ACKNOWLEDGEMENT I Miss Bhagyashree Krishna Palshetkar the student of S.K.SOMAIYA college from T.Y.

BANKING AND INSURANCE glad to have an opportunity to do the project on such good topic RECRUITMENT POLICY and could successfully complete this project under the guidance of my mentor Prof. APARNA JAIN. I am very thankful for their guidance which enables me to complete this project successfully. I wish to grateful thanks to my guardians as well as teachers for their constant inspiration.

EXECUTIVE SUMMARY Recruitment is essential to effective Human Resources Management. It is the heart of the whole HR systems in the organization. The effectiveness of many other HR activities, such as selection and training depends largely on the quality of new employees attracted through the recruitment the recruitment process. Today, in every organization personnel planning as an activity is necessary. It is an important part of an organization. Human Resource Planning is a vital ingredient for the success of the organization in the long run. There are certain ways that are to be followed by every organization, which ensures that it has right number and kind of people, at the right place and right time, so that organization can achieve its planned objective. Recruitment and Selection plays a vital role in this situation. Shortage of skills and the use of new technology are putting considerable pressure on how employers go about Recruiting and Selecting staff. It is recommended to carry out a strategic analysis of Recruitment and Selection procedure. With reference to this context, this project is been prepared to put a light on Recruitment process. This project includes Meaning and Definition of Recruitment, Need and Purpose of Recruitment, Evaluation of Recruitment Process, Recruitment techniques, Recruitment factors, Sources of Recruitment etc. through which an Organization gets suitable applicant.

Successful HR Strategy HR Strategy is a much misused term in many HRM Departments. HR Strategy is the basic document for Human Resources demonstrating the most important goals in the future. It is derived directly from the Business Strategy and must be agreed by the top management of the company. HR Strategy is a document to show the employees in HRM and the rest of the organization the main imperatives and key initiatives of Human Resources to be achieved and how they will impact the whole organization. HR Strategy can be completely new and innovative, but many times the HR Strategy uses the basic blocks, which can be found on the market and putting just different priorities. Generally, there are about 10 different HR Strategies, which are used and the priorities and initiatives differ. Also, the HR Strategy is very dependant on the sector, in which the organization operates. The manufacturing company can have very different HR Strategy from the financial institution.

Purpose & Importance Of Recruitment The Purpose and Importance of Recruitment are given below: Attract and encourage more and more candidates to apply in the organization.

the organization. ion with its personnel planning and job analysis activities. recruitment is the process which links the employers with the employees. cost.

visibly under qualified or overqualified job applicants.

leave the organization only after a short period of time.

of its workforce.

appropriate candidates. vidual effectiveness of various recruiting techniques and sources for all types of job applicants

2. Content of recruitment policy a> Equal Employment Opportunity The aim of the Recruitment and Selection Policy is to ensure that the company select the most suitable person for the job on the basis of their relevant merits and abilities and that no employee/job applicant is unfairly treated on any grounds including: Race, Color, Nationality, Ethnic or national origins, Religion, Sex, Sexuality, Actual or perceived Aids/HIV status or perceived association with an HIV positive person, Marital status, Age, Social background, Disability. b> Confidentiality:

 To protect the privacy of candidates and to preserve the integrity of the recruiting process, all search committee members are required to maintain confidentiality throughout and after the conclusion of the recruitment process. Confidential information includes matters discovered or discussed during the recruiting process. All information relating to the search may only be discussed with other search committee members, Human Services or administrators in the chain of command of the hiring department. Employees who violate this requirement for confidentiality will be subject to corrective or disciplinary action. 3. Monitoring and Review of Policy In order to monitor compliance with and the effectiveness of this policy, a member of the Human Resources department may be invited to or elect to be present at any stage of the recruitment process. Regular reports on trends and statistics relating to recruitment and appointments will be provided to the HR manager as appropriate. 4. Complaints of recruitment policy If any employee/job applicant considers that he or she has been unfairly treated in relation to the recruitment and selection policy, he/she can make a complaint which will be dealt with in accordance with the agreed procedures.

This policy is in accordance with the relevant legislation and various codes of practice.

Sources Of Recruitment Every organisation has the option of choosing the candidates for its recruitment processes from two kinds of sources: internal and external sources. The sources within the organisation itself (like transfer of employees from one department to other, promotions) to fill a position are known as the internal sources of recruitment. Recruitment candidates from all the other sources (like outsourcing agencies etc.) are known as the external sources of The recruitment.

SOURCES OF RECRUITMENT

Internal Sources Of Recruitment Some Internal Sources Of Recruitments are given below:

1. TRANSFERS The employees are transferred from one department to another according to their efficiency and experience.

2. PROMOTIONS The employees are promoted from one department to another with more benefits and greater responsibility based on efficiency and experience.

3. Others are Upgrading and Demotion of present employees according to their performance.

4. Retired and Retrenched employees may also be recruited once again in case of shortage of qualified personnel or increase in load of work. recruitment such people save time and costs of the organisations as the people are already aware of the organisational culture and the policies and procedures.

5. The dependents and relatives of Deceased employees and Disabled employees are also done by many companies so that the members of the family do not become dependent on the mercy of others.

External Sources Of Recruitment 1. PRESS 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.

