A

PROJECT STUDY REPORTOn

Training Undertaken atCompany Name

(Chambal Fertilizer Chemical Ltd)

TitledldquoA Study On Process Of Recruitment In CFCLrdquo

Being submitted in partial fulfillment of the two yearFull time course in MBA

Session 2009ndash11

Submitted By - Submitted To-Anushree Tiwari Ms Neha SharmaMBA Part III

Apex Institute of Management amp Science Jaipur(Approved by AICTE New Delhi amp Affiliated to Rajasthan Technical University Kota)

(2009-2011)

1

Table of Content Table of Content

TABLE OF CONTENT PAGE NO

2

1)Topic 1

2)Preface 5-6

3)Acknowledgement 7-8

4)Executive Summary 9-10

5)Introduction 11-12

6)An Overview of Fertilizer Industry 13-17

a Company Profile b Product Of The Company c Corporate Social Responsibility

7)Research Methodology 18-21

a Data sources b Title of the study c Duration of the study d Sample size amp method of selecting sample e Organizational guide f Area of study g Objectives of the study h Limitation of the study

8) Topic Analysis 22-48

a)Recruitment The Concept

b) Recruitment process

c) Recruitment Methods

d)Outsourcing recruitment process

e)Managing recruitment

9) Analysis amp Interpretations 49-54

10) SWOT Analysis 55-57

11) Inferences 58-59

3

12) Conclusion 60-61

13) Appendix 62-64

14) Bibliography 65-66

4

PrefacePreface

5

PREFACE

As a student of Post Graduate Program in Human Resource I was obviously seeking an opportunity to do a project in this regard and I got opportunity in the Chambal Fertilizers and chemical limited located at Gadepan ndash where I was assigned this project I really found this project very challenging and interesting when I conducted it

In the beginning of my training in Chambal Fertilizers and Chemicals Limited I was handed over the company history profiles with the help of which I got complete over-view of the companyrsquos history various subsidiary companies various HR policies etc After I was allotted a training schedule which comprised of 45 days overview program of Recruitment This exercise not only gave me an insight in to the general functioning amp practical problems handled by different departments but I also got chance to build report with the employees which did help me during the course of my project execution The department which I covered was HR

After this program I was allotted a project and from thereon I started my research project activities beginning with deciding about the project objectives planning about how to complete project

6

AcknowledgementAcknowledgement

7

AcknowledgementAcknowledgement

I hereby take this opportunity to extend my earnest obligation gratitude amp indebtedness

to all who helped me in one or the other way in the successful completion of this project

My thanks go to Mr Vishal Mathur (DGM-HR) Mr AK Saxena (Manager-HR) who

allowed me to carry out this study at CFCL I shall be failing in my duty if I do not

express thanks to my project coordinator esteemed MrKaushik Kumar who really took

a lot of pains and gave me his valuable guidance and constant encouragement on the

basis of which I could carry it out very confidently

I extend my sincere thanks to all the employees of CFCL Gadepan for their kind

cooperation of the various functional department of CFCL for providing me general

insight knowledge about their respective departments

I also extend my grateful thanks to MS Neha Sharma (faculty member AIMS) for

his constructive criticism and guidance

Last but not least my loving gratitude to my parents who helped me in many

ways in completion of this Endeavour

Thanks to all once again

ANUSHREE TIWARI

8

Executive SummaryExecutive Summary

9

EXECUTIVE SUMMARY

Chambal Fertilizer and chemical Limited is the Indiarsquos largest producer of Urea in the

private sector It is the flagship company of the 5000 crore professionally managed

Zuari ndashChambal combine It has diversified interest in the area of fertilizer phosphoric

acid Agri Input amp seeds Agri Biotechnology and shipping

Being a student PGP (HR) it was great pleasure for me there I was assigned the most

relevant title as regarded summer training ie ldquoRecruitment and Selection process at

CFCLrdquo

Before Understanding the work of recruitment and selection firstly I have to understand

that what is the HR department the Role of the HR department and why it is so

important for any organization

So At first the work is given to me is a little introduction of each part of the HR

department like Recruitment Recruitment as a human resource management function

is one of the activities that impact most critically on the performance of an organization

While it is understood and accepted that poor recruitment decisions continue to affect

organizational performance and limit goal achievement This report discusses some of

the strategies that organizations can and do employ to ensure the existence of the best

possible pool of qualified applicants from which they can fill vacancies as and when

required

This exercise gives me an insight in the general functioning amp practical problem handled

by difference department

At last I complete my project under supervision of my guide MrKoushik Kumar I am

very thankful to my guide for giving me this opportunity

10

IntroductionIntroduction

11

INTRODUCTION

India is the third producer and consumer of fertilizer placed USA and China India being

Agro based economy is fifth largest in the world due to its fertilizer Industries These

fertilizer Industries play a vital role bringing prosperity to the country The Indian fertilizer

industry with a capacity of 121 lakh MT of nitrogen and 56 lakh MT of phosphate

nutrient is one of the largest in the world and has over the years played a significant

role in the development of agriculture in the country Fertilizer consumption in India is

among the highest in the world though we rank low in comparison to most of

developing and some of developed countries in terms of intensity of consumption

Fertilizer consumption in India has been stagnant in the last few years But with

increased focus of the government towards agricultural growth consumption levels are

expected to pick up Successful implementation of government programmes like the

Bharath Nirman programme etc which aims at an additional 10 million hectares under

irrigation could help increase fertilizer consumption in the long run

This is small introduction about fertilizer Industry

The project is given to me is ldquoRecruitment and Selection Process in CFCLrdquo Recruitment

and Selection is the part of Human resource which is the strongest part of any

organization Recruitment is the process of identifying and attracting potential

candidates from within andoutside an organization to begin evaluating them for future

employment Once candidates are identified an organization can begin the selection

processThis includes collecting measuring and evaluating information about

candidatesrsquo qualifications for specified positions Organizations use these processes to

increase the likelihood of hiring individuals who possess the right skills and abilities to

be successful at their jobs

12

AN Overview of FertilizerIndustry

13

AN OVERVIEW OF FERTILIZER INDUSTRY

Agriculture the backbone of Indian Economy still holds its relative importance for more

than a billion peoples The Government Of India from time to time has taken

considerable steps for the upliftment of Agriculture Sector

India is third largest producer and consumer of fertilizer placed after USA and China

India being an agro-based economy is the fifth largest due to its fertilizer Industries

These industries plat vital role in bringing prosperity to the country Agriculture Industry

is the only one in India that has acknowledged conformity to global standards of

performance

COMPANY PROFILE

Chambal Fertilizers and Chemicals Limited (CFCL)

Location

14

Corporate office International trade Tower 3rd Floor Block F

Nehru Place New Delhi -110019

Registered office Gadepan District Kota Rajastahn-325208

Regional Offices UTTAR PRADESH 1 Agra 2 Lucknow

PUNJAB 1 Chandigarh

HARYANA 1Hissar 2 Karnal

RAJASTHAN 1 Jaipur 2 Udaipur

GUJARAT 1 Ahmedabad

MADHYA PRADESH 1 Bhopal

Agriculture Development Laboratories Agra amp Sri Ganganagar

Products of the company

The company is in the business of producing high quality urea Its product has earned n

inevitable reputation within a short span of time its brand name ldquoUttam Veerrdquo is fast

gaining among farmer community throughout the country

The product mix of CFCL is having four products line as bellow-

FERTILIZERS PLANT PROTECTION BIOFERTILIZERS SEEDS CHEMICAL

Uttam Veer Urea Insecticides Uttam phos Uttam

soybean

15

Uttam DAP Uttam

sunflower

Single Super Monoveer Uttam

sorghum

Phosphate Endoveer Uttam

maize

Cyperveer Uttam

sudan Grass

Aceveer

Quinaveer

Uttam Neem

Weedicides Butaveer Isoveer

SEEDS - Wheat Paddy Mustered Soya been Cotton

CORPORATE SOCIAL RESPONSIBILITY

Uttam BandhanTo establish a closer brand and to provide personalized services to farmers Chambal

has started the Uttam Bandhan program a community welfare initiative Crop and

product demonstrations field demonstrations and farmer meets are conducted Farmers

are given ongoing training on specialized services that vary from crop diversification

Animal Health Care need for balanced inputs and use of bio-fertilizers Soil amp water

sampling and testing are also conducted for free Clinics set up by the Company and at

Agriculture Universities Agriculture Research Stations and Krishi Vigyan Kendras

Chambal has set up Hello Uttam Call Centres where agriculture experts respond to

farmer queries on the phone

Chambalrsquos commitment towards environment has been paramount

16

Even before the plants were put up it took on tree plantation around the proposed site

A number of roads around the plant have been lined with trees It has created a green

cover on what was a rocky wasteland and where the Gadepan complex stands today

Within the campus it has created a forest area In the village schools it takes up a

number of programmes to bring awareness on environmental issues It supports

environmental groups and government initiatives for a cleaner atmosphere

Uttam Krishi SewaksIn the Uttam Bandhan programme the crucial link between the Company and the farmer

is the Uttam Krishi Sewaks About 300 educated unemployed youth from a rural

background have been trained as Uttam Krishi Sewaks to provide best practices in

agriculture and specialized services to farmers They are self-employed and earn from

commission on the sale of specialized products Uttam Krishi Sewaks try and ensure

that the farmers follow agricultural best practices

Through proper training demonstrations expert opinion quality inputs and non-farm

income the Uttam Bandhan farmer has been a gainer in terms of not just increase in

income but also quality of life

Dissemination of InformationCrop and product demonstrations field demonstrations and farmer meets are

conducted regularly to educate farmers on latest farm practices Farmers are given

training on specialized services that vary from cultivation of medicinal and horticulture

crops vermi-culture and the use of bio-fertilisers A dedicated farmer website

uttamkrishicom farmer helpline- Hello Uttam and mailers such as lsquoChambal ki Chitthirsquo

are important channels to share information with farmers Chambal also actively

partners Government Departments Agriculture Universities Agriculture Research

Stations and Krishi Vigyan Kendrarsquos under Public Private Partnership to serve the

farmers

17

Research Research

MethodologyMethodology

18

RESEARCH METHODOLOGYIt is my pleasure that I got the opportunity to work in the CFCL as a management

trainee for a period of 45days and get to learn the operations of the organization and

there systematic amp sequential processing CFCL has witness a meteoric rise right from

its inception and has enlisted itself among top fertilizer companies of the country

Research methodology is a systematic process where collection analysis and the

interpretation of the data so collected from the survey must be interpreted

DATA SOURCES Primary data

Secondary data

PRIMARY DATAProfile of data collection as under

a Sample profile company employees which includes supervisors and workmen

b Sample size 100 employee

SECONDARY DATAa company record

b industrial directory

TITLE OF THE STUDYldquoA STUDY ON RECRUITMENT PROCESS IN CFCLrdquo

DURATION OF THE STUDY

45 Days

19

SAMPLE SIZE AND METHOD OF SELECTING SAMPLE

SAMPLINGSAMPLE - A sample is a part of the total population It can be an individual element

or a group of elements selected from the population Although it is a subset it is

representative of the population and suitable for research in term of cost convenience

and time The sample group can be selected based on a probability or a non-probability

approach A sample usually consists of various units of the population The size of

sample is sample is represented by ldquonrdquo

SAMPLE SIZEFor this management thesis I have taken sample size n as 100

Sampling is the act process or technique of selecting a representative part of a

population for the purpose of determining the characteristics of the whole population In

other words the process of selecting a sample from a population Using special

technique is called sampling

ORGANIZATIONAL GUIDE Mr AK SAXENA

(HR Manager)

AREA OF STUDY GADEPAN (Rajasthan)

OBJECTIVES OF THE PROJECT REPORT

The main objectives for doing this project are as follows

20

1) To acquire practical and theoretical knowledge about how the different department

doing work together why the HR department is important and how an organization is

going on

2) To acquire practical and theoretical knowledge about recruitment amp selection in an

organization

3) Last but not the least the overall view of HR department

LIMITATIONS OF THE STUDY This project is limited to one plant of CFCL which is based in GADEPAN(raj)

Some data was confidential and not disclosed as per the companyrsquos policy

Time limitation was the major factor for the study

21

Topic AnalysisTopic Analysis

22

RECRUITMENT ndash THE CONCEPT

Acquiring and retaining high-quality talent is critical to an organisationrsquos success As the

job market becomes increasingly competitive and the available skills grow more diverse

recruiters need to be more selective in their choices since poor recruiting decisions can

produce long-term negative effects among them high training and development costs to

minimise the incidence of poor performance and high turnover which in turn impact

staff morale the production of high quality goods and services and the retention of

organisational memory At worst the organisation can fail to achieve its objectives

thereby losing its competitive edge and its share of the market

Traditionally Public Service organisations have had little need to worry about market

share and increasing competition since they operate in a monopolistic environment But

in recent time the emphasis on New Public Management Public Sector Management

approaches has forced public organisations to pay closer attention to their service

delivery as consumers have begun to expect and demand more for their tax dollars No

longer are citizens content to grumble about poorly-produced goods and services and

the under-qualified untrained employees who provide them As societies become more

critical and litigious public service organisations must seek all possible avenues for

improving their output and providing the satisfaction their clients require and deserve

The provision of high-quality goods and services begins with the recruitment process

Recruitment is described as ldquothe set of activities and processes used to legally obtain a

sufficient number of qualified people at the right place and time so that the people and

the organisation can select each other in their own best short and long term interestsrdquo1

In other words the recruitment process provides the organisation with a pool of

potentially qualified job candidates from which judicious selection can be made to fill

vacanciesSuccessful recruitment begins with proper employment planning and

forecasting

23

In this phase of the staffing process an organisation formulates plans to fill or eliminate

future job openings based on an analysis of future needs the talent available within and

outside of the organisation and the current and anticipated resources that can be

expended to attract and retain such talent Also related to the success of a recruitment

process are the strategies an organisation is prepared to employ in order to identify and

select the best candidates for its developing pool of human resources

Organisations seeking recruits for base-level entry positions often require minimum

qualifications and experience These applicants are usually recent high school or

university technical college graduates many of whom have not yet made clear

decisions about future careers or are contemplating engaging in advanced academic

activity At the middle levels senior administrative technical and junior executive

positions are often filled internally The push for scarce high-quality talent often

recruited from external sources has usually been at the senior executive levels Most

organisations utilize both mechanisms to effect recruitment to all levels

24

PURPOSE amp IMPORTANCE OF RECRUITMENT

25

The Purpose and Importance of Recruitment are given below

Attract and encourage more and more candidates to apply in the organisation

Create a talent pool of candidates to enable the selection of best candidates for

the organisation

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 rate of selection process by decreasing number of visibly

under qualified or overqualified job applicants

Help reduce the probability that job applicants once recruited amp selected will

leave the organization only after short period of time

Meet the organizations legal amp social obligations regarding the composition of

its workforce

Increase organization amp individual effectiveness of various recruiting techniques

amp sources for all types of job candidates

FACTORS AFFECTING RECRUITMENT

The recruitment function of the organization is affected amp governed by a mix of

various internal amp external forces The internal forces or factors are the factors that can

be controlled by the organization The external factors are those factors which cannot

be controlled by the organization The internal amp external forces affecting recruitment

function of an organization are

FACTORS AFFECTING RECRUITMENT

26

THE RECRUITMENT PROCESS

Successful recruitment involves the several processes of

1 development of a policy on recruitment and retention and the systems that give

life to the policy

2 needs assessment to determine the current and future human resource

requirements of the organisation If the activity is to be effective the human

resource requirements for each job category and functional divisionunit of the

organisation must be assessed and a priority assigned

3 identification within and outside the organisation of the potential human

resource pool and the likely competition for the knowledge and skills resident

within it

4 job analysis and job evaluation to identify the individual aspects of each job and

calculate its relative worth

5 assessment of qualifications profiles drawn from job descriptions that identify

responsibilities and required skills abilities knowledge and experience

6 determination of the organizationrsquos ability to pay salaries and benefits within a

defined period

7 identification and documentation of the actual process of recruitment and

selection to ensure equity and adherence to equal opportunity and other laws

Documenting the organizationrsquos policy on recruitment the criteria to be utilized and all

the steps in the recruiting process is as necessary in the seemingly informal setting of in

house selection as it is when selection is made from external sources Documentation

satisfies the requirement of procedural transparency and leaves a trail that can easily be

followed for audit and other purposes Of special importance is documentation that is in

conformity with Freedom of Information legislation (where such legislation exists) such

as

1048707 criteria and procedures for the initial screening of applicants

1048707 criteria for generating long and short lists

27

1048707 criteria and procedures for the selection of interview panels

1048707 interview questions

1048707 interview scores and panelistsrsquo comments

1048707 results of tests (where administered)

1048707 results of reference checks

RECRUITMENT PROCESS RECRUITMENT PROCESS

28

RECRUIMENT METHODS

Recruitment may be conducted internally through the promotion and transfer of existing

personnel or through referrals by current staff members of friends and family

members

Where internal recruitment is the chosen method of filling vacancies job openings can

be advertised by job posting that is a strategy of placing notices on manual and

electronic bulletin boards in company newsletters and through office memoranda

Referrals are usually word-of-mouth advertisements that are a low-cost-per-hire way of

recruiting

Internal recruitment does not always produce the number or quality of personnel

needed in such an instance the organisation needs to recruit from external sources

either by encouraging walk-in applicants advertising vacancies in newspapers

magazines and journals and the visual andor audio media using employment

agencies to ldquohead huntrdquoadvertising on-line via the Internet or through job fairs and the

use of college recruitment

POSTING VACANCIES

As indicated earlier job posting refers to the practice of publishing an open job to

employees (often by literally posting it on bulletin boards) and listing its attributes such

as criteria of knowledge qualification skill and experience The purpose of posting

vacancies is to bring to the attention of all interested persons (inside or out of the

organisation) the jobs that are to be filled

Before posting a vacancy management needs to decide whether

1048707 it intends to retain the job in its present form and with its present title

remuneration and status

1048707 selected attributes of the job for example skill or experience will change

29

1048707 there are sufficient qualified potential applicants serving in other positions within

the organisation who may be potential candidates for that job

1048707 the existing organisational policy on recruitment is still applicable (for example

whether referrals by staff members of friends and family are still an acceptable

way of filling vacancies)

1048707 the organisations stands to benefit more in the long-term from recruiting

applicants from external sources

RECRUITING FROM INTERNAL SOURCES

There are sound reasons for recruiting from sources within the organisation

1048707 The ability of the recruit is known so it is easy to assess potential for the next

level By contrast assessments of external recruits are based on less reliable

sources such as references and relatively brief encounters such as interviews

1048707 ldquoInsidersrdquo know the organisation its strengths and weaknesses its culture and

most of all its people

1048707 Promotions from within build motivation and a sense of commitment to the

organisation Skilled and ambitious employees are more likely to become

involved in developmental activities if they believe that these activities will lead

to promotion

1048707 Internal recruitment is cheaper and quicker than advertising in various media and

interviewing ldquooutsidersrdquo Time spent in training and socialisation is also reduced

At the same time several disadvantages exist

30

1048707 Sometimes it is difficult to find the ldquorightrdquo candidate within and the organisation

may settle for an employee who possesses a less than ideal mix of competencies

1048707 If the vacancies are being caused by rapid expansion of the organisation there

may be an insufficient supply of qualified individuals above the entry level This

may result in people being promoted before they are ready or not being allowed

to stay in a position long enough to learn how to do the job well

1048707 Infighting inbreeding and a shortage of varied perspectives and interests may

reduce organisational flexibility and growth and resistance to change by those

who have an interest in maintaining the status quo may present long term

problems

RECRUITING FROM EXTERNAL SOURCES

External recruiting methods can be grouped into two classes informal and formal

Informal recruiting methods tap a smaller market than formal methods These methods

may include rehiring former employees and choosing from among those ldquowalk-inrdquo

applicants whose unsolicited reacutesumeacutes had been retained on file The use of referrals

also constitutes an informal hiring method Because they are relatively inexpensive to

use and can be implemented quickly informal recruiting methods are commonly used

for hiring clerical and other base-level recruits who are more likely than other groups to

have submitted unsolicited applications Former students who participated in internship

programmes may also be easily and cheaply accessed

Formal methods of external recruiting entail searching the labour market more widely for

candidates with no previous connection to the organisation These methods have

traditionally included newspapermagazinejournal advertising the use of employment

agencies and executive search firms and college recruitment More often now

31

jobcareer fairs and e-Recruiting are reaching the job seeker market

Of course it is possible to for an organisation to reduce the risks and high costs of

recruitment by maintaining a small cadre of full-time permanent employees and

meeting an unexpected and temporary need for staff through the use of ad hoc and

short-term contract workers who come to the position already trained

It is frequently said that the best jobs are not advertised their availability is

communicated by word of mouth Networking therefore continues to be a viable

mechanism for recruiting especially at the senior management level in certain

industriesIn many instances networking is a strategy used by the recruitment

firmsemployment agencies

ON-LINE APPLICATIONSRECRUITING ON THE INTERNET

Using the Internet is faster and cheaper than many traditional methods of recruiting

Jobs can be posted on Internet sites for a modest amount (less than in the print media)

remain there for periods of thirty or sixty days or more - at no additional cost - and are

available twenty-four hours a day Candidates can view detailed information about the

job and the organisation and then respond electronically

Most homes and workplaces are now using computerised equipment for

communication the Internet is rapidly becoming the method of choice for accessing and

sharing information First-time job seekers are now more likely to search websites for

job postings than to peruse newspapers magazines and journals The prevalence of

advertising has made it easier

The Internet speeds up the hiring process in three basis stages

1048707 Faster posting of jobs

o The wait for a suitable date and a prominent place in the print media is

eliminated The time lag that exists between the submission of

32

information to the media house and its appearance in print disappears On

the internet the advertisement appears immediately and can be kept alive

for as long as the recruiter requires it

1048707 Faster applicant response

1048707 Faster processing of reacutesumeacutes

Companies that are likely to advertise on-line usually have a website that allows

potential candidates to learn about the company before deciding whether to apply thus

lowering the incidence time-wasting through the submission of unsuitable applications

The website can be used as a tool to encourage potential job seekers to build an

interest in joining the organization Internet Recruiting Power Opportunities and

Effectiveness CareerJournalcom Taken from Job websites offer unlimited space

which can be used by management to sell the organization The site can then be used

not only to post vacancies but also to publicise the organisation That will allow

candidates to become more familiar with the company know what skills the company is

looking for and get to know about its culture Most importantly the system will provide a

proper path to securing quick responses to job openings On-line recruiting facilitates

the decentralisation of the hiring function by making it possible for other groups in the

organisation to take responsibility for part of the function

Internet recruiting is not all positive though there are drawbacks for unwary users

1048707 Some applicants still place great value on face-to-face interactions in the hiring

process Such applicants are likely to ignore jobs posted impersonally on-line

1048707 Companies are overwhelmed by the volume of reacutesumeacutes posted on the Internet

This can in fact lengthen the short-listing process If the screening process is not

well done the quantity of applicationsreacutesumeacutes logged-on may be more of a

hindrance to the process that an aid to selection

33

1048707 Job seekers who demand confidentiality in the recruitment process may be

reluctant to use the Internet as a job search mechanism

For effectiveness in the use of the strategy of e-Recruiting companies are advised to

1048707 use specialised Job Sites that cater to specific industries

1048707 thoroughly assess the service level provided by Job Sites to ensure that they

maintain the level they claim to provide

1048707 enhance the Corporate Web Site as a tool to encourage potential job seekers to

become interested in joining the company

1048707 take advantage of the fact that Internet job advertisements have no space

limitations so recruiters can use longer job descriptions to fully describe the

company job requirements and working conditions offered

1048707 use valid Search Engines that will sort candidates effectively but will not

discriminate against any persons or groups

1048707 create attention-grabbing newspaper advertisements that prompt people to visit

the companyrsquos website They will then see all vacancies that are advertised

1048707 encourage employees to e-mail job advertisements to friends

1048707 design and implement a successful e-Recruitment strategy

COLLEGE RECRUITMENT

College recruiting ndash sending an employerrsquos representatives to college campuses to

prescreen applicants and create an applicant pool from that collegersquos graduating class ndash

34

is an important source of management trainees promotable [entry-level] candidates

and professional and technical employees To get the best out of this hiring strategy the

organisation and its career opportunities must be made to stand out Human resource

professionals are aware that few college students and potential graduates know where

their careers will take them over the next fifteen to twenty years Therefore many of the

criteria used by students to select the first job may be quite arbitrary The organisation

that will succeed then is one can show how the work it offers meets studentsrsquo needs

for skill enhancement rewarding opportunities personal satisfaction flexibility and

compensation

Two major advantages of this strategy are the cost (which is higher than word-of-mouth

recruiting but lower than advertising in the media or using an employment agency) and

the convenience (since many candidates can be interviewed in a short time in the

same location with space and administrative support provided by the college itself)

Unfortunately suitable candidates become available only at certain times of the year

which may not always suit the needs of the hiring organisation Another major

disadvantage of college recruiting is the lack of experience and the inflated expectations

of new graduates and the cost of hiring graduates for entry-level positions that may not

require a college degree

College recruitment also offers opportunities for internships These programmes may

provide the organisations with quality employees at low cost per hire Some interns are

hired at low cost (perhaps minimum wage) and are offered work experience Interns are

able to hone business skills check out potential employers and learn more about

employersrsquo likes and dislikes before making final career choices Some of the better

interns are recruited after graduation

College recruitment is relatively expensive and time consuming for the recruiting

company The process involves screening the candidate that is determining whether

heshe is worthy of further consideration and marketing the company as a preferred

place of employment

35

An alternate strategy for college recruitment is the career planning workshop These

activities are usually (but not exclusively) associated with adolescent school leavers

They do not immediately produce ready candidates for the job market but provide the

opportunity for an organisation to present itself as an employer worthy of consideration

Co-ordinators of career planning workshops co-opt professionals and organisations to

present career options to potential school leavers in a controlled setting so as to lay out

the range of possibilities to young job seekers Career planning workshops are used

mainly as information-giving tools which the school leaver can use to make informed

career choices Some organisations use the workshops as a base for internships

Recruiters may not be employees of the company but paid professionals who have

been trained to perform the function

JOB FAIRSThe concept of a job fair is to bring those interested in finding a job into those

companies who are searching for applicants Job fairs are open fora at which employers

can exhibit the best their companies have to offer so that job seekers can make

informed choices They are considered one of the most effective ways for job seekers to

land jobs

At the job fair employers have a large pool of candidates on which to draw while job

seekers have the opportunity to shop around for dozens ndash sometimes hundreds ndash of

employers all in one place

Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an

interview employers are still on the look out for qualified potential employees who have

interest dedication and initiative

MAINTAINING EQUITY IN THE RECRUITMENT PROCESS

It is often difficult to ensure and maintain fairnessequity in the recruitment process

36

although in every jurisdiction there are laws that protect individuals and vulnerable

groups from the negative impact of discriminatory practices Where necessary systems

detailed procedures and processes exist or must be established to minimise

discrimination

The usual format of job fairs is to have several companies set up information stations at

an expo with at least one representative of the company present to provide information

The fairs usually have a common theme or are specific to a certain field or area of

interest Interested individuals browse through the information provided by each

company and then decide which company if any they would like to apply to They have

the opportunity to talk with a current employee of specific companies to learn more

about the employment experience

Each country designatesidentifies a group or groups for special notice women visible

minorities and the disabled are usual targets The Government of Canada in

articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated

groups as employment equity targets women Aboriginal people members of visible

minority groups persons with disabilities In the legislation managersrsquo responsibilities

for employment equity are stated as

bull Ensuring effective overall performance and continuous progress of the

employment equity goals within the operation

bull Achieving fostering and maintaining a representative workforce

bull Showing leadership in employment equity and demonstrating commitment to it by

ensuring that discrimination and stereotyping are not tolerated and

bull Informing and educating employees in the organisation about employment equity

and diversity

37

OUTSOURCING RECRUITMENT

OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice

being followed by middle amp large sized organizations It is being witnessed across all the

industries In India the HR processes are being outsourced from nearly a decade now

Outsourcing industry is growing at high rate

HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the

expert services of a third party ( generally professional consultants) to take care of its HR

functions while HR management can focus on the strategic dimension of their function The

functions that are typically outsourced are the functions that need expertise relevant

experience knowledge amp best methods amp practices This has given rise to outsourcing the

various HR functions of an organisation HR Consultancies such as Ma Foi and Planman

Consulting provide such services through expert professional consultants Human resources

business process outsourcing (HR BPO) is a major component of the worldwide BPO market

Performance management outsourcing involves all the performance monitoring measurement

management being outsourced from a third party or an external organisation

Many organizations have started outsourcing its recruitment process ie transferring all or

some part of its recruitment process to an external consultant providing the recruitment

services It is commonly known as RPO ie recruitment process outsourcing More and more

medium and large sized organizations are outsourcing their recruitment process right from the

entry level jobs to the C-level jobs

The present value of the recruitment process outsourcing industry (RPO) in India is estimated

to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next

couple of years According to a recent survey only 8-10 per cent of the Indian companies are

complete recruitment processes However the number of companies outsourcing their

recruitment processes is increasing at a very fast rate and so is the percentage of their total

recruitment processes being outsourced

38

Outsourcing organizations strive for providing cost saving benefits to their clients One of the

major advantages to organizations who outsource their recruitment process is that it helps to

save up to as much as 40 per cent of their recruitment costs With the experience expertise

and the economies of scale of the third party organizations are able to improve the quality of

the recruits and the speed of the whole process Also outsourcing enables the human

resource professionals of organizations to focus on the core and other HR and strategic

issues Outsourcing also gives a structured approach to the whole process of recruitment with

the ultimate power of decision making of recruiting with the organisation itself The portion of

the recruitment cycle that is outsourced range from preparing job descriptions to arranging

interviews the activities that consume almost 70 per cent of the time of the whole recruitment

process

Outsourcing the recruitment processes for a sector like BPO which faces an attrition of

almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and

focus on other issues like retention The job seekers are also availing the services of the third

parties (consultants) for accessing the latest job opportunities

In India the trend of outsourcing recruitment is also catching up fast For example Vodafone

outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)

Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to

outsource 50 per cent of its recruitment processes

ADVANTAGES OF OUTSOURCING RECRUITMENT

Traditionally recruitment is seen as the cost incurring process in an organization

HR outsoucing helps the HR professionals of the organization to concentrate on

the strategic functions of amp processes of human resource management rather

than wasting their efforts time amp money on the routine workOutsourcing the

recruitment process helps to cut the recruitment costs to 20 and also provide

economies of scale to the large sized organizatons

39

The major advantages of outsourcing recruitment performance management

are

Outsourcing is beneficial for both the corporate organisations that use the

outsourcing services as well as the consultancies that provide the service to the

corporates Apart from increasing their revenues outsourcing Process provides

business opportunities to the service providers enhancing the skill set of the

service providers and exposure to the different corporate experiences thereby

increasing their expertise

The advantages accruing to the corporate are

turning the managements focus to strategic level processes of HRM

accessibility to the expertise of the service providers

40

freedom from red tape and adhering to strict rules and regulations

optimal resource utilisation

structured and fair performance management

a satisfied and hence highly productive employees

value creation operational flexibility and competitive advantage

Therefore outsourcing helps both the organisations and the consultancies to grow

and perform better

41

OUTSOURCING PROCESS

42

MANAGING RECRUITMENT

ROI ON RECRUITMENT

Before making any investment every organisation would want to evaluate the

investment by answering the following questions in quantifiable terms

What are the costs and the corresponding and related risks on the

investment

What are the expected returns of the investment

What is the expected pay-back period of the investment

An organisation makes a tremendous amount of investment in its recruitment

processes

A lot of resources like time and money are spent on recruitment processes of an

organisation But assessing or quantifying the returns on the recruitment process

or calculating the return on investment (ROI) on recruitment is a complicated task

for an organisation Indeed it is difficult to judge the success of their recruitment

processes Instead recruitment is one activity that continues in an organisation

without anyone ever realizing its worth or measuring its impact on the

organisationrsquos business

According to a survey 38 of organisations do not prepare or produce any kind

of documents or reports on their The recruitment processes and there is no

accountability of the HR department for the costs incurred and the opportunities

missed

With the increasing strategic focus on the human resources more and more

organisations are adopting one or the other way for calculating the ROI on its

recruitments Many organisations are examining their HR functions and

43

processes and are trying to quantify their results and returns

A recruitment professional or manager can calculate and maximize the return on

investments on its organisationrsquos recruitment by

Clear definition of the results to be achieved from recruitment

Developing methods and ways measuring the results like the time ndash to ndash

hire cost-Per-Hire and effectiveness of the recruitment source etc

Estimating the costs associated with the recruitment project

Estimating the tangible and intangible benefits to the organization including

the payback period of the recruitments

Providing and ensuring proper training and development of the recruitment

professionals

Assessing the ROI on recruitments can assist an organisation to strengthen its

HR processes improving its recruitment function and to build a strategic human

resource advantage for the organisation

HR CHALLENGE IN RECRUITMENT

Recruitment is a function that requires business perspective expertise ability to

find and match the best potential candidate for the organisation diplomacy

marketing skills ( as to sell the position to the candidate) and wisdom to align the

recruitment processes for the benefit of the organizationThe HR professionals ndash

handling the recruitment function of the organization ndash are constantly facing new

CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN

RECRUITMENT for such professionals is to source or recruit the best people or

44

potential candidate for the organisation

In the last few years the job market has undergone some fundamental changes

in terms of technologies sources of recruitment competetion in the market etc In

an already saturated job market where the practices like poaching and raiding

are gaining momentum

HR professionals are constantly facing new challenges in one of their most

important function- recruitment They have to face and conquer various

challenges to find the best candidates for their organisations

The major challenges faced by the HR in recruitment are

Adaptability to globalization ndash The HR professionals are expected and

required to keep in tune with the changing times ie the changes taking

place across the globe HR should maintain the timeliness of the process

Lack of motivation ndash Recruitment is considered to be a thankless job

Even if the organisation is achieving results HR department or

professionals are not thanked for recruiting the right employees and

performers

Process analysis ndash The immediacy and speed of the recruitment process

are the main concerns of the HR in recruitment The process should be

flexible adaptive and responsive to the immediate requirements The

recruitment process should also be cost effective

Strategic prioritization ndash The emerging new systems are both an

opportunity as well as a challenge for the HR professionals Therefore

reviewing staffing needs and prioritizing the tasks to meet the changes in

the market has become a challenge for the recruitment professionals

45

Table of Content Table of Content

TABLE OF CONTENT PAGE NO

2

1)Topic 1

2)Preface 5-6

3)Acknowledgement 7-8

4)Executive Summary 9-10

5)Introduction 11-12

6)An Overview of Fertilizer Industry 13-17

a Company Profile b Product Of The Company c Corporate Social Responsibility

7)Research Methodology 18-21

a Data sources b Title of the study c Duration of the study d Sample size amp method of selecting sample e Organizational guide f Area of study g Objectives of the study h Limitation of the study

8) Topic Analysis 22-48

a)Recruitment The Concept

b) Recruitment process

c) Recruitment Methods

d)Outsourcing recruitment process

e)Managing recruitment

9) Analysis amp Interpretations 49-54

10) SWOT Analysis 55-57

11) Inferences 58-59

3

12) Conclusion 60-61

13) Appendix 62-64

14) Bibliography 65-66

4

PrefacePreface

5

PREFACE

As a student of Post Graduate Program in Human Resource I was obviously seeking an opportunity to do a project in this regard and I got opportunity in the Chambal Fertilizers and chemical limited located at Gadepan ndash where I was assigned this project I really found this project very challenging and interesting when I conducted it

In the beginning of my training in Chambal Fertilizers and Chemicals Limited I was handed over the company history profiles with the help of which I got complete over-view of the companyrsquos history various subsidiary companies various HR policies etc After I was allotted a training schedule which comprised of 45 days overview program of Recruitment This exercise not only gave me an insight in to the general functioning amp practical problems handled by different departments but I also got chance to build report with the employees which did help me during the course of my project execution The department which I covered was HR

After this program I was allotted a project and from thereon I started my research project activities beginning with deciding about the project objectives planning about how to complete project

6

AcknowledgementAcknowledgement

7

AcknowledgementAcknowledgement

I hereby take this opportunity to extend my earnest obligation gratitude amp indebtedness

to all who helped me in one or the other way in the successful completion of this project

My thanks go to Mr Vishal Mathur (DGM-HR) Mr AK Saxena (Manager-HR) who

allowed me to carry out this study at CFCL I shall be failing in my duty if I do not

express thanks to my project coordinator esteemed MrKaushik Kumar who really took

a lot of pains and gave me his valuable guidance and constant encouragement on the

basis of which I could carry it out very confidently

I extend my sincere thanks to all the employees of CFCL Gadepan for their kind

cooperation of the various functional department of CFCL for providing me general

insight knowledge about their respective departments

I also extend my grateful thanks to MS Neha Sharma (faculty member AIMS) for

his constructive criticism and guidance

Last but not least my loving gratitude to my parents who helped me in many

ways in completion of this Endeavour

Thanks to all once again

ANUSHREE TIWARI

8

Executive SummaryExecutive Summary

9

EXECUTIVE SUMMARY

Chambal Fertilizer and chemical Limited is the Indiarsquos largest producer of Urea in the

private sector It is the flagship company of the 5000 crore professionally managed

Zuari ndashChambal combine It has diversified interest in the area of fertilizer phosphoric

acid Agri Input amp seeds Agri Biotechnology and shipping

Being a student PGP (HR) it was great pleasure for me there I was assigned the most

relevant title as regarded summer training ie ldquoRecruitment and Selection process at

CFCLrdquo

Before Understanding the work of recruitment and selection firstly I have to understand

that what is the HR department the Role of the HR department and why it is so

important for any organization

So At first the work is given to me is a little introduction of each part of the HR

department like Recruitment Recruitment as a human resource management function

is one of the activities that impact most critically on the performance of an organization

While it is understood and accepted that poor recruitment decisions continue to affect

organizational performance and limit goal achievement This report discusses some of

the strategies that organizations can and do employ to ensure the existence of the best

possible pool of qualified applicants from which they can fill vacancies as and when

required

This exercise gives me an insight in the general functioning amp practical problem handled

by difference department

At last I complete my project under supervision of my guide MrKoushik Kumar I am

very thankful to my guide for giving me this opportunity

10

IntroductionIntroduction

11

INTRODUCTION

India is the third producer and consumer of fertilizer placed USA and China India being

Agro based economy is fifth largest in the world due to its fertilizer Industries These

fertilizer Industries play a vital role bringing prosperity to the country The Indian fertilizer

industry with a capacity of 121 lakh MT of nitrogen and 56 lakh MT of phosphate

nutrient is one of the largest in the world and has over the years played a significant

role in the development of agriculture in the country Fertilizer consumption in India is

among the highest in the world though we rank low in comparison to most of

developing and some of developed countries in terms of intensity of consumption

Fertilizer consumption in India has been stagnant in the last few years But with

increased focus of the government towards agricultural growth consumption levels are

expected to pick up Successful implementation of government programmes like the

Bharath Nirman programme etc which aims at an additional 10 million hectares under

irrigation could help increase fertilizer consumption in the long run

This is small introduction about fertilizer Industry

The project is given to me is ldquoRecruitment and Selection Process in CFCLrdquo Recruitment

and Selection is the part of Human resource which is the strongest part of any

organization Recruitment is the process of identifying and attracting potential

candidates from within andoutside an organization to begin evaluating them for future

employment Once candidates are identified an organization can begin the selection

processThis includes collecting measuring and evaluating information about

candidatesrsquo qualifications for specified positions Organizations use these processes to

increase the likelihood of hiring individuals who possess the right skills and abilities to

be successful at their jobs

12

AN Overview of FertilizerIndustry

13

AN OVERVIEW OF FERTILIZER INDUSTRY

Agriculture the backbone of Indian Economy still holds its relative importance for more

than a billion peoples The Government Of India from time to time has taken

considerable steps for the upliftment of Agriculture Sector

India is third largest producer and consumer of fertilizer placed after USA and China

India being an agro-based economy is the fifth largest due to its fertilizer Industries

These industries plat vital role in bringing prosperity to the country Agriculture Industry

is the only one in India that has acknowledged conformity to global standards of

performance

COMPANY PROFILE

Chambal Fertilizers and Chemicals Limited (CFCL)

Location

14

Corporate office International trade Tower 3rd Floor Block F

Nehru Place New Delhi -110019

Registered office Gadepan District Kota Rajastahn-325208

Regional Offices UTTAR PRADESH 1 Agra 2 Lucknow

PUNJAB 1 Chandigarh

HARYANA 1Hissar 2 Karnal

RAJASTHAN 1 Jaipur 2 Udaipur

GUJARAT 1 Ahmedabad

MADHYA PRADESH 1 Bhopal

Agriculture Development Laboratories Agra amp Sri Ganganagar

Products of the company

The company is in the business of producing high quality urea Its product has earned n

inevitable reputation within a short span of time its brand name ldquoUttam Veerrdquo is fast

gaining among farmer community throughout the country

The product mix of CFCL is having four products line as bellow-

FERTILIZERS PLANT PROTECTION BIOFERTILIZERS SEEDS CHEMICAL

Uttam Veer Urea Insecticides Uttam phos Uttam

soybean

15

Uttam DAP Uttam

sunflower

Single Super Monoveer Uttam

sorghum

Phosphate Endoveer Uttam

maize

Cyperveer Uttam

sudan Grass

Aceveer

Quinaveer

Uttam Neem

Weedicides Butaveer Isoveer

SEEDS - Wheat Paddy Mustered Soya been Cotton

CORPORATE SOCIAL RESPONSIBILITY

Uttam BandhanTo establish a closer brand and to provide personalized services to farmers Chambal

has started the Uttam Bandhan program a community welfare initiative Crop and

product demonstrations field demonstrations and farmer meets are conducted Farmers

are given ongoing training on specialized services that vary from crop diversification

Animal Health Care need for balanced inputs and use of bio-fertilizers Soil amp water

sampling and testing are also conducted for free Clinics set up by the Company and at

Agriculture Universities Agriculture Research Stations and Krishi Vigyan Kendras

Chambal has set up Hello Uttam Call Centres where agriculture experts respond to

farmer queries on the phone

Chambalrsquos commitment towards environment has been paramount

16

Even before the plants were put up it took on tree plantation around the proposed site

A number of roads around the plant have been lined with trees It has created a green

cover on what was a rocky wasteland and where the Gadepan complex stands today

Within the campus it has created a forest area In the village schools it takes up a

number of programmes to bring awareness on environmental issues It supports

environmental groups and government initiatives for a cleaner atmosphere

Uttam Krishi SewaksIn the Uttam Bandhan programme the crucial link between the Company and the farmer

is the Uttam Krishi Sewaks About 300 educated unemployed youth from a rural

background have been trained as Uttam Krishi Sewaks to provide best practices in

agriculture and specialized services to farmers They are self-employed and earn from

commission on the sale of specialized products Uttam Krishi Sewaks try and ensure

that the farmers follow agricultural best practices

Through proper training demonstrations expert opinion quality inputs and non-farm

income the Uttam Bandhan farmer has been a gainer in terms of not just increase in

income but also quality of life

Dissemination of InformationCrop and product demonstrations field demonstrations and farmer meets are

conducted regularly to educate farmers on latest farm practices Farmers are given

training on specialized services that vary from cultivation of medicinal and horticulture

crops vermi-culture and the use of bio-fertilisers A dedicated farmer website

uttamkrishicom farmer helpline- Hello Uttam and mailers such as lsquoChambal ki Chitthirsquo

are important channels to share information with farmers Chambal also actively

partners Government Departments Agriculture Universities Agriculture Research

Stations and Krishi Vigyan Kendrarsquos under Public Private Partnership to serve the

farmers

17

Research Research

MethodologyMethodology

18

RESEARCH METHODOLOGYIt is my pleasure that I got the opportunity to work in the CFCL as a management

trainee for a period of 45days and get to learn the operations of the organization and

there systematic amp sequential processing CFCL has witness a meteoric rise right from

its inception and has enlisted itself among top fertilizer companies of the country

Research methodology is a systematic process where collection analysis and the

interpretation of the data so collected from the survey must be interpreted

DATA SOURCES Primary data

Secondary data

PRIMARY DATAProfile of data collection as under

a Sample profile company employees which includes supervisors and workmen

b Sample size 100 employee

SECONDARY DATAa company record

b industrial directory

TITLE OF THE STUDYldquoA STUDY ON RECRUITMENT PROCESS IN CFCLrdquo

DURATION OF THE STUDY

45 Days

19

SAMPLE SIZE AND METHOD OF SELECTING SAMPLE

SAMPLINGSAMPLE - A sample is a part of the total population It can be an individual element

or a group of elements selected from the population Although it is a subset it is

representative of the population and suitable for research in term of cost convenience

and time The sample group can be selected based on a probability or a non-probability

approach A sample usually consists of various units of the population The size of

sample is sample is represented by ldquonrdquo

SAMPLE SIZEFor this management thesis I have taken sample size n as 100

Sampling is the act process or technique of selecting a representative part of a

population for the purpose of determining the characteristics of the whole population In

other words the process of selecting a sample from a population Using special

technique is called sampling

ORGANIZATIONAL GUIDE Mr AK SAXENA

(HR Manager)

AREA OF STUDY GADEPAN (Rajasthan)

OBJECTIVES OF THE PROJECT REPORT

The main objectives for doing this project are as follows

20

1) To acquire practical and theoretical knowledge about how the different department

doing work together why the HR department is important and how an organization is

going on

2) To acquire practical and theoretical knowledge about recruitment amp selection in an

organization

3) Last but not the least the overall view of HR department

LIMITATIONS OF THE STUDY This project is limited to one plant of CFCL which is based in GADEPAN(raj)

Some data was confidential and not disclosed as per the companyrsquos policy

Time limitation was the major factor for the study

21

Topic AnalysisTopic Analysis

22

RECRUITMENT ndash THE CONCEPT

Acquiring and retaining high-quality talent is critical to an organisationrsquos success As the

job market becomes increasingly competitive and the available skills grow more diverse

recruiters need to be more selective in their choices since poor recruiting decisions can

produce long-term negative effects among them high training and development costs to

minimise the incidence of poor performance and high turnover which in turn impact

staff morale the production of high quality goods and services and the retention of

organisational memory At worst the organisation can fail to achieve its objectives

thereby losing its competitive edge and its share of the market

Traditionally Public Service organisations have had little need to worry about market

share and increasing competition since they operate in a monopolistic environment But

in recent time the emphasis on New Public Management Public Sector Management

approaches has forced public organisations to pay closer attention to their service

delivery as consumers have begun to expect and demand more for their tax dollars No

longer are citizens content to grumble about poorly-produced goods and services and

the under-qualified untrained employees who provide them As societies become more

critical and litigious public service organisations must seek all possible avenues for

improving their output and providing the satisfaction their clients require and deserve

The provision of high-quality goods and services begins with the recruitment process

Recruitment is described as ldquothe set of activities and processes used to legally obtain a

sufficient number of qualified people at the right place and time so that the people and

the organisation can select each other in their own best short and long term interestsrdquo1

