project - sharvari daund(1).doc

8/13/2019 Project - Sharvari Daund(1).doc

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A PROJECT REPORT

ON

RECRUITMENT AND SELECTION WITH REFERENCE TO

CONSULTANCY

PROJECT WORK SUBMITTED IN PARTIAL

FULFILLMENT OF THE REQUIREMENTS

FOR THE AWARD OF THE DEGREE OF

MASTER OF MANAGEMENT STUDIESIN

HUMAN RESOURSE

SUBMITTED BY

SHARVARI GORAKSHA DAUND

UNDER THE GUIDANCE OF

PROF. NISHA MALHOTRA

AlamuriRatnamala

Institute of Engineering & Technology

Affiliated to

UNIVERSITY OF MUMBAI

Department of HR Management

Academic Year

2012- 2014


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CERTIFICATE

This is to certify that the dissertation/project entitled Recruitment and

selection Process with Reference to Consultancysubmitted by Ms.Sharvari

Goraksha Daund Bearing Pin No._______________ on this ____day of______

20__ in partial fulfillment of the requirements for the award of the Degree of

Master of Management Studies of University of Mumbai, is a bonafide work to

the best of my/our knowledge and may be placed before the Examination Board

for their consideration

_________________ ________________

Internal Examiner External Examiner

______________ ________________

Mr. Nishant Kaushik Director

DeanAcademics


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Certificate of Undertaking

I, Sharvari Goraksha Daund hereby declare that project entitled Recruitment

and selection Process with Reference to ConsultancyUndertaken at Alamuri

Ratnamala Institute of Engineering and Technology by Sharvari Goraksha

Daund, Seat No. _______ in partial fulfillment of MMS (Management) degree

(Semester III) Examination, is my original work and the Project has nor formed

the basis for the award of any degree, associate ship, fellowship or any other

similar titles, either in Mumbai University or any other University of India.

(Signature of the Student)



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ACKNOWLEDGEMENT

I, Sharvari Goraksha Daund, a student of Allamuri Ratnamala Institute of

Engineering & Technology, would like to take this opportunity to express my

sincere thanks to all.

I wish to express my deep sense of gratitude to my Internal Guide, Prof. Nisha

Malhotra for her able guidance and useful suggestions, which helped me in

completing the project work, in time that had been a source of inspiration and

for her timely guidance in the conduct of my project work.

(Signature of the Student)



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EXECUTIVE SUMMARY


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Recruitment and Selection are simultaneous process and are incomplete without

each other. They are important components of the organization and are different

from each other. Since all the aspect needs practical example and explanation

this project includes Recruitment and selection Process of Infosys. And a

practical case study. It also contains addresses of various and top placement

consultants and the pricelist of advertisements in the magazine.


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Index

Sr.

No.

Content Page

No.

1 Objectives 1

2 Methodology 3

3 Scope & Limitations of Research 5

4 Recruitment 7

5 Importance of recruitment 10

6 Recruitment process 12

7 Sources of recruitment 16

8 Internal Sources of Recruitments 18

9 External sources of recruitment 19

10 Factors affecting recruitment 22

11 Internal factors 23

12 External factors 26

13 Recruitment policy 30

14 Components of the Recruitment Policy 32

15 Factors affecting recruitment policy 33

16 Recent trends in recruitment 35

17 ERecruitment 38

18 Advantages of Recruitment 40

19 Advantage & Disadvantage of ERecruitment 44

20 Recruitment v/s selection 47

21 Recruitment management system 50

22 Outsourcing recruitment 51

23 Advantages of outsourcing 55

24 Outsourcing process 58

25 How to select consultants 60


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26 Recruitment strategies 62

27 HR challenges in recruitment 66

28 Forms of recruitment 70

29 Equal employment opportunity 74

30 Headhunting 75

31 Revolve Corporate 81

32 Questioner 86

33 Findings 89

34 Recommendations 91

35 Conclusion 93

36 Bibliography 96


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OBJECTIVES


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OBJECTIVES

1. To make a study on the most preferably used recruitment source in thecompanies. (internal/external) whether is it in case of junior, middle or senior

level.

2. To understand the recruitment strategies followed by the companies.

3. To identify the types of interviews conducted by the companies.

4. To take into consideration the different types of competency based practices

conducted by the companies.

5. To understand the steps of recruitment procedure followed by the companies.

6. To study the importance of the factors that influences the recruitment policy.

7. To analyze the challenges the countered by the HR of the companies.

8. To make a study on the crucial factors responsible for the selection process.

9. To assess the conditions responsible for making the selection procedure

successful.

10. To know the steps of the selection process followed by the companies.

11. To know whether induction is carried on by the companies.

12. To assess the importance of both recruitment & selection in HRM.


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Methodology


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Methodology

Source of Information:

I. Primary:The primary information is collected through Face to Face Interview, Observations and by

participation in Recruitment and Selection Procedure.

II.

Secondary:The Secondary Information is collected through website, Journals, Books and some other relevant

sources.

Both Primary and Secondary Data sources are used to generate this report.

Primary Data sources are Scheduled survey, informal discussion with professionals and observations

while working.

The secondary Data sources are different published website of revolve and other books which are

referred.


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Scope & Limitations of

Research


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Scope of Research

The report deals with the recruitment and selection process in terms of

theoretical point of view and the practical use.

The study allow to learn about Recruitment and Selection issues, modern

techniques and models used to make it more efficient.

The study helps to learn the practical procedures followed by the leading

organizations.

