ABSTRACT
The present project work ”RECRUITMENT AND SELECTION
PROCESS” is carried out at “APOLLO HEALTH STREET ”
This project is categorized into seven chapters.
Chapter 1. Deals with the introduction. This chapter sets the
objectives of the study and also gives the need, scope and the
importance of the study.
Chapter 2. Deals with the Research Methodology adopted for
conducting the study and limitations of this study.
Chapter 3. Deals with the introduction to the Industry as well as the
company profile.
Chapter 4. Deals with the review of the literature. This chapter
introduces the concept of recruitment and selection process.
Chapter 5. Deals with the analysis of the data.
Chapter 6. Deals with findings that were arrived at after making the
data analysis.
Chapter 7. Deals with the suggestions and conclusions based on the
findings.
CONTENTS
INDEXPAGE
NUMBER
CHAPTER I 1
Introduction 2-3
Objectives 4
Need scope & importance of the study 5-8
CHAPTER II 9
Methodology 10
Limitations 11
CHAPTER III 12
industry profile and Company profile 13-49
CHAPTER IV 50Introduction & Briefing about Recruitment and selection 51-56
CHAPTER V 57
Primary research analysis & Interpretation 58-67
CHAPTER VI 68
Findings & Conclusion 69-72
CHAPTER VII 73
Suggestions 74
Questionnaire 75-77
Bibliography 78
CHAPTER-I
INTRODUCTION
Recruitment is the set of activities takes place in an organization to
attract job candidates possessing the appropriate characteristics to
help the organization reach its objectives. It involves seeking and
attracting a pool of people from where suitable qualified candidates
can be chosen for vacancy. The basic purpose is to collect a group of
potentially qualified people. Selection is the process of finding out the
most suitable candidates for the suitable job. After identifying the
sources of manpower, searching for prospective employees and
stimulating them to apply for jobs in the organization, the
management has to perform the function of selecting the right
employees at the right time and at the right post.
Sample size taken for study is 100. A. questionnaire
is prepared according to the parameters like human resource planning,
cost effectiveness, induction recruitment and selection. The
questionnaire is distributed to the executives of Apollo Health Street
and basing on the obtained data, conclusions, suggestions &
recommendations are drawn.
Every organization follows the process of
recruitment and selection. In AHS, this process shall be initiated on
receiving a requisition in the prescribed format duly approved by the
MD/ executive director. It should contain the particulars of role,
responsibilities reporting relationship, qualification etc,. The selection
methodology for various positions shall be based on personal
interviews
The recruitment and selection process followed in AHS is
comparatively well defined. Most of the candidates are recruited
through Employee Reference and Consultancy. Candidates selected
are given a probationary period. The suggestions drawn through the
project study are like before posing the candidates to personal
interviews, tests like aptitude, achievement, situational, interest, group
discussion and personality development interview should be
conducted. This helps the company in retaining employees for long
time.
Overall manpower planning in AHS is conducted
systematically and selection procedure is done through experts. This
makes the company to lower the employee turnover at the same time
developing the selected candidates for future organizational goals.
OBJECTIVES OF THE STUDY:
The objectives of the project study include :
• To know the various sources of recruitment and their availability
at AHS.
• To obtain the feed back of the employees about the recruitment
and selection procedures followed in the company.
• To review the recruitment process and to make improvements to
the forthcoming recruitment programs at AHS.
• To find out the effectiveness of the selection procedure at AHS.
• To know various methods of selection procedures adopted by
AHS.
• To suggest measures accordingly.
SCOPE OF THE STUDY
• The scope of the study includes the following aspects of
recruitment and selection
• The feed back of an employee .
• Proper utilization of human resource planning.
• Effectiveness of recruitment process and techniques.
• The selection procedure is effective or not.
• Cost effectiveness.
CHAPTER-II
METHODOLOGY
At APOLLO HEALTH STREET, the recruitment process is initiated on
receiving a requisition in the prescribed format duly approved by the
MD/Executive director. The requisition shall contain particulars of
designation, role and responsibility reporting relationship, qualification
and experience required and critical skills that are essential for
effective performance.
Recruitment process shall commence with an internal search, which
shall be initiated by the HR department. In case no suitable person is
identified from with in, search from the application data bank shall be
resorted to like placement agencies or release of advertisements.
Applications will be collected either by post or personal.
Intimation for interviews shall normally be sent through mail/courier in
the prescribed format. In other cases, it may be sent through other
modes like telegram, telephone, etc.
The project work done in Apollo Health Street was based
on the questionnaire which was filled by the executives of the
company. The questionnaire was prepared based on the recruitment
and selection techniques and was filled on behalf of the following
sample size by their executives.
They were :
Recruitment techniques : Advertisements in media
Placements agencies.
Campus recruitment
Employment exchanges
Employee reference
Online recruitment
Sample size : 100 employees working at executive
level in the corporate office.
The sample was selected randomly.
In Apollo Health Street the above said techniques
are used to search for suitable candidates.
Parameters used in the questionnaire are as follows
• Human Resource Planning
• Recruitment
• Selection
• Cost effectiveness
Basing on the ratings of the employees, the effectiveness of the
recruitment and selection process in the Apollo Health Street will be
clearly known.
SOURCES OF DATA:
1. Primary data
2. Secondary data
3. Analysis of data
Primary data is collected in order to avoid any mistakes
due to transcription which may arise when collected
through secondary sources. The data is collected by
questionnaire method.
Secondary data is collected from the companies’ reports,
manuals and brochures. Through company records, books,
HR reports etc.
SAMPLING PROCEDURE:
The sampling method used was random sampling. The sampling
method was used because of lack of time and lack of knowledge about
the universe. The sample size was fixed to 100 respondents; the
sampling procedure is response form.
STATISTICAL TOOLS USED: PIE CHART:
PERCENTAGE ANALYSIS:
In this research, various percentages are identified in the
analysis and they are presented pictorially by way of bar diagrams and
pie charts in order to have a better quality.
LIMITATIONS
• The superior may not dedicate much time to fill up the
questionnaire which results in not so authentic data or
information.