In other words the recruitment process provides the organisation with a pool of

potentially qualified job candidates from which judicious selection can be made to fill

vacanciesSuccessful recruitment begins with proper employment planning and

forecasting

23

In this phase of the staffing process an organisation formulates plans to fill or eliminate

future job openings based on an analysis of future needs the talent available within and

outside of the organisation and the current and anticipated resources that can be

expended to attract and retain such talent Also related to the success of a recruitment

process are the strategies an organisation is prepared to employ in order to identify and

select the best candidates for its developing pool of human resources

Organisations seeking recruits for base-level entry positions often require minimum

qualifications and experience These applicants are usually recent high school or

university technical college graduates many of whom have not yet made clear

decisions about future careers or are contemplating engaging in advanced academic

activity At the middle levels senior administrative technical and junior executive

positions are often filled internally The push for scarce high-quality talent often

recruited from external sources has usually been at the senior executive levels Most

organisations utilize both mechanisms to effect recruitment to all levels

24

PURPOSE amp IMPORTANCE OF RECRUITMENT

25

The Purpose and Importance of Recruitment are given below

Attract and encourage more and more candidates to apply in the organisation

Create a talent pool of candidates to enable the selection of best candidates for

the organisation

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 rate of selection process by decreasing number of visibly

under qualified or overqualified job applicants

Help reduce the probability that job applicants once recruited amp selected will

leave the organization only after short period of time

Meet the organizations legal amp social obligations regarding the composition of

its workforce

Increase organization amp individual effectiveness of various recruiting techniques

amp sources for all types of job candidates

FACTORS AFFECTING RECRUITMENT

The recruitment function of the organization is affected amp governed by a mix of

various internal amp external forces The internal forces or factors are the factors that can

be controlled by the organization The external factors are those factors which cannot

be controlled by the organization The internal amp external forces affecting recruitment

function of an organization are

FACTORS AFFECTING RECRUITMENT

26

THE RECRUITMENT PROCESS

Successful recruitment involves the several processes of

1 development of a policy on recruitment and retention and the systems that give

life to the policy

2 needs assessment to determine the current and future human resource

requirements of the organisation If the activity is to be effective the human

resource requirements for each job category and functional divisionunit of the

organisation must be assessed and a priority assigned

3 identification within and outside the organisation of the potential human

resource pool and the likely competition for the knowledge and skills resident

within it

4 job analysis and job evaluation to identify the individual aspects of each job and

calculate its relative worth

5 assessment of qualifications profiles drawn from job descriptions that identify

responsibilities and required skills abilities knowledge and experience

6 determination of the organizationrsquos ability to pay salaries and benefits within a

defined period

7 identification and documentation of the actual process of recruitment and

selection to ensure equity and adherence to equal opportunity and other laws

Documenting the organizationrsquos policy on recruitment the criteria to be utilized and all

the steps in the recruiting process is as necessary in the seemingly informal setting of in

house selection as it is when selection is made from external sources Documentation

satisfies the requirement of procedural transparency and leaves a trail that can easily be

followed for audit and other purposes Of special importance is documentation that is in

conformity with Freedom of Information legislation (where such legislation exists) such

as

1048707 criteria and procedures for the initial screening of applicants

1048707 criteria for generating long and short lists

27

1048707 criteria and procedures for the selection of interview panels

1048707 interview questions

1048707 interview scores and panelistsrsquo comments

1048707 results of tests (where administered)

1048707 results of reference checks

RECRUITMENT PROCESS RECRUITMENT PROCESS

28

RECRUIMENT METHODS

Recruitment may be conducted internally through the promotion and transfer of existing

personnel or through referrals by current staff members of friends and family

members

Where internal recruitment is the chosen method of filling vacancies job openings can

be advertised by job posting that is a strategy of placing notices on manual and

electronic bulletin boards in company newsletters and through office memoranda

Referrals are usually word-of-mouth advertisements that are a low-cost-per-hire way of

recruiting

Internal recruitment does not always produce the number or quality of personnel

needed in such an instance the organisation needs to recruit from external sources

either by encouraging walk-in applicants advertising vacancies in newspapers

magazines and journals and the visual andor audio media using employment

agencies to ldquohead huntrdquoadvertising on-line via the Internet or through job fairs and the

use of college recruitment

POSTING VACANCIES

As indicated earlier job posting refers to the practice of publishing an open job to

employees (often by literally posting it on bulletin boards) and listing its attributes such

as criteria of knowledge qualification skill and experience The purpose of posting

vacancies is to bring to the attention of all interested persons (inside or out of the

organisation) the jobs that are to be filled

Before posting a vacancy management needs to decide whether

1048707 it intends to retain the job in its present form and with its present title

remuneration and status

1048707 selected attributes of the job for example skill or experience will change

29

1048707 there are sufficient qualified potential applicants serving in other positions within

the organisation who may be potential candidates for that job

1048707 the existing organisational policy on recruitment is still applicable (for example

whether referrals by staff members of friends and family are still an acceptable

way of filling vacancies)

1048707 the organisations stands to benefit more in the long-term from recruiting

applicants from external sources

RECRUITING FROM INTERNAL SOURCES

There are sound reasons for recruiting from sources within the organisation

1048707 The ability of the recruit is known so it is easy to assess potential for the next

level By contrast assessments of external recruits are based on less reliable

sources such as references and relatively brief encounters such as interviews

1048707 ldquoInsidersrdquo know the organisation its strengths and weaknesses its culture and

most of all its people

1048707 Promotions from within build motivation and a sense of commitment to the

organisation Skilled and ambitious employees are more likely to become

involved in developmental activities if they believe that these activities will lead

to promotion

1048707 Internal recruitment is cheaper and quicker than advertising in various media and

interviewing ldquooutsidersrdquo Time spent in training and socialisation is also reduced

At the same time several disadvantages exist

30

1048707 Sometimes it is difficult to find the ldquorightrdquo candidate within and the organisation

may settle for an employee who possesses a less than ideal mix of competencies

1048707 If the vacancies are being caused by rapid expansion of the organisation there

may be an insufficient supply of qualified individuals above the entry level This

may result in people being promoted before they are ready or not being allowed

to stay in a position long enough to learn how to do the job well

1048707 Infighting inbreeding and a shortage of varied perspectives and interests may

reduce organisational flexibility and growth and resistance to change by those

who have an interest in maintaining the status quo may present long term

problems

RECRUITING FROM EXTERNAL SOURCES

External recruiting methods can be grouped into two classes informal and formal

Informal recruiting methods tap a smaller market than formal methods These methods

may include rehiring former employees and choosing from among those ldquowalk-inrdquo

applicants whose unsolicited reacutesumeacutes had been retained on file The use of referrals

also constitutes an informal hiring method Because they are relatively inexpensive to

use and can be implemented quickly informal recruiting methods are commonly used

for hiring clerical and other base-level recruits who are more likely than other groups to

have submitted unsolicited applications Former students who participated in internship

programmes may also be easily and cheaply accessed

Formal methods of external recruiting entail searching the labour market more widely for

candidates with no previous connection to the organisation These methods have

traditionally included newspapermagazinejournal advertising the use of employment

agencies and executive search firms and college recruitment More often now

31

jobcareer fairs and e-Recruiting are reaching the job seeker market

Of course it is possible to for an organisation to reduce the risks and high costs of

recruitment by maintaining a small cadre of full-time permanent employees and

meeting an unexpected and temporary need for staff through the use of ad hoc and

short-term contract workers who come to the position already trained

It is frequently said that the best jobs are not advertised their availability is

communicated by word of mouth Networking therefore continues to be a viable

mechanism for recruiting especially at the senior management level in certain

industriesIn many instances networking is a strategy used by the recruitment

firmsemployment agencies

ON-LINE APPLICATIONSRECRUITING ON THE INTERNET

Using the Internet is faster and cheaper than many traditional methods of recruiting

Jobs can be posted on Internet sites for a modest amount (less than in the print media)

remain there for periods of thirty or sixty days or more - at no additional cost - and are

available twenty-four hours a day Candidates can view detailed information about the

job and the organisation and then respond electronically

Most homes and workplaces are now using computerised equipment for

communication the Internet is rapidly becoming the method of choice for accessing and

sharing information First-time job seekers are now more likely to search websites for

job postings than to peruse newspapers magazines and journals The prevalence of

advertising has made it easier

The Internet speeds up the hiring process in three basis stages

1048707 Faster posting of jobs

o The wait for a suitable date and a prominent place in the print media is

eliminated The time lag that exists between the submission of

32

information to the media house and its appearance in print disappears On

the internet the advertisement appears immediately and can be kept alive

for as long as the recruiter requires it

1048707 Faster applicant response

1048707 Faster processing of reacutesumeacutes

Companies that are likely to advertise on-line usually have a website that allows

potential candidates to learn about the company before deciding whether to apply thus

lowering the incidence time-wasting through the submission of unsuitable applications

The website can be used as a tool to encourage potential job seekers to build an

interest in joining the organization Internet Recruiting Power Opportunities and

Effectiveness CareerJournalcom Taken from Job websites offer unlimited space

which can be used by management to sell the organization The site can then be used

not only to post vacancies but also to publicise the organisation That will allow

candidates to become more familiar with the company know what skills the company is

looking for and get to know about its culture Most importantly the system will provide a

proper path to securing quick responses to job openings On-line recruiting facilitates

the decentralisation of the hiring function by making it possible for other groups in the

organisation to take responsibility for part of the function

Internet recruiting is not all positive though there are drawbacks for unwary users

1048707 Some applicants still place great value on face-to-face interactions in the hiring

process Such applicants are likely to ignore jobs posted impersonally on-line

1048707 Companies are overwhelmed by the volume of reacutesumeacutes posted on the Internet

This can in fact lengthen the short-listing process If the screening process is not

well done the quantity of applicationsreacutesumeacutes logged-on may be more of a

hindrance to the process that an aid to selection

33

1048707 Job seekers who demand confidentiality in the recruitment process may be

reluctant to use the Internet as a job search mechanism

For effectiveness in the use of the strategy of e-Recruiting companies are advised to

1048707 use specialised Job Sites that cater to specific industries

1048707 thoroughly assess the service level provided by Job Sites to ensure that they

maintain the level they claim to provide

1048707 enhance the Corporate Web Site as a tool to encourage potential job seekers to

become interested in joining the company

1048707 take advantage of the fact that Internet job advertisements have no space

limitations so recruiters can use longer job descriptions to fully describe the

company job requirements and working conditions offered

1048707 use valid Search Engines that will sort candidates effectively but will not

discriminate against any persons or groups

1048707 create attention-grabbing newspaper advertisements that prompt people to visit

the companyrsquos website They will then see all vacancies that are advertised

1048707 encourage employees to e-mail job advertisements to friends

1048707 design and implement a successful e-Recruitment strategy

COLLEGE RECRUITMENT

College recruiting ndash sending an employerrsquos representatives to college campuses to

prescreen applicants and create an applicant pool from that collegersquos graduating class ndash

34

is an important source of management trainees promotable [entry-level] candidates

and professional and technical employees To get the best out of this hiring strategy the

organisation and its career opportunities must be made to stand out Human resource

professionals are aware that few college students and potential graduates know where

their careers will take them over the next fifteen to twenty years Therefore many of the

criteria used by students to select the first job may be quite arbitrary The organisation

that will succeed then is one can show how the work it offers meets studentsrsquo needs

for skill enhancement rewarding opportunities personal satisfaction flexibility and

compensation

Two major advantages of this strategy are the cost (which is higher than word-of-mouth

recruiting but lower than advertising in the media or using an employment agency) and

the convenience (since many candidates can be interviewed in a short time in the

same location with space and administrative support provided by the college itself)

Unfortunately suitable candidates become available only at certain times of the year

which may not always suit the needs of the hiring organisation Another major

disadvantage of college recruiting is the lack of experience and the inflated expectations

of new graduates and the cost of hiring graduates for entry-level positions that may not

require a college degree

College recruitment also offers opportunities for internships These programmes may

provide the organisations with quality employees at low cost per hire Some interns are

hired at low cost (perhaps minimum wage) and are offered work experience Interns are

able to hone business skills check out potential employers and learn more about

employersrsquo likes and dislikes before making final career choices Some of the better

interns are recruited after graduation

College recruitment is relatively expensive and time consuming for the recruiting

company The process involves screening the candidate that is determining whether

heshe is worthy of further consideration and marketing the company as a preferred

place of employment

35

An alternate strategy for college recruitment is the career planning workshop These

activities are usually (but not exclusively) associated with adolescent school leavers

They do not immediately produce ready candidates for the job market but provide the

opportunity for an organisation to present itself as an employer worthy of consideration

Co-ordinators of career planning workshops co-opt professionals and organisations to

present career options to potential school leavers in a controlled setting so as to lay out

the range of possibilities to young job seekers Career planning workshops are used

mainly as information-giving tools which the school leaver can use to make informed

career choices Some organisations use the workshops as a base for internships

Recruiters may not be employees of the company but paid professionals who have

been trained to perform the function

JOB FAIRSThe concept of a job fair is to bring those interested in finding a job into those

companies who are searching for applicants Job fairs are open fora at which employers

can exhibit the best their companies have to offer so that job seekers can make

informed choices They are considered one of the most effective ways for job seekers to

land jobs

At the job fair employers have a large pool of candidates on which to draw while job

seekers have the opportunity to shop around for dozens ndash sometimes hundreds ndash of

employers all in one place

Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an

interview employers are still on the look out for qualified potential employees who have

interest dedication and initiative

MAINTAINING EQUITY IN THE RECRUITMENT PROCESS

It is often difficult to ensure and maintain fairnessequity in the recruitment process

36

although in every jurisdiction there are laws that protect individuals and vulnerable

groups from the negative impact of discriminatory practices Where necessary systems

detailed procedures and processes exist or must be established to minimise

discrimination

The usual format of job fairs is to have several companies set up information stations at

an expo with at least one representative of the company present to provide information

The fairs usually have a common theme or are specific to a certain field or area of

interest Interested individuals browse through the information provided by each

company and then decide which company if any they would like to apply to They have

the opportunity to talk with a current employee of specific companies to learn more

about the employment experience

Each country designatesidentifies a group or groups for special notice women visible

minorities and the disabled are usual targets The Government of Canada in

articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated

groups as employment equity targets women Aboriginal people members of visible

minority groups persons with disabilities In the legislation managersrsquo responsibilities

for employment equity are stated as

bull Ensuring effective overall performance and continuous progress of the

employment equity goals within the operation

bull Achieving fostering and maintaining a representative workforce

bull Showing leadership in employment equity and demonstrating commitment to it by

ensuring that discrimination and stereotyping are not tolerated and

bull Informing and educating employees in the organisation about employment equity

and diversity

37

OUTSOURCING RECRUITMENT

OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice

being followed by middle amp large sized organizations It is being witnessed across all the

industries In India the HR processes are being outsourced from nearly a decade now

Outsourcing industry is growing at high rate

HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the

expert services of a third party ( generally professional consultants) to take care of its HR

functions while HR management can focus on the strategic dimension of their function The

functions that are typically outsourced are the functions that need expertise relevant

experience knowledge amp best methods amp practices This has given rise to outsourcing the

various HR functions of an organisation HR Consultancies such as Ma Foi and Planman

Consulting provide such services through expert professional consultants Human resources

business process outsourcing (HR BPO) is a major component of the worldwide BPO market

Performance management outsourcing involves all the performance monitoring measurement

management being outsourced from a third party or an external organisation

Many organizations have started outsourcing its recruitment process ie transferring all or

some part of its recruitment process to an external consultant providing the recruitment

services It is commonly known as RPO ie recruitment process outsourcing More and more

medium and large sized organizations are outsourcing their recruitment process right from the

entry level jobs to the C-level jobs

The present value of the recruitment process outsourcing industry (RPO) in India is estimated

to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next

couple of years According to a recent survey only 8-10 per cent of the Indian companies are

complete recruitment processes However the number of companies outsourcing their

recruitment processes is increasing at a very fast rate and so is the percentage of their total

recruitment processes being outsourced

38

Outsourcing organizations strive for providing cost saving benefits to their clients One of the

major advantages to organizations who outsource their recruitment process is that it helps to

save up to as much as 40 per cent of their recruitment costs With the experience expertise

and the economies of scale of the third party organizations are able to improve the quality of

the recruits and the speed of the whole process Also outsourcing enables the human

resource professionals of organizations to focus on the core and other HR and strategic

issues Outsourcing also gives a structured approach to the whole process of recruitment with

the ultimate power of decision making of recruiting with the organisation itself The portion of

the recruitment cycle that is outsourced range from preparing job descriptions to arranging

interviews the activities that consume almost 70 per cent of the time of the whole recruitment

process

Outsourcing the recruitment processes for a sector like BPO which faces an attrition of

almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and

focus on other issues like retention The job seekers are also availing the services of the third

parties (consultants) for accessing the latest job opportunities

In India the trend of outsourcing recruitment is also catching up fast For example Vodafone

outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)

Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to

outsource 50 per cent of its recruitment processes

ADVANTAGES OF OUTSOURCING RECRUITMENT

Traditionally recruitment is seen as the cost incurring process in an organization

HR outsoucing helps the HR professionals of the organization to concentrate on

the strategic functions of amp processes of human resource management rather

than wasting their efforts time amp money on the routine workOutsourcing the

recruitment process helps to cut the recruitment costs to 20 and also provide

economies of scale to the large sized organizatons

39

The major advantages of outsourcing recruitment performance management

are

Outsourcing is beneficial for both the corporate organisations that use the

outsourcing services as well as the consultancies that provide the service to the

corporates Apart from increasing their revenues outsourcing Process provides

business opportunities to the service providers enhancing the skill set of the

service providers and exposure to the different corporate experiences thereby

increasing their expertise

The advantages accruing to the corporate are

turning the managements focus to strategic level processes of HRM

accessibility to the expertise of the service providers

40

freedom from red tape and adhering to strict rules and regulations

optimal resource utilisation

structured and fair performance management

a satisfied and hence highly productive employees

value creation operational flexibility and competitive advantage

Therefore outsourcing helps both the organisations and the consultancies to grow

and perform better

41

OUTSOURCING PROCESS

42

MANAGING RECRUITMENT

ROI ON RECRUITMENT

Before making any investment every organisation would want to evaluate the

investment by answering the following questions in quantifiable terms

What are the costs and the corresponding and related risks on the

investment

What are the expected returns of the investment

What is the expected pay-back period of the investment

An organisation makes a tremendous amount of investment in its recruitment

processes

A lot of resources like time and money are spent on recruitment processes of an

organisation But assessing or quantifying the returns on the recruitment process

or calculating the return on investment (ROI) on recruitment is a complicated task

for an organisation Indeed it is difficult to judge the success of their recruitment

processes Instead recruitment is one activity that continues in an organisation

without anyone ever realizing its worth or measuring its impact on the

organisationrsquos business

According to a survey 38 of organisations do not prepare or produce any kind

of documents or reports on their The recruitment processes and there is no

accountability of the HR department for the costs incurred and the opportunities

missed

With the increasing strategic focus on the human resources more and more

organisations are adopting one or the other way for calculating the ROI on its

recruitments Many organisations are examining their HR functions and

43

processes and are trying to quantify their results and returns

A recruitment professional or manager can calculate and maximize the return on

investments on its organisationrsquos recruitment by

Clear definition of the results to be achieved from recruitment

Developing methods and ways measuring the results like the time ndash to ndash

hire cost-Per-Hire and effectiveness of the recruitment source etc

Estimating the costs associated with the recruitment project

Estimating the tangible and intangible benefits to the organization including

the payback period of the recruitments

Providing and ensuring proper training and development of the recruitment

professionals

Assessing the ROI on recruitments can assist an organisation to strengthen its

HR processes improving its recruitment function and to build a strategic human

resource advantage for the organisation

HR CHALLENGE IN RECRUITMENT

Recruitment is a function that requires business perspective expertise ability to

find and match the best potential candidate for the organisation diplomacy

marketing skills ( as to sell the position to the candidate) and wisdom to align the

recruitment processes for the benefit of the organizationThe HR professionals ndash

handling the recruitment function of the organization ndash are constantly facing new

CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN

RECRUITMENT for such professionals is to source or recruit the best people or

44

potential candidate for the organisation

In the last few years the job market has undergone some fundamental changes

in terms of technologies sources of recruitment competetion in the market etc In

an already saturated job market where the practices like poaching and raiding

are gaining momentum

HR professionals are constantly facing new challenges in one of their most

important function- recruitment They have to face and conquer various

challenges to find the best candidates for their organisations

The major challenges faced by the HR in recruitment are

Adaptability to globalization ndash The HR professionals are expected and

required to keep in tune with the changing times ie the changes taking

place across the globe HR should maintain the timeliness of the process

Lack of motivation ndash Recruitment is considered to be a thankless job

Even if the organisation is achieving results HR department or

professionals are not thanked for recruiting the right employees and

performers

Process analysis ndash The immediacy and speed of the recruitment process

are the main concerns of the HR in recruitment The process should be

flexible adaptive and responsive to the immediate requirements The

recruitment process should also be cost effective

Strategic prioritization ndash The emerging new systems are both an

opportunity as well as a challenge for the HR professionals Therefore

reviewing staffing needs and prioritizing the tasks to meet the changes in

the market has become a challenge for the recruitment professionals

45

1)Topic 1

2)Preface 5-6

3)Acknowledgement 7-8

4)Executive Summary 9-10

5)Introduction 11-12

6)An Overview of Fertilizer Industry 13-17

a Company Profile b Product Of The Company c Corporate Social Responsibility

7)Research Methodology 18-21

a Data sources b Title of the study c Duration of the study d Sample size amp method of selecting sample e Organizational guide f Area of study g Objectives of the study h Limitation of the study

8) Topic Analysis 22-48

a)Recruitment The Concept

b) Recruitment process

c) Recruitment Methods

d)Outsourcing recruitment process

e)Managing recruitment

9) Analysis amp Interpretations 49-54

10) SWOT Analysis 55-57

11) Inferences 58-59

3

12) Conclusion 60-61

13) Appendix 62-64

14) Bibliography 65-66

4

PrefacePreface

5

PREFACE

As a student of Post Graduate Program in Human Resource I was obviously seeking an opportunity to do a project in this regard and I got opportunity in the Chambal Fertilizers and chemical limited located at Gadepan ndash where I was assigned this project I really found this project very challenging and interesting when I conducted it

In the beginning of my training in Chambal Fertilizers and Chemicals Limited I was handed over the company history profiles with the help of which I got complete over-view of the companyrsquos history various subsidiary companies various HR policies etc After I was allotted a training schedule which comprised of 45 days overview program of Recruitment This exercise not only gave me an insight in to the general functioning amp practical problems handled by different departments but I also got chance to build report with the employees which did help me during the course of my project execution The department which I covered was HR

After this program I was allotted a project and from thereon I started my research project activities beginning with deciding about the project objectives planning about how to complete project

6

AcknowledgementAcknowledgement

7

AcknowledgementAcknowledgement

I hereby take this opportunity to extend my earnest obligation gratitude amp indebtedness

to all who helped me in one or the other way in the successful completion of this project

My thanks go to Mr Vishal Mathur (DGM-HR) Mr AK Saxena (Manager-HR) who

allowed me to carry out this study at CFCL I shall be failing in my duty if I do not

express thanks to my project coordinator esteemed MrKaushik Kumar who really took

a lot of pains and gave me his valuable guidance and constant encouragement on the

basis of which I could carry it out very confidently

I extend my sincere thanks to all the employees of CFCL Gadepan for their kind

cooperation of the various functional department of CFCL for providing me general

insight knowledge about their respective departments

I also extend my grateful thanks to MS Neha Sharma (faculty member AIMS) for

his constructive criticism and guidance

Last but not least my loving gratitude to my parents who helped me in many

ways in completion of this Endeavour

Thanks to all once again

ANUSHREE TIWARI

8

Executive SummaryExecutive Summary

9

EXECUTIVE SUMMARY

Chambal Fertilizer and chemical Limited is the Indiarsquos largest producer of Urea in the

private sector It is the flagship company of the 5000 crore professionally managed

Zuari ndashChambal combine It has diversified interest in the area of fertilizer phosphoric

acid Agri Input amp seeds Agri Biotechnology and shipping

Being a student PGP (HR) it was great pleasure for me there I was assigned the most

relevant title as regarded summer training ie ldquoRecruitment and Selection process at

CFCLrdquo

Before Understanding the work of recruitment and selection firstly I have to understand

that what is the HR department the Role of the HR department and why it is so

important for any organization

So At first the work is given to me is a little introduction of each part of the HR

department like Recruitment Recruitment as a human resource management function

is one of the activities that impact most critically on the performance of an organization

While it is understood and accepted that poor recruitment decisions continue to affect

organizational performance and limit goal achievement This report discusses some of

the strategies that organizations can and do employ to ensure the existence of the best

possible pool of qualified applicants from which they can fill vacancies as and when

required

This exercise gives me an insight in the general functioning amp practical problem handled

by difference department

At last I complete my project under supervision of my guide MrKoushik Kumar I am

very thankful to my guide for giving me this opportunity

10

IntroductionIntroduction

11

INTRODUCTION

India is the third producer and consumer of fertilizer placed USA and China India being

Agro based economy is fifth largest in the world due to its fertilizer Industries These

fertilizer Industries play a vital role bringing prosperity to the country The Indian fertilizer

industry with a capacity of 121 lakh MT of nitrogen and 56 lakh MT of phosphate

nutrient is one of the largest in the world and has over the years played a significant

role in the development of agriculture in the country Fertilizer consumption in India is

among the highest in the world though we rank low in comparison to most of

developing and some of developed countries in terms of intensity of consumption

Fertilizer consumption in India has been stagnant in the last few years But with

increased focus of the government towards agricultural growth consumption levels are

expected to pick up Successful implementation of government programmes like the

Bharath Nirman programme etc which aims at an additional 10 million hectares under

irrigation could help increase fertilizer consumption in the long run

This is small introduction about fertilizer Industry

The project is given to me is ldquoRecruitment and Selection Process in CFCLrdquo Recruitment

and Selection is the part of Human resource which is the strongest part of any

organization Recruitment is the process of identifying and attracting potential

candidates from within andoutside an organization to begin evaluating them for future

employment Once candidates are identified an organization can begin the selection

processThis includes collecting measuring and evaluating information about

candidatesrsquo qualifications for specified positions Organizations use these processes to

increase the likelihood of hiring individuals who possess the right skills and abilities to

be successful at their jobs

12

AN Overview of FertilizerIndustry

13

AN OVERVIEW OF FERTILIZER INDUSTRY

Agriculture the backbone of Indian Economy still holds its relative importance for more

than a billion peoples The Government Of India from time to time has taken

considerable steps for the upliftment of Agriculture Sector

India is third largest producer and consumer of fertilizer placed after USA and China

India being an agro-based economy is the fifth largest due to its fertilizer Industries

These industries plat vital role in bringing prosperity to the country Agriculture Industry

is the only one in India that has acknowledged conformity to global standards of

performance

COMPANY PROFILE

Chambal Fertilizers and Chemicals Limited (CFCL)

Location

14

Corporate office International trade Tower 3rd Floor Block F

Nehru Place New Delhi -110019

Registered office Gadepan District Kota Rajastahn-325208

Regional Offices UTTAR PRADESH 1 Agra 2 Lucknow

PUNJAB 1 Chandigarh

HARYANA 1Hissar 2 Karnal

RAJASTHAN 1 Jaipur 2 Udaipur

GUJARAT 1 Ahmedabad

MADHYA PRADESH 1 Bhopal

Agriculture Development Laboratories Agra amp Sri Ganganagar

Products of the company

The company is in the business of producing high quality urea Its product has earned n

inevitable reputation within a short span of time its brand name ldquoUttam Veerrdquo is fast

gaining among farmer community throughout the country

The product mix of CFCL is having four products line as bellow-

FERTILIZERS PLANT PROTECTION BIOFERTILIZERS SEEDS CHEMICAL

Uttam Veer Urea Insecticides Uttam phos Uttam

soybean

15

Uttam DAP Uttam

sunflower

Single Super Monoveer Uttam

sorghum

Phosphate Endoveer Uttam

maize

Cyperveer Uttam

sudan Grass

Aceveer

Quinaveer

Uttam Neem

Weedicides Butaveer Isoveer

SEEDS - Wheat Paddy Mustered Soya been Cotton

CORPORATE SOCIAL RESPONSIBILITY

Uttam BandhanTo establish a closer brand and to provide personalized services to farmers Chambal

has started the Uttam Bandhan program a community welfare initiative Crop and

product demonstrations field demonstrations and farmer meets are conducted Farmers

are given ongoing training on specialized services that vary from crop diversification

Animal Health Care need for balanced inputs and use of bio-fertilizers Soil amp water

sampling and testing are also conducted for free Clinics set up by the Company and at

Agriculture Universities Agriculture Research Stations and Krishi Vigyan Kendras

Chambal has set up Hello Uttam Call Centres where agriculture experts respond to

farmer queries on the phone

Chambalrsquos commitment towards environment has been paramount

16

Even before the plants were put up it took on tree plantation around the proposed site

A number of roads around the plant have been lined with trees It has created a green

cover on what was a rocky wasteland and where the Gadepan complex stands today

Within the campus it has created a forest area In the village schools it takes up a

number of programmes to bring awareness on environmental issues It supports

environmental groups and government initiatives for a cleaner atmosphere

Uttam Krishi SewaksIn the Uttam Bandhan programme the crucial link between the Company and the farmer

is the Uttam Krishi Sewaks About 300 educated unemployed youth from a rural

background have been trained as Uttam Krishi Sewaks to provide best practices in

agriculture and specialized services to farmers They are self-employed and earn from

commission on the sale of specialized products Uttam Krishi Sewaks try and ensure

that the farmers follow agricultural best practices

Through proper training demonstrations expert opinion quality inputs and non-farm

income the Uttam Bandhan farmer has been a gainer in terms of not just increase in

income but also quality of life

Dissemination of InformationCrop and product demonstrations field demonstrations and farmer meets are

conducted regularly to educate farmers on latest farm practices Farmers are given

training on specialized services that vary from cultivation of medicinal and horticulture

crops vermi-culture and the use of bio-fertilisers A dedicated farmer website

uttamkrishicom farmer helpline- Hello Uttam and mailers such as lsquoChambal ki Chitthirsquo

are important channels to share information with farmers Chambal also actively

partners Government Departments Agriculture Universities Agriculture Research

Stations and Krishi Vigyan Kendrarsquos under Public Private Partnership to serve the

farmers

17

Research Research

MethodologyMethodology

18

RESEARCH METHODOLOGYIt is my pleasure that I got the opportunity to work in the CFCL as a management

trainee for a period of 45days and get to learn the operations of the organization and

there systematic amp sequential processing CFCL has witness a meteoric rise right from

its inception and has enlisted itself among top fertilizer companies of the country

Research methodology is a systematic process where collection analysis and the

interpretation of the data so collected from the survey must be interpreted

DATA SOURCES Primary data

Secondary data

PRIMARY DATAProfile of data collection as under

a Sample profile company employees which includes supervisors and workmen

b Sample size 100 employee

SECONDARY DATAa company record

b industrial directory

TITLE OF THE STUDYldquoA STUDY ON RECRUITMENT PROCESS IN CFCLrdquo

DURATION OF THE STUDY

45 Days

19

SAMPLE SIZE AND METHOD OF SELECTING SAMPLE

SAMPLINGSAMPLE - A sample is a part of the total population It can be an individual element

or a group of elements selected from the population Although it is a subset it is

representative of the population and suitable for research in term of cost convenience

and time The sample group can be selected based on a probability or a non-probability

approach A sample usually consists of various units of the population The size of

sample is sample is represented by ldquonrdquo

SAMPLE SIZEFor this management thesis I have taken sample size n as 100

Sampling is the act process or technique of selecting a representative part of a

population for the purpose of determining the characteristics of the whole population In

other words the process of selecting a sample from a population Using special

technique is called sampling

ORGANIZATIONAL GUIDE Mr AK SAXENA

(HR Manager)

AREA OF STUDY GADEPAN (Rajasthan)

OBJECTIVES OF THE PROJECT REPORT

The main objectives for doing this project are as follows

20

1) To acquire practical and theoretical knowledge about how the different department

doing work together why the HR department is important and how an organization is

going on

2) To acquire practical and theoretical knowledge about recruitment amp selection in an

organization

3) Last but not the least the overall view of HR department

LIMITATIONS OF THE STUDY This project is limited to one plant of CFCL which is based in GADEPAN(raj)

Some data was confidential and not disclosed as per the companyrsquos policy

Time limitation was the major factor for the study

21

Topic AnalysisTopic Analysis

22

RECRUITMENT ndash THE CONCEPT

Acquiring and retaining high-quality talent is critical to an organisationrsquos success As the

job market becomes increasingly competitive and the available skills grow more diverse

recruiters need to be more selective in their choices since poor recruiting decisions can

produce long-term negative effects among them high training and development costs to

minimise the incidence of poor performance and high turnover which in turn impact

staff morale the production of high quality goods and services and the retention of

organisational memory At worst the organisation can fail to achieve its objectives

thereby losing its competitive edge and its share of the market

Traditionally Public Service organisations have had little need to worry about market

share and increasing competition since they operate in a monopolistic environment But

in recent time the emphasis on New Public Management Public Sector Management

approaches has forced public organisations to pay closer attention to their service

delivery as consumers have begun to expect and demand more for their tax dollars No

longer are citizens content to grumble about poorly-produced goods and services and

the under-qualified untrained employees who provide them As societies become more

critical and litigious public service organisations must seek all possible avenues for

improving their output and providing the satisfaction their clients require and deserve

The provision of high-quality goods and services begins with the recruitment process

Recruitment is described as ldquothe set of activities and processes used to legally obtain a

sufficient number of qualified people at the right place and time so that the people and

the organisation can select each other in their own best short and long term interestsrdquo1

In other words the recruitment process provides the organisation with a pool of

potentially qualified job candidates from which judicious selection can be made to fill

vacanciesSuccessful recruitment begins with proper employment planning and

forecasting

23

In this phase of the staffing process an organisation formulates plans to fill or eliminate

future job openings based on an analysis of future needs the talent available within and

outside of the organisation and the current and anticipated resources that can be

expended to attract and retain such talent Also related to the success of a recruitment

process are the strategies an organisation is prepared to employ in order to identify and

select the best candidates for its developing pool of human resources

Organisations seeking recruits for base-level entry positions often require minimum

qualifications and experience These applicants are usually recent high school or

university technical college graduates many of whom have not yet made clear

decisions about future careers or are contemplating engaging in advanced academic

activity At the middle levels senior administrative technical and junior executive

positions are often filled internally The push for scarce high-quality talent often

recruited from external sources has usually been at the senior executive levels Most

organisations utilize both mechanisms to effect recruitment to all levels

24

PURPOSE amp IMPORTANCE OF RECRUITMENT

25

The Purpose and Importance of Recruitment are given below

Attract and encourage more and more candidates to apply in the organisation

Create a talent pool of candidates to enable the selection of best candidates for

the organisation

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 rate of selection process by decreasing number of visibly

under qualified or overqualified job applicants

Help reduce the probability that job applicants once recruited amp selected will

leave the organization only after short period of time

Meet the organizations legal amp social obligations regarding the composition of

its workforce

Increase organization amp individual effectiveness of various recruiting techniques

amp sources for all types of job candidates

FACTORS AFFECTING RECRUITMENT

The recruitment function of the organization is affected amp governed by a mix of

various internal amp external forces The internal forces or factors are the factors that can

be controlled by the organization The external factors are those factors which cannot

be controlled by the organization The internal amp external forces affecting recruitment

function of an organization are

FACTORS AFFECTING RECRUITMENT

26

THE RECRUITMENT PROCESS

Successful recruitment involves the several processes of

1 development of a policy on recruitment and retention and the systems that give

life to the policy

2 needs assessment to determine the current and future human resource

requirements of the organisation If the activity is to be effective the human

resource requirements for each job category and functional divisionunit of the

organisation must be assessed and a priority assigned

3 identification within and outside the organisation of the potential human

resource pool and the likely competition for the knowledge and skills resident

within it

4 job analysis and job evaluation to identify the individual aspects of each job and

calculate its relative worth

5 assessment of qualifications profiles drawn from job descriptions that identify

responsibilities and required skills abilities knowledge and experience

6 determination of the organizationrsquos ability to pay salaries and benefits within a

defined period

7 identification and documentation of the actual process of recruitment and

selection to ensure equity and adherence to equal opportunity and other laws

Documenting the organizationrsquos policy on recruitment the criteria to be utilized and all

the steps in the recruiting process is as necessary in the seemingly informal setting of in

house selection as it is when selection is made from external sources Documentation

satisfies the requirement of procedural transparency and leaves a trail that can easily be

followed for audit and other purposes Of special importance is documentation that is in

conformity with Freedom of Information legislation (where such legislation exists) such

as

1048707 criteria and procedures for the initial screening of applicants

1048707 criteria for generating long and short lists

27

1048707 criteria and procedures for the selection of interview panels

1048707 interview questions

1048707 interview scores and panelistsrsquo comments

1048707 results of tests (where administered)

1048707 results of reference checks

RECRUITMENT PROCESS RECRUITMENT PROCESS

28

RECRUIMENT METHODS

Recruitment may be conducted internally through the promotion and transfer of existing

personnel or through referrals by current staff members of friends and family

members

Where internal recruitment is the chosen method of filling vacancies job openings can

be advertised by job posting that is a strategy of placing notices on manual and

electronic bulletin boards in company newsletters and through office memoranda

Referrals are usually word-of-mouth advertisements that are a low-cost-per-hire way of

recruiting

Internal recruitment does not always produce the number or quality of personnel

needed in such an instance the organisation needs to recruit from external sources

either by encouraging walk-in applicants advertising vacancies in newspapers

magazines and journals and the visual andor audio media using employment

agencies to ldquohead huntrdquoadvertising on-line via the Internet or through job fairs and the

use of college recruitment

POSTING VACANCIES

As indicated earlier job posting refers to the practice of publishing an open job to

employees (often by literally posting it on bulletin boards) and listing its attributes such

as criteria of knowledge qualification skill and experience The purpose of posting

vacancies is to bring to the attention of all interested persons (inside or out of the

organisation) the jobs that are to be filled

Before posting a vacancy management needs to decide whether

1048707 it intends to retain the job in its present form and with its present title

remuneration and status

1048707 selected attributes of the job for example skill or experience will change

29

1048707 there are sufficient qualified potential applicants serving in other positions within

the organisation who may be potential candidates for that job

1048707 the existing organisational policy on recruitment is still applicable (for example

whether referrals by staff members of friends and family are still an acceptable

way of filling vacancies)

1048707 the organisations stands to benefit more in the long-term from recruiting

applicants from external sources

RECRUITING FROM INTERNAL SOURCES

There are sound reasons for recruiting from sources within the organisation

1048707 The ability of the recruit is known so it is easy to assess potential for the next

level By contrast assessments of external recruits are based on less reliable

sources such as references and relatively brief encounters such as interviews

1048707 ldquoInsidersrdquo know the organisation its strengths and weaknesses its culture and

most of all its people

1048707 Promotions from within build motivation and a sense of commitment to the

organisation Skilled and ambitious employees are more likely to become

involved in developmental activities if they believe that these activities will lead

to promotion

1048707 Internal recruitment is cheaper and quicker than advertising in various media and

interviewing ldquooutsidersrdquo Time spent in training and socialisation is also reduced

At the same time several disadvantages exist

30

1048707 Sometimes it is difficult to find the ldquorightrdquo candidate within and the organisation

may settle for an employee who possesses a less than ideal mix of competencies

1048707 If the vacancies are being caused by rapid expansion of the organisation there

may be an insufficient supply of qualified individuals above the entry level This

may result in people being promoted before they are ready or not being allowed

to stay in a position long enough to learn how to do the job well

1048707 Infighting inbreeding and a shortage of varied perspectives and interests may

reduce organisational flexibility and growth and resistance to change by those

who have an interest in maintaining the status quo may present long term

problems

RECRUITING FROM EXTERNAL SOURCES

External recruiting methods can be grouped into two classes informal and formal

Informal recruiting methods tap a smaller market than formal methods These methods

may include rehiring former employees and choosing from among those ldquowalk-inrdquo

applicants whose unsolicited reacutesumeacutes had been retained on file The use of referrals

also constitutes an informal hiring method Because they are relatively inexpensive to

use and can be implemented quickly informal recruiting methods are commonly used

for hiring clerical and other base-level recruits who are more likely than other groups to

have submitted unsolicited applications Former students who participated in internship

programmes may also be easily and cheaply accessed

Formal methods of external recruiting entail searching the labour market more widely for

candidates with no previous connection to the organisation These methods have

traditionally included newspapermagazinejournal advertising the use of employment

agencies and executive search firms and college recruitment More often now

31

jobcareer fairs and e-Recruiting are reaching the job seeker market

Of course it is possible to for an organisation to reduce the risks and high costs of

recruitment by maintaining a small cadre of full-time permanent employees and

meeting an unexpected and temporary need for staff through the use of ad hoc and

short-term contract workers who come to the position already trained

It is frequently said that the best jobs are not advertised their availability is

communicated by word of mouth Networking therefore continues to be a viable

mechanism for recruiting especially at the senior management level in certain

industriesIn many instances networking is a strategy used by the recruitment

firmsemployment agencies

ON-LINE APPLICATIONSRECRUITING ON THE INTERNET

Using the Internet is faster and cheaper than many traditional methods of recruiting

Jobs can be posted on Internet sites for a modest amount (less than in the print media)

remain there for periods of thirty or sixty days or more - at no additional cost - and are

available twenty-four hours a day Candidates can view detailed information about the

job and the organisation and then respond electronically

Most homes and workplaces are now using computerised equipment for

communication the Internet is rapidly becoming the method of choice for accessing and

sharing information First-time job seekers are now more likely to search websites for

job postings than to peruse newspapers magazines and journals The prevalence of

advertising has made it easier

The Internet speeds up the hiring process in three basis stages

1048707 Faster posting of jobs

o The wait for a suitable date and a prominent place in the print media is

eliminated The time lag that exists between the submission of

32

information to the media house and its appearance in print disappears On

the internet the advertisement appears immediately and can be kept alive

for as long as the recruiter requires it

1048707 Faster applicant response

1048707 Faster processing of reacutesumeacutes

Companies that are likely to advertise on-line usually have a website that allows

potential candidates to learn about the company before deciding whether to apply thus

lowering the incidence time-wasting through the submission of unsuitable applications

The website can be used as a tool to encourage potential job seekers to build an

interest in joining the organization Internet Recruiting Power Opportunities and

Effectiveness CareerJournalcom Taken from Job websites offer unlimited space

which can be used by management to sell the organization The site can then be used

not only to post vacancies but also to publicise the organisation That will allow

candidates to become more familiar with the company know what skills the company is

looking for and get to know about its culture Most importantly the system will provide a

proper path to securing quick responses to job openings On-line recruiting facilitates

the decentralisation of the hiring function by making it possible for other groups in the

organisation to take responsibility for part of the function

Internet recruiting is not all positive though there are drawbacks for unwary users

1048707 Some applicants still place great value on face-to-face interactions in the hiring

process Such applicants are likely to ignore jobs posted impersonally on-line

1048707 Companies are overwhelmed by the volume of reacutesumeacutes posted on the Internet

This can in fact lengthen the short-listing process If the screening process is not

well done the quantity of applicationsreacutesumeacutes logged-on may be more of a

hindrance to the process that an aid to selection

33

1048707 Job seekers who demand confidentiality in the recruitment process may be

reluctant to use the Internet as a job search mechanism

For effectiveness in the use of the strategy of e-Recruiting companies are advised to

1048707 use specialised Job Sites that cater to specific industries

1048707 thoroughly assess the service level provided by Job Sites to ensure that they

maintain the level they claim to provide

1048707 enhance the Corporate Web Site as a tool to encourage potential job seekers to

become interested in joining the company

1048707 take advantage of the fact that Internet job advertisements have no space

limitations so recruiters can use longer job descriptions to fully describe the

company job requirements and working conditions offered

1048707 use valid Search Engines that will sort candidates effectively but will not

discriminate against any persons or groups

1048707 create attention-grabbing newspaper advertisements that prompt people to visit

the companyrsquos website They will then see all vacancies that are advertised

1048707 encourage employees to e-mail job advertisements to friends

1048707 design and implement a successful e-Recruitment strategy

COLLEGE RECRUITMENT

College recruiting ndash sending an employerrsquos representatives to college campuses to

prescreen applicants and create an applicant pool from that collegersquos graduating class ndash

34

is an important source of management trainees promotable [entry-level] candidates

and professional and technical employees To get the best out of this hiring strategy the

organisation and its career opportunities must be made to stand out Human resource

professionals are aware that few college students and potential graduates know where

their careers will take them over the next fifteen to twenty years Therefore many of the

criteria used by students to select the first job may be quite arbitrary The organisation

that will succeed then is one can show how the work it offers meets studentsrsquo needs

for skill enhancement rewarding opportunities personal satisfaction flexibility and

compensation

Two major advantages of this strategy are the cost (which is higher than word-of-mouth

recruiting but lower than advertising in the media or using an employment agency) and

the convenience (since many candidates can be interviewed in a short time in the

same location with space and administrative support provided by the college itself)

Unfortunately suitable candidates become available only at certain times of the year

which may not always suit the needs of the hiring organisation Another major

disadvantage of college recruiting is the lack of experience and the inflated expectations

of new graduates and the cost of hiring graduates for entry-level positions that may not

require a college degree

College recruitment also offers opportunities for internships These programmes may

provide the organisations with quality employees at low cost per hire Some interns are

hired at low cost (perhaps minimum wage) and are offered work experience Interns are

able to hone business skills check out potential employers and learn more about

employersrsquo likes and dislikes before making final career choices Some of the better

interns are recruited after graduation

College recruitment is relatively expensive and time consuming for the recruiting

company The process involves screening the candidate that is determining whether

heshe is worthy of further consideration and marketing the company as a preferred

place of employment

35

An alternate strategy for college recruitment is the career planning workshop These

activities are usually (but not exclusively) associated with adolescent school leavers

They do not immediately produce ready candidates for the job market but provide the

opportunity for an organisation to present itself as an employer worthy of consideration

Co-ordinators of career planning workshops co-opt professionals and organisations to

present career options to potential school leavers in a controlled setting so as to lay out

the range of possibilities to young job seekers Career planning workshops are used

mainly as information-giving tools which the school leaver can use to make informed

career choices Some organisations use the workshops as a base for internships

Recruiters may not be employees of the company but paid professionals who have

been trained to perform the function

JOB FAIRSThe concept of a job fair is to bring those interested in finding a job into those

companies who are searching for applicants Job fairs are open fora at which employers

can exhibit the best their companies have to offer so that job seekers can make

informed choices They are considered one of the most effective ways for job seekers to

land jobs

At the job fair employers have a large pool of candidates on which to draw while job

seekers have the opportunity to shop around for dozens ndash sometimes hundreds ndash of

employers all in one place

Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an

interview employers are still on the look out for qualified potential employees who have

interest dedication and initiative

MAINTAINING EQUITY IN THE RECRUITMENT PROCESS

It is often difficult to ensure and maintain fairnessequity in the recruitment process

36

although in every jurisdiction there are laws that protect individuals and vulnerable

groups from the negative impact of discriminatory practices Where necessary systems

detailed procedures and processes exist or must be established to minimise

discrimination

The usual format of job fairs is to have several companies set up information stations at

an expo with at least one representative of the company present to provide information

