THE PROBLEM AND ITS BACKGROUND
People are integral part of any organization today. No organization can run without its human resources. In today’s highly complex and competitive situation, choice of right person at the right place has far reaching implications for an organization’s functioning. Employee well selected and well placed would not only contribute to the efficient running of the organization but offer significant potential for future replacement. This hiring is an important function. The process of hiring begins with human resource planning (HRP) which helps to determine the number and type of people on organization needs. Job analysis and job design enables to specify the task and duties of jobs and qualifications expected from prospective job HRP. Job analysis, job design helps to identify the kind of people required in an organization and hence hiring. It should be noted that hiring is an ongoing process and not confined to formative stages of an organization. Employees leave the organization in search of greener pastures, some retire and some die in the saddle. More importantly an enterprises grows, diversifies, take over the other units all necessitating hiring of new men and women. In fact the hiring function stops only when the organization ceases to exist. Hiring involves two board activities: i) Recruitment ii) Selection 1
The recruitment selection process allows companies to identify candidates that meet the qualifications of the position looking to be filled thereby meeting the needs of the business. The selection process starts first with the job posting itself. The recruiting department must find out what skills are necessary for the job they are filling. They also need to know if their client (the department with the opening) has any specific qualifications they want candidates to have such as a college degree.
Once the recruiting department has all the necessary information they will post the position. In some