Moreover the study will help to differentiate between the practices and theories

that direct to realize how the organization can improve their Recruitment and

Selection Process.

Limitations of Research

The main limitation of the study is the collection of Information. Because most

of the information are confidential. So they dont want to disclose them. And I

am not able to show any forms which they use in the time of joining or we use

to upgrade the files.


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Recruitment


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RecruitmentRecruitment is the process of searching the candidates for employment andstimulating them to apply for jobs in the organization. Recruitment is the

activity that links the employers and the job seekers. A few definitions of

recruitment are:

A process of finding and attracting capable applicants for employment.The process begins when new recruits are sought and ends when theirapplications 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 requirementof staffing schedule and to employ effective measures for attracting that

manpower in adequate numbers to facilitate effective selection of an

efficient working force.

Recruitment of candidates is the function preceding the selection, whichhelps create a pool of prospective employees for the organization so that

the management can select the right candidate for the right job from this

pool.

The main objective of the recruitment process is to expedite the selectionprocess. Recruitment is a continuous process whereby the firm attempts

to develop a pool of qualified applicants for the future human resources

needs even though specific vacancies do not exist. Usually, the

recruitment process starts when a manger initiates an employee

requisition for a specific vacancy or an anticipated vacancy.


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RECRUITMENT NEEDS ARE OF THREE TYPES

PLANNED

I.e. the needs arising from changes in organization and retirement policy.

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.


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Importance of recruitment

The Purpose and Importance of Recruitment are given below:

Attract and encourage more and more candidates to apply in theorganization.

Create a talent pool of candidates to enable the selection of bestcandidates for the organization.

Determine present and future requirements of the organization inconjunction 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 numberof visibly under qualified or overqualified job applicants.

Help reduce the probability that job applicants once recruited and selectedwill leave the organization only after a short period of time.

Meet the organizations legal and social obligations regarding thecomposition of its workforce.

Begin identifying and preparing potential job applicants who will beappropriate candidates.


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Increase organization and individual effectiveness of various recruitingtechniques and sources for all types of job applicants


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Recruitment process


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Recruitment process

The recruitment and selection is the major function of the human resource

department and recruitment process is the first step towards creating the

competitive strength and the recruitment strategic advantage for the

organizations.

Recruitment process involves a systematic procedure from sourcing the

candidates to arranging and conducting the interviews and requires many

resources and time.

A general recruitment process is as follows:

Identifying the vacancy:The recruitment process begins with the human resource department receiving

requisitions for recruitment from any department of the company. These

contain:

Posts to be filled

Number of persons

Duties to be performed

Qualifications required

Preparing the job description and person specification. Locating and developing the sources of required number and type of

employees (Advertising etc.).

Shortlisting and identifying the prospective employee with requiredcharacteristics.

Arranging the interviews with the selected candidates. Conducting the interview and decision making


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Recruitment Process includes following :

1. Identify vacancy

2. Prepare job description and person specification

3. Advertising the vacancy

4. Managing the response

5. Shortlisting

6. Arrange interviews

7. Conducting interview and decision making

The recruitment process is immediately followed by the selection process i.e.

the final interviews and the decision making, conveying the decision and the

appointment formalities.


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Sources of recruitment


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Sources of recruitment

Every organization has the option of choosing the candidates for its recruitment

processes from two kinds of sources: internal and external sources. The sources

within the organization itself (like transfer of employees from one department to

other, promotions) to fill a position are known as the internal sources of

recruitment. Recruitment candidates from all the other sources (like outsourcing

agencies etc.) are known as the external sources of recruitment.


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Internal Sources of Recruitments

1.TRANSFERS

The employees are transferred from one department to another according to

their efficiency and experience.

2. PROMOTIONS

The employees are promoted from one department to another with more

benefits and greater responsibility based on efficiency and experience.

3. Others are Upgrading and Demotion of present employees according to their

performance.

4. Retired and Retrenched employees may also be recruited once again in case

of shortage of qualified personnel or increase in load of work recruitment such

people save time and costs of the organizations as the people are already aware

of the organizational culture and the policies and procedures.

5. The dependents and relatives of Deceased employees and Disabled

employees are also done by many companies so that the members of the family

do not become dependent on the mercy of others.


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External sources of recruitment

1. PRESS ADVERTISEMENTS

Advertisements of the vacancy in newspapers and journals are a widely used

source of recruitment. The main advantage of this method is that it has a wide

reach.

2. EDUCATIONAL INSTITUTES

Various management institutes, engineering colleges, medical Colleges etc. are

a good source of recruiting well qualified executives, engineers, medical staff

etc. They provide facilities for campus interviews and placements. This source

is known as Campus Recruitment.

3. PLACEMENT AGENCIES

Several private consultancy firms perform recruitment functions on behalf of

client companies by charging a fee. These agencies are particularly suitable for


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recruitment of executives and specialists. It is also known as RPO (Recruitment

Process Outsourcing)

4. EMPLOYMENT EXCHANGES

Government establishes public employment exchanges throughout the country.

These exchanges provide job information to job seekers and help employers in

identifying suitable candidates.

5. LABOUR CONTRACTORS

Manual workers can be recruited through contractors who maintain close

contacts with the sources of such workers. This source is used to recruit labor

for construction jobs.

6. UNSOLICITED APPLICANTS

Many job seekers visit the office of wellknown companies on their own. Such

callers are considered nuisance to the daily work routine of the enterprise. But

can help in creating the talent pool or the database of the probable candidates

for the organization.