2. EDUCATIONAL INSTITUTES Various management institutes, engineering colleges, medical Colleges etc. are a good source of recruiting well qualified executives, engineers, medical staff etc. They provide facilities for campus interviews and placements. This source is known as Campus Recruitment.

3. PLACEMENT AGENCIES Several private consultancy firms perform recruitment functions on behalf of client companies by charging a fee. Theseagencies are particularly suitable for recruitment of executives and specialists. It is also known as RPO (Recruitment Process Outsourcing) 4. 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. 5. LABOUR CONTRACTORS Manual workers can be recruited through contractors who maintain close

contacts with the sources of such workers. This source is used to recruit labour for construction jobs. 6. UNSOLICITED APPLICANTS Many job seekers visit the office of well-known companies on their own. Such callers are considered nuisance to the daily work routine of the enterprise. But can help in creating the talent pool or the database of the probable candidates for the organisation. 7. EMPLOYEE REFERRALS / RECOMMENDATIONS Many organisations have structured system where the current employees of the organisation can refer their friends and relatives for some position in their organisation. Also, the office bearers of trade unions are often aware of the suitability of candidates. Recruitment Management can inquire these leaders for suitable jobs. In some organizations these are formal agreements to give priority in recruitment to the candidates recommended by the trade union. 8. RECRUITMENT AT FACTORY GATE Unskilled workers may be recruited at the factory gate these may be employed whenever a permanent worker is absent. More efficient among these may be recruited to fill permanent vacancies.

Factors Affecting Recruitment The recruitment function of the organisations is affected and governed by a mix of various internal and external forces. The internal forces or factors are the factors that can be controlled by the organisation. And the external factors are those factors which cannot be controlled by the organisation. The internal and external forces affecting recruitment function of an organisation are:

FACTORS AFFECTING RECRUITMENT

Internal Factors Affecting Recruitment The internal factors or forces which affecting recruitment and can be controlled by the organisation are 1. RECRUITMENT POLICY The recruitment policy of an organisation specifies the objectives of recruitment

and provides a framework for implementation of recruitment programme. It may involve organizational system to be developed for implementing recruitment programmes and procedures by filling up vacancies with best qualified people.

FACTORS AFFECTING RECRUITMENT POLICY Organizational objectives Personnel policies of the organization and its competitors

1. Government policies on reservations. Preferred sources of recruitment. Need of the organization. Recruitment costs and financial implications. 2. HUMAN RESOURCE PLANNING Effective human resource planning helps in determining the gaps present in the existing manpower of the organization. It also helps in determining the number of employees to be recruited and what qualification they must possess. 3. SIZ OF THE FIRM The size of the firm is an important factor in recruitment process. If the organization is planning to increase its operations and expand its business, it will think of hiring more personnel, which will handle its operations. 4. COST Recruitment incur cost to the employer, therefore, organizations try to

employ that source of recruitment which will bear a lower cost of recruitment to the organization for each candidate. 5. GROWTH AND EXPANSION Organization will employ or think of employing more personnel if it is expanding its operations.

External Factors Affecting Recruitment The external factors which affecting recruitment are the forces which cannot be controlled by the organisation. The major external forces are:

1. SUPPLY AND DEMAND The availability of manpower both within and outside the organization is an important determinant in the recruitment process. If the company has a demand for more professionals and there is limited supply in the market for the professionals demanded by the company, then the company will have to depend upon internal sources by providing them special training and development programs.

2. LABOUR MARKET Employment conditions in the community where the organization is located will influence the recruiting efforts of the organization. If there is surplus of manpower at the time of recruitment, even informal attempts at the time of recruiting like notice boards display of the requisition or announcement in the meeting etc will attract more than enough applicants.

3. IMAGE / GOODWILL Image of the employer can work as a potential constraint for recruitment. An organization with positive image and goodwill as an employer finds it easier to attract and retain employees than an organization with negative image. Image of a company is based on what organization does and affected by industry. For example finance was taken up by fresher MBAs when many finance companies were coming up. 4. POLITICAL-SOCIAL- LEGAL ENVIRONMENT Various government regulations prohibiting discrimination in hiring and employment have direct impact on recruitment practices. For example, Government of India has introduced legislation for reservation in employment for scheduled castes, scheduled tribes, physically handicapped etc. Also, trade unions play important role in recruitment. This restricts management freedom to select those individuals who it believes would be the best performers. If the candidate cant meet criteria stipulated by the union but union regulations can restrict recruitment sources. 5. UNEMPLOYMENT RATE One of the factors that influence the availability of applicants is the growth of the economy (whether economy is growing or not and its rate). When the company is not creating new jobs, there is often oversupply of qualified labour which in turn leads to unemployment. 6. COMPETITORS The recruitment policies of the competitors also effect the recruitment function of the organisations. To face the competition, many a times the

organisations have to change their recruitment policies according to the policies being followed by the competitors.

Recruitment Policy of a Company In todays rapidly changing business environment, a well defined recruitment policy is necessary for organizations to respond to its human resource requirements in time. Therefore, it is important to have a clear and concise recruitment policy in place, which can be executed effectively to recruit the best talent pool for the selection of the right candidate at the right place quickly. Creating a suitable recruitment policy is the first step in the efficient hiring process. A clear and concise recruitment policy helps ensure a sound recruitment process.

