CHAPTER-2

31
 WHAT I DID?
RECRUITMENT IN HRM

Recruitment in HRM is a systematic process for Hiring Talent. It starts from

identifying, attracting, screening, short listing interviewing, selecting and finally
hiring the most potential candidate for filling up the vacant job vacancies in an
organization.
In any business organization, employees are always considered to be their biggest
asset and people management is the most important function managed by their HRM
Department.
The primary job of Human Resource Management (HRM) Team is to keep building
the pool of Human Capital for the organization which can result into selection of
right candidate for right job. Recruitment aims for choosing and hiring the right
person for the right job at the right time.
The Human Resource Management Department often considers two major sources
of recruitment namely internal and external source of recruitment.
The purpose of recruitment process is to gather information about the talented and
qualified individuals who might be interested to work for the organization in an
effective way.

32
Recruitment Meaning:
Recruitment actually means a way to search the future employees of the organization
and stimulate qualified people to apply for the job. It helps to create a pool of job
seekers and improve the scope of recruitment of better employee.
Recruitment activity brings together the people who are qualified and looking for
job and the organizations which are searching for prospect employees. The properly
executed recruitment process leads to joining and selection of suitable manpower in
the organization.

Recruitment Definition:
Recruitment is defined as a process of discovering reliable sources of contacting
desirable employees which meets the staffing requirements of the organization.
Though recruitment process the organization can attract the adequate number of
manpower to facilitate the effective selection process and joining of efficient work
force.

Definition by Eminent Authors:

Here are some popular definitions of recruitment given by eminent authors –
EDWIN FILIPPO – Recruitment is the process of searching for prospective
employees and stimulating them to apply for jobs in the organization.
DeCenzo and Robbins – It is the process to discover potential candidates for future
actual or anticipated job vacancies. Another perspective is that it is a linking activity
which brings together organizations those with jobs to fill and people those are
seeking jobs.
PLUMBLEY – It is a process to match the capacities of candidates with the
demands of the organization. The inclination of qualified candidates should also
match with the rewards and benefits the organizations are willing to provide in the
job.

33
DALE YODER – It is a way through which the manpower requirements of the
organization can be fulfilled. It employs effective procedure to attract the people in
ample amount to make sure a suitable person is recruited on the available job profile.
KEMPNER – Recruitment is identified as a first step of the process which persists
with selection and ends with the joining of the suitable candidate in the organization.

34
 IMPORTANCE OF RECRUITING

The following points will help to understand the importance of Recruiting:

1. The process is important to encourage and attract candidates and get ample
amount of application for the job vacancies.
2. It is an effective way to create information pool about the prospective
candidates who are suitable for the talent needs of the organization.
3. It is very important step of planning and analysis about the present and future
manpower requirement of the organization.
4. It bridges the gap between employers and their future employee.
5. It is a less expensive way of gathering information about the talented
manpower in the industry.
6. It helps to improve the selection process by proper sorting of suitable
candidate for the job.
7. It reduces the turnover of employees due to correct matching of candidate
expectations and the rewards offered by the organization.
8. It also helps the organization to meet the social and legal obligation of
maintaining the manpower composition.
9. It determines the appropriate candidates through the different channels of
recruitment.
10. It helps the organization to create different sources of attracting the right
candidate for the job profile.

35
 RECRUITMENT STEPS

The process of recruitment consists of three major steps or phases:

a. Before posting job advertisement
b. Selection process
c. Formalities after selection of the candidate

Here are the common steps of recruiting followed by the HRM department of various
organizations:
1. Preparation - It is step in which the HRM department prepare a frame of ideal
candidate for the vacant position. The skills and competencies required to perform
the job are identified, also a qualification and level of experience required execute
the job responsibilities is determined. Once the framework is ready, the HR identifies
the proper communication channel through which the information about job vacancy
can be conveyed to the suitable candidates.
2. Receive applications - Once the advertisement about the job vacancy is posted
through internal and external source of recruitment, the HR department starts
receiving the applications for the job opening. Most of the time the HR department
confirms the candidate that their application is received by the organization and the
further sorting process is going on. Many companies used application tracking
system (ATS) which helps to automatically communicate with the applicant that
their job application is received and is in process.

