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  2. INTRODUCTION •   This paper focus on Recruitment practices. Recruitment is a process to discover the source of manpower to meet the requirement of the staffing and to employ effective measures for attracting that manpower in adequate number to facilitate effective selection of on efficient workforce. In this I discuss about the Process of Recruitment Practices in India

  3.  MEANING AND DEFINITION • Recruitment is the generating of applications or applicants for specific positions to be filled up in the organizations. In other words, it is a process of searching for and obtaining applicants for and jobs so that the right people in right number can be selected. • According to Flippo“recruitment is a process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organization”.

  4. STEPS IN RECRUITING PRACTICES IN INDIA Preliminary or Initial Interview Application Blank Written Examination Group Discussion Various Tests Final Interview Medical Examination Reference Checks Final Selection

  5. Preliminary or Initial Interview • Preliminary or initial interview which is generally of short duration, is intended to obtain basic information from the candidate about his education skill, knowledge, job experience, minimum salary expectation and determine suitability of the candidate for final interview.

  6. Application Blank • It is one of the selection tools. This is needed for evaluating candidate’s suitability, basic requirements of candidate’s personal data as given in the application blank. • An application blank generally includes: - • Identification of applicant – his personal data such as age, sex, marital status, height, weight, family status; etc. • Educational background including training. • Experience, which includes details about previous employments. • Reference preferable of two to three persons (with their names and complete address) other than relatives. • Social interest including membership of professional organization. • Reason for seeking job in an organization. • Thus application blank provides a preliminary idea of candidate to the interviewer.

  7. Written Examination • These are undertaken to judge various skill of a candidate like analytical ability, communication skill, attitude towards job, decision making ability, reasoning ability, conceptual understanding of particular function etc.

  8. Group Discussion • Here the candidates are asked to form group and are free to discuss their views on a particular given topic with a specified time limit. Group discussions are often held to judge the ability of • Initiating discussion. • Logical reasoning. • Leadership/communication skill. • Team – building skills. • Coping up skills/strategies. • Conceptual understanding of given topic

  9. Various Tests • These tests reflect various abilities of a candidate during varied job/work situation. Some of these tests are: - • Intelligent test measures candidate’s abilities like comparison skills, reasoning, work fluency and memory. • Aptitude test measures candidate’s learning ability on the job if training is provided in specific work related areas like mechanical knowledge clerical knowledge, academics, etc. • Interest test finds the types of work in which candidate is interested. • Personality test judges the candidate’s overall personal abilities to encounter various things. • Situational test judges the candidate’s ability to deal with varied situations. • Judgement test evaluates candidate’s ability to judge the situational outcomes

  10. Final Interview • A final interview are long and in depth as their purpose is to match the above candidates information with the job requirements.

  11. Medical Examination • Medical examination of the applicant is carried out, as it evaluates the candidate’s ability to deal with a job physical and mentally.

  12. Reference Checks • Here, the information regarding candidate’s behaviour, character, past performance etc. or cross checked by asking views and opinion regarding that candidate from the former employers, professionals, friends etc. The important information is that reference should indicate how long and in what capacity the referee had the contact with the applicant.

  13. Final Selection • This is based on overall assessment of the applicant right from the filling up of an application form to the reference check and finally the best applicant who is finally selected for the particular job is informed about his employment via an appointment letter.

  14. SOURCES OF RECRUITMENT • The various sources of recruitment are classified into two broad Categories, namely: • Internal sources • External sources

  15. INTERNAL SOURCES • Present Employees • Promotions and transfers among the present employees can be a good source of recruitment. Promotion implies upgrading of an employee to a higher position carrying higher status, pay and responsibilities. Promotion from among the present employees is advantageous because the employees promoted are well acquainted with the organizational culture, they get motivated. Promotion from among present employees also reduces the requirement for job training. • Transfer refers to shifting an employee from one job to another without any change in the post, status and responsibilities. The need for transfer is felt to provide employees a broader and varied base which considered necessary for promotions.

  16. Former Employees • Former employees are another source of applicants for vacancies to be filled up in the organization. Retried or retrenched employees may be interested to come back to the company to work on a part- time basis. Similarly, some former employees who left the organization for any reason may again be interested to come back to work.

  17. Employee Referrals • This is yet another internal source of Recruitment. The Existing employees refer their family members, friends and relatives to the company as potential candidates for the vacancies to be filled up in the organization.

  18. Previous Applicants • This is considered as internal source in the sense that applications from the potential candidates are already lying with the organization. Sometimes, the organizations contact through mail or messenger these applicants to fill up the vacancies particularly for unskilled or semi- skilled jobs

  19. EXTERNAL SOURCES • 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

  20. Placement Agencies • Several private consultancy firms perform recruitment functions on behalf of client companies by charging a fee. These agencies are particularly suitable for recruitment of executives and specialists. It is also known as RPO (Recruitment Process Outsourcing)

  21. 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.

  22. Campus Recruitment •  This is the another source of Recruitment. Though company recruitment is a common phenomenon particularly in the American organizations, it has made  its mark rather recently.of late, some organizations such as HLL, HCL,L&T ,CITI bank , Motorola , reliance etc. In India have started visiting educational and training institutes/campuses for recruitment purposes.

  23. Deputation • Another source of recruitment is deputation, i.e., sending an employee to another organization for a short duration of two or three years. This method or recruitment is practiced, in a pretty manner, in the Government Departments and public sector organizations. Deputation is useful because it provides ready expertise and the organization does not have to occur the initial cost of induction and training.

  24. Word-of-mouth • Some organization in India also practices the ‘word-of-mouth’ method of recruitment. In this method, the word is passed around the possible vacancies or openings in the organization.

  25. CONCLUSION • From this I conclude Recruitment is one of the main departments which place the right candidates to the right job. The recruiters should identify the best candidates from different sources and job sites .Recruiters should identify the problems faced during recruitment and find an alternative to make work efficiently.

  26. SOURCE • http://www.squidoo.com/executive-search • http://shinypkumar.articlesbase.com/human-resources-articles/recruitment-practices- 1204733.html#ixzz1Z7uNaGfb

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