It specifies the objectives of recruitment and provides a framework for implementation of recruitment programme. It may involve organizational system to be developed for implementing recruitment programmes and procedures by filling up vacancies with best qualified people.

COMPONENTS OF THE RECRUITMENT POLICY

The general recruitment policies and terms of the organisation Recruitment services of consultants Recruitment of temporary employees Unique recruitment situations

The selection process The job descriptions The terms and conditions of the employment

A recruitment policy of an organisation should be such that:

It should focus on recruiting the best potential people. To ensure that every applicant and employee is treated equally with dignity and respect.

Unbiased policy. To aid and encourage employees in realizing their full potential. Transparent, task oriented and merit based selection. Weightage during selection given to factors that suit organization needs. Optimization of manpower at the time of selection process. Defining the competent authority to approve each selection. Abides by relevant public policy and legislation on hiring and employment relationship.

Integrates employee needs with the organisational needs.

Recruitment Process

The Recruitment and Selection Process is one of the basic HR Processes. Recruitment and Selection is very sensitive as many managers have a need to hire a new employee and this process is always under a strict monitoring from their side.

The Recruitment and Selection Process must be simple and must be robust enough to operate excellently in the moment of the insufficient number of candidates on the job market and the process must be also able to process a large number of candidates within given time limit.

The clearly defined Recruitment and Selection Process is a key to the success of any Human Resources Department.

Recruitment Process Steps

Recruitment is the process of selecting the most suitable candidate for a specific job requirement. Recruitment and selection is a step by step process involving both, the employer and the employee, in a way that both of them are mutually benefited. This article will help you to understand the selection and recruitment process steps.

In today's competitive world, every company needs good employees for an accelerated growth rate. The recruitment and selection strategies of a particular organization are believed to have an impact on this growth and success rate of the organization. Thus, it is very important for an employer to design his recruitment process steps very well.

Recruitment and Selection Process Employers are always concerned about how to find and hire the right employees. Employers recruit for the present and future needs of the company. There are usually two types of recruitment processes.

Recruitment Processes: External and Internal Internal recruitment applies to the people working in the present organization. They are given a chance to apply for a given vacant position first. This may include a change in profile on the part of the employee. Internal recruitment is more economical and less time consuming for the company. In contrast, external recruitment has to do with external candidates applying for an available position.

Naturally, the resources spent for the overall selection process are more.

The Human Resources Department (HRD) team plays a significant role in the recruitment process steps of every organization. Whenever a vacancy arises in an organization, it is the responsibility of the HRD to place the information in the public domain through the various media, such as newspapers and various job sites. However, it is of utmost importance that the advertisement designed clearly defines the designation, job profile and the concomitant skill set required. Know more on human resource management.

Filtration and Selection of Relevant Resumes After receiving an adequate number of responses from job seekers, the sieving process of the resumes begins. This is a very essential step of the recruitment selection process, because selecting the correct resumes that match the job profile, is very important. Naturally, it has to be done rather competently by a person who understands all the responsibilities associated with the designation in its entirety. Candidates with the given skill set are then chosen and further called for interview. Also, the applications of candidates that do not match the present nature of the position but may be considered for future requirements are filed separately and preserved.

Preliminary Selection Techniques Online employment screening is a technique employed by certain employers. This technique saves a lot of time and money for the employer. It is an efficient method to assess the skills and knowledge of the candidate with regards to the required skill set. Some organizations conduct the first round of selection process as interviews based on communication and interpersonal skills.

Psychometrics is a technique which tries to gauge a person's attitude, intelligence and personality. Psychometric testing is used by most organizations. This test helps an employer to arrive at an approximate suitability quotient of the candidate, for a particular job profile.

Assessment center technique is another method that includes lots of exercises on problem solving, presentation, aptitudes test and many more. In this process, employers usually check the different skills of a person. The various skills include analytical skills, team building skills, leadership skills, personal attributes and presentation skills.

After a candidate has cleared these tests, there is usually a formal round of interview with the HRD, where the discussion that includes salary expectations and subsequent negotiations takes place.

Recruitment Process Interview Is it imperative that the employer knows how to conduct an interview? Job interviews play an important role in the entire recruitment process. It is very important to put the candidate at ease, so as to eliminate initial nervousness and to break the ice. It is better to start with general questions to the candidate, so that he feels relaxed. Queries should be job related, objective and understandable to the candidate. Some of the usual employer interview questions are as follows:

Tell me something about yourself? What is your work experience and how it is related to this job? What made you to apply for this job?

All ambiguities should be done away with, when describing the responsibilities of the slot available. Read more on basic interview techniques and what to ask when recruiting.

The recruitment process of an organization ends by finalizing the candidate followed by other joining procedures and formalities. Recruitment process steps, if done methodically and systematically, reflect a cogent and effective growth in your business.

