Recruitment Sysnopsis

8/12/2019 Recruitment Sysnopsis

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Topic: A study of recruitment and selection process

in service sector

Synopsis

Introduction

Literature review

Objectives

RationaleMethodology


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Introduction

Recruitment forms the first stage in the process which continues with selection and

ceases with the placement of the candidate. It is the next step in the procurement

function, the first being the manpower planning. Recruitment makes it possible to

acquire the number and types of people necessary to ensure the continued

operation of the organization. Companies are now looking out for new ways of

giving themselves a competitive advantage. New product, new image& new

marketing idea are some of the ways this can be achieved but enlightened and

successful companies look towards their people to provide the leading edge.

Recruitment can be described as a process of attracting sufficient job applicantswho have the necessary potential and competencies to fit the job requirements. The

main purpose of recruitment is to get competent employees who will assist the

organisation in achieving its objectives (Schultz, 2001:226). A recruitment policy

guides the companys recruitment policy and generally includes thefollowing:

Whether internal or external recruitment will take place;

Whether relatives of existing employees may be hired;

Whether part-time or any flexitime workers will be considered and

Whether people over the retirement age may be employed (Schultz,2001:226).

Cascio (1998:172) suggests that the following criteria, related to discrimination,

affirmative action and employment equity, may also be included in company

policy on recruitment:

Passive non-discrimination, by treating all races and both sexes equally.

Pure diversity-based recruitment, which is a concerted effort not to exclude

applicants because of past or present discrimination; and

Hard quotas, which represents a mandate to hire specific numbers ofwomen or

minority group members.


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Literature review

Taylor, M. Susan; Bergmann, Thomas J. (1987) in their article emphasis that the

Organizational recruitment activities have been hypothesized to affect applicants

reactions to the organization, independent of effects exerted by the job attributes

associated with the position (e.g., location, salary, title). The authors utilized a co

relational design and a field setting in assessing applicants reactions to a five -

stage recruitment program. Henning Weiner (2008) examines an area of the

recruitment process in todays labor market from the point of view of the

employer. More specifically, an analysis is conducted with respect to the

recruitment channels that Swedish firms utilize in the present days. Lars Behrenz(2001) gives a picture of the recruitment behavior of Swedish employers.

Employers mainly recruit personnel in order to expand a certain activity of their

firm. On an average the total recruitment process takes about a month. In first

round employers mainly look for job seekers with good education and experience.

During the job interview the employer search for persons with professional

knowledge, personal engagement and social competence. Stephen Taylor (2001)

investigated the effectiveness of different recruitment sources used by six

American companies for new employees. New workers who came through

referrals by current employees had longer tenure with the organizations than did

those recruited in other ways. Individual job performance and attitudes toward the

employer were largely unaffected by the source through which the employee was

recruited. Alexandra Rufini (2008) analyzed the recruitment strategies of firms

aiming to fill high job positions. They have considered four recruitment channels

actually used to hire high skilled workers: employee referrals, private agencies,

promotion and top notch Universities.

Erasmus, Van Wyk and Schenk (2000:291) describe recruitment as human

resource management activities aimed at attracting potential job seekers to fill a


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specific vacant post. Candidates can be attracted internally or externally through

various recruitment methods (Arthur, 1998:47). Selection is a process of finding

the most suitable individual to fill a vacancy. It is aimed at determining whether

potential candidates have the necessary competencies to fill the vacancy and

choosing the best candidate. The competences of the applicant versus the

requirements of the job are taken into account during the selection process

(Erasmus et al, 2000:311).

According to Erasmus et al (2000:303), the recruitment process consists of 14

steps. Larger organisations usually follow all these steps, although not in the same

sequence. Since the process could be costly, small organisations might exclude

some of these steps.

Gorter, Nijkamp, and Rietveld, (1993) surveyed the Dutch labor market for

recruitment channels and its impact on the vacancy duration. The authors tackle the

topic within an original framework in which the choice of the search channel is the

result of the evaluation of expected costs and expected benefits connected with the

use of a certain search channel. The authors found that labor market segmentation

plays an important role in the choice of the recruitment channels; in particular,

advertising appears to maximize the difference between expected costs and

expected benefits when the vacancy concerned belongs to the primary segment of

the labor market, while when it belongs to the secondary segment the preferred

recruitment channel seems to be the labor exchange office. By using a piece-wise

constant hazard rate, they argued that from the analysis of the time pattern of the

hazard rate one may conclude that when advertising is used employers search non-

sequentially, while if the informal channel is used employers tend to search

sequentially. While Gorter and Ommeren (1994) pushed the analysis one step

further. The authors concluded that two main recruitment strategies can be

identified: a sequential use of search channels, in which the first search channel


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chosen is usually the informal channel, and additional search channels are

activated one after the other; and an adding to the poolstrategy in which the first

search channel chosen is basically advertisement and later one or more search

channels are activated in order to enrich the pool of available applicants.

Russo, Rietveld, Nijkamp, and Gorter (1994), concluded that the different impacts

on duration which can be shown to exist between the informal channel and

advertisement are basically due to the different characteristics of the applicants

generated by the channels considered. In fact, the informal channel tends to reach a

smaller population, whose productivity is less uncertain (pre-screening

hypothesis). On the other hand, the population reached by advertising is usually

broader; this leads to higher expected productivity levels but in the meantime it

may increase the likelihood of mistakes in recruitment. In order to avoid the latter

risk a more intensive selection may be required. The article on developing and

implementing competence based recruitment and selection by Farnham and

Stevens (2000) reported and evaluated how a traditional approach to recruitment

and selection in the social service department of West Sussex County Council was

superseded by a competency based approach. The authors outlined the results of an

internal research investigation that involved managers and personnel and training

specialists. The research participants acknowledged the limitations of the existing

recruitment and selection practices and recognized the need for a more competence

based approach.


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Objective

To know the selection and recruitment process in service sector.

To identify factors affecting selection and recruitment process.


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Rationale

This study assesses the impact of recruitment and selection practices in service

sector in Indore. The effectiveness of recruitment practices in the process of

procurement of the most suitable employee that would enable service industry to

achieve organisational objectives is pertinent to this research study. The present

inability of service industry to attract and engage best suitable employee with the

right knowledge skills and altitude to steer the day to day operation of the business,

high turnover of service industry employee and how best recruitment practices can

impact positively on organisation performance in the hospitality industry is the

major focus of this research.


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Research Methodology

The study: A study of recruitment and selection process in service sector

The sample Size of the unit:

The primary data will be collected through the use of 150 structured questionnaire

dully filled by the people who work in service industry in Indore city.

Tools for data Collection:-

Both primary and secondary data is used in the research.

Data Collection Methods

To conduct the market research the data is collected by two sources.

Primary DataThe primary sources of data refer to the first hand information Primary data is

collected during the survey with the help of Questionnaires.

Secondary Data

Secondary data is one which already exists and is collected from the published

sources. The sources from which secondary data was collected are: Newspapers

and Magazines like Economic Times and Internet

Tools for data analysis:

Sample design: This is an exploratory research and based on convenience

sampling.

Statistical tools used: Percentages analysis in the form of pie-charts.

Documents

Recruitment Sysnopsis