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A study on recruitment.
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GIMSR|Recruitment Strategy
PROJECT REPORT
ON
“RECRUITMENT STRATEGY”
For The Partial Fulfillment
Of
Master of Management Studies
-Submitted By
Sakshi Singh
Specialization:
Human Resource Management
(2011-2013)
Roll No:73
Under the guidance of
Prof. Sharmila Antony
Gahlot Institute of Management Studies & Research,
Koparkhairane
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GIMSR|Recruitment Strategy
ACKNOWLEDGEMENT
My sincere thanks and gratitude to our college, Gahlot Institute of Management Studies &
Research, Director, Dr. Subhash A. Kulkarni and my project guide Prof. Sharmila Antony for
providing with the necessary support and the timely guidance required for the successful
completion of this project.
I further express my thanks to Miss. Priyanka Mhatre (Team Lead) at Think People Solutions for
giving me the opportunity to carry out my project in the respective department which has further
enhanced my knowledge of the subject both theoretically and practically
Last but not the least, I would also like to thank my parents for their consistent help at all times.
Sakshi Raghvendra Singh
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GIMSR|Recruitment Strategy
DECLARATION
I, Sakshi Raghvendra Singh, the undersigned, a student of Gahlot Institute of Management
Studies & Research, Koperkhairane, declare that this project report titled “RECRUITMENT
STRATEGY” was submitted by me in partial fulfillment for the requirement of the course of
Master of Management Studies. This is my original work and has not been previously submitted
as part of another degree or diploma of another Business school or University.
The findings and conclusions of this report are entirely based on my personal study and
experience.
(Sakshi Raghvendra Singh)
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GIMSR|Recruitment Strategy
CERTIFICATION
This is to certify that Mr. /Ms. Sakshi Raghvendra Singh, a student of Gahlot Institute of
Management Studies & Research has successfully completed the summer internship project
entitled “Recruitment Strategy” in partial fulfillment of requirement for the completion of Master
of Management Studies as prescribed by the University of Mumbai.
_______________________ _____________________
Internal Project Guide Director
Date: ______________
___________________ Date: ______________
External Examiner
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GIMSR|Recruitment Strategy
EXECUTIVE SUMMARY
I opted for this particular topic named “Recruitment Strategy” because recruitment procedures
have taken a dramatic change in the industry. Human resource is responsible for giving birth to
human embalmer. The core function of an organization is Recruitment because the organization
doesn’t want to be a bad recruiter by selecting manpower that might have the potential to spoil
the long earned goodwill or corporate image and also incur heavy recruitment costs on them.
Think People Solutions was founded in early 2003. Think People’s objective is to develop
successful partnerships based on common goals & objectives. It’s a multi-functional, multi-
faculty, cross industry human resource procurement service.
This summer internship project was undertaken at Think People Solutions with the Recruitment
Team. Recruitment involved screening candidates for various IT industries.
The survey is done between the 20 employees of the Think People Solution and with the help of
that survey the data analysis part is get done.
Table of contents:
Page Nos.
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GIMSR|Recruitment Strategy
Chapter I:
I) Introduction 8
II) Objective Of the Study 12
III) Need Of the Project 13
IV) Scope Of the Project 14
V) Research Methodology 15
VI) Limitations Of the project 18
Chapter II:
I) Company Profile 20
II) Organization Chart 26
III) Recruitment Process 27
Chapter -III:
I) Theoretical Background 32
II) Data Analysis & Interpretation 40
Chapter - IV:
I) Findings 47
II) Suggestions 48
III) Conclusion 49
6
Bibliography 50
GIMSR|Recruitment Strategy
Chapter I
INTRODUCTION
What is Recruitment?
Recruitment is the process by which organizations locate and attract individuals to fill job
vacancies. Most organizations have a continuing need to recruit new employees to replace those
who leave or are promoted in order to acquire new skills and promote organizational growth.
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GIMSR|Recruitment Strategy
Recruitment follows HR planning and goes hand in hand with selection process by which
organizations evaluate the suitability of candidates. With successful recruiting to create a
sizeable pool of candidates, even the most accurate selection system is of little use
Recruiting begins when a vacancy occurs and the recruiter receives authorization to fill it. The
next step is careful examination of the job and enumeration of skills, abilities and experience
needed to perform the job successfully.
Recruitment is the process of searching the candidates for employment and stimulating
them to apply for jobs in the organization. Recruitment is the activity that links the
employers and the job seekers.
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.
Needs of Recruitment:
There are three types of needs –
PLANNED
The needs arising from changes in organization and retirement policy.
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GIMSR|Recruitment Strategy
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 organization. Create a
talent pool of candidates to enable the selection of best candidates for the
organization. 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.
