A PROJECT REPORT ON A STUDY ON THE RECRUITMENT AND SELECTION PROCESS

CONTENTS
SL No. 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. Title Declaration Acknowledgement Executive Summary Introduction Research Methodology Company Profile Data Analysis and Interpretation Finding and Recommandation Conclution Bibliography Annexure Page No.

DECLARATION

ACKNOWLEDGEMENT
The satisfaction and euphoria that accompanies the successful completion of any task would be incomplete the mention of those people who made it possible, whose constant guidance, support and encouragement crown all the efforts with success.We would like to take the opportunity to thank these people for their valuable support and cooperation for the succesfull completion of this major task.

We acknowledge our sincere thanks and gratitude to Mr.for their support and cooperation towards the completion of this project.

We are very gratefull to our project guide who provided the finesse to our project with her valuable suggestion with respect to the subject.

We are also gratefull to our parents,friends and relatives who have helpedin the course of study.

Place: Bangalore Date:

EXECUTIVE SUMMARY

EXECUTIVE SUMMARY
The main objective is to study the recruitment and selection procedure of qualified personnel, competent and motivated human resources to meet the needs of the organization and to analyze the effective and importance of employee referrals in recruitment with specific reference to I.I.P.M TRILLIONS.

The process applies to all divisions, departments and groups of I.I.P.M Trillions related to the organizations job profile. The source for recruitment would be direct walk in by freshers, through consultancy, advertisement, employee referrals, and job portals.

Usually opting for consultancy and advertisement would be a costly affair but it has its own advantage like it would raise huge databases for future need and also confirm existence in market now and then. employee referrals are a common way of recruiting internally. It gets immense response and candidates could be selected for a profile at a comparatively lower cost.

It can be concluded that employee referrals are a common way of recruiting internally. Most of the leading IT industries adopt this scheme for recruiting talented personnel. It gets immense response and candidates can be selected for a profile at a comparatively lower cost. The various ways of making this scheme a success in an organization as discussed earlier would be to make all the employees aware of the scheme through advertisement, information on the intranet and also during induction.

Recruitment and selection in leading organizations is a huge process with utilization of some of the best methods and tools to reduce cost and to reach the best talent in order to meet the needs of the company at the right time through right sources and in efficient way based on the criteria set by the company.

Recruitment through employee referral and university placements were studied and understood for recruitment in I.I.P.M Trillions.

Employee Referral Program:

The objective of recruiting through this program is to encourage associates to refer suitable candidates for specified positions and also to reward associates in appreciation of their contribution towards bringing the required talent in to the company.

The HR department announces open positions on the HR intranet and other communication channels namely newspapers, corporate magazines and referral posters. Associates need to send resumes of candidates to meet the requirements. The associates need to send resumes of candidates to meet the requirements. The associates would be eligible for rewards amount if the candidate referred gets selected and joins

Employee referral as a source of recruitment is given due importance in I.I.P.M Trillions. A study to understand what the employee feel of this scheme in meeting the needs of the company was undertaken.from the study it can be concluded that it is a well set up scheme in the company through which approximately thirty to thirtyfive percent candidates are recruited yearly.

University placements:
This refers to the selection of freshers from campus recruitment. The requirements are laid down for the job profiles and the candidates need to attend the initial round of written test. The short listed candidates are then called for the next round of interviews in which they have to meet the requirements in order to get selected for the post. The greatest advantage for recruitment through university placements is increase in availability of fresh talented resource. Understanding the advantage of recruiting fresh graduates through campus recruitment is another study discussed, in a market of today where every person s qualified and holds good experience demands to be paid well which increases the cost of the company. So in such situation hiring freshers and training them becomes less costly. Such a step is usually taken to reduce the organizations costs on recruiting personnel. These various processes of recruiting in I.I.P.M Trillions have been recently adopted or seen a lot of change in the recent years. Highly qualified and educated candidates apply for such a program which promises excellent training and exposure at a junior management level with great opportunity to grow at a short span of time.