Selection stage 1: Cancel out unqualified applicants

Here the selection process begins- In this stage the application which are not suitable
for the job are cancel out by the HRM department. The application can be weed out
based on the un-matching qualification or experience of the candidate.

Selection stage 2: Arrangement of candidates

36
The applicants who are matching to the requirement of the job vacancy are then rated
based on their on-paper experience and qualification. The ratings convey how well
the applicant is fit of the vacant job profile. It is time consuming process, and many
times excel sheets are used to sort out the application and rank them based on their
suitability to the job profile.

Selection stage 3: Interview rounds

The ranked and selected candidates can called for the interview round. There are
several interview rounds which can vary from 2-6 based on the selection process
adopted by the organization. Mostly the HR round includes the background
verification, personality check and behavioral suitability of the candidate. The
manager interview round is often used to check the actual work suitability of the
candidate.

Selection stage 4: Future work situation

This is considered as a last round of selection in which a simulated work exercise is
given to the candidate. It includes the question or tasks related to the area of expertise
of the candidate. It provides actual result about the ability of the candidate to perform
as a future employee of the organization.
Offer and Joining formalities
Generally 2-3 top selected candidates gets joining offer from the organization. The
joining formalities include the submission of relevant papers and signing the work
contract with the organization. After the documentation formalities the joining date
of the employee is decided, and a new recruit joins the organization.

37
 PROCESS OF RECRUITMENT

Recruitment process passes through the following stages:

(i) Searching out the sources from where required persons will be available for
recruitment. If young managers are to be recruited then institutions imparting
instructions in business administration will be the best source.
(ii) Developing the techniques to attract the suitable candidates. The goodwill and
reputation of an organization in the market may be one method. The publicity about
the company being a professional employer may also assist in stimulating candidates
to apply.
(iii) Using of good techniques to attract prospective candidates. There may be offers
of attractive salaries, proper facilities for development, etc.
(iv) The next stage in this process is to stimulate as many candidates as possible to
apply for jobs. In order to select a best person, there is a need to attract more
candidates.

38
 FACTORS INFLUENCING RECRUITMENT

All enterprises, big or small, have to engage themselves in recruitment of persons. A

number of factors influence this process.
Some of the main factors are being discussed below:

1. Size of the Enterprise:

The number of persons to be recruited will depend upon the size of an enterprise. A
big enterprise requires more persons at regular intervals while a small undertaking
employs only a few employees.
A big business house will always be in touch with sources of supply and shall try to
attract more and more persons for making a proper selection. It can afford to spend
more amounts in locating prospective candidates. So the size of an enterprise will
affect the process of recruitment.

2. Employment Conditions:
The employment conditions in an economy greatly affect recruitment process. In
under-developed economies, employment opportunities are limited and there is no
dearth of prospective candidates.
At the same time suitable candidates may not be available because of lack of
educational and technical facilities. If the availability of persons is more, then
selection from large number becomes easy. On the other hand, if there is a shortage
of qualified technical persons, then it will be difficult to locate suitable persons.

3. Salary Structure and Working Conditions:

The wages offered and working conditions prevailing in an enterprise greatly
influence the availability of personnel. If higher wages are paid as compared to
similar concerns, the enterprise will not face any difficulty in making recruitments.
An organization offering low wages can face the problem of labor turnover.
39
The working conditions in an enterprise will determine job satisfaction of
employees. An enterprise offering good working conditions like proper sanitation,
lighting, ventilation, etc. would give more job satisfaction to employees and they
may not leave their present job.

4. Rate of Growth:
The growth rate of an enterprise also affects recruitment process. An expanding
concern will require regular employment of new employees. There will also be
promotions of existing employees necessitating the filling up of those vacancies. A
stagnant enterprise can recruit persons only when present incumbent vacates his
position on retirement, etc.