Recent Trends in Recruitment:
Recruitment industry is changed by time to time and the recent trends in Recruitment are:
Outsourcing:
In India, the HR processes are being outsourced from more than a decade now. A
company may draw required personnel from outsourcing firms. The outsourcing firms
help the organization by the initial screening of the candidates according to the needs of
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GIMSR|Recruitment Strategy
the organization and creating a suitable pool of talent for the final selection by the
organization. Outsourcing firms develop their human resource pool by employing people
for them and make available personnel to various companies as per their needs. In turn,
the outsourcing firms or the intermediaries charge the organizations for their services.
Advantages of outsourcing are:
1. Company need not plan for human resources much in advance.
2. Value creation, operational flexibility and competitive advantage.
3. Turning the management's focus to strategic level processes of HRM.
4. Company is free from salary negotiations, weeding the unsuitable candidates.
5. Company can save a lot of its resources and time.
Poaching/Raiding:
“Buying talent” (rather than developing it) is the latest mantra being followed by the
organizations today. Poaching means employing a competent and experienced person
already working with another reputed company in the same or different industry; the
organization might be a competitor in the 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 openly talked about. Indian software and the retail sector are the sectors facing the
most severe brunt of poaching today. It has become a challenge for human resource
managers to face and tackle poaching, as it weakens the competitive strength of the
firm.
E-Recruitment:
Many big organizations use Internet as a source of recruitment. E- recruitment is the use
of technology to assist the recruitment process. They advertise job vacancies through
worldwide web. The job seekers send their applications or curriculum vitae i.e. CV
through e mail using the Internet. Alternatively job seekers place their CV’s in worldwide
web, which can be drawn by prospective employees depending upon their requirements.
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GIMSR|Recruitment Strategy
Advantages of recruitment are:
1. Low cost.
2. No intermediaries.
3. Reduction in time for recruitment.
4. Recruitment of right type of people.
5. Efficiency of recruitment process.
Objective of the Project:
1. To give an overview about recruitment process.
2. To analyze how effectively Think People is harnessing its employee capabilities for
achieving organizational goals using learning and growth perspective.
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GIMSR|Recruitment Strategy
3. To understand measures to enhance the recruitment process.
4. To understand the satisfaction level of Client companies in terms of recruitment.
Need of the Project:
The need of this project was for understanding recruitment in HR. Recruitment is a function that
requires business perspective, expertise, ability to find and match the best potential candidate for
the organization, diplomacy, marketing skills (as to sell the position to the candidate) and
wisdom to align the recruitment processes for the benefit of the organization. The HR
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GIMSR|Recruitment Strategy
professionals – handling the recruitment function of the organization- are constantly facing new
challenges. The biggest challenge for such professionals is to source or recruit the best people or
potential candidate for the organization.
In the last few years, the job market has undergone some fundamental changes in terms of
technologies, sources of recruitment, competition in the market etc. In an already saturated job
market, where the practices like poaching and raiding are gaining momentum, HR professionals
are constantly facing new challenges in one of their most important function- recruitment. They
have to face and conquer various challenges to find the best candidates for their organizations.
Being an HR professional the experience in recruitment will give me a vast exposure in future.
Recruitment not only contents the hiring of candidate, it also includes the understanding different
candidates, requirements of different organization and how to tackle the difficult condition
during the niche demands.
Scope of the Project:
This project helps to structure the recruitment policy of company for different categories of
employees. Also helps to compare the Recruitment policy with general policy of recruitment.
Recruitment helps to provide the right job to right candidate and with the help of this the
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GIMSR|Recruitment Strategy
employee and organization both gets satisfied and his helps in increase in productivity level of
organization and the satisfaction level of employees.
Research Methodology
What is RM?
Research means to search again. Research is about studying a phenomenon in order to
find its new aspects. Research also means to search for new knowledge and creating new things
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GIMSR|Recruitment Strategy
out of the old ones.
Human Resource Management is a people oriented functional area of management. The
thoughts, view and opinion of people keep on changing. Hence, Research methodology is
greatly centric policies of HR. It is a science of studying how research is done scientifically.
Research Methods are behavior and instruments used in selecting and constructing the
technique (a range of approaches used to gather data). For ex. Observation, questionnaire,
interview, analysis of records, case study, etc.
Research Design :
A research design is the specification of methods and procedure for acquiring the
information needed to structure or to solve problems. It is the overall operation pattern or
framework of the project that stipulates what information is to be collected from which source,
and be what procedure.
“A research design is the arrangement of condition for collection and analysis of the data
in manner that aims to combine Relevance to the research purpose with economy in procedure”.
1. Descriptive Research: When we describe a situation. More explanation needed.
Descriptive research encompasses much government sponsored research including the
census, the collection of a wide range of social indicators and economic information such
as household expenditure patterns, time use studies, employment and crime statistics and
the likes.
