International Research Journal of Human Resources and Social Sciences Impact Factor- 3.866
Vol. 3, Issue 10, October 2016 ISSN(O): (2349-4085) ISSN(P): (2394-4218)
© Associated Asia Research Foundation (AARF)
Website: www.aarf.asia Email : editor@aarf.asia , editoraarf@gmail.com
RECRUITMENT AND SELECTION PROCESS
Ankita Singh
Mewar University Chittorgarh (Rajasthan), India.
ABSTRACT
Recruitment is the process of searching for prospective employees and stimulating them to apply
for jobs in the organization. Selection may be defined as the process by which the organization
chooses from among the applicants, those people whom they feel would best meet the job
requirement, considering current environmental condition. In today's rapidly changing business
environment, organizations have to respond quickly to requirements for people. Hence, it is
important to have a well-defined recruitment policy in place, which can be executed effectively to
get the best fits for the vacant positions. Selecting the wrong candidate or rejecting the right
candidate could turn out to be costly mistakes for the organization.
Better recruitment and selection strategies result in improved organizational outcomes. With
reference to this context, the research paper entitled Recruitment and Selection has been
prepared to put a light on Recruitment and Selection process. The main objective is to identify
general practices that organizations use to recruit and select employees and, to determine how
the recruitment and selection practices affect organizational outcomes at SMC Global Securities
Ltd. The research methodology applied is the exploratory. The data was collected through
well-structured questionnaires. The source of data was both primary and secondary. Sample size was
30. Data analysis has been done with the help of SPSS software. The company considered
portals as the most important medium of hiring employees. The employees working in the
company consider the employee references are one of the most reliable source of hiring the new
Successful recruitment and selection practices are key components at the entry point of human
resources in any organization .Efficient recruitment and selection strategies result in improved
organizational outcomes. The main objective of this paper is to identify general practices that
organizations use to recruit and select employees .The study also focus its attention o to
determine how the recruitment and selection practices affect the organizational outcomes and
provide some suggestions that can help to different companies located in Krishna.. The data was
collected through well-structured questionnaire. The source of data was both primary and
secondary and the Sample size was 150. Data analysis has been done with statistical tools like
tables, graphs, pie charts, bar diagrams etc.
Key Words: Experience, qualification, external recruitment, internal recruitment, written test,
group discussion, interview, reference, identification, growth, relocation, ,formal interview,
structured interview, job security, decent salary etc..
Introduction:
In this study helps the organization to identify the area of problem and suggest way to improve
the recruitment and selection process, this study focus on understanding recruitment and
selection process this study helps to manage a manpower budget for the recruitment and
selection process, this study helps to evaluate the time constrain for the recruitment process. The
study stratified sampling technique is used.
Recruitment and selection are two important functions of human resource management.
Technically speaking the function of recruitment precedes the selection function. it includes
finding, developing prospective employees and attracting them to apply for jobs in an
organization. Selection is the process of finding out the most suitable candidate to the job.
Recruitment is the first stage in the process which continues with selection and ends with the
placement of candidate. Recruitment facilitates in acquiring the number and the types of people
necessary to ensure continued operations of the organizations .Recruitment is finding the
potential applicants for actual or anticipated org vacancies thus, it acts as link in bringing
together the people with jobs and those seating jobs. The purpose of recruitment is to identify
suitable man power to meet the job requirements and job specifications It is the most important
function of personnel administration on the other hand selection is concerned with securing right
prospective candidate possesses the qualification for the specific job it is a long process. Starts
from the interview and ends with the contract of employment.
This module is about how to approach recruitment, selection and induction of the people in your
business. It is designed for people starting to introduce a more formal business approach, perhaps
as more staff are taken on and the complexity of the farm business grows, and for those
employers wishing to improve their current approaches.
Recruitment is the process of attracting the most suitable people for the position, selection is the
process of choosing the best person for the position, and induction is introducing the person to
the position. This module describes a series of well-tested steps to help you identify the right
person, to ensure he or she will fit well with your farm business, and to meet the various legal
obligations of an employer.
Objective of the Study:
To assess the perception of the employers regarding recruitment process they have undergone.
To identify the average time spent for selection process.
To identify new ways of improving the present recruitment procedure.
To study and analyze the various Multi-Criteria Decision Making problems relating to Human
Resource Management (HRM) in the leading Indian core IT industry.
The proposed work will especially address the present scenario of recruitment and selection
procedures in the two leading IT industries.
To evaluate the shortcomings if any of their presently used decision making methodologies.
To analyze and compare the different tools relating to decision making presently used by these
industries.
Research Methodology
The study is based on primary and secondary data. The major part of the data is primary in
nature. The primary data has been collected thorough well-structured questionnaires and also by
questionnaires have been given in the appendix. The researcher visited the respondents
personally to administer the questionnaire. The first questionnaire consists of six questions to
collect all the relevant information regarding recruitment and selection process in the two IT
companies. The second questionnaire consists of forty eight questions to collect all the relevant
information regarding all aspects of human resource management in the two IT companies. In
designing questionnaires, every attempt was made to make it precise, so that the filling up may
be completed within shortest possible time. Questionnaires were used to obtain primary data.