7. EMPLOYEE REFERRALS / RECOMMENDATIONS

Many organizations have structured system where the current employees of the

organization can refer their friends and relatives for some position in their

organization. Also, the office bearers of trade unions are often aware of the

suitability of candidates. Recruitment Management can inquire these leaders for

suitable jobs. In some organizations these are formal agreements to give priority

in recruitment to the candidates recommended by the trade union.

8. RECRUITMENT AT FACTORY GATE


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Unskilled workers may be recruited at the factory gate these may be employed

whenever a permanent worker is absent. More efficient among these may be

recruited to fill permanent vacancies.


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Factors affecting recruitment

The recruitment function of the organizations is affected and governed by a mix

of various internal and external forces. The internal forces or factors are the

factors that can be controlled by the organization. And the external factors are

those factors which cannot be controlled by the organization. The internal and

external forces affecting recruitment function of an organization are:


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Internal factors


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Internal factors

1. RECRUITMENT POLICY

The recruitment policy of an organization specifies the objectives of recruitment

and provides a framework for implementation of recruitment program. It may

involve organizational system to be developed for implementing recruitmentprograms and procedures by filling up vacancies with best qualified people.

FACTORSS AFFECTINGG RECRUITMENT POLICY

Organizational objectives

Personnel policies of the organization and its competitors.

Government policies on reservations.

Preferred sources of recruitment.

Need of the organization.

Recruitment costs and financial implications.


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2. HUMMAN RESOURRCE PLANNINNG

Effective human resource planning helps in determining the gaps present in the

existing manpower of the organization on. It also helps in determining the

number of employees to be recruited and what qualification they must possess.

3. SIZE OF THE FIRMM

The size of the firm is an important factor in recruitment process.

If the organization is planning to increase its operations and expand its business,

it will think of hiring more personnel, which will handle its operations.

4. COSTT

Recruitment incur cost to the employer, therefore, organizations try to employ

that source of recruitment which will bear a lower cost of recruitment to the

organization for each candidate.

5. GROWTH AND EXPANSION

Organization will employ or think of employing more personnel if it is

expanding its operations.


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External factors


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External factors

The external factors which affecting recruitment are the forces which cannot be

controlled by the organization.

The major external forces are:

1. SUPPLY AND DEMAND

The availability of manpower both within and outside the organization is an

important determinant in the recruitment process. If the company has a demand

for more professionals and there is limited supply in the market for the

professionals demanded by the company, then the company will have to depend

upon internal sources by providing them special training and development

programs.

2. LABOUR MARKET

Employment conditions in the community where the organization is located will

influence the recruiting efforts of the organization. If there is surplus of

manpower at the time of recruitment, even informal attempts at the time of


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recruiting like notice boards display of the requisition or announcement in the

meeting etc will attract more than enough applicants.

3. IMAGE / GOODWILL

Image of the employer can work as a potential constraint for recruitment. An

organization with positive image and goodwill as an employer finds it easier to

attract and retain employees than an organization with negative image. Image of

a company is based on what organization does and affected by industry. For

example finance was taken up by fresher MBAs when many finance companies

were coming up.

4. POLITICALSOCIALLEGAL ENVIRONMENT

Various government regulations prohibiting discrimination in hiring and

employment have direct impact on recruitment practices. For example,

Government of India has introduced legislation for reservation in employment

for scheduled castes, scheduled tribes, physically handicapped etc. Also, trade

unions play important role in recruitment. This restricts management freedom to

select those individuals who it believes would be the best performers.

If the candidate cant meet criteria stipulated by the union but union regulations

can restrict recruitment sources.

5. UNEMPLOYMENT RATE

One of the factors that influence the availability of applicants is the growth of

the economy (whether economy is growing or not and its rate). When the

company is not creating new jobs, there is often oversupply of qualified labour

which in turn leads to unemployment.

6. COMPETITORS


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The recruitment policies of the competitors also affect the recruitment function

of the organizations. To face the competition, many a times the organizations

have to change their recruitment policies according to the policies being

followed by the competitors.


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Recruitment policy


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Recruitment policy

In todays rapidly changing business environment, a well defined recruitment

policy is necessary for organizations to respond to its human resource

requirements in time. Therefore, it is important to have a clear and concise

recruitment policy in place, which can be executed effectively to recruit the best

talent pool for the selection of the right candidate at the right place quickly.

Creating a suitable recruitment policy is the first step in the efficient hiring

process. A clear and concise recruitment policy helps ensure a sound

recruitment process.

It specifies the objectives of recruitment and provides a framework for

implementation of recruitment programme. It may involve organizational

system to be developed for implementing recruitment programs and procedures

by filling up vacancies with best qualified people.


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Components of the Recruitment Policy:

*The general recruitment policies and terms of the organization

* Recruitment services of consultants

* Recruitment of temporary e employees

* Unique recruitment situations

* The selection process

* The job descriptions

* The terms and conditions of the employment

A recruitment policy of an organization should be such that:

It should focus on recruiting the best potential people.

To ensure that every applicant and employee is treated equally with dignityand respect.

Unbiased policy.

To aid and encourage employees in realizing their full potential.

Transparent, task oriented and merit based selection.

Weight age during selection given to factors that suit organization needs.

Optimization of manpower at the time of selection process. Defining the competent authority to approve each selection.

Abides by relevant public policy and legislation on hiring and employment

relationship.

Integrates employee needs with the organizational needs.