2. Explorative Research: When we go into the depth of the problem and try to see answers
for a given issue. For ex. It is one thing to describe the crime rate in a country, to examine
trends over time or to compare the rates in different countries.
3. Causal Research: When we try to find out cause effect relationship. Ex. We might argue
for casual chain, such as that gender affects choice of field of training which in turn
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GIMSR|Recruitment Strategy
affects occupational options, which are linked to opportunities for promotion, which in
turn affect income level.
Data Sources:
Data source is very important to research because through collected data only any
causable conclusion can be arrived at. There are two types of data source.
1. Primary Data source: Primary data is collected through first hand research in the field. It
is collected by actually talking to the sampling units. Various methods of primary data
collections are :
a. Observation Method: When researcher quietly observes the various sampling
units and notes down there behaviour.
b. Interview Method: The sampling units are interviewed and data is generated
through their answer.
c. Sales force opinion survey: The actual people who are doing sales are asked for
their opinion and they are the ones who tell the researcher about customer
behaviour.
d. Expert opinion survey: Various experts are called and they are asked to give an
opinion on the product under study.
e. Delphi Method: Experts are sent e-mails to guess there opinions.
2. Secondary Data Collection: Secondary Data is collected through other sources like books,
magazines, journals, research papers, official websites, news papers, etc. Secondary Data
source should be given to the primary source.
My project is based on primary as well as secondary data. Primary data is collected through the
set of employees of the Think People Solutions and the secondary data is collected through
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GIMSR|Recruitment Strategy
internet site like www.google.com, www.thinkpeople.in, recruitment.naukrihub.com/meaning-of
recruitment.html, recruitment.naukrihub.com/importance-of-recruitment.html, etc.
Limitations of Project:
The project has inherent limitations due to its potential scope
1. It was not possible to thoroughly understand the whole recruitment process in a span two
months.
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GIMSR|Recruitment Strategy
2. Eight weeks is too short to give shape to a new idea for implementation.
3. Not get the some confidential details of organization.
4. Not allowed to interact with the clients, so taking their feedbacks regards to the
organization was not possible.
5. The survey was conducted between only 20 employees not with the entire employees, so
if the opinion gets taken from all the employees then results may var.
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GIMSR|Recruitment Strategy
Chapter II
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GIMSR|Recruitment Strategy
COMPANY PROFILE
An introduction to Think People
Think People Solutions Pvt. Ltd. is a multi-functional, multi-faculty, cross industry human
resource procurement services company head quartered in Mumbai, India.
Founded in early 2003, there competencies and expertise span the entire cross section of
functions & industries. Think People’s objective is to develop successful partnerships based on
common goals & objectives.
Think People Services
Think People’s services are centered on the human procurement competencies that their staff
excels in. Their service practices change and evolve as the trends in target industries change.
Portfolio of services has constantly increased and they aim to be a one stop People Solutions
provider.
Think People Innovations
At Think People, they believe that like every business innovation will distinguish them from
their competitors, regardless how standardized their industry may be. Their innovations focus not
only on their processes, but also in their business practice models. Some of their innovations are:
Service Delivery Model: A unique service delivery model that addresses three distinct
hiring trends across organization of any size:
Think Instant (TI): TI as the name denotes is an instant recruitment solution. TI is the
outcome of 2 years of intensive R&D in the volume hiring space. Within TI the
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GIMSR|Recruitment Strategy
recruiters are trained extensively on referencing & data generation. The TI team
focuses on volume hiring within the 0-4 years space.
Think Perfect (TP): TP is the quality hiring arm of Think People whereby the focus is
solely on quality. Members of this team have been trained on practices followed in
the West and more organized markets. This team operates on TAT of 24 hours and a
CV to Offer ratio of 4:1.
Think Executive (COE) – COE is the leadership hiring arm of Think People. The
COE team is small but a highly efficient one, who has been hand-picked & trained by
the management personally.
Approach: An agency-styled operation that focuses on a continuous sales and service
through a single contact point both internally and client-facing.
Database: Surprising fast and accurate responses from a custom built tool that has a
multi-input interface. The database has a freshness of 6 months and estimated accuracy of
70%.
MIS: The MIS system used by Think People is unique, which helps measure efforts of
the team. The MIS system is robust and accurate and integrates with Windows
phenomenally well.
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GIMSR|Recruitment Strategy
MISSION
To create good partnerships with our clients, whereby we make it our business to provide them
with cost effective human resource solutions and to assure our candidates & employees a joyous
working environment whilst maintaining the highest standards.
VISION
By 2015, Think People Solutions will be a Global Organization catering to the entire spectrum of
Human Resource needs, thereby increasing the turnover to a Billion Dollars and be the leader
with the Indian markets.
