influence in his

decision process.

It must be noted that, the theoretical base given above by Behling et al was mostly influenced by

the working condition which existed in developed countries like The United States of America

and European countries. In these countries, vacancies are many and there is scarcity of suitable

hands unlike in developing countries like Cameroon where vacancies are less and hands are more

resulting to large scarce unemployment. The theoretical base given above cannot be applied in

developing countries except in hid paid jobs where higher skills and better knowledge are the

prerequisites. In such cases, candidates have variety of choices and he is the master of his choice.

In production, servicing and clerical jobs, unemployment is where the number of job seekers far

exceeds the vacancies.

In such a situation, candidates have little choice and such, grab whatever organization call him or

her for employment. In such a case, the potential organization is in a better place to choose the

candidates from the many available.

Hence, the recruitment process should be that of filtering and re-distributing potential candidates

not only, for actual or anticipated organization vacancies but also searching for prospective

employee.

From Behling’s review, it could be assessed that workers output will increase due to certain

objectives of motivating them through regular payment. This will help to influence their working

conditions thereby making them to be effective at work.

Problems arise when unemployment rate is high and the number of those seeking for jobs far

exceeds the vacancies that exist. In this case, candidates have little choice to be offered the job in

the institution. Though they possess the knowledge, education, the process should be to filter and

re-discover their potentials.

When this happens, right (qualified) employees should be placed in the right positions and as a

result, it will lead to an increase in productivity.

Due to the subjective factor of a candidate being best fit for the job, it is not the best procedure to

determine whether his output will increase or decrease but it should be assessed from the critical

factor observed during interview and the contact with the personnel of the organization that will

influence his productivity and his decision making.

Personality–Job Fit Theory

The personality–job fit theory postulates that a person's personality traits will reveal insight as to

adaptability within an organization. The degree of confluence between a person and the

organization is expressed as their Person-Organization (P-O) fit. This also referred to as a

person–environment fit. A common measure of the P-O fit is workplace efficacy; the rate at

which workers are able to complete tasks. These tasks are mitigated by workplace environs- for

example, a worker who works more efficiently as an individual than in a team will have a higher

P-O fit for a workplace that stresses individual tasks (such as accountancy). By matching the

right personality with the right company workers can achieve a better synergy and avoid pitfalls

such as high turnover and low job satisfaction. Employees are more likely to stay committed to

organisations if the fit is 'good'.

In practice, P-O fit would be used to gauge integration with organizational competencies. The

Individual is assessed on these competencies, which reveals efficacy, motivation, influence, and

co-worker respect. Competencies can be assessed using various tools like psychological tests,

competency based interview, situational analysis, etc.

If the Individual displays a high P-O fit, we can say that the Individual would most likely be able

to adjust to the company environment and work culture, and would be able to perform at an

optimum level.

Findings,

Conclusion,

Suggestions,

Limitation

FINDINGS

¾ According to the Survey, Recruitment differs from company to company for each

category.

¾ According to the Survey, the company do utilize internet sites for the recruitment

process and for finding the talent candidate

¾ According to survey it is observed that the company are utilizing the job description in

order to make screening process more efficient

Limitation of the study:

The study is subjected to the following limitations

¾ The study is based on the data provided by the company statements so, the limitations

of the company’s employees remaining are equally applicable.

¾ In some cases data is collected from the companies past records.

CONCLUSIONS

• Polices adopted by EMC are transparent, legal and scientific.

• Recruitment is fair.

• The recruitment should not be lengthy.

• To some extent a clear picture of the required candidate should be made in order to

search for appropriate candidates.

• Most of the employees were satisfied but changes are required according to the changing

scenario as recruitment process has a great impact on the working of the company as a

fresh blood, new idea enters in the company.

SUGGESTIONS

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

• Recruitment policy is satisfactory in EMC but the periodicity of recruitment is being

more which needs to be reduced.

• Communication, personal and technical skills need to be tested for employees

Question 1: What form of interview did you prefer? ( )

a. Personal interviews b. telephonic interviews c. video conferencing d. Other

Question 2: What source you adopt to source candidates? ( )

a. Candidate referral b. Advertising c. Job portals

Question you are asking during the Telephonic interview round? ( )

a. 1 b. 2 c. 3 d. 4 e. More

Question 4: How do you track the source of candidate? ( )

a. Software b. Online c. Data

Question 7: Do you follow different recruitment process for different grades of employees?

( )

a. No b. Yes

Question 8: What are the basic questions you ask to the candidate? ( )

a. Experience (Total/Relevant)

b. Current CTC/Expected CTC

c. Job Profile

d. Notice period

e. All the Above

Question 9: Do you have any system to calculate cost per recruitment? ( )

a. No

b. Yes, please specify –

Question 10: Is there any provision for evaluation and control of recruitment process?

( )

a. Yes b. No

Question 11: Is there any facility for absorbing the trainees in your organization?

a. Yes b. No ( )

Questionnaire on Recruitment Process

Name –

Company’s name –

Designation –

Date-

Note – Please fill the appropriate option.

Question 1: What form of interview did you prefer? ( )

a. Personal interviews b. telephonic interviews c. video conferencing d. Other

Question 2: What source you adopt to source candidates? ( )

a. Candidate referral b. Advertising c. Job portals

Question 3: How many stages are involved in selecting the candidate? / How many

Question you are asking during the Telephonic interview round? ( )

a. 1 b. 2 c. 3 d. 4 e. More

Question 4: How do you track the source of candidate? ( )

a. Software b. Online c. Data

Question 5: Does the organization clearly define the position objectives, requirements and

candidate specifications in the recruitment process? ( )

a. Yes b. No

Question 6: What is the average time spent by executives during recruitment (each

candidate) ? ( )

a. 1mins to 5mins. b. 5 to 10 mins.

c. 10 to 15mins. d. More

Question 7: Do you follow different recruitment process for different grades of employees?

( )

a. No b. Yes

Question 8: What are the basic questions you ask to the candidate? ( )

a. Experience (Total/Relevant)

b. Current CTC/Expected CTC

c. Job Profile

d. Notice period

e. All the Above

Question 9: Do you have any system to calculate cost per recruitment? ( )

a. No

b. Yes, please specify –

Question 10: Is there any provision for evaluation and control of recruitment process?

( )

a. Yes b. No

Question 11: Is there any facility for absorbing the trainees in your organization?

a. Yes b. No ( )