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A Study On Recruitment & Selection Process With Reference

Article · November 2014

DOI: 10.13140/2.1.2424.0320

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 A Study On Recruitment & Selection Process With
Reference
Sujeet Kumar Ashish Kumar Gupta
Department of Information and technology Department of Information and technology
Dronacharya College of Engineering, Dronacharya College of Engineering,
Gurgaon-122001, India Gurgaon-122001, India
Email: Email:
sujeet.16939@ggnindia.dronacharya.info ashish.16907@ggnindia.dronacharya.info

Abstract: Better recruitment and selection strategies result in

improved organizational outcomes. With reference to this context, 1.1 Recruitment
the research paper entitled Recruitment and Selection has been •Recruitment is the process of attracting prospective employees
prepared to put a light on Recruitment and Selection process. The and stimulating them for applying job in an organization.
main objective is to identify general practices that organizations use
to recruit and select employees and, to determine how the
•Recruitment is the process of hiring the right kinds of
recruitment and selection practices affect organizational outcomes candidates on the right job
at Electronics Industry, In Krishna Dt Ap,India. Successful
recruitment and selection practices are key components at the entry
point of human resources in any organization . The main objective Recruitment and selection activity is predominantly dealt with in
of this paper is to identify general practices that organizations use two fields:
to recruit and select employees .The study also focus its attention to
determine how the recruitment and selection practices affect the ·A generally prescriptive human resource management or
organizational outcomes and provide some suggestions that can personnel management viewpoint and
help. Data analysis has been done with statistical tools like tables,
graphs, pie charts, bar diagrams. ·A very technical psychology literature that focuses on the
validity (absolute and relative) of different forms of recruitment
Keywords: Recruitment, Selection, Reference, Interview, qualification,
techniques, such as competency modelling, interviews and
reference.
various types of psychometric testing

Methods of Recruitment
I.INTRODUCTION There are various methods of recruitment but for the sake of
simplicity, they have been categorized under two broad
Successful human resource should identify human resource headings.
needs in the organization. Recruitment is the discovering of • Internal Recruitment
potential candidates for actual or anticipated organizational • External Recruitment
vacancies. Or, from another perspective, it is a linking activity Benefits and Importance of Recruitment:
bringing together those with jobs to fill and those seeking job. (1).Helps to create a talent pool of potential candidates for the
The ideal recruitment effort will attract a large number of benefits of the organization
qualified applicants who will take the job if it is offered. It .(2).To increases the pool of job seeking candidates at minimum
should also provide information so that unqualified applicants cost.
can self select themselves out of job candidacy; this is, a good (3).It helps to increase the success rate of selection process by
recruiting program should attract the qualified and not attract the decreasing the no of visits qualified or over qualified job
unqualified. This dual objective will minimize the cost of applicants.
processing unqualified candidates. (4).Helps in identifying and preparing potential job applicants
who will be the appropriate candidature for the job. (5).Finally it
According to Edwin B Flippo helps in increasing organization and individual effectiveness of
Recruitment as “the process of searching for various recruiting
prospective employees and stimulating them to apply for the techniques and for all the types of job applicants.
jobs in the organization.”
1.2Selection:
Selection is the process of picking individuals who have relevant
According to Yoder qualifications to fill jobs in an organization. Selection is much
Recruitment is a process to discover the sources of more than just choosing the best candidate. It is an attempt to
manpower to meet the requirement of the staffing schedule and strike a happy balance between what the applicant can and wants
to employee effective measures to attracting that manpower in to do and what the organization requires.
adequate number to facilitate effective selection of an effective
workforce Importance of Selection:
Selecting the right employees is important for three main
reasons: performance, costs and legal obligations.
 5) To study the stages of selection procedure in the industries
6) To find the reasons for accepting the offer in the respective
Performance: selected industries
Employees with right skills will do a better job for any company
and for the owner. Employees without these requisite skills or III. Research Methodology
who are abrasive would not perform effectively and the Research methodology is a method to solve the
company performance will suffer to a great extent. So there is a
research problem systematically. It involves gathering data, use
time to screen out undesirables and to choose the better and
of statistical techniques, interpretations and drawing conclusions
perfect candidate that can effectively contribute to company
success. about research data. Keeping in view the objectives of the study,
Cost: data is collected from different sources.
It is important because it is costly to recruit and hire employees
The purpose of this section is to describe the methodology
so cost-benefit ratio have to be considered while hiring of
carried out to complete the work. The methodology plays a
employees in order to avoid any unnecessary wastage of money
dominant role in any research work. The effectiveness of any
and the valuable resources .The total cost of hiring a manager
research work depends upon the correctness and effectiveness of
could easily be 10 times as high as once one add search fees,
the research methodology.
interviewing time, reference checking, and travel and moving
expenses.