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Factors affecting

recruitment policy


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Recent trends inrecruitment


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Recent trends in recruitment

The following trends are being seen in recruitment:

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 the organisation and creating a suitable pool of talent

for the final selection by the organisation. 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 organisations 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

resumes/candidates.

5. Company can save a lot of its resources and time

POACHING/RAIDING


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Buying talent (rather than developing it) is the latest mantra being followed

by the organisations 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.


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ERECRUITMENT


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Advantages of recruitment

Low cost. No intermediaries Reduction in time for recruitment. Recruitment of right type of people. Efficiency of recruitment proces

The buzzword and the latest trends in recruitment is the E Recruitment. Also

known as Online recruitment, it is the use of technology or the web based

tools to assist the recruitment processes. The tool can be either a job website

like naukri.com, the organizationscorporate web site or its own intranet. Many

big and small organizations are using Internet as a source of recruitment. They

advertise job vacancies through worldwide web. The job seekers send their

applications or curriculum vitae (CV) through an email using the Internet.

Alternatively job seekers place their CVs in worldwide web, which can be

drawn by prospective employees depending upon their requirements.


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The internet penetration in India is increasing and has tremendous potential.

According to a study by NASSCOM

Jobs are among the top reasons why new users will come on to the internet,

besides email. There are more than 18million resumes floating online across

the world.

The two kinds of erecruitment that an organization can use is

Job portalsi.e. posting the position with the job description and the jobspecification on the job portal and also searching for the suitable resumes

posted on the site corresponding to the opening in the organization.

Creating a complete online recruitment/application section in the

companysown website. Companies have added an application system

to its website, where the passive job seekerscan submit their resumes

into the database of the organization for consideration in future, as and

when the roles become available.

Resume Scanners:Resume scanner is one major benefit provided by thejob portals to the Organizations. It enables the employees to screen and

filter the resumes through predefined Criteriasand requirements (skills,

qualifications, Experience, payroll etc.) of the job. Job sites provide a

24*7 access to the database of the resumes to the employees facilitating

the justin

time hiring by the organizations. Also, the jobs can be posted

on the site almost immediately and is also cheaper than advertising in the

employment newspapers. Sometimes companies can get valuable

references through the passersby applicants. Online recruitment helps

the organisations to automate the recruitment process, save their time and

costs on recruitments


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Online Recruitment

Techniques


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Online recruitment techniques

Giving a detailed job description and job specifications in the job postings to

attract candidates with the right skill sets and qualifications at the first stage.

Erecruitment should be incorporated into the overall recruitment strategy of the

organization.

A well defined and structured applicant tracking system should be integrated

and the system should have a backend support.

Along with the backoffice support a comprehensive website to receive and

process job applications (through direct or online advertising) should bedeveloped.

Therefore, to conclude, it can be said that erecruitment is the Evolving face of

recruitment.

Advantage & Disadvantage of E-Recruitment

Newspapers are still jobseekers most popular source of vacancies. But the

Internet is fast becoming a rival. In the past four years, the web has nearly

doubled in popularity among job hunters.

Thats according to a survey by the British Market Research Bureau, which

discovered that 23 per cent of those questioned preferred to go online to find

work.


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Well over 1m people have found jobs online during the past five years, and as

graduates and young professionals become increasingly IT literate, so the

numbers will greatly increase.

But IT career consultants say it is unlikely that online recruitment will ever

replace traditional methods like newspapers, the trade press, wordof mouth and

contacting a company directly, which are seen as proactive ways of finding

work, while the Internet is regarded as reactive.

Another surveyby IT services firm Paritysuggested that only five per cent

of big employers used the Internet to recruit in 2003, compared to 33 per cent in

2001. The common complaints about online jobhunting centre on the

impersonal nature its lack of human contact and personal feedback. Job

seekers bemoan the fact that details can be out of date, sites crash at vital

moments and emails get lost. Recruitment sites also sometimes dont have

information arranged in a logical or accessible fashion.

However, the Internet is speedy, instantly available and offers a vast amount of

information on job hunting as well as offering vacancies aplenty, allowing

people to search, view and apply for jobs and post CVs at the click of a mouse,

at any time of the day or night. Many jobsearch sites, such as many listed in

our Jobs channel offer free registration and job alerts by email. When used in

tandem with more traditional, human offline methods, the web can be

extremely useful in helping shape your career.

Webbased recruitment offers candidates access to a sizeable amounts of

information about their potential employers, making brushingup on the

background much easier than it was in preInternet days. Websites, with their

interactive elements, are far more useful than company brochures in offering an

idea of how a company views itself and what it expects from its members of

staff.


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Some recruiters have abandoned their online methods because they were being

inundated with unwanted or inappropriate emails. But many more businesses

have refined their websites to benefit both themselves and potential employees.

Filtering software can screen applicants early in the process; meaning valid

applicants are less likely to be lost in the glut of applications.

The very best employers websites offer realistic job previews, sometimes

through editorials featuring interviews with people currently working at the

firm. Applicants may be able to email specific employees, nominated by the

company as spokespeople, to enquire about the nature of a position. Having

access to a wealth of knowledge means you wont waste your timeapplying for

a role to which you are not suited.

Competency questionnaires, ability tests and psychometric exams can feature

online at the front end of the job application process, meaning applicants who

pass these stages are the most suitable and likeliest to be considered.

It can be weeks between sending an application by post and taking a new job,

by way of interviews and aptitude tests. That time frame can now potentially be

reduced to days, even hours, without the need to ever leave your PC.