We believe the wisdom of the world is not in us BUT it is only when a partnership is struck,
that we are able to be our best and deliver value.
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GIMSR|Recruitment Strategy
Interesting Facts about Think People
There staff refuses to leave them. 4% of their staff is with them for at least 4 years,
5% for 3 years, a whooping 30% for 2 years and 18% for 1 year.
Their clients love them. More than 8 key accounts are 5+ years old with a continuous
month on month billing, 14 key accounts are 4 years old, 19 key accounts are 3 years
old and 35 key accounts are fresh.
Their business turnover has almost tripled each year since their inception in 2003,
except for the year 2006-07 where their business grew over two fold. They started as
teams of 2 in one location and at their peak were a team of 140+. Currently they are a
team 50+, Head Quartered in Mumbai.
They have placed more than 5000 candidates till now, averaging at over 2+
candidates placed daily.
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GIMSR|Recruitment Strategy
Think People Clients (partial list)
Wipro Technologies Accenture Services Intelligroup Asia
Hewlett Packard Cap Gemini Consulting Satyam Computers
Sybase Software PTC Dell India (R&D)
GE Research Persistent Systems Symphony Services
Microsoft India Gemstone AOL
Sungard Qualcomm Net Apps
ICICI Prudential Aviva Life Insurance HDFC Standard Life
Kotak Life Insurance Kotak Securities Kotak Mahindra Bank
Reliance Life Insurance Reliance Money Deustche Bank
Tata Communications Flextronics Sasken
Tata Power Global Telesystems
Limited
Wipro BPO
Shaadi.com Intellenet Fidelity Services
D Link India Citigroup Anand Rathi Securities
India Infoline ICICI One Source HSBC
SET Discovery Infomedia India Madison
India Today AC Nielsen – ORG
Marg
Financial Technologies
J Walter Thompson Alliance One GVR Infrastructure
Grey Worldwide Praxair Reliance
Communications
Wipro Infotech Global Telesystems
Limited
HSBC
Mediaturf Tata Motors Dharma Productions
FCB Ulka Louis Vuitton Idea Cellular
Cleartrip Fullerton India Ericsson
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GIMSR|Recruitment Strategy
Value Proposition
At Think People Solutions, they look at their clients as organizations which need talent
to compete and grow, this partnership approach has enabled them to extend their
relationships with their clients beyond the pool of talent that they recruit for them to
advising on new strategies and proficiencies, and building talent pools which may be
required in the future.
This philosophy is the cornerstone of Think People’s reputation. They find the right
match between employers and candidates thus ensuring mutual satisfaction to both
parties. So clients secure high caliber employees, while the employees find careers that
not only fit their profile but also their personality.
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GIMSR|Recruitment Strategy
Organization Chart of Think People Solution
RECRUITMENT PROCESS
26
Resource Executive
Senior Resource Executive
Team Lead
Assistant Manager
Manager
GIMSR|Recruitment Strategy
Recruitment Process followed by a Recruiter
27
Understand JD
Search ID
Discussion with Candidate
Interest Level
Quality Check
Line Up
Pre-Interview Follow Up
Select/Reject
Post-Interview Follow Up
GIMSR|Recruitment Strategy
Description:
Step 1: Recruiter has to understand the Job Description (JD) given by organization for respective
job.
Step 2: According to the JD, the recruiter has to search the relevant candidate for the given job
opening.
Step 3: When the candidates profile matches with the JD then the process of discussion with
candidate takes place.
Step 4: Checking the interest level of candidate in the given job is also very important.
Step 5: When candidate gets agree for the job opening then the quality team checks the details of
candidate and his knowledge regards to the respective opening.
Step 6: After quality check we line up the candidate for the interview.
Step 7: Before interview the process of pre-follow up takes place, like giving him the proper
detail of required document, keep him updating about the interview date, time and venue.
Step 8: During interview either the candidate gets selected or rejected.
Step 9: After interview, the post-follow up process takes place like
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GIMSR|Recruitment Strategy
Recruitment Process at Think People Solution
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GIMSR|Recruitment Strategy
Description:
Step 1: After the all checks the respected CV’s are sent to the client for short listing.
Step 2: After that the client short lists the relevant CV’s.
Step 3: After short listing, the first round of interview get scheduled.
Step 4: If candidate gets selected in first round, so he went for second round.
Step 5: Then second round of interview takes place.
Step 6: Here also when candidate gets selected he sent to further round of interviews.
Step 7: According to the opening, the required interview round takes place.
Step 8: After all technical rounds HR rounds get done, where the discussion regards to salary
also takes place like negotiation.
Step 9: If everything went fine, so candidate gets selected for given designation.
Step 10: After selection the candidate needs to submit the required documents to the
organization.
Step 11: Verification of candidate and of his past experiences takes place.