Simple Recruitment Process Wins

The basic rule for the recruitment process design should be the simplicity. The HRM Function usually tends to bring a complex recruitment process, which solves every potential process step and do not allow the participants to act as it is needed in the moment. The HRM Function has to keep in mind the basic role of the recruitment process the recruitment process has to bring a new employee on the board, quickly and

cheap. That is all. The HRM Function brings complex recruitment processes, which look for the best potential on the job market, but the real needs of the organization can be different. The HRM Function needs to focus on the goal of the recruitment process. The time is the most important success factor for the recruitment process. The organization can tolerate the cost of the recruitment for some time, but the quick delivery of the candidates is a priority number one for the recruitment process. The HRM Function tries to keep all the relevant candidates in the process, but the simple recruitment process focuses on different thing - to push the best candidate through all the job interviews as quickly as possible. It does not focus on searching for the best candidate, when the best candidate so far is detected, then the candidate is pushed through the rest of the recruitment process quickly. The additional features of the recruitment process are a nice extra, but they cannot be against the main goal of the simple recruitment process - to deliver the best candidate quickly. The organization needs its staff to deliver the results and the recruitment process has to allow the organization to reach its goals.

Recruitment Process Design and Development

The good design of the recruitment process is a key to the successful recruitment and staffing process. The HRM Function has to focus on the design of the process and to cooperate with all the involved parties - managers, employees, agencies and web recruitment services.

The recruitment process is unique for each organization and the HRM Function has to make adjustments in the general design of the recruitment process, which can be taken from any source. The recruitment process design is not an easy job, but the HR Recruiter has to be smart enough to bring the recruitment design, which will fit the organizations need.

What to find out before recruitment process design? The recruitment and staffing process can be designed without the actual needs of the organization, but the HRM Function should invest time and effort into designing the correct recruitment process to make sure, the organization will take the result of the design as a benefit. The design of the recruitment process is about the cooperation of the involved parties, it cannot be just a result of the individual job of the HRM Function. The design of the recruitment process needs a lot preparation before the designing and drawing the recruitment process. The HR Recruiter has to make several steps to be sure to design the process, which will fit the organization. The HRM Function should focus on the following areas to make a deeper research:

questionnaire for managers questionnaire for recruitment agencies measurement

The questionnaire for the managers can help to give the basic idea of the expectations of the organization. The managers are a real users of the recruitment process and they should be fully involved in the design of the recruitment process in the organization. They can provide useful information about the speed, cost and quality of the recruitment process. The recruitment agencies are usually interested in the cooperation with the client as a good design of the recruitment process can help to increase their income, which is always good for them. The recruitment agencies can provide the design of the recruitment process with a very useful information - the best practices collected at the clients. They provide these best practices for free as they want to help. The measurement is the most important part of the design of the recruitment process. The measurement shows the performance of the current recruitment process and help to identify the weak points in the current set up. The measurement can identify real quick wins, which can help to improve the performance quickly and without any major effort.

Designing Recruitment Process: Recruitment Measures The measurement of the recruitment process can to design the better recruitment process. The measurement of the recruitment process helps to identify gaps in the process and document them on the basis of numbers. The design of the recruitment process must be done on the basis of the numbers as the managers will try to make a benefit of the new design in their favor and the numbers are the only argument to make them sure about the benefits for the whole organization.

The HRM Function has to identify the correct measures to measure the recruitment process end-to-end as the design of the new recruitment process covers all the identified gaps. The measures should include:

time number of candidates positions open sources of the recruitment cost quality

Measuring time helps to set the realistic expectations from the new recruitment process. The HRM Function can promise a significant improvement in the time to fill the position, but it has to know the time of the recruitment process right now. Number of candidates, measured per position and in total helps to find out the potential issues in the area of insufficient number of candidates, which can identify the issue in the recruitment sources or bad cooperation with the recruitment agencies. The number of open positions at one time can indicate many issues in the organization and help the HRM Function to move more responsibilities to the line management to make the recruitment process more smooth. The sources of the recruitment are very important as the sources with the highest number of candidates and with the highest success rate should be the favorite

source of candidates in the future and the newly designed recruitment process should be built around. The costs of the recruitment are very important. It is easy to use executive search for all the positions, but the cost per hire is enormous then and the HRM Function has to find the optimum way to hire the new hires at affordable cost to the organization. The quality of the recruitment is also very important. Nothing can beat the Internet job posting in number of job resumes received, but when the quality has to be proven, the Internet based recruitment can be easily the least efficient source of candidates.

Defining recruitment strategy

The definition of the recruitment strategy must be clever enough to bring enough job candidates to the organization. The HRM Function is responsible for the recruitment process and the management should usually agree with the recruitment strategy of the organization. The definition of the recruitment strategy should be a common task of the HR Recruiters, the HRM Management Staff and the line management to agree on the same goals. The common team should be in place to define the recruitment strategy with the main goal in the mind To bring the right talents to the organization.

The leader in the recruitment strategy defining and development has to be the HRM Function to make sure, the recruitment strategy meets the requirements defined by the HRM Strategy for all the sub-strategies of the HRM Function. The HRM Function should be able to lead the effort of the defining and developing the recruitment strategy. The HR Recruiters should bring the detailed knowledge of the job market and the knowledge of the job candidates applying for the job positions in the organization. The current state is very important in the definition of the recruitment strategy. The recruitment strategy cannot be expected to change everything, it should show the current status and the potential development for the future of the organization. The management of the HRM Function has the role of keeping the consistency across the whole HRM Function. The clients can define many different approaches, the HRM Management Team has to bring the unification among the ideas. The line management has to bring the requirements and the ideas from the business or the rest of the organization. The definition of the recruitment strategy is not an easy task, the line management should bring the new ideas, which can help to win the battle with the competition.