• The employees may not reveal the secrets of the company.
As the questionnaire is restricted to only 12 questions, the study
could not cover the
other aspects of the topic
COMPANY PROFILE Apollo Health Street is an end-to-end healthcare focused
services company, with impeccable credentials, proven track
record and unwavering commitment aimed at delivering value
added services to its clients. It is backed by the renowned
Apollo hospitals group, headquartered in India, whose
integrated healthcare network involves 35 hospitals, 40 clinics
and 100 plus pharmacy outlets, a workforce of 16000 including
4000 physicians.
Our services, management processes and qualified accredited
professionals match international standards.
We offer Business Process Outsourcing services to US
healthcare providers and payers. We aim to help healthcare
providers and payers worldwide, save time and money, by
remotely executing their non-core health information
management activities such as medical transcription, coding,
revenue cycle management and claims processing. By doing
so, we help our clients to focus on their core business,
increase their productivity and quality of service resulting in
better customer satisfaction and higher revenues.
Our IT based business process solutions are designed to
increase process efficiencies and significantly reduce costs.
Our offerings are tailored to meet the requirements of your
processes while keeping in mind the services you offer, the
technologies that you currently have in place and the direction
in which you want to grow. Through technologies that increase
productivity and open up new sources of benefits to our
clients, we have helped both public and private sector
healthcare organizations improve their business performance.
VISION
To become the leading Healthcare BPO and IT- Services
company with a relentless pursuit of “people excellence”
MISSION
Our mission is to demonstrate World-Class in India. We are
committed to growth, to our values, to ethical standards and
to customer satisfaction at all times. We promise our
employees, clients and partners an extraordinary emphasis on
service excellence and the creation of sustained value.
OUR VALUES
Passion For Excellence
We shall aim at excellence in all our endeavors, both within the
organization and the market in which we deliver our services.
• Integrity & Confidentiality
We shall conduct ourselves in a conscientious manner in
all transactions and deal with people professionally and
transparently, while maintaining privacy and
confidentiality deserved by our customers.
• Focus On Customer
We shall be empathetic, sensitive and responsive to the
needs of our customers – external and internal.
• Trust
We shall live up to the depth and assurance of the
integrity of our character reposed in us by our customers.
• Respect For People
We recognize that people are the corner - stone of our
success. We value our diversity as a source of strength,
and at all times shall treat our colleagues with respect
and dignity.
Benefit to Humanity
We shall remember that our work, in whichever sphere, is to
be at all times, for the greater benefit of the society and
humanity at large.
Apollo Health Street is a global healthcare services company
offering Business Process Outsourcing and IT Solutions and
Services to global clientele with its principle place of business
in the city of Hyderabad, India. Apollo is a focused ‘pure-play’
health care process outsourcing company with business
presence and service delivery capabilities in India, US and the
UK.
Apollo is a subsidiary of the renowned Apollo Hospitals Group
(Reuters Ticker - APLH:BO); India’s largest integrated health
care services provider.
The Apollo Hospital Group has been a key contributor to its
success in building a domain-lead business for health care
services. Backed with the support of the parent organization, it
has emerged as a pure play healthcare back-office and
technology organization creating win-win solutions for clients.
Since its inception in 1999, Apollo Health Street has grown to
be ranked among the top three Healthcare focused BPO firms
in India with a growth rate of more than 70% in the last 3
years.
Apollo’s business solutions address the Provider (Hospital and
Physician) and Payer (Insurer and TPA) segments of the health
care market. The service portfolio includes revenue cycle
management, medical billing, medical coding, claims
administration, claims adjudication and clinical information
systems implementation as offered onsite and/or offshore
The Management team is a dedicated group of skilled
managers and health care domain experts with a passion for
business and for Apollo. Continuous learning, training and
quality continue to drive the management philosophy. Apollo
has been able to demonstrate its fulfillment and services
capabilities across all its business lines and is geared to grow.
ACHEIVEMENTS
• We have doubled our staff strength to 900 FTEs in a span
of one year.
• We have been awarded the largest healthcare contract
outsourced to an offshore location.
• Our clients, who have been with us for 5 years now, stand
undisputable testimony to the high standards of service
we consistently deliver.
• One of the significant highlights of the year 2005 was our
Chairman, Dr. Prathap C. Reddy’s visit to the US as part
of a high level CEO Forum from India. The delegation,
which accompanied the Prime Minister of India, resolved
to strengthen ties between the two countries, and the
future holds great promise of collaborations between us.
• AHS has been recommended for ISO 9001:2000
CERTIFICATION" and we have been certified ISO 27001
(ISO 27001 replaced the original standard, BS 7799-2.).
• The State Government awarded our MD, Ms. Sangita
Reddy the TOP WOMAN ENTREPRENEUR in the
Information & Communication Technology sector for the
year 2005
BPOApollo Health Street is an end-to-end focused global healthcare
services company. We offer back-office services to commercial and
government health plans, managed care organizations, third party
administrators, pharmacy benefit management companies and other
payer organizations. Our processes significantly curtail the operational
cost of care administration and improve the bottom-line of our clients.
Our clientele is among the top five commercial payers in the US
market.
Apollo caters to health information needs of US based Physician groups
and Hospitals. Our HIPAA compliant services, internationally
recognized information management processes and highly qualified
professionals with industry-approved accreditations deliver effective
solutions to our clients. A combination of our global delivery model,
medical domain expertise, US market knowledge and customer focus
provides our clients with superior services at all times entailing a
reduction in total cost of delivery by 30%.
BPO PROVIDERApollo Health Street offers end-to-end healthcare focused services to
Physicians, Physician groups & Hospitals. Our HIPAA compliant
services, internationally recognized information management
processes and highly qualified professionals with industry-approved
accreditations deliver effective solutions to our clients. A combination
of our global delivery model, medical domain expertise, US market
knowledge and customer focus provides our clients with superior
service and reduction in total cost of delivery by 30%. Our key services
for physician groups and hospitals are:
• Revenue Cycle Management and Extended Business Office
• Medical Collection
• Medical Coding
Medical Transcription
BPO PAYER
We offer back-office services to Commercial and Government Health
Plans, Managed Care Organizations, Third Party Administrators,
Consumer Directed Health Plans, Pharmacy Benefit Management
companies and other payer organizations. Our processes significantly
curtail the operational cost of care administration and improve the
bottom-line of our clients while letting them focus on their core
activities. Our clientele is among the top 5 commercial payers in the
US market.