Step 12: After all verification, organization provides the offer to the candidate.
Step 13: After full satisfaction regards to designation and salary, candidate accepts the offer.
Step 14: Candidate joins the organization.
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GIMSR|Recruitment Strategy
Chapter III
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GIMSR|Recruitment Strategy
THEORATICAL BACKGROUND
Recruiting is the discovering of potential applicant for actual or anticipated organizational
vacancies. In the other words, it is a “linking activity” bringing together those with job and those
seeking jobs.
As Yodel and other points out: “Recruitment is 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 working
force.”
Recruitment has been regarded as the most important function of personnel administration,
because unless the right type of people are hired, even the best plans, organization charts and
control systems would not do much goods.
Recruitment is often termed positive in that it stimulates people to apply for jobs to increase the
“hiring ration”, i.e., the number of applicants for jobs. Recruitment is the development and
maintenance of adequate manpower resources. It involves a creation of a pool of available labor
upon whom the organization can draw when it needs additional employees.
Factors affecting recruitment:
Most of the organizations, whether large or small, do engage in recruiting activity, though not to
the same extent. This differs with:
1. The size of organization.
2. The employment conditions in the community where the organization is located;
3. The effects of past recruiting efforts which show the organizations ability to locate and
keep good performing people;
4. Working condition and salary and benefit packages offered by the organization – which
may influence turnover and necessitate future recruiting;
5. The rate of growth of organization;
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GIMSR|Recruitment Strategy
6. The level of seasonally of operations and future expansion and production programs;
7. Cultural, economic and legal factors, etc.
Factors governing recruitment may broadly be divided as internal and external factors.
The internal factors include:
i. Recruiting policy of the organization;
ii. Human resource planning strategy of the company;
iii. Size of the organization and the number of employees employed;
iv. Cost involved in recruiting employees, and finally;
v. Growth and expansion plans of the organization.
The external factors include:
i. Supply and demand of specific skills in the labor market;
ii. Political and legal considerations such as reservation of the jobs for SCs, STs, etc.
iii. Company’s image-perception of the job seekers about the company.
Recruitment Policy:
A recruitment policy asserts the objective of the recruitment and provides a framework of
implementation of the recruitment program of an organization in the form of procedures.
As Yoder and other observe:
“Such a policy may involve a commitment to broad principles such as filling vacancies with the
best qualified individuals. It may embrace several issues such as extent of promotion from
within, attitudes of enterprise in recruiting its old employees, handicaps, minority groups, women
employees, friends and relatives of present employees. It may also involve the organization
system to be developed for implementing recruitment program and procedure to be employed.”
Therefore, a well considered and pre-planned recruitment policy based on corporate goals, study
of environment and the corporate needs need to be developed which may avoid hasty or ill-
defined procedure and may go a long way to cater the organization with the right type of
personnel.
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GIMSR|Recruitment Strategy
A good recruitment policy must contain these elements:
a) Organization’s objective – both in long-term and short-term must be taken into
consideration as a basic parameter for recruitment decisions and needs of the personnel-
area-wise, job-family-wise.
b) Identification of the recruitment needs to take decisions regarding the balance of the
qualitative dimensions of the would be recruits, i.e., the recruiter should prepare profiles
for each category of workers and accordingly work out the main specifications, decide
the sections, departments or branches where they should be placed and identify the
particular responsibilities which may be immediately assigned to them.
c) Preferred sources of recruitment, which would be tapped by the organization, e.g., for
skilled or semi-skilled manual workers, internal sources and employment exchanges may
be preferred; for highly specialized categories and managerial personnel, other sources
besides the former, may be utilized.
d) The cost of recruitment and financial implications of the same.
A recruitment policy, in its broad sense, involves a commitment by the employer to such general
principles as:
i. To find and employ the best qualified persons for each job;
ii. To retain the best and most promising of those hired;
iii. To offer promising opportunities for life-time working careers and;
iv. To provide programs and facilities for personal growth on the job.
The recruitment policy is concerned with quality and qualifications of manpower. It establishes
broad guidelines for staffing process. Generally, the following factors are involved in recruitment
policy.
i. To carefully observe the letter and spirit of the relevant public policy on hiring , and, on
the whole, employment relationship;
ii. To provide individual employees with the maximum of employment security, avoiding,
frequently lay-off or lost time;
iii. To provide each employee with an open road and encouragement in the continuing
development of his talent and skills;
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GIMSR|Recruitment Strategy
iv. To assure each employee of an organization interest in his personal goals and
employment objectives;
v. To assure employees of fairness in all employment relationships, including promotions
and transfers;
vi. To encourage one or more strong, effective, responsible trade unions among the
employees.