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RECRUITMENT

V/S SELECTION


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RECRUITMENT V/S SELECTION

Both recruitment and selection are the two phases of the employment process.

The differences between the two are:

1. The recruitment is the process of searching the candidates for employmentand stimulating them to apply for jobs in the organization WHEREAS selection

involves the series of steps by which the candidates are screened for choosing

the most suitable persons for vacant posts.

2. The basic purpose of recruitments is to create a talent pool of candidates too

enable the selection off best candidates for thee organization, by attracting more

and more employees to apply in the organization WHEREAS the basic purpose

of selection process is to choose the right candidate to fill the various positions

in the organization.

3. Recruitment is a positive process i.e. encouraging more and more employees

to apply WHEREAAS selection is a negative process as it involves rejection of

the unsuitable candidates.


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4. Recruitment is concerned with tapping the sources off human resources

WHEEREAS selection is concerned with selecting the most suitable candidate

through various interviews and tests.

5. There is no contract of recruitment established in recruitment WHEREAS

selection results in a contract of service between the employer and the selected

employee. Recruitment management system is the comprehensive tool to

manage the entire recruitment processes of an organization. It is one of thee

technological tools facilitated by the information management systems to the

HR of organizations. Just like performance management, payroll and other

systems, Recruitment management system helps to contour the recruitment

processes and effectively managing the ROI on recruitment.


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The features, functions and major benefits of the recruitment

management system are explained below:

Structure and systematically organize the entire recruitment processes.

Recruitment management system facilitates faster, unbiased, accurate and

reliable processing of applications from various applications. Helps to reduce

the timeperhire and costperhire.

Recruitment management system helps to incorporate and integrate the various

links like the application system on the official website of the company, the

unsolicited applications, outsourcing recruitment, the final decision making to

the main recruitment process.

Recruitment management system maintains an automated active database of the

applicants facilitating the talent management and increasing the efficiency of

the recruitment processes.

Recruitment management system provides and a flexible, automated and

interactive interface between the online application system, the recruitment

department of the company and the job seeker. Offers tolls and support to

enhance productivity, solutions and optimizing the recruitment processes to

ensure improved ROI.

Recruitment management system helps to communicate and create healthy

relationships with the candidates through the entire recruitment process.

The Recruitment Management System (RMS) is an innovative information

system tool which helps to sane the time and costs of the recruiters and

improving the recruitment processes.


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Outsourcing

Recruitment


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Outsourcing recruitment

Outsourcing Recruitment is the human resource (HR) processes is the latest

practice being followed by middle and large sized organizations. It is being

witnessed across all the industries. In India, the HR processes are being

outsourced from nearly a decade now.

Outsourcing industry is growing at a high rate.

Human Resource Outsourcing refers to the process in which an organization

uses the expert services of a third party (generally professional consultants) to

take care of its HR functions while HR management can focus on the strategic

dimension of their function. The functions that are typically outsourced are the

functions ones that need expertise, relevant experience, knowledge and best

methods and practices. This has given rise to outsourcing the various HR

functions of an organization.

HR Consultancies such as MaFoii and Placement Consulting provide such

services through expert professional consultants.

Human resources business process outsourcing (HR BPO) is a major component

of the worldwide BPO market.

Performance management outsourcing involves all the performance monitoring,


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Measurement, management being outsourced from a third party or an external

organization.

Many organizations have started outsourcing its recruitment processes i.e.

transferring all or some part of its recruitment process to an external consultant

providing the recruitment services.

It is commonly known as RPO i.e. recruitment process outsourcing.

More and more medium and large sized organizations are outsourcing their

recruitment process right from the entry level jobs to the C-level jobs.

The present value off the recruitment process outsourcing industry ((RPO) in

India is estimated to be $2.5 billion and it is expected to grow at the annual rate

of 30-40 percent for the next couple of years.

According to a recent survey, only 8-10 percent of the Indian companies are

complete recruitment processes. However, the number of companies

outsourcing their recruitment processes is increasing at a very fast rate and so is

the percentage of their total recruitment processes being outsourced.

Outsourcing organizations strive for providing cost saving benefits to their

clients. One of the major advantages too organizations, who outsource their

recruitment process, is that it helps to save up to as much as 40 per cent of their

recruitment costs. With the experience, expertise and the economies of scale of

the third party, organizations are able to improve the quality of the recruits

and the speed of the whole process.

Also, outsourcing enables the human resource professionals of organizations to

focus on the core and other HR and strategic issues.


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Outsourcing also gives a structured approach to the whole process of

recruitment, with the ultimate power of decision making of recruiting with the

organization itself.

The portion of the recruitment cycle that is outsourced range from preparing job

descriptions to arranging interviews, the activities that consume almost 70

percent of the time of the whole recruitment process.

Outsourcing the recruitment processes for a sector like BPO, which faces an

attrition of almost 50-60 per cent, can help the companies in BPO sector to save

costs tremendously and focus on other issues like retention. The job seekers are

also availing the services of the

third parties (consultants) for accessing the latest job opportunities.

In India, the trend of outsourcing recruitment is also catching up fast.

For example: Vodafone outsources its recruitment activities to

Alexander Mann Solutions (RPO service provider).

Wipro has outsourced its recruitment process to

MeritTrac.

Yes bank is also known to outsource 50 per cent of its recruitment processes.