Recruiting Strategies
The Recruitment Strategy is a complete mix of the recruitment processes, targets to hire and approach to hire the best talents. The Recruitment Strategy is a document to define the approaches and to get the best talents from the job market. The recruitment strategy has to be connected fully with other strategic HR documents to provide the rest of the organization with a clear picture about the HRM approach to the issue.

Sometimes the Recruitment Strategy helps to face the issue of the organization and Human Resources - this is many times a case of the older population in the organization and how to get the young potential into the organization. The recruitment strategy defines the following approaches:

the target group of the recruitment how the target group will be approached the recruitment sources to be used the recruitment processes to be used to serve the load

The recruitment strategy can also define some special programs to get the best potential candidates to the company and to attract them to be employed with the organization. The recruitment strategy cannot define the general goals as "Being the employer of choice". The strategy should define the clear actions and steps to be the real employer of choice to keep the attraction of the target audience. The recruitment strategy has to main sources of the information. The recruitment strategy has to be based on the organizational scan inside the organization and the market research. The recruitment strategy has to target the reachable goals and it cannot be focused on attracting the candidates, who are not available on the market. In case of lack of resources on the market, the Recruitment Strategy has to define another way to grow the potential inside the organization.

Recruitment is an expensive business, hence you cannot afford to hire wrong people. Sound HR recruiting strategies help you to hire the right people for the right job. Read on to know more on job recruiting strategies.

All of us are worried about getting good employment. But did you know that employers are equally worried about hiring good employees, if not more? Although, more often than not, job seeking candidates themselves approach the employers, the strategy 'you find us' does not work always. A single mistake during the recruitment process might end up in hiring a wrong employee. This mistake may not always cost you in terms of financial losses, but in cases where your company's reputation is at stake, this mistake can prove to be quite expensive. Hence, every organization must formulate some recruiting strategies that will enable the HR personnel to employ right candidates. More on personnel management.

Types of Recruiting Strategies

Basically there are two types of recruiting strategies, 'you find us' strategy and the 'we find you' strategy. About 95% of the organizations adopt a 'you find us' strategy. The drawback of this strategy is that it lacks proactive efforts at the individual level. The requirements are only broadly defined, thereby making it

difficult to separate the 'potential candidates' from the 'job seekers'. There is a lot of ambiguity regarding the job description of the position as well as employee expectations from the job. On the contrary, 'we find you' strategy follows a systematic approach which ends in the recruitment of the right candidate. The organization is very clear about their requirements, which enables them to find the person that perfectly fits in their requirements. Proactive efforts are made by granting scholarships and mentor ships so as to mold the candidate according to the organizations requirements. Unfortunately, only 5% of the organizations follow this strategy. More on how to find and hire the right employee.

Effective Recruiting Strategies: Stages of Recruitment

Develop a Job Description This is the first step to successful recruiting. Understanding the skills and responsibilities for a particular position is of immense importance from the HR perspective. Unless the HR himself is aware of the job description, it is not possible for him to recruit right people. Hence, it is a must that HR analyses the skills and responsibilities for a particular position and develops a relevant job description by accurately defining the role an employee is supposed to play.

Plan a Strategy Now that you have your job description at hand, you may actually start looking for people with the requisite qualifications, experience and skill. You need to formulate a recruiting strategy that will allow you to reach job applicants. A previously implemented policy can be implemented, if it has been successful in the past. Once, the strategy has been formulated, its execution should begin.

Newspapers, billboards, job sites, references of the current employees are some of the common ways of inviting applications for recruitment. Job fairs, campus recruitment and local events are another options of reaching your potential employees. Pick the strategy that suits your business the most.

Maintain a Checklist Whether you are only filling in a single position or you are recruiting in bulk, it is important to maintain a proper checklist. A checklist keeps track of your recruiting efforts and progress. It also helps to keep your recruitment efforts on track by forcing you to adhere to your strategy.

Scan the Applications Sifting through a pile of resumes and job applications is definitely not an easy job. Nonetheless, you should carefully scan each applicant's credentials and cross check them against your list of requirements. Shortlist the candidates that you think fit into your expectations and requirements.

Set a Prescreening Interview Many a times, the candidate appears very strong on paper, but may not be as appealing personally. The idea of a prescreen interview is to check if the applicant fits into your organization's culture and if his expectations are congruent with your job offer. A prescreen interview saves a lot of time for the selection committee. Only the applicants that pass the prescreen interview are invited for the final interview session with the selection committee.

Interviewing the Right Candidates Interviewing is the most crucial step in the recruitment process. It gives the chance

to the employer to personally meet the potential employee. It is important to ask right questions to the candidate and fairly evaluate his replies. This is the stage where you separate the extraordinary candidates from the average ones. Find more articles on job interview tips and job interview questions and answers.

Perform Background Checks The interview helps you to zero in upon a right candidate. However, before making a job offer to him, it is important that his credentials are verified. A thorough background check must be performed to ensure that the candidate has provided his credentials with integrity.

Make a Job Offer Making a formal job offer to the candidate selected for the concerned position is the final step of the recruitment strategy. The verbally negotiated terms and conditions are defined in the offer letter.

Effective Recruitment Techniques

If you have ever calculated the cost of a bad recruitment decision youd never spend less than 24 hours on an interview ever again. Scientific recruitment techniques have been available for decades and yet employers still recruit almost on impulse and then blame the candidate when it doesnt work out.