Literature Review
Article: Setting Up a Formal Recruitment and Hiring Process
Author: Jerome Baladad (Web content writer and Ex-HR practitioner)
Source: http://ezinearticles.com/?expert=Jerome_Baladad
Objective: To study the influence to the directions on how recruitment is done in any
organization
Summary: Some organizations even call the process "recruitment and selection." But there is
consensus among credentialed HR Practitioners on how to best put in place the most effective
recruitment and hiring process to help accomplish the goals of the organization. The author has
also culled from his many years of experience doing HR recruitment and hiring work to suggest
steps that he believes would be helpful to those interested in having formal recruitment and
hiring process in place.
On the over-all, the following steps are followed when one would like to put in place a formal
recruitment and hiring process:
1) First, define the strategy of the organization related to Human Resource (HR) management.
This has to be done in order to define the parameters involved in the very dynamic nature of
recruitment and hiring. This strategy has to come from the top-level leaders and managers of the
organization, following the size.
2) Depending on the size of the organization, the person will have to be given the authority and
be empowered to make decisions related recruitment and hiring. This person has to be a direct
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GIMSR|Recruitment Strategy
report of the CEO (if it happens to be a bigger business concern). Or we can also call him or her
the Chief HR Executive in the meantime.
3) Assign who else will be involved in the recruitment and hiring process. This can be a standing
committee of leaders and managers who are also doing other assignments on top of recruitment
and hiring. Or this can be a separate group that is tasked at all times to do recruitment and hiring.
4) Come up "organizational chart," the job descriptions, and the pay scale and its different
grades.
5) The responsible person who is empowered to do recruitment and hiring will have to identify
the vacancies, or the jobs that have not been filled up, or without incumbents.
6) The Chief HR Executive can decide how the vacancies will be filled up. This can be done by
using in-house recruitment.
7) The group referred to in number "3" will then be tasked to accept applications. He / She will
have to read, evaluate and study all applications received within a certain time frame. It's
suggested to consider candidates who are most qualified and ready to do the job at once. From
these applications received, a tentative short list will be made. If recruitment is done in-house the
whole time, a tentative short-list will have to be drawn up. This list will be made up of the
applicants to be considered for interview.
8) The recruiter will then have to start getting in touch with the tentative shortlisted candidates
by fixing a schedule for an initial interview with each one of the candidates, or group interview.
9) Conduct the initial interview. During the interview date, the candidates will fill up application
form if you have one to “get to know each other" the first time with the purpose of feeling out
each other if both parties can work together in the organization.
10) The recruiter will then have to decide who among the candidates are worth taking a more
serious look by using certain tools like Psychological.
11) Come up with a definite short list for final interview.
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GIMSR|Recruitment Strategy
12) If nobody qualifies, or no one can be included in the shortlist, then the recruiter can repeat
step number "6," or study other recruitment options. Or announce for referrals of applicants from
other employees in the organization. Or put on hold the recruitment process, and continue at a
more appropriate time.
13) If there's a strong shortlist, the recruiter can proceed with the hiring process with approval
and finality by the CEO. But the CEO will make his / her decision depending on the
recommendations of the Chief HR executive and the members of the group referred to in number
"3".
14) Make a job offer. Confirm if the candidate will accept the offer. If there's a negotiation on the
compensation package, then this has to be clarified and completed first. Have the hired submit
the required legal documents to be able to start working with the organization. Agree on which
date to start with the job.
15) Make sure the desk or place of work has been cleaned out and ready for the next employee a
day or two before the start of employment. Prepare all the tools, office supplies that will be used
by the new hired.
16) Announce the name and relevant job details of the new hired with the rest of the
organization. This is to ensure that everyone has been told about changes that may be brought
about by the joining of a new hired.
17) Make sure you have someone to spend at least two hours with the new hired on the first day
of on the job. Or even spend lunch time or break time with the new hired, as soon as possible.
This can be either the direct supervisor, or even one of the other employees of the organization.
He / She buddies up with the new hired to better explain about the culture of the organization.
RELEVENCE TO THE PROJECT: This article helps to understand the steps of formal
recruitment and hiring process that would be helpful in making a company’s efficiency,
development and profit, it helps in assessing the employees for their integration and retention
and also influences the existing employees and the organization’s performance.
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Article: Effective Recruitment by Reference Check Method
Author: NGO VINET
Source: http://ezinearticles.com/?expert=Ngo_Vinet
Objective: To study the purpose of using the reference check method in the recruitment process.
Summary: Checking candidates' information via reference is an essential step in a recruitment
process. However, many companies do not pay much attention to such an important thing.
Information that needs checking is:
1. Candidate’s behavior/ habits that can badly affect your department or company's
activities.
2. Achievements which candidates mention to be theirs but in fact, those achievements
belong to the whole team. Awfully, some candidates make up such achievements.