40
 SELECTION PROCESS IN HRM
Selection is the process of putting right men on the right job. It is a procedure of
matching organizational requirements with the skills and qualifications of people.
Effective selection can be done only when there is effective matching. By selecting
best candidate for the required job, the organization will get quality performance of
employees.
Meaning and Definition:
Selection is the process of putting right men on the right job. It is a procedure of
matching organizational requirements with the skills and qualifications of people.
Effective selection can be done only when there is effective matching. By selecting
best candidate for the required job, the organization will get quality performance of
employees.

SELECTION PROCESS
Step # 1. Preliminary Interview:
It is the first step in selection. Initial screening is done in this step and all the
undesirable applicants are weeded out. This interview is generally conducted by
lower-level executives. It is a very important step as it shifts out all the unqualified,
not desirable applicants and the HR man-ager can then concentrate on the other
applicants without wasting time. The candidates are generally told about job
specifications and the skills required for it. This process screens the most obvious
misfits.

Step # 2. Screening of Applicants:

These days application forms of almost all organizations can be down-loaded from
the website or may even be provided on request. The form asks for basic things like
educational qualifications, experience, age etc.
Once the filled application is brought to the screening committee, it checks the
details and calls the candidate for selection test.

41
 The purpose of this screening test is also to read out the hot suitable candidates as
spending time on them means waste of money.

Step # 3. Employment Tests:

Employment tests are device to check the areal knowledge of candi-dates for the
respective jobs. These tests are very specific as they en-able the management to bring
out right type of people for the jobs.

The following tests are given to candidate in most cases:

(a) Intelligence Tests:

They test the mental ability of candidates. These tests measure the learning ability
of candidates in understanding questions and their power to take quick decision on
crucial points. People who are able to quickly answer to these questions are found
to be skillful and can be offered training to improve skills for the job in organization.

(b) Aptitude Tests:

They test an individual’s capacity to learn a par-ticular skill. There are mainly two
types of aptitude tests. Cogni-tive tests which measure intellectual, mental aptitudes.
The second one is called motor tests which check the hand – eye coor-dination of
employees.

(c) Proficiency Tests:

These tests are also called performance or occupational tests. They determine the
skills and knowledge acquired by an individual through experience and on the job
training.

42
They are of 4 types:
(i) Job knowledge tests – These tests are used to judge profi-ciency in operating
mechanical equipment, dictating, typ-ing, computer applications etc. These tests can
be written and practical both. These tests are good in selecting typists, stenographers
with supervisor etc.

(ii) Work sample tests – In this test the applicant is given a piece of work to perform
in a stipulated time. His performance will judge whether he can be picked up for the
job.

(iii) Personality tests – These tests judge the psychological make-up of any person.
These tests check a person’s motivational level, emotions, integrity, sympathy,
sensitivity etc. These traits in an individual provide the manager with an overall
picture of his personality.

(iv) Simulation tests – In this test many situations which an em-ployer will have to
face in the job will be duplicate and the candidate will be asked to face the problem.
These tests are generally used for recruiting managers in the organization.

Step # 4. Selection Interview:

Interview is an examination of the candidate where he sits face to face with the
selection body and answers to their information given by the candidate about his
abilities and the requirements of the jobs.

Inter-view gives the recruiter an opportunity to:

(a) Assess subjective aspects of the candidate.
(b) Know about his enthusiasm and intelligence.
(c) Ask questions which were not a part of his application.
43
(d) Obtain as much information from him as possible about his eco-nomic, social
and cultural background.
(e) Give facts about the policies, procedures, culture of the company so that he feels
good about joining it.

Designing and Conducting Effective Interviews:

Utmost care has to be taken while designing and conducting the inter-views,
otherwise, they become in-effective.

In creating structured situ-ational interviews, these steps need to be followed:

Step(i) – Make thorough job analysis – There should be a thoroughly prepared job
description with a list of job duties, required knowledge, skills, abilities and other
worker qualifica-tion.

Step(ii) – Rate the job’s main duties – Identify job’s main duties. Rate each job
duty based on its importance to job success and on the time required to perform it
compared to other tasks.

Step(iii) – Create interview question – Some questions should be situational, while

some should be behavioral They all should be based on actual job duties with more
ques-tions on important duties.

