A Study On Recruitment and Selection Process Organization With The Help of Recruiting Agency

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A STUDY ON RECRUITMENT AND SELECTION PROCESS

ORGANIZATION WITH THE HELP OF RECRUITING AGENCY

ABSTRACT
In recent times the company has started considering the human capital as the most valuable assets. The
recruitment process is keenly monitored by the organization because it provides the advance growth for
the organization .The word recruitment has become as a logistic of human resource capital for many
organizations. Business organizations are advancing modern recruiting and selection methods due to the
entry of consultancy. The aim of the paper is to study the recruitment and selection process followed by
the companies of recruitment agency. The best human capital availability in organizations makes them
competitive advantage and as well as they become the real life blood of the organizations. This research
studies the review of literature for recruitment and selection procedures followed by consultancy. The
research was done using both primary and secondary data. Primary data was collected from 30
employees using questionnaire method. The results were obtained from percentage method. The
research findings reveal that recruitment follows best recruitment and selection process and they are
satisfied with the organizational climate and the organization follows ethical recruitment policy.
Keywords: Employees, recruitment, selection, recruitment process, recruiting agency.

INTRODUCTION
Human resource management is the essential function of organizations. Among the HR practices
recruitment is the basic function where employees are entry into the organizations. Recruitment is the
process of searching prospective employees to apply for the job posting in the recruiting agency.
Selection is the process of choosing an appropriate candidate among the job applicants. Selection
process starts after the completion of the recruitment process. Recruitment is the positive aspect
where as selection is the negative aspect of HR practices. Many of the researchers say that
recruitment and selection policies should be ethical for the organizations in order to sustain in the
competitive environment. HRM is the process of managing people in organizations in a structured
and thorough manner. This covers the fields of staffing (hiring people), retention of people, pay and
perks setting and management, performance management, change management and taking care of
exits from the company to round off the activities. This is the traditional definition of HRM which
leads some experts to define it as a modern version of the Personnel Management function that was
used earlier. We have chosen the term “art and science” as HRM is both the art of managing people
by recourse to creative and innovative approaches; it is a science as well because of the precision and
rigorous application of theory that is required. Human Resource Development (HRD) means to
develop available manpower through suitable methods such as training, promotions, transfers and
opportunities for career development. HRD programs create a team of well-trained, efficient and
capable managers and subordinates. Such team constitutes an important asset of an enterprise. One
organization is different from another mainly because of the people (employees) working there in.
According to Peter F. Drucker, "The prosperity, if not the survival of any business depends on the
performance of its managers of tomorrow." The human resource should be nurtured and used for the
benefit of the organization.
REVIEW OF LITERATURE
In past two decades many organizations across the globe have realized the importance of human
resources and have shown great concern towards their internal customers by investing in a big way
for their growth and development. In the liberalized economy, Indian organizations are also learning
to compete locally as well as globally but most of the Indian organizations have been exploiting only
a part of their inherent potential. The main reason behind it is that they have failed to tap the actual
potential. People are the greatest asset to a company; it is they who can give the strategic advantage
to an organization. So there is a dire need on the part of Indian organizations to take initiatives to find
out the root cause of the gap in corporate growth, goals, business strategies and employee's ambitions
and job satisfaction. The first and foremost condition to run a organization successfully in
competitive environment is to devise an efficacious and productive performance management system
to manage the performance of the employees in a meaningful manner. How to improve HR practices
so as to make them compatible to global standards is a question that needs a great deal of research
and analysis. Results also suggest methodological issues for consideration in examinations of the
relationship between HRM systems and firm performance. Human Resource Management defines
recruitment as the process of „seeking and attracting a pool of applicants from which qualified
candidates for job vacancies within an organization can be selected.‟ According to Edwin B. Flippo,
“Recruitment is the process of searching the candidates for employment and stimulating them to
apply for jobs in the organization”. (1979) Recruitment is an activity that links the employers and the
job seekers. So we can say that recruitment is a process of finding and attracting capable applicants
for Employment. The process begins when new recruits are sought and ends when their applications
are submitted. The result is a pool of applications from which new employees are selected. In simple
terms, recruitment is understood as the process of searching for and obtaining applicants for jobs,
from among whom the right people can be selected. Though, theoretically, recruitment process is said
to end with the receipt of applications, in practice the activity extends to the screening of applications
so as to eliminate those who are not qualified for the job.
RECRUITEMENT PROCESS
As stated earlier, recruitment refers to the process of identifying and attracting job seekers so as to
build a pool of qualified job applicants. The process comprises of five interrelated stages:
(i) Planning
(ii) Strategy development
(iii) Searching
(iv) Screening
(v) Evaluation and control
The ideal recruitment program is the one that attracts a relatively large number of qualified applicants
who will survive the screening process and accept positions with the organization when offered.
Recruitment program can miss the ideal in many ways: by failing to attract an adequate applicant
pool, by under/over selling the organization, or by inadequately screening applicants before they
enter the selection process. Thus, to approach the ideal, individuals responsible for recruitment
process must know how many and what types of employees are needed, where and how to look for
individuals with the appropriate qualifications and interests, what inducements to use or avoid for
various types of applicants groups, how to distinguish applicants who are underqualified from those
who have a reasonable chance of success, and how to evaluate their work. From the organization’s
perspective, developing a recruitment strategy involves three basic decisions, determining the target
population, determining the applicant source, and deciding how to attract applicants to the
organization. Recruiting is not just a game of human numbers anymore.