3. Reasons why candidates do not work for the previous companies.
4. Candidate’s salary in their previous companies.
5. Relationship among candidates and their colleagues or managers.
Recruiters can easily check such information by calling referees. The more important the
position is, the more carefully they have to check the reference. In any circumstances, recruiters
should highly appreciate and focus on the reference check. By 2-3 minute calls, it is quite
difficult to know much about candidates' achievements or problems. So they should spend at
least 20 minutes for the call plan.
The questions they will ask about candidate’s are-
1. How long have you worked with him? What is his ability?
2. What are the main strengths and weaknesses of him?
3. What do you think in general about his competence and what are his main achievements?
4. Could you please tell me the relationship between him and his managers, inferior or
colleagues?
5. Do you know why he wants to change his job at this time?
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GIMSR|Recruitment Strategy
Recruiters had better say thanks to the referees for spending time talking to you and ensure that
you will keep secret about the talks.
Sometimes, referees do not want to share negative information about candidates. If recruiters are
professional and clever when talking, referees will agree to share with you information they
need. Recruiter should talk to the most appropriate people like candidates' direct managers, co-
workers or inferior is the best way. The ones who know candidates at present are more suitable
than the ones who knew them 10 years ago. Normally, the recruiters just need to find information
from 3 recent companies that candidates have worked for. The recruiter must remember that
candidates' past achievements are the best mirror reflecting their future achievements.
RELEVENCE TO THE PROJECT: This article helps to understand that reference check in
recruitment process is a simple step that does not take so much time but can help to save money
and take some more information that is not mentioned in the candidate’s applications or
interviews.
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GIMSR|Recruitment Strategy
Data Analysis & Interpretation
1. Through which source the organization recruit the employees?
25%
20%
55%
The source used by organization for recruitment
Internal External Both
About 55% of employees said that they use both internal as well as external method for
recruitment where as only 25% gone for internal and 20% gone for external.
2. Which job portal does your organization use?
25%
20%30%
25%
Job Portals used by organization
Naukri Times Jobs Monster All of the above
About 30% of employees said that they use monster job portal for recruitment where as
25% gone for Naukri, 20% gone for Times Jobs and 20% gone for all the job portals.
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GIMSR|Recruitment Strategy
3. Which Source do you prefer the most for hiring Management employees (middle level)
25%
30%
45%
Source used for hiring Management employees (middle level)
Internal sources External Sources Both
About 45% of employees said that they use both internal as well as external sources for
hiring the Middle level management employees where as only 25% gone for Internal
sources and 30% gone for External Source.
4. Name the source you find most suitable for hiring management employees?
35%
35%
30%
Source used for hiring Management employees
Job Portals Referral Both
About 35% of employees said that they use Referral as a source for hiring the
management employees and 35% gone for Job Portals where as 30% gone for both.
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GIMSR|Recruitment Strategy
5. What way you find most suitable to contact candidates?
45%
20%
35%
Most suitable way to contact candidate
Telephone call E-mail Post
About 45% employees said that the most suitable way to contact a candidate is a
Telephone call where as 20% gone for E-mail and 35% gone for post.
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GIMSR|Recruitment Strategy
6. Rank the following according to importance given while selection of top & middle level
employees.
45%
15%
25%
15%
Importance given while selection of top & middle level employees
Qualification Experience
Communication Leadership Qualities
About 45% employees said that most importance is given to Qualification during
selection where as 15% gone for experience, 25% gone for communication and 15% gone
for leadership qualities.
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GIMSR|Recruitment Strategy
7. Does the procedure adopted for recruitment of employees enable the organization to give
right person for the right job?
70%
20%
10%
Procedure adopted for recruitment by organization to give right job to right candidate
Yes No To some extent
About 70% employees said that the procedure adopted by organization is enable to give
right person to right job where as 20% gone for no and 10% gone for to some extent.
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GIMSR|Recruitment Strategy
8. What is the average time spent by resource executive on each candidate during
processing?
55%
30%
15%
Average time spent by resource executive on each candiate
10 mins 10 to 20 mins More
About 55% employees gone for 10mins the average time spend by resource executive on
each candidate where as 30% gone for 10 to 20mins and 15% gone for more than that.
9. How do you rate the recruitment procedure in your organization?
50%
30%
20%
Rating to recruitment process of an organization
Excellent Good Need to work on
About 50% employees said that the recruitment procedure adopted by organization is
Excellent where as 30% gone for good and 20 % gone for need to work on.
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GIMSR|Recruitment Strategy
10. The rejected candidates are informed by?
30%
55%
15%
The rejected candidates are informed by
Mail Phone Not informed
About 55% employees said that the rejected candidates gets informed through Phone
where as 30% gone for Mail and 15% gone for not informed.