Step(iv) – Create benchmark answers and a rating scale for each – An ideal
answer may be given the rating of 5 on a 5 point scale whereas, an average answer
3 marks and a poor one just 0 mark.

Step(v) – Appoint the interview panel and conduct interviews – Employers

conduct interview generally with a panel consisting of tal-ented and skillful
interviewers from the company. They review the ans-wers and rank the candidate
44
accordingly. They indicate where the an-swers of the candidate fall marginally short
of bench mark and where they are ideal or good. They may follow-up the panel
discussion with interview for some good candidates.

Step # 5. Checking of References:

Once the candidates interview is over, the reference he had mentioned are checked
by the personnel department. His old employers may be asked some quick questions
on phone about the candidate’s behavior with co-workers, management etc. Further
his/her regularity at work and his character can also be inquired about from other
references.

Step # 6. Medical Examination:

After a candidate has been approved for the job, his physical fitness is examined
through medical specialists of the company. If the report says that he or she is
medically fit for the job they are then finally selected. In case there is a problem with
the fitness, the candidates are given reasons for rejection.

Step # 7. Final Selection/Hiring:

The line managers are then asked to give final decision after all techni-cal and
medical tests are cleared by the candidate. A true understand-ing between the line
manager and the HR manager facilitates good selection. Therefore, the two together
take final decision and intimate it to the candidate. The HR department may
immediately send appointment letter to the selected person or after some time as the
time schedule says.

45
CHAPTER-3

46
 LEARNINGS FROM THE INTERNSHIP

It can be difficult to adjust to working in the HR department for the first time, but
real-life hands-on experience is the best way to learn how to survive in the working
world. One of the most valuable skills I learned during my HR internship at
PARKnSECURE is how to communicate professionally with others. This HR
internship has really helped me develop sufficient communication skills in various
environments by meeting new people and forming friendships. Aside from that, we
were taught how to work as a team, problem-solving skills, work ethics, adaptability
skills, and work responsibility.
Some of the major learnings are as follows :-
1. To Learn About How To Manage The Human Resources
2. To Learn About How To Do Recruitment And Its Process
3. To Learn About Selection And Its Process
4. To Learn About The Skills Needed
5. To Study About Disciplinary Action
6. Communicational Skills
7. Event Management Skills
8. Increased Confidence
9. To Learn How To Manage Employees In An Company
10. Learned How To Take Interview

47
CHAPTER-4

48
 CONCLUSION

From the above discussion it can conclude such a way that since human resource
management is a continuously practicing issue so it plays a significant role on
organizations overall performance. If an organization wants to gain full benefit from
human resource management it should follow all the sections of HRM. As a small
AMC few persons are recruited for its operations and performances. But it will
expand soon or later and then the number of HR employee may not be enough to run
the company.
Committed and trustworthy employees are the most significant factors to becoming
an employer of choice, it is no surprise that companies and organizations face
significant challenges in developing energized and engaged workforces. However,
there is abundance of research to demonstrate that increased employee commitment
and trust in leadership can positively impact the company’s bottom line. In fact, the
true potential of an organization can only be realized when the productivity level of
all individuals and teams are fully aligned, committed, and energized to successfully
accomplish the goals of the organization.
Thus, the objective of every company should be to improve the desire of employees
to stay in the relationship they have with the company.
In today world, the Human Resource Management plays a very significant role in
the daily life. On the one hand, the Soft and Hard Human Resource Management
influence on the business and lets them development rapidly. It can improve
employee’s motivation in a business and pay attention to company’s policy and law
respectively, which can increase the efficiency of company and get higher profits.
On the other hand, trade unions help the employee to achieve negotiation
successfully in the early time; it means the employee can negotiate a better wage and
a good working condition. However, at the present, the employment law gradually
becomes the focus in the world, because it has more restrictive and more favorable
to protecting employee’s benefit.

49
CHAPTER-5

50
 REFERENCES

• https://www.parknsecure.com
• https://www.yourarticlelibrary.com/
• https://www.whatishumanresource.com
• https://en.m.wikipedia.org
• https://www.humanresourcesedu.org

51