• Claims Administration
• Network Management
• Back Support Services
Medical Management
Payer-side Service Offerings
IT DEVELOPMENT
With our in-depth understanding of both provider and payer business
processes, developing applications that EMPOWER providers and
payers, is what we specialize in. They in turn are able to focus on what
they do best and improve the quality of care and healthcare services.
We partner with Healthcare vendors to develop high-end enterprise
applications for providers, payers, intermediaries, pharmaceutical
companies and other healthcare/life sciences entities.
We offer Software Development, Integration, Maintenance and Support
services to healthcare organizations, globally. We make this possible
with a team of highly qualified and experienced IT professionals and
large pool of Healthcare consultants.
We specialize in:
• Provider Applications
• Payer Applications
• Pharmacy Applications
e-Services
AHS end-to-end development capabilities
QA/QC Testing
Apollo has a well trained and certified Quality team specialized in
advanced technologies. Their skill set on the Quality front adds value
to our clientele as trouble shooting even in complexities are readily
identified and fixed. The QA testing procedures at Apollo meet
deadlines with adherence to a stringent quality testing norm. Apollo
offers a total solution for companies looking for quality QA testing. It is
this service of ours that gives you an edge over our competitors.
AHS Quality difference for Healthcare IT products
IT IMPLEMENTATIONWe, at AHS follow a structured and well-defined implementation
process. This includes, pre-implementation, implementation and post-
implementation stage. Each stage has a series of well-defined steps
that are followed to ensure that our partner’s solution is accepted and
ready-to-roll with the client.
Our implementation team consists of Healthcare professionals or IT
professionals who have worked in Healthcare environment, working on
Information Systems. Thereby, with a better understanding of a
Healthcare facility our implementation team ensures that the
application is implemented 'as it should be' and users appreciate the
benefits that the application will provide.
We partner with Healthcare Information Systems / other enterprise
Healthcare application vendors, to complement their development
team. We partner with the following product companies:
• HIS (For both clinical and administrative modules)
• PACS
• Claims Management Systems
• Healthcare Supply-Chain Mgmt. Systems
• EHR/ EMR in hospitals
• Practice Management Systems in hospitals/ large provider
practices
AHS Implementation Process
We have taken up some large implementation projects across the
globe. Some of the key initiatives being:
• Partnering with large Healthcare organization for implementation
of HIS in Asia
• We have implemented 3rd party and our own HIS, LifeLine, in
over 35 hospitals in Asia
• We are the ‘preferred implementation partners’ one of the
largest HIS firm in Europe.
o We are engaged in a large implementation project in the
UK
• We are the implementation partners of leading billing application
firm in US
With our strong Healthcare domain knowledge and a pool of
experienced implementation professionals, we not only bring
exceptional implementation experience, but also lower implementation
costs.
It HIMS
This product offering for Asia only
An ideal Hospital Information System, manages information across the
entire hospital by eliminating data capture redundancy and controlling
the time & cost, thereby facilitating for a secured access to patient and
administration information within the 4 walls of the hospital on a real
time basis.
LIFELINE is a Hospital Information Management System built for
automating the Care process in-synchronous with the Administrative
process for the New Generation Healthcare Providers.
LIFELINE adopts the best business practice suiting hospitals of varied
sizes.
LIFELINE is an integrated HIS with a comprehensive suite of modules,
providing an array of technological imperatives including,
computerized services booking, automated nursing documentation,
integrated pharmacy, automated medication administration and billing
system that ensures zero lost billing opportunities.
LIFELINE is:
• Seamlessly integrated across all points of care & support
functions leveraging the best clinical and administrative
practices
• Configurable to dynamic clinical and administrative parameters
ensuring a flexible user defined solution
• Highly secure and protects clinically sensitive information with
option to configure access depending on roles, user/group types
• Follows International Medical Standards for codification
• Scalable beyond the 4 walls of the healthcare entity by
leveraging the power of the web
LIFELINE integrates the front-office operations like Helpdesk,
Registration, Appointments Scheduling, OP Clinics, and Patient
Admissions to points-of-care like Wards, Day Care unit, ICU/ICCU/PICUs,
Operation Theatres, Laboratories, Radiology and Pharmacy. All these
modules are tightly integrated with Billing, hence ensuring NO
REVENUE LEAKAGE.
LIFELINE also supports back-office functions like Inventory
administration, Payroll and MIS Reports generation.
InfrastructureFacilities
Apollo Health Street is a private company, incorporated in the United
States and registered under the state laws of Delaware. The corporate
office is located in Long Island, New York with 15 employees. We offer
our clients a global delivery model through our Onsite (Client location),
Onshore (US location) and Offshore (India) delivery capabilities
Our global delivery center is located in the Apollo Hospital Complex in
Hyderabad, India. We have about 600 professionals working out of this
delivery center for clients across the US and UK.
The Apollo group overall occupies more than 4 million square feet
across India (Hyderabad, Delhi, Madras, Bangalore, Bombay and other
centers). Our global delivery center currently occupies a fully furnished
office space of 40,000 square feet, accommodating 350 seats that can
seat close to 600 people on a 2 -shift basis
Library - We have a library housing magazines and journals on
various aspects of healthcare such as Health Information
Standards. Healthcare Financing, Healthcare Technologies and
region specific global healthcare trends
Cafeteria - Subsidized lunch service is available for all the employees
in the Apollo cafeteria. Coffee and tea vending machines are installed
for the employees. Further, food and nutrition counselors are available
for health advice. A round the clock professional catering service is
also available in the hospital cafeteria.