The fairs usually have a common theme or are specific to a certain field or area of

interest Interested individuals browse through the information provided by each

company and then decide which company if any they would like to apply to They have

the opportunity to talk with a current employee of specific companies to learn more

about the employment experience

Each country designatesidentifies a group or groups for special notice women visible

minorities and the disabled are usual targets The Government of Canada in

articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated

groups as employment equity targets women Aboriginal people members of visible

minority groups persons with disabilities In the legislation managersrsquo responsibilities

for employment equity are stated as

bull Ensuring effective overall performance and continuous progress of the

employment equity goals within the operation

bull Achieving fostering and maintaining a representative workforce

bull Showing leadership in employment equity and demonstrating commitment to it by

ensuring that discrimination and stereotyping are not tolerated and

bull Informing and educating employees in the organisation about employment equity

and diversity

37

OUTSOURCING RECRUITMENT

OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice

being followed by middle amp large sized organizations It is being witnessed across all the

industries In India the HR processes are being outsourced from nearly a decade now

Outsourcing industry is growing at high rate

HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the

expert services of a third party ( generally professional consultants) to take care of its HR

functions while HR management can focus on the strategic dimension of their function The

functions that are typically outsourced are the functions that need expertise relevant

experience knowledge amp best methods amp practices This has given rise to outsourcing the

various HR functions of an organisation HR Consultancies such as Ma Foi and Planman

Consulting provide such services through expert professional consultants Human resources

business process outsourcing (HR BPO) is a major component of the worldwide BPO market

Performance management outsourcing involves all the performance monitoring measurement

management being outsourced from a third party or an external organisation

Many organizations have started outsourcing its recruitment process ie transferring all or

some part of its recruitment process to an external consultant providing the recruitment

services It is commonly known as RPO ie recruitment process outsourcing More and more

medium and large sized organizations are outsourcing their recruitment process right from the

entry level jobs to the C-level jobs

The present value of the recruitment process outsourcing industry (RPO) in India is estimated

to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next

couple of years According to a recent survey only 8-10 per cent of the Indian companies are

complete recruitment processes However the number of companies outsourcing their

recruitment processes is increasing at a very fast rate and so is the percentage of their total

recruitment processes being outsourced

38

Outsourcing organizations strive for providing cost saving benefits to their clients One of the

major advantages to organizations who outsource their recruitment process is that it helps to

save up to as much as 40 per cent of their recruitment costs With the experience expertise

and the economies of scale of the third party organizations are able to improve the quality of

the recruits and the speed of the whole process Also outsourcing enables the human

resource professionals of organizations to focus on the core and other HR and strategic

issues Outsourcing also gives a structured approach to the whole process of recruitment with

the ultimate power of decision making of recruiting with the organisation itself The portion of

the recruitment cycle that is outsourced range from preparing job descriptions to arranging

interviews the activities that consume almost 70 per cent of the time of the whole recruitment

process

Outsourcing the recruitment processes for a sector like BPO which faces an attrition of

almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and

focus on other issues like retention The job seekers are also availing the services of the third

parties (consultants) for accessing the latest job opportunities

In India the trend of outsourcing recruitment is also catching up fast For example Vodafone

outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)

Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to

outsource 50 per cent of its recruitment processes

ADVANTAGES OF OUTSOURCING RECRUITMENT

Traditionally recruitment is seen as the cost incurring process in an organization

HR outsoucing helps the HR professionals of the organization to concentrate on

the strategic functions of amp processes of human resource management rather

than wasting their efforts time amp money on the routine workOutsourcing the

recruitment process helps to cut the recruitment costs to 20 and also provide

economies of scale to the large sized organizatons

39

The major advantages of outsourcing recruitment performance management

are

Outsourcing is beneficial for both the corporate organisations that use the

outsourcing services as well as the consultancies that provide the service to the

corporates Apart from increasing their revenues outsourcing Process provides

business opportunities to the service providers enhancing the skill set of the

service providers and exposure to the different corporate experiences thereby

increasing their expertise

The advantages accruing to the corporate are

turning the managements focus to strategic level processes of HRM

accessibility to the expertise of the service providers

40

freedom from red tape and adhering to strict rules and regulations

optimal resource utilisation

structured and fair performance management

a satisfied and hence highly productive employees

value creation operational flexibility and competitive advantage

Therefore outsourcing helps both the organisations and the consultancies to grow

and perform better

41

OUTSOURCING PROCESS

42

MANAGING RECRUITMENT

ROI ON RECRUITMENT

Before making any investment every organisation would want to evaluate the

investment by answering the following questions in quantifiable terms

What are the costs and the corresponding and related risks on the

investment

What are the expected returns of the investment

What is the expected pay-back period of the investment

An organisation makes a tremendous amount of investment in its recruitment

processes

A lot of resources like time and money are spent on recruitment processes of an

organisation But assessing or quantifying the returns on the recruitment process

or calculating the return on investment (ROI) on recruitment is a complicated task

for an organisation Indeed it is difficult to judge the success of their recruitment

processes Instead recruitment is one activity that continues in an organisation

without anyone ever realizing its worth or measuring its impact on the

organisationrsquos business

According to a survey 38 of organisations do not prepare or produce any kind

of documents or reports on their The recruitment processes and there is no

accountability of the HR department for the costs incurred and the opportunities

missed

With the increasing strategic focus on the human resources more and more

organisations are adopting one or the other way for calculating the ROI on its

recruitments Many organisations are examining their HR functions and

43

processes and are trying to quantify their results and returns

A recruitment professional or manager can calculate and maximize the return on

investments on its organisationrsquos recruitment by

Clear definition of the results to be achieved from recruitment

Developing methods and ways measuring the results like the time ndash to ndash

hire cost-Per-Hire and effectiveness of the recruitment source etc

Estimating the costs associated with the recruitment project

Estimating the tangible and intangible benefits to the organization including

the payback period of the recruitments

Providing and ensuring proper training and development of the recruitment

professionals

Assessing the ROI on recruitments can assist an organisation to strengthen its

HR processes improving its recruitment function and to build a strategic human

resource advantage for the organisation

HR CHALLENGE IN RECRUITMENT

Recruitment is a function that requires business perspective expertise ability to

find and match the best potential candidate for the organisation diplomacy

marketing skills ( as to sell the position to the candidate) and wisdom to align the

recruitment processes for the benefit of the organizationThe HR professionals ndash

handling the recruitment function of the organization ndash are constantly facing new

CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN

RECRUITMENT for such professionals is to source or recruit the best people or

44

potential candidate for the organisation

In the last few years the job market has undergone some fundamental changes

in terms of technologies sources of recruitment competetion in the market etc In

an already saturated job market where the practices like poaching and raiding

are gaining momentum

HR professionals are constantly facing new challenges in one of their most

important function- recruitment They have to face and conquer various

challenges to find the best candidates for their organisations

The major challenges faced by the HR in recruitment are

Adaptability to globalization ndash The HR professionals are expected and

required to keep in tune with the changing times ie the changes taking

place across the globe HR should maintain the timeliness of the process

Lack of motivation ndash Recruitment is considered to be a thankless job

Even if the organisation is achieving results HR department or

professionals are not thanked for recruiting the right employees and

performers

Process analysis ndash The immediacy and speed of the recruitment process

are the main concerns of the HR in recruitment The process should be

flexible adaptive and responsive to the immediate requirements The

recruitment process should also be cost effective

Strategic prioritization ndash The emerging new systems are both an

opportunity as well as a challenge for the HR professionals Therefore

reviewing staffing needs and prioritizing the tasks to meet the changes in

the market has become a challenge for the recruitment professionals

45

12) Conclusion 60-61

13) Appendix 62-64

14) Bibliography 65-66

4

PrefacePreface

5

PREFACE

As a student of Post Graduate Program in Human Resource I was obviously seeking an opportunity to do a project in this regard and I got opportunity in the Chambal Fertilizers and chemical limited located at Gadepan ndash where I was assigned this project I really found this project very challenging and interesting when I conducted it

In the beginning of my training in Chambal Fertilizers and Chemicals Limited I was handed over the company history profiles with the help of which I got complete over-view of the companyrsquos history various subsidiary companies various HR policies etc After I was allotted a training schedule which comprised of 45 days overview program of Recruitment This exercise not only gave me an insight in to the general functioning amp practical problems handled by different departments but I also got chance to build report with the employees which did help me during the course of my project execution The department which I covered was HR

After this program I was allotted a project and from thereon I started my research project activities beginning with deciding about the project objectives planning about how to complete project

6

AcknowledgementAcknowledgement

7

AcknowledgementAcknowledgement

I hereby take this opportunity to extend my earnest obligation gratitude amp indebtedness

to all who helped me in one or the other way in the successful completion of this project

My thanks go to Mr Vishal Mathur (DGM-HR) Mr AK Saxena (Manager-HR) who

allowed me to carry out this study at CFCL I shall be failing in my duty if I do not

express thanks to my project coordinator esteemed MrKaushik Kumar who really took

a lot of pains and gave me his valuable guidance and constant encouragement on the

basis of which I could carry it out very confidently

I extend my sincere thanks to all the employees of CFCL Gadepan for their kind

cooperation of the various functional department of CFCL for providing me general

insight knowledge about their respective departments

I also extend my grateful thanks to MS Neha Sharma (faculty member AIMS) for

his constructive criticism and guidance

Last but not least my loving gratitude to my parents who helped me in many

ways in completion of this Endeavour

Thanks to all once again

ANUSHREE TIWARI

8

Executive SummaryExecutive Summary

9

EXECUTIVE SUMMARY

Chambal Fertilizer and chemical Limited is the Indiarsquos largest producer of Urea in the

private sector It is the flagship company of the 5000 crore professionally managed

Zuari ndashChambal combine It has diversified interest in the area of fertilizer phosphoric

acid Agri Input amp seeds Agri Biotechnology and shipping

Being a student PGP (HR) it was great pleasure for me there I was assigned the most

relevant title as regarded summer training ie ldquoRecruitment and Selection process at

CFCLrdquo

Before Understanding the work of recruitment and selection firstly I have to understand

that what is the HR department the Role of the HR department and why it is so

important for any organization

So At first the work is given to me is a little introduction of each part of the HR

department like Recruitment Recruitment as a human resource management function

is one of the activities that impact most critically on the performance of an organization

While it is understood and accepted that poor recruitment decisions continue to affect

organizational performance and limit goal achievement This report discusses some of

the strategies that organizations can and do employ to ensure the existence of the best

possible pool of qualified applicants from which they can fill vacancies as and when

required

This exercise gives me an insight in the general functioning amp practical problem handled

by difference department

At last I complete my project under supervision of my guide MrKoushik Kumar I am

very thankful to my guide for giving me this opportunity

10

IntroductionIntroduction

11

INTRODUCTION

India is the third producer and consumer of fertilizer placed USA and China India being

Agro based economy is fifth largest in the world due to its fertilizer Industries These

fertilizer Industries play a vital role bringing prosperity to the country The Indian fertilizer

industry with a capacity of 121 lakh MT of nitrogen and 56 lakh MT of phosphate

nutrient is one of the largest in the world and has over the years played a significant

role in the development of agriculture in the country Fertilizer consumption in India is

among the highest in the world though we rank low in comparison to most of

developing and some of developed countries in terms of intensity of consumption

Fertilizer consumption in India has been stagnant in the last few years But with

increased focus of the government towards agricultural growth consumption levels are

expected to pick up Successful implementation of government programmes like the

Bharath Nirman programme etc which aims at an additional 10 million hectares under

irrigation could help increase fertilizer consumption in the long run

This is small introduction about fertilizer Industry

The project is given to me is ldquoRecruitment and Selection Process in CFCLrdquo Recruitment

and Selection is the part of Human resource which is the strongest part of any

organization Recruitment is the process of identifying and attracting potential

candidates from within andoutside an organization to begin evaluating them for future

employment Once candidates are identified an organization can begin the selection

processThis includes collecting measuring and evaluating information about

candidatesrsquo qualifications for specified positions Organizations use these processes to

increase the likelihood of hiring individuals who possess the right skills and abilities to

be successful at their jobs

12

AN Overview of FertilizerIndustry

13

AN OVERVIEW OF FERTILIZER INDUSTRY

Agriculture the backbone of Indian Economy still holds its relative importance for more

than a billion peoples The Government Of India from time to time has taken

considerable steps for the upliftment of Agriculture Sector

India is third largest producer and consumer of fertilizer placed after USA and China

India being an agro-based economy is the fifth largest due to its fertilizer Industries

These industries plat vital role in bringing prosperity to the country Agriculture Industry

is the only one in India that has acknowledged conformity to global standards of

performance

COMPANY PROFILE

Chambal Fertilizers and Chemicals Limited (CFCL)

Location

14

Corporate office International trade Tower 3rd Floor Block F

Nehru Place New Delhi -110019

Registered office Gadepan District Kota Rajastahn-325208

Regional Offices UTTAR PRADESH 1 Agra 2 Lucknow

PUNJAB 1 Chandigarh

HARYANA 1Hissar 2 Karnal

RAJASTHAN 1 Jaipur 2 Udaipur

GUJARAT 1 Ahmedabad

MADHYA PRADESH 1 Bhopal

Agriculture Development Laboratories Agra amp Sri Ganganagar

Products of the company

The company is in the business of producing high quality urea Its product has earned n

inevitable reputation within a short span of time its brand name ldquoUttam Veerrdquo is fast

gaining among farmer community throughout the country

The product mix of CFCL is having four products line as bellow-

FERTILIZERS PLANT PROTECTION BIOFERTILIZERS SEEDS CHEMICAL

Uttam Veer Urea Insecticides Uttam phos Uttam

soybean

15

Uttam DAP Uttam

sunflower

Single Super Monoveer Uttam

sorghum

Phosphate Endoveer Uttam

maize

Cyperveer Uttam

sudan Grass

Aceveer

Quinaveer

Uttam Neem

Weedicides Butaveer Isoveer

SEEDS - Wheat Paddy Mustered Soya been Cotton

CORPORATE SOCIAL RESPONSIBILITY

Uttam BandhanTo establish a closer brand and to provide personalized services to farmers Chambal

has started the Uttam Bandhan program a community welfare initiative Crop and

product demonstrations field demonstrations and farmer meets are conducted Farmers

are given ongoing training on specialized services that vary from crop diversification

Animal Health Care need for balanced inputs and use of bio-fertilizers Soil amp water

sampling and testing are also conducted for free Clinics set up by the Company and at

Agriculture Universities Agriculture Research Stations and Krishi Vigyan Kendras

Chambal has set up Hello Uttam Call Centres where agriculture experts respond to

farmer queries on the phone

Chambalrsquos commitment towards environment has been paramount

16

Even before the plants were put up it took on tree plantation around the proposed site

A number of roads around the plant have been lined with trees It has created a green

cover on what was a rocky wasteland and where the Gadepan complex stands today

Within the campus it has created a forest area In the village schools it takes up a

number of programmes to bring awareness on environmental issues It supports

environmental groups and government initiatives for a cleaner atmosphere

Uttam Krishi SewaksIn the Uttam Bandhan programme the crucial link between the Company and the farmer

is the Uttam Krishi Sewaks About 300 educated unemployed youth from a rural

background have been trained as Uttam Krishi Sewaks to provide best practices in

agriculture and specialized services to farmers They are self-employed and earn from

commission on the sale of specialized products Uttam Krishi Sewaks try and ensure

that the farmers follow agricultural best practices

Through proper training demonstrations expert opinion quality inputs and non-farm

income the Uttam Bandhan farmer has been a gainer in terms of not just increase in

income but also quality of life

Dissemination of InformationCrop and product demonstrations field demonstrations and farmer meets are

conducted regularly to educate farmers on latest farm practices Farmers are given

training on specialized services that vary from cultivation of medicinal and horticulture

crops vermi-culture and the use of bio-fertilisers A dedicated farmer website

uttamkrishicom farmer helpline- Hello Uttam and mailers such as lsquoChambal ki Chitthirsquo

are important channels to share information with farmers Chambal also actively

partners Government Departments Agriculture Universities Agriculture Research

Stations and Krishi Vigyan Kendrarsquos under Public Private Partnership to serve the

farmers

17

Research Research

MethodologyMethodology

18

RESEARCH METHODOLOGYIt is my pleasure that I got the opportunity to work in the CFCL as a management

trainee for a period of 45days and get to learn the operations of the organization and

there systematic amp sequential processing CFCL has witness a meteoric rise right from

its inception and has enlisted itself among top fertilizer companies of the country

Research methodology is a systematic process where collection analysis and the

interpretation of the data so collected from the survey must be interpreted

DATA SOURCES Primary data

Secondary data

PRIMARY DATAProfile of data collection as under

a Sample profile company employees which includes supervisors and workmen

b Sample size 100 employee

SECONDARY DATAa company record

b industrial directory

TITLE OF THE STUDYldquoA STUDY ON RECRUITMENT PROCESS IN CFCLrdquo

DURATION OF THE STUDY

45 Days

19

SAMPLE SIZE AND METHOD OF SELECTING SAMPLE

SAMPLINGSAMPLE - A sample is a part of the total population It can be an individual element

or a group of elements selected from the population Although it is a subset it is

representative of the population and suitable for research in term of cost convenience

and time The sample group can be selected based on a probability or a non-probability

approach A sample usually consists of various units of the population The size of

sample is sample is represented by ldquonrdquo

SAMPLE SIZEFor this management thesis I have taken sample size n as 100

Sampling is the act process or technique of selecting a representative part of a

population for the purpose of determining the characteristics of the whole population In

other words the process of selecting a sample from a population Using special

technique is called sampling

ORGANIZATIONAL GUIDE Mr AK SAXENA

(HR Manager)

AREA OF STUDY GADEPAN (Rajasthan)

OBJECTIVES OF THE PROJECT REPORT

The main objectives for doing this project are as follows

20

1) To acquire practical and theoretical knowledge about how the different department

doing work together why the HR department is important and how an organization is

going on

2) To acquire practical and theoretical knowledge about recruitment amp selection in an

organization

3) Last but not the least the overall view of HR department

LIMITATIONS OF THE STUDY This project is limited to one plant of CFCL which is based in GADEPAN(raj)

Some data was confidential and not disclosed as per the companyrsquos policy

Time limitation was the major factor for the study

21

Topic AnalysisTopic Analysis

22

RECRUITMENT ndash THE CONCEPT

Acquiring and retaining high-quality talent is critical to an organisationrsquos success As the

job market becomes increasingly competitive and the available skills grow more diverse

recruiters need to be more selective in their choices since poor recruiting decisions can

produce long-term negative effects among them high training and development costs to

minimise the incidence of poor performance and high turnover which in turn impact

staff morale the production of high quality goods and services and the retention of

organisational memory At worst the organisation can fail to achieve its objectives

thereby losing its competitive edge and its share of the market

Traditionally Public Service organisations have had little need to worry about market

share and increasing competition since they operate in a monopolistic environment But

in recent time the emphasis on New Public Management Public Sector Management

approaches has forced public organisations to pay closer attention to their service

delivery as consumers have begun to expect and demand more for their tax dollars No

longer are citizens content to grumble about poorly-produced goods and services and

the under-qualified untrained employees who provide them As societies become more

critical and litigious public service organisations must seek all possible avenues for

improving their output and providing the satisfaction their clients require and deserve

The provision of high-quality goods and services begins with the recruitment process

Recruitment is described as ldquothe set of activities and processes used to legally obtain a

sufficient number of qualified people at the right place and time so that the people and

the organisation can select each other in their own best short and long term interestsrdquo1

In other words the recruitment process provides the organisation with a pool of

potentially qualified job candidates from which judicious selection can be made to fill

vacanciesSuccessful recruitment begins with proper employment planning and

forecasting

23

In this phase of the staffing process an organisation formulates plans to fill or eliminate

future job openings based on an analysis of future needs the talent available within and

outside of the organisation and the current and anticipated resources that can be

expended to attract and retain such talent Also related to the success of a recruitment

process are the strategies an organisation is prepared to employ in order to identify and

select the best candidates for its developing pool of human resources

Organisations seeking recruits for base-level entry positions often require minimum

qualifications and experience These applicants are usually recent high school or

university technical college graduates many of whom have not yet made clear

decisions about future careers or are contemplating engaging in advanced academic

activity At the middle levels senior administrative technical and junior executive

positions are often filled internally The push for scarce high-quality talent often

recruited from external sources has usually been at the senior executive levels Most

organisations utilize both mechanisms to effect recruitment to all levels

24

PURPOSE amp IMPORTANCE OF RECRUITMENT

25

The Purpose and Importance of Recruitment are given below

Attract and encourage more and more candidates to apply in the organisation

Create a talent pool of candidates to enable the selection of best candidates for

the organisation

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 rate of selection process by decreasing number of visibly

under qualified or overqualified job applicants

Help reduce the probability that job applicants once recruited amp selected will

leave the organization only after short period of time

Meet the organizations legal amp social obligations regarding the composition of

its workforce

Increase organization amp individual effectiveness of various recruiting techniques

amp sources for all types of job candidates

FACTORS AFFECTING RECRUITMENT

The recruitment function of the organization is affected amp governed by a mix of

various internal amp external forces The internal forces or factors are the factors that can

be controlled by the organization The external factors are those factors which cannot

be controlled by the organization The internal amp external forces affecting recruitment

function of an organization are

FACTORS AFFECTING RECRUITMENT

26

THE RECRUITMENT PROCESS

Successful recruitment involves the several processes of

1 development of a policy on recruitment and retention and the systems that give

life to the policy

2 needs assessment to determine the current and future human resource

requirements of the organisation If the activity is to be effective the human

resource requirements for each job category and functional divisionunit of the

organisation must be assessed and a priority assigned

3 identification within and outside the organisation of the potential human

resource pool and the likely competition for the knowledge and skills resident

within it

4 job analysis and job evaluation to identify the individual aspects of each job and

calculate its relative worth

5 assessment of qualifications profiles drawn from job descriptions that identify

responsibilities and required skills abilities knowledge and experience

6 determination of the organizationrsquos ability to pay salaries and benefits within a

defined period

7 identification and documentation of the actual process of recruitment and

selection to ensure equity and adherence to equal opportunity and other laws

Documenting the organizationrsquos policy on recruitment the criteria to be utilized and all

the steps in the recruiting process is as necessary in the seemingly informal setting of in

house selection as it is when selection is made from external sources Documentation

satisfies the requirement of procedural transparency and leaves a trail that can easily be

followed for audit and other purposes Of special importance is documentation that is in

conformity with Freedom of Information legislation (where such legislation exists) such

as

1048707 criteria and procedures for the initial screening of applicants

1048707 criteria for generating long and short lists

27

1048707 criteria and procedures for the selection of interview panels

1048707 interview questions

1048707 interview scores and panelistsrsquo comments

1048707 results of tests (where administered)

1048707 results of reference checks

RECRUITMENT PROCESS RECRUITMENT PROCESS

28

RECRUIMENT METHODS

Recruitment may be conducted internally through the promotion and transfer of existing

personnel or through referrals by current staff members of friends and family

members

Where internal recruitment is the chosen method of filling vacancies job openings can

be advertised by job posting that is a strategy of placing notices on manual and

electronic bulletin boards in company newsletters and through office memoranda

Referrals are usually word-of-mouth advertisements that are a low-cost-per-hire way of

recruiting

Internal recruitment does not always produce the number or quality of personnel

needed in such an instance the organisation needs to recruit from external sources

either by encouraging walk-in applicants advertising vacancies in newspapers

magazines and journals and the visual andor audio media using employment

agencies to ldquohead huntrdquoadvertising on-line via the Internet or through job fairs and the

use of college recruitment

POSTING VACANCIES

As indicated earlier job posting refers to the practice of publishing an open job to

employees (often by literally posting it on bulletin boards) and listing its attributes such

as criteria of knowledge qualification skill and experience The purpose of posting

vacancies is to bring to the attention of all interested persons (inside or out of the

organisation) the jobs that are to be filled

Before posting a vacancy management needs to decide whether

1048707 it intends to retain the job in its present form and with its present title

remuneration and status

1048707 selected attributes of the job for example skill or experience will change

29

1048707 there are sufficient qualified potential applicants serving in other positions within

the organisation who may be potential candidates for that job

1048707 the existing organisational policy on recruitment is still applicable (for example

whether referrals by staff members of friends and family are still an acceptable

way of filling vacancies)

1048707 the organisations stands to benefit more in the long-term from recruiting

applicants from external sources

RECRUITING FROM INTERNAL SOURCES

There are sound reasons for recruiting from sources within the organisation

1048707 The ability of the recruit is known so it is easy to assess potential for the next

level By contrast assessments of external recruits are based on less reliable

sources such as references and relatively brief encounters such as interviews

1048707 ldquoInsidersrdquo know the organisation its strengths and weaknesses its culture and

most of all its people

1048707 Promotions from within build motivation and a sense of commitment to the

organisation Skilled and ambitious employees are more likely to become

involved in developmental activities if they believe that these activities will lead

to promotion

1048707 Internal recruitment is cheaper and quicker than advertising in various media and

interviewing ldquooutsidersrdquo Time spent in training and socialisation is also reduced

At the same time several disadvantages exist

30

1048707 Sometimes it is difficult to find the ldquorightrdquo candidate within and the organisation

may settle for an employee who possesses a less than ideal mix of competencies

1048707 If the vacancies are being caused by rapid expansion of the organisation there

may be an insufficient supply of qualified individuals above the entry level This

may result in people being promoted before they are ready or not being allowed

to stay in a position long enough to learn how to do the job well

1048707 Infighting inbreeding and a shortage of varied perspectives and interests may

reduce organisational flexibility and growth and resistance to change by those

who have an interest in maintaining the status quo may present long term

problems

RECRUITING FROM EXTERNAL SOURCES

External recruiting methods can be grouped into two classes informal and formal

Informal recruiting methods tap a smaller market than formal methods These methods

may include rehiring former employees and choosing from among those ldquowalk-inrdquo

applicants whose unsolicited reacutesumeacutes had been retained on file The use of referrals

also constitutes an informal hiring method Because they are relatively inexpensive to

use and can be implemented quickly informal recruiting methods are commonly used

for hiring clerical and other base-level recruits who are more likely than other groups to

have submitted unsolicited applications Former students who participated in internship

programmes may also be easily and cheaply accessed

Formal methods of external recruiting entail searching the labour market more widely for

candidates with no previous connection to the organisation These methods have

traditionally included newspapermagazinejournal advertising the use of employment

agencies and executive search firms and college recruitment More often now

31

jobcareer fairs and e-Recruiting are reaching the job seeker market

Of course it is possible to for an organisation to reduce the risks and high costs of

recruitment by maintaining a small cadre of full-time permanent employees and

meeting an unexpected and temporary need for staff through the use of ad hoc and

short-term contract workers who come to the position already trained

It is frequently said that the best jobs are not advertised their availability is

communicated by word of mouth Networking therefore continues to be a viable

mechanism for recruiting especially at the senior management level in certain

industriesIn many instances networking is a strategy used by the recruitment

firmsemployment agencies

ON-LINE APPLICATIONSRECRUITING ON THE INTERNET

Using the Internet is faster and cheaper than many traditional methods of recruiting

Jobs can be posted on Internet sites for a modest amount (less than in the print media)

remain there for periods of thirty or sixty days or more - at no additional cost - and are

available twenty-four hours a day Candidates can view detailed information about the

job and the organisation and then respond electronically

Most homes and workplaces are now using computerised equipment for

communication the Internet is rapidly becoming the method of choice for accessing and

sharing information First-time job seekers are now more likely to search websites for

job postings than to peruse newspapers magazines and journals The prevalence of

advertising has made it easier

The Internet speeds up the hiring process in three basis stages

1048707 Faster posting of jobs

o The wait for a suitable date and a prominent place in the print media is

eliminated The time lag that exists between the submission of

32

information to the media house and its appearance in print disappears On

the internet the advertisement appears immediately and can be kept alive

for as long as the recruiter requires it

1048707 Faster applicant response

1048707 Faster processing of reacutesumeacutes

Companies that are likely to advertise on-line usually have a website that allows

potential candidates to learn about the company before deciding whether to apply thus

lowering the incidence time-wasting through the submission of unsuitable applications

The website can be used as a tool to encourage potential job seekers to build an

interest in joining the organization Internet Recruiting Power Opportunities and

Effectiveness CareerJournalcom Taken from Job websites offer unlimited space

which can be used by management to sell the organization The site can then be used

not only to post vacancies but also to publicise the organisation That will allow

candidates to become more familiar with the company know what skills the company is

looking for and get to know about its culture Most importantly the system will provide a

proper path to securing quick responses to job openings On-line recruiting facilitates

the decentralisation of the hiring function by making it possible for other groups in the

organisation to take responsibility for part of the function

Internet recruiting is not all positive though there are drawbacks for unwary users

1048707 Some applicants still place great value on face-to-face interactions in the hiring

process Such applicants are likely to ignore jobs posted impersonally on-line

1048707 Companies are overwhelmed by the volume of reacutesumeacutes posted on the Internet

This can in fact lengthen the short-listing process If the screening process is not

well done the quantity of applicationsreacutesumeacutes logged-on may be more of a

hindrance to the process that an aid to selection

33

1048707 Job seekers who demand confidentiality in the recruitment process may be

reluctant to use the Internet as a job search mechanism

For effectiveness in the use of the strategy of e-Recruiting companies are advised to

1048707 use specialised Job Sites that cater to specific industries

1048707 thoroughly assess the service level provided by Job Sites to ensure that they

maintain the level they claim to provide

1048707 enhance the Corporate Web Site as a tool to encourage potential job seekers to

become interested in joining the company

1048707 take advantage of the fact that Internet job advertisements have no space

limitations so recruiters can use longer job descriptions to fully describe the

company job requirements and working conditions offered

1048707 use valid Search Engines that will sort candidates effectively but will not

discriminate against any persons or groups

1048707 create attention-grabbing newspaper advertisements that prompt people to visit

the companyrsquos website They will then see all vacancies that are advertised

1048707 encourage employees to e-mail job advertisements to friends

1048707 design and implement a successful e-Recruitment strategy

COLLEGE RECRUITMENT

College recruiting ndash sending an employerrsquos representatives to college campuses to

prescreen applicants and create an applicant pool from that collegersquos graduating class ndash

34

is an important source of management trainees promotable [entry-level] candidates

and professional and technical employees To get the best out of this hiring strategy the

organisation and its career opportunities must be made to stand out Human resource

professionals are aware that few college students and potential graduates know where

their careers will take them over the next fifteen to twenty years Therefore many of the

criteria used by students to select the first job may be quite arbitrary The organisation

that will succeed then is one can show how the work it offers meets studentsrsquo needs

for skill enhancement rewarding opportunities personal satisfaction flexibility and

compensation

Two major advantages of this strategy are the cost (which is higher than word-of-mouth

recruiting but lower than advertising in the media or using an employment agency) and

the convenience (since many candidates can be interviewed in a short time in the

same location with space and administrative support provided by the college itself)

Unfortunately suitable candidates become available only at certain times of the year

which may not always suit the needs of the hiring organisation Another major

disadvantage of college recruiting is the lack of experience and the inflated expectations

of new graduates and the cost of hiring graduates for entry-level positions that may not

require a college degree

College recruitment also offers opportunities for internships These programmes may

provide the organisations with quality employees at low cost per hire Some interns are

hired at low cost (perhaps minimum wage) and are offered work experience Interns are

able to hone business skills check out potential employers and learn more about

employersrsquo likes and dislikes before making final career choices Some of the better

interns are recruited after graduation

College recruitment is relatively expensive and time consuming for the recruiting

company The process involves screening the candidate that is determining whether

heshe is worthy of further consideration and marketing the company as a preferred

place of employment

35

An alternate strategy for college recruitment is the career planning workshop These

activities are usually (but not exclusively) associated with adolescent school leavers

They do not immediately produce ready candidates for the job market but provide the

opportunity for an organisation to present itself as an employer worthy of consideration

Co-ordinators of career planning workshops co-opt professionals and organisations to

present career options to potential school leavers in a controlled setting so as to lay out

the range of possibilities to young job seekers Career planning workshops are used

mainly as information-giving tools which the school leaver can use to make informed

career choices Some organisations use the workshops as a base for internships

Recruiters may not be employees of the company but paid professionals who have

been trained to perform the function

JOB FAIRSThe concept of a job fair is to bring those interested in finding a job into those

companies who are searching for applicants Job fairs are open fora at which employers

can exhibit the best their companies have to offer so that job seekers can make

informed choices They are considered one of the most effective ways for job seekers to

land jobs

At the job fair employers have a large pool of candidates on which to draw while job

seekers have the opportunity to shop around for dozens ndash sometimes hundreds ndash of

employers all in one place

Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an

interview employers are still on the look out for qualified potential employees who have

interest dedication and initiative

MAINTAINING EQUITY IN THE RECRUITMENT PROCESS

It is often difficult to ensure and maintain fairnessequity in the recruitment process

36

although in every jurisdiction there are laws that protect individuals and vulnerable

groups from the negative impact of discriminatory practices Where necessary systems

detailed procedures and processes exist or must be established to minimise

discrimination

The usual format of job fairs is to have several companies set up information stations at

an expo with at least one representative of the company present to provide information

The fairs usually have a common theme or are specific to a certain field or area of

interest Interested individuals browse through the information provided by each

company and then decide which company if any they would like to apply to They have

the opportunity to talk with a current employee of specific companies to learn more

about the employment experience

Each country designatesidentifies a group or groups for special notice women visible

minorities and the disabled are usual targets The Government of Canada in

articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated

groups as employment equity targets women Aboriginal people members of visible

minority groups persons with disabilities In the legislation managersrsquo responsibilities

for employment equity are stated as

bull Ensuring effective overall performance and continuous progress of the

employment equity goals within the operation

bull Achieving fostering and maintaining a representative workforce

bull Showing leadership in employment equity and demonstrating commitment to it by

ensuring that discrimination and stereotyping are not tolerated and

bull Informing and educating employees in the organisation about employment equity

and diversity

37

OUTSOURCING RECRUITMENT

OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice

being followed by middle amp large sized organizations It is being witnessed across all the

industries In India the HR processes are being outsourced from nearly a decade now

Outsourcing industry is growing at high rate

HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the

expert services of a third party ( generally professional consultants) to take care of its HR

functions while HR management can focus on the strategic dimension of their function The

functions that are typically outsourced are the functions that need expertise relevant

experience knowledge amp best methods amp practices This has given rise to outsourcing the

various HR functions of an organisation HR Consultancies such as Ma Foi and Planman

Consulting provide such services through expert professional consultants Human resources

business process outsourcing (HR BPO) is a major component of the worldwide BPO market

Performance management outsourcing involves all the performance monitoring measurement

management being outsourced from a third party or an external organisation

Many organizations have started outsourcing its recruitment process ie transferring all or

some part of its recruitment process to an external consultant providing the recruitment

services It is commonly known as RPO ie recruitment process outsourcing More and more

medium and large sized organizations are outsourcing their recruitment process right from the

entry level jobs to the C-level jobs

The present value of the recruitment process outsourcing industry (RPO) in India is estimated

to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next

couple of years According to a recent survey only 8-10 per cent of the Indian companies are

complete recruitment processes However the number of companies outsourcing their

recruitment processes is increasing at a very fast rate and so is the percentage of their total

recruitment processes being outsourced

38

Outsourcing organizations strive for providing cost saving benefits to their clients One of the

major advantages to organizations who outsource their recruitment process is that it helps to

save up to as much as 40 per cent of their recruitment costs With the experience expertise

and the economies of scale of the third party organizations are able to improve the quality of

the recruits and the speed of the whole process Also outsourcing enables the human

resource professionals of organizations to focus on the core and other HR and strategic

issues Outsourcing also gives a structured approach to the whole process of recruitment with

the ultimate power of decision making of recruiting with the organisation itself The portion of

the recruitment cycle that is outsourced range from preparing job descriptions to arranging

interviews the activities that consume almost 70 per cent of the time of the whole recruitment

process

Outsourcing the recruitment processes for a sector like BPO which faces an attrition of

almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and

focus on other issues like retention The job seekers are also availing the services of the third

parties (consultants) for accessing the latest job opportunities

In India the trend of outsourcing recruitment is also catching up fast For example Vodafone

outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)

Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to

outsource 50 per cent of its recruitment processes

ADVANTAGES OF OUTSOURCING RECRUITMENT

Traditionally recruitment is seen as the cost incurring process in an organization

HR outsoucing helps the HR professionals of the organization to concentrate on

the strategic functions of amp processes of human resource management rather

than wasting their efforts time amp money on the routine workOutsourcing the

recruitment process helps to cut the recruitment costs to 20 and also provide

economies of scale to the large sized organizatons

39

The major advantages of outsourcing recruitment performance management

are

Outsourcing is beneficial for both the corporate organisations that use the

outsourcing services as well as the consultancies that provide the service to the

corporates Apart from increasing their revenues outsourcing Process provides

business opportunities to the service providers enhancing the skill set of the

service providers and exposure to the different corporate experiences thereby

increasing their expertise

The advantages accruing to the corporate are

turning the managements focus to strategic level processes of HRM

accessibility to the expertise of the service providers

40

freedom from red tape and adhering to strict rules and regulations

optimal resource utilisation

structured and fair performance management

a satisfied and hence highly productive employees

value creation operational flexibility and competitive advantage

Therefore outsourcing helps both the organisations and the consultancies to grow

and perform better

41

OUTSOURCING PROCESS

42

MANAGING RECRUITMENT

ROI ON RECRUITMENT

Before making any investment every organisation would want to evaluate the

investment by answering the following questions in quantifiable terms

What are the costs and the corresponding and related risks on the

investment

What are the expected returns of the investment

What is the expected pay-back period of the investment

An organisation makes a tremendous amount of investment in its recruitment

processes

A lot of resources like time and money are spent on recruitment processes of an

organisation But assessing or quantifying the returns on the recruitment process

or calculating the return on investment (ROI) on recruitment is a complicated task

for an organisation Indeed it is difficult to judge the success of their recruitment

processes Instead recruitment is one activity that continues in an organisation

without anyone ever realizing its worth or measuring its impact on the

organisationrsquos business

According to a survey 38 of organisations do not prepare or produce any kind

of documents or reports on their The recruitment processes and there is no

accountability of the HR department for the costs incurred and the opportunities

missed

With the increasing strategic focus on the human resources more and more

organisations are adopting one or the other way for calculating the ROI on its

recruitments Many organisations are examining their HR functions and

43

processes and are trying to quantify their results and returns

A recruitment professional or manager can calculate and maximize the return on

investments on its organisationrsquos recruitment by

Clear definition of the results to be achieved from recruitment

Developing methods and ways measuring the results like the time ndash to ndash

hire cost-Per-Hire and effectiveness of the recruitment source etc

Estimating the costs associated with the recruitment project

Estimating the tangible and intangible benefits to the organization including

the payback period of the recruitments

Providing and ensuring proper training and development of the recruitment

professionals

Assessing the ROI on recruitments can assist an organisation to strengthen its

HR processes improving its recruitment function and to build a strategic human

resource advantage for the organisation

HR CHALLENGE IN RECRUITMENT

Recruitment is a function that requires business perspective expertise ability to

find and match the best potential candidate for the organisation diplomacy

marketing skills ( as to sell the position to the candidate) and wisdom to align the

recruitment processes for the benefit of the organizationThe HR professionals ndash

handling the recruitment function of the organization ndash are constantly facing new

CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN

RECRUITMENT for such professionals is to source or recruit the best people or

44

potential candidate for the organisation

In the last few years the job market has undergone some fundamental changes

in terms of technologies sources of recruitment competetion in the market etc In

an already saturated job market where the practices like poaching and raiding

are gaining momentum

HR professionals are constantly facing new challenges in one of their most

important function- recruitment They have to face and conquer various

challenges to find the best candidates for their organisations

The major challenges faced by the HR in recruitment are

Adaptability to globalization ndash The HR professionals are expected and

required to keep in tune with the changing times ie the changes taking

place across the globe HR should maintain the timeliness of the process

Lack of motivation ndash Recruitment is considered to be a thankless job

Even if the organisation is achieving results HR department or

professionals are not thanked for recruiting the right employees and

performers

Process analysis ndash The immediacy and speed of the recruitment process

are the main concerns of the HR in recruitment The process should be

flexible adaptive and responsive to the immediate requirements The

recruitment process should also be cost effective

Strategic prioritization ndash The emerging new systems are both an

opportunity as well as a challenge for the HR professionals Therefore

reviewing staffing needs and prioritizing the tasks to meet the changes in

the market has become a challenge for the recruitment professionals

45

PrefacePreface

5

PREFACE

As a student of Post Graduate Program in Human Resource I was obviously seeking an opportunity to do a project in this regard and I got opportunity in the Chambal Fertilizers and chemical limited located at Gadepan ndash where I was assigned this project I really found this project very challenging and interesting when I conducted it

In the beginning of my training in Chambal Fertilizers and Chemicals Limited I was handed over the company history profiles with the help of which I got complete over-view of the companyrsquos history various subsidiary companies various HR policies etc After I was allotted a training schedule which comprised of 45 days overview program of Recruitment This exercise not only gave me an insight in to the general functioning amp practical problems handled by different departments but I also got chance to build report with the employees which did help me during the course of my project execution The department which I covered was HR

After this program I was allotted a project and from thereon I started my research project activities beginning with deciding about the project objectives planning about how to complete project

6

AcknowledgementAcknowledgement

7

AcknowledgementAcknowledgement

I hereby take this opportunity to extend my earnest obligation gratitude amp indebtedness

to all who helped me in one or the other way in the successful completion of this project

My thanks go to Mr Vishal Mathur (DGM-HR) Mr AK Saxena (Manager-HR) who

allowed me to carry out this study at CFCL I shall be failing in my duty if I do not

express thanks to my project coordinator esteemed MrKaushik Kumar who really took

a lot of pains and gave me his valuable guidance and constant encouragement on the

basis of which I could carry it out very confidently

I extend my sincere thanks to all the employees of CFCL Gadepan for their kind

cooperation of the various functional department of CFCL for providing me general

insight knowledge about their respective departments

I also extend my grateful thanks to MS Neha Sharma (faculty member AIMS) for

his constructive criticism and guidance

Last but not least my loving gratitude to my parents who helped me in many

ways in completion of this Endeavour

Thanks to all once again

ANUSHREE TIWARI

8

Executive SummaryExecutive Summary

9

EXECUTIVE SUMMARY

Chambal Fertilizer and chemical Limited is the Indiarsquos largest producer of Urea in the

private sector It is the flagship company of the 5000 crore professionally managed

Zuari ndashChambal combine It has diversified interest in the area of fertilizer phosphoric

acid Agri Input amp seeds Agri Biotechnology and shipping

Being a student PGP (HR) it was great pleasure for me there I was assigned the most

relevant title as regarded summer training ie ldquoRecruitment and Selection process at

CFCLrdquo

Before Understanding the work of recruitment and selection firstly I have to understand

that what is the HR department the Role of the HR department and why it is so

important for any organization

So At first the work is given to me is a little introduction of each part of the HR

department like Recruitment Recruitment as a human resource management function

is one of the activities that impact most critically on the performance of an organization

While it is understood and accepted that poor recruitment decisions continue to affect

organizational performance and limit goal achievement This report discusses some of

the strategies that organizations can and do employ to ensure the existence of the best

possible pool of qualified applicants from which they can fill vacancies as and when

required

This exercise gives me an insight in the general functioning amp practical problem handled

by difference department

At last I complete my project under supervision of my guide MrKoushik Kumar I am

very thankful to my guide for giving me this opportunity

10

IntroductionIntroduction

11

INTRODUCTION

India is the third producer and consumer of fertilizer placed USA and China India being

Agro based economy is fifth largest in the world due to its fertilizer Industries These

fertilizer Industries play a vital role bringing prosperity to the country The Indian fertilizer

industry with a capacity of 121 lakh MT of nitrogen and 56 lakh MT of phosphate

nutrient is one of the largest in the world and has over the years played a significant

role in the development of agriculture in the country Fertilizer consumption in India is

among the highest in the world though we rank low in comparison to most of

developing and some of developed countries in terms of intensity of consumption

Fertilizer consumption in India has been stagnant in the last few years But with

increased focus of the government towards agricultural growth consumption levels are

expected to pick up Successful implementation of government programmes like the

Bharath Nirman programme etc which aims at an additional 10 million hectares under

irrigation could help increase fertilizer consumption in the long run

This is small introduction about fertilizer Industry

The project is given to me is ldquoRecruitment and Selection Process in CFCLrdquo Recruitment

and Selection is the part of Human resource which is the strongest part of any

organization Recruitment is the process of identifying and attracting potential

candidates from within andoutside an organization to begin evaluating them for future

employment Once candidates are identified an organization can begin the selection

processThis includes collecting measuring and evaluating information about

candidatesrsquo qualifications for specified positions Organizations use these processes to

increase the likelihood of hiring individuals who possess the right skills and abilities to

be successful at their jobs

12

AN Overview of FertilizerIndustry

13

AN OVERVIEW OF FERTILIZER INDUSTRY

Agriculture the backbone of Indian Economy still holds its relative importance for more

than a billion peoples The Government Of India from time to time has taken

considerable steps for the upliftment of Agriculture Sector

India is third largest producer and consumer of fertilizer placed after USA and China

India being an agro-based economy is the fifth largest due to its fertilizer Industries

These industries plat vital role in bringing prosperity to the country Agriculture Industry

is the only one in India that has acknowledged conformity to global standards of

performance

COMPANY PROFILE

Chambal Fertilizers and Chemicals Limited (CFCL)

Location

14

Corporate office International trade Tower 3rd Floor Block F

Nehru Place New Delhi -110019

Registered office Gadepan District Kota Rajastahn-325208

Regional Offices UTTAR PRADESH 1 Agra 2 Lucknow

PUNJAB 1 Chandigarh

HARYANA 1Hissar 2 Karnal

RAJASTHAN 1 Jaipur 2 Udaipur

GUJARAT 1 Ahmedabad

MADHYA PRADESH 1 Bhopal

Agriculture Development Laboratories Agra amp Sri Ganganagar

Products of the company

The company is in the business of producing high quality urea Its product has earned n

inevitable reputation within a short span of time its brand name ldquoUttam Veerrdquo is fast

gaining among farmer community throughout the country

The product mix of CFCL is having four products line as bellow-

FERTILIZERS PLANT PROTECTION BIOFERTILIZERS SEEDS CHEMICAL

Uttam Veer Urea Insecticides Uttam phos Uttam

soybean

15

Uttam DAP Uttam

sunflower

Single Super Monoveer Uttam

sorghum

Phosphate Endoveer Uttam

maize

Cyperveer Uttam

sudan Grass

Aceveer

Quinaveer

Uttam Neem

Weedicides Butaveer Isoveer

SEEDS - Wheat Paddy Mustered Soya been Cotton

CORPORATE SOCIAL RESPONSIBILITY

Uttam BandhanTo establish a closer brand and to provide personalized services to farmers Chambal

has started the Uttam Bandhan program a community welfare initiative Crop and

product demonstrations field demonstrations and farmer meets are conducted Farmers

are given ongoing training on specialized services that vary from crop diversification