Yes, that was bad recruitment decision and not recruiting bad people because, in general, most people are not truly bad. They might lie to get a job; then you find out a week, a month or a year later when they cant do what they said they could and, if youre sensible, you have to sack them. The tragedy was not that they were lying but that you didnt realize they were lying because your recruitment technique is poor. The best evidence that someone can do a job is when they do the job right in front of your eyes. Thats the basis of scientific recruitment. Of course there are reams of psychometric tests that you will use to back up this evidence and the pressure of an extended interview has the magical effect of self-deselecting those who were hoping to slip under the radar. Assessment Centers were first used during the Second World War to discover officer material amongst the inexperienced recruits who had no track record to show whether they were capable of doing one of the most critical jobs around at the time. Since then the Centers have been refined and adopted for use in commerce and industry to spectacular effect. Depending on the criticality of the job to the business, Assessment Centers can take anything from a few hours to one full day including an overnight assignment. The language of Competencies has been interwoven with the language of Psychometrics to allow employers to specify the precise qualities they need in a successful candidate. This specification then drives the design of the activities that candidates will be asked to undertake. Everything they do will be observed Big Brother style by in-company experts to allow them to do the assessing. Each activity is scored and, by the end of the Assessment Center, a clear winner usually emerges.

On occasion, nobody meets the criteria and no job offer is made. This is not a bad result; it is just no result which means that the ideal candidate is not currently on the open market and you may have to resort to World War 2 tactics by identifying untapped potential in graduate recruits. Of course, the people invited to Assessment Centers have already undergone conventional interviews but they are selected using the specification drawn up for the ideal candidate and they must convince the initial interviewers that they have the required qualities. They do this by explaining what they have done in the recent past that would demonstrate their strength in each competency and the interviewers select Center candidates by comparing this evidence. To supporters of the one hour interview and the hunch approach to recruitment this will seem a terribly laborious approach but the proof is in the companies that use it assiduously. They are consistently Top 10 performers in their fields and have some of the longest service records on the planet, proving that these techniques are as good for the employees as they are for the employers.

Internal Recruitment Benefits

The internal recruitment process has a lot of benefits and it is always difficult to decide whether to use internal or external recruitment process. The internal recruitment is a right recruitment process for the large organization, which promote friendliness in their corporate culture. The corporate culture, which supports the employees to look for the opportunities in the organization, is well designed for the internal recruitment process and the

process can be a big benefit for the organization. The corporate culture, which is focused on a strong competition among employees and with the external environment, this corporate culture does not support the internal recruitment process. The corporate culture should drive the decision process. In case of two candidates for the position, the corporate culture should navigate the HRM Function and the hiring manager to decide correctly about the winning job candidate. The corporate culture has to provide a guidance for the last decision about the winning candidate. The career development is a huge benefit of the internal recruitment process. The career development has to be communicated openly and the employees cannot be worried about their application for a new position within the organization. The career development can define special rules for the application for the new position. The rule is usually about the necessity to stay at one position for a defined period of time before applying for a new one. In case of necessity, the HRM Function can act quicker, but the current manager of the employee has to agree to allow the transfer. When the career development functions well, the employees are motivated to train themselves to get more skilled and develop their competencies as they see the career opportunity in the organization. The cost side is a clear internal recruitment benefit. The internal recruitment can be quicker and cheaper than the external recruitment. The employee who works with the organization usually does not ask a huge salary and is available for a transfer much quicker.

Another internal recruitment benefit is a smaller pressure for the compensation and benefits. The moving employees get promoted and they do not press for a higher salary for just being with the organization. The term internal recruitment is defined as the practice of choosing amongst current company workers to fill a position that falls vacant over time. The vacancy could sometimes be advertised throughout a company; this could be on the company's monthly or quarterly job-sheet. Most institutions of higher learning use this practice. The practice is evoked occasionally when a company's employee has been rendered redundant in their current post, and oftentimes it's a way used to promote a certain company employee sideways other than up the firm. Internal recruitment is often resorted to as a way of saving money that could be spent through advertisements and also to cut on training costs that an outside employee would need to become familiar with the system. Internal vacant positions are advertised in various ways, it could be done through an internal job sheet, the company's notice board or through the company's intranet - this is the type of website whose viewing is limited to the organizations members. Others companies have company magazines that they use for advertisement purposes while others may use staff meetings - this could be used when an organization wants to advertise the vacant position to a specific group of employees. Advantages of internal recruitment are more than just cutting on advertisement costs because it offers wonderful opportunities for the current staff to further their careers. Internal recruitment could also be a great way of keeping workers who may have been considering a flight from the company, this is advantageous because the cost of training are at most best insignificant and to the worst much

less than it would cost if the organization advertised outside. It's definitely faster and less costly than outside recruitment and it has the added merits because current employees are a familiar entity. Some organizations conduct external recruitment only to discover later that they have a member of staff who doesn't fit into the general environ and the mission and vision statement of the organization. The disadvantage of internal recruitment is that the size of prospective applicants is considerably reduced. There is no doubt that outside recruitment provides the organization with a broader skill pool and wider experience than could be the case with internal recruitment. A staff member who responds to the internal advertised position and gets the job might discover that their workmates resent that promotion and that could prove very challenging for them in their newfound positions. If a company does its recruitment internally, It most probably faces the possibility of having another empty position to fill, and of how to do that. Organizations that heavily rely on inside recruitment might eventually find that they have to advertise outside the organization, the cost notwithstanding. Current staff may fill to be the best candidates for the position regardless of whether they have the necessary expertise and expertise required for the job.