Following Model Depicts the Flow of the Recruitment Process

Recruitment Process
Culture and looking closely at the job attribute preferences of its current and future employees. One
liability of the HR professional is to converse the attributes of a particular job undoubtedly. This along
with job analysis leads to Recruitment Planning from which stage the actual recruitment process will
start. The job analysis identifies the tasks, responsibilities and outcomes required of a job as well as
identifying the knowledge and skills required to perform within the position
Recruitment Planning
The first stage in recruitment process is planning. Planning involves the translation of likely job
vacancies and information about the nature of these jobs into a set of objectives or targets that specify
the (i) number and (ii) type of applicants to be contacted.
A) Number of Contacts
Organizations, nearly always, plan to attract more applicants than they will hire. Some of those
contacted will be uninterested, unqualified or both. Each time a recruitment program is contemplated,
one task is to estimate the number of applicants necessary to fill all vacancies with qualified people.
Companies calculate yield ratios (yRs) which express the relationship of applicant inputs to outputs at
various decision points. The yRs must be used with circumspection. No yRs will be available for
recruiting employees for the first time, or for recruiting sources or method that have not yet been tried.
Recruiters in such 26 cases have to depend upon their counterparts in other organizations or make their
own guesses.

B) Types of Contact
This refers to the type of people to be informed about job openings. The type of people depends upon
the tasks and responsibilities involved and the qualifications and experience expected. These details
are available through job description and job specification.
Strategy Development
Once it is known how many and what type of recruits are required, serious considerations need to be
given to (i) “make‟ or “buy‟ employees; (ii) technological sophistication of recruitment and selection
devices; (iii) geographic distribution of labour markets comprising job seekers; (iv) sources of
recruitment; and (v) sequencing the activities in the recruitment process.
a) ‘Make’ or ‘Buy’
Organizations must decide whether to hire less skilled employees and invest in training and education
programs or they can hire skilled labour and professionals. Essentially, this is the „make‟ (hire less
skilled worker) or “buy‟ (hire skilled workers and professionals) decision. Organizations that hire
skilled labour and professionals have to pay more for these employees. “Buying‟ employees has an
advantage in the sense that the skilled labour and professionals can begin the work immediately and
little training may be needed. But the high remuneration that the skilled workers and professional
demand may outweigh the benefits.
b) Technological Sophistication The second decision in strategy development relates to the methods
used in recruitment and selection. This decision is mainly influenced by the available technology. The
advent of computer has made it possible for employers to scan national and international applicant
qualifications. Although impersonal, computers have given employers and job seekers a wider scope
of options in the initial screening. Technological advancement has made it possible for job seekers to
gain better access. They have begun sending their CVs by email to number of organizations without
wasting time and without spending money on travel. Where to Look
In order to reduce costs, organizations look into labour markets most likely to offer the required job
seekers. Generally, companies look into the national market for managerial and professional
employees, regional or local markets for technical employees, and local markets for clerical and blue
collar employees. The above pattern will be modified by certain factors. One such factor is the location
of the organization. A company located in a backward district like Bidar in Karnataka cannot confine