INTRODUCTION

INTRODUCTION
The success of any organization would depend ultimately on the caliber of its recruit and by the effectiveness of its recruitment and selection procedure, it is the part of the selection process concerned with finding the applicants and communicating the job recruitment to the applicants. Undertaking this process is one of the main objectives of management. Indeed, the success of any business depends to a large extent on the quality of its staff. Recruiting employees with the correct skills can add value to business and recruiting workers at a wage or salary that the business can afford, will reduce costs. It means to refurbish the organization with just the right kind of people, who meet the criteria laid Down in job specification. The aim of the recruitment policy should be to attract good quality applicants To undertake reliable and cost effective selection decision, should conform to the changing needs of the organization and should be according to the legal proceedings as per the law. For the process of recruitment an organization either develops new sources or tries to recruit from the existing sources of the organization. The requirement of manpower can be met from internal or external sources. Internal sources improve employer employee relationship, increase in general level of moral, results in better match of employee and job, develops sense of security, costs less, labor turnover is reduced and employees are motivated to perform better. Whereas external sources offers wide choice for selection, more dynamic with new entrants, invitation without any discrimination and best utilization of experienced and trained personnel. Various corporate in India adopt new recruitment and selection trends these days to best suit their requirement with minimum cost. It is no longer a simple process of interview and selection. Companies nowadays consider various factors and situation involved in understanding the available human resource market and making suitable selection that match the requirement of organization.

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of late there seems to be a need to utilize different methods and tools to evaluate suitable candidates for recruitment for different job profiles. To be able to select the right candidate. To be able to select the right candidate for the right candidate for the right job and reduce attribution. A company like the one under study has numerous job profiles and needs to adopt the best recruitment policies available in order to take in the best candidates which will cater to their needs in the organization. It also needs to consider the cost factor and adopt new methods of recruitment and selection every now and then to meet the changing requirement of the organization internally as well as externally. The objectives of this study are to understand the objectives that companies have while deciding on recruitment and selection policies and probing whether the company uner study manages to achieve the objectives they had in mind . To understand the framework involved in the whole procedure of selection with special reference to methods for employee referrals.

Stages of selection: A selection involves a range of selection techniques which can include a written application, interviews, practical exercises, work samples, aptitude and ability test, psychological assignments structured group and/ or individual exercise. Selection may be based solely on application and referee reports.

1) Resumes are obtained from a variety of sources that include our own extensive database, internet job boards, job fairs, employee referrals, and direct recruitment. 2) Potential applicants are screened via telephone, in order to confirm their relevant skills, experience, and availability

The interview process is broken up into 4 separate stages:

Stage 1 interview

Recruiters conduct a chronological review of the applicants education and experience

Stage 2 behavior-based assessment 11

The applicants participate in a comprehensive behavioral-based interview to determine their personality type, performance standards, work habits, reliability, integrity, and fit. Stage 3 knowledge & skills assessment Applicants participates in a technical interview that includes a demonstration of previous abilities, to determine the degree of their technical aptitude. Stage 4 Verification of employment requirements Applicant confirms their understanding and agreement regarding the job location and if it is suitable for them; their available start date; hours or shift that are required to work; if they have suitable transportation for the job; and the current pay rate being offered

3) references are checked to verify work experience and work performance.

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Overall Recruitment Policy:

The main objectives are to recruit and make available qualified, competent and motivated human resources to meet the needs of the organization. The process applies to all division, departments and groups of RBIN The job profile is usually of a personnel manager. The usual entry criterion is as follows: The request requisition form is to be approved by department head.

Process Description: The first step considered is requisition handling, the personnel department will scrutinize the requirement and assess whether the requirement is for fresh graduates or experienced personnel. In the case of recruitment is for fresh graduates it can be done through campus and market. In case Of campus selection the personnel department communicates about the test/interview to the candidates. Details of the selection procedure including the interview process to be followed are indicated in the department procedure. Whereas in case of recruitment of experienced personnel collection of suitable resumes done through: 1. 2. 3. 4. 5. resume databank Employee referrals. Manpower consultants. Job rotation. If the above do not meet the demand from market then an advertisement is drafted and released.