Advantages of outsourcing

Traditionally, recruitment is seen as the cost incurring process in an

organization. HR outsourcing helps the HR professionals of the organizations to

concentrate on the strategic functions and processes of human resource

management rather than wasting their efforts, time and money on the routine

work.


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Outsourcing the recruitment processes helps to cut the recruitment costs to 20 %

and also provide economies of scale to the large sized organizations.

The major advantages of outsourcing recruitment performance management are:

Outsourcing is beneficial for both the corporate organizations that use the

outsourcing services as well as the consultancies that provide the service to the

corporate. Apart from increasing their revenues, outsourcing Process provides

business opportunities to the service providers, enhancing the skill set of the

service providers and exposure to the different corporate experiences thereby

increasing their expertise.


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The advantages accruing to the corporate are:

Turning the management's focus to strategic level processes of HRM

Accessibility to the expertise of the service providers

Freedom from red tape and adhering to strict rules and regulations

Optimal resource utilization

Structured and fair performance management.

A satisfied and, hence, highly productive employees

Value creation, operational flexibility and competitive advantage

Therefore outsourcing helps both the organizations and the consultancies to

grow and perform better.


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Outsourcing process


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Outsourcing process


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How to select consultants

If an organization decides to outsource its recruitment processes or activities, it

is very important to find and select a suitable recruitment consultant or

consultancies, which can deliver results according to the needs off the

organization.

Today, there are thousands of consulting firms (consultancies) as well as

freelance consultants working independently.

An organization looks for various considerations and qualities before selecting

the suitable recruitment consultant.

The reputation of the consulting firm in the job market (based on expertise and

experience).

Who are the consultantsor firmspast and present

Clients?

Consultants expertise and experience (from how long has he/firm been in the

business)

Does the recruitment consultant have the requisite resources to complete the

targets on time?

Get the idea of the effectiveness and the services of the recruitment consultant

from its current and past clients. Qualities of an independent recruitment

consultant:


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Some of the qualities or characteristics looked in recruitment consultants

are:

Marketing skills

Flexibility and adaptability

Wisdom

Exuberance

Ability to prioritize

Ambition

Resourcefulness

Diplomacy/delicacy Selecting the right recruitment consultant is essential for

the effective recruitment processes. A successful Recruitment consultant is

someone who is Determinative, focused, and able to create opportunities for

him, works harder and smarter than competitors and continually set and achieve

higher standards.


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Recruitment

strategies


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Recruitment strategies

Recruitment is of the most crucial roles of the human resource professionals.

The level of performance of and organization depends on the effectiveness of its

recruitment function. Organizations have developed and follow recruitment

strategies to hire the best talent for their organization and to utilize their

resources be well planned and practical to attract more and good talent to apply

in the organization.

For formulating an effective and successful recruitment strategy, the

strategy should cover the following elements:

1. Identifying and prioritizing jobs Recruitment keeps arising at various levels

in every organization; it is almost a never-ending process. It is impossible to fill

all the positions immediately. Therefore, there is a need to identify the positions


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requiring immediate attention and action. To maintain the quality of the

recruitment activities, it is useful to prioritize the vacancies whether to focus on

all vacancies equally or focusing on key jobs first.

2. Canddidates to target the recruitment process can be effective only if the

organization completely understands the requirements of the type of Candidates

that are required and will be beneficial for the organization.

This covers the following parameters as well:

A successful recruitment strategy should be

Performance level required: Different strategies are required for focusing on

hiring high performers and average performers.

Experience level required: the strategy should be clear as to what is the

experience level required by the organization. The candidatesexperience can

range from being a fresher to experienced senior professionals.

Category of the candidate: the strategy should clearly define the target

candidate. He/she can be from the same industry, different industry,

unemployed, top performers of the industry etc.

3. Sources of recruitment the strategy should define various sources (external

and internal) of recruitment. Which are the sources to be used and focused for

the recruitment purposes for various positions? Employee referral is one of the

most effective sources of recruitment.


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Category of the candidate: the strategy should clearly define the targetcandidate. He/she can be from the same industry, different industry,

unemployed, top performers, of the industry etc.

4. Trained recruiters

The recruitment professionals conducting the interviews and the other

recruitment activities should be welltrained and experienced to conduct the

activities. They should also be aware of the major parameters and skills (e.g.:

behavioral, technical etc.) to focus while interviewing and selecting a candidate.

5. How to evaluate the candidates

The various parameters and the ways to judge them i.e. the entire recruitment

process should be planned in advance. Like the rounds of technical interviews,

HR interviews, written tests, psychometric tests etc.


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HR challenges in

recruitment


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HR challenges in recruitment

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 professionals

handling the recruitment function of the organization are constantly facing new

challenges in Recruitment. The biggest HR challenge in Recruitment 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.


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The major challenges faced by the HR in recruitment are:

Adaptability to globalizationThe HR professionals are expected andrequired to keep in tune with the changing times, i.e. the changes taking

place across the globe. HR should maintain the timeliness of the process

Lack of motivation Recruitment is considered to be a thankless job.Even if the organization is achieving results, HR department or

professionals are not thanked for recruiting the right employees andperformers.

Process analysisThe immediacy and speed of the recruitment processare the main concerns of the HR in recruitment. The process should be

flexible, adaptive and responsive to the immediate requirements. The

recruitment process should also be cost effective.

Strategic prioritization The emerging new systems are both anopportunity as well as a challenge for the HR professionals. Therefore,

reviewing staffing needs and prioritizing the tasks to meet the changes in

the market has become a challenge for the recruitment professionals.