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GIMSR|Recruitment Strategy
FINDINGS
In Think People Solutions most of the employee feels that the recruitment process followed by
their organization is good. About 55% of employees say that they prefer both internal and
external source for recruitment. 30% of employees gone for the monster job portal for
recruitment. 45% of employees said that they prefer both internal as well as external sources for
hiring middle level management employees and 35% prefers the referral as a source for other
hiring other management employees.
Think People prefer to the qualification of the candidate regards to the opening. The rejected
candidate majorly informed through phone call and fro contacting any candidate the telephone is
the most suitable way. The other modes of recruitment used by them are advertisement, E-
recruitment and reference also plays a major role in it.
50% of employees think that the recruitment process of an organization is Excellent and 30%
gone with good. Sometimes employees face problem regards to the job description given by
certain companies because they are not very well explained and took more time of executive to
understand than usual time.
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GIMSR|Recruitment Strategy
SUGGESTIONS
Think People solutions should improve their infrastructure and the canteen facility for the
employees.
Training and development program should get conducted for employees, so that
employees should get update their selves.
The salary increment and performance appraisal should be given on time, so that the
employees should feel motivated.
Proper break time should be given or some stress bursting game time should be given.
The company should start survey time to time to know the grievances of client as well as
employees.
More improvement is required in the resourcing of candidate and the quality check
process, because for niche requirements the strict criteria is needed.
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GIMSR|Recruitment Strategy
CONCLUSION
The recruitment is the major function of HR department and the recruitment is the competitive
strength and strategic advantage for the organization. Recruitment act as a link between the
employees and the job seekers and ensures the placement of right candidate at the right place at
right time. The completion of this project has helped me with the practical nuance of HR
recruitment process.
It has also helped in understanding the importance of a job requirement as per organizational
priority and the need of searching the best talent. Recruitment process involves systematic
procedure from sourcing the candidates arranging and conducting the interviews to joining of the
candidate and requires many resources and time. Recruitment process is very important for an
organization to select the quality work force and to maintain the competitive advantage in the
long run.
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GIMSR|Recruitment Strategy
BIBLIOGRAPHY
Websites
www.google.com
www.thinkpeople.in
recruitment.naukrihub.com/meaning-of recruitment.html
recruitment.naukrihub.com/importance-of-recruitment.html
http://ezinearticles.com/?expert=Jerome_Baladad
http://ezinearticles.com/?expert=Ngo_Vinet
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GIMSR|Recruitment Strategy
ANNEXURE
QUESTIONNAIRE
Dear Respondent,
We are conducting a survey for the RECRUITMENT PROCEDURE. Your free and frank
opinion would be very valuable in conducting the survey. Please answer the following questions.
1. Through which source the organization recruit the employees?
a. Internal
b. External
c. Both
2. Which job portal does your organization use?
a. Naukri
b. Times Jobs
c. Monster
d. All of the above
3. What are the other modes of recruitment used by your organization for sourcing?
…………………………………………………………………………………………..
4. Rate the recruitment process carried out by the client:
a. Accenture 1 2 3 4
b. HCL 1 2 3 4
c. 3DPLM 1 2 3 4
d. Others 1 2 3 4
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GIMSR|Recruitment Strategy
5. How would you rate the following in terms of effectiveness for sourcing candidates:
(Please tick your preference. Where 1 is least & 4 is best)
a. Job Portals 1 2 3 4
b. Referrals 1 2 3 4
c. Other 1 2 3 4
6. Which Source do you prefer the most for hiring Management employees (middle level)
a. Internal Sources
b. External Sources
c. Both
7. Name the source you find most suitable for hiring management employees?
a. Job Portals
b. Referral
c. Both
8. What way you find most suitable to contact candidates?
a. Telephone call
b. E-mail
c. Post
d. Any other……………….
9. Rank the following according to importance given while selection of top & middle level
employees.
a. Qualification
b. Experience
c. Communication
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GIMSR|Recruitment Strategy
d. Leadership Qualities
e. Any Other
10. Does the procedure adopted for recruitment of employees enable the organization to give
right person for the right job?
a. Yes
b. No
c. To some extent
Your comments/suggestions: …………………………………………………….
11. What is the average time spent by resource executive on each candidate during
processing?
a. 10mins
b. 10 to 20mins
c. More
Any comments/suggestions: ……………………………………………………..
12. What is the back out percentage of candidates after being offered with the position?
a. 10%-20%
b. 20%-30%
c. 40% – 50%
d. Others ………………………………………………………………………
13. How do you rate the recruitment procedure in your organization?
a. Excellent
b. Good
c. Need to work on
d. Any comments/suggestions: ……………………………………………….
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14. The rejected candidates are informed by?
a. Mail
b. Phone
c. Not informed
15. Additional suggestions for improvement:
………………………………………………………………………………………………………
………………………………………………………………………………………………………
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