Animal Health Care need for balanced inputs and use of bio-fertilizers Soil amp water

sampling and testing are also conducted for free Clinics set up by the Company and at

Agriculture Universities Agriculture Research Stations and Krishi Vigyan Kendras

Chambal has set up Hello Uttam Call Centres where agriculture experts respond to

farmer queries on the phone

Chambalrsquos commitment towards environment has been paramount

16

Even before the plants were put up it took on tree plantation around the proposed site

A number of roads around the plant have been lined with trees It has created a green

cover on what was a rocky wasteland and where the Gadepan complex stands today

Within the campus it has created a forest area In the village schools it takes up a

number of programmes to bring awareness on environmental issues It supports

environmental groups and government initiatives for a cleaner atmosphere

Uttam Krishi SewaksIn the Uttam Bandhan programme the crucial link between the Company and the farmer

is the Uttam Krishi Sewaks About 300 educated unemployed youth from a rural

background have been trained as Uttam Krishi Sewaks to provide best practices in

agriculture and specialized services to farmers They are self-employed and earn from

commission on the sale of specialized products Uttam Krishi Sewaks try and ensure

that the farmers follow agricultural best practices

Through proper training demonstrations expert opinion quality inputs and non-farm

income the Uttam Bandhan farmer has been a gainer in terms of not just increase in

income but also quality of life

Dissemination of InformationCrop and product demonstrations field demonstrations and farmer meets are

conducted regularly to educate farmers on latest farm practices Farmers are given

training on specialized services that vary from cultivation of medicinal and horticulture

crops vermi-culture and the use of bio-fertilisers A dedicated farmer website

uttamkrishicom farmer helpline- Hello Uttam and mailers such as lsquoChambal ki Chitthirsquo

are important channels to share information with farmers Chambal also actively

partners Government Departments Agriculture Universities Agriculture Research

Stations and Krishi Vigyan Kendrarsquos under Public Private Partnership to serve the

farmers

17

Research Research

MethodologyMethodology

18

RESEARCH METHODOLOGYIt is my pleasure that I got the opportunity to work in the CFCL as a management

trainee for a period of 45days and get to learn the operations of the organization and

there systematic amp sequential processing CFCL has witness a meteoric rise right from

its inception and has enlisted itself among top fertilizer companies of the country

Research methodology is a systematic process where collection analysis and the

interpretation of the data so collected from the survey must be interpreted

DATA SOURCES Primary data

Secondary data

PRIMARY DATAProfile of data collection as under

a Sample profile company employees which includes supervisors and workmen

b Sample size 100 employee

SECONDARY DATAa company record

b industrial directory

TITLE OF THE STUDYldquoA STUDY ON RECRUITMENT PROCESS IN CFCLrdquo

DURATION OF THE STUDY

45 Days

19

SAMPLE SIZE AND METHOD OF SELECTING SAMPLE

SAMPLINGSAMPLE - A sample is a part of the total population It can be an individual element

or a group of elements selected from the population Although it is a subset it is

representative of the population and suitable for research in term of cost convenience

and time The sample group can be selected based on a probability or a non-probability

approach A sample usually consists of various units of the population The size of

sample is sample is represented by ldquonrdquo

SAMPLE SIZEFor this management thesis I have taken sample size n as 100

Sampling is the act process or technique of selecting a representative part of a

population for the purpose of determining the characteristics of the whole population In

other words the process of selecting a sample from a population Using special

technique is called sampling

ORGANIZATIONAL GUIDE Mr AK SAXENA

(HR Manager)

AREA OF STUDY GADEPAN (Rajasthan)

OBJECTIVES OF THE PROJECT REPORT

The main objectives for doing this project are as follows

20

1) To acquire practical and theoretical knowledge about how the different department

doing work together why the HR department is important and how an organization is

going on

2) To acquire practical and theoretical knowledge about recruitment amp selection in an

organization

3) Last but not the least the overall view of HR department

LIMITATIONS OF THE STUDY This project is limited to one plant of CFCL which is based in GADEPAN(raj)

Some data was confidential and not disclosed as per the companyrsquos policy

Time limitation was the major factor for the study

21

Topic AnalysisTopic Analysis

22

RECRUITMENT ndash THE CONCEPT

Acquiring and retaining high-quality talent is critical to an organisationrsquos success As the

job market becomes increasingly competitive and the available skills grow more diverse

recruiters need to be more selective in their choices since poor recruiting decisions can

produce long-term negative effects among them high training and development costs to

minimise the incidence of poor performance and high turnover which in turn impact

staff morale the production of high quality goods and services and the retention of

organisational memory At worst the organisation can fail to achieve its objectives

thereby losing its competitive edge and its share of the market

Traditionally Public Service organisations have had little need to worry about market

share and increasing competition since they operate in a monopolistic environment But

in recent time the emphasis on New Public Management Public Sector Management

approaches has forced public organisations to pay closer attention to their service

delivery as consumers have begun to expect and demand more for their tax dollars No

longer are citizens content to grumble about poorly-produced goods and services and

the under-qualified untrained employees who provide them As societies become more

critical and litigious public service organisations must seek all possible avenues for

improving their output and providing the satisfaction their clients require and deserve

The provision of high-quality goods and services begins with the recruitment process

Recruitment is described as ldquothe set of activities and processes used to legally obtain a

sufficient number of qualified people at the right place and time so that the people and

the organisation can select each other in their own best short and long term interestsrdquo1

In other words the recruitment process provides the organisation with a pool of

potentially qualified job candidates from which judicious selection can be made to fill

vacanciesSuccessful recruitment begins with proper employment planning and

forecasting

23

In this phase of the staffing process an organisation formulates plans to fill or eliminate

future job openings based on an analysis of future needs the talent available within and

outside of the organisation and the current and anticipated resources that can be

expended to attract and retain such talent Also related to the success of a recruitment

process are the strategies an organisation is prepared to employ in order to identify and

select the best candidates for its developing pool of human resources

Organisations seeking recruits for base-level entry positions often require minimum

qualifications and experience These applicants are usually recent high school or

university technical college graduates many of whom have not yet made clear

decisions about future careers or are contemplating engaging in advanced academic

activity At the middle levels senior administrative technical and junior executive

positions are often filled internally The push for scarce high-quality talent often

recruited from external sources has usually been at the senior executive levels Most

organisations utilize both mechanisms to effect recruitment to all levels

24

PURPOSE amp IMPORTANCE OF RECRUITMENT

25

The Purpose and Importance of Recruitment are given below

Attract and encourage more and more candidates to apply in the organisation

Create a talent pool of candidates to enable the selection of best candidates for

the organisation

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 rate of selection process by decreasing number of visibly

under qualified or overqualified job applicants

Help reduce the probability that job applicants once recruited amp selected will

leave the organization only after short period of time

Meet the organizations legal amp social obligations regarding the composition of

its workforce

Increase organization amp individual effectiveness of various recruiting techniques

amp sources for all types of job candidates

FACTORS AFFECTING RECRUITMENT

The recruitment function of the organization is affected amp governed by a mix of

various internal amp external forces The internal forces or factors are the factors that can

be controlled by the organization The external factors are those factors which cannot

be controlled by the organization The internal amp external forces affecting recruitment

function of an organization are

FACTORS AFFECTING RECRUITMENT

26

THE RECRUITMENT PROCESS

Successful recruitment involves the several processes of

1 development of a policy on recruitment and retention and the systems that give

life to the policy

2 needs assessment to determine the current and future human resource

requirements of the organisation If the activity is to be effective the human

resource requirements for each job category and functional divisionunit of the

organisation must be assessed and a priority assigned

3 identification within and outside the organisation of the potential human

resource pool and the likely competition for the knowledge and skills resident

within it

4 job analysis and job evaluation to identify the individual aspects of each job and

calculate its relative worth

5 assessment of qualifications profiles drawn from job descriptions that identify

responsibilities and required skills abilities knowledge and experience

6 determination of the organizationrsquos ability to pay salaries and benefits within a

defined period

7 identification and documentation of the actual process of recruitment and

selection to ensure equity and adherence to equal opportunity and other laws

Documenting the organizationrsquos policy on recruitment the criteria to be utilized and all

the steps in the recruiting process is as necessary in the seemingly informal setting of in

house selection as it is when selection is made from external sources Documentation

satisfies the requirement of procedural transparency and leaves a trail that can easily be

followed for audit and other purposes Of special importance is documentation that is in

conformity with Freedom of Information legislation (where such legislation exists) such

as

1048707 criteria and procedures for the initial screening of applicants

1048707 criteria for generating long and short lists

27

1048707 criteria and procedures for the selection of interview panels

1048707 interview questions

1048707 interview scores and panelistsrsquo comments

1048707 results of tests (where administered)

1048707 results of reference checks

RECRUITMENT PROCESS RECRUITMENT PROCESS

28

RECRUIMENT METHODS

Recruitment may be conducted internally through the promotion and transfer of existing

personnel or through referrals by current staff members of friends and family

members

Where internal recruitment is the chosen method of filling vacancies job openings can

be advertised by job posting that is a strategy of placing notices on manual and

electronic bulletin boards in company newsletters and through office memoranda

Referrals are usually word-of-mouth advertisements that are a low-cost-per-hire way of

recruiting

Internal recruitment does not always produce the number or quality of personnel

needed in such an instance the organisation needs to recruit from external sources

either by encouraging walk-in applicants advertising vacancies in newspapers

magazines and journals and the visual andor audio media using employment

agencies to ldquohead huntrdquoadvertising on-line via the Internet or through job fairs and the

use of college recruitment

POSTING VACANCIES

As indicated earlier job posting refers to the practice of publishing an open job to

employees (often by literally posting it on bulletin boards) and listing its attributes such

as criteria of knowledge qualification skill and experience The purpose of posting

vacancies is to bring to the attention of all interested persons (inside or out of the

organisation) the jobs that are to be filled

Before posting a vacancy management needs to decide whether

1048707 it intends to retain the job in its present form and with its present title

remuneration and status

1048707 selected attributes of the job for example skill or experience will change

29

1048707 there are sufficient qualified potential applicants serving in other positions within

the organisation who may be potential candidates for that job

1048707 the existing organisational policy on recruitment is still applicable (for example

whether referrals by staff members of friends and family are still an acceptable

way of filling vacancies)

1048707 the organisations stands to benefit more in the long-term from recruiting

applicants from external sources

RECRUITING FROM INTERNAL SOURCES

There are sound reasons for recruiting from sources within the organisation

1048707 The ability of the recruit is known so it is easy to assess potential for the next

level By contrast assessments of external recruits are based on less reliable

sources such as references and relatively brief encounters such as interviews

1048707 ldquoInsidersrdquo know the organisation its strengths and weaknesses its culture and

most of all its people

1048707 Promotions from within build motivation and a sense of commitment to the

organisation Skilled and ambitious employees are more likely to become

involved in developmental activities if they believe that these activities will lead

to promotion

1048707 Internal recruitment is cheaper and quicker than advertising in various media and

interviewing ldquooutsidersrdquo Time spent in training and socialisation is also reduced

At the same time several disadvantages exist

30

1048707 Sometimes it is difficult to find the ldquorightrdquo candidate within and the organisation

may settle for an employee who possesses a less than ideal mix of competencies

1048707 If the vacancies are being caused by rapid expansion of the organisation there

may be an insufficient supply of qualified individuals above the entry level This

may result in people being promoted before they are ready or not being allowed

to stay in a position long enough to learn how to do the job well

1048707 Infighting inbreeding and a shortage of varied perspectives and interests may

reduce organisational flexibility and growth and resistance to change by those

who have an interest in maintaining the status quo may present long term

problems

RECRUITING FROM EXTERNAL SOURCES

External recruiting methods can be grouped into two classes informal and formal

Informal recruiting methods tap a smaller market than formal methods These methods

may include rehiring former employees and choosing from among those ldquowalk-inrdquo

applicants whose unsolicited reacutesumeacutes had been retained on file The use of referrals

also constitutes an informal hiring method Because they are relatively inexpensive to

use and can be implemented quickly informal recruiting methods are commonly used

for hiring clerical and other base-level recruits who are more likely than other groups to

have submitted unsolicited applications Former students who participated in internship

programmes may also be easily and cheaply accessed

Formal methods of external recruiting entail searching the labour market more widely for

candidates with no previous connection to the organisation These methods have

traditionally included newspapermagazinejournal advertising the use of employment

agencies and executive search firms and college recruitment More often now

31

jobcareer fairs and e-Recruiting are reaching the job seeker market

Of course it is possible to for an organisation to reduce the risks and high costs of

recruitment by maintaining a small cadre of full-time permanent employees and

meeting an unexpected and temporary need for staff through the use of ad hoc and

short-term contract workers who come to the position already trained

It is frequently said that the best jobs are not advertised their availability is

communicated by word of mouth Networking therefore continues to be a viable

mechanism for recruiting especially at the senior management level in certain

industriesIn many instances networking is a strategy used by the recruitment

firmsemployment agencies

ON-LINE APPLICATIONSRECRUITING ON THE INTERNET

Using the Internet is faster and cheaper than many traditional methods of recruiting

Jobs can be posted on Internet sites for a modest amount (less than in the print media)

remain there for periods of thirty or sixty days or more - at no additional cost - and are

available twenty-four hours a day Candidates can view detailed information about the

job and the organisation and then respond electronically

Most homes and workplaces are now using computerised equipment for

communication the Internet is rapidly becoming the method of choice for accessing and

sharing information First-time job seekers are now more likely to search websites for

job postings than to peruse newspapers magazines and journals The prevalence of

advertising has made it easier

The Internet speeds up the hiring process in three basis stages

1048707 Faster posting of jobs

o The wait for a suitable date and a prominent place in the print media is

eliminated The time lag that exists between the submission of

32

information to the media house and its appearance in print disappears On

the internet the advertisement appears immediately and can be kept alive

for as long as the recruiter requires it

1048707 Faster applicant response

1048707 Faster processing of reacutesumeacutes

Companies that are likely to advertise on-line usually have a website that allows

potential candidates to learn about the company before deciding whether to apply thus

lowering the incidence time-wasting through the submission of unsuitable applications

The website can be used as a tool to encourage potential job seekers to build an

interest in joining the organization Internet Recruiting Power Opportunities and

Effectiveness CareerJournalcom Taken from Job websites offer unlimited space

which can be used by management to sell the organization The site can then be used

not only to post vacancies but also to publicise the organisation That will allow

candidates to become more familiar with the company know what skills the company is

looking for and get to know about its culture Most importantly the system will provide a

proper path to securing quick responses to job openings On-line recruiting facilitates

the decentralisation of the hiring function by making it possible for other groups in the

organisation to take responsibility for part of the function

Internet recruiting is not all positive though there are drawbacks for unwary users

1048707 Some applicants still place great value on face-to-face interactions in the hiring

process Such applicants are likely to ignore jobs posted impersonally on-line

1048707 Companies are overwhelmed by the volume of reacutesumeacutes posted on the Internet

This can in fact lengthen the short-listing process If the screening process is not

well done the quantity of applicationsreacutesumeacutes logged-on may be more of a

hindrance to the process that an aid to selection

33

1048707 Job seekers who demand confidentiality in the recruitment process may be

reluctant to use the Internet as a job search mechanism

For effectiveness in the use of the strategy of e-Recruiting companies are advised to

1048707 use specialised Job Sites that cater to specific industries

1048707 thoroughly assess the service level provided by Job Sites to ensure that they

maintain the level they claim to provide

1048707 enhance the Corporate Web Site as a tool to encourage potential job seekers to

become interested in joining the company

1048707 take advantage of the fact that Internet job advertisements have no space

limitations so recruiters can use longer job descriptions to fully describe the

company job requirements and working conditions offered

1048707 use valid Search Engines that will sort candidates effectively but will not

discriminate against any persons or groups

1048707 create attention-grabbing newspaper advertisements that prompt people to visit

the companyrsquos website They will then see all vacancies that are advertised

1048707 encourage employees to e-mail job advertisements to friends

1048707 design and implement a successful e-Recruitment strategy

COLLEGE RECRUITMENT

College recruiting ndash sending an employerrsquos representatives to college campuses to

prescreen applicants and create an applicant pool from that collegersquos graduating class ndash

34

is an important source of management trainees promotable [entry-level] candidates

and professional and technical employees To get the best out of this hiring strategy the

organisation and its career opportunities must be made to stand out Human resource

professionals are aware that few college students and potential graduates know where

their careers will take them over the next fifteen to twenty years Therefore many of the

criteria used by students to select the first job may be quite arbitrary The organisation

that will succeed then is one can show how the work it offers meets studentsrsquo needs

for skill enhancement rewarding opportunities personal satisfaction flexibility and

compensation

Two major advantages of this strategy are the cost (which is higher than word-of-mouth

recruiting but lower than advertising in the media or using an employment agency) and

the convenience (since many candidates can be interviewed in a short time in the

same location with space and administrative support provided by the college itself)

Unfortunately suitable candidates become available only at certain times of the year

which may not always suit the needs of the hiring organisation Another major

disadvantage of college recruiting is the lack of experience and the inflated expectations

of new graduates and the cost of hiring graduates for entry-level positions that may not

require a college degree

College recruitment also offers opportunities for internships These programmes may

provide the organisations with quality employees at low cost per hire Some interns are

hired at low cost (perhaps minimum wage) and are offered work experience Interns are

able to hone business skills check out potential employers and learn more about

employersrsquo likes and dislikes before making final career choices Some of the better

interns are recruited after graduation

College recruitment is relatively expensive and time consuming for the recruiting

company The process involves screening the candidate that is determining whether

heshe is worthy of further consideration and marketing the company as a preferred

place of employment

35

An alternate strategy for college recruitment is the career planning workshop These

activities are usually (but not exclusively) associated with adolescent school leavers

They do not immediately produce ready candidates for the job market but provide the

opportunity for an organisation to present itself as an employer worthy of consideration

Co-ordinators of career planning workshops co-opt professionals and organisations to

present career options to potential school leavers in a controlled setting so as to lay out

the range of possibilities to young job seekers Career planning workshops are used

mainly as information-giving tools which the school leaver can use to make informed

career choices Some organisations use the workshops as a base for internships

Recruiters may not be employees of the company but paid professionals who have

been trained to perform the function

JOB FAIRSThe concept of a job fair is to bring those interested in finding a job into those

companies who are searching for applicants Job fairs are open fora at which employers

can exhibit the best their companies have to offer so that job seekers can make

informed choices They are considered one of the most effective ways for job seekers to

land jobs

At the job fair employers have a large pool of candidates on which to draw while job

seekers have the opportunity to shop around for dozens ndash sometimes hundreds ndash of

employers all in one place

Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an

interview employers are still on the look out for qualified potential employees who have

interest dedication and initiative

MAINTAINING EQUITY IN THE RECRUITMENT PROCESS

It is often difficult to ensure and maintain fairnessequity in the recruitment process

36

although in every jurisdiction there are laws that protect individuals and vulnerable

groups from the negative impact of discriminatory practices Where necessary systems

detailed procedures and processes exist or must be established to minimise

discrimination

The usual format of job fairs is to have several companies set up information stations at

an expo with at least one representative of the company present to provide information

The fairs usually have a common theme or are specific to a certain field or area of

interest Interested individuals browse through the information provided by each

company and then decide which company if any they would like to apply to They have

the opportunity to talk with a current employee of specific companies to learn more

about the employment experience

Each country designatesidentifies a group or groups for special notice women visible

minorities and the disabled are usual targets The Government of Canada in

articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated

groups as employment equity targets women Aboriginal people members of visible

minority groups persons with disabilities In the legislation managersrsquo responsibilities

for employment equity are stated as

bull Ensuring effective overall performance and continuous progress of the

employment equity goals within the operation

bull Achieving fostering and maintaining a representative workforce

bull Showing leadership in employment equity and demonstrating commitment to it by

ensuring that discrimination and stereotyping are not tolerated and

bull Informing and educating employees in the organisation about employment equity

and diversity

37

OUTSOURCING RECRUITMENT

OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice

being followed by middle amp large sized organizations It is being witnessed across all the

industries In India the HR processes are being outsourced from nearly a decade now

Outsourcing industry is growing at high rate

HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the

expert services of a third party ( generally professional consultants) to take care of its HR

functions while HR management can focus on the strategic dimension of their function The

functions that are typically outsourced are the functions that need expertise relevant

experience knowledge amp best methods amp practices This has given rise to outsourcing the

various HR functions of an organisation HR Consultancies such as Ma Foi and Planman

Consulting provide such services through expert professional consultants Human resources

business process outsourcing (HR BPO) is a major component of the worldwide BPO market

Performance management outsourcing involves all the performance monitoring measurement

management being outsourced from a third party or an external organisation

Many organizations have started outsourcing its recruitment process ie transferring all or

some part of its recruitment process to an external consultant providing the recruitment

services It is commonly known as RPO ie recruitment process outsourcing More and more

medium and large sized organizations are outsourcing their recruitment process right from the

entry level jobs to the C-level jobs

The present value of the recruitment process outsourcing industry (RPO) in India is estimated

to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next

couple of years According to a recent survey only 8-10 per cent of the Indian companies are

complete recruitment processes However the number of companies outsourcing their

recruitment processes is increasing at a very fast rate and so is the percentage of their total

recruitment processes being outsourced

38

Outsourcing organizations strive for providing cost saving benefits to their clients One of the

major advantages to organizations who outsource their recruitment process is that it helps to

save up to as much as 40 per cent of their recruitment costs With the experience expertise

and the economies of scale of the third party organizations are able to improve the quality of

the recruits and the speed of the whole process Also outsourcing enables the human

resource professionals of organizations to focus on the core and other HR and strategic

issues Outsourcing also gives a structured approach to the whole process of recruitment with

the ultimate power of decision making of recruiting with the organisation itself The portion of

the recruitment cycle that is outsourced range from preparing job descriptions to arranging

interviews the activities that consume almost 70 per cent of the time of the whole recruitment

process

Outsourcing the recruitment processes for a sector like BPO which faces an attrition of

almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and

focus on other issues like retention The job seekers are also availing the services of the third

parties (consultants) for accessing the latest job opportunities

In India the trend of outsourcing recruitment is also catching up fast For example Vodafone

outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)

Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to

outsource 50 per cent of its recruitment processes

ADVANTAGES OF OUTSOURCING RECRUITMENT

Traditionally recruitment is seen as the cost incurring process in an organization

HR outsoucing helps the HR professionals of the organization to concentrate on

the strategic functions of amp processes of human resource management rather

than wasting their efforts time amp money on the routine workOutsourcing the

recruitment process helps to cut the recruitment costs to 20 and also provide

economies of scale to the large sized organizatons

39

The major advantages of outsourcing recruitment performance management

are

Outsourcing is beneficial for both the corporate organisations that use the

outsourcing services as well as the consultancies that provide the service to the

corporates Apart from increasing their revenues outsourcing Process provides

business opportunities to the service providers enhancing the skill set of the

service providers and exposure to the different corporate experiences thereby

increasing their expertise

The advantages accruing to the corporate are

turning the managements focus to strategic level processes of HRM

accessibility to the expertise of the service providers

40

freedom from red tape and adhering to strict rules and regulations

optimal resource utilisation

structured and fair performance management

a satisfied and hence highly productive employees

value creation operational flexibility and competitive advantage

Therefore outsourcing helps both the organisations and the consultancies to grow

and perform better

41

OUTSOURCING PROCESS

42

MANAGING RECRUITMENT

ROI ON RECRUITMENT

Before making any investment every organisation would want to evaluate the

investment by answering the following questions in quantifiable terms

What are the costs and the corresponding and related risks on the

investment

What are the expected returns of the investment

What is the expected pay-back period of the investment

An organisation makes a tremendous amount of investment in its recruitment

processes

A lot of resources like time and money are spent on recruitment processes of an

organisation But assessing or quantifying the returns on the recruitment process

or calculating the return on investment (ROI) on recruitment is a complicated task

for an organisation Indeed it is difficult to judge the success of their recruitment

processes Instead recruitment is one activity that continues in an organisation

without anyone ever realizing its worth or measuring its impact on the

organisationrsquos business

According to a survey 38 of organisations do not prepare or produce any kind

of documents or reports on their The recruitment processes and there is no

accountability of the HR department for the costs incurred and the opportunities

missed

With the increasing strategic focus on the human resources more and more

organisations are adopting one or the other way for calculating the ROI on its

recruitments Many organisations are examining their HR functions and

43

processes and are trying to quantify their results and returns

A recruitment professional or manager can calculate and maximize the return on

investments on its organisationrsquos recruitment by

Clear definition of the results to be achieved from recruitment

Developing methods and ways measuring the results like the time ndash to ndash

hire cost-Per-Hire and effectiveness of the recruitment source etc

Estimating the costs associated with the recruitment project

Estimating the tangible and intangible benefits to the organization including

the payback period of the recruitments

Providing and ensuring proper training and development of the recruitment

professionals

Assessing the ROI on recruitments can assist an organisation to strengthen its

HR processes improving its recruitment function and to build a strategic human

resource advantage for the organisation

HR CHALLENGE IN RECRUITMENT

Recruitment is a function that requires business perspective expertise ability to

find and match the best potential candidate for the organisation diplomacy

marketing skills ( as to sell the position to the candidate) and wisdom to align the

recruitment processes for the benefit of the organizationThe HR professionals ndash

handling the recruitment function of the organization ndash are constantly facing new

CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN

RECRUITMENT for such professionals is to source or recruit the best people or

44

potential candidate for the organisation

In the last few years the job market has undergone some fundamental changes

in terms of technologies sources of recruitment competetion in the market etc In

an already saturated job market where the practices like poaching and raiding

are gaining momentum

HR professionals are constantly facing new challenges in one of their most

important function- recruitment They have to face and conquer various

challenges to find the best candidates for their organisations

The major challenges faced by the HR in recruitment are

Adaptability to globalization ndash The HR professionals are expected and

required to keep in tune with the changing times ie the changes taking

place across the globe HR should maintain the timeliness of the process

Lack of motivation ndash Recruitment is considered to be a thankless job

Even if the organisation is achieving results HR department or

professionals are not thanked for recruiting the right employees and

performers

Process analysis ndash The immediacy and speed of the recruitment process

are the main concerns of the HR in recruitment The process should be

flexible adaptive and responsive to the immediate requirements The

recruitment process should also be cost effective

Strategic prioritization ndash The emerging new systems are both an

opportunity as well as a challenge for the HR professionals Therefore

reviewing staffing needs and prioritizing the tasks to meet the changes in

the market has become a challenge for the recruitment professionals

45

PREFACE

As a student of Post Graduate Program in Human Resource I was obviously seeking an opportunity to do a project in this regard and I got opportunity in the Chambal Fertilizers and chemical limited located at Gadepan ndash where I was assigned this project I really found this project very challenging and interesting when I conducted it

In the beginning of my training in Chambal Fertilizers and Chemicals Limited I was handed over the company history profiles with the help of which I got complete over-view of the companyrsquos history various subsidiary companies various HR policies etc After I was allotted a training schedule which comprised of 45 days overview program of Recruitment This exercise not only gave me an insight in to the general functioning amp practical problems handled by different departments but I also got chance to build report with the employees which did help me during the course of my project execution The department which I covered was HR

After this program I was allotted a project and from thereon I started my research project activities beginning with deciding about the project objectives planning about how to complete project

6

AcknowledgementAcknowledgement

7

AcknowledgementAcknowledgement

I hereby take this opportunity to extend my earnest obligation gratitude amp indebtedness

to all who helped me in one or the other way in the successful completion of this project

My thanks go to Mr Vishal Mathur (DGM-HR) Mr AK Saxena (Manager-HR) who

allowed me to carry out this study at CFCL I shall be failing in my duty if I do not

express thanks to my project coordinator esteemed MrKaushik Kumar who really took

a lot of pains and gave me his valuable guidance and constant encouragement on the

basis of which I could carry it out very confidently

I extend my sincere thanks to all the employees of CFCL Gadepan for their kind

cooperation of the various functional department of CFCL for providing me general

insight knowledge about their respective departments

I also extend my grateful thanks to MS Neha Sharma (faculty member AIMS) for

his constructive criticism and guidance

Last but not least my loving gratitude to my parents who helped me in many

ways in completion of this Endeavour

Thanks to all once again

ANUSHREE TIWARI

8

Executive SummaryExecutive Summary

9

EXECUTIVE SUMMARY

Chambal Fertilizer and chemical Limited is the Indiarsquos largest producer of Urea in the

private sector It is the flagship company of the 5000 crore professionally managed

Zuari ndashChambal combine It has diversified interest in the area of fertilizer phosphoric

acid Agri Input amp seeds Agri Biotechnology and shipping

Being a student PGP (HR) it was great pleasure for me there I was assigned the most

relevant title as regarded summer training ie ldquoRecruitment and Selection process at

CFCLrdquo

Before Understanding the work of recruitment and selection firstly I have to understand

that what is the HR department the Role of the HR department and why it is so

important for any organization

So At first the work is given to me is a little introduction of each part of the HR

department like Recruitment Recruitment as a human resource management function

is one of the activities that impact most critically on the performance of an organization

While it is understood and accepted that poor recruitment decisions continue to affect

organizational performance and limit goal achievement This report discusses some of

the strategies that organizations can and do employ to ensure the existence of the best

possible pool of qualified applicants from which they can fill vacancies as and when

required

This exercise gives me an insight in the general functioning amp practical problem handled

by difference department

At last I complete my project under supervision of my guide MrKoushik Kumar I am

very thankful to my guide for giving me this opportunity

10

IntroductionIntroduction

11

INTRODUCTION

India is the third producer and consumer of fertilizer placed USA and China India being

Agro based economy is fifth largest in the world due to its fertilizer Industries These

fertilizer Industries play a vital role bringing prosperity to the country The Indian fertilizer

industry with a capacity of 121 lakh MT of nitrogen and 56 lakh MT of phosphate

nutrient is one of the largest in the world and has over the years played a significant

role in the development of agriculture in the country Fertilizer consumption in India is

among the highest in the world though we rank low in comparison to most of

developing and some of developed countries in terms of intensity of consumption

Fertilizer consumption in India has been stagnant in the last few years But with

increased focus of the government towards agricultural growth consumption levels are

expected to pick up Successful implementation of government programmes like the

Bharath Nirman programme etc which aims at an additional 10 million hectares under

irrigation could help increase fertilizer consumption in the long run

This is small introduction about fertilizer Industry

The project is given to me is ldquoRecruitment and Selection Process in CFCLrdquo Recruitment

and Selection is the part of Human resource which is the strongest part of any

organization Recruitment is the process of identifying and attracting potential

candidates from within andoutside an organization to begin evaluating them for future

employment Once candidates are identified an organization can begin the selection

processThis includes collecting measuring and evaluating information about

candidatesrsquo qualifications for specified positions Organizations use these processes to

increase the likelihood of hiring individuals who possess the right skills and abilities to

be successful at their jobs

12

AN Overview of FertilizerIndustry

13

AN OVERVIEW OF FERTILIZER INDUSTRY

Agriculture the backbone of Indian Economy still holds its relative importance for more

than a billion peoples The Government Of India from time to time has taken

considerable steps for the upliftment of Agriculture Sector

India is third largest producer and consumer of fertilizer placed after USA and China

India being an agro-based economy is the fifth largest due to its fertilizer Industries

These industries plat vital role in bringing prosperity to the country Agriculture Industry

is the only one in India that has acknowledged conformity to global standards of

performance

COMPANY PROFILE

Chambal Fertilizers and Chemicals Limited (CFCL)

Location

14

Corporate office International trade Tower 3rd Floor Block F

Nehru Place New Delhi -110019

Registered office Gadepan District Kota Rajastahn-325208

Regional Offices UTTAR PRADESH 1 Agra 2 Lucknow

PUNJAB 1 Chandigarh

HARYANA 1Hissar 2 Karnal

RAJASTHAN 1 Jaipur 2 Udaipur

GUJARAT 1 Ahmedabad

MADHYA PRADESH 1 Bhopal

Agriculture Development Laboratories Agra amp Sri Ganganagar

Products of the company

The company is in the business of producing high quality urea Its product has earned n

inevitable reputation within a short span of time its brand name ldquoUttam Veerrdquo is fast

gaining among farmer community throughout the country

The product mix of CFCL is having four products line as bellow-

FERTILIZERS PLANT PROTECTION BIOFERTILIZERS SEEDS CHEMICAL

Uttam Veer Urea Insecticides Uttam phos Uttam

soybean

15

Uttam DAP Uttam

sunflower

Single Super Monoveer Uttam

sorghum

Phosphate Endoveer Uttam

maize

Cyperveer Uttam

sudan Grass

Aceveer

Quinaveer

Uttam Neem

Weedicides Butaveer Isoveer

SEEDS - Wheat Paddy Mustered Soya been Cotton

CORPORATE SOCIAL RESPONSIBILITY

Uttam BandhanTo establish a closer brand and to provide personalized services to farmers Chambal

has started the Uttam Bandhan program a community welfare initiative Crop and

product demonstrations field demonstrations and farmer meets are conducted Farmers

are given ongoing training on specialized services that vary from crop diversification

Animal Health Care need for balanced inputs and use of bio-fertilizers Soil amp water

sampling and testing are also conducted for free Clinics set up by the Company and at

Agriculture Universities Agriculture Research Stations and Krishi Vigyan Kendras

Chambal has set up Hello Uttam Call Centres where agriculture experts respond to

farmer queries on the phone

Chambalrsquos commitment towards environment has been paramount

16

Even before the plants were put up it took on tree plantation around the proposed site

A number of roads around the plant have been lined with trees It has created a green

cover on what was a rocky wasteland and where the Gadepan complex stands today

Within the campus it has created a forest area In the village schools it takes up a

number of programmes to bring awareness on environmental issues It supports

environmental groups and government initiatives for a cleaner atmosphere

Uttam Krishi SewaksIn the Uttam Bandhan programme the crucial link between the Company and the farmer

is the Uttam Krishi Sewaks About 300 educated unemployed youth from a rural

background have been trained as Uttam Krishi Sewaks to provide best practices in

agriculture and specialized services to farmers They are self-employed and earn from

commission on the sale of specialized products Uttam Krishi Sewaks try and ensure

that the farmers follow agricultural best practices

Through proper training demonstrations expert opinion quality inputs and non-farm

income the Uttam Bandhan farmer has been a gainer in terms of not just increase in

income but also quality of life

Dissemination of InformationCrop and product demonstrations field demonstrations and farmer meets are

conducted regularly to educate farmers on latest farm practices Farmers are given

training on specialized services that vary from cultivation of medicinal and horticulture

crops vermi-culture and the use of bio-fertilisers A dedicated farmer website

uttamkrishicom farmer helpline- Hello Uttam and mailers such as lsquoChambal ki Chitthirsquo

are important channels to share information with farmers Chambal also actively

partners Government Departments Agriculture Universities Agriculture Research

Stations and Krishi Vigyan Kendrarsquos under Public Private Partnership to serve the

farmers

17

Research Research

MethodologyMethodology

18

RESEARCH METHODOLOGYIt is my pleasure that I got the opportunity to work in the CFCL as a management

trainee for a period of 45days and get to learn the operations of the organization and

there systematic amp sequential processing CFCL has witness a meteoric rise right from

its inception and has enlisted itself among top fertilizer companies of the country

Research methodology is a systematic process where collection analysis and the

interpretation of the data so collected from the survey must be interpreted

DATA SOURCES Primary data

Secondary data

PRIMARY DATAProfile of data collection as under

a Sample profile company employees which includes supervisors and workmen

b Sample size 100 employee

SECONDARY DATAa company record

b industrial directory

TITLE OF THE STUDYldquoA STUDY ON RECRUITMENT PROCESS IN CFCLrdquo

DURATION OF THE STUDY

45 Days

19

SAMPLE SIZE AND METHOD OF SELECTING SAMPLE

SAMPLINGSAMPLE - A sample is a part of the total population It can be an individual element

or a group of elements selected from the population Although it is a subset it is

representative of the population and suitable for research in term of cost convenience

and time The sample group can be selected based on a probability or a non-probability

approach A sample usually consists of various units of the population The size of

sample is sample is represented by ldquonrdquo

SAMPLE SIZEFor this management thesis I have taken sample size n as 100

Sampling is the act process or technique of selecting a representative part of a

population for the purpose of determining the characteristics of the whole population In

other words the process of selecting a sample from a population Using special

technique is called sampling

ORGANIZATIONAL GUIDE Mr AK SAXENA

(HR Manager)

AREA OF STUDY GADEPAN (Rajasthan)

OBJECTIVES OF THE PROJECT REPORT

The main objectives for doing this project are as follows

20

1) To acquire practical and theoretical knowledge about how the different department

doing work together why the HR department is important and how an organization is

going on

2) To acquire practical and theoretical knowledge about recruitment amp selection in an

organization

3) Last but not the least the overall view of HR department

LIMITATIONS OF THE STUDY This project is limited to one plant of CFCL which is based in GADEPAN(raj)

Some data was confidential and not disclosed as per the companyrsquos policy

Time limitation was the major factor for the study

21

Topic AnalysisTopic Analysis

22

RECRUITMENT ndash THE CONCEPT

Acquiring and retaining high-quality talent is critical to an organisationrsquos success As the

job market becomes increasingly competitive and the available skills grow more diverse

recruiters need to be more selective in their choices since poor recruiting decisions can

produce long-term negative effects among them high training and development costs to

minimise the incidence of poor performance and high turnover which in turn impact

staff morale the production of high quality goods and services and the retention of

organisational memory At worst the organisation can fail to achieve its objectives

thereby losing its competitive edge and its share of the market

Traditionally Public Service organisations have had little need to worry about market

share and increasing competition since they operate in a monopolistic environment But

in recent time the emphasis on New Public Management Public Sector Management

approaches has forced public organisations to pay closer attention to their service

delivery as consumers have begun to expect and demand more for their tax dollars No

longer are citizens content to grumble about poorly-produced goods and services and

the under-qualified untrained employees who provide them As societies become more

critical and litigious public service organisations must seek all possible avenues for

improving their output and providing the satisfaction their clients require and deserve

The provision of high-quality goods and services begins with the recruitment process

Recruitment is described as ldquothe set of activities and processes used to legally obtain a

sufficient number of qualified people at the right place and time so that the people and

the organisation can select each other in their own best short and long term interestsrdquo1

In other words the recruitment process provides the organisation with a pool of

potentially qualified job candidates from which judicious selection can be made to fill

vacanciesSuccessful recruitment begins with proper employment planning and

forecasting

23

In this phase of the staffing process an organisation formulates plans to fill or eliminate

future job openings based on an analysis of future needs the talent available within and

outside of the organisation and the current and anticipated resources that can be

expended to attract and retain such talent Also related to the success of a recruitment

process are the strategies an organisation is prepared to employ in order to identify and

select the best candidates for its developing pool of human resources

Organisations seeking recruits for base-level entry positions often require minimum

qualifications and experience These applicants are usually recent high school or

university technical college graduates many of whom have not yet made clear

decisions about future careers or are contemplating engaging in advanced academic

activity At the middle levels senior administrative technical and junior executive

positions are often filled internally The push for scarce high-quality talent often

recruited from external sources has usually been at the senior executive levels Most

organisations utilize both mechanisms to effect recruitment to all levels

24

PURPOSE amp IMPORTANCE OF RECRUITMENT

25

The Purpose and Importance of Recruitment are given below

Attract and encourage more and more candidates to apply in the organisation

Create a talent pool of candidates to enable the selection of best candidates for

the organisation

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 rate of selection process by decreasing number of visibly

under qualified or overqualified job applicants

Help reduce the probability that job applicants once recruited amp selected will

leave the organization only after short period of time

Meet the organizations legal amp social obligations regarding the composition of

its workforce

Increase organization amp individual effectiveness of various recruiting techniques

amp sources for all types of job candidates

FACTORS AFFECTING RECRUITMENT

The recruitment function of the organization is affected amp governed by a mix of

various internal amp external forces The internal forces or factors are the factors that can

be controlled by the organization The external factors are those factors which cannot

be controlled by the organization The internal amp external forces affecting recruitment

function of an organization are

FACTORS AFFECTING RECRUITMENT

26

THE RECRUITMENT PROCESS

Successful recruitment involves the several processes of

1 development of a policy on recruitment and retention and the systems that give

life to the policy

2 needs assessment to determine the current and future human resource

requirements of the organisation If the activity is to be effective the human

resource requirements for each job category and functional divisionunit of the

organisation must be assessed and a priority assigned

3 identification within and outside the organisation of the potential human

resource pool and the likely competition for the knowledge and skills resident

within it

4 job analysis and job evaluation to identify the individual aspects of each job and

calculate its relative worth

5 assessment of qualifications profiles drawn from job descriptions that identify

responsibilities and required skills abilities knowledge and experience

6 determination of the organizationrsquos ability to pay salaries and benefits within a

defined period

7 identification and documentation of the actual process of recruitment and

selection to ensure equity and adherence to equal opportunity and other laws

Documenting the organizationrsquos policy on recruitment the criteria to be utilized and all

the steps in the recruiting process is as necessary in the seemingly informal setting of in

house selection as it is when selection is made from external sources Documentation

satisfies the requirement of procedural transparency and leaves a trail that can easily be

followed for audit and other purposes Of special importance is documentation that is in

conformity with Freedom of Information legislation (where such legislation exists) such

as

1048707 criteria and procedures for the initial screening of applicants

1048707 criteria for generating long and short lists

27

1048707 criteria and procedures for the selection of interview panels

1048707 interview questions

1048707 interview scores and panelistsrsquo comments

1048707 results of tests (where administered)

1048707 results of reference checks

RECRUITMENT PROCESS RECRUITMENT PROCESS

28

RECRUIMENT METHODS

Recruitment may be conducted internally through the promotion and transfer of existing

personnel or through referrals by current staff members of friends and family

members

Where internal recruitment is the chosen method of filling vacancies job openings can

be advertised by job posting that is a strategy of placing notices on manual and

electronic bulletin boards in company newsletters and through office memoranda

Referrals are usually word-of-mouth advertisements that are a low-cost-per-hire way of

recruiting

Internal recruitment does not always produce the number or quality of personnel

needed in such an instance the organisation needs to recruit from external sources

either by encouraging walk-in applicants advertising vacancies in newspapers

magazines and journals and the visual andor audio media using employment

agencies to ldquohead huntrdquoadvertising on-line via the Internet or through job fairs and the

use of college recruitment

POSTING VACANCIES

As indicated earlier job posting refers to the practice of publishing an open job to

employees (often by literally posting it on bulletin boards) and listing its attributes such

as criteria of knowledge qualification skill and experience The purpose of posting

vacancies is to bring to the attention of all interested persons (inside or out of the

organisation) the jobs that are to be filled

Before posting a vacancy management needs to decide whether

1048707 it intends to retain the job in its present form and with its present title

remuneration and status

1048707 selected attributes of the job for example skill or experience will change

29

1048707 there are sufficient qualified potential applicants serving in other positions within

the organisation who may be potential candidates for that job

1048707 the existing organisational policy on recruitment is still applicable (for example

whether referrals by staff members of friends and family are still an acceptable

way of filling vacancies)

1048707 the organisations stands to benefit more in the long-term from recruiting

applicants from external sources

RECRUITING FROM INTERNAL SOURCES

There are sound reasons for recruiting from sources within the organisation

1048707 The ability of the recruit is known so it is easy to assess potential for the next

level By contrast assessments of external recruits are based on less reliable

sources such as references and relatively brief encounters such as interviews

1048707 ldquoInsidersrdquo know the organisation its strengths and weaknesses its culture and

most of all its people

1048707 Promotions from within build motivation and a sense of commitment to the

organisation Skilled and ambitious employees are more likely to become

involved in developmental activities if they believe that these activities will lead

to promotion

1048707 Internal recruitment is cheaper and quicker than advertising in various media and

interviewing ldquooutsidersrdquo Time spent in training and socialisation is also reduced

At the same time several disadvantages exist

30

1048707 Sometimes it is difficult to find the ldquorightrdquo candidate within and the organisation

may settle for an employee who possesses a less than ideal mix of competencies

1048707 If the vacancies are being caused by rapid expansion of the organisation there

may be an insufficient supply of qualified individuals above the entry level This

may result in people being promoted before they are ready or not being allowed

to stay in a position long enough to learn how to do the job well

1048707 Infighting inbreeding and a shortage of varied perspectives and interests may

reduce organisational flexibility and growth and resistance to change by those

who have an interest in maintaining the status quo may present long term

problems

RECRUITING FROM EXTERNAL SOURCES

External recruiting methods can be grouped into two classes informal and formal

Informal recruiting methods tap a smaller market than formal methods These methods

may include rehiring former employees and choosing from among those ldquowalk-inrdquo

applicants whose unsolicited reacutesumeacutes had been retained on file The use of referrals

also constitutes an informal hiring method Because they are relatively inexpensive to

use and can be implemented quickly informal recruiting methods are commonly used

for hiring clerical and other base-level recruits who are more likely than other groups to

have submitted unsolicited applications Former students who participated in internship

programmes may also be easily and cheaply accessed

Formal methods of external recruiting entail searching the labour market more widely for

candidates with no previous connection to the organisation These methods have

traditionally included newspapermagazinejournal advertising the use of employment

agencies and executive search firms and college recruitment More often now

31

jobcareer fairs and e-Recruiting are reaching the job seeker market

Of course it is possible to for an organisation to reduce the risks and high costs of

recruitment by maintaining a small cadre of full-time permanent employees and

meeting an unexpected and temporary need for staff through the use of ad hoc and

short-term contract workers who come to the position already trained

It is frequently said that the best jobs are not advertised their availability is

communicated by word of mouth Networking therefore continues to be a viable

mechanism for recruiting especially at the senior management level in certain

industriesIn many instances networking is a strategy used by the recruitment

firmsemployment agencies

ON-LINE APPLICATIONSRECRUITING ON THE INTERNET

Using the Internet is faster and cheaper than many traditional methods of recruiting

Jobs can be posted on Internet sites for a modest amount (less than in the print media)

remain there for periods of thirty or sixty days or more - at no additional cost - and are

available twenty-four hours a day Candidates can view detailed information about the

job and the organisation and then respond electronically

Most homes and workplaces are now using computerised equipment for

communication the Internet is rapidly becoming the method of choice for accessing and

sharing information First-time job seekers are now more likely to search websites for

job postings than to peruse newspapers magazines and journals The prevalence of

advertising has made it easier

The Internet speeds up the hiring process in three basis stages

1048707 Faster posting of jobs

o The wait for a suitable date and a prominent place in the print media is

eliminated The time lag that exists between the submission of

32

information to the media house and its appearance in print disappears On

the internet the advertisement appears immediately and can be kept alive

for as long as the recruiter requires it

1048707 Faster applicant response

1048707 Faster processing of reacutesumeacutes

Companies that are likely to advertise on-line usually have a website that allows

potential candidates to learn about the company before deciding whether to apply thus

lowering the incidence time-wasting through the submission of unsuitable applications

The website can be used as a tool to encourage potential job seekers to build an

interest in joining the organization Internet Recruiting Power Opportunities and

Effectiveness CareerJournalcom Taken from Job websites offer unlimited space

which can be used by management to sell the organization The site can then be used

not only to post vacancies but also to publicise the organisation That will allow

candidates to become more familiar with the company know what skills the company is

looking for and get to know about its culture Most importantly the system will provide a

proper path to securing quick responses to job openings On-line recruiting facilitates

the decentralisation of the hiring function by making it possible for other groups in the

organisation to take responsibility for part of the function

Internet recruiting is not all positive though there are drawbacks for unwary users