Recreation & Wellness Center - Employees have access to a well-
developed gymnasium with facilities for exercising, yoga, meditation and aerobics. Facilities for sports like table tennis, badminton, and football are available for the employees.
Medical Services - Medical services at the Apollo Hospital are
available round the clock. Medical services at Apollo Hospital are
available at discounted rates for employees and family members.
Logistics - Given that our office is a landmark within Hyderabad city, it
is well connected by both public and private transport. Local staff use
the following transport means:
• Dedicated buses run by us for the staff
• State government run buses, which ply from other parts of the
city to our office
• Private transport like cabs and ‘three wheelers’
• Personal vehicles like cars and two wheelers.
Apollo Health Street offshore delivery center is completely networked
for Voice and Data.
Local Area Network (LAN)
• High performance switches with redundant power and CPU
• Integrated security services including firewalls, filtering and per
port security supplies, end-to-end safe transport for all types of
application data including CRM, ERP and VoIP
• Secured V-LAN for separate clients
Network Security with ACLs
Data & System Security
Network Based Intrusion Prevention (IDS)
With the help of a network-based state-of-the-art intrusion prevention
system we keep track of all attempts and drop packets made to
compromise servers/applications.
Firewall
Deployed high performance firewalls with high availability mode to
secure perimeter networks. All the servers/applications are placed
behind the firewall. All access to servers is compulsorily routed through
this firewall.
Anti-virus
We have deployed enterprise wide anti-virus protection on all servers,
desktops and gateway levels to scan inbound and outbound traffic for
SMTP, HTTP, FTP, and POP3 protocols.
Windows Authentication
Windows 2000-based network with Kerberos enabled logon.
Data Backup
Backup is done on a daily basis using SDLT drives. Monthly backups
are stored offsite. We undertake regular data
restoration ensuring data availability.
Internet Connectivity
Sufficient band width Internet connectivity from different service
providers with OFC & Radio last miles are installed for web connectivity
and redundancy. High performance routers with Internet load
balancers are configured in high availability mode.
International Private Leased Circuit
Adequate dedicated International private leased circuits over the
Pacific and Atlantic routes acquired through different service providers
for redundancy and high availability. Multiple modes for last mile –
Fiber & Radio. Our service providers have delivered an uptime of
99.5% and above.
Call Center
• Hybrid (inbound and outbound).
• Built for both VOIP and VOFR.
• All critical systems and subsystems have built-in redundancies,
supplemented by in-house stocked spares and extremely
stringent response and uptime SLAs.
Our HIPAA compliance initiatives ensure that Protected Health
Information (PHI) is kept secure and the related privacy and security
norms are met. We achieve this through the following:
• Data Security Systems
• Compliance Management
• Training & Education
Our intellectual property and data is safe in a 5-tier security system
• Workstation security
• Server security
• Network security
• Web content security
Data misuse checks
HUMAN RESOURCE PLANNING:
Human resource planning is “a process by which an organisation
should move from its current manpower position to its desired
manpower position. Through planning, management strives to have
the right number and right kind of people at the right places at the
right time, doing things which result in both the organisation and the
individual receiving maximum long-run benefit”.
Human Resource Planning is the efficient utilization of organizational
resources-Human, capital and technological with the continual
estimation of future requirements and the development of systematic
strategies designed toward goal accomplishment.
“The process of determining manpower requirements and the means
for meeting those requirements in order to carry out the integrated
plan of the organisations”
----Coleman
“Human resource planning is an integrated approach to performing the
planning aspects of the personnel function in order to have a sufficient
supply of adequately developed and motivational people to perform
duties and tasks required to meet organizational objectives and satisfy
the individual needs and goals of organization members”.
----Leon C.Megginson
OBJECTIVES:
The important objectives of human resource planning in an
organisation are:-
To recruit and retain the human resource required quantity and
quality.
To foresee the employee turnover and make the arrangements
for minimizing turnover and filling up of consequent vacancies.
To meet the needs of the programmes of expansion
,diversification etc.,
To foresee the impact of technology on work ,existing employees
and future human resource requirements.
To improve the standards, skill, knowledge, ability, discipline,
etc.
To assess the shortage of human resources and take measures
accordingly.
To maintain congenial industrial relations by maintaining
optimum level and structure of human resources
To minimise imbalances caused due to non-availability of human
resources of right kind, right number in right time and at right
place.
To make the best use of its human resources
To estimate the cost of human resources
RECRUITMENT AND SELECTION
MEANING AND DEFINITION
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, organisation charts and control systems
would not do much.
A person unknown , living somewhere comes to a working unit through
this recruitment and selection process provided he is interested in
working. Where recruitment reduces the number of persons applied for
the post due to limited vacancies, selection gives a way to be into the
organization and training the after cup taste. Once the person gets into
it he gets a “golden goose” i.e., a life time security. However the
applicant attitude pays him a lot. Stringent rules and regulations are
applicable in this process of recruitment and selection.
“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 the manpower in adequate numbers to
facilitate effective selection of an efficient workforce”
-------Yoder
“The process of searching for prospective employees and stimulating
them to apply for jobs in the organization”,
-----Edwin B.Flippo
SUB SYSTEMS OF RECRUITMENT
There are four subsystems in recruitment which can be divided into
further subsystems.
• Finding out and developing the sources where the required
number and kind of employee’s are are/will be available.
• Developing suitable techniques to attract the desirable
candidates.
• Employing the techniques to attract candidates, and
• Stimulating as many candidates as possible and making them to
apply them for job irrespective of number of candidates in order
to increase selection ratio.
COMPLEXITY OF THE FUNCTION OF RECRUITMENT
The activity of recruitment i.e., searching for prospective employees is
affected by many factors like,
Organizational policy regarding filling up of certain percentage of
vacancies by internal candidates
Local candidates ( sons of soil)
Influence of trade unions.
Government regulations regarding reservations of certain number of
vacancies to candidates based on community/region/caste/sex .and
Influence of recommendations, nepotism etc.