itself to the local market for its requirement of managerial personnel. But the same company can
depend on the local market, if it were located in Bangalore. Still another consideration is the state of
the labour market. Local shortage of blue collar employees compels organizations to conduct regional
recruiting campaigns for these employees. In the final analysis, organizations recruit where experience
and circumstances dictate likely success. Recognizing this, many adopt an incremental strategy in
which initial efforts are concentrated in regional or local labour markets and expanded only if these
efforts fail to achieve the desired results.

How to Look
How to look refers to the methods or sources of recruitment. There are several sources and they may
be broadly categorized into (i) internal and (ii) external. Consultants IVAN Hr Consultant, ABC
Consultants, Ferguson Associates, Human Resources Consultants, Head Hunters, Batliboi and
Company, Analytic Consultancy Bureau, Aims Management Consultants and The Search House are
some among the numerous recruiting agencies. These and other agencies in the profession are retained
by organizations for recruiting
and selecting managerial and executive personnel. Consultants are useful in as much as they have
nationwide contacts and lend professionalism to the hiring process. They also keep prospective
employers

and the employees anonymous. But, the cost can be a deterrent factor. Most consultants charge fees
from 5.33 percent to 30 percent of the first year salaries of the individuals place.

LIMITATION OF STUDY
Limitations of study include data are only collected through primary data. Time limitations of the
study were only 3 month. The administration and management activities reported here are based on the
direct observation carried out during the internship period.
OBJECTIVES
This project based on Various Human resource strategies used in understanding the recruitment
process for various client companies and to analyze the satisfaction of the company
 The main objectives of the study are as follows:
 To understand the process of recruitment
 To know the sources of recruitment at various levels and various jobs
 To critically analyze the functioning of recruitment procedures
 To identify the probable area of improvement to make recruitment procedure more effective
 To know the managerial satisfaction level as well as to know the yield ratio
 To search or headhunt people whose, skill fits into the company’s values
NEED FOR THE STUDY
This study was carried out in order to find. The recruitment process activity carried out for various
client companies. Analyse the satisfaction of the company on the recruitment process Scope of study:
The benefit of the study for the researcher is that it helped to gain knowledge and experience and also
provided the opportunity to study and understand the prevalent recruitment procedures. The key points
of my research study are:
 To Understand and analyze various HR factors including recruitment procedure at consultant.
 To suggest any measures/recommendations for the improvement of the recruitment procedures.

METHODOLOGY OF STUDY
The project is a systematic presentation consisting of the enunciated problem, formulated hypothesis,
collected facts of data, analyzed facts and proposed conclusions in form of recommendations. The data
has been collected from both the sources primary and secondary sources.

DATA COLLECTION
Primary Data
Primary data was collected through survey method by distributing questionnaires to employees. The
questionnaires were carefully designed by taking into account the parameters of my study.
Secondary Data
Data was collected from web sites, going through the records of the organisation, etc. It is the data
which has been collected by individual or someone else for the purpose of other than those of our
particular research study. Or in other words we can say that secondary data is the data used previously
for the analysis and the results are undertaken for the next process.