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Forms of recruitment


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Forms of recruitment

The organizations differ in terms of their size, business, processes and practices.

A few decisions by the recruitment professionals can affect the productivity and

efficiency of the organization. Organizations adopt different forms of

recruitment practices according to the specific needs of the organization. The

organizations can choose from the centralized or decentralized forms of

recruitment, explained below:

CENTRALIZED RECRUITMENT

The recruitment practices of an organization are centralized when the HR /

recruitment department at the head office performs all functions of recruitment.

Recruitment decisions for all the business verticals and departments of an

organization are carried out by the one central HR (or recruitment) department.

Centralized from of recruitment is commonly seen in government organizations.

Benefits of the centralized form of recruitment are:

Reduces administration costs Better utilization of specialists Uniformity in recruitment Interchangeability of staff Reduces favoritism Every department sends requisitions for recruitment to their central office

DECENTRALIZED RECRUITMENT


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Decentralized recruitment practices are most commonly seen in the case of

conglomerates operating in different and diverse business areas. With diverse

and geographically spread business areas and offices, it becomes important to

understand the needs of each department and frame the recruitment policies and

procedures accordingly. Each department carries out its own recruitment.

Choice between the two will depend upon management philosophy and needs of

particular organization. In some cases combination of both is used. Lower level

staffs as well as top level executives are recruited in a decentralized manner.

Equal employment opportunity

Equal employment opportunity refers to the approach of the employers to

ensure the practice of being fair and impartial in the employment process. *The

term "Equal Opportunity

Employment" was first given by President Lyndon B. Johnson when he signed

Executive Order

11246 which was created to prohibit federal contractors from discriminatingagainst employees on the basis of race, sex, creed, religion, color, or national

origin*. The scope of the order also covered the discrimination on the basis of

the minority status.

Discrimination in employment

Discrimination refers to the any kind of prejudice, biasness or favoritism on the

basis of

Disability Race Age

Sex Sexuality


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Pregnancy Marital status

in employment. No person should be treated less favorably than any other on

the basis of the specified issues above. Many countries (like SA) have already

implemented Equal Opportunity Act, making it against the law to treat anybody

unfairly.

Diversity in workforce

With the globalization and the increasing size of the organizations, the diversity

in the workforce is increasing i.e. people from diverse backgrounds, educational

background, age groups, race, gender, abilities etc come together to work for

one organization and common objectives. Therefore, it is the responsibility of

the employer to create an equalitybased and discriminationfree working

environment and practices. Equal opportunity means treating people equally and

fairly irrespective of their race, religion, sex, age, disability etc. Giving women

an equal treatment and access to opportunities at the workplace. Any employee

should be illtreated or harassed by the employer or other employees.

Equal Employment Opportunity principles help to realize and respect the actual

worth of the individual on the basis of his knowledge, skills, abilities and merit.

And the policy should cover all the employees of an organization whether

permanent or temporary, contractual etc.

Equal employment opportunity is necessary to ensure:

* To give fair access to the people of all development opportunities

* To create a fair organization, industry and society.


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* To encourage and give disadvantaged or disabled people a fair chance to grow

with the society


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Headhunting


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Headhunting

Headhunting refers to the approach of finding and attracting the best

experienced person with the required skill set. Headhunting is also a recruitment

process involves convincing the person to join your organization.

The most valuable resource in today's fastpaced corporate world are People.

The present recruitment scenario is witness to the expertise of job consultants

better known as headhunters.

Headhunters have established themselves as an important link in the

employment chain.

Various companies and firms have chosen to enhance their human resource by

using the expertise that headhunters bring to recruitment. The boom in the

headhunting industry can be attributed to the headhunter's superior

understanding of the industry and market norms, job profiles, people skills etc.


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By virtue of their aggressive networking and people skills, headhunters today

have created a niche for themselves.

Increasing staff turnover rates have served to propel the headhunting industry to

a high demand, high delivery industry.

So to join or start a muchneeded service like this what does one need to be

successful? The pointers below will help in better understanding of the do's and

don'ts of the business.

It is imperative to have an indepth specialized knowledge of the industry, the

job requirements, work culture, HR policies etc. This is the reason most

headhunters work within well defined niches and offer their services in

specialized industries.

A good grasp of the various problems and issues that plague the market, is

essential

Every new search assignment that a headhunter takes up involves sifting the

grain from the chaff. In other words, it calls for prescreening numerous

candidates for a job. This is where the headhunter's ability to probe beyond the

superficial, comes to the fore. Piloting the right person to the right job calls for a

specialized screening of the aptitude and skills of the candidates to ensure the

selection of highvalue performers.

Several factors need to be considered. The headhunter takes into consideration

the candidate's values, job preferences, skills, background, family commitments

etc.


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These are the guiding parameters by which the headhunter analyses the

candidate's suitability to the requirements of the recruiter. The main objective

should not be to generate shortterm employment but to bridge the

demandsupply gap. Ethical headhunting calls for a sense of integrity.

The headhunter should guide the candidates in interview handling skills. The

headhunter plays an important role in negotiations regarding salary and other

benefits.

A headhunter stakes his reputation on the competencies of his candidate. A

headhunter's responsibility does not merely end once the candidate is hired.

Good follow up with the company is a valueadded service that can give a

headhunter an edge and help in striking a longterm relationship with the

company.