The other activity of recruitment is consequently affected by
the internal factors such as
• Working conditions
• Promotional opportunities
• Salary levels, type and extent of benefits
• Other personnel policies and practices
• Image of the organization, and
• Ability and skill of the management to stimulate the candidates
It is also affected by external factors like
• Personal policies and practices of various organizations
regarding working conditions, salary, benefits, promotional
opportunities, employee relation etc.
• Career opportunities in other organizations: and
• Government regulations.
However, the degree of complexity of recruitment function can
be minimized by formulating sound policies.
RECRUITMENT POLICIES
Recruitment policy of any organization is derived from personnel
policy of the same organisation. Recruitment policy y itself should take
into consideration the government’s personnel policies of the other
organization regarding merit, internal sources, social responsibility in
absorbing minority sections, women etc Recruitment policy should
commit itself to the organizations personnel policy like enriching the
organizations human resources or serving the community by absorbing
the worker sections and disadvantaged people of the society,
motivating the employees through the internal promotions, improving
the employee loyalty to the organization by absorbing the retrenched
or laid off employees or casual/temporary employees or dependants of
present/former employees etc.,
The following factors should be taken into
consideration in formulating recruitment policy. They are;
• Government policies
• Personnel policies of other compete ting organizations
• Organizations personnel policies
• Recruitment sources
• Recruitment costs
• Selection criteria and preference etc.
SOURCES OF RECRUITMENT
Sources are those where prospective employees are available like
employment exchanges. When a person is needed to fill a vacant
organization position, this individual may come from inside or outside
the company. some companies prefer to recruit from within, since this
aids employee morale, loyalty and motivation. Other companies prefer
to recruit externally to prevent inbreeding and to encourage new ways
of thinking.
INTERNAL SOURCES
Internal sources include;
Present permanent Employees organisations consider the candidates
from internal source for higher level jobs due to:
Availability of most suitable candidates for jobs relatively or equally to
the external sources.
To meet the trade unions demand
To the policy of the organization to motivate the present employees.
Present temporary or casual employees:
Organisation find this sources to fill the vacancies relatively at lower
level owing to the availability of suitable candidates or trade union
pressures or in order to motivate them in their present jobs.
Retrenched or retired employees:
The organization takes the candidates for employment from the
retrenched due to obligation, trade union pressure. Some times the
organizations prefer to re-employ their retired employees as a token of
their loyalty to the organization or to postpone some inter personal
conflicts for promotion etc.
Dependents or deceased, disabled, retired and present employees:
Some organizations, in an attempt to show loyalty, provide
employment to the dependents of deceased, disabled and present
employees. such organizations find this source as an effective source
of recruitment.
External Sources:
Organisations have at their disposal a wide range of external sources
for recruiting personnel. External recruiting is often needed in
organizations that are growing rapidly, or that have a large demand for
technical, skilled, or managerial employees. External source provide a
larger pool of talent, and they prove to be cheaper, especially when
dealing with technical or skilled personnel who need not be offered any
training in the organization, in the long run.
External source include
Educational and training institutes: different types of organizations like
industries, business firms, service organizations can get experienced
candidates of different types from various educational institutions like
colleges and universities imparting education in science, commerce,
arts, engineering and technology, agriculture, medicine, management
studies, etc., and trained candidates in different disciplines like
vocational, engineering, medicine from training institutions like
vocational training institutes of state government in various states,
national industrial training institute for engineers etc., all these provide
facilities for campus recruitment and selection.
Private employment agencies/consultants: public employment
agencies are consultants like ABC consultant in India perform the
recruitment functions on behalf of a client company by charging fee.
Public employment exchanges: the government setup public
employment exchanges in the country to provide
information about vacancies to the candidates and to help the
organizations to find out suitable candidates.
Professional organizations : professional organizations or associations
maintain complete bio data of their members and provide the same to
various organizations on requisition they also act as an exchange
between the members and recruiting firms in the exchanging
information, Clarifying doubts etc., Organisations find this source more
useful to recruit the experienced and professional employees like
executives managers and engineers.
Data banks: the management can collect the bio-data of the
candidates from different sources like employment exchange,
educational training institutes, candidates etc., and feed them in the
computer can get the particulars as and when it needs to recruit.
Casual applicants : depending upon the image of the organization .its
prompt response, participation of the organization in the local
activities, level of unemployment, candidates apply casually apply
casually for jobs through mail or handover the applications in
personnel department.
Similar organizations: Generally , experienced candidates are available
in organizations producing similar products or are engaged in similar
business. The management can get most suitable candidates from this
source.
Trade unions: Generally, unemployed or under employed persons or
employees seeking change in employment put a word to the trade
union leaders with a view to getting a suitable employment due to the
latter’s intimacy with management. The trade union leaders are aware
of this fact and in order to satisfy the trade union leaders,
management enquires trade unions for suitable candidates.
Online recruitment : it has been one of the dominant sources where in
various websites provide the various opportunities and vacancies in
different companies. The candidates can directly apply for the jobs
online and also the companies can get the data bases of the
candidates through the internet .
SELECTION
Selection is the process of finding out most suitable candidate to the
jobs. After identifying the sources of manpower, searching for
prospective employees and stimulating them to apply for jobs in an
organization , the management has to perform the function of
selecting the right employees at the right time. The obvious guiding
policy in selection is the intention to choose the best qualified and
suitable candidate for each unfilled spot. The objective of selection
decision is to choose the individual who can most successfully perform
the job from the pool of qualified candidates.
JOB ANALYSIS:job analysis is the basis for selecting the right
candidate. Every organization should finalise the job analysis, job
description, job specification and employee specification before
proceeding to the next step of selection.
RECRUITMENT: recruitment refers to the process of searching for
prospective employees and stimulating them to apply for jobs in an
organization. Recruitment is the basis for the remaining techniques of
the selection and the later varies depending upon the former.
APPLICATION FORM : application form is also known as application
blank. The technique of application blank is traditional and widely
accepted for securing information from the prospective candidates. It
can also be used as a device to screen the candidates at the
preliminary level. Many companies formulate their own style of
application forms depending upon the requirement of information
based on the size of the company, nature of business activities, type
and the level of the job etc., they also formulate different application
forms for different jobs, at different levels, so as to solicit the required
information for each job.