1048707 Some applicants still place great value on face-to-face interactions in the hiring

process Such applicants are likely to ignore jobs posted impersonally on-line

1048707 Companies are overwhelmed by the volume of reacutesumeacutes posted on the Internet

This can in fact lengthen the short-listing process If the screening process is not

well done the quantity of applicationsreacutesumeacutes logged-on may be more of a

hindrance to the process that an aid to selection

33

1048707 Job seekers who demand confidentiality in the recruitment process may be

reluctant to use the Internet as a job search mechanism

For effectiveness in the use of the strategy of e-Recruiting companies are advised to

1048707 use specialised Job Sites that cater to specific industries

1048707 thoroughly assess the service level provided by Job Sites to ensure that they

maintain the level they claim to provide

1048707 enhance the Corporate Web Site as a tool to encourage potential job seekers to

become interested in joining the company

1048707 take advantage of the fact that Internet job advertisements have no space

limitations so recruiters can use longer job descriptions to fully describe the

company job requirements and working conditions offered

1048707 use valid Search Engines that will sort candidates effectively but will not

discriminate against any persons or groups

1048707 create attention-grabbing newspaper advertisements that prompt people to visit

the companyrsquos website They will then see all vacancies that are advertised

1048707 encourage employees to e-mail job advertisements to friends

1048707 design and implement a successful e-Recruitment strategy

COLLEGE RECRUITMENT

College recruiting ndash sending an employerrsquos representatives to college campuses to

prescreen applicants and create an applicant pool from that collegersquos graduating class ndash

34

is an important source of management trainees promotable [entry-level] candidates

and professional and technical employees To get the best out of this hiring strategy the

organisation and its career opportunities must be made to stand out Human resource

professionals are aware that few college students and potential graduates know where

their careers will take them over the next fifteen to twenty years Therefore many of the

criteria used by students to select the first job may be quite arbitrary The organisation

that will succeed then is one can show how the work it offers meets studentsrsquo needs

for skill enhancement rewarding opportunities personal satisfaction flexibility and

compensation

Two major advantages of this strategy are the cost (which is higher than word-of-mouth

recruiting but lower than advertising in the media or using an employment agency) and

the convenience (since many candidates can be interviewed in a short time in the

same location with space and administrative support provided by the college itself)

Unfortunately suitable candidates become available only at certain times of the year

which may not always suit the needs of the hiring organisation Another major

disadvantage of college recruiting is the lack of experience and the inflated expectations

of new graduates and the cost of hiring graduates for entry-level positions that may not

require a college degree

College recruitment also offers opportunities for internships These programmes may

provide the organisations with quality employees at low cost per hire Some interns are

hired at low cost (perhaps minimum wage) and are offered work experience Interns are

able to hone business skills check out potential employers and learn more about

employersrsquo likes and dislikes before making final career choices Some of the better

interns are recruited after graduation

College recruitment is relatively expensive and time consuming for the recruiting

company The process involves screening the candidate that is determining whether

heshe is worthy of further consideration and marketing the company as a preferred

place of employment

35

An alternate strategy for college recruitment is the career planning workshop These

activities are usually (but not exclusively) associated with adolescent school leavers

They do not immediately produce ready candidates for the job market but provide the

opportunity for an organisation to present itself as an employer worthy of consideration

Co-ordinators of career planning workshops co-opt professionals and organisations to

present career options to potential school leavers in a controlled setting so as to lay out

the range of possibilities to young job seekers Career planning workshops are used

mainly as information-giving tools which the school leaver can use to make informed

career choices Some organisations use the workshops as a base for internships

Recruiters may not be employees of the company but paid professionals who have

been trained to perform the function

JOB FAIRSThe concept of a job fair is to bring those interested in finding a job into those

companies who are searching for applicants Job fairs are open fora at which employers

can exhibit the best their companies have to offer so that job seekers can make

informed choices They are considered one of the most effective ways for job seekers to

land jobs

At the job fair employers have a large pool of candidates on which to draw while job

seekers have the opportunity to shop around for dozens ndash sometimes hundreds ndash of

employers all in one place

Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an

interview employers are still on the look out for qualified potential employees who have

interest dedication and initiative

MAINTAINING EQUITY IN THE RECRUITMENT PROCESS

It is often difficult to ensure and maintain fairnessequity in the recruitment process

36

although in every jurisdiction there are laws that protect individuals and vulnerable

groups from the negative impact of discriminatory practices Where necessary systems

detailed procedures and processes exist or must be established to minimise

discrimination

The usual format of job fairs is to have several companies set up information stations at

an expo with at least one representative of the company present to provide information

The fairs usually have a common theme or are specific to a certain field or area of

interest Interested individuals browse through the information provided by each

company and then decide which company if any they would like to apply to They have

the opportunity to talk with a current employee of specific companies to learn more

about the employment experience

Each country designatesidentifies a group or groups for special notice women visible

minorities and the disabled are usual targets The Government of Canada in

articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated

groups as employment equity targets women Aboriginal people members of visible

minority groups persons with disabilities In the legislation managersrsquo responsibilities

for employment equity are stated as

bull Ensuring effective overall performance and continuous progress of the

employment equity goals within the operation

bull Achieving fostering and maintaining a representative workforce

bull Showing leadership in employment equity and demonstrating commitment to it by

ensuring that discrimination and stereotyping are not tolerated and

bull Informing and educating employees in the organisation about employment equity

and diversity

37

OUTSOURCING RECRUITMENT

OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice

being followed by middle amp large sized organizations It is being witnessed across all the

industries In India the HR processes are being outsourced from nearly a decade now

Outsourcing industry is growing at high rate

HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the

expert services of a third party ( generally professional consultants) to take care of its HR

functions while HR management can focus on the strategic dimension of their function The

functions that are typically outsourced are the functions that need expertise relevant

experience knowledge amp best methods amp practices This has given rise to outsourcing the

various HR functions of an organisation HR Consultancies such as Ma Foi and Planman

Consulting provide such services through expert professional consultants Human resources

business process outsourcing (HR BPO) is a major component of the worldwide BPO market

Performance management outsourcing involves all the performance monitoring measurement

management being outsourced from a third party or an external organisation

Many organizations have started outsourcing its recruitment process ie transferring all or

some part of its recruitment process to an external consultant providing the recruitment

services It is commonly known as RPO ie recruitment process outsourcing More and more

medium and large sized organizations are outsourcing their recruitment process right from the

entry level jobs to the C-level jobs

The present value of the recruitment process outsourcing industry (RPO) in India is estimated

to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next

couple of years According to a recent survey only 8-10 per cent of the Indian companies are

complete recruitment processes However the number of companies outsourcing their

recruitment processes is increasing at a very fast rate and so is the percentage of their total

recruitment processes being outsourced

38

Outsourcing organizations strive for providing cost saving benefits to their clients One of the

major advantages to organizations who outsource their recruitment process is that it helps to

save up to as much as 40 per cent of their recruitment costs With the experience expertise

and the economies of scale of the third party organizations are able to improve the quality of

the recruits and the speed of the whole process Also outsourcing enables the human

resource professionals of organizations to focus on the core and other HR and strategic

issues Outsourcing also gives a structured approach to the whole process of recruitment with

the ultimate power of decision making of recruiting with the organisation itself The portion of

the recruitment cycle that is outsourced range from preparing job descriptions to arranging

interviews the activities that consume almost 70 per cent of the time of the whole recruitment

process

Outsourcing the recruitment processes for a sector like BPO which faces an attrition of

almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and

focus on other issues like retention The job seekers are also availing the services of the third

parties (consultants) for accessing the latest job opportunities

In India the trend of outsourcing recruitment is also catching up fast For example Vodafone

outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)

Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to

outsource 50 per cent of its recruitment processes

ADVANTAGES OF OUTSOURCING RECRUITMENT

Traditionally recruitment is seen as the cost incurring process in an organization

HR outsoucing helps the HR professionals of the organization to concentrate on

the strategic functions of amp processes of human resource management rather

than wasting their efforts time amp money on the routine workOutsourcing the

recruitment process helps to cut the recruitment costs to 20 and also provide

economies of scale to the large sized organizatons

39

The major advantages of outsourcing recruitment performance management

are

Outsourcing is beneficial for both the corporate organisations that use the

outsourcing services as well as the consultancies that provide the service to the

corporates Apart from increasing their revenues outsourcing Process provides

business opportunities to the service providers enhancing the skill set of the

service providers and exposure to the different corporate experiences thereby

increasing their expertise

The advantages accruing to the corporate are

turning the managements focus to strategic level processes of HRM

accessibility to the expertise of the service providers

40

freedom from red tape and adhering to strict rules and regulations

optimal resource utilisation

structured and fair performance management

a satisfied and hence highly productive employees

value creation operational flexibility and competitive advantage

Therefore outsourcing helps both the organisations and the consultancies to grow

and perform better

41

OUTSOURCING PROCESS

42

MANAGING RECRUITMENT

ROI ON RECRUITMENT

Before making any investment every organisation would want to evaluate the

investment by answering the following questions in quantifiable terms

What are the costs and the corresponding and related risks on the

investment

What are the expected returns of the investment

What is the expected pay-back period of the investment

An organisation makes a tremendous amount of investment in its recruitment

processes

A lot of resources like time and money are spent on recruitment processes of an

organisation But assessing or quantifying the returns on the recruitment process

or calculating the return on investment (ROI) on recruitment is a complicated task

for an organisation Indeed it is difficult to judge the success of their recruitment

processes Instead recruitment is one activity that continues in an organisation

without anyone ever realizing its worth or measuring its impact on the

organisationrsquos business

According to a survey 38 of organisations do not prepare or produce any kind

of documents or reports on their The recruitment processes and there is no

accountability of the HR department for the costs incurred and the opportunities

missed

With the increasing strategic focus on the human resources more and more

organisations are adopting one or the other way for calculating the ROI on its

recruitments Many organisations are examining their HR functions and

43

processes and are trying to quantify their results and returns

A recruitment professional or manager can calculate and maximize the return on

investments on its organisationrsquos recruitment by

Clear definition of the results to be achieved from recruitment

Developing methods and ways measuring the results like the time ndash to ndash

hire cost-Per-Hire and effectiveness of the recruitment source etc

Estimating the costs associated with the recruitment project

Estimating the tangible and intangible benefits to the organization including

the payback period of the recruitments

Providing and ensuring proper training and development of the recruitment

professionals

Assessing the ROI on recruitments can assist an organisation to strengthen its

HR processes improving its recruitment function and to build a strategic human

resource advantage for the organisation

HR CHALLENGE IN RECRUITMENT

Recruitment is a function that requires business perspective expertise ability to

find and match the best potential candidate for the organisation diplomacy

marketing skills ( as to sell the position to the candidate) and wisdom to align the

recruitment processes for the benefit of the organizationThe HR professionals ndash

handling the recruitment function of the organization ndash are constantly facing new

CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN

RECRUITMENT for such professionals is to source or recruit the best people or

44

potential candidate for the organisation

In the last few years the job market has undergone some fundamental changes

in terms of technologies sources of recruitment competetion in the market etc In

an already saturated job market where the practices like poaching and raiding

are gaining momentum

HR professionals are constantly facing new challenges in one of their most

important function- recruitment They have to face and conquer various

challenges to find the best candidates for their organisations

The major challenges faced by the HR in recruitment are

Adaptability to globalization ndash The HR professionals are expected and

required to keep in tune with the changing times ie the changes taking

place across the globe HR should maintain the timeliness of the process

Lack of motivation ndash Recruitment is considered to be a thankless job

Even if the organisation is achieving results HR department or

professionals are not thanked for recruiting the right employees and

performers

Process analysis ndash The immediacy and speed of the recruitment process

are the main concerns of the HR in recruitment The process should be

flexible adaptive and responsive to the immediate requirements The

recruitment process should also be cost effective

Strategic prioritization ndash The emerging new systems are both an

opportunity as well as a challenge for the HR professionals Therefore

reviewing staffing needs and prioritizing the tasks to meet the changes in

the market has become a challenge for the recruitment professionals

45

AcknowledgementAcknowledgement

7

AcknowledgementAcknowledgement

I hereby take this opportunity to extend my earnest obligation gratitude amp indebtedness

to all who helped me in one or the other way in the successful completion of this project

My thanks go to Mr Vishal Mathur (DGM-HR) Mr AK Saxena (Manager-HR) who

allowed me to carry out this study at CFCL I shall be failing in my duty if I do not

express thanks to my project coordinator esteemed MrKaushik Kumar who really took

a lot of pains and gave me his valuable guidance and constant encouragement on the

basis of which I could carry it out very confidently

I extend my sincere thanks to all the employees of CFCL Gadepan for their kind

cooperation of the various functional department of CFCL for providing me general

insight knowledge about their respective departments

I also extend my grateful thanks to MS Neha Sharma (faculty member AIMS) for

his constructive criticism and guidance

Last but not least my loving gratitude to my parents who helped me in many

ways in completion of this Endeavour

Thanks to all once again

ANUSHREE TIWARI

8

Executive SummaryExecutive Summary

9

EXECUTIVE SUMMARY

Chambal Fertilizer and chemical Limited is the Indiarsquos largest producer of Urea in the

private sector It is the flagship company of the 5000 crore professionally managed

Zuari ndashChambal combine It has diversified interest in the area of fertilizer phosphoric

acid Agri Input amp seeds Agri Biotechnology and shipping

Being a student PGP (HR) it was great pleasure for me there I was assigned the most

relevant title as regarded summer training ie ldquoRecruitment and Selection process at

CFCLrdquo

Before Understanding the work of recruitment and selection firstly I have to understand

that what is the HR department the Role of the HR department and why it is so

important for any organization

So At first the work is given to me is a little introduction of each part of the HR

department like Recruitment Recruitment as a human resource management function

is one of the activities that impact most critically on the performance of an organization

While it is understood and accepted that poor recruitment decisions continue to affect

organizational performance and limit goal achievement This report discusses some of

the strategies that organizations can and do employ to ensure the existence of the best

possible pool of qualified applicants from which they can fill vacancies as and when

required

This exercise gives me an insight in the general functioning amp practical problem handled

by difference department

At last I complete my project under supervision of my guide MrKoushik Kumar I am

very thankful to my guide for giving me this opportunity

10

IntroductionIntroduction

11

INTRODUCTION

India is the third producer and consumer of fertilizer placed USA and China India being

Agro based economy is fifth largest in the world due to its fertilizer Industries These

fertilizer Industries play a vital role bringing prosperity to the country The Indian fertilizer

industry with a capacity of 121 lakh MT of nitrogen and 56 lakh MT of phosphate

nutrient is one of the largest in the world and has over the years played a significant

role in the development of agriculture in the country Fertilizer consumption in India is

among the highest in the world though we rank low in comparison to most of

developing and some of developed countries in terms of intensity of consumption

Fertilizer consumption in India has been stagnant in the last few years But with

increased focus of the government towards agricultural growth consumption levels are

expected to pick up Successful implementation of government programmes like the

Bharath Nirman programme etc which aims at an additional 10 million hectares under

irrigation could help increase fertilizer consumption in the long run

This is small introduction about fertilizer Industry

The project is given to me is ldquoRecruitment and Selection Process in CFCLrdquo Recruitment

and Selection is the part of Human resource which is the strongest part of any

organization Recruitment is the process of identifying and attracting potential

candidates from within andoutside an organization to begin evaluating them for future

employment Once candidates are identified an organization can begin the selection

processThis includes collecting measuring and evaluating information about

candidatesrsquo qualifications for specified positions Organizations use these processes to

increase the likelihood of hiring individuals who possess the right skills and abilities to

be successful at their jobs

12

AN Overview of FertilizerIndustry

13

AN OVERVIEW OF FERTILIZER INDUSTRY

Agriculture the backbone of Indian Economy still holds its relative importance for more

than a billion peoples The Government Of India from time to time has taken

considerable steps for the upliftment of Agriculture Sector

India is third largest producer and consumer of fertilizer placed after USA and China

India being an agro-based economy is the fifth largest due to its fertilizer Industries

These industries plat vital role in bringing prosperity to the country Agriculture Industry

is the only one in India that has acknowledged conformity to global standards of

performance

COMPANY PROFILE

Chambal Fertilizers and Chemicals Limited (CFCL)

Location

14

Corporate office International trade Tower 3rd Floor Block F

Nehru Place New Delhi -110019

Registered office Gadepan District Kota Rajastahn-325208

Regional Offices UTTAR PRADESH 1 Agra 2 Lucknow

PUNJAB 1 Chandigarh

HARYANA 1Hissar 2 Karnal

RAJASTHAN 1 Jaipur 2 Udaipur

GUJARAT 1 Ahmedabad

MADHYA PRADESH 1 Bhopal

Agriculture Development Laboratories Agra amp Sri Ganganagar

Products of the company

The company is in the business of producing high quality urea Its product has earned n

inevitable reputation within a short span of time its brand name ldquoUttam Veerrdquo is fast

gaining among farmer community throughout the country

The product mix of CFCL is having four products line as bellow-

FERTILIZERS PLANT PROTECTION BIOFERTILIZERS SEEDS CHEMICAL

Uttam Veer Urea Insecticides Uttam phos Uttam

soybean

15

Uttam DAP Uttam

sunflower

Single Super Monoveer Uttam

sorghum

Phosphate Endoveer Uttam

maize

Cyperveer Uttam

sudan Grass

Aceveer

Quinaveer

Uttam Neem

Weedicides Butaveer Isoveer

SEEDS - Wheat Paddy Mustered Soya been Cotton

CORPORATE SOCIAL RESPONSIBILITY

Uttam BandhanTo establish a closer brand and to provide personalized services to farmers Chambal

has started the Uttam Bandhan program a community welfare initiative Crop and

product demonstrations field demonstrations and farmer meets are conducted Farmers

are given ongoing training on specialized services that vary from crop diversification

Animal Health Care need for balanced inputs and use of bio-fertilizers Soil amp water

sampling and testing are also conducted for free Clinics set up by the Company and at

Agriculture Universities Agriculture Research Stations and Krishi Vigyan Kendras

Chambal has set up Hello Uttam Call Centres where agriculture experts respond to

farmer queries on the phone

Chambalrsquos commitment towards environment has been paramount

16

Even before the plants were put up it took on tree plantation around the proposed site

A number of roads around the plant have been lined with trees It has created a green

cover on what was a rocky wasteland and where the Gadepan complex stands today

Within the campus it has created a forest area In the village schools it takes up a

number of programmes to bring awareness on environmental issues It supports

environmental groups and government initiatives for a cleaner atmosphere

Uttam Krishi SewaksIn the Uttam Bandhan programme the crucial link between the Company and the farmer

is the Uttam Krishi Sewaks About 300 educated unemployed youth from a rural

background have been trained as Uttam Krishi Sewaks to provide best practices in

agriculture and specialized services to farmers They are self-employed and earn from

commission on the sale of specialized products Uttam Krishi Sewaks try and ensure

that the farmers follow agricultural best practices

Through proper training demonstrations expert opinion quality inputs and non-farm

income the Uttam Bandhan farmer has been a gainer in terms of not just increase in

income but also quality of life

Dissemination of InformationCrop and product demonstrations field demonstrations and farmer meets are

conducted regularly to educate farmers on latest farm practices Farmers are given

training on specialized services that vary from cultivation of medicinal and horticulture

crops vermi-culture and the use of bio-fertilisers A dedicated farmer website

uttamkrishicom farmer helpline- Hello Uttam and mailers such as lsquoChambal ki Chitthirsquo

are important channels to share information with farmers Chambal also actively

partners Government Departments Agriculture Universities Agriculture Research

Stations and Krishi Vigyan Kendrarsquos under Public Private Partnership to serve the

farmers

17

Research Research

MethodologyMethodology

18

RESEARCH METHODOLOGYIt is my pleasure that I got the opportunity to work in the CFCL as a management

trainee for a period of 45days and get to learn the operations of the organization and

there systematic amp sequential processing CFCL has witness a meteoric rise right from

its inception and has enlisted itself among top fertilizer companies of the country

Research methodology is a systematic process where collection analysis and the

interpretation of the data so collected from the survey must be interpreted

DATA SOURCES Primary data

Secondary data

PRIMARY DATAProfile of data collection as under

a Sample profile company employees which includes supervisors and workmen

b Sample size 100 employee

SECONDARY DATAa company record

b industrial directory

TITLE OF THE STUDYldquoA STUDY ON RECRUITMENT PROCESS IN CFCLrdquo

DURATION OF THE STUDY

45 Days

19

SAMPLE SIZE AND METHOD OF SELECTING SAMPLE

SAMPLINGSAMPLE - A sample is a part of the total population It can be an individual element

or a group of elements selected from the population Although it is a subset it is

representative of the population and suitable for research in term of cost convenience

and time The sample group can be selected based on a probability or a non-probability

approach A sample usually consists of various units of the population The size of

sample is sample is represented by ldquonrdquo

SAMPLE SIZEFor this management thesis I have taken sample size n as 100

Sampling is the act process or technique of selecting a representative part of a

population for the purpose of determining the characteristics of the whole population In

other words the process of selecting a sample from a population Using special

technique is called sampling

ORGANIZATIONAL GUIDE Mr AK SAXENA

(HR Manager)

AREA OF STUDY GADEPAN (Rajasthan)

OBJECTIVES OF THE PROJECT REPORT

The main objectives for doing this project are as follows

20

1) To acquire practical and theoretical knowledge about how the different department

doing work together why the HR department is important and how an organization is

going on

2) To acquire practical and theoretical knowledge about recruitment amp selection in an

organization

3) Last but not the least the overall view of HR department

LIMITATIONS OF THE STUDY This project is limited to one plant of CFCL which is based in GADEPAN(raj)

Some data was confidential and not disclosed as per the companyrsquos policy

Time limitation was the major factor for the study

21

Topic AnalysisTopic Analysis

22

RECRUITMENT ndash THE CONCEPT

Acquiring and retaining high-quality talent is critical to an organisationrsquos success As the

job market becomes increasingly competitive and the available skills grow more diverse

recruiters need to be more selective in their choices since poor recruiting decisions can

produce long-term negative effects among them high training and development costs to

minimise the incidence of poor performance and high turnover which in turn impact

staff morale the production of high quality goods and services and the retention of

organisational memory At worst the organisation can fail to achieve its objectives

thereby losing its competitive edge and its share of the market

Traditionally Public Service organisations have had little need to worry about market

share and increasing competition since they operate in a monopolistic environment But

in recent time the emphasis on New Public Management Public Sector Management

approaches has forced public organisations to pay closer attention to their service

delivery as consumers have begun to expect and demand more for their tax dollars No

longer are citizens content to grumble about poorly-produced goods and services and

the under-qualified untrained employees who provide them As societies become more

critical and litigious public service organisations must seek all possible avenues for

improving their output and providing the satisfaction their clients require and deserve

The provision of high-quality goods and services begins with the recruitment process

Recruitment is described as ldquothe set of activities and processes used to legally obtain a

sufficient number of qualified people at the right place and time so that the people and

the organisation can select each other in their own best short and long term interestsrdquo1

In other words the recruitment process provides the organisation with a pool of

potentially qualified job candidates from which judicious selection can be made to fill

vacanciesSuccessful recruitment begins with proper employment planning and

forecasting

23

In this phase of the staffing process an organisation formulates plans to fill or eliminate

future job openings based on an analysis of future needs the talent available within and

outside of the organisation and the current and anticipated resources that can be

expended to attract and retain such talent Also related to the success of a recruitment

process are the strategies an organisation is prepared to employ in order to identify and

select the best candidates for its developing pool of human resources

Organisations seeking recruits for base-level entry positions often require minimum

qualifications and experience These applicants are usually recent high school or

university technical college graduates many of whom have not yet made clear

decisions about future careers or are contemplating engaging in advanced academic

activity At the middle levels senior administrative technical and junior executive

positions are often filled internally The push for scarce high-quality talent often

recruited from external sources has usually been at the senior executive levels Most

organisations utilize both mechanisms to effect recruitment to all levels

24

PURPOSE amp IMPORTANCE OF RECRUITMENT

25

The Purpose and Importance of Recruitment are given below

Attract and encourage more and more candidates to apply in the organisation

Create a talent pool of candidates to enable the selection of best candidates for

the organisation

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 rate of selection process by decreasing number of visibly

under qualified or overqualified job applicants

Help reduce the probability that job applicants once recruited amp selected will

leave the organization only after short period of time

Meet the organizations legal amp social obligations regarding the composition of

its workforce

Increase organization amp individual effectiveness of various recruiting techniques

amp sources for all types of job candidates

FACTORS AFFECTING RECRUITMENT

The recruitment function of the organization is affected amp governed by a mix of

various internal amp external forces The internal forces or factors are the factors that can

be controlled by the organization The external factors are those factors which cannot

be controlled by the organization The internal amp external forces affecting recruitment

function of an organization are

FACTORS AFFECTING RECRUITMENT

26

THE RECRUITMENT PROCESS

Successful recruitment involves the several processes of

1 development of a policy on recruitment and retention and the systems that give

life to the policy

2 needs assessment to determine the current and future human resource

requirements of the organisation If the activity is to be effective the human

resource requirements for each job category and functional divisionunit of the

organisation must be assessed and a priority assigned

3 identification within and outside the organisation of the potential human

resource pool and the likely competition for the knowledge and skills resident

within it

4 job analysis and job evaluation to identify the individual aspects of each job and

calculate its relative worth

5 assessment of qualifications profiles drawn from job descriptions that identify

responsibilities and required skills abilities knowledge and experience

6 determination of the organizationrsquos ability to pay salaries and benefits within a

defined period

7 identification and documentation of the actual process of recruitment and

selection to ensure equity and adherence to equal opportunity and other laws

Documenting the organizationrsquos policy on recruitment the criteria to be utilized and all

the steps in the recruiting process is as necessary in the seemingly informal setting of in

house selection as it is when selection is made from external sources Documentation

satisfies the requirement of procedural transparency and leaves a trail that can easily be

followed for audit and other purposes Of special importance is documentation that is in

conformity with Freedom of Information legislation (where such legislation exists) such

as

1048707 criteria and procedures for the initial screening of applicants

1048707 criteria for generating long and short lists

27

1048707 criteria and procedures for the selection of interview panels

1048707 interview questions

1048707 interview scores and panelistsrsquo comments

1048707 results of tests (where administered)

1048707 results of reference checks

RECRUITMENT PROCESS RECRUITMENT PROCESS

28

RECRUIMENT METHODS

Recruitment may be conducted internally through the promotion and transfer of existing

personnel or through referrals by current staff members of friends and family

members

Where internal recruitment is the chosen method of filling vacancies job openings can

be advertised by job posting that is a strategy of placing notices on manual and

electronic bulletin boards in company newsletters and through office memoranda

Referrals are usually word-of-mouth advertisements that are a low-cost-per-hire way of

recruiting

Internal recruitment does not always produce the number or quality of personnel

needed in such an instance the organisation needs to recruit from external sources

either by encouraging walk-in applicants advertising vacancies in newspapers

magazines and journals and the visual andor audio media using employment

agencies to ldquohead huntrdquoadvertising on-line via the Internet or through job fairs and the

use of college recruitment

POSTING VACANCIES

As indicated earlier job posting refers to the practice of publishing an open job to

employees (often by literally posting it on bulletin boards) and listing its attributes such

as criteria of knowledge qualification skill and experience The purpose of posting

vacancies is to bring to the attention of all interested persons (inside or out of the

organisation) the jobs that are to be filled

Before posting a vacancy management needs to decide whether

1048707 it intends to retain the job in its present form and with its present title

remuneration and status

1048707 selected attributes of the job for example skill or experience will change

29

1048707 there are sufficient qualified potential applicants serving in other positions within

the organisation who may be potential candidates for that job

1048707 the existing organisational policy on recruitment is still applicable (for example

whether referrals by staff members of friends and family are still an acceptable

way of filling vacancies)

1048707 the organisations stands to benefit more in the long-term from recruiting

applicants from external sources

RECRUITING FROM INTERNAL SOURCES

There are sound reasons for recruiting from sources within the organisation

1048707 The ability of the recruit is known so it is easy to assess potential for the next

level By contrast assessments of external recruits are based on less reliable

sources such as references and relatively brief encounters such as interviews

1048707 ldquoInsidersrdquo know the organisation its strengths and weaknesses its culture and

most of all its people

1048707 Promotions from within build motivation and a sense of commitment to the

organisation Skilled and ambitious employees are more likely to become

involved in developmental activities if they believe that these activities will lead

to promotion

1048707 Internal recruitment is cheaper and quicker than advertising in various media and

interviewing ldquooutsidersrdquo Time spent in training and socialisation is also reduced

At the same time several disadvantages exist

30

1048707 Sometimes it is difficult to find the ldquorightrdquo candidate within and the organisation

may settle for an employee who possesses a less than ideal mix of competencies

1048707 If the vacancies are being caused by rapid expansion of the organisation there

may be an insufficient supply of qualified individuals above the entry level This

may result in people being promoted before they are ready or not being allowed

to stay in a position long enough to learn how to do the job well

1048707 Infighting inbreeding and a shortage of varied perspectives and interests may

reduce organisational flexibility and growth and resistance to change by those

who have an interest in maintaining the status quo may present long term

problems

RECRUITING FROM EXTERNAL SOURCES

External recruiting methods can be grouped into two classes informal and formal

Informal recruiting methods tap a smaller market than formal methods These methods

may include rehiring former employees and choosing from among those ldquowalk-inrdquo

applicants whose unsolicited reacutesumeacutes had been retained on file The use of referrals

also constitutes an informal hiring method Because they are relatively inexpensive to

use and can be implemented quickly informal recruiting methods are commonly used

for hiring clerical and other base-level recruits who are more likely than other groups to

have submitted unsolicited applications Former students who participated in internship

programmes may also be easily and cheaply accessed

Formal methods of external recruiting entail searching the labour market more widely for

candidates with no previous connection to the organisation These methods have

traditionally included newspapermagazinejournal advertising the use of employment

agencies and executive search firms and college recruitment More often now

31

jobcareer fairs and e-Recruiting are reaching the job seeker market

Of course it is possible to for an organisation to reduce the risks and high costs of

recruitment by maintaining a small cadre of full-time permanent employees and

meeting an unexpected and temporary need for staff through the use of ad hoc and

short-term contract workers who come to the position already trained

It is frequently said that the best jobs are not advertised their availability is

communicated by word of mouth Networking therefore continues to be a viable

mechanism for recruiting especially at the senior management level in certain

industriesIn many instances networking is a strategy used by the recruitment

firmsemployment agencies

ON-LINE APPLICATIONSRECRUITING ON THE INTERNET

Using the Internet is faster and cheaper than many traditional methods of recruiting

Jobs can be posted on Internet sites for a modest amount (less than in the print media)

remain there for periods of thirty or sixty days or more - at no additional cost - and are

available twenty-four hours a day Candidates can view detailed information about the

job and the organisation and then respond electronically

Most homes and workplaces are now using computerised equipment for

communication the Internet is rapidly becoming the method of choice for accessing and

sharing information First-time job seekers are now more likely to search websites for

job postings than to peruse newspapers magazines and journals The prevalence of

advertising has made it easier

The Internet speeds up the hiring process in three basis stages

1048707 Faster posting of jobs

o The wait for a suitable date and a prominent place in the print media is

eliminated The time lag that exists between the submission of

32

information to the media house and its appearance in print disappears On

the internet the advertisement appears immediately and can be kept alive

for as long as the recruiter requires it

1048707 Faster applicant response

1048707 Faster processing of reacutesumeacutes

Companies that are likely to advertise on-line usually have a website that allows

potential candidates to learn about the company before deciding whether to apply thus

lowering the incidence time-wasting through the submission of unsuitable applications

The website can be used as a tool to encourage potential job seekers to build an

interest in joining the organization Internet Recruiting Power Opportunities and

Effectiveness CareerJournalcom Taken from Job websites offer unlimited space

which can be used by management to sell the organization The site can then be used

not only to post vacancies but also to publicise the organisation That will allow

candidates to become more familiar with the company know what skills the company is

looking for and get to know about its culture Most importantly the system will provide a

proper path to securing quick responses to job openings On-line recruiting facilitates

the decentralisation of the hiring function by making it possible for other groups in the

organisation to take responsibility for part of the function

Internet recruiting is not all positive though there are drawbacks for unwary users

1048707 Some applicants still place great value on face-to-face interactions in the hiring

process Such applicants are likely to ignore jobs posted impersonally on-line

1048707 Companies are overwhelmed by the volume of reacutesumeacutes posted on the Internet

This can in fact lengthen the short-listing process If the screening process is not

well done the quantity of applicationsreacutesumeacutes logged-on may be more of a

hindrance to the process that an aid to selection

33

1048707 Job seekers who demand confidentiality in the recruitment process may be

reluctant to use the Internet as a job search mechanism

For effectiveness in the use of the strategy of e-Recruiting companies are advised to

1048707 use specialised Job Sites that cater to specific industries

1048707 thoroughly assess the service level provided by Job Sites to ensure that they

maintain the level they claim to provide

1048707 enhance the Corporate Web Site as a tool to encourage potential job seekers to

become interested in joining the company

1048707 take advantage of the fact that Internet job advertisements have no space

limitations so recruiters can use longer job descriptions to fully describe the

company job requirements and working conditions offered

1048707 use valid Search Engines that will sort candidates effectively but will not

discriminate against any persons or groups

1048707 create attention-grabbing newspaper advertisements that prompt people to visit

the companyrsquos website They will then see all vacancies that are advertised

1048707 encourage employees to e-mail job advertisements to friends

1048707 design and implement a successful e-Recruitment strategy

COLLEGE RECRUITMENT

College recruiting ndash sending an employerrsquos representatives to college campuses to

prescreen applicants and create an applicant pool from that collegersquos graduating class ndash

34

is an important source of management trainees promotable [entry-level] candidates

and professional and technical employees To get the best out of this hiring strategy the

organisation and its career opportunities must be made to stand out Human resource

professionals are aware that few college students and potential graduates know where

their careers will take them over the next fifteen to twenty years Therefore many of the

criteria used by students to select the first job may be quite arbitrary The organisation

that will succeed then is one can show how the work it offers meets studentsrsquo needs

for skill enhancement rewarding opportunities personal satisfaction flexibility and

compensation

Two major advantages of this strategy are the cost (which is higher than word-of-mouth

recruiting but lower than advertising in the media or using an employment agency) and

the convenience (since many candidates can be interviewed in a short time in the

same location with space and administrative support provided by the college itself)

Unfortunately suitable candidates become available only at certain times of the year

which may not always suit the needs of the hiring organisation Another major

disadvantage of college recruiting is the lack of experience and the inflated expectations

of new graduates and the cost of hiring graduates for entry-level positions that may not

require a college degree

College recruitment also offers opportunities for internships These programmes may

provide the organisations with quality employees at low cost per hire Some interns are

hired at low cost (perhaps minimum wage) and are offered work experience Interns are

able to hone business skills check out potential employers and learn more about

employersrsquo likes and dislikes before making final career choices Some of the better

interns are recruited after graduation

College recruitment is relatively expensive and time consuming for the recruiting

company The process involves screening the candidate that is determining whether

heshe is worthy of further consideration and marketing the company as a preferred

place of employment

35

An alternate strategy for college recruitment is the career planning workshop These

activities are usually (but not exclusively) associated with adolescent school leavers

They do not immediately produce ready candidates for the job market but provide the

opportunity for an organisation to present itself as an employer worthy of consideration

Co-ordinators of career planning workshops co-opt professionals and organisations to

present career options to potential school leavers in a controlled setting so as to lay out

the range of possibilities to young job seekers Career planning workshops are used

mainly as information-giving tools which the school leaver can use to make informed

career choices Some organisations use the workshops as a base for internships

Recruiters may not be employees of the company but paid professionals who have

been trained to perform the function

JOB FAIRSThe concept of a job fair is to bring those interested in finding a job into those

companies who are searching for applicants Job fairs are open fora at which employers

can exhibit the best their companies have to offer so that job seekers can make

informed choices They are considered one of the most effective ways for job seekers to

land jobs

At the job fair employers have a large pool of candidates on which to draw while job

seekers have the opportunity to shop around for dozens ndash sometimes hundreds ndash of

employers all in one place

Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an

interview employers are still on the look out for qualified potential employees who have

interest dedication and initiative

MAINTAINING EQUITY IN THE RECRUITMENT PROCESS

It is often difficult to ensure and maintain fairnessequity in the recruitment process

36

although in every jurisdiction there are laws that protect individuals and vulnerable

groups from the negative impact of discriminatory practices Where necessary systems

detailed procedures and processes exist or must be established to minimise

discrimination

The usual format of job fairs is to have several companies set up information stations at

an expo with at least one representative of the company present to provide information

The fairs usually have a common theme or are specific to a certain field or area of

interest Interested individuals browse through the information provided by each

company and then decide which company if any they would like to apply to They have

the opportunity to talk with a current employee of specific companies to learn more

about the employment experience

Each country designatesidentifies a group or groups for special notice women visible

minorities and the disabled are usual targets The Government of Canada in

articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated

groups as employment equity targets women Aboriginal people members of visible

minority groups persons with disabilities In the legislation managersrsquo responsibilities

for employment equity are stated as

bull Ensuring effective overall performance and continuous progress of the

employment equity goals within the operation

bull Achieving fostering and maintaining a representative workforce

bull Showing leadership in employment equity and demonstrating commitment to it by

ensuring that discrimination and stereotyping are not tolerated and

bull Informing and educating employees in the organisation about employment equity

and diversity

37

OUTSOURCING RECRUITMENT

OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice

being followed by middle amp large sized organizations It is being witnessed across all the

industries In India the HR processes are being outsourced from nearly a decade now

Outsourcing industry is growing at high rate

HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the

expert services of a third party ( generally professional consultants) to take care of its HR

functions while HR management can focus on the strategic dimension of their function The

functions that are typically outsourced are the functions that need expertise relevant

experience knowledge amp best methods amp practices This has given rise to outsourcing the

various HR functions of an organisation HR Consultancies such as Ma Foi and Planman

Consulting provide such services through expert professional consultants Human resources

business process outsourcing (HR BPO) is a major component of the worldwide BPO market

Performance management outsourcing involves all the performance monitoring measurement

management being outsourced from a third party or an external organisation

Many organizations have started outsourcing its recruitment process ie transferring all or

some part of its recruitment process to an external consultant providing the recruitment

services It is commonly known as RPO ie recruitment process outsourcing More and more

medium and large sized organizations are outsourcing their recruitment process right from the

entry level jobs to the C-level jobs

The present value of the recruitment process outsourcing industry (RPO) in India is estimated

to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next

couple of years According to a recent survey only 8-10 per cent of the Indian companies are

complete recruitment processes However the number of companies outsourcing their

recruitment processes is increasing at a very fast rate and so is the percentage of their total

recruitment processes being outsourced

38

Outsourcing organizations strive for providing cost saving benefits to their clients One of the

major advantages to organizations who outsource their recruitment process is that it helps to

save up to as much as 40 per cent of their recruitment costs With the experience expertise

and the economies of scale of the third party organizations are able to improve the quality of

the recruits and the speed of the whole process Also outsourcing enables the human

resource professionals of organizations to focus on the core and other HR and strategic

issues Outsourcing also gives a structured approach to the whole process of recruitment with

the ultimate power of decision making of recruiting with the organisation itself The portion of

the recruitment cycle that is outsourced range from preparing job descriptions to arranging

interviews the activities that consume almost 70 per cent of the time of the whole recruitment

process

Outsourcing the recruitment processes for a sector like BPO which faces an attrition of

almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and

focus on other issues like retention The job seekers are also availing the services of the third

parties (consultants) for accessing the latest job opportunities

In India the trend of outsourcing recruitment is also catching up fast For example Vodafone

outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)

Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to

outsource 50 per cent of its recruitment processes

ADVANTAGES OF OUTSOURCING RECRUITMENT

Traditionally recruitment is seen as the cost incurring process in an organization

HR outsoucing helps the HR professionals of the organization to concentrate on

the strategic functions of amp processes of human resource management rather

than wasting their efforts time amp money on the routine workOutsourcing the

recruitment process helps to cut the recruitment costs to 20 and also provide

economies of scale to the large sized organizatons

39

The major advantages of outsourcing recruitment performance management

are

Outsourcing is beneficial for both the corporate organisations that use the

outsourcing services as well as the consultancies that provide the service to the

corporates Apart from increasing their revenues outsourcing Process provides

business opportunities to the service providers enhancing the skill set of the

service providers and exposure to the different corporate experiences thereby

increasing their expertise

The advantages accruing to the corporate are

turning the managements focus to strategic level processes of HRM

accessibility to the expertise of the service providers

40

freedom from red tape and adhering to strict rules and regulations

optimal resource utilisation

structured and fair performance management

a satisfied and hence highly productive employees

value creation operational flexibility and competitive advantage

Therefore outsourcing helps both the organisations and the consultancies to grow

and perform better

41

OUTSOURCING PROCESS

42

MANAGING RECRUITMENT

ROI ON RECRUITMENT

Before making any investment every organisation would want to evaluate the

investment by answering the following questions in quantifiable terms

What are the costs and the corresponding and related risks on the

investment

What are the expected returns of the investment

What is the expected pay-back period of the investment

An organisation makes a tremendous amount of investment in its recruitment

processes

A lot of resources like time and money are spent on recruitment processes of an

organisation But assessing or quantifying the returns on the recruitment process

or calculating the return on investment (ROI) on recruitment is a complicated task

for an organisation Indeed it is difficult to judge the success of their recruitment

processes Instead recruitment is one activity that continues in an organisation

without anyone ever realizing its worth or measuring its impact on the

organisationrsquos business

According to a survey 38 of organisations do not prepare or produce any kind

of documents or reports on their The recruitment processes and there is no

accountability of the HR department for the costs incurred and the opportunities

missed

With the increasing strategic focus on the human resources more and more

organisations are adopting one or the other way for calculating the ROI on its

recruitments Many organisations are examining their HR functions and

43

processes and are trying to quantify their results and returns

A recruitment professional or manager can calculate and maximize the return on

investments on its organisationrsquos recruitment by

Clear definition of the results to be achieved from recruitment

Developing methods and ways measuring the results like the time ndash to ndash

hire cost-Per-Hire and effectiveness of the recruitment source etc

Estimating the costs associated with the recruitment project

Estimating the tangible and intangible benefits to the organization including

the payback period of the recruitments

Providing and ensuring proper training and development of the recruitment

professionals

Assessing the ROI on recruitments can assist an organisation to strengthen its

HR processes improving its recruitment function and to build a strategic human

resource advantage for the organisation

HR CHALLENGE IN RECRUITMENT

Recruitment is a function that requires business perspective expertise ability to

find and match the best potential candidate for the organisation diplomacy

marketing skills ( as to sell the position to the candidate) and wisdom to align the

recruitment processes for the benefit of the organizationThe HR professionals ndash

handling the recruitment function of the organization ndash are constantly facing new

CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN

RECRUITMENT for such professionals is to source or recruit the best people or

44

potential candidate for the organisation

In the last few years the job market has undergone some fundamental changes

in terms of technologies sources of recruitment competetion in the market etc In

an already saturated job market where the practices like poaching and raiding

are gaining momentum

HR professionals are constantly facing new challenges in one of their most

important function- recruitment They have to face and conquer various

challenges to find the best candidates for their organisations

The major challenges faced by the HR in recruitment are

Adaptability to globalization ndash The HR professionals are expected and

required to keep in tune with the changing times ie the changes taking

place across the globe HR should maintain the timeliness of the process

Lack of motivation ndash Recruitment is considered to be a thankless job

Even if the organisation is achieving results HR department or

professionals are not thanked for recruiting the right employees and

performers

Process analysis ndash The immediacy and speed of the recruitment process

are the main concerns of the HR in recruitment The process should be

flexible adaptive and responsive to the immediate requirements The

recruitment process should also be cost effective

Strategic prioritization ndash The emerging new systems are both an

opportunity as well as a challenge for the HR professionals Therefore

reviewing staffing needs and prioritizing the tasks to meet the changes in

the market has become a challenge for the recruitment professionals

45

AcknowledgementAcknowledgement

I hereby take this opportunity to extend my earnest obligation gratitude amp indebtedness

to all who helped me in one or the other way in the successful completion of this project

My thanks go to Mr Vishal Mathur (DGM-HR) Mr AK Saxena (Manager-HR) who

allowed me to carry out this study at CFCL I shall be failing in my duty if I do not

express thanks to my project coordinator esteemed MrKaushik Kumar who really took

a lot of pains and gave me his valuable guidance and constant encouragement on the

basis of which I could carry it out very confidently

I extend my sincere thanks to all the employees of CFCL Gadepan for their kind

cooperation of the various functional department of CFCL for providing me general

insight knowledge about their respective departments

I also extend my grateful thanks to MS Neha Sharma (faculty member AIMS) for

his constructive criticism and guidance

Last but not least my loving gratitude to my parents who helped me in many

ways in completion of this Endeavour

Thanks to all once again

ANUSHREE TIWARI

8

Executive SummaryExecutive Summary

9

EXECUTIVE SUMMARY

Chambal Fertilizer and chemical Limited is the Indiarsquos largest producer of Urea in the

private sector It is the flagship company of the 5000 crore professionally managed

Zuari ndashChambal combine It has diversified interest in the area of fertilizer phosphoric

acid Agri Input amp seeds Agri Biotechnology and shipping

Being a student PGP (HR) it was great pleasure for me there I was assigned the most

relevant title as regarded summer training ie ldquoRecruitment and Selection process at

CFCLrdquo

Before Understanding the work of recruitment and selection firstly I have to understand

that what is the HR department the Role of the HR department and why it is so

important for any organization

So At first the work is given to me is a little introduction of each part of the HR

department like Recruitment Recruitment as a human resource management function

is one of the activities that impact most critically on the performance of an organization

While it is understood and accepted that poor recruitment decisions continue to affect

organizational performance and limit goal achievement This report discusses some of

the strategies that organizations can and do employ to ensure the existence of the best

possible pool of qualified applicants from which they can fill vacancies as and when

required

This exercise gives me an insight in the general functioning amp practical problem handled

by difference department

At last I complete my project under supervision of my guide MrKoushik Kumar I am

very thankful to my guide for giving me this opportunity

10

IntroductionIntroduction

11

INTRODUCTION

India is the third producer and consumer of fertilizer placed USA and China India being