KIND OF RESEARCH
The research done by EXPLORATORY RESEARCH This kind of research has the primary objective of
development of insights into the problem. It studies the main area where the problem lies and also tries
to evaluate some appropriate courses of action.

Sample Design
A complete interaction and enumeration of all the employees was not possible so a sample was chosen
that consisted of 30 employees. The research was taken by necessary steps to avoid any biased while
collecting the data.
Tools of Analysis
The data collected from both the sources is analyzed and interpreted in the systematic manner with the
help of statistical tool like percentages and SPSS tool.
Analysis of data
FIGURE:1

TABLE 1
Most of the manager Prefer Personal interviews, 44% prefer to take telephonic interviews whereas
only 23% goes for video conferencing and rest 3% adopt some other means of interviews.
What source you adopt to source candidates?

FIGURE 2

TABLE 2

INFERENCE
This analysis indicates that most of the respondent i.e. 43.3% responded for Job Portal, 26.6%
responded for Candidate referral and 30% responded for Advertising.
What are the basic questions you ask to the candidate?
FIGURE 3

TABLE 3

INFERENCE
This analysis indicates that the entire respondent i.e. 100% responded for asking all the basic questions
Do you take any technological support for the process of recruiting?
FIGURE 4

TABLE 4
INFERENCE
This analysis indicates that the company using the technology like online support i.e. 20% and video
conference 26% less than telephonic support at 40% and other supports only 13% been used
USING SPSS TOOL CROSS TABULATION BEEN DONE COMBINING TWO FACTORE i.e:
gender and leaving period of the employee between 3-6 month
Crosstabs

INFERENCE
On the comparative study generated through SPSS tool using Cross tabulation the exact report has
been given by the male and female recruiters on the basis of the leaving period between 3-6 month of
the employee than the percentage analysis done.

FINDINGS
1. According to the survey taken most of the management prefer Telephonic interview (44%) than the
personal interview (30%) and other form of interview (26%).
2. As per the data collected the candidate been sourced through Job portal (43.33%) more when
compared to Advertisement (30%) and candidate referral (26.6%)
3. According to the research Most of the Executives prefer online (67%) i.e monster, indeed etc.,
where as 20% prefer Data stored and only 13% goes for software like open cats ,ikrut, job Score, smart
recruiters to source a candidate
4. From the data collected nearly all the recruiters ask these questions such as: Experience, CTC.notice
period etc. 5. From the analysis most of the management prefer Personal round of interview (36%)
than the other form of interview like Written. Aptitude etc
6. From the study about 97% of the employee verification are been done through External agency.
7. According to the survey 97% of the company aware of reducing hiring time and not to impact
quality of the candidate
8. As per the study taken the employee selection process is mostly completed in the period of one
month (83%).

SUGGESTIONS
 Time management is very essential and it should not be ignored at any level of the process.
 Recruitment policy is satisfactory in CONSULTANCY but the periodicity of recruitment is being
more which needs to be reduced.
 Communication, personal and technical skills need to be tested for employees

CONCLUSIONS
 Polices adopted by consultancy are transparent, legal and scientific.
 Recruitment is fair
 The recruitment should not be lengthy.

 To some extent a clear picture of the required candidate should be made in order to search for
appropriate candidates.
 Most of the employees were satisfied but changes are required according to the changing scenario as
recruitment process has a great impact on the working of the company as a fresh blood, new idea
enters in the company,

REFERENCE BIBLIOGRAPHY
1. Personal Management - Edwin B. Flippo, Recruitment is the process. 2. John T. Delaney and Mark
A. Huselid (1996), Personal Management Text and Cases. Himalaya Publication.
3. Essentials of HRM and IR - Raymond J. Stone (2005)
4. Research Methodology -C.R.Kothari.
5. Personnel and Human Resource Management – P. Subba Rao, Himalaya Publication
6. John HB. Human Resource Management: An Experimental approach. New Delhi:
7. McGrawHill, 2003.
8. Hays R. Recruitment and Selection of Public Workers: An international compendium of

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