A Study of the Recruitment and Selection Process

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Industrial Engineering Letters ISSN 2224-6096 (print) ISSN 2225-0581 (online) Vol 2, No.1, 2012

www.iiste.org

A Study of the Recruitment and Selection process: SMC Global Neeraj Kumari Manav Rachna International University, Faridabad, India. Email: neerajnarwat@gmail.com Abstract 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 employees. Company always takes in consideration the cost-benefit ratio. Keywords: Recruitment, Selection, Reference, Interview, Hiring, Performance. 1. Introduction 1.1Recruitment and selection Successful human resource should identify human resource needs in the organization. Once the needs are identified, the process of recruitment or acquisition function starts. Recruitment is the discovering of potential candidates for actual or anticipated organizational vacancies. Or, from another perspective, it is a linking activity bringing together those with jobs to fill and those seeking job. The ideal recruitment effort will attract a large number of qualified applicants who will take the job if it is offered. It should also provide information so that unqualified applicants can self select themselves out of job candidacy; this is, a good recruiting program should attract the qualified and not attract the unqualified. This dual objective will minimize the cost of processing unqualified candidates. Definition of Recruitment • Recruitment is the process of attracting prospective employees and stimulating them for applying job in an organization. • Recruitment is the process of hiring the right kinds of candidates on the right job. Methods of Recruitment There are various methods of recruitment but for the sake of simplicity, they have been categorized under two broad headings. • Internal Recruitment • External Recruitment Benefits and Importance of Recruitment: (1).Helps to create a talent pool of potential candidates for the benefits of the organization. (2).To increases the pool of job seeking candidates at minimum cost. (3).It helps to increase the success rate of selection process by decreasing the no of visits qualified or over qualified job applicants. (4).Helps in identifying and preparing potential job applicants who will be the appropriate candidature for the job.

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Industrial Engineering Letters ISSN 2224-6096 (print) ISSN 2225-0581 (online) Vol 2, No.1, 2012

www.iiste.org

(5).Finally it helps in increasing organization and individual effectiveness of various recruiting techniques and for all the types of job applicants. . 1.2Selection: Selection is the process of picking individuals who have relevant qualifications to fill jobs in an organization. Selection is much more than just choosing the best candidate. It is an attempt to strike a happy balance between what the applicant can and wants to do and what the organization requires. Importance of Selection Selecting the right employees is important for three main reasons: performance, costs and legal obligations. Performance: At first, our own performance depends in part of our own subordinates. Employees with right skills will do a better job for any company and...
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