Agro based economy is fifth largest in the world due to its fertilizer Industries These

fertilizer Industries play a vital role bringing prosperity to the country The Indian fertilizer

industry with a capacity of 121 lakh MT of nitrogen and 56 lakh MT of phosphate

nutrient is one of the largest in the world and has over the years played a significant

role in the development of agriculture in the country Fertilizer consumption in India is

among the highest in the world though we rank low in comparison to most of

developing and some of developed countries in terms of intensity of consumption

Fertilizer consumption in India has been stagnant in the last few years But with

increased focus of the government towards agricultural growth consumption levels are

expected to pick up Successful implementation of government programmes like the

Bharath Nirman programme etc which aims at an additional 10 million hectares under

irrigation could help increase fertilizer consumption in the long run

This is small introduction about fertilizer Industry

The project is given to me is ldquoRecruitment and Selection Process in CFCLrdquo Recruitment

and Selection is the part of Human resource which is the strongest part of any

organization Recruitment is the process of identifying and attracting potential

candidates from within andoutside an organization to begin evaluating them for future

employment Once candidates are identified an organization can begin the selection

processThis includes collecting measuring and evaluating information about

candidatesrsquo qualifications for specified positions Organizations use these processes to

increase the likelihood of hiring individuals who possess the right skills and abilities to

be successful at their jobs

12

AN Overview of FertilizerIndustry

13

AN OVERVIEW OF FERTILIZER INDUSTRY

Agriculture the backbone of Indian Economy still holds its relative importance for more

than a billion peoples The Government Of India from time to time has taken

considerable steps for the upliftment of Agriculture Sector

India is third largest producer and consumer of fertilizer placed after USA and China

India being an agro-based economy is the fifth largest due to its fertilizer Industries

These industries plat vital role in bringing prosperity to the country Agriculture Industry

is the only one in India that has acknowledged conformity to global standards of

performance

COMPANY PROFILE

Chambal Fertilizers and Chemicals Limited (CFCL)

Location

14

Corporate office International trade Tower 3rd Floor Block F

Nehru Place New Delhi -110019

Registered office Gadepan District Kota Rajastahn-325208

Regional Offices UTTAR PRADESH 1 Agra 2 Lucknow

PUNJAB 1 Chandigarh

HARYANA 1Hissar 2 Karnal

RAJASTHAN 1 Jaipur 2 Udaipur

GUJARAT 1 Ahmedabad

MADHYA PRADESH 1 Bhopal

Agriculture Development Laboratories Agra amp Sri Ganganagar

Products of the company

The company is in the business of producing high quality urea Its product has earned n

inevitable reputation within a short span of time its brand name ldquoUttam Veerrdquo is fast

gaining among farmer community throughout the country

The product mix of CFCL is having four products line as bellow-

FERTILIZERS PLANT PROTECTION BIOFERTILIZERS SEEDS CHEMICAL

Uttam Veer Urea Insecticides Uttam phos Uttam

soybean

15

Uttam DAP Uttam

sunflower

Single Super Monoveer Uttam

sorghum

Phosphate Endoveer Uttam

maize

Cyperveer Uttam

sudan Grass

Aceveer

Quinaveer

Uttam Neem

Weedicides Butaveer Isoveer

SEEDS - Wheat Paddy Mustered Soya been Cotton

CORPORATE SOCIAL RESPONSIBILITY

Uttam BandhanTo establish a closer brand and to provide personalized services to farmers Chambal

has started the Uttam Bandhan program a community welfare initiative Crop and

product demonstrations field demonstrations and farmer meets are conducted Farmers

are given ongoing training on specialized services that vary from crop diversification

Animal Health Care need for balanced inputs and use of bio-fertilizers Soil amp water

sampling and testing are also conducted for free Clinics set up by the Company and at

Agriculture Universities Agriculture Research Stations and Krishi Vigyan Kendras

Chambal has set up Hello Uttam Call Centres where agriculture experts respond to

farmer queries on the phone

Chambalrsquos commitment towards environment has been paramount

16

Even before the plants were put up it took on tree plantation around the proposed site

A number of roads around the plant have been lined with trees It has created a green

cover on what was a rocky wasteland and where the Gadepan complex stands today

Within the campus it has created a forest area In the village schools it takes up a

number of programmes to bring awareness on environmental issues It supports

environmental groups and government initiatives for a cleaner atmosphere

Uttam Krishi SewaksIn the Uttam Bandhan programme the crucial link between the Company and the farmer

is the Uttam Krishi Sewaks About 300 educated unemployed youth from a rural

background have been trained as Uttam Krishi Sewaks to provide best practices in

agriculture and specialized services to farmers They are self-employed and earn from

commission on the sale of specialized products Uttam Krishi Sewaks try and ensure

that the farmers follow agricultural best practices

Through proper training demonstrations expert opinion quality inputs and non-farm

income the Uttam Bandhan farmer has been a gainer in terms of not just increase in

income but also quality of life

Dissemination of InformationCrop and product demonstrations field demonstrations and farmer meets are

conducted regularly to educate farmers on latest farm practices Farmers are given

training on specialized services that vary from cultivation of medicinal and horticulture

crops vermi-culture and the use of bio-fertilisers A dedicated farmer website

uttamkrishicom farmer helpline- Hello Uttam and mailers such as lsquoChambal ki Chitthirsquo

are important channels to share information with farmers Chambal also actively

partners Government Departments Agriculture Universities Agriculture Research

Stations and Krishi Vigyan Kendrarsquos under Public Private Partnership to serve the

farmers

17

Research Research

MethodologyMethodology

18

RESEARCH METHODOLOGYIt is my pleasure that I got the opportunity to work in the CFCL as a management

trainee for a period of 45days and get to learn the operations of the organization and

there systematic amp sequential processing CFCL has witness a meteoric rise right from

its inception and has enlisted itself among top fertilizer companies of the country

Research methodology is a systematic process where collection analysis and the

interpretation of the data so collected from the survey must be interpreted

DATA SOURCES Primary data

Secondary data

PRIMARY DATAProfile of data collection as under

a Sample profile company employees which includes supervisors and workmen

b Sample size 100 employee

SECONDARY DATAa company record

b industrial directory

TITLE OF THE STUDYldquoA STUDY ON RECRUITMENT PROCESS IN CFCLrdquo

DURATION OF THE STUDY

45 Days

19

SAMPLE SIZE AND METHOD OF SELECTING SAMPLE

SAMPLINGSAMPLE - A sample is a part of the total population It can be an individual element

or a group of elements selected from the population Although it is a subset it is

representative of the population and suitable for research in term of cost convenience

and time The sample group can be selected based on a probability or a non-probability

approach A sample usually consists of various units of the population The size of

sample is sample is represented by ldquonrdquo

SAMPLE SIZEFor this management thesis I have taken sample size n as 100

Sampling is the act process or technique of selecting a representative part of a

population for the purpose of determining the characteristics of the whole population In

other words the process of selecting a sample from a population Using special

technique is called sampling

ORGANIZATIONAL GUIDE Mr AK SAXENA

(HR Manager)

AREA OF STUDY GADEPAN (Rajasthan)

OBJECTIVES OF THE PROJECT REPORT

The main objectives for doing this project are as follows

20

1) To acquire practical and theoretical knowledge about how the different department

doing work together why the HR department is important and how an organization is

going on

2) To acquire practical and theoretical knowledge about recruitment amp selection in an

organization

3) Last but not the least the overall view of HR department

LIMITATIONS OF THE STUDY This project is limited to one plant of CFCL which is based in GADEPAN(raj)

Some data was confidential and not disclosed as per the companyrsquos policy

Time limitation was the major factor for the study

21

Topic AnalysisTopic Analysis

22

RECRUITMENT ndash THE CONCEPT

Acquiring and retaining high-quality talent is critical to an organisationrsquos success As the

job market becomes increasingly competitive and the available skills grow more diverse

recruiters need to be more selective in their choices since poor recruiting decisions can

produce long-term negative effects among them high training and development costs to

minimise the incidence of poor performance and high turnover which in turn impact

staff morale the production of high quality goods and services and the retention of

organisational memory At worst the organisation can fail to achieve its objectives

thereby losing its competitive edge and its share of the market

Traditionally Public Service organisations have had little need to worry about market

share and increasing competition since they operate in a monopolistic environment But

in recent time the emphasis on New Public Management Public Sector Management

approaches has forced public organisations to pay closer attention to their service

delivery as consumers have begun to expect and demand more for their tax dollars No

longer are citizens content to grumble about poorly-produced goods and services and

the under-qualified untrained employees who provide them As societies become more

critical and litigious public service organisations must seek all possible avenues for

improving their output and providing the satisfaction their clients require and deserve

The provision of high-quality goods and services begins with the recruitment process

Recruitment is described as ldquothe set of activities and processes used to legally obtain a

sufficient number of qualified people at the right place and time so that the people and

the organisation can select each other in their own best short and long term interestsrdquo1

In other words the recruitment process provides the organisation with a pool of

potentially qualified job candidates from which judicious selection can be made to fill

vacanciesSuccessful recruitment begins with proper employment planning and

forecasting

23

In this phase of the staffing process an organisation formulates plans to fill or eliminate

future job openings based on an analysis of future needs the talent available within and

outside of the organisation and the current and anticipated resources that can be

expended to attract and retain such talent Also related to the success of a recruitment

process are the strategies an organisation is prepared to employ in order to identify and

select the best candidates for its developing pool of human resources

Organisations seeking recruits for base-level entry positions often require minimum

qualifications and experience These applicants are usually recent high school or

university technical college graduates many of whom have not yet made clear

decisions about future careers or are contemplating engaging in advanced academic

activity At the middle levels senior administrative technical and junior executive

positions are often filled internally The push for scarce high-quality talent often

recruited from external sources has usually been at the senior executive levels Most

organisations utilize both mechanisms to effect recruitment to all levels

24

PURPOSE amp IMPORTANCE OF RECRUITMENT

25

The Purpose and Importance of Recruitment are given below

Attract and encourage more and more candidates to apply in the organisation

Create a talent pool of candidates to enable the selection of best candidates for

the organisation

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 rate of selection process by decreasing number of visibly

under qualified or overqualified job applicants

Help reduce the probability that job applicants once recruited amp selected will

leave the organization only after short period of time

Meet the organizations legal amp social obligations regarding the composition of

its workforce

Increase organization amp individual effectiveness of various recruiting techniques

amp sources for all types of job candidates

FACTORS AFFECTING RECRUITMENT

The recruitment function of the organization is affected amp governed by a mix of

various internal amp external forces The internal forces or factors are the factors that can

be controlled by the organization The external factors are those factors which cannot

be controlled by the organization The internal amp external forces affecting recruitment

function of an organization are

FACTORS AFFECTING RECRUITMENT

26

THE RECRUITMENT PROCESS

Successful recruitment involves the several processes of

1 development of a policy on recruitment and retention and the systems that give

life to the policy

2 needs assessment to determine the current and future human resource

requirements of the organisation If the activity is to be effective the human

resource requirements for each job category and functional divisionunit of the

organisation must be assessed and a priority assigned

3 identification within and outside the organisation of the potential human

resource pool and the likely competition for the knowledge and skills resident

within it

4 job analysis and job evaluation to identify the individual aspects of each job and

calculate its relative worth

5 assessment of qualifications profiles drawn from job descriptions that identify

responsibilities and required skills abilities knowledge and experience

6 determination of the organizationrsquos ability to pay salaries and benefits within a

defined period

7 identification and documentation of the actual process of recruitment and

selection to ensure equity and adherence to equal opportunity and other laws

Documenting the organizationrsquos policy on recruitment the criteria to be utilized and all

the steps in the recruiting process is as necessary in the seemingly informal setting of in

house selection as it is when selection is made from external sources Documentation

satisfies the requirement of procedural transparency and leaves a trail that can easily be

followed for audit and other purposes Of special importance is documentation that is in

conformity with Freedom of Information legislation (where such legislation exists) such

as

1048707 criteria and procedures for the initial screening of applicants

1048707 criteria for generating long and short lists

27

1048707 criteria and procedures for the selection of interview panels

1048707 interview questions

1048707 interview scores and panelistsrsquo comments

1048707 results of tests (where administered)

1048707 results of reference checks

RECRUITMENT PROCESS RECRUITMENT PROCESS

28

RECRUIMENT METHODS

Recruitment may be conducted internally through the promotion and transfer of existing

personnel or through referrals by current staff members of friends and family

members

Where internal recruitment is the chosen method of filling vacancies job openings can

be advertised by job posting that is a strategy of placing notices on manual and

electronic bulletin boards in company newsletters and through office memoranda

Referrals are usually word-of-mouth advertisements that are a low-cost-per-hire way of

recruiting

Internal recruitment does not always produce the number or quality of personnel

needed in such an instance the organisation needs to recruit from external sources

either by encouraging walk-in applicants advertising vacancies in newspapers

magazines and journals and the visual andor audio media using employment

agencies to ldquohead huntrdquoadvertising on-line via the Internet or through job fairs and the

use of college recruitment

POSTING VACANCIES

As indicated earlier job posting refers to the practice of publishing an open job to

employees (often by literally posting it on bulletin boards) and listing its attributes such

as criteria of knowledge qualification skill and experience The purpose of posting

vacancies is to bring to the attention of all interested persons (inside or out of the

organisation) the jobs that are to be filled

Before posting a vacancy management needs to decide whether

1048707 it intends to retain the job in its present form and with its present title

remuneration and status

1048707 selected attributes of the job for example skill or experience will change

29

1048707 there are sufficient qualified potential applicants serving in other positions within

the organisation who may be potential candidates for that job

1048707 the existing organisational policy on recruitment is still applicable (for example

whether referrals by staff members of friends and family are still an acceptable

way of filling vacancies)

1048707 the organisations stands to benefit more in the long-term from recruiting

applicants from external sources

RECRUITING FROM INTERNAL SOURCES

There are sound reasons for recruiting from sources within the organisation

1048707 The ability of the recruit is known so it is easy to assess potential for the next

level By contrast assessments of external recruits are based on less reliable

sources such as references and relatively brief encounters such as interviews

1048707 ldquoInsidersrdquo know the organisation its strengths and weaknesses its culture and

most of all its people

1048707 Promotions from within build motivation and a sense of commitment to the

organisation Skilled and ambitious employees are more likely to become

involved in developmental activities if they believe that these activities will lead

to promotion

1048707 Internal recruitment is cheaper and quicker than advertising in various media and

interviewing ldquooutsidersrdquo Time spent in training and socialisation is also reduced

At the same time several disadvantages exist

30

1048707 Sometimes it is difficult to find the ldquorightrdquo candidate within and the organisation

may settle for an employee who possesses a less than ideal mix of competencies

1048707 If the vacancies are being caused by rapid expansion of the organisation there

may be an insufficient supply of qualified individuals above the entry level This

may result in people being promoted before they are ready or not being allowed

to stay in a position long enough to learn how to do the job well

1048707 Infighting inbreeding and a shortage of varied perspectives and interests may

reduce organisational flexibility and growth and resistance to change by those

who have an interest in maintaining the status quo may present long term

problems

RECRUITING FROM EXTERNAL SOURCES

External recruiting methods can be grouped into two classes informal and formal

Informal recruiting methods tap a smaller market than formal methods These methods

may include rehiring former employees and choosing from among those ldquowalk-inrdquo

applicants whose unsolicited reacutesumeacutes had been retained on file The use of referrals

also constitutes an informal hiring method Because they are relatively inexpensive to

use and can be implemented quickly informal recruiting methods are commonly used

for hiring clerical and other base-level recruits who are more likely than other groups to

have submitted unsolicited applications Former students who participated in internship

programmes may also be easily and cheaply accessed

Formal methods of external recruiting entail searching the labour market more widely for

candidates with no previous connection to the organisation These methods have

traditionally included newspapermagazinejournal advertising the use of employment

agencies and executive search firms and college recruitment More often now

31

jobcareer fairs and e-Recruiting are reaching the job seeker market

Of course it is possible to for an organisation to reduce the risks and high costs of

recruitment by maintaining a small cadre of full-time permanent employees and

meeting an unexpected and temporary need for staff through the use of ad hoc and

short-term contract workers who come to the position already trained

It is frequently said that the best jobs are not advertised their availability is

communicated by word of mouth Networking therefore continues to be a viable

mechanism for recruiting especially at the senior management level in certain

industriesIn many instances networking is a strategy used by the recruitment

firmsemployment agencies

ON-LINE APPLICATIONSRECRUITING ON THE INTERNET

Using the Internet is faster and cheaper than many traditional methods of recruiting

Jobs can be posted on Internet sites for a modest amount (less than in the print media)

remain there for periods of thirty or sixty days or more - at no additional cost - and are

available twenty-four hours a day Candidates can view detailed information about the

job and the organisation and then respond electronically

Most homes and workplaces are now using computerised equipment for

communication the Internet is rapidly becoming the method of choice for accessing and

sharing information First-time job seekers are now more likely to search websites for

job postings than to peruse newspapers magazines and journals The prevalence of

advertising has made it easier

The Internet speeds up the hiring process in three basis stages

1048707 Faster posting of jobs

o The wait for a suitable date and a prominent place in the print media is

eliminated The time lag that exists between the submission of

32

information to the media house and its appearance in print disappears On

the internet the advertisement appears immediately and can be kept alive

for as long as the recruiter requires it

1048707 Faster applicant response

1048707 Faster processing of reacutesumeacutes

Companies that are likely to advertise on-line usually have a website that allows

potential candidates to learn about the company before deciding whether to apply thus

lowering the incidence time-wasting through the submission of unsuitable applications

The website can be used as a tool to encourage potential job seekers to build an

interest in joining the organization Internet Recruiting Power Opportunities and

Effectiveness CareerJournalcom Taken from Job websites offer unlimited space

which can be used by management to sell the organization The site can then be used

not only to post vacancies but also to publicise the organisation That will allow

candidates to become more familiar with the company know what skills the company is

looking for and get to know about its culture Most importantly the system will provide a

proper path to securing quick responses to job openings On-line recruiting facilitates

the decentralisation of the hiring function by making it possible for other groups in the

organisation to take responsibility for part of the function

Internet recruiting is not all positive though there are drawbacks for unwary users

1048707 Some applicants still place great value on face-to-face interactions in the hiring

process Such applicants are likely to ignore jobs posted impersonally on-line

1048707 Companies are overwhelmed by the volume of reacutesumeacutes posted on the Internet

This can in fact lengthen the short-listing process If the screening process is not

well done the quantity of applicationsreacutesumeacutes logged-on may be more of a

hindrance to the process that an aid to selection

33

1048707 Job seekers who demand confidentiality in the recruitment process may be

reluctant to use the Internet as a job search mechanism

For effectiveness in the use of the strategy of e-Recruiting companies are advised to

1048707 use specialised Job Sites that cater to specific industries

1048707 thoroughly assess the service level provided by Job Sites to ensure that they

maintain the level they claim to provide

1048707 enhance the Corporate Web Site as a tool to encourage potential job seekers to

become interested in joining the company

1048707 take advantage of the fact that Internet job advertisements have no space

limitations so recruiters can use longer job descriptions to fully describe the

company job requirements and working conditions offered

1048707 use valid Search Engines that will sort candidates effectively but will not

discriminate against any persons or groups

1048707 create attention-grabbing newspaper advertisements that prompt people to visit

the companyrsquos website They will then see all vacancies that are advertised

1048707 encourage employees to e-mail job advertisements to friends

1048707 design and implement a successful e-Recruitment strategy

COLLEGE RECRUITMENT

College recruiting ndash sending an employerrsquos representatives to college campuses to

prescreen applicants and create an applicant pool from that collegersquos graduating class ndash

34

is an important source of management trainees promotable [entry-level] candidates

and professional and technical employees To get the best out of this hiring strategy the

organisation and its career opportunities must be made to stand out Human resource

professionals are aware that few college students and potential graduates know where

their careers will take them over the next fifteen to twenty years Therefore many of the

criteria used by students to select the first job may be quite arbitrary The organisation

that will succeed then is one can show how the work it offers meets studentsrsquo needs

for skill enhancement rewarding opportunities personal satisfaction flexibility and

compensation

Two major advantages of this strategy are the cost (which is higher than word-of-mouth

recruiting but lower than advertising in the media or using an employment agency) and

the convenience (since many candidates can be interviewed in a short time in the

same location with space and administrative support provided by the college itself)

Unfortunately suitable candidates become available only at certain times of the year

which may not always suit the needs of the hiring organisation Another major

disadvantage of college recruiting is the lack of experience and the inflated expectations

of new graduates and the cost of hiring graduates for entry-level positions that may not

require a college degree

College recruitment also offers opportunities for internships These programmes may

provide the organisations with quality employees at low cost per hire Some interns are

hired at low cost (perhaps minimum wage) and are offered work experience Interns are

able to hone business skills check out potential employers and learn more about

employersrsquo likes and dislikes before making final career choices Some of the better

interns are recruited after graduation

College recruitment is relatively expensive and time consuming for the recruiting

company The process involves screening the candidate that is determining whether

heshe is worthy of further consideration and marketing the company as a preferred

place of employment

35

An alternate strategy for college recruitment is the career planning workshop These

activities are usually (but not exclusively) associated with adolescent school leavers

They do not immediately produce ready candidates for the job market but provide the

opportunity for an organisation to present itself as an employer worthy of consideration

Co-ordinators of career planning workshops co-opt professionals and organisations to

present career options to potential school leavers in a controlled setting so as to lay out

the range of possibilities to young job seekers Career planning workshops are used

mainly as information-giving tools which the school leaver can use to make informed

career choices Some organisations use the workshops as a base for internships

Recruiters may not be employees of the company but paid professionals who have

been trained to perform the function

JOB FAIRSThe concept of a job fair is to bring those interested in finding a job into those

companies who are searching for applicants Job fairs are open fora at which employers

can exhibit the best their companies have to offer so that job seekers can make

informed choices They are considered one of the most effective ways for job seekers to

land jobs

At the job fair employers have a large pool of candidates on which to draw while job

seekers have the opportunity to shop around for dozens ndash sometimes hundreds ndash of

employers all in one place

Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an

interview employers are still on the look out for qualified potential employees who have

interest dedication and initiative

MAINTAINING EQUITY IN THE RECRUITMENT PROCESS

It is often difficult to ensure and maintain fairnessequity in the recruitment process

36

although in every jurisdiction there are laws that protect individuals and vulnerable

groups from the negative impact of discriminatory practices Where necessary systems

detailed procedures and processes exist or must be established to minimise

discrimination

The usual format of job fairs is to have several companies set up information stations at

an expo with at least one representative of the company present to provide information

The fairs usually have a common theme or are specific to a certain field or area of

interest Interested individuals browse through the information provided by each

company and then decide which company if any they would like to apply to They have

the opportunity to talk with a current employee of specific companies to learn more

about the employment experience

Each country designatesidentifies a group or groups for special notice women visible

minorities and the disabled are usual targets The Government of Canada in

articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated

groups as employment equity targets women Aboriginal people members of visible

minority groups persons with disabilities In the legislation managersrsquo responsibilities

for employment equity are stated as

bull Ensuring effective overall performance and continuous progress of the

employment equity goals within the operation

bull Achieving fostering and maintaining a representative workforce

bull Showing leadership in employment equity and demonstrating commitment to it by

ensuring that discrimination and stereotyping are not tolerated and

bull Informing and educating employees in the organisation about employment equity

and diversity

37

OUTSOURCING RECRUITMENT

OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice

being followed by middle amp large sized organizations It is being witnessed across all the

industries In India the HR processes are being outsourced from nearly a decade now

Outsourcing industry is growing at high rate

HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the

expert services of a third party ( generally professional consultants) to take care of its HR

functions while HR management can focus on the strategic dimension of their function The

functions that are typically outsourced are the functions that need expertise relevant

experience knowledge amp best methods amp practices This has given rise to outsourcing the

various HR functions of an organisation HR Consultancies such as Ma Foi and Planman

Consulting provide such services through expert professional consultants Human resources

business process outsourcing (HR BPO) is a major component of the worldwide BPO market

Performance management outsourcing involves all the performance monitoring measurement

management being outsourced from a third party or an external organisation

Many organizations have started outsourcing its recruitment process ie transferring all or

some part of its recruitment process to an external consultant providing the recruitment

services It is commonly known as RPO ie recruitment process outsourcing More and more

medium and large sized organizations are outsourcing their recruitment process right from the

entry level jobs to the C-level jobs

The present value of the recruitment process outsourcing industry (RPO) in India is estimated

to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next

couple of years According to a recent survey only 8-10 per cent of the Indian companies are

complete recruitment processes However the number of companies outsourcing their

recruitment processes is increasing at a very fast rate and so is the percentage of their total

recruitment processes being outsourced

38

Outsourcing organizations strive for providing cost saving benefits to their clients One of the

major advantages to organizations who outsource their recruitment process is that it helps to

save up to as much as 40 per cent of their recruitment costs With the experience expertise

and the economies of scale of the third party organizations are able to improve the quality of

the recruits and the speed of the whole process Also outsourcing enables the human

resource professionals of organizations to focus on the core and other HR and strategic

issues Outsourcing also gives a structured approach to the whole process of recruitment with

the ultimate power of decision making of recruiting with the organisation itself The portion of

the recruitment cycle that is outsourced range from preparing job descriptions to arranging

interviews the activities that consume almost 70 per cent of the time of the whole recruitment

process

Outsourcing the recruitment processes for a sector like BPO which faces an attrition of

almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and

focus on other issues like retention The job seekers are also availing the services of the third

parties (consultants) for accessing the latest job opportunities

In India the trend of outsourcing recruitment is also catching up fast For example Vodafone

outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)

Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to

outsource 50 per cent of its recruitment processes

ADVANTAGES OF OUTSOURCING RECRUITMENT

Traditionally recruitment is seen as the cost incurring process in an organization

HR outsoucing helps the HR professionals of the organization to concentrate on

the strategic functions of amp processes of human resource management rather

than wasting their efforts time amp money on the routine workOutsourcing the

recruitment process helps to cut the recruitment costs to 20 and also provide

economies of scale to the large sized organizatons

39

The major advantages of outsourcing recruitment performance management

are

Outsourcing is beneficial for both the corporate organisations that use the

outsourcing services as well as the consultancies that provide the service to the

corporates Apart from increasing their revenues outsourcing Process provides

business opportunities to the service providers enhancing the skill set of the

service providers and exposure to the different corporate experiences thereby

increasing their expertise

The advantages accruing to the corporate are

turning the managements focus to strategic level processes of HRM

accessibility to the expertise of the service providers

40

freedom from red tape and adhering to strict rules and regulations

optimal resource utilisation

structured and fair performance management

a satisfied and hence highly productive employees

value creation operational flexibility and competitive advantage

Therefore outsourcing helps both the organisations and the consultancies to grow

and perform better

41

OUTSOURCING PROCESS

42

MANAGING RECRUITMENT

ROI ON RECRUITMENT

Before making any investment every organisation would want to evaluate the

investment by answering the following questions in quantifiable terms

What are the costs and the corresponding and related risks on the

investment

What are the expected returns of the investment

What is the expected pay-back period of the investment

An organisation makes a tremendous amount of investment in its recruitment

processes

A lot of resources like time and money are spent on recruitment processes of an

organisation But assessing or quantifying the returns on the recruitment process

or calculating the return on investment (ROI) on recruitment is a complicated task

for an organisation Indeed it is difficult to judge the success of their recruitment

processes Instead recruitment is one activity that continues in an organisation

without anyone ever realizing its worth or measuring its impact on the

organisationrsquos business

According to a survey 38 of organisations do not prepare or produce any kind

of documents or reports on their The recruitment processes and there is no

accountability of the HR department for the costs incurred and the opportunities

missed

With the increasing strategic focus on the human resources more and more

organisations are adopting one or the other way for calculating the ROI on its

recruitments Many organisations are examining their HR functions and

43

processes and are trying to quantify their results and returns

A recruitment professional or manager can calculate and maximize the return on

investments on its organisationrsquos recruitment by

Clear definition of the results to be achieved from recruitment

Developing methods and ways measuring the results like the time ndash to ndash

hire cost-Per-Hire and effectiveness of the recruitment source etc

Estimating the costs associated with the recruitment project

Estimating the tangible and intangible benefits to the organization including

the payback period of the recruitments

Providing and ensuring proper training and development of the recruitment

professionals

Assessing the ROI on recruitments can assist an organisation to strengthen its

HR processes improving its recruitment function and to build a strategic human

resource advantage for the organisation

HR CHALLENGE IN RECRUITMENT

Recruitment is a function that requires business perspective expertise ability to

find and match the best potential candidate for the organisation diplomacy

marketing skills ( as to sell the position to the candidate) and wisdom to align the

recruitment processes for the benefit of the organizationThe HR professionals ndash

handling the recruitment function of the organization ndash are constantly facing new

CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN

RECRUITMENT for such professionals is to source or recruit the best people or

44

potential candidate for the organisation

In the last few years the job market has undergone some fundamental changes

in terms of technologies sources of recruitment competetion in the market etc In

an already saturated job market where the practices like poaching and raiding

are gaining momentum

HR professionals are constantly facing new challenges in one of their most

important function- recruitment They have to face and conquer various

challenges to find the best candidates for their organisations

The major challenges faced by the HR in recruitment are

Adaptability to globalization ndash The HR professionals are expected and

required to keep in tune with the changing times ie the changes taking

place across the globe HR should maintain the timeliness of the process

Lack of motivation ndash Recruitment is considered to be a thankless job

Even if the organisation is achieving results HR department or

professionals are not thanked for recruiting the right employees and

performers

Process analysis ndash The immediacy and speed of the recruitment process

are the main concerns of the HR in recruitment The process should be

flexible adaptive and responsive to the immediate requirements The

recruitment process should also be cost effective

Strategic prioritization ndash The emerging new systems are both an

opportunity as well as a challenge for the HR professionals Therefore

reviewing staffing needs and prioritizing the tasks to meet the changes in

the market has become a challenge for the recruitment professionals

45

Executive SummaryExecutive Summary

9

EXECUTIVE SUMMARY

Chambal Fertilizer and chemical Limited is the Indiarsquos largest producer of Urea in the

private sector It is the flagship company of the 5000 crore professionally managed

Zuari ndashChambal combine It has diversified interest in the area of fertilizer phosphoric

acid Agri Input amp seeds Agri Biotechnology and shipping

Being a student PGP (HR) it was great pleasure for me there I was assigned the most

relevant title as regarded summer training ie ldquoRecruitment and Selection process at

CFCLrdquo

Before Understanding the work of recruitment and selection firstly I have to understand

that what is the HR department the Role of the HR department and why it is so

important for any organization

So At first the work is given to me is a little introduction of each part of the HR

department like Recruitment Recruitment as a human resource management function

is one of the activities that impact most critically on the performance of an organization

While it is understood and accepted that poor recruitment decisions continue to affect

organizational performance and limit goal achievement This report discusses some of

the strategies that organizations can and do employ to ensure the existence of the best

possible pool of qualified applicants from which they can fill vacancies as and when

required

This exercise gives me an insight in the general functioning amp practical problem handled

by difference department

At last I complete my project under supervision of my guide MrKoushik Kumar I am

very thankful to my guide for giving me this opportunity

10

IntroductionIntroduction

11

INTRODUCTION

India is the third producer and consumer of fertilizer placed USA and China India being

Agro based economy is fifth largest in the world due to its fertilizer Industries These

fertilizer Industries play a vital role bringing prosperity to the country The Indian fertilizer

industry with a capacity of 121 lakh MT of nitrogen and 56 lakh MT of phosphate

nutrient is one of the largest in the world and has over the years played a significant

role in the development of agriculture in the country Fertilizer consumption in India is

among the highest in the world though we rank low in comparison to most of

developing and some of developed countries in terms of intensity of consumption

Fertilizer consumption in India has been stagnant in the last few years But with

increased focus of the government towards agricultural growth consumption levels are

expected to pick up Successful implementation of government programmes like the

Bharath Nirman programme etc which aims at an additional 10 million hectares under

irrigation could help increase fertilizer consumption in the long run

This is small introduction about fertilizer Industry

The project is given to me is ldquoRecruitment and Selection Process in CFCLrdquo Recruitment

and Selection is the part of Human resource which is the strongest part of any

organization Recruitment is the process of identifying and attracting potential

candidates from within andoutside an organization to begin evaluating them for future

employment Once candidates are identified an organization can begin the selection

processThis includes collecting measuring and evaluating information about

candidatesrsquo qualifications for specified positions Organizations use these processes to

increase the likelihood of hiring individuals who possess the right skills and abilities to

be successful at their jobs

12

AN Overview of FertilizerIndustry

13

AN OVERVIEW OF FERTILIZER INDUSTRY

Agriculture the backbone of Indian Economy still holds its relative importance for more

than a billion peoples The Government Of India from time to time has taken

considerable steps for the upliftment of Agriculture Sector

India is third largest producer and consumer of fertilizer placed after USA and China

India being an agro-based economy is the fifth largest due to its fertilizer Industries

These industries plat vital role in bringing prosperity to the country Agriculture Industry

is the only one in India that has acknowledged conformity to global standards of

performance

COMPANY PROFILE

Chambal Fertilizers and Chemicals Limited (CFCL)

Location

14

Corporate office International trade Tower 3rd Floor Block F

Nehru Place New Delhi -110019

Registered office Gadepan District Kota Rajastahn-325208

Regional Offices UTTAR PRADESH 1 Agra 2 Lucknow

PUNJAB 1 Chandigarh

HARYANA 1Hissar 2 Karnal

RAJASTHAN 1 Jaipur 2 Udaipur

GUJARAT 1 Ahmedabad

MADHYA PRADESH 1 Bhopal

Agriculture Development Laboratories Agra amp Sri Ganganagar

Products of the company

The company is in the business of producing high quality urea Its product has earned n

inevitable reputation within a short span of time its brand name ldquoUttam Veerrdquo is fast

gaining among farmer community throughout the country

The product mix of CFCL is having four products line as bellow-

FERTILIZERS PLANT PROTECTION BIOFERTILIZERS SEEDS CHEMICAL

Uttam Veer Urea Insecticides Uttam phos Uttam

soybean

15

Uttam DAP Uttam

sunflower

Single Super Monoveer Uttam

sorghum

Phosphate Endoveer Uttam

maize

Cyperveer Uttam

sudan Grass

Aceveer

Quinaveer

Uttam Neem

Weedicides Butaveer Isoveer

SEEDS - Wheat Paddy Mustered Soya been Cotton

CORPORATE SOCIAL RESPONSIBILITY

Uttam BandhanTo establish a closer brand and to provide personalized services to farmers Chambal

has started the Uttam Bandhan program a community welfare initiative Crop and

product demonstrations field demonstrations and farmer meets are conducted Farmers

are given ongoing training on specialized services that vary from crop diversification

Animal Health Care need for balanced inputs and use of bio-fertilizers Soil amp water

sampling and testing are also conducted for free Clinics set up by the Company and at

Agriculture Universities Agriculture Research Stations and Krishi Vigyan Kendras

Chambal has set up Hello Uttam Call Centres where agriculture experts respond to

farmer queries on the phone

Chambalrsquos commitment towards environment has been paramount

16

Even before the plants were put up it took on tree plantation around the proposed site

A number of roads around the plant have been lined with trees It has created a green

cover on what was a rocky wasteland and where the Gadepan complex stands today

Within the campus it has created a forest area In the village schools it takes up a

number of programmes to bring awareness on environmental issues It supports

environmental groups and government initiatives for a cleaner atmosphere

Uttam Krishi SewaksIn the Uttam Bandhan programme the crucial link between the Company and the farmer

is the Uttam Krishi Sewaks About 300 educated unemployed youth from a rural

background have been trained as Uttam Krishi Sewaks to provide best practices in

agriculture and specialized services to farmers They are self-employed and earn from

commission on the sale of specialized products Uttam Krishi Sewaks try and ensure

that the farmers follow agricultural best practices

Through proper training demonstrations expert opinion quality inputs and non-farm

income the Uttam Bandhan farmer has been a gainer in terms of not just increase in

income but also quality of life

Dissemination of InformationCrop and product demonstrations field demonstrations and farmer meets are

conducted regularly to educate farmers on latest farm practices Farmers are given

training on specialized services that vary from cultivation of medicinal and horticulture

crops vermi-culture and the use of bio-fertilisers A dedicated farmer website

uttamkrishicom farmer helpline- Hello Uttam and mailers such as lsquoChambal ki Chitthirsquo

are important channels to share information with farmers Chambal also actively

partners Government Departments Agriculture Universities Agriculture Research

Stations and Krishi Vigyan Kendrarsquos under Public Private Partnership to serve the

farmers

17

Research Research

MethodologyMethodology

18

RESEARCH METHODOLOGYIt is my pleasure that I got the opportunity to work in the CFCL as a management

trainee for a period of 45days and get to learn the operations of the organization and

there systematic amp sequential processing CFCL has witness a meteoric rise right from

its inception and has enlisted itself among top fertilizer companies of the country

Research methodology is a systematic process where collection analysis and the

interpretation of the data so collected from the survey must be interpreted

DATA SOURCES Primary data

Secondary data

PRIMARY DATAProfile of data collection as under

a Sample profile company employees which includes supervisors and workmen

b Sample size 100 employee

SECONDARY DATAa company record

b industrial directory

TITLE OF THE STUDYldquoA STUDY ON RECRUITMENT PROCESS IN CFCLrdquo

DURATION OF THE STUDY

45 Days

19

SAMPLE SIZE AND METHOD OF SELECTING SAMPLE

SAMPLINGSAMPLE - A sample is a part of the total population It can be an individual element

or a group of elements selected from the population Although it is a subset it is

representative of the population and suitable for research in term of cost convenience

and time The sample group can be selected based on a probability or a non-probability

approach A sample usually consists of various units of the population The size of

sample is sample is represented by ldquonrdquo

SAMPLE SIZEFor this management thesis I have taken sample size n as 100

Sampling is the act process or technique of selecting a representative part of a

population for the purpose of determining the characteristics of the whole population In

other words the process of selecting a sample from a population Using special

technique is called sampling

ORGANIZATIONAL GUIDE Mr AK SAXENA

(HR Manager)

AREA OF STUDY GADEPAN (Rajasthan)

OBJECTIVES OF THE PROJECT REPORT

The main objectives for doing this project are as follows

20

1) To acquire practical and theoretical knowledge about how the different department

doing work together why the HR department is important and how an organization is

going on

2) To acquire practical and theoretical knowledge about recruitment amp selection in an

organization

3) Last but not the least the overall view of HR department

LIMITATIONS OF THE STUDY This project is limited to one plant of CFCL which is based in GADEPAN(raj)

Some data was confidential and not disclosed as per the companyrsquos policy

Time limitation was the major factor for the study

21

Topic AnalysisTopic Analysis

22

RECRUITMENT ndash THE CONCEPT

Acquiring and retaining high-quality talent is critical to an organisationrsquos success As the

job market becomes increasingly competitive and the available skills grow more diverse

recruiters need to be more selective in their choices since poor recruiting decisions can

produce long-term negative effects among them high training and development costs to

minimise the incidence of poor performance and high turnover which in turn impact

staff morale the production of high quality goods and services and the retention of

organisational memory At worst the organisation can fail to achieve its objectives

thereby losing its competitive edge and its share of the market

Traditionally Public Service organisations have had little need to worry about market

share and increasing competition since they operate in a monopolistic environment But

in recent time the emphasis on New Public Management Public Sector Management

approaches has forced public organisations to pay closer attention to their service

delivery as consumers have begun to expect and demand more for their tax dollars No

longer are citizens content to grumble about poorly-produced goods and services and

the under-qualified untrained employees who provide them As societies become more

critical and litigious public service organisations must seek all possible avenues for

improving their output and providing the satisfaction their clients require and deserve

The provision of high-quality goods and services begins with the recruitment process

Recruitment is described as ldquothe set of activities and processes used to legally obtain a

sufficient number of qualified people at the right place and time so that the people and

the organisation can select each other in their own best short and long term interestsrdquo1

In other words the recruitment process provides the organisation with a pool of

potentially qualified job candidates from which judicious selection can be made to fill

vacanciesSuccessful recruitment begins with proper employment planning and

forecasting

23

In this phase of the staffing process an organisation formulates plans to fill or eliminate

future job openings based on an analysis of future needs the talent available within and

outside of the organisation and the current and anticipated resources that can be

expended to attract and retain such talent Also related to the success of a recruitment

process are the strategies an organisation is prepared to employ in order to identify and

select the best candidates for its developing pool of human resources

Organisations seeking recruits for base-level entry positions often require minimum

qualifications and experience These applicants are usually recent high school or

university technical college graduates many of whom have not yet made clear

decisions about future careers or are contemplating engaging in advanced academic

activity At the middle levels senior administrative technical and junior executive

positions are often filled internally The push for scarce high-quality talent often

recruited from external sources has usually been at the senior executive levels Most

organisations utilize both mechanisms to effect recruitment to all levels

24

PURPOSE amp IMPORTANCE OF RECRUITMENT

25

The Purpose and Importance of Recruitment are given below

Attract and encourage more and more candidates to apply in the organisation

Create a talent pool of candidates to enable the selection of best candidates for

the organisation

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 rate of selection process by decreasing number of visibly

under qualified or overqualified job applicants

Help reduce the probability that job applicants once recruited amp selected will

leave the organization only after short period of time

Meet the organizations legal amp social obligations regarding the composition of

its workforce

Increase organization amp individual effectiveness of various recruiting techniques

amp sources for all types of job candidates

FACTORS AFFECTING RECRUITMENT

The recruitment function of the organization is affected amp governed by a mix of

various internal amp external forces The internal forces or factors are the factors that can

be controlled by the organization The external factors are those factors which cannot

be controlled by the organization The internal amp external forces affecting recruitment

function of an organization are

FACTORS AFFECTING RECRUITMENT

26

THE RECRUITMENT PROCESS

Successful recruitment involves the several processes of

1 development of a policy on recruitment and retention and the systems that give

life to the policy

2 needs assessment to determine the current and future human resource

requirements of the organisation If the activity is to be effective the human

resource requirements for each job category and functional divisionunit of the

organisation must be assessed and a priority assigned

3 identification within and outside the organisation of the potential human

resource pool and the likely competition for the knowledge and skills resident

within it

4 job analysis and job evaluation to identify the individual aspects of each job and

calculate its relative worth

5 assessment of qualifications profiles drawn from job descriptions that identify

responsibilities and required skills abilities knowledge and experience

6 determination of the organizationrsquos ability to pay salaries and benefits within a

defined period

7 identification and documentation of the actual process of recruitment and

selection to ensure equity and adherence to equal opportunity and other laws

Documenting the organizationrsquos policy on recruitment the criteria to be utilized and all

the steps in the recruiting process is as necessary in the seemingly informal setting of in

house selection as it is when selection is made from external sources Documentation

satisfies the requirement of procedural transparency and leaves a trail that can easily be

followed for audit and other purposes Of special importance is documentation that is in

conformity with Freedom of Information legislation (where such legislation exists) such

as

1048707 criteria and procedures for the initial screening of applicants

1048707 criteria for generating long and short lists

27

1048707 criteria and procedures for the selection of interview panels

1048707 interview questions

1048707 interview scores and panelistsrsquo comments

1048707 results of tests (where administered)

1048707 results of reference checks

RECRUITMENT PROCESS RECRUITMENT PROCESS

28

RECRUIMENT METHODS

Recruitment may be conducted internally through the promotion and transfer of existing

personnel or through referrals by current staff members of friends and family

members

Where internal recruitment is the chosen method of filling vacancies job openings can

be advertised by job posting that is a strategy of placing notices on manual and

electronic bulletin boards in company newsletters and through office memoranda

Referrals are usually word-of-mouth advertisements that are a low-cost-per-hire way of

recruiting

Internal recruitment does not always produce the number or quality of personnel

needed in such an instance the organisation needs to recruit from external sources

either by encouraging walk-in applicants advertising vacancies in newspapers

magazines and journals and the visual andor audio media using employment

agencies to ldquohead huntrdquoadvertising on-line via the Internet or through job fairs and the

use of college recruitment

POSTING VACANCIES

As indicated earlier job posting refers to the practice of publishing an open job to

employees (often by literally posting it on bulletin boards) and listing its attributes such

as criteria of knowledge qualification skill and experience The purpose of posting

vacancies is to bring to the attention of all interested persons (inside or out of the

organisation) the jobs that are to be filled

Before posting a vacancy management needs to decide whether

1048707 it intends to retain the job in its present form and with its present title

remuneration and status

1048707 selected attributes of the job for example skill or experience will change

29

1048707 there are sufficient qualified potential applicants serving in other positions within

the organisation who may be potential candidates for that job

1048707 the existing organisational policy on recruitment is still applicable (for example

whether referrals by staff members of friends and family are still an acceptable

way of filling vacancies)

1048707 the organisations stands to benefit more in the long-term from recruiting

applicants from external sources

RECRUITING FROM INTERNAL SOURCES

There are sound reasons for recruiting from sources within the organisation

1048707 The ability of the recruit is known so it is easy to assess potential for the next

level By contrast assessments of external recruits are based on less reliable

sources such as references and relatively brief encounters such as interviews

1048707 ldquoInsidersrdquo know the organisation its strengths and weaknesses its culture and

most of all its people

1048707 Promotions from within build motivation and a sense of commitment to the

organisation Skilled and ambitious employees are more likely to become

involved in developmental activities if they believe that these activities will lead

to promotion

1048707 Internal recruitment is cheaper and quicker than advertising in various media and

interviewing ldquooutsidersrdquo Time spent in training and socialisation is also reduced

At the same time several disadvantages exist

30

1048707 Sometimes it is difficult to find the ldquorightrdquo candidate within and the organisation

may settle for an employee who possesses a less than ideal mix of competencies

1048707 If the vacancies are being caused by rapid expansion of the organisation there

may be an insufficient supply of qualified individuals above the entry level This

may result in people being promoted before they are ready or not being allowed

to stay in a position long enough to learn how to do the job well

1048707 Infighting inbreeding and a shortage of varied perspectives and interests may

reduce organisational flexibility and growth and resistance to change by those

who have an interest in maintaining the status quo may present long term

problems

RECRUITING FROM EXTERNAL SOURCES

External recruiting methods can be grouped into two classes informal and formal

Informal recruiting methods tap a smaller market than formal methods These methods

may include rehiring former employees and choosing from among those ldquowalk-inrdquo

applicants whose unsolicited reacutesumeacutes had been retained on file The use of referrals

also constitutes an informal hiring method Because they are relatively inexpensive to

use and can be implemented quickly informal recruiting methods are commonly used

for hiring clerical and other base-level recruits who are more likely than other groups to

have submitted unsolicited applications Former students who participated in internship

programmes may also be easily and cheaply accessed

Formal methods of external recruiting entail searching the labour market more widely for

candidates with no previous connection to the organisation These methods have

traditionally included newspapermagazinejournal advertising the use of employment

agencies and executive search firms and college recruitment More often now

31

jobcareer fairs and e-Recruiting are reaching the job seeker market

Of course it is possible to for an organisation to reduce the risks and high costs of

recruitment by maintaining a small cadre of full-time permanent employees and

meeting an unexpected and temporary need for staff through the use of ad hoc and

short-term contract workers who come to the position already trained

It is frequently said that the best jobs are not advertised their availability is

communicated by word of mouth Networking therefore continues to be a viable

mechanism for recruiting especially at the senior management level in certain

industriesIn many instances networking is a strategy used by the recruitment

firmsemployment agencies

ON-LINE APPLICATIONSRECRUITING ON THE INTERNET

Using the Internet is faster and cheaper than many traditional methods of recruiting

