Recruitment and selection in a job placement consultancy

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Recruitment and selection in a job placement consultancy

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Abstract

Measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force. Recruitment of candidates is the function preceding the selection, which helps create a pool of prospective employees for the organization so that the management can select the right candidate for the right job from this pool. The main objective of the recruitment process is to expedite the selection process.Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified applicants for the future human resources needs even though specific vacancies do not exist. Usually, the recruitment process starts when a manger initiates an employee requisition for a specific vacancy or an anticipated vacancy.

Attract and encourage more and more candidates to apply in the organization. Create a talent pool of candidates to enable the selection of best candidates for the organization. Determine present and future requirements of the organization in conjunction with its personnel planning and job analysis activities.
Recruitment is the process which links the employers with the employees. Increase the pool of job candidates at minimum cost. Help increase the success rate of selection process by decreasing number of visibly under qualified or overqualified job applicants. Help reduce the probability that job applicants once recruited and selected will leave the organization only after a short period of time.
Meet the organizations legal and social obligations regarding the composition of its workforce.
Begin identifying and preparing potential job applicants who will be appropriate candidates.

Introduction
1. Need and objective of the study in present scenario
2. Scope of the study
Research methodology
1. Research design
2. Research instrument
Methods of data analysis
Review of literature
Recruitment
1. Needs
2. Purpose and importance of recruitment
3. A general recruitment process
4. Sources of recruitment
5. Components of the recruitment policy
6. Trends seen in recruitment
7. Advantages
8. HR challenges in recruitment
9. Head hunting
10. Centralized recruitment
Procedure of recruitment process
1. Pre process
2. Process management
3. Result consolidation
Importance of recruitment and selection
Objectives of recruitment and selection
Data analysis and interpretation
Findings
Limitations
Recommendations and suggestions
Conclusion
Annexure
Bibliography

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[...] Improper recruitment and selection can cause the expatriates to return hastily or a decline in their performance. A mismatch between job (its requirements) and people can reduce the effectiveness of other human resource activities and can affect the performance of the employees as well as the organization. Recruiting expatriates require special considerations and skills to select the best person for the job. Except for a few expatriate selection policies, the expatriate selection criterion is generally organization and nation specific. The recruiters for recruiting the expatriates should be carefully selected and trained. [...]

[...] To compound the difficulties for employers, it appears that dishonest or inappropriate candidates are not being identified and rejected early on in the recruitment process almost two-thirds of the survey respondents stated that they have had o withdraw job offers at the very last minute following the receipt of a poor personal reference. The most common reason for businesses rejecting candidates are because they lack the core abilities needed to do the job or because of a poor personality fit(33%). [...]

[...] 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 program. It may involve organizational system to be developed for implementing recruitment programs and procedures by filling up vacancies with best qualified people. [...]

[...] Online recruitment techniques Giving a detailed job description and job specifications in the job postings to attract candidates with the right skill sets and qualifications at the first stage. E-recruitment should be incorporated into the overall recruitment strategy of the organization. A well defined and structured applicant tracking system should be integrated and the system should have a back-end support. Along with the back-office support a comprehensive website to receive and process job applications (through direct or online advertising) should be developed. [...]

[...] This is saved in a template with the subject line and this template is sent to the short listed candidates from the job portals. Step Response Management A separate MIS is prepared to track the responses from various areas. Format the details of the responded candidates from micro site as well as e-mail responses city-wise. Arrangement of an auto mailer thanking the candidates for responding through email. Allotment of one team member to respond to the queries of various candidates over the phone. [...]

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