1.2.1 Essentials and Prerequisites for Selection: IV. Data Collection

Data refers to a collection of organized information,
I. Picking individuals possessing relevant qualifications. usually the results of experience, observation or
experiment, or a set of premises. This may consist of numbers,
II. Matching job requirements with the profile of the candidates.
words, or images, particularly as measurements or observations
of a set of variables.
III. Using multiple tools and techniques to find the most suitable
candidate suitable Of achieving success on the job.
V. Data Sources
1.2.2 The Process of Selection:
There are two types of data sources available to the research
processes. 1. Primary data. 2. Secondary data.
1. Reception 1. Primary Data
The primary data is collected by using primary methods such
2. Screening Interview
questionnaires, interviews, observations etc. For this study
3. Application Blank questionnaires are used to collect primary data from the
employees of the industries.
4. Selection Tests We know relatively little on a systematic basis about how or
why organizations choose to use different combinations of these
5. Selection Interview strategies, though some of the results reported in the study of
recruitment and selection and in large firms offers some
6. Medical Examination pointers that are worthy of further exploratory research,
particularly among small and medium sized organizations.
7. Reference Checks Nowadays employees suggests that personality tests are now
being routinely used for some occupations in 19 per cent of
workplaces, and performance tests are being used in Recruitment
1.3 The difference between recruitment and selection: and selection in 46% of workplaces. Personality testing seems to
Recruitment is identifying and encouraging be concentrated in larger workplaces and used upon professional,
prospective employees to apply for a job and managerial, and sales staff; and performance testing concentrated
Selection is selecting the right candidate from the pool of again in larger workplaces but used for professional and
applicants. administrative staff. Among the sample of large employers the
overall relative ranking of importance of different skill/suitability
II. Objectives Assessment methods was as follows:
1) The primary objective of the study is to analyze the process of 1. Interview
Recruitment and Selection in the industries. 2. Work experience
2) To observe the procedure to select the candidates from internal 3. Performance/competency test
as well as from external sources in the industries 4. Qualifications
3) To find out the various recruitment sources used by the selected
5. Assessment center
industries.
6. Personality/aptitude test
4) To study the employee satisfactory level with the existing
recruitment policy in the industry.
 2. Secondary Data:- respondents have expressed that their company is adopting both
Secondary data is collected from various Journals, books, intern
websites, Government reports, News papers, and other research al Particulars No. of Respondents
reports. and Experience 25
exter Qualification 50
nal Both 72
TABLE NO.1 recrui Other 03
Total 150
Particulars No.of Respondents tment
ourc
es.
s
Newspaper sources 45
Journals& Periodicals 10
Campus recruitment 40 2. Analysis about the attributes taken in to preference for
Employee referral 30 recruitment and selection procedure
Consultancies 25
Total 150
VI. Analysis TABLE NO.3