Jobs can be posted on Internet sites for a modest amount (less than in the print media)

remain there for periods of thirty or sixty days or more - at no additional cost - and are

available twenty-four hours a day Candidates can view detailed information about the

job and the organisation and then respond electronically

Most homes and workplaces are now using computerised equipment for

communication the Internet is rapidly becoming the method of choice for accessing and

sharing information First-time job seekers are now more likely to search websites for

job postings than to peruse newspapers magazines and journals The prevalence of

advertising has made it easier

The Internet speeds up the hiring process in three basis stages

1048707 Faster posting of jobs

o The wait for a suitable date and a prominent place in the print media is

eliminated The time lag that exists between the submission of

32

information to the media house and its appearance in print disappears On

the internet the advertisement appears immediately and can be kept alive

for as long as the recruiter requires it

1048707 Faster applicant response

1048707 Faster processing of reacutesumeacutes

Companies that are likely to advertise on-line usually have a website that allows

potential candidates to learn about the company before deciding whether to apply thus

lowering the incidence time-wasting through the submission of unsuitable applications

The website can be used as a tool to encourage potential job seekers to build an

interest in joining the organization Internet Recruiting Power Opportunities and

Effectiveness CareerJournalcom Taken from Job websites offer unlimited space

which can be used by management to sell the organization The site can then be used

not only to post vacancies but also to publicise the organisation That will allow

candidates to become more familiar with the company know what skills the company is

looking for and get to know about its culture Most importantly the system will provide a

proper path to securing quick responses to job openings On-line recruiting facilitates

the decentralisation of the hiring function by making it possible for other groups in the

organisation to take responsibility for part of the function

Internet recruiting is not all positive though there are drawbacks for unwary users

1048707 Some applicants still place great value on face-to-face interactions in the hiring

process Such applicants are likely to ignore jobs posted impersonally on-line

1048707 Companies are overwhelmed by the volume of reacutesumeacutes posted on the Internet

This can in fact lengthen the short-listing process If the screening process is not

well done the quantity of applicationsreacutesumeacutes logged-on may be more of a

hindrance to the process that an aid to selection

33

1048707 Job seekers who demand confidentiality in the recruitment process may be

reluctant to use the Internet as a job search mechanism

For effectiveness in the use of the strategy of e-Recruiting companies are advised to

1048707 use specialised Job Sites that cater to specific industries

1048707 thoroughly assess the service level provided by Job Sites to ensure that they

maintain the level they claim to provide

1048707 enhance the Corporate Web Site as a tool to encourage potential job seekers to

become interested in joining the company

1048707 take advantage of the fact that Internet job advertisements have no space

limitations so recruiters can use longer job descriptions to fully describe the

company job requirements and working conditions offered

1048707 use valid Search Engines that will sort candidates effectively but will not

discriminate against any persons or groups

1048707 create attention-grabbing newspaper advertisements that prompt people to visit

the companyrsquos website They will then see all vacancies that are advertised

1048707 encourage employees to e-mail job advertisements to friends

1048707 design and implement a successful e-Recruitment strategy

COLLEGE RECRUITMENT

College recruiting ndash sending an employerrsquos representatives to college campuses to

prescreen applicants and create an applicant pool from that collegersquos graduating class ndash

34

is an important source of management trainees promotable [entry-level] candidates

and professional and technical employees To get the best out of this hiring strategy the

organisation and its career opportunities must be made to stand out Human resource

professionals are aware that few college students and potential graduates know where

their careers will take them over the next fifteen to twenty years Therefore many of the

criteria used by students to select the first job may be quite arbitrary The organisation

that will succeed then is one can show how the work it offers meets studentsrsquo needs

for skill enhancement rewarding opportunities personal satisfaction flexibility and

compensation

Two major advantages of this strategy are the cost (which is higher than word-of-mouth

recruiting but lower than advertising in the media or using an employment agency) and

the convenience (since many candidates can be interviewed in a short time in the

same location with space and administrative support provided by the college itself)

Unfortunately suitable candidates become available only at certain times of the year

which may not always suit the needs of the hiring organisation Another major

disadvantage of college recruiting is the lack of experience and the inflated expectations

of new graduates and the cost of hiring graduates for entry-level positions that may not

require a college degree

College recruitment also offers opportunities for internships These programmes may

provide the organisations with quality employees at low cost per hire Some interns are

hired at low cost (perhaps minimum wage) and are offered work experience Interns are

able to hone business skills check out potential employers and learn more about

employersrsquo likes and dislikes before making final career choices Some of the better

interns are recruited after graduation

College recruitment is relatively expensive and time consuming for the recruiting

company The process involves screening the candidate that is determining whether

heshe is worthy of further consideration and marketing the company as a preferred

place of employment

35

An alternate strategy for college recruitment is the career planning workshop These

activities are usually (but not exclusively) associated with adolescent school leavers

They do not immediately produce ready candidates for the job market but provide the

opportunity for an organisation to present itself as an employer worthy of consideration

Co-ordinators of career planning workshops co-opt professionals and organisations to

present career options to potential school leavers in a controlled setting so as to lay out

the range of possibilities to young job seekers Career planning workshops are used

mainly as information-giving tools which the school leaver can use to make informed

career choices Some organisations use the workshops as a base for internships

Recruiters may not be employees of the company but paid professionals who have

been trained to perform the function

JOB FAIRSThe concept of a job fair is to bring those interested in finding a job into those

companies who are searching for applicants Job fairs are open fora at which employers

can exhibit the best their companies have to offer so that job seekers can make

informed choices They are considered one of the most effective ways for job seekers to

land jobs

At the job fair employers have a large pool of candidates on which to draw while job

seekers have the opportunity to shop around for dozens ndash sometimes hundreds ndash of

employers all in one place

Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an

interview employers are still on the look out for qualified potential employees who have

interest dedication and initiative

MAINTAINING EQUITY IN THE RECRUITMENT PROCESS

It is often difficult to ensure and maintain fairnessequity in the recruitment process

36

although in every jurisdiction there are laws that protect individuals and vulnerable

groups from the negative impact of discriminatory practices Where necessary systems

detailed procedures and processes exist or must be established to minimise

discrimination

The usual format of job fairs is to have several companies set up information stations at

an expo with at least one representative of the company present to provide information

The fairs usually have a common theme or are specific to a certain field or area of

interest Interested individuals browse through the information provided by each

company and then decide which company if any they would like to apply to They have

the opportunity to talk with a current employee of specific companies to learn more

about the employment experience

Each country designatesidentifies a group or groups for special notice women visible

minorities and the disabled are usual targets The Government of Canada in

articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated

groups as employment equity targets women Aboriginal people members of visible

minority groups persons with disabilities In the legislation managersrsquo responsibilities

for employment equity are stated as

bull Ensuring effective overall performance and continuous progress of the

employment equity goals within the operation

bull Achieving fostering and maintaining a representative workforce

bull Showing leadership in employment equity and demonstrating commitment to it by

ensuring that discrimination and stereotyping are not tolerated and

bull Informing and educating employees in the organisation about employment equity

and diversity

37

OUTSOURCING RECRUITMENT

OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice

being followed by middle amp large sized organizations It is being witnessed across all the

industries In India the HR processes are being outsourced from nearly a decade now

Outsourcing industry is growing at high rate

HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the

expert services of a third party ( generally professional consultants) to take care of its HR

functions while HR management can focus on the strategic dimension of their function The

functions that are typically outsourced are the functions that need expertise relevant

experience knowledge amp best methods amp practices This has given rise to outsourcing the

various HR functions of an organisation HR Consultancies such as Ma Foi and Planman

Consulting provide such services through expert professional consultants Human resources

business process outsourcing (HR BPO) is a major component of the worldwide BPO market

Performance management outsourcing involves all the performance monitoring measurement

management being outsourced from a third party or an external organisation

Many organizations have started outsourcing its recruitment process ie transferring all or

some part of its recruitment process to an external consultant providing the recruitment

services It is commonly known as RPO ie recruitment process outsourcing More and more

medium and large sized organizations are outsourcing their recruitment process right from the

entry level jobs to the C-level jobs

The present value of the recruitment process outsourcing industry (RPO) in India is estimated

to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next

couple of years According to a recent survey only 8-10 per cent of the Indian companies are

complete recruitment processes However the number of companies outsourcing their

recruitment processes is increasing at a very fast rate and so is the percentage of their total

recruitment processes being outsourced

38

Outsourcing organizations strive for providing cost saving benefits to their clients One of the

major advantages to organizations who outsource their recruitment process is that it helps to

save up to as much as 40 per cent of their recruitment costs With the experience expertise

and the economies of scale of the third party organizations are able to improve the quality of

the recruits and the speed of the whole process Also outsourcing enables the human

resource professionals of organizations to focus on the core and other HR and strategic

issues Outsourcing also gives a structured approach to the whole process of recruitment with

the ultimate power of decision making of recruiting with the organisation itself The portion of

the recruitment cycle that is outsourced range from preparing job descriptions to arranging

interviews the activities that consume almost 70 per cent of the time of the whole recruitment

process

Outsourcing the recruitment processes for a sector like BPO which faces an attrition of

almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and

focus on other issues like retention The job seekers are also availing the services of the third

parties (consultants) for accessing the latest job opportunities

In India the trend of outsourcing recruitment is also catching up fast For example Vodafone

outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)

Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to

outsource 50 per cent of its recruitment processes

ADVANTAGES OF OUTSOURCING RECRUITMENT

Traditionally recruitment is seen as the cost incurring process in an organization

HR outsoucing helps the HR professionals of the organization to concentrate on

the strategic functions of amp processes of human resource management rather

than wasting their efforts time amp money on the routine workOutsourcing the

recruitment process helps to cut the recruitment costs to 20 and also provide

economies of scale to the large sized organizatons

39

The major advantages of outsourcing recruitment performance management

are

Outsourcing is beneficial for both the corporate organisations that use the

outsourcing services as well as the consultancies that provide the service to the

corporates Apart from increasing their revenues outsourcing Process provides

business opportunities to the service providers enhancing the skill set of the

service providers and exposure to the different corporate experiences thereby

increasing their expertise

The advantages accruing to the corporate are

turning the managements focus to strategic level processes of HRM

accessibility to the expertise of the service providers

40

freedom from red tape and adhering to strict rules and regulations

optimal resource utilisation

structured and fair performance management

a satisfied and hence highly productive employees

value creation operational flexibility and competitive advantage

Therefore outsourcing helps both the organisations and the consultancies to grow

and perform better

41

OUTSOURCING PROCESS

42

MANAGING RECRUITMENT

ROI ON RECRUITMENT

Before making any investment every organisation would want to evaluate the

investment by answering the following questions in quantifiable terms

What are the costs and the corresponding and related risks on the

investment

What are the expected returns of the investment

What is the expected pay-back period of the investment

An organisation makes a tremendous amount of investment in its recruitment

processes

A lot of resources like time and money are spent on recruitment processes of an

organisation But assessing or quantifying the returns on the recruitment process

or calculating the return on investment (ROI) on recruitment is a complicated task

for an organisation Indeed it is difficult to judge the success of their recruitment

processes Instead recruitment is one activity that continues in an organisation

without anyone ever realizing its worth or measuring its impact on the

organisationrsquos business

According to a survey 38 of organisations do not prepare or produce any kind

of documents or reports on their The recruitment processes and there is no

accountability of the HR department for the costs incurred and the opportunities

missed

With the increasing strategic focus on the human resources more and more

organisations are adopting one or the other way for calculating the ROI on its

recruitments Many organisations are examining their HR functions and

43

processes and are trying to quantify their results and returns

A recruitment professional or manager can calculate and maximize the return on

investments on its organisationrsquos recruitment by

Clear definition of the results to be achieved from recruitment

Developing methods and ways measuring the results like the time ndash to ndash

hire cost-Per-Hire and effectiveness of the recruitment source etc

Estimating the costs associated with the recruitment project

Estimating the tangible and intangible benefits to the organization including

the payback period of the recruitments

Providing and ensuring proper training and development of the recruitment

professionals

Assessing the ROI on recruitments can assist an organisation to strengthen its

HR processes improving its recruitment function and to build a strategic human

resource advantage for the organisation

HR CHALLENGE IN RECRUITMENT

Recruitment is a function that requires business perspective expertise ability to

find and match the best potential candidate for the organisation diplomacy

marketing skills ( as to sell the position to the candidate) and wisdom to align the

recruitment processes for the benefit of the organizationThe HR professionals ndash

handling the recruitment function of the organization ndash are constantly facing new

CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN

RECRUITMENT for such professionals is to source or recruit the best people or

44

potential candidate for the organisation

In the last few years the job market has undergone some fundamental changes

in terms of technologies sources of recruitment competetion in the market etc In

an already saturated job market where the practices like poaching and raiding

are gaining momentum

HR professionals are constantly facing new challenges in one of their most

important function- recruitment They have to face and conquer various

challenges to find the best candidates for their organisations

The major challenges faced by the HR in recruitment are

Adaptability to globalization ndash The HR professionals are expected and

required to keep in tune with the changing times ie the changes taking

place across the globe HR should maintain the timeliness of the process

Lack of motivation ndash Recruitment is considered to be a thankless job

Even if the organisation is achieving results HR department or

professionals are not thanked for recruiting the right employees and

performers

Process analysis ndash The immediacy and speed of the recruitment process

are the main concerns of the HR in recruitment The process should be

flexible adaptive and responsive to the immediate requirements The

recruitment process should also be cost effective

Strategic prioritization ndash The emerging new systems are both an

opportunity as well as a challenge for the HR professionals Therefore

reviewing staffing needs and prioritizing the tasks to meet the changes in

the market has become a challenge for the recruitment professionals

45

EXECUTIVE SUMMARY

Chambal Fertilizer and chemical Limited is the Indiarsquos largest producer of Urea in the

private sector It is the flagship company of the 5000 crore professionally managed

Zuari ndashChambal combine It has diversified interest in the area of fertilizer phosphoric

acid Agri Input amp seeds Agri Biotechnology and shipping

Being a student PGP (HR) it was great pleasure for me there I was assigned the most

relevant title as regarded summer training ie ldquoRecruitment and Selection process at

CFCLrdquo

Before Understanding the work of recruitment and selection firstly I have to understand

that what is the HR department the Role of the HR department and why it is so

important for any organization

So At first the work is given to me is a little introduction of each part of the HR

department like Recruitment Recruitment as a human resource management function

is one of the activities that impact most critically on the performance of an organization

While it is understood and accepted that poor recruitment decisions continue to affect

organizational performance and limit goal achievement This report discusses some of

the strategies that organizations can and do employ to ensure the existence of the best

possible pool of qualified applicants from which they can fill vacancies as and when

required

This exercise gives me an insight in the general functioning amp practical problem handled

by difference department

At last I complete my project under supervision of my guide MrKoushik Kumar I am

very thankful to my guide for giving me this opportunity

10

IntroductionIntroduction

11

INTRODUCTION

India is the third producer and consumer of fertilizer placed USA and China India being

Agro based economy is fifth largest in the world due to its fertilizer Industries These

fertilizer Industries play a vital role bringing prosperity to the country The Indian fertilizer

industry with a capacity of 121 lakh MT of nitrogen and 56 lakh MT of phosphate

nutrient is one of the largest in the world and has over the years played a significant

role in the development of agriculture in the country Fertilizer consumption in India is

among the highest in the world though we rank low in comparison to most of

developing and some of developed countries in terms of intensity of consumption

Fertilizer consumption in India has been stagnant in the last few years But with

increased focus of the government towards agricultural growth consumption levels are

expected to pick up Successful implementation of government programmes like the

Bharath Nirman programme etc which aims at an additional 10 million hectares under

irrigation could help increase fertilizer consumption in the long run

This is small introduction about fertilizer Industry

The project is given to me is ldquoRecruitment and Selection Process in CFCLrdquo Recruitment

and Selection is the part of Human resource which is the strongest part of any

organization Recruitment is the process of identifying and attracting potential

candidates from within andoutside an organization to begin evaluating them for future

employment Once candidates are identified an organization can begin the selection

processThis includes collecting measuring and evaluating information about

candidatesrsquo qualifications for specified positions Organizations use these processes to

increase the likelihood of hiring individuals who possess the right skills and abilities to

be successful at their jobs

12

AN Overview of FertilizerIndustry

13

AN OVERVIEW OF FERTILIZER INDUSTRY

Agriculture the backbone of Indian Economy still holds its relative importance for more

than a billion peoples The Government Of India from time to time has taken

considerable steps for the upliftment of Agriculture Sector

India is third largest producer and consumer of fertilizer placed after USA and China

India being an agro-based economy is the fifth largest due to its fertilizer Industries

These industries plat vital role in bringing prosperity to the country Agriculture Industry

is the only one in India that has acknowledged conformity to global standards of

performance

COMPANY PROFILE

Chambal Fertilizers and Chemicals Limited (CFCL)

Location

14

Corporate office International trade Tower 3rd Floor Block F

Nehru Place New Delhi -110019

Registered office Gadepan District Kota Rajastahn-325208

Regional Offices UTTAR PRADESH 1 Agra 2 Lucknow

PUNJAB 1 Chandigarh

HARYANA 1Hissar 2 Karnal

RAJASTHAN 1 Jaipur 2 Udaipur

GUJARAT 1 Ahmedabad

MADHYA PRADESH 1 Bhopal

Agriculture Development Laboratories Agra amp Sri Ganganagar

Products of the company

The company is in the business of producing high quality urea Its product has earned n

inevitable reputation within a short span of time its brand name ldquoUttam Veerrdquo is fast

gaining among farmer community throughout the country

The product mix of CFCL is having four products line as bellow-

FERTILIZERS PLANT PROTECTION BIOFERTILIZERS SEEDS CHEMICAL

Uttam Veer Urea Insecticides Uttam phos Uttam

soybean

15

Uttam DAP Uttam

sunflower

Single Super Monoveer Uttam

sorghum

Phosphate Endoveer Uttam

maize

Cyperveer Uttam

sudan Grass

Aceveer

Quinaveer

Uttam Neem

Weedicides Butaveer Isoveer

SEEDS - Wheat Paddy Mustered Soya been Cotton

CORPORATE SOCIAL RESPONSIBILITY

Uttam BandhanTo establish a closer brand and to provide personalized services to farmers Chambal

has started the Uttam Bandhan program a community welfare initiative Crop and

product demonstrations field demonstrations and farmer meets are conducted Farmers

are given ongoing training on specialized services that vary from crop diversification

Animal Health Care need for balanced inputs and use of bio-fertilizers Soil amp water

sampling and testing are also conducted for free Clinics set up by the Company and at

Agriculture Universities Agriculture Research Stations and Krishi Vigyan Kendras

Chambal has set up Hello Uttam Call Centres where agriculture experts respond to

farmer queries on the phone

Chambalrsquos commitment towards environment has been paramount

16

Even before the plants were put up it took on tree plantation around the proposed site

A number of roads around the plant have been lined with trees It has created a green

cover on what was a rocky wasteland and where the Gadepan complex stands today

Within the campus it has created a forest area In the village schools it takes up a

number of programmes to bring awareness on environmental issues It supports

environmental groups and government initiatives for a cleaner atmosphere

Uttam Krishi SewaksIn the Uttam Bandhan programme the crucial link between the Company and the farmer

is the Uttam Krishi Sewaks About 300 educated unemployed youth from a rural

background have been trained as Uttam Krishi Sewaks to provide best practices in

agriculture and specialized services to farmers They are self-employed and earn from

commission on the sale of specialized products Uttam Krishi Sewaks try and ensure

that the farmers follow agricultural best practices

Through proper training demonstrations expert opinion quality inputs and non-farm

income the Uttam Bandhan farmer has been a gainer in terms of not just increase in

income but also quality of life

Dissemination of InformationCrop and product demonstrations field demonstrations and farmer meets are

conducted regularly to educate farmers on latest farm practices Farmers are given

training on specialized services that vary from cultivation of medicinal and horticulture

crops vermi-culture and the use of bio-fertilisers A dedicated farmer website

uttamkrishicom farmer helpline- Hello Uttam and mailers such as lsquoChambal ki Chitthirsquo

are important channels to share information with farmers Chambal also actively

partners Government Departments Agriculture Universities Agriculture Research

Stations and Krishi Vigyan Kendrarsquos under Public Private Partnership to serve the

farmers

17

Research Research

MethodologyMethodology

18

RESEARCH METHODOLOGYIt is my pleasure that I got the opportunity to work in the CFCL as a management

trainee for a period of 45days and get to learn the operations of the organization and

there systematic amp sequential processing CFCL has witness a meteoric rise right from

its inception and has enlisted itself among top fertilizer companies of the country

Research methodology is a systematic process where collection analysis and the

interpretation of the data so collected from the survey must be interpreted

DATA SOURCES Primary data

Secondary data

PRIMARY DATAProfile of data collection as under

a Sample profile company employees which includes supervisors and workmen

b Sample size 100 employee

SECONDARY DATAa company record

b industrial directory

TITLE OF THE STUDYldquoA STUDY ON RECRUITMENT PROCESS IN CFCLrdquo

DURATION OF THE STUDY

45 Days

19

SAMPLE SIZE AND METHOD OF SELECTING SAMPLE

SAMPLINGSAMPLE - A sample is a part of the total population It can be an individual element

or a group of elements selected from the population Although it is a subset it is

representative of the population and suitable for research in term of cost convenience

and time The sample group can be selected based on a probability or a non-probability

approach A sample usually consists of various units of the population The size of

sample is sample is represented by ldquonrdquo

SAMPLE SIZEFor this management thesis I have taken sample size n as 100

Sampling is the act process or technique of selecting a representative part of a

population for the purpose of determining the characteristics of the whole population In

other words the process of selecting a sample from a population Using special

technique is called sampling

ORGANIZATIONAL GUIDE Mr AK SAXENA

(HR Manager)

AREA OF STUDY GADEPAN (Rajasthan)

OBJECTIVES OF THE PROJECT REPORT

The main objectives for doing this project are as follows

20

1) To acquire practical and theoretical knowledge about how the different department

doing work together why the HR department is important and how an organization is

going on

2) To acquire practical and theoretical knowledge about recruitment amp selection in an

organization

3) Last but not the least the overall view of HR department

LIMITATIONS OF THE STUDY This project is limited to one plant of CFCL which is based in GADEPAN(raj)

Some data was confidential and not disclosed as per the companyrsquos policy

Time limitation was the major factor for the study

21

Topic AnalysisTopic Analysis

22

RECRUITMENT ndash THE CONCEPT

Acquiring and retaining high-quality talent is critical to an organisationrsquos success As the

job market becomes increasingly competitive and the available skills grow more diverse

recruiters need to be more selective in their choices since poor recruiting decisions can

produce long-term negative effects among them high training and development costs to

minimise the incidence of poor performance and high turnover which in turn impact

staff morale the production of high quality goods and services and the retention of

organisational memory At worst the organisation can fail to achieve its objectives

thereby losing its competitive edge and its share of the market

Traditionally Public Service organisations have had little need to worry about market

share and increasing competition since they operate in a monopolistic environment But

in recent time the emphasis on New Public Management Public Sector Management

approaches has forced public organisations to pay closer attention to their service

delivery as consumers have begun to expect and demand more for their tax dollars No

longer are citizens content to grumble about poorly-produced goods and services and

the under-qualified untrained employees who provide them As societies become more

critical and litigious public service organisations must seek all possible avenues for

improving their output and providing the satisfaction their clients require and deserve

The provision of high-quality goods and services begins with the recruitment process

Recruitment is described as ldquothe set of activities and processes used to legally obtain a

sufficient number of qualified people at the right place and time so that the people and

the organisation can select each other in their own best short and long term interestsrdquo1

In other words the recruitment process provides the organisation with a pool of

potentially qualified job candidates from which judicious selection can be made to fill

vacanciesSuccessful recruitment begins with proper employment planning and

forecasting

23

In this phase of the staffing process an organisation formulates plans to fill or eliminate

future job openings based on an analysis of future needs the talent available within and

outside of the organisation and the current and anticipated resources that can be

expended to attract and retain such talent Also related to the success of a recruitment

process are the strategies an organisation is prepared to employ in order to identify and

select the best candidates for its developing pool of human resources

Organisations seeking recruits for base-level entry positions often require minimum

qualifications and experience These applicants are usually recent high school or

university technical college graduates many of whom have not yet made clear

decisions about future careers or are contemplating engaging in advanced academic

activity At the middle levels senior administrative technical and junior executive

positions are often filled internally The push for scarce high-quality talent often

recruited from external sources has usually been at the senior executive levels Most

organisations utilize both mechanisms to effect recruitment to all levels

24

PURPOSE amp IMPORTANCE OF RECRUITMENT

25

The Purpose and Importance of Recruitment are given below

Attract and encourage more and more candidates to apply in the organisation

Create a talent pool of candidates to enable the selection of best candidates for

the organisation

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 rate of selection process by decreasing number of visibly

under qualified or overqualified job applicants

Help reduce the probability that job applicants once recruited amp selected will

leave the organization only after short period of time

Meet the organizations legal amp social obligations regarding the composition of

its workforce

Increase organization amp individual effectiveness of various recruiting techniques

amp sources for all types of job candidates

FACTORS AFFECTING RECRUITMENT

The recruitment function of the organization is affected amp governed by a mix of

various internal amp external forces The internal forces or factors are the factors that can

be controlled by the organization The external factors are those factors which cannot

be controlled by the organization The internal amp external forces affecting recruitment

function of an organization are

FACTORS AFFECTING RECRUITMENT

26

THE RECRUITMENT PROCESS

Successful recruitment involves the several processes of

1 development of a policy on recruitment and retention and the systems that give

life to the policy

2 needs assessment to determine the current and future human resource

requirements of the organisation If the activity is to be effective the human

resource requirements for each job category and functional divisionunit of the

organisation must be assessed and a priority assigned

3 identification within and outside the organisation of the potential human

resource pool and the likely competition for the knowledge and skills resident

within it

4 job analysis and job evaluation to identify the individual aspects of each job and

calculate its relative worth

5 assessment of qualifications profiles drawn from job descriptions that identify

responsibilities and required skills abilities knowledge and experience

6 determination of the organizationrsquos ability to pay salaries and benefits within a

defined period

7 identification and documentation of the actual process of recruitment and

selection to ensure equity and adherence to equal opportunity and other laws

Documenting the organizationrsquos policy on recruitment the criteria to be utilized and all

the steps in the recruiting process is as necessary in the seemingly informal setting of in

house selection as it is when selection is made from external sources Documentation

satisfies the requirement of procedural transparency and leaves a trail that can easily be

followed for audit and other purposes Of special importance is documentation that is in

conformity with Freedom of Information legislation (where such legislation exists) such

as

1048707 criteria and procedures for the initial screening of applicants

1048707 criteria for generating long and short lists

27

1048707 criteria and procedures for the selection of interview panels

1048707 interview questions

1048707 interview scores and panelistsrsquo comments

1048707 results of tests (where administered)

1048707 results of reference checks

RECRUITMENT PROCESS RECRUITMENT PROCESS

28

RECRUIMENT METHODS

Recruitment may be conducted internally through the promotion and transfer of existing

personnel or through referrals by current staff members of friends and family

members

Where internal recruitment is the chosen method of filling vacancies job openings can

be advertised by job posting that is a strategy of placing notices on manual and

electronic bulletin boards in company newsletters and through office memoranda

Referrals are usually word-of-mouth advertisements that are a low-cost-per-hire way of

recruiting

Internal recruitment does not always produce the number or quality of personnel

needed in such an instance the organisation needs to recruit from external sources

either by encouraging walk-in applicants advertising vacancies in newspapers

magazines and journals and the visual andor audio media using employment

agencies to ldquohead huntrdquoadvertising on-line via the Internet or through job fairs and the

use of college recruitment

POSTING VACANCIES

As indicated earlier job posting refers to the practice of publishing an open job to

employees (often by literally posting it on bulletin boards) and listing its attributes such

as criteria of knowledge qualification skill and experience The purpose of posting

vacancies is to bring to the attention of all interested persons (inside or out of the

organisation) the jobs that are to be filled

Before posting a vacancy management needs to decide whether

1048707 it intends to retain the job in its present form and with its present title

remuneration and status

1048707 selected attributes of the job for example skill or experience will change

29

1048707 there are sufficient qualified potential applicants serving in other positions within

the organisation who may be potential candidates for that job

1048707 the existing organisational policy on recruitment is still applicable (for example

whether referrals by staff members of friends and family are still an acceptable

way of filling vacancies)

1048707 the organisations stands to benefit more in the long-term from recruiting

applicants from external sources

RECRUITING FROM INTERNAL SOURCES

There are sound reasons for recruiting from sources within the organisation

1048707 The ability of the recruit is known so it is easy to assess potential for the next

level By contrast assessments of external recruits are based on less reliable

sources such as references and relatively brief encounters such as interviews

1048707 ldquoInsidersrdquo know the organisation its strengths and weaknesses its culture and

most of all its people

1048707 Promotions from within build motivation and a sense of commitment to the

organisation Skilled and ambitious employees are more likely to become

involved in developmental activities if they believe that these activities will lead

to promotion

1048707 Internal recruitment is cheaper and quicker than advertising in various media and

interviewing ldquooutsidersrdquo Time spent in training and socialisation is also reduced

At the same time several disadvantages exist

30

1048707 Sometimes it is difficult to find the ldquorightrdquo candidate within and the organisation

may settle for an employee who possesses a less than ideal mix of competencies

1048707 If the vacancies are being caused by rapid expansion of the organisation there

may be an insufficient supply of qualified individuals above the entry level This

may result in people being promoted before they are ready or not being allowed

to stay in a position long enough to learn how to do the job well

1048707 Infighting inbreeding and a shortage of varied perspectives and interests may

reduce organisational flexibility and growth and resistance to change by those

who have an interest in maintaining the status quo may present long term

problems

RECRUITING FROM EXTERNAL SOURCES

External recruiting methods can be grouped into two classes informal and formal

Informal recruiting methods tap a smaller market than formal methods These methods

may include rehiring former employees and choosing from among those ldquowalk-inrdquo

applicants whose unsolicited reacutesumeacutes had been retained on file The use of referrals

also constitutes an informal hiring method Because they are relatively inexpensive to

use and can be implemented quickly informal recruiting methods are commonly used

for hiring clerical and other base-level recruits who are more likely than other groups to

have submitted unsolicited applications Former students who participated in internship

programmes may also be easily and cheaply accessed

Formal methods of external recruiting entail searching the labour market more widely for

candidates with no previous connection to the organisation These methods have

traditionally included newspapermagazinejournal advertising the use of employment

agencies and executive search firms and college recruitment More often now

31

jobcareer fairs and e-Recruiting are reaching the job seeker market

Of course it is possible to for an organisation to reduce the risks and high costs of

recruitment by maintaining a small cadre of full-time permanent employees and

meeting an unexpected and temporary need for staff through the use of ad hoc and

short-term contract workers who come to the position already trained

It is frequently said that the best jobs are not advertised their availability is

communicated by word of mouth Networking therefore continues to be a viable

mechanism for recruiting especially at the senior management level in certain

industriesIn many instances networking is a strategy used by the recruitment

firmsemployment agencies

ON-LINE APPLICATIONSRECRUITING ON THE INTERNET

Using the Internet is faster and cheaper than many traditional methods of recruiting

Jobs can be posted on Internet sites for a modest amount (less than in the print media)

remain there for periods of thirty or sixty days or more - at no additional cost - and are

available twenty-four hours a day Candidates can view detailed information about the

job and the organisation and then respond electronically

Most homes and workplaces are now using computerised equipment for

communication the Internet is rapidly becoming the method of choice for accessing and

sharing information First-time job seekers are now more likely to search websites for

job postings than to peruse newspapers magazines and journals The prevalence of

advertising has made it easier

The Internet speeds up the hiring process in three basis stages

1048707 Faster posting of jobs

o The wait for a suitable date and a prominent place in the print media is

eliminated The time lag that exists between the submission of

32

information to the media house and its appearance in print disappears On

the internet the advertisement appears immediately and can be kept alive

for as long as the recruiter requires it

1048707 Faster applicant response

1048707 Faster processing of reacutesumeacutes

Companies that are likely to advertise on-line usually have a website that allows

potential candidates to learn about the company before deciding whether to apply thus

lowering the incidence time-wasting through the submission of unsuitable applications

The website can be used as a tool to encourage potential job seekers to build an

interest in joining the organization Internet Recruiting Power Opportunities and

Effectiveness CareerJournalcom Taken from Job websites offer unlimited space

which can be used by management to sell the organization The site can then be used

not only to post vacancies but also to publicise the organisation That will allow

candidates to become more familiar with the company know what skills the company is

looking for and get to know about its culture Most importantly the system will provide a

proper path to securing quick responses to job openings On-line recruiting facilitates

the decentralisation of the hiring function by making it possible for other groups in the

organisation to take responsibility for part of the function

Internet recruiting is not all positive though there are drawbacks for unwary users

1048707 Some applicants still place great value on face-to-face interactions in the hiring

process Such applicants are likely to ignore jobs posted impersonally on-line

1048707 Companies are overwhelmed by the volume of reacutesumeacutes posted on the Internet

This can in fact lengthen the short-listing process If the screening process is not

well done the quantity of applicationsreacutesumeacutes logged-on may be more of a

hindrance to the process that an aid to selection

33

1048707 Job seekers who demand confidentiality in the recruitment process may be

reluctant to use the Internet as a job search mechanism

For effectiveness in the use of the strategy of e-Recruiting companies are advised to

1048707 use specialised Job Sites that cater to specific industries

1048707 thoroughly assess the service level provided by Job Sites to ensure that they

maintain the level they claim to provide

1048707 enhance the Corporate Web Site as a tool to encourage potential job seekers to

become interested in joining the company

1048707 take advantage of the fact that Internet job advertisements have no space

limitations so recruiters can use longer job descriptions to fully describe the

company job requirements and working conditions offered

1048707 use valid Search Engines that will sort candidates effectively but will not

discriminate against any persons or groups

1048707 create attention-grabbing newspaper advertisements that prompt people to visit

the companyrsquos website They will then see all vacancies that are advertised

1048707 encourage employees to e-mail job advertisements to friends

1048707 design and implement a successful e-Recruitment strategy

COLLEGE RECRUITMENT

College recruiting ndash sending an employerrsquos representatives to college campuses to

prescreen applicants and create an applicant pool from that collegersquos graduating class ndash

34

is an important source of management trainees promotable [entry-level] candidates

and professional and technical employees To get the best out of this hiring strategy the

organisation and its career opportunities must be made to stand out Human resource

professionals are aware that few college students and potential graduates know where

their careers will take them over the next fifteen to twenty years Therefore many of the

criteria used by students to select the first job may be quite arbitrary The organisation

that will succeed then is one can show how the work it offers meets studentsrsquo needs

for skill enhancement rewarding opportunities personal satisfaction flexibility and

compensation

Two major advantages of this strategy are the cost (which is higher than word-of-mouth

recruiting but lower than advertising in the media or using an employment agency) and

the convenience (since many candidates can be interviewed in a short time in the

same location with space and administrative support provided by the college itself)

Unfortunately suitable candidates become available only at certain times of the year

which may not always suit the needs of the hiring organisation Another major

disadvantage of college recruiting is the lack of experience and the inflated expectations

of new graduates and the cost of hiring graduates for entry-level positions that may not

require a college degree

College recruitment also offers opportunities for internships These programmes may

provide the organisations with quality employees at low cost per hire Some interns are

hired at low cost (perhaps minimum wage) and are offered work experience Interns are

able to hone business skills check out potential employers and learn more about

employersrsquo likes and dislikes before making final career choices Some of the better

interns are recruited after graduation

College recruitment is relatively expensive and time consuming for the recruiting

company The process involves screening the candidate that is determining whether

heshe is worthy of further consideration and marketing the company as a preferred

place of employment

35

An alternate strategy for college recruitment is the career planning workshop These

activities are usually (but not exclusively) associated with adolescent school leavers

They do not immediately produce ready candidates for the job market but provide the

opportunity for an organisation to present itself as an employer worthy of consideration

Co-ordinators of career planning workshops co-opt professionals and organisations to

present career options to potential school leavers in a controlled setting so as to lay out

the range of possibilities to young job seekers Career planning workshops are used

mainly as information-giving tools which the school leaver can use to make informed

career choices Some organisations use the workshops as a base for internships

Recruiters may not be employees of the company but paid professionals who have

been trained to perform the function

JOB FAIRSThe concept of a job fair is to bring those interested in finding a job into those

companies who are searching for applicants Job fairs are open fora at which employers

can exhibit the best their companies have to offer so that job seekers can make

informed choices They are considered one of the most effective ways for job seekers to

land jobs

At the job fair employers have a large pool of candidates on which to draw while job

seekers have the opportunity to shop around for dozens ndash sometimes hundreds ndash of

employers all in one place

Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an

interview employers are still on the look out for qualified potential employees who have

interest dedication and initiative

MAINTAINING EQUITY IN THE RECRUITMENT PROCESS

It is often difficult to ensure and maintain fairnessequity in the recruitment process

36

although in every jurisdiction there are laws that protect individuals and vulnerable

groups from the negative impact of discriminatory practices Where necessary systems

detailed procedures and processes exist or must be established to minimise

discrimination

The usual format of job fairs is to have several companies set up information stations at

an expo with at least one representative of the company present to provide information

The fairs usually have a common theme or are specific to a certain field or area of

interest Interested individuals browse through the information provided by each

company and then decide which company if any they would like to apply to They have

the opportunity to talk with a current employee of specific companies to learn more

about the employment experience

Each country designatesidentifies a group or groups for special notice women visible

minorities and the disabled are usual targets The Government of Canada in

articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated

groups as employment equity targets women Aboriginal people members of visible

minority groups persons with disabilities In the legislation managersrsquo responsibilities

for employment equity are stated as

bull Ensuring effective overall performance and continuous progress of the

employment equity goals within the operation

bull Achieving fostering and maintaining a representative workforce

bull Showing leadership in employment equity and demonstrating commitment to it by

ensuring that discrimination and stereotyping are not tolerated and

bull Informing and educating employees in the organisation about employment equity

and diversity

37

OUTSOURCING RECRUITMENT

OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice

being followed by middle amp large sized organizations It is being witnessed across all the

industries In India the HR processes are being outsourced from nearly a decade now

Outsourcing industry is growing at high rate

HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the

expert services of a third party ( generally professional consultants) to take care of its HR

functions while HR management can focus on the strategic dimension of their function The

functions that are typically outsourced are the functions that need expertise relevant

experience knowledge amp best methods amp practices This has given rise to outsourcing the

various HR functions of an organisation HR Consultancies such as Ma Foi and Planman

Consulting provide such services through expert professional consultants Human resources

business process outsourcing (HR BPO) is a major component of the worldwide BPO market

Performance management outsourcing involves all the performance monitoring measurement

management being outsourced from a third party or an external organisation

Many organizations have started outsourcing its recruitment process ie transferring all or

some part of its recruitment process to an external consultant providing the recruitment

services It is commonly known as RPO ie recruitment process outsourcing More and more

medium and large sized organizations are outsourcing their recruitment process right from the

entry level jobs to the C-level jobs

The present value of the recruitment process outsourcing industry (RPO) in India is estimated

to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next

couple of years According to a recent survey only 8-10 per cent of the Indian companies are

complete recruitment processes However the number of companies outsourcing their

recruitment processes is increasing at a very fast rate and so is the percentage of their total

recruitment processes being outsourced

38

Outsourcing organizations strive for providing cost saving benefits to their clients One of the

major advantages to organizations who outsource their recruitment process is that it helps to

save up to as much as 40 per cent of their recruitment costs With the experience expertise

and the economies of scale of the third party organizations are able to improve the quality of

the recruits and the speed of the whole process Also outsourcing enables the human

resource professionals of organizations to focus on the core and other HR and strategic

issues Outsourcing also gives a structured approach to the whole process of recruitment with

the ultimate power of decision making of recruiting with the organisation itself The portion of

the recruitment cycle that is outsourced range from preparing job descriptions to arranging

interviews the activities that consume almost 70 per cent of the time of the whole recruitment

process

Outsourcing the recruitment processes for a sector like BPO which faces an attrition of

almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and

focus on other issues like retention The job seekers are also availing the services of the third

parties (consultants) for accessing the latest job opportunities

In India the trend of outsourcing recruitment is also catching up fast For example Vodafone

outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)

Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to

outsource 50 per cent of its recruitment processes

ADVANTAGES OF OUTSOURCING RECRUITMENT

Traditionally recruitment is seen as the cost incurring process in an organization

HR outsoucing helps the HR professionals of the organization to concentrate on

the strategic functions of amp processes of human resource management rather

than wasting their efforts time amp money on the routine workOutsourcing the

recruitment process helps to cut the recruitment costs to 20 and also provide

economies of scale to the large sized organizatons

39

The major advantages of outsourcing recruitment performance management

are

Outsourcing is beneficial for both the corporate organisations that use the

outsourcing services as well as the consultancies that provide the service to the

corporates Apart from increasing their revenues outsourcing Process provides

business opportunities to the service providers enhancing the skill set of the

service providers and exposure to the different corporate experiences thereby

increasing their expertise

The advantages accruing to the corporate are

turning the managements focus to strategic level processes of HRM

accessibility to the expertise of the service providers

40

freedom from red tape and adhering to strict rules and regulations

optimal resource utilisation

structured and fair performance management

a satisfied and hence highly productive employees

value creation operational flexibility and competitive advantage

Therefore outsourcing helps both the organisations and the consultancies to grow

and perform better

41

OUTSOURCING PROCESS

42

MANAGING RECRUITMENT

ROI ON RECRUITMENT

Before making any investment every organisation would want to evaluate the

investment by answering the following questions in quantifiable terms

What are the costs and the corresponding and related risks on the

investment

What are the expected returns of the investment

What is the expected pay-back period of the investment

An organisation makes a tremendous amount of investment in its recruitment

processes

A lot of resources like time and money are spent on recruitment processes of an

organisation But assessing or quantifying the returns on the recruitment process

or calculating the return on investment (ROI) on recruitment is a complicated task

for an organisation Indeed it is difficult to judge the success of their recruitment

processes Instead recruitment is one activity that continues in an organisation

without anyone ever realizing its worth or measuring its impact on the

organisationrsquos business

According to a survey 38 of organisations do not prepare or produce any kind

of documents or reports on their The recruitment processes and there is no

accountability of the HR department for the costs incurred and the opportunities

missed

With the increasing strategic focus on the human resources more and more

organisations are adopting one or the other way for calculating the ROI on its

recruitments Many organisations are examining their HR functions and

43

processes and are trying to quantify their results and returns

A recruitment professional or manager can calculate and maximize the return on

investments on its organisationrsquos recruitment by

Clear definition of the results to be achieved from recruitment

Developing methods and ways measuring the results like the time ndash to ndash

hire cost-Per-Hire and effectiveness of the recruitment source etc

Estimating the costs associated with the recruitment project

Estimating the tangible and intangible benefits to the organization including

the payback period of the recruitments

Providing and ensuring proper training and development of the recruitment

professionals

Assessing the ROI on recruitments can assist an organisation to strengthen its

HR processes improving its recruitment function and to build a strategic human

resource advantage for the organisation

HR CHALLENGE IN RECRUITMENT

Recruitment is a function that requires business perspective expertise ability to

find and match the best potential candidate for the organisation diplomacy

marketing skills ( as to sell the position to the candidate) and wisdom to align the

recruitment processes for the benefit of the organizationThe HR professionals ndash

handling the recruitment function of the organization ndash are constantly facing new

CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN

RECRUITMENT for such professionals is to source or recruit the best people or

44

potential candidate for the organisation

In the last few years the job market has undergone some fundamental changes

in terms of technologies sources of recruitment competetion in the market etc In

an already saturated job market where the practices like poaching and raiding

are gaining momentum

HR professionals are constantly facing new challenges in one of their most

important function- recruitment They have to face and conquer various

challenges to find the best candidates for their organisations

The major challenges faced by the HR in recruitment are

Adaptability to globalization ndash The HR professionals are expected and

required to keep in tune with the changing times ie the changes taking

place across the globe HR should maintain the timeliness of the process

Lack of motivation ndash Recruitment is considered to be a thankless job

Even if the organisation is achieving results HR department or

professionals are not thanked for recruiting the right employees and

performers

Process analysis ndash The immediacy and speed of the recruitment process

are the main concerns of the HR in recruitment The process should be

flexible adaptive and responsive to the immediate requirements The

recruitment process should also be cost effective

Strategic prioritization ndash The emerging new systems are both an

opportunity as well as a challenge for the HR professionals Therefore

reviewing staffing needs and prioritizing the tasks to meet the changes in

the market has become a challenge for the recruitment professionals

45

IntroductionIntroduction

11

INTRODUCTION

India is the third producer and consumer of fertilizer placed USA and China India being

Agro based economy is fifth largest in the world due to its fertilizer Industries These

fertilizer Industries play a vital role bringing prosperity to the country The Indian fertilizer

industry with a capacity of 121 lakh MT of nitrogen and 56 lakh MT of phosphate

nutrient is one of the largest in the world and has over the years played a significant

role in the development of agriculture in the country Fertilizer consumption in India is

among the highest in the world though we rank low in comparison to most of

developing and some of developed countries in terms of intensity of consumption

Fertilizer consumption in India has been stagnant in the last few years But with

increased focus of the government towards agricultural growth consumption levels are

expected to pick up Successful implementation of government programmes like the

Bharath Nirman programme etc which aims at an additional 10 million hectares under

irrigation could help increase fertilizer consumption in the long run

This is small introduction about fertilizer Industry

The project is given to me is ldquoRecruitment and Selection Process in CFCLrdquo Recruitment

and Selection is the part of Human resource which is the strongest part of any

organization Recruitment is the process of identifying and attracting potential

candidates from within andoutside an organization to begin evaluating them for future

employment Once candidates are identified an organization can begin the selection

processThis includes collecting measuring and evaluating information about

candidatesrsquo qualifications for specified positions Organizations use these processes to

increase the likelihood of hiring individuals who possess the right skills and abilities to

be successful at their jobs

12

AN Overview of FertilizerIndustry

13

AN OVERVIEW OF FERTILIZER INDUSTRY

Agriculture the backbone of Indian Economy still holds its relative importance for more

than a billion peoples The Government Of India from time to time has taken

considerable steps for the upliftment of Agriculture Sector

India is third largest producer and consumer of fertilizer placed after USA and China

India being an agro-based economy is the fifth largest due to its fertilizer Industries

These industries plat vital role in bringing prosperity to the country Agriculture Industry

is the only one in India that has acknowledged conformity to global standards of

performance

COMPANY PROFILE

Chambal Fertilizers and Chemicals Limited (CFCL)

Location

14

Corporate office International trade Tower 3rd Floor Block F

Nehru Place New Delhi -110019

Registered office Gadepan District Kota Rajastahn-325208

Regional Offices UTTAR PRADESH 1 Agra 2 Lucknow

PUNJAB 1 Chandigarh

HARYANA 1Hissar 2 Karnal

RAJASTHAN 1 Jaipur 2 Udaipur

GUJARAT 1 Ahmedabad

MADHYA PRADESH 1 Bhopal

Agriculture Development Laboratories Agra amp Sri Ganganagar

Products of the company

The company is in the business of producing high quality urea Its product has earned n

inevitable reputation within a short span of time its brand name ldquoUttam Veerrdquo is fast

gaining among farmer community throughout the country

The product mix of CFCL is having four products line as bellow-

FERTILIZERS PLANT PROTECTION BIOFERTILIZERS SEEDS CHEMICAL

Uttam Veer Urea Insecticides Uttam phos Uttam

soybean

15

Uttam DAP Uttam

sunflower

Single Super Monoveer Uttam

sorghum

Phosphate Endoveer Uttam

maize

Cyperveer Uttam

sudan Grass

Aceveer

Quinaveer

Uttam Neem

Weedicides Butaveer Isoveer

SEEDS - Wheat Paddy Mustered Soya been Cotton

CORPORATE SOCIAL RESPONSIBILITY

Uttam BandhanTo establish a closer brand and to provide personalized services to farmers Chambal

has started the Uttam Bandhan program a community welfare initiative Crop and

product demonstrations field demonstrations and farmer meets are conducted Farmers

are given ongoing training on specialized services that vary from crop diversification