Prior to constructing the actual questionnaires, the researcher conducted a pilot study to pretest
questionnaires. The questionnaires included questions relating to Human resource planning,
human resource recruitment and selection, Performance evaluation, Motivation, Training and
Development, Job-satisfaction, Stress, etc. The sample size of the present study is 150. The
selection of the respondent is based upon simple random sampling method. Respondents from
every functional areas like Marketing, Finance, Research and Development, Customer
Relationship, Purchase etc and especially the employees who are directly or indirectly involved
in the various human resources processes like Recruitment, Selection, Human resource planning,
Performance evaluation etc from these two IT companies are surveyed. After the collection of all
the needed data, it is first tabulated. Further, in this study the data is analyzed at disaggregate
level on the basis of two companies, gender, marital status, monthly income and experience. The
suitable statistical techniques like Chi-square test, ANOVA etc are applied using statistical
software’s to find Mean, Standard deviation, etc based upon the composition of the data as well
as the requirements of the research work. It is mentioned that various values resulted by the
statistical methods in the report with double star (**) indicates that the data is significant at 1%
level and values obtained with single star (*) indicates the data is significant at 5% level
respectively. It is also mentioned that values obtained in the report without any star indicates that
there is no significant association between the data. The stars have originated after the calculated
values of various methods are compared with the in-built table values of advanced software
packages. Data analysis involved reducing the accumulated data to a manageable size,
developing summaries, looking for patterns and applying statisticaltechniques. The secondary
data was collected from journals, books, published articles, reports, surveys and the internet.
Apart from this, the information was also taken from the various news articles, which appeared
in The Economic Times and other leading newspapers and published brochures that have been
Literature Review:
It has become more and more difficult to see the world around us in a uni-dimensional way and
to use only single criteria when judging what we see. Looking to this aspect it is important that
managers have to analyze each situation appropriately and wisely to achieve multiple goals and
objectives in the best interest of the company. Today mankind has replaced the old methods with
modern science and technologies. The development of scientific disciplines such as operations
research, management science, computer science, and statistics, in combination with the use of
modern computers, are nothing but aids in assisting people in making the best decision for a
given situation The review of literature reveals that although managers usually try to make
appropriate decisions in critical situations but sometimes get confused when unable to get the
required support and assistance from their colleagues, managements, subordinates etc. As a
result, today the decision makers are taking the help of advanced methodologies for finding the
best possible solutions of Multi criteria decision making (MCDM) problems. It is observed that
while taking vital decisions, decision maker look for some logical and rational tools for
analyzing and processing the pertinent data which may be a set of alternatives based upon certain
set of criteria’s. In many real life cases it may even be impossible to accurately and objectively
quantify the pertinent data. There appears to be an increasing trend to the use of more systematic
procedures in decision making process. The proposed decision approach through this present
work would be highly useful for all the professionals involved in decision making such as
managers, seniors, juniors, executives in the field of marketing, finance, retail management,
human resource management etc. The following areas involves critical decision making process
with multiple criteria’s such as Human resource recruitment and selection, Motivation, Training
and Development of employees, Manpower Planning, Organization Change & Development,
Conflict Management etc. The companies are greatly involved in decision making process on all
the above issues.
Findings:
Using this survey the researcher could identify the recruiting modules conducted in the
organization, various factors considered for the recruitment and selection process and the
Most of the respondents 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.
Selection process is good but it should also be modified according to the requirements and
should job profile so that main objective of selecting the candidate could be achieved. Further
from this survey I hope the organization will be benefited and with the help of the suggestions
given the organization can improve its functioning and the overall Recruitment and Selection
Process in the organization and its performance will increase
Result and Discussion:
Using this survey the researcher could identify the recruiting modules conducted in the
organization, various factors considered for the recruitment and selection process and the
satisfaction level of the employee towards the Recruiting.
Most of the respondents 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.
Selection process is good but it should also be modified according to the requirements
and should job profile so that main objective of selecting the candidate could be
achieved. Further from this survey I hope the organization will be benefited andwith the
help of the suggestions given the organization can improve its functioning and the
overall Recruitment and Selection Process in the organization and its performance will
increase.
Conclusion:
The conclusion is drawn from the study and survey of the company regarding the Recruitment
and Selection process carried out there. Using this survey the researcher could identify the
recruiting modules conducted in the organization. Further from this survey I hope the
organization will be benefited and with the help of the suggestions given the organization can
improve its functioning and the overall Recruitment and Selection Process in the organization
In every organization recruitment and selection plays a vital role. The study reveals that the
recruitment and selection process offered in three selected industries is effective. The HR
manager of the selected industries has to focus on selecting the right persons through other
sources like campus placements, job.com, data banks etc. The selection is done by evaluating the
candidate’s skills, knowledge and abilities which are highly required to the vacancies in selected
industries. It is observed that, the selected industries have satisfied all the procedures of
recruitment. To motivate the employees; the selected industries have planned to offer incentives
of both monetary and non-monetary. It is suggested that the selected industries are advised to
follow the existing recruitment and selection policies in future also It is suggested that the
selected industries should give equal importance to external sources like agencies, references and data banks in order to get the desired & required employees . It is suggested that the selected industries have to encourage the fresher’s based on their skills, along with the experienced candidates. It is suggested that the selected industries have to adopt latest interview techniques
to recruit prospective employees.
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