WRITTEN EXAMINATION: the organisation have to conduct return
examination for the qualified candidates after they are screened on the
basis of the application blanks so as to measure the candidates
attitude towards the job,to measure the canditades aptitude,
reasoning, knowledge and English language.
PRELIMINARY INTERVIEW : preliminary interview is to solicit
necessary information for the prospective applicants and not to asses
the applicant’s suitability to the job. The information thus provided by
the candidate may be related to the job or personal specification,
regarding education, experience, salary expected, physical
requirement etc. preliminary interview is useful as a process of
eliminating the undesirable and unsuitable candidates. If a candidate
satisfies the job requirements regarding most of the areas, that
candidate may be selected for the further process. Preliminary
interviews are short and known as stand-up interviews or seizing up of
the applicants or screening interviews. Certain required amount of
care is to be taken to ensure that the desirable workers are not
eliminated. This interview is also useful to provide the basic
information about the company to the candidate.
GROUP DISCUSSSION: The technique of group discussion is used in
order to secure the further information regarding the suitability of the
candidate for the job. Group discussion is a method where groups of
the successful applicants are brought around the conference table and
are asked to discuss either a case study or a subject matter. The
candidate in a group are required to analyse, discuss, find alternative
solutions and select the sound solution. A selection panel thus observe
the candidates in the areas of initiating the discussion, explaining the
problem, soliciting unrevealing information basing on the given
information and using common sense, keenly observing the discussion
of others, clarifying controversial issues, influencing others, speaking
effectively, concealing and mediating arguments among the
participants and summarizing or concluding aptly. The selection panel,
basing on its observation, judges the candidates’ skill and ability and
ranks them according to their merit. In some cases, the selection
panel may also ask the candidate to write the summary of the group
discussion in order to know the candidates’ writing ability as well.
TESTS: The objective of the tests is to solicit further information to
asses the employee suitability to the job. Some of the important tests
are;
• Intelligent test
• Aptitude test
• Achievement test
• Interest test and personality test
• Situational test
• Judgement test
• Projective test
FINAL INTERVIEW: this is the most essential step in the process of
selection. The interviewer matches the information obtained about the
candidate through various means to the job requirements and to the
information obtained through his own observation during interview.
Some of the types of interviews are:
• Informal interview
• Formal interview
• Planned interview
• Patterned interview
• Non-directive interview
• Depth interview
• Stress interview
• Group interview
• Panel interview
MEDICAL EXAMINATION: certain jobs require certain physical
qualities like clear vision, perfect hearing, unusual stamina, tolerance
of hard working conditions, clear tone etc. medical examination reveals
whether or not a candidate possesses these qualities.
REFERENCE CHECKS: After completion of the final interview and
medical examination, the personnel department will engage in
checking references. Candidates are required to give the names of
reference in their applications forms. These references may be from
the individuals who are familiar with the candidate’s academic
achievements or from the applicant’s previous employer, who is well
versed with the applicant’s job performance, an some times from co-
workers.
FINAL DECISION BY LINE MANAGER: The line manager concerned
has to make the final decision whether to select or reject a candidates
after soliciting the required information through different techniques.
EMPLOYMENT: After taking the final decision, the organization has
to intimate the decision to the decision to the successful as well as
unsuccessful candidates. The organization sends the appointment
orders to the successful candidates, either immediately or after
sometime, depending upon its time schedule. The organizations
communicates the conditions of employment to the successful
candidates along with appointment order. Organizations prepare
contracts of employment and the organization and the candidates
enter into the contract. Then the candidate is employed by the
organization by receiving the joining report from the candidate
formally. After this stage, the candidate becomes the employee of the
organization. The management places the new employee, referably on
probation, before placing him on the right job.
STEPS IN SCIENTIFIC SELECTION PROCESS
RECEIVING APPLICATIONS
SCREENING OF APPLICATIONS
EMPLOYMENT TESTS
REJECTION OF UNSUITABLE CANDIDATES
INTERVIEW
REFERENCE CHECKING
MEDICAL EXAMINATION
FINAL SELECTION
SELECTION TESTS
The most vital technique of selection which gained significance in
recent years is testing. Employment-tests help the management in
evaluating the candidate’s suitability to the job. These tests are also
called psychological tests because psychologists have contributed a lot
in developing these tests. Employment tests is an instrument
designed to measure the nature and degree of one’s psychological
potentialities, based on psychological factors, essential to perform a
given job efficiently.
The purpose of these tests is to help in judging the ability of a
candidate in a given job-situation. The tests help in ranking candidates
and are valuable in determining subsequent success on the job.
Thus tests are useful in selection, placement, promotions,
performance appraisal and potential appraisals.
TESTING CONCEPTS INCLUDE:
JOB ANALYSIS: Job analysis provides basic information about the
type of the candidate needed by the organization. Job specification
and job requirements provide information about the demands made
by a job on the incumbent, whereas employee specification gives the
information about the characteristics, qualities, behaviour of the
employee needed to perform a job successfully.
RELIABILITY: After identifying the tests, the administrator of test
should ensure the reliability of test/instrument. Reliability of a test
refers to the level of consistency of score or results obtained
throughout a series of measurements.
VALIDITY: Any selection device should aim at finding out whether a
candidate possessed the skills or talents required by a particular job or
not.
TYPES OF TESTS
Tests are classified into five types.
1. Aptitude tests
Intelligence tests
Mechanical aptitude
Clerical aptitude tests
Psychomotor tests
2. Achievement tests
Job knowledge tests
Work sample tests
3. Situational tests
Group discussion
In basket
4. Interest tests
5. Personality tests
Objective tests
Projective tests
SELECTION OF INTERVIEWING
Interview is defined as a conversation or verbal interaction, normally
between two people, for a particular purpose. The most widely and
popularly used selection technique is interview. Almost all the
organizations adopt interview technique. It measures all relevant
traits, factors and integrates all necessary information, about the
candidates, collected through various means as its scope is wider than
any other selection technique.