Internal or External Recruitment The Internal Recruitment is the most favorite source of candidates in the stable and developed companies. The Internal Recruitment needs a strong support from other HR Processes, because the unmanaged internal recruitment process can lead to disappointed managers and employees in the organization. The Succession

Planning and strong and consistent Performance Management are needed to ensure the success of the internal recruitment. The internal recruitment can offer the chance to change the job position to anyone in the organization, but the efficient internal recruitment process needs a strong help from other processes to provide managers with the additional information to work with. In case of the unknown additional information, the internal recruitment process can not offer much of the value added. The internal job candidate should be known to the organization and the HRM Function should provide the hiring manager with the information about the background information. The internal recruitment process has to be driven by strict and agreed HR Rules and HR Policies as the unclear rules for the process can bring a lot of tension inside the organization as the best employees can be easily stolen among different units and different managers. This issue looks pretty simple to solve, but the reality can bring difficult issues and conflicts among the management team and can affect the performance of the organization hardly. Internal Recruitment Pros and Cons The Internal Recruitment can build a strong loyalty with the organization as the employees have a chance to change their position after a period of time. The employees are not pressed to look for opportunities on the external job market. The Internal Recruitment can be cheaper for the organization and can save the costs dedicated to the training and induction of new employees. Also, as the candidate knows the organization, the possibility of the failure is not a significant issue to the organization.

The Internal Recruitment needs strong management from the HRM Function, which can lead to the conflicts and the HRM Function has to have a position to be able to act as a strong facilitator in the conflict resolution. The Internal Recruitment can lead to huge issues when the candidates come from one department. The managers have to have the right to protect their own interests in the organization as they are responsible for the smooth operation. The Internal Recruitment does not bring new skills and competencies to the organization and organization with an intensive usage of the internal recruitment can suffer from the fresh blood. External Recruitment Pros and Cons The External market is full of potential job candidates. The external recruitment and proper campaign increase the popularity of the organization on the job market, which helps to improve the position for further expansion. On the other hand, the external recruitment Recruitment brings new people to the organization, which can be a huge benefit for the organization. The External Recruitment allows the organization to define the right requirements and the organization can select the candidate, which suits the organization best. The external recruitment can be in many situations quicker solutions, mainly in the situation, when the job is expensive and takes a lot of energy from the HRM Function to handle all the job candidates in the selection process.

Recent Trends in Recruitment

The following trends are being seen in recruitment: OUTSOURCING In India, the HR processes are being outsourced from more than a decade now. A company may draw required personnel from outsourcing firms. The outsourcing firms help the organization by the initial screening of the candidates according to the needs of the organization and creating a suitable pool of talent for the final selection by the organization. Outsourcing firms develop their human resource pool by employing people for them and make available personnel to various companies as per their needs. In turn, the outsourcing firms or the intermediaries charge the organizations for their services.

Advantages of outsourcing are: 1. Company need not plan for human resources much in advance. 2. Value creation, operational flexibility and competitive advantage 3. turning the management's focus to strategic level processes of HRM 4. Company is free from salary negotiations, weeding the unsuitable resumes/candidates. 5. Company can save a lot of its resources and time

POACHING/RAIDING Buying talent (rather than developing it) is the latest mantra being

followed by the organizations today. Poaching means employing a competent and experienced person already working with another reputed company in the same or different industry; the organization might be a competitor in the industry. A company can attract talent from another firm by offering attractive pay packages and other terms and conditions, better than the current employer of the candidate. But it is seen as an unethical practice and not openly talked about. Indian software and the retail sector are the sectors facing the most severe brunt of poaching today. It has become a challenge for human resource managers to face and tackle poaching, as it weakens the competitive strength of the firm.

E-RECRUITMENT Many big organizations use Internet as a source of recruitment. Erecruitment is the use of technology to assist the recruitment process. They advertise job vacancies through worldwide web. The job seekers send their applications or curriculum vitae i.e. CV through e mail using the Internet. Alternatively job seekers place their CVs in worldwide web, which can be drawn by prospective employees depending upon their requirements.

Advantages of recruitment are:

o

Low cost. No intermediaries Reduction in time for recruitment. Recruitment of right type of people. Efficiency of recruitment process

HDFC BANK
HDFC Bank Ltd. is a major Indian financial services company based in Mumbai, incorporated in August 1994, after the Reserve Bank of India allowed establishing private sector banks. The Bank was promoted by the Housing Development Finance Corporation, a premier housing finance company (set up in 1977) of India. HDFC Bank has 1,725 branches and over 4,232 ATMs, in 779 cities in India, and all branches of the bank are linked on an online real-time basis. As of 30 September 2008 the bank had total assets of Rs.1006.82 billion.[4] For the fiscal year 2008-09, the bank has reported net profit of 2,244.9 crore (US$487.14 million), up 41% from the previous fiscal. Total annual earnings of the bank increased by 58% reaching at 19,622.8 crore (US$4.26 billion) in 2008-09.