Data analysis is very important aspect of project, as it basically

involves the analysis of all the information that we collected.
Data analysis is a body of methods that help to describe facts,
detect patterns, develop explanations and test hypothesis. After Interpretation:
analysis of each of the question in a questionnaire the It is observed that,25 members expressed that, their company
interpretation of the same is also being provided which includes gives preference to experienced candidates. 50 members
the reason about the particular aspect of the organization. expressed that, their company gives preference to qualified
candidates. 72 members expressed that, their company is giving
VII. Analysis of Questionnaire preference to both experience and qualification candidates and
three members are accepted that their company gives preference
1.Analysis about the source of recruitment followed in the
to other criteria.
selected industries
TABLE NO.2 3. Analysis about the main sources of selection in three selected
industries
Particular No. of Respondents
External 30
Internal 20 Interpretation:
Both 100 It is observed that 30 members of the total respondents have
Total 150 expressed that, their company is following written tests 25
members of the total respondents have expressed that, their
company is following group discussions,50 members of the total
respondents have expressed that, their company is following
interview,45 members of the total respondents have expressed
that, their company is following all the above tests as main
source of selection.

GRAPH NO .1

Interpretation:
From the above table and graph it is observed that, 30
respondents have accepted that the company is following
external recruitment sources and 20 respondents have accepted
their company is following internal recruitment sources and 100
PIE CHART NO.1
4. 15members of total respondents are selected this organization for
5. the reason of Relationship with employer ,50members of total
6. respondents are selected this organization for decent
7. salary,25members of total respondents are selected this
8. organization for security, 20members of total respondents are
9. selected this organization for growth,20members of total
10. Analysis about the period of recruitment of your respondents are selected this organization for identification.
organization

TABLE NO.4 VIII. Findings

The findings from the analysis including charts, bars, and graphs
Particulars No. of Respondents are listed as follows:-
Quarterly 0
32 •The company considered portals as
Half-Yearly e most important medium
th of hiring employees and then
41 references are also act as
Annually employee
the important source of recruiting peop le.
When we required 77
Total 150 •The employees consider the references are one of the
employee most reliable source of hiring the new employees and also to
Interpretation: some extent portals, but before hiring from portals the references
It is observed that.32members of total respondents have provided there are need to be confirmed as I did during my
expressed that the company training period.
recruits employeesof total respondents have expressed thathalf-
yearly,41members the
•The most important feature in company’s recruitment &selection
company recruit employees annually, and 77 members of total
respondents have expressed that the company recruit employees policy is that we need to take in consideration the ratio between
the turn-up and line-up candidates, and after analysis I found it
whenever they required.
most of the employees are also holding the same opinion.

•The existing recruitment process of company is good but it has

some shortcomings that is being Covered in recommendations
and on overall the recruitment department has pressure on it.

•After analysis of the company selection procedure I found out

the company is using quite effective method of doing selection
of candidates and they always take in consideration the cost-
benefit ratio which is quite important from the long perspective
of hiring employees.

•The ratio of selected candidates to joining candidates is quite

effective and highest in number as the employees being selected
are also of the view that they are analyzed properly and
11. Analysis about the reason for accepting the offer in the effectively.
organization
CONCLUSION
TABLE NO.5 The main thing that I want to conclude firstly is that with the
help of analysis , feedback generated through questionnaire I
Particulars No. of Respondents
found that the co mpany is following an effective Recruitment
Relocation 20 and Selection cess to maximum extent.
pro
dy, out of the various methods of sourcing est
Relation with employer 15 As per my stu
one is – getting references via references and
Decent salary 50 candidates, the b
20 networking. In e process, I came across various experiences
Opportunities for growth an HR and the relevant traits he finds in the
th where the role displayed. Company should focus on long term
Job security 25
of
mance rather than short term. The emphasis
Identification with the company consistent perfor and enhancing skills of recruiters needs to be
Total 150 towards
training more and also consistent .Even though an HR manager has many
challenges to face in order to ensure that the human resource
Interpretation: department contributes to the bottom-line and emerges as a
From the above graph, we can understand that 20members of strategic partner in the business, it is“ Talent acquisition”, that is
total respondents are selected this organization for relocation, the key determining factor in how well an Human resource
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