OBJECTIVES: The objectives of interview are:
To collect accurate and essential information about the
candidates.
To provide the candidates with the facts of the job and the
organizations.
To establish a rapport with the prospective employees.
To sell the company at a premium to the candidates.
To judge and evaluate the suitability of the candidate to the job,
basing on job and
organizational requirements.
To see the inner view and feeling of the candidates.
TYPES OF INTERVIEWS
Employment interviews for selecting a most suitable candidate
for a job.
Appraisal interviews for appraising the performance of a
subordinate by superior.
Sales interviews for convincing a customer by a salesman.
Counselling interviews for counseling the employees regarding
their family,
personal and career problems by the personnel manager.
Discussing and enquiring about the grievance or a disciplinary
case (grievance
interview/ disciplinary interview).
Collection of data and information for a research study (data
collection interview).
PLACEMENT
Placement is the determination of the job to which an accepted
candidate is to be assigned and his assignment to that job. When once
the candidate reports for duty, the organization has to place him
initially in that job, for which he is selected. Immediately the candidate
will be trained in various related jobs during the period of probation of
training or trial. The organization, generally, decides the final
placement after the initial training is over, on the basis of candidate’s
aptitude and performance during the training/probation period.
Probation period generally ranges between six months and two years.
If the performance is not satisfactory, the organization may extend the
probation or ask the candidate to quit the job. If the employee’s
performance during the probation period is satisfactory, his services
will be regularized and he will be placed permanently on a job.
INDUCTION:Induction means introducing the employee who is
designated as a probationer to the job, job location, surroundings,
organization, organizational surroundings, and various employees is
the final step of employment process.
CHAPTER-IV
HR DEPARTMENT AT AHS
The HR department at Apollo health street is further divided into
1) Compensation and benefits
2) Employee relation
3) Recruitment and selection
4) Training and development
I have done the project in recruitment and selection department.
Recruitment was done for
1) IT Sector
2) BPO Sector
The BPO is further divided into voice process and non voice process.
GENERAL POLICY
Recruitment shall be resorted to only in such cases where suitable
personnel are not available with in the organization to fill a
vacancy/new position.
Recruitment shall be through advertisements in media / placement
agencies / campus recruitment / Employee Reference / jobsites or
internet / walk-in
Those who have not completed 18 years of age shall not be considered
for training or employment in any category.
SOURCES OF RECRUITMENT
The different sources of recruitment at Apollo Health Street are :
Consultancies
Educational institutions
Jobsites or internet
Reference scheme
Media
Job Rotation
JOB ROTATION- The organization will look for a capable person for a
particular position internally . For the employee it is a change in the job
or job rotation.
EDUCATIONAL INSTITUTIONS- Apollo Health Street goes for campus
recruitments i.e., wherein students are selected on a bulk and are
trained as per the various positions. Some of the educational
institutions that they visited are St. Pious degree college, Badruka
degree college , Little flower degree college.
CONSULTANCIES- Consultancies are the main source of recruitment .
Apollo Health Street hired consultancies like Indwell, S-Cube, Inforika,
Skill Set etc. as the required huge number of candidates for the voice
and non voice process.
Job Sites and Internet – job sites like monster.com, naukri.com,
employment .com provide a good assistance for the organization to get
the list of candidates who are
eligible for the vacant post. Apollo Health street has its own web site
where the interested candidates can submit their resume online.
EMPLOYEE REFERENCE- Employee reference is recommended as one
of the best sources of recruitment. Apollo Health Street has introduced
a new scheme called REFRIENDZ where employees get an amount of
10000 if the candidate referred by him/her is selected. The scheme
existed for a period of one month from deck 18 to jan 18. Other than
that employees get an amount of 1500 foe each candidate referred .
MEDIA- Apollo Health Street also gives advertises the vacancies
through newspapers which is a part of media. News paper helps the
candidates to walk-in directly without any reference.
SELECTION PROCESS
The interview process at Apollo Health Street for the voice process and
non voice process were slightly different
VOICE PROCESS
The department for which candidates were chosen based on voice are
–
1) DCAV
2) MYSIS
3) AR Billing
The selection process include
1) PIR
2) VANC
3) OPS Round
4) Client Round
5) HR round
PIR- Personal introduction round at Apollo Health street is conducted
as a face to face and one to one interview where the candidates are
asked to give their introduction and are tested on various parameters.
VANC – (Voice And Accent Round) This round is conducted by any one
of the voice and accent trainer at Apollo Health Street. In this round
the interviewer will test the voice and fluency of the candidate.
OPS Round – The operations Manager will conduct the interview once
the candidate is through the VANC Round.
Client Round- Once the candidate is through the OPS round he/she
will be lined up for a client round which will be time consuming as the
client is not available at all times.
HR Round- The final round is the HR round where one of the HR is
going to conduct the interview
NON-VOICE
The department for which Recruitment for Semi- Voice candidates was
done was-
1) Contract Loading
2) Big Five
The selection process include
1) Typing test
2) Aptitude Test
3) OPS Round
4) HR Round
Typing Test – At Apollo Health Street the first round for non-voice
process was the typing test . The candidates need to possess a
minimum of 30 words per minute and the minimum rate may increase
up to 45 wpm based on the process with an accuracy of 95%.
Aptitude Test – The next round is the Aptitude test where the
candidate will be tested on the analytical skills.
OPS Round – The operations Manager will conduct the interview once
the candidate is through the Aptitude test.
HR Round- The final round is the HR round where one of the HR is
going to conduct the interview.
CHAPTER-V
1. How did you come to know about Apollo Health Street?
1) Employee reference2) walk-in interview3) website4) newspaper5) Consultancy.