History HDFC Bank was incorporated in 1994 by Housing Development Finance Corporation Limited (HDFC), India's largest housing finance company. It was among the first companies to receive an 'in principle' approval from the Reserve Bank of India (RBI) to set up a bank in the private sector. The Bank started operations as a scheduled commercial bank in January 1995 under the RBI's liberalization policies. Times Bank Limited (owned by Bennett, Coleman & Co. / Times Group) was merged with HDFC Bank Ltd., in 2000. This was the first merger of two private banks in India. Shareholders of Times Bank received 1 share of HDFC Bank for every 5.75 shares of Times Bank.

In 2008 HDFC Bank acquired Centurion Bank of Punjab taking its total branches to more than 1,000. The amalgamated bank emerged with a base of about Rs. 1,22,000 crore and net advances of about Rs.89,000 crore. The balance sheet size of the combined entity is more than Rs. 1,63,000 crore.

HDFC Bank Recruitment

HDFC Bank Recruitment is organized by the bank from time to time to filled the required openings for a number of job posts with the bank. HDFC Bank is one of the well known commercial banks in India and it is considered as a good employer in the Indian job market. HDFC Bank Recruitments involves written examinations and personal interviews of selected candidates. It is advisable for the candidates to have a clear understanding of the recruitment process in order to make an informed approach. HDFC Bank endeavors to become a world class bank with the active participation of its talented team of employees. Candidates who have applied for job vacancies during HDFC Bank recruitment in 2009 can get their results on the official bank website. Moreover, the website informs potential job seekers with the latest job opportunities with the bank. HDFC Bank recruitment for 2010 includes a number of job posts such as Supervisor, Sales manager, Relationship Manager, Area Classic on Phone, Acquisition Manager, Lead Phone Banking, POs, Clerks and many others. Moreover, the bank conducts recruitment for freshers and MBA holders who are looking to enter the banking industry. HDFC Bank recruitment is held in a large number of cities and urban areas that include Kolkata, Mumbai, Delhi, Pune, Bangalore and Chennai.

Being an employee of HDFC Bank will allow you to get a range of benefits and special banking services. The business philosophy of HDFC Bank is based on four main values that include customer focus, product leadership, Operational Excellence and people. To select the best of talents, the bank is engaged in hiring, motivating, developing and retaining the best available candidates in the banking industry. The primary objective of HDFC Bank is to bring up the bank up to the International level and provides the best of practices in service levels, product offering offerings, risk management, technology and audit and compliance. To appear in HDFC Bank recruitment, candidates are first required to make their application for the job openings and get the admit cards. Job application forms can be availed online from the bank website or from the nearest bank branches in their areas. Job opportunities made available by the bank are best career options that one can get by making some serious efforts.

HDFC acts as the following advantages to external sources of recruitment Entry of young blood in the organization is possible Wide scope is available for selection of the people with rich and varied people. Selection can be made in an impartial manner as large number of qualified and interested candidates can available The bank can fulfill reservation recruitment in favour of the disadvantage selection of the society. HDFC gets the following advantages the internal source of recruitment

 Internal recruitment is economical. The present employees already know the bank well and are likely develop a loyalty for the same. It tends to encourage existing employees to put in greater effects and to acquire additional qualification. this means there is motivation to employees to develop and reach to higher positions It provides security and continuity of the employment Internal recruitment help to raise the moral of employees and develops cordial relations at the marginal levels. It reduces labour turnover as capable employees get promotions within the organization. Internal recruitment is a quick and more reliable method. People recruited from within the organization do not need induction training.

CONCLUSION It is important to focus on process in any organization as recruitment has assumed importance for creating and sustaining competitive advantages for the bank. The recruitment procedure should always be given prime spotlight person from the options available and making him comfortable in the bank. Recruitment management helps to create the proper base for the properties of the bank. The overall study shows that the aspect of recruitment selections is different in different situation due to high employee satisfaction and effective working procedure. They always try to achieve high targets. Good promotion policies help them to retain and attract capable workforce so recruitment policies avoid necessary delay and gives positive results. Hence it can be concluded that it is necessary to understand the standards systematic aspect of recruitment management avoids overstaffing and maintains qualitative and effective workforce. Therefore it is very important to recruit workforce in the proper number and skills by using best possible means.

ANNEXURE 1. How do you define recruitment policy? 2. How is internal and external recruitment done? 3. What procedure you follow in recruitment policy? 4. What strategies you follow in recruitment? 5. What is the need and importance of recruitment? 6. What are the techniques of recruitment? 7. What are advantages from internal and external recruitment?

SUGGESTIONS The recruitment planning and policy formulated has to be done in a economic and human resource. Recruitment should not be neglected because it offers most suitable and capable candidate to the organization. As the result, through recruitment the objective of right person right job. Testing should be done by qualified psychologist applicants with highest test score are not always the better choices for the job than those core. Recruitment procedure should by fair and impartial. Sometimes there are chances of favoritism while selecting candidate. Every test used in an organization should be a valid one. It is always necessary to conduct a relevant test that will enable the organization to predict the successful performance of a job.

BIBLIOGRAPHY

Books reffered: Human Resourse Mangement K.Aswathappa Principles of Mannagement - R.N.Gupta

Websites: www.google.com www.hdfc.com www.scribd.com