With a clear understanding of the above, a headhunter can be tuned to success in

the corporate scenario. The headhunter charges a commission from the company

per hire but also owes loyalty to the candidate. Hence, it is vital for him to help

the candidate find a fulfilling and rewarding job.

The intense competition in the recruitment procedures has led to several

headhunters working round the clock. To sum up, it is not only about skills, but

also about being in the right place at the right time. In other words, a true

headhunter is one who finds the right peg for the right hole.


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Headhunting process


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Headhunting process


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Revolve Corporate


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Revolve Corporate

Revolve Corporate is a premium integrated HR solutions company, with a focus

on Executive Search, Recruitment Solutions and Staffing Services.

We serve diverse industry with specialization in Junior, Senior and Top

Management Level, Executive search & placement.

Revolve Corporate provides valueadded services to a broad range of industry

sectors through a growing network and varied alliances.

Our Clients

IT/Telecom Industry 6.8, 3.2, 1.4,1.2,1.8 Pharmaceutical Industry Manufacturing Industry Hospitality Sectors Interior Decorator

Industry

Accounting Industry Automobile Engineering Industry FMCG Industry HR Firms Retailing


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Ratio of Employees

1-5 Employees

6-10 employees

11-25 employees

More than 26

No full time staff

Recolve Corporate has ratio of emploeeys as follows :

1-5 Employees = 6.8 %

6-10 Employees = 3.2%

11-25 employees = 1.4%

More than 26 Employees = 1.2%

No Full time staff = 1.8%


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Selection Procedure

The first step involves getting required details from client includingnumber of vacancies, job specification, desirable educational

qualification, salary structure and other terms and conditions of

employment / recruitment

Based on the above we extract most suitable CVs from our databank.

After careful shortlisting we forward CVs to the clients for review andshort listing process.

After receiving the list of shortlisted candidates, we arrange for thepersonal telephonic interviews as per the convenience of our clients.

If desired by client we also make final selection on their behalf.

After final selection by the client, an offer letter is issued to thecandidates and declaration is taken from them accepting the terms and

conditions of employment.

And accordingly the formality of the invoice to be raised takes place.

Add on Head hunting Approach of finding and attracting the best experienced

person with the required skill set is also a part of our recruitment process.

The more Formal Term is Executive Search

We at Revolve Corporate are also into Head Hunting.

We indulge into following methods:


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Through wide variety of our Industry contacts. Taking external referrals.

On Average following time staff spends on requirement:

Time

1 to 5

6 to 10

16 to 20

21 to 30

31 to 40

More than 40

Unkown

Brief Explanation of timing spend

Hours Requirement

1-5 20.3

6-10 21.6

16-20 10.8

21-30 11.7

31-40 6.1

More than 40 9.5

Unkown 19.9


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QUESTIONNAIRE


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QUESTIONNAIRE

1 How many employees you have in your firm?1-5 10-15 +30

2 How you think the future of Consultancy business will be?Good Excellent Extra-Ordinary

3 What are the rates of most consultants in market?High Normal Low

4 Are you only in Recruitment or Training & Development also?

Yes No

5 What will be the challenges ahead of the employees five years down theline?

Inflation High Rate Low Demand

6 Mostly you have clients from which sector?IT Service Construction All Clients

7 On what basis you pitch the client?Requirements Profit

8 How you think you are different from other consultants?Supply of candidate is low Supply of candidate is High


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9 Do you think recruitment consultants are exploited by the corporate?Yes No

10What is the attrition ratio in your firm?Low Normal High

11Do you think there should be a regulatory authority for all theconsultants in India?

Yes No

12How you think a consultant should cope up with the current marketfluctuations?

They should have track of the client.They should be fast in responding to their client.The candidate should have the skills which are required by the

clients.


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Findings


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Recommendations


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Recommendations

Recruitment is something very crucial and an important and integral part of any

organization.

It plays a vital role, once an organization has an efficient group of manpower

the graph of the company will always keep moving in the upward direction

symbolizing growth which everyorganization starves for, thus recruitment is

an important part.

Choosing the right consultant in case of outsourcing recruitment is also

important as they are the ones who on behalf of the organization screen

candidates and send it to the organization thus making things easier for the HR

of the organization.

In case of recruitment I would suggest that a website should be created wherein

any candidate who is looking for a job can create account in that website and his

name will automatically get entered in the database of all the hr consultancies,

just as we have job portals naukri and monster which is in turn a database for

the consultants and organizations, database of job seekers, in this website of

consultants the job seekers will get access to all consultants (who provide job)


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Conclusion


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Conclusion

Revolve is a premium integrated HR solutions company, with a focus on

Executive Search, Recruitment Solutions and Staffing Services.

We serve diverse industry with specialization in Junior, Senior and Top

Management Level, Executive search & placement.

Revolve provides valueadded services to a broad range of industry sectors

through a growing network and varied alliances.

I learnt

Precisely about a JD

Access to job portals

Usage of job portals

Mass Mailing

Head Hunting

Coordination with clients/ candidates

Interviewing candidates

Email etiquettes

Business meetings/ business development

The guidance given to me by my head was so crisp and clear that in turn helped

me to grasp things at a good pace.

The biggest asset in the project was that it involved complete learning that

always encouraged me and kept my interest alive.


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I also learnt things such as patience, communication skills, email etiquettes,

coordination, team work and negotiation.


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Bibliography


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Bibliography

Books:

Human Resource DevelopmentJohn Wilson

Hire with Your headLou Adler

WEBSITIES:

www.hrguide.com

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