30%
10%
5%
5%
50%
1
2
3
4
5
INTERPRETATION 50% of Candidates are coming through consultancies.30% are coming through employee reference.10% are through walk-in interview. 5% through website 5% through news paper
2. Were you explained about the number of rounds to be conducted in the selection process?
1) yes
2) no
70%
230%
1
2
Interpretation
70% of the people were informed about the number of rounds in selection process
3. What do you prefer in the selection process?
1) Group discussion
2) Role play
3) Written examination
4) Face to face interview
5) Telephonic interview
10%
5%
10%
50%
25%
1
2
3
4
5
INTERPRETATION
Most candidates prefer face-to-face interview which is the current selection process at Apollo Health Street.
4. How much time is taken for the interview process ?
1) Less than 2 hours
2) 2-6 hours
3) 6-8 hours
4) more than a day
0% 10%
20%
70%
1
2
3
4
INTERPRETATION
Apollo Health Street takes more than a day to complete the whole interview process for a candidate.
5. How much time is given to you to join the organization?
1) Immediate spot interviews
2) 1-2 weeks
3) 2-4 weeks
4) more than one month
25%
15%
10%
50%
1
2
3
4
INTERPRETATION
50% of the Candidates are asked to join organization within 2 weeks
6. What is the motive behind choosing the job at Apollo Health Street?
1) Financial support
2) Knowledge gaining
3) Skill enhancement
4) Career growth
20%
10%
20%
50%
1
2
3
4
Interpretation
Most of the candidates choose Apollo health street for career growth
7. Do you agree candidates with more experience should be given preference regardless to merit level?
1) strongly disagree
2) disagree
3) neither agree nor disagree
4) 4) agree
5) strongly agree
5% 2%
10%
30%
53%
1
2
3
4
5
Interpretation
Candidates with more experience should be given preference
8.Are you satisfied by the way the vacancies are advertised by the HR department
1)Yes
2)No
78%
22%
1
2
Interpretation:
78%of the people are satisfied with the way the vacancies were advertised
9.Do you think Apollo health street spends too much in term of time and cost for the recruitment process ?
1) Strongly disagree
2) Disagree
3) Neither agree nor disagrees
4) Agree
5) Strongly agree
20%
10%
10%
25%
35%1
2
3
4
5
Interpretation:
35% of the employees feel that Apollo spends too much of time and cost for recruitment
10. Does the selection process at Apollo Health Street bring in the right candidate for the right job?
1) Strongly disagree
2) Disagree
3) Neither agree nor disagree
4) Agree
5) Strongly agree
5%10%
10%
40%
35%1
2
3
4
5
Interpretation:
Most people feel that Apollo health bring in right candidates through recruitment process
11.How did you feel when you were facing the interview at Apollo health street ?
1) Confident 2) Tensed
3) Stress
4) Relaxed
30%
20%10%
40%1
2
3
4
Interpretation :
Most of the candidates felt relaxed during their interview
CHAPTER-VI
FINDINGS
1. Most of the recruitment at Apollo Health Street is done through
consultancy, followed by employee referrals.
2. The candidates are informed about the number of rounds in the
selection process.
3. Most of the candidates prefer face to face interview.
4. Apollo Health Street takes more than a day to complete the
interview process.
5. Most employees feel that the candidates with more experience
should be given reference regardless to merit level.
6. It is found that Apollo Health the cost of recruitment process is
high
7. It is found that the interview process is conducted in an open
climate and helps them to express themselves freely.
8. It is found that the selection process of Apollo Health street is
effective in getting the right candidate.
CONCLUSIONS
1. At Apollo health street most of the recruitment is done through
consultancies which in turn leads to high HR cost
2. Candidates are satisfied by the way the present selection
process is conducted most of the candidates choose for face to
face interview which is the current selection process at Apollo
health street
3. At Apollo health street the delay in the interview process is
mainly due to the client round where the recruiter needs to line
the candidate for an interview based on the client’s availability.
CHAPTER-VII
SUGGESTIONS AND RECOMMENDATIONS
• It would be more effective for Apollo Health Street to choose as
Employee Referral process for recruitment rather than
consultancies as it would help them to reduce the cost.
• It was felt that there is a shortage of recruitment personnel as
the candidates had to wait for long time to finish the initial
rounds.
• It is advised that Apollo Health Street has to increase the
recruitment personnel or manage the selection process
effectively.
• The recruitment and selection time for a candidate can be
reduced when the internal recruitments are conducted in lieu
with the client interviews.
• It was found that the Management Information System of Apollo
Health Street is not effective as the candidates themselves had
to call back to confirm their status of appointment .
• Data bases of passed out graduates can be considered as a
source of effective recruitment strategy for any immediate
requirement.
QUESTIONNAIRE
1. How did you come to know about Apollo Health Street?
1) Employee reference2) walk-in interview 3) website4) newspaper5) Consultancy.
2. Were you explained about the number of rounds to be conducted in the selection process?
1) yes 2) no
3. What do you prefer in the selection process?
1) Group discussion
2) Role play
3) Written examination
4) Face to face interview
5) Telephonic interview
4. How much time is taken for the interview process ?
1) Less than 2 hours
2) 2-6 hours
3) 6-8 hours
4) more than a day
5. How much time is given to you to join the organization?
1) Immediate spot interviews
2) 1-2 weeks
3) 2-4 week 4) more than one month
6. What is the motive behind choosing the job at Apollo Health Street?
1) financial support
2) Knowledge gaining 3) Skill enhancement 4) Career growth
7. Do you agree candidates with more experience should be given preference regardless to merit level?
1) Strongly disagree
2) Disagree
3) Neither agrees nor disagree
4) Agree
5) Strongly agree
8. Are you satisfied by the way the vacancies are advertised by the HR DEPARTMENT?
1) Yes
2) No
9. Do you think Apollo Health Street spends too much in term of time and cost for the recruitment process?
1) Strongly disagree
2) Disagree
3) Neither agree nor disagree
4) Agree
5) Strongly agree
10. Does the selection process at Apollo Health Street bring in the right candidate for the right job?
1) Strongly disagree
2) Disagree
3) Neither agree nor disagree
4) Agree
5) Strongly agree
11. How did you feel when you were facing the interview at Apollo health street ?
1) confident
2) Tensed
3) Stress
4) Relaxed
12.Any suggestions for improving the current recruitment and selection process?
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