These resumes are circulated to the concerned department manager/group manager for initial assessment and short listing. then the hr department will identify suitable interviewers from a panel to take the interviews. The HR department will conduct interviews, fill in the biographical forms, shortlist candidates, conduct another round of interview whatever is required for the candidate to be selected. The number allocated to the requisition will be entered for references on the biographical form. Authority for appointment is obtained as indicated in the signature rules applicable to the HR department functions.

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The HR department negotiates salary and level, date of joining with the selected candidate. If the terms and conditions are acceptable to the Candidate then: The offer letter is made to the candidate. Countersigned copy of the offer letter is retained by the HR department. Then the HR department informers the concerned department manager and the training manager about the likely date of joining of the candidate. the RRF is closed once the candidates joins and a medical exam is conducted. In case the HR department is unable to fulfill the request within the time period specified in the requisition form, the same will be communicated and discussed with the requisitioning manage. For the panel of the interviewers the HR department will finalize the interview panel after discussion with the department head. This panel will be reviewed with minimum once a year. Closure/cancellation of the requisition. When the person joins, RRF is closed and the data is updated on the database. In case there is a change in requirement, it ceases to exist due to change in plan before the requirement, it ceases to exist due to change in plan before the requirement is done, the requisition manager can modify/close the RRF with intimation to the department head and HR department. The process deliverables are the recruited people to the organization. The quality records that are maintained are: a) RRF b) Resumes c) Recommendation-biographical forms d) Medical fitness report e) Copy offer letter f) Panel of interviewers

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Employee referral program (ERP)

ERP produce outstanding results with regards to cost, speed and quality of hire. ERPs as recruiting tools they also deliver number of other benefits that should be considered when designing, managing and measuring the effectiveness of the program. Such benefits include increased new-hire success rates, insights into employee morale and pride, and more focused use of recruiter and management time, which is enabled by offloading a portion of the sourcing, screening and assessment load to the greater employee population. The objective of recruiting through this program is to encourage associates to refer suitable candidates for specified position and also to reward associates in appreciation of their contribution towards bringing the required talent in to company.

Process:
HR announces open positions on the HR intranet and other communication channels namely Newspapers, corporate magazines and referrals posters. Associates need to send resumes of candidates to meet the requirements. The associates will be eligible for reward amount based on the following: If the candidates referred is selected and joins. Candidates referred should not have applied directly or through any agency in the past six months In case the same resume is received from other sources, date and time of receipt of resume will be considered as basis for reward In case of direct walk in events, the associates will become eligible for reward only if candidates mention associates name as reference in the application form. Referrals of ex-RBIN associate who have left in the past 12 months do not qualify for reward. Usually the reward amount is released along with the salary of associates within 2 months from the amount the referred candidates joins the company. Reward amount is taxable under the provision of income tax act.

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Quality candidates Organizations believe the candidates selected through the referral system stand high on quality And perform better as they are in an organization which includes their friends and known colleagues. Referrals have worked for many IT companies by referring a good candidate an employee reinstates the faith and pride which he has in the company. Chances are that a candidate referred by an employee is most likely to be finally selected. It has been observed that referred employees stay longer with the organization as they are in friendly environment. Unlike recruitment through consultants, an organization should be getting a person who knows people in our organization..the referral system is able to significantly check the attrition rate.

Cost savings Recruiting candidates through the referral system leads to huge savings for companies who spend large amounts on advertisements and placement agencies, companies like vMoksha technologies and tavant technologies acknowledge that have saved a large sum of their recruitment budget by inducting candidates through employee referrals. The monetary incentive depends on the post for which the candidate is selected. FASTER RECRUITMENT CYCLES: Referred candidates have a shorter recruitment cycle than candidates recruited through other modes

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