Animal Health Care need for balanced inputs and use of bio-fertilizers Soil amp water

sampling and testing are also conducted for free Clinics set up by the Company and at

Agriculture Universities Agriculture Research Stations and Krishi Vigyan Kendras

Chambal has set up Hello Uttam Call Centres where agriculture experts respond to

farmer queries on the phone

Chambalrsquos commitment towards environment has been paramount

16

Even before the plants were put up it took on tree plantation around the proposed site

A number of roads around the plant have been lined with trees It has created a green

cover on what was a rocky wasteland and where the Gadepan complex stands today

Within the campus it has created a forest area In the village schools it takes up a

number of programmes to bring awareness on environmental issues It supports

environmental groups and government initiatives for a cleaner atmosphere

Uttam Krishi SewaksIn the Uttam Bandhan programme the crucial link between the Company and the farmer

is the Uttam Krishi Sewaks About 300 educated unemployed youth from a rural

background have been trained as Uttam Krishi Sewaks to provide best practices in

agriculture and specialized services to farmers They are self-employed and earn from

commission on the sale of specialized products Uttam Krishi Sewaks try and ensure

that the farmers follow agricultural best practices

Through proper training demonstrations expert opinion quality inputs and non-farm

income the Uttam Bandhan farmer has been a gainer in terms of not just increase in

income but also quality of life

Dissemination of InformationCrop and product demonstrations field demonstrations and farmer meets are

conducted regularly to educate farmers on latest farm practices Farmers are given

training on specialized services that vary from cultivation of medicinal and horticulture

crops vermi-culture and the use of bio-fertilisers A dedicated farmer website

uttamkrishicom farmer helpline- Hello Uttam and mailers such as lsquoChambal ki Chitthirsquo

are important channels to share information with farmers Chambal also actively

partners Government Departments Agriculture Universities Agriculture Research

Stations and Krishi Vigyan Kendrarsquos under Public Private Partnership to serve the

farmers

17

Research Research

MethodologyMethodology

18

RESEARCH METHODOLOGYIt is my pleasure that I got the opportunity to work in the CFCL as a management

trainee for a period of 45days and get to learn the operations of the organization and

there systematic amp sequential processing CFCL has witness a meteoric rise right from

its inception and has enlisted itself among top fertilizer companies of the country

Research methodology is a systematic process where collection analysis and the

interpretation of the data so collected from the survey must be interpreted

DATA SOURCES Primary data

Secondary data

PRIMARY DATAProfile of data collection as under

a Sample profile company employees which includes supervisors and workmen

b Sample size 100 employee

SECONDARY DATAa company record

b industrial directory

TITLE OF THE STUDYldquoA STUDY ON RECRUITMENT PROCESS IN CFCLrdquo

DURATION OF THE STUDY

45 Days

19

SAMPLE SIZE AND METHOD OF SELECTING SAMPLE

SAMPLINGSAMPLE - A sample is a part of the total population It can be an individual element

or a group of elements selected from the population Although it is a subset it is

representative of the population and suitable for research in term of cost convenience

and time The sample group can be selected based on a probability or a non-probability

approach A sample usually consists of various units of the population The size of

sample is sample is represented by ldquonrdquo

SAMPLE SIZEFor this management thesis I have taken sample size n as 100

Sampling is the act process or technique of selecting a representative part of a

population for the purpose of determining the characteristics of the whole population In

other words the process of selecting a sample from a population Using special

technique is called sampling

ORGANIZATIONAL GUIDE Mr AK SAXENA

(HR Manager)

AREA OF STUDY GADEPAN (Rajasthan)

OBJECTIVES OF THE PROJECT REPORT

The main objectives for doing this project are as follows

20

1) To acquire practical and theoretical knowledge about how the different department

doing work together why the HR department is important and how an organization is

going on

2) To acquire practical and theoretical knowledge about recruitment amp selection in an

organization

3) Last but not the least the overall view of HR department

LIMITATIONS OF THE STUDY This project is limited to one plant of CFCL which is based in GADEPAN(raj)

Some data was confidential and not disclosed as per the companyrsquos policy

Time limitation was the major factor for the study

21

Topic AnalysisTopic Analysis

22

RECRUITMENT ndash THE CONCEPT

Acquiring and retaining high-quality talent is critical to an organisationrsquos success As the

job market becomes increasingly competitive and the available skills grow more diverse

recruiters need to be more selective in their choices since poor recruiting decisions can

produce long-term negative effects among them high training and development costs to

minimise the incidence of poor performance and high turnover which in turn impact

staff morale the production of high quality goods and services and the retention of

organisational memory At worst the organisation can fail to achieve its objectives

thereby losing its competitive edge and its share of the market

Traditionally Public Service organisations have had little need to worry about market

share and increasing competition since they operate in a monopolistic environment But

in recent time the emphasis on New Public Management Public Sector Management

approaches has forced public organisations to pay closer attention to their service

delivery as consumers have begun to expect and demand more for their tax dollars No

longer are citizens content to grumble about poorly-produced goods and services and

the under-qualified untrained employees who provide them As societies become more

critical and litigious public service organisations must seek all possible avenues for

improving their output and providing the satisfaction their clients require and deserve

The provision of high-quality goods and services begins with the recruitment process

Recruitment is described as ldquothe set of activities and processes used to legally obtain a

sufficient number of qualified people at the right place and time so that the people and

the organisation can select each other in their own best short and long term interestsrdquo1

In other words the recruitment process provides the organisation with a pool of

potentially qualified job candidates from which judicious selection can be made to fill

vacanciesSuccessful recruitment begins with proper employment planning and

forecasting

23

In this phase of the staffing process an organisation formulates plans to fill or eliminate

future job openings based on an analysis of future needs the talent available within and

outside of the organisation and the current and anticipated resources that can be

expended to attract and retain such talent Also related to the success of a recruitment

process are the strategies an organisation is prepared to employ in order to identify and

select the best candidates for its developing pool of human resources

Organisations seeking recruits for base-level entry positions often require minimum

qualifications and experience These applicants are usually recent high school or

university technical college graduates many of whom have not yet made clear

decisions about future careers or are contemplating engaging in advanced academic

activity At the middle levels senior administrative technical and junior executive

positions are often filled internally The push for scarce high-quality talent often

recruited from external sources has usually been at the senior executive levels Most

organisations utilize both mechanisms to effect recruitment to all levels

24

PURPOSE amp IMPORTANCE OF RECRUITMENT

25

The Purpose and Importance of Recruitment are given below

Attract and encourage more and more candidates to apply in the organisation

Create a talent pool of candidates to enable the selection of best candidates for

the organisation

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 rate of selection process by decreasing number of visibly

under qualified or overqualified job applicants

Help reduce the probability that job applicants once recruited amp selected will

leave the organization only after short period of time

Meet the organizations legal amp social obligations regarding the composition of

its workforce

Increase organization amp individual effectiveness of various recruiting techniques

amp sources for all types of job candidates

FACTORS AFFECTING RECRUITMENT

The recruitment function of the organization is affected amp governed by a mix of

various internal amp external forces The internal forces or factors are the factors that can

be controlled by the organization The external factors are those factors which cannot

be controlled by the organization The internal amp external forces affecting recruitment

function of an organization are

FACTORS AFFECTING RECRUITMENT

26

THE RECRUITMENT PROCESS

Successful recruitment involves the several processes of

1 development of a policy on recruitment and retention and the systems that give

life to the policy

2 needs assessment to determine the current and future human resource

requirements of the organisation If the activity is to be effective the human

resource requirements for each job category and functional divisionunit of the

organisation must be assessed and a priority assigned

3 identification within and outside the organisation of the potential human

resource pool and the likely competition for the knowledge and skills resident

within it

4 job analysis and job evaluation to identify the individual aspects of each job and

calculate its relative worth

5 assessment of qualifications profiles drawn from job descriptions that identify

responsibilities and required skills abilities knowledge and experience

6 determination of the organizationrsquos ability to pay salaries and benefits within a

defined period

7 identification and documentation of the actual process of recruitment and

selection to ensure equity and adherence to equal opportunity and other laws

Documenting the organizationrsquos policy on recruitment the criteria to be utilized and all

the steps in the recruiting process is as necessary in the seemingly informal setting of in

house selection as it is when selection is made from external sources Documentation

satisfies the requirement of procedural transparency and leaves a trail that can easily be

followed for audit and other purposes Of special importance is documentation that is in

conformity with Freedom of Information legislation (where such legislation exists) such

as

1048707 criteria and procedures for the initial screening of applicants

1048707 criteria for generating long and short lists

27

1048707 criteria and procedures for the selection of interview panels

1048707 interview questions

1048707 interview scores and panelistsrsquo comments

1048707 results of tests (where administered)

1048707 results of reference checks

RECRUITMENT PROCESS RECRUITMENT PROCESS

28

RECRUIMENT METHODS

Recruitment may be conducted internally through the promotion and transfer of existing

personnel or through referrals by current staff members of friends and family

members

Where internal recruitment is the chosen method of filling vacancies job openings can

be advertised by job posting that is a strategy of placing notices on manual and

electronic bulletin boards in company newsletters and through office memoranda

Referrals are usually word-of-mouth advertisements that are a low-cost-per-hire way of

recruiting

Internal recruitment does not always produce the number or quality of personnel

needed in such an instance the organisation needs to recruit from external sources

either by encouraging walk-in applicants advertising vacancies in newspapers

magazines and journals and the visual andor audio media using employment

agencies to ldquohead huntrdquoadvertising on-line via the Internet or through job fairs and the

use of college recruitment

POSTING VACANCIES

As indicated earlier job posting refers to the practice of publishing an open job to

employees (often by literally posting it on bulletin boards) and listing its attributes such

as criteria of knowledge qualification skill and experience The purpose of posting

vacancies is to bring to the attention of all interested persons (inside or out of the

organisation) the jobs that are to be filled

Before posting a vacancy management needs to decide whether

1048707 it intends to retain the job in its present form and with its present title

remuneration and status

1048707 selected attributes of the job for example skill or experience will change

29

1048707 there are sufficient qualified potential applicants serving in other positions within

the organisation who may be potential candidates for that job

1048707 the existing organisational policy on recruitment is still applicable (for example

whether referrals by staff members of friends and family are still an acceptable

way of filling vacancies)

1048707 the organisations stands to benefit more in the long-term from recruiting

applicants from external sources

RECRUITING FROM INTERNAL SOURCES

There are sound reasons for recruiting from sources within the organisation

1048707 The ability of the recruit is known so it is easy to assess potential for the next

level By contrast assessments of external recruits are based on less reliable

sources such as references and relatively brief encounters such as interviews

1048707 ldquoInsidersrdquo know the organisation its strengths and weaknesses its culture and

most of all its people

1048707 Promotions from within build motivation and a sense of commitment to the

organisation Skilled and ambitious employees are more likely to become

involved in developmental activities if they believe that these activities will lead

to promotion

1048707 Internal recruitment is cheaper and quicker than advertising in various media and

interviewing ldquooutsidersrdquo Time spent in training and socialisation is also reduced

At the same time several disadvantages exist

30

1048707 Sometimes it is difficult to find the ldquorightrdquo candidate within and the organisation

may settle for an employee who possesses a less than ideal mix of competencies

1048707 If the vacancies are being caused by rapid expansion of the organisation there

may be an insufficient supply of qualified individuals above the entry level This

may result in people being promoted before they are ready or not being allowed

to stay in a position long enough to learn how to do the job well

1048707 Infighting inbreeding and a shortage of varied perspectives and interests may

reduce organisational flexibility and growth and resistance to change by those

who have an interest in maintaining the status quo may present long term

problems

RECRUITING FROM EXTERNAL SOURCES

External recruiting methods can be grouped into two classes informal and formal

Informal recruiting methods tap a smaller market than formal methods These methods

may include rehiring former employees and choosing from among those ldquowalk-inrdquo

applicants whose unsolicited reacutesumeacutes had been retained on file The use of referrals

also constitutes an informal hiring method Because they are relatively inexpensive to

use and can be implemented quickly informal recruiting methods are commonly used

for hiring clerical and other base-level recruits who are more likely than other groups to

have submitted unsolicited applications Former students who participated in internship

programmes may also be easily and cheaply accessed

Formal methods of external recruiting entail searching the labour market more widely for

candidates with no previous connection to the organisation These methods have

traditionally included newspapermagazinejournal advertising the use of employment

agencies and executive search firms and college recruitment More often now

31

jobcareer fairs and e-Recruiting are reaching the job seeker market

Of course it is possible to for an organisation to reduce the risks and high costs of

recruitment by maintaining a small cadre of full-time permanent employees and

meeting an unexpected and temporary need for staff through the use of ad hoc and

short-term contract workers who come to the position already trained

It is frequently said that the best jobs are not advertised their availability is

communicated by word of mouth Networking therefore continues to be a viable

mechanism for recruiting especially at the senior management level in certain

industriesIn many instances networking is a strategy used by the recruitment

firmsemployment agencies

ON-LINE APPLICATIONSRECRUITING ON THE INTERNET

Using the Internet is faster and cheaper than many traditional methods of recruiting

Jobs can be posted on Internet sites for a modest amount (less than in the print media)

remain there for periods of thirty or sixty days or more - at no additional cost - and are

available twenty-four hours a day Candidates can view detailed information about the

job and the organisation and then respond electronically

Most homes and workplaces are now using computerised equipment for

communication the Internet is rapidly becoming the method of choice for accessing and

sharing information First-time job seekers are now more likely to search websites for

job postings than to peruse newspapers magazines and journals The prevalence of

advertising has made it easier

The Internet speeds up the hiring process in three basis stages

1048707 Faster posting of jobs

o The wait for a suitable date and a prominent place in the print media is

eliminated The time lag that exists between the submission of

32

information to the media house and its appearance in print disappears On

the internet the advertisement appears immediately and can be kept alive

for as long as the recruiter requires it

1048707 Faster applicant response

1048707 Faster processing of reacutesumeacutes

Companies that are likely to advertise on-line usually have a website that allows

potential candidates to learn about the company before deciding whether to apply thus

lowering the incidence time-wasting through the submission of unsuitable applications

The website can be used as a tool to encourage potential job seekers to build an

interest in joining the organization Internet Recruiting Power Opportunities and

Effectiveness CareerJournalcom Taken from Job websites offer unlimited space

which can be used by management to sell the organization The site can then be used

not only to post vacancies but also to publicise the organisation That will allow

candidates to become more familiar with the company know what skills the company is

looking for and get to know about its culture Most importantly the system will provide a

proper path to securing quick responses to job openings On-line recruiting facilitates

the decentralisation of the hiring function by making it possible for other groups in the

organisation to take responsibility for part of the function

Internet recruiting is not all positive though there are drawbacks for unwary users

1048707 Some applicants still place great value on face-to-face interactions in the hiring

process Such applicants are likely to ignore jobs posted impersonally on-line

1048707 Companies are overwhelmed by the volume of reacutesumeacutes posted on the Internet

This can in fact lengthen the short-listing process If the screening process is not

well done the quantity of applicationsreacutesumeacutes logged-on may be more of a

hindrance to the process that an aid to selection

33

1048707 Job seekers who demand confidentiality in the recruitment process may be

reluctant to use the Internet as a job search mechanism

For effectiveness in the use of the strategy of e-Recruiting companies are advised to

1048707 use specialised Job Sites that cater to specific industries

1048707 thoroughly assess the service level provided by Job Sites to ensure that they

maintain the level they claim to provide

1048707 enhance the Corporate Web Site as a tool to encourage potential job seekers to

become interested in joining the company

1048707 take advantage of the fact that Internet job advertisements have no space

limitations so recruiters can use longer job descriptions to fully describe the

company job requirements and working conditions offered

1048707 use valid Search Engines that will sort candidates effectively but will not

discriminate against any persons or groups

1048707 create attention-grabbing newspaper advertisements that prompt people to visit

the companyrsquos website They will then see all vacancies that are advertised

1048707 encourage employees to e-mail job advertisements to friends

1048707 design and implement a successful e-Recruitment strategy

COLLEGE RECRUITMENT

College recruiting ndash sending an employerrsquos representatives to college campuses to

prescreen applicants and create an applicant pool from that collegersquos graduating class ndash

34

is an important source of management trainees promotable [entry-level] candidates

and professional and technical employees To get the best out of this hiring strategy the

organisation and its career opportunities must be made to stand out Human resource

professionals are aware that few college students and potential graduates know where

their careers will take them over the next fifteen to twenty years Therefore many of the

criteria used by students to select the first job may be quite arbitrary The organisation

that will succeed then is one can show how the work it offers meets studentsrsquo needs

for skill enhancement rewarding opportunities personal satisfaction flexibility and

compensation

Two major advantages of this strategy are the cost (which is higher than word-of-mouth

recruiting but lower than advertising in the media or using an employment agency) and

the convenience (since many candidates can be interviewed in a short time in the

same location with space and administrative support provided by the college itself)

Unfortunately suitable candidates become available only at certain times of the year

which may not always suit the needs of the hiring organisation Another major

disadvantage of college recruiting is the lack of experience and the inflated expectations

of new graduates and the cost of hiring graduates for entry-level positions that may not

require a college degree

College recruitment also offers opportunities for internships These programmes may

provide the organisations with quality employees at low cost per hire Some interns are

hired at low cost (perhaps minimum wage) and are offered work experience Interns are

able to hone business skills check out potential employers and learn more about

employersrsquo likes and dislikes before making final career choices Some of the better

interns are recruited after graduation

College recruitment is relatively expensive and time consuming for the recruiting

company The process involves screening the candidate that is determining whether

heshe is worthy of further consideration and marketing the company as a preferred

place of employment

35

An alternate strategy for college recruitment is the career planning workshop These

activities are usually (but not exclusively) associated with adolescent school leavers

They do not immediately produce ready candidates for the job market but provide the

opportunity for an organisation to present itself as an employer worthy of consideration

Co-ordinators of career planning workshops co-opt professionals and organisations to

present career options to potential school leavers in a controlled setting so as to lay out

the range of possibilities to young job seekers Career planning workshops are used

mainly as information-giving tools which the school leaver can use to make informed

career choices Some organisations use the workshops as a base for internships

Recruiters may not be employees of the company but paid professionals who have

been trained to perform the function

JOB FAIRSThe concept of a job fair is to bring those interested in finding a job into those

companies who are searching for applicants Job fairs are open fora at which employers

can exhibit the best their companies have to offer so that job seekers can make

informed choices They are considered one of the most effective ways for job seekers to

land jobs

At the job fair employers have a large pool of candidates on which to draw while job

seekers have the opportunity to shop around for dozens ndash sometimes hundreds ndash of

employers all in one place

Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an

interview employers are still on the look out for qualified potential employees who have

interest dedication and initiative

MAINTAINING EQUITY IN THE RECRUITMENT PROCESS

It is often difficult to ensure and maintain fairnessequity in the recruitment process

36

although in every jurisdiction there are laws that protect individuals and vulnerable

groups from the negative impact of discriminatory practices Where necessary systems

detailed procedures and processes exist or must be established to minimise

discrimination

The usual format of job fairs is to have several companies set up information stations at

an expo with at least one representative of the company present to provide information

The fairs usually have a common theme or are specific to a certain field or area of

interest Interested individuals browse through the information provided by each

company and then decide which company if any they would like to apply to They have

the opportunity to talk with a current employee of specific companies to learn more

about the employment experience

Each country designatesidentifies a group or groups for special notice women visible

minorities and the disabled are usual targets The Government of Canada in

articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated

groups as employment equity targets women Aboriginal people members of visible

minority groups persons with disabilities In the legislation managersrsquo responsibilities

for employment equity are stated as

bull Ensuring effective overall performance and continuous progress of the

employment equity goals within the operation

bull Achieving fostering and maintaining a representative workforce

bull Showing leadership in employment equity and demonstrating commitment to it by

ensuring that discrimination and stereotyping are not tolerated and

bull Informing and educating employees in the organisation about employment equity

and diversity

37

OUTSOURCING RECRUITMENT

OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice

being followed by middle amp large sized organizations It is being witnessed across all the

industries In India the HR processes are being outsourced from nearly a decade now

Outsourcing industry is growing at high rate

HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the

expert services of a third party ( generally professional consultants) to take care of its HR

functions while HR management can focus on the strategic dimension of their function The

functions that are typically outsourced are the functions that need expertise relevant

experience knowledge amp best methods amp practices This has given rise to outsourcing the

various HR functions of an organisation HR Consultancies such as Ma Foi and Planman

Consulting provide such services through expert professional consultants Human resources

business process outsourcing (HR BPO) is a major component of the worldwide BPO market

Performance management outsourcing involves all the performance monitoring measurement

management being outsourced from a third party or an external organisation

Many organizations have started outsourcing its recruitment process ie transferring all or

some part of its recruitment process to an external consultant providing the recruitment

services It is commonly known as RPO ie recruitment process outsourcing More and more

medium and large sized organizations are outsourcing their recruitment process right from the

entry level jobs to the C-level jobs

The present value of the recruitment process outsourcing industry (RPO) in India is estimated

to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next

couple of years According to a recent survey only 8-10 per cent of the Indian companies are

complete recruitment processes However the number of companies outsourcing their

recruitment processes is increasing at a very fast rate and so is the percentage of their total

recruitment processes being outsourced

38

Outsourcing organizations strive for providing cost saving benefits to their clients One of the

major advantages to organizations who outsource their recruitment process is that it helps to

save up to as much as 40 per cent of their recruitment costs With the experience expertise

and the economies of scale of the third party organizations are able to improve the quality of

the recruits and the speed of the whole process Also outsourcing enables the human

resource professionals of organizations to focus on the core and other HR and strategic

issues Outsourcing also gives a structured approach to the whole process of recruitment with

the ultimate power of decision making of recruiting with the organisation itself The portion of

the recruitment cycle that is outsourced range from preparing job descriptions to arranging

interviews the activities that consume almost 70 per cent of the time of the whole recruitment

process

Outsourcing the recruitment processes for a sector like BPO which faces an attrition of

almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and

focus on other issues like retention The job seekers are also availing the services of the third

parties (consultants) for accessing the latest job opportunities

In India the trend of outsourcing recruitment is also catching up fast For example Vodafone

outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)

Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to

outsource 50 per cent of its recruitment processes

ADVANTAGES OF OUTSOURCING RECRUITMENT

Traditionally recruitment is seen as the cost incurring process in an organization

HR outsoucing helps the HR professionals of the organization to concentrate on

the strategic functions of amp processes of human resource management rather

than wasting their efforts time amp money on the routine workOutsourcing the

recruitment process helps to cut the recruitment costs to 20 and also provide

economies of scale to the large sized organizatons

39

The major advantages of outsourcing recruitment performance management

are

Outsourcing is beneficial for both the corporate organisations that use the

outsourcing services as well as the consultancies that provide the service to the

corporates Apart from increasing their revenues outsourcing Process provides

business opportunities to the service providers enhancing the skill set of the

service providers and exposure to the different corporate experiences thereby

increasing their expertise

The advantages accruing to the corporate are

turning the managements focus to strategic level processes of HRM

accessibility to the expertise of the service providers

40

freedom from red tape and adhering to strict rules and regulations

optimal resource utilisation

structured and fair performance management

a satisfied and hence highly productive employees

value creation operational flexibility and competitive advantage

Therefore outsourcing helps both the organisations and the consultancies to grow

and perform better

41

OUTSOURCING PROCESS

42

MANAGING RECRUITMENT

ROI ON RECRUITMENT

Before making any investment every organisation would want to evaluate the

investment by answering the following questions in quantifiable terms

What are the costs and the corresponding and related risks on the

investment

What are the expected returns of the investment

What is the expected pay-back period of the investment

An organisation makes a tremendous amount of investment in its recruitment

processes

A lot of resources like time and money are spent on recruitment processes of an

organisation But assessing or quantifying the returns on the recruitment process

or calculating the return on investment (ROI) on recruitment is a complicated task

for an organisation Indeed it is difficult to judge the success of their recruitment

processes Instead recruitment is one activity that continues in an organisation

without anyone ever realizing its worth or measuring its impact on the

organisationrsquos business

According to a survey 38 of organisations do not prepare or produce any kind

of documents or reports on their The recruitment processes and there is no

accountability of the HR department for the costs incurred and the opportunities

missed

With the increasing strategic focus on the human resources more and more

organisations are adopting one or the other way for calculating the ROI on its

recruitments Many organisations are examining their HR functions and

43

processes and are trying to quantify their results and returns

A recruitment professional or manager can calculate and maximize the return on

investments on its organisationrsquos recruitment by

Clear definition of the results to be achieved from recruitment

Developing methods and ways measuring the results like the time ndash to ndash

hire cost-Per-Hire and effectiveness of the recruitment source etc

Estimating the costs associated with the recruitment project

Estimating the tangible and intangible benefits to the organization including

the payback period of the recruitments

Providing and ensuring proper training and development of the recruitment

professionals

Assessing the ROI on recruitments can assist an organisation to strengthen its

HR processes improving its recruitment function and to build a strategic human

resource advantage for the organisation

HR CHALLENGE IN RECRUITMENT

Recruitment is a function that requires business perspective expertise ability to

find and match the best potential candidate for the organisation diplomacy

marketing skills ( as to sell the position to the candidate) and wisdom to align the

recruitment processes for the benefit of the organizationThe HR professionals ndash

handling the recruitment function of the organization ndash are constantly facing new

CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN

RECRUITMENT for such professionals is to source or recruit the best people or

44

potential candidate for the organisation

In the last few years the job market has undergone some fundamental changes

in terms of technologies sources of recruitment competetion in the market etc In

an already saturated job market where the practices like poaching and raiding

are gaining momentum

HR professionals are constantly facing new challenges in one of their most

important function- recruitment They have to face and conquer various

challenges to find the best candidates for their organisations

The major challenges faced by the HR in recruitment are

Adaptability to globalization ndash The HR professionals are expected and

required to keep in tune with the changing times ie the changes taking

place across the globe HR should maintain the timeliness of the process

Lack of motivation ndash Recruitment is considered to be a thankless job

Even if the organisation is achieving results HR department or

professionals are not thanked for recruiting the right employees and

performers

Process analysis ndash The immediacy and speed of the recruitment process

are the main concerns of the HR in recruitment The process should be

flexible adaptive and responsive to the immediate requirements The

recruitment process should also be cost effective

Strategic prioritization ndash The emerging new systems are both an

opportunity as well as a challenge for the HR professionals Therefore

reviewing staffing needs and prioritizing the tasks to meet the changes in

the market has become a challenge for the recruitment professionals

45

INTRODUCTION

India is the third producer and consumer of fertilizer placed USA and China India being

Agro based economy is fifth largest in the world due to its fertilizer Industries These

fertilizer Industries play a vital role bringing prosperity to the country The Indian fertilizer

industry with a capacity of 121 lakh MT of nitrogen and 56 lakh MT of phosphate

nutrient is one of the largest in the world and has over the years played a significant

role in the development of agriculture in the country Fertilizer consumption in India is

among the highest in the world though we rank low in comparison to most of

developing and some of developed countries in terms of intensity of consumption

Fertilizer consumption in India has been stagnant in the last few years But with

increased focus of the government towards agricultural growth consumption levels are

expected to pick up Successful implementation of government programmes like the

Bharath Nirman programme etc which aims at an additional 10 million hectares under

irrigation could help increase fertilizer consumption in the long run

This is small introduction about fertilizer Industry

The project is given to me is ldquoRecruitment and Selection Process in CFCLrdquo Recruitment

and Selection is the part of Human resource which is the strongest part of any

organization Recruitment is the process of identifying and attracting potential

candidates from within andoutside an organization to begin evaluating them for future

employment Once candidates are identified an organization can begin the selection

processThis includes collecting measuring and evaluating information about

candidatesrsquo qualifications for specified positions Organizations use these processes to

increase the likelihood of hiring individuals who possess the right skills and abilities to

be successful at their jobs

12

AN Overview of FertilizerIndustry

13

AN OVERVIEW OF FERTILIZER INDUSTRY

Agriculture the backbone of Indian Economy still holds its relative importance for more

than a billion peoples The Government Of India from time to time has taken

considerable steps for the upliftment of Agriculture Sector

India is third largest producer and consumer of fertilizer placed after USA and China

India being an agro-based economy is the fifth largest due to its fertilizer Industries

These industries plat vital role in bringing prosperity to the country Agriculture Industry

is the only one in India that has acknowledged conformity to global standards of

performance

COMPANY PROFILE

Chambal Fertilizers and Chemicals Limited (CFCL)

Location

14

Corporate office International trade Tower 3rd Floor Block F

Nehru Place New Delhi -110019

Registered office Gadepan District Kota Rajastahn-325208

Regional Offices UTTAR PRADESH 1 Agra 2 Lucknow

PUNJAB 1 Chandigarh

HARYANA 1Hissar 2 Karnal

RAJASTHAN 1 Jaipur 2 Udaipur

GUJARAT 1 Ahmedabad

MADHYA PRADESH 1 Bhopal

Agriculture Development Laboratories Agra amp Sri Ganganagar

Products of the company

The company is in the business of producing high quality urea Its product has earned n

inevitable reputation within a short span of time its brand name ldquoUttam Veerrdquo is fast

gaining among farmer community throughout the country

The product mix of CFCL is having four products line as bellow-

FERTILIZERS PLANT PROTECTION BIOFERTILIZERS SEEDS CHEMICAL

Uttam Veer Urea Insecticides Uttam phos Uttam

soybean

15

Uttam DAP Uttam

sunflower

Single Super Monoveer Uttam

sorghum

Phosphate Endoveer Uttam

maize

Cyperveer Uttam

sudan Grass

Aceveer

Quinaveer

Uttam Neem

Weedicides Butaveer Isoveer

SEEDS - Wheat Paddy Mustered Soya been Cotton

CORPORATE SOCIAL RESPONSIBILITY

Uttam BandhanTo establish a closer brand and to provide personalized services to farmers Chambal

has started the Uttam Bandhan program a community welfare initiative Crop and

product demonstrations field demonstrations and farmer meets are conducted Farmers

are given ongoing training on specialized services that vary from crop diversification

Animal Health Care need for balanced inputs and use of bio-fertilizers Soil amp water

sampling and testing are also conducted for free Clinics set up by the Company and at

Agriculture Universities Agriculture Research Stations and Krishi Vigyan Kendras

Chambal has set up Hello Uttam Call Centres where agriculture experts respond to

farmer queries on the phone

Chambalrsquos commitment towards environment has been paramount

16

Even before the plants were put up it took on tree plantation around the proposed site

A number of roads around the plant have been lined with trees It has created a green

cover on what was a rocky wasteland and where the Gadepan complex stands today

Within the campus it has created a forest area In the village schools it takes up a

number of programmes to bring awareness on environmental issues It supports

environmental groups and government initiatives for a cleaner atmosphere

Uttam Krishi SewaksIn the Uttam Bandhan programme the crucial link between the Company and the farmer

is the Uttam Krishi Sewaks About 300 educated unemployed youth from a rural

background have been trained as Uttam Krishi Sewaks to provide best practices in

agriculture and specialized services to farmers They are self-employed and earn from

commission on the sale of specialized products Uttam Krishi Sewaks try and ensure

that the farmers follow agricultural best practices

Through proper training demonstrations expert opinion quality inputs and non-farm

income the Uttam Bandhan farmer has been a gainer in terms of not just increase in

income but also quality of life

Dissemination of InformationCrop and product demonstrations field demonstrations and farmer meets are

conducted regularly to educate farmers on latest farm practices Farmers are given

training on specialized services that vary from cultivation of medicinal and horticulture

crops vermi-culture and the use of bio-fertilisers A dedicated farmer website

uttamkrishicom farmer helpline- Hello Uttam and mailers such as lsquoChambal ki Chitthirsquo

are important channels to share information with farmers Chambal also actively

partners Government Departments Agriculture Universities Agriculture Research

Stations and Krishi Vigyan Kendrarsquos under Public Private Partnership to serve the

farmers

17

Research Research

MethodologyMethodology

18

RESEARCH METHODOLOGYIt is my pleasure that I got the opportunity to work in the CFCL as a management

trainee for a period of 45days and get to learn the operations of the organization and

there systematic amp sequential processing CFCL has witness a meteoric rise right from

its inception and has enlisted itself among top fertilizer companies of the country

Research methodology is a systematic process where collection analysis and the

interpretation of the data so collected from the survey must be interpreted

DATA SOURCES Primary data

Secondary data

PRIMARY DATAProfile of data collection as under

a Sample profile company employees which includes supervisors and workmen

b Sample size 100 employee

SECONDARY DATAa company record

b industrial directory

TITLE OF THE STUDYldquoA STUDY ON RECRUITMENT PROCESS IN CFCLrdquo

DURATION OF THE STUDY

45 Days

19

SAMPLE SIZE AND METHOD OF SELECTING SAMPLE

SAMPLINGSAMPLE - A sample is a part of the total population It can be an individual element

or a group of elements selected from the population Although it is a subset it is

representative of the population and suitable for research in term of cost convenience

and time The sample group can be selected based on a probability or a non-probability

approach A sample usually consists of various units of the population The size of

sample is sample is represented by ldquonrdquo

SAMPLE SIZEFor this management thesis I have taken sample size n as 100

Sampling is the act process or technique of selecting a representative part of a

population for the purpose of determining the characteristics of the whole population In

other words the process of selecting a sample from a population Using special

technique is called sampling

ORGANIZATIONAL GUIDE Mr AK SAXENA

(HR Manager)

AREA OF STUDY GADEPAN (Rajasthan)

OBJECTIVES OF THE PROJECT REPORT

The main objectives for doing this project are as follows

20

1) To acquire practical and theoretical knowledge about how the different department

doing work together why the HR department is important and how an organization is

going on

2) To acquire practical and theoretical knowledge about recruitment amp selection in an

organization

3) Last but not the least the overall view of HR department

LIMITATIONS OF THE STUDY This project is limited to one plant of CFCL which is based in GADEPAN(raj)

Some data was confidential and not disclosed as per the companyrsquos policy

Time limitation was the major factor for the study

21

Topic AnalysisTopic Analysis

22

RECRUITMENT ndash THE CONCEPT

Acquiring and retaining high-quality talent is critical to an organisationrsquos success As the

job market becomes increasingly competitive and the available skills grow more diverse

recruiters need to be more selective in their choices since poor recruiting decisions can

produce long-term negative effects among them high training and development costs to

minimise the incidence of poor performance and high turnover which in turn impact

staff morale the production of high quality goods and services and the retention of

organisational memory At worst the organisation can fail to achieve its objectives

thereby losing its competitive edge and its share of the market

Traditionally Public Service organisations have had little need to worry about market

share and increasing competition since they operate in a monopolistic environment But

in recent time the emphasis on New Public Management Public Sector Management

approaches has forced public organisations to pay closer attention to their service

delivery as consumers have begun to expect and demand more for their tax dollars No

longer are citizens content to grumble about poorly-produced goods and services and

the under-qualified untrained employees who provide them As societies become more

critical and litigious public service organisations must seek all possible avenues for

improving their output and providing the satisfaction their clients require and deserve

The provision of high-quality goods and services begins with the recruitment process

Recruitment is described as ldquothe set of activities and processes used to legally obtain a

sufficient number of qualified people at the right place and time so that the people and

the organisation can select each other in their own best short and long term interestsrdquo1

In other words the recruitment process provides the organisation with a pool of

potentially qualified job candidates from which judicious selection can be made to fill

vacanciesSuccessful recruitment begins with proper employment planning and

forecasting

23

In this phase of the staffing process an organisation formulates plans to fill or eliminate

future job openings based on an analysis of future needs the talent available within and

outside of the organisation and the current and anticipated resources that can be

expended to attract and retain such talent Also related to the success of a recruitment

process are the strategies an organisation is prepared to employ in order to identify and

select the best candidates for its developing pool of human resources

Organisations seeking recruits for base-level entry positions often require minimum

qualifications and experience These applicants are usually recent high school or

university technical college graduates many of whom have not yet made clear

decisions about future careers or are contemplating engaging in advanced academic

activity At the middle levels senior administrative technical and junior executive

positions are often filled internally The push for scarce high-quality talent often

recruited from external sources has usually been at the senior executive levels Most

organisations utilize both mechanisms to effect recruitment to all levels

24

PURPOSE amp IMPORTANCE OF RECRUITMENT

25

The Purpose and Importance of Recruitment are given below

Attract and encourage more and more candidates to apply in the organisation

Create a talent pool of candidates to enable the selection of best candidates for

the organisation

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 rate of selection process by decreasing number of visibly

under qualified or overqualified job applicants

Help reduce the probability that job applicants once recruited amp selected will

leave the organization only after short period of time

Meet the organizations legal amp social obligations regarding the composition of

its workforce

Increase organization amp individual effectiveness of various recruiting techniques

amp sources for all types of job candidates

FACTORS AFFECTING RECRUITMENT

The recruitment function of the organization is affected amp governed by a mix of

various internal amp external forces The internal forces or factors are the factors that can

be controlled by the organization The external factors are those factors which cannot

be controlled by the organization The internal amp external forces affecting recruitment

function of an organization are

FACTORS AFFECTING RECRUITMENT

26

THE RECRUITMENT PROCESS

Successful recruitment involves the several processes of

1 development of a policy on recruitment and retention and the systems that give

life to the policy

2 needs assessment to determine the current and future human resource

requirements of the organisation If the activity is to be effective the human

resource requirements for each job category and functional divisionunit of the

organisation must be assessed and a priority assigned

3 identification within and outside the organisation of the potential human

resource pool and the likely competition for the knowledge and skills resident

within it

4 job analysis and job evaluation to identify the individual aspects of each job and

calculate its relative worth

5 assessment of qualifications profiles drawn from job descriptions that identify

responsibilities and required skills abilities knowledge and experience

6 determination of the organizationrsquos ability to pay salaries and benefits within a

defined period

7 identification and documentation of the actual process of recruitment and

selection to ensure equity and adherence to equal opportunity and other laws

Documenting the organizationrsquos policy on recruitment the criteria to be utilized and all

the steps in the recruiting process is as necessary in the seemingly informal setting of in

house selection as it is when selection is made from external sources Documentation

satisfies the requirement of procedural transparency and leaves a trail that can easily be

followed for audit and other purposes Of special importance is documentation that is in

conformity with Freedom of Information legislation (where such legislation exists) such

as

1048707 criteria and procedures for the initial screening of applicants

1048707 criteria for generating long and short lists

27

1048707 criteria and procedures for the selection of interview panels

1048707 interview questions

1048707 interview scores and panelistsrsquo comments

1048707 results of tests (where administered)

1048707 results of reference checks

RECRUITMENT PROCESS RECRUITMENT PROCESS

28

RECRUIMENT METHODS

Recruitment may be conducted internally through the promotion and transfer of existing

personnel or through referrals by current staff members of friends and family

members

Where internal recruitment is the chosen method of filling vacancies job openings can

be advertised by job posting that is a strategy of placing notices on manual and

electronic bulletin boards in company newsletters and through office memoranda

Referrals are usually word-of-mouth advertisements that are a low-cost-per-hire way of

recruiting

Internal recruitment does not always produce the number or quality of personnel

needed in such an instance the organisation needs to recruit from external sources

either by encouraging walk-in applicants advertising vacancies in newspapers

magazines and journals and the visual andor audio media using employment

agencies to ldquohead huntrdquoadvertising on-line via the Internet or through job fairs and the

use of college recruitment

POSTING VACANCIES

As indicated earlier job posting refers to the practice of publishing an open job to

employees (often by literally posting it on bulletin boards) and listing its attributes such

as criteria of knowledge qualification skill and experience The purpose of posting

vacancies is to bring to the attention of all interested persons (inside or out of the

organisation) the jobs that are to be filled

Before posting a vacancy management needs to decide whether

1048707 it intends to retain the job in its present form and with its present title

remuneration and status

1048707 selected attributes of the job for example skill or experience will change

29

1048707 there are sufficient qualified potential applicants serving in other positions within

the organisation who may be potential candidates for that job

1048707 the existing organisational policy on recruitment is still applicable (for example

whether referrals by staff members of friends and family are still an acceptable

way of filling vacancies)

1048707 the organisations stands to benefit more in the long-term from recruiting

applicants from external sources

RECRUITING FROM INTERNAL SOURCES

There are sound reasons for recruiting from sources within the organisation

1048707 The ability of the recruit is known so it is easy to assess potential for the next

level By contrast assessments of external recruits are based on less reliable

sources such as references and relatively brief encounters such as interviews

1048707 ldquoInsidersrdquo know the organisation its strengths and weaknesses its culture and

most of all its people

1048707 Promotions from within build motivation and a sense of commitment to the

organisation Skilled and ambitious employees are more likely to become

involved in developmental activities if they believe that these activities will lead

to promotion

1048707 Internal recruitment is cheaper and quicker than advertising in various media and

interviewing ldquooutsidersrdquo Time spent in training and socialisation is also reduced

At the same time several disadvantages exist

30

1048707 Sometimes it is difficult to find the ldquorightrdquo candidate within and the organisation

may settle for an employee who possesses a less than ideal mix of competencies

1048707 If the vacancies are being caused by rapid expansion of the organisation there

may be an insufficient supply of qualified individuals above the entry level This

may result in people being promoted before they are ready or not being allowed

to stay in a position long enough to learn how to do the job well

1048707 Infighting inbreeding and a shortage of varied perspectives and interests may

reduce organisational flexibility and growth and resistance to change by those

who have an interest in maintaining the status quo may present long term

problems

RECRUITING FROM EXTERNAL SOURCES

External recruiting methods can be grouped into two classes informal and formal

Informal recruiting methods tap a smaller market than formal methods These methods

may include rehiring former employees and choosing from among those ldquowalk-inrdquo

applicants whose unsolicited reacutesumeacutes had been retained on file The use of referrals

also constitutes an informal hiring method Because they are relatively inexpensive to

use and can be implemented quickly informal recruiting methods are commonly used

for hiring clerical and other base-level recruits who are more likely than other groups to

have submitted unsolicited applications Former students who participated in internship

programmes may also be easily and cheaply accessed

Formal methods of external recruiting entail searching the labour market more widely for

candidates with no previous connection to the organisation These methods have

traditionally included newspapermagazinejournal advertising the use of employment

agencies and executive search firms and college recruitment More often now

31

jobcareer fairs and e-Recruiting are reaching the job seeker market

Of course it is possible to for an organisation to reduce the risks and high costs of

recruitment by maintaining a small cadre of full-time permanent employees and

meeting an unexpected and temporary need for staff through the use of ad hoc and

short-term contract workers who come to the position already trained

It is frequently said that the best jobs are not advertised their availability is

communicated by word of mouth Networking therefore continues to be a viable

mechanism for recruiting especially at the senior management level in certain

industriesIn many instances networking is a strategy used by the recruitment

firmsemployment agencies

ON-LINE APPLICATIONSRECRUITING ON THE INTERNET

Using the Internet is faster and cheaper than many traditional methods of recruiting

Jobs can be posted on Internet sites for a modest amount (less than in the print media)

remain there for periods of thirty or sixty days or more - at no additional cost - and are

available twenty-four hours a day Candidates can view detailed information about the

job and the organisation and then respond electronically

Most homes and workplaces are now using computerised equipment for

communication the Internet is rapidly becoming the method of choice for accessing and

sharing information First-time job seekers are now more likely to search websites for

job postings than to peruse newspapers magazines and journals The prevalence of

advertising has made it easier

The Internet speeds up the hiring process in three basis stages

1048707 Faster posting of jobs

o The wait for a suitable date and a prominent place in the print media is

eliminated The time lag that exists between the submission of

32

information to the media house and its appearance in print disappears On

the internet the advertisement appears immediately and can be kept alive

for as long as the recruiter requires it

1048707 Faster applicant response

1048707 Faster processing of reacutesumeacutes

Companies that are likely to advertise on-line usually have a website that allows

potential candidates to learn about the company before deciding whether to apply thus

lowering the incidence time-wasting through the submission of unsuitable applications

The website can be used as a tool to encourage potential job seekers to build an

interest in joining the organization Internet Recruiting Power Opportunities and

Effectiveness CareerJournalcom Taken from Job websites offer unlimited space

which can be used by management to sell the organization The site can then be used

not only to post vacancies but also to publicise the organisation That will allow

candidates to become more familiar with the company know what skills the company is

looking for and get to know about its culture Most importantly the system will provide a

proper path to securing quick responses to job openings On-line recruiting facilitates

the decentralisation of the hiring function by making it possible for other groups in the

organisation to take responsibility for part of the function

Internet recruiting is not all positive though there are drawbacks for unwary users

1048707 Some applicants still place great value on face-to-face interactions in the hiring

process Such applicants are likely to ignore jobs posted impersonally on-line

1048707 Companies are overwhelmed by the volume of reacutesumeacutes posted on the Internet

This can in fact lengthen the short-listing process If the screening process is not

well done the quantity of applicationsreacutesumeacutes logged-on may be more of a

hindrance to the process that an aid to selection

33

1048707 Job seekers who demand confidentiality in the recruitment process may be

reluctant to use the Internet as a job search mechanism

For effectiveness in the use of the strategy of e-Recruiting companies are advised to

1048707 use specialised Job Sites that cater to specific industries

1048707 thoroughly assess the service level provided by Job Sites to ensure that they

maintain the level they claim to provide

1048707 enhance the Corporate Web Site as a tool to encourage potential job seekers to

become interested in joining the company

1048707 take advantage of the fact that Internet job advertisements have no space

limitations so recruiters can use longer job descriptions to fully describe the

company job requirements and working conditions offered

1048707 use valid Search Engines that will sort candidates effectively but will not

discriminate against any persons or groups

1048707 create attention-grabbing newspaper advertisements that prompt people to visit

the companyrsquos website They will then see all vacancies that are advertised

1048707 encourage employees to e-mail job advertisements to friends

1048707 design and implement a successful e-Recruitment strategy

COLLEGE RECRUITMENT

College recruiting ndash sending an employerrsquos representatives to college campuses to

prescreen applicants and create an applicant pool from that collegersquos graduating class ndash

34

is an important source of management trainees promotable [entry-level] candidates

and professional and technical employees To get the best out of this hiring strategy the

organisation and its career opportunities must be made to stand out Human resource

professionals are aware that few college students and potential graduates know where

their careers will take them over the next fifteen to twenty years Therefore many of the

criteria used by students to select the first job may be quite arbitrary The organisation

that will succeed then is one can show how the work it offers meets studentsrsquo needs

for skill enhancement rewarding opportunities personal satisfaction flexibility and

compensation

Two major advantages of this strategy are the cost (which is higher than word-of-mouth

recruiting but lower than advertising in the media or using an employment agency) and

the convenience (since many candidates can be interviewed in a short time in the

same location with space and administrative support provided by the college itself)

Unfortunately suitable candidates become available only at certain times of the year

which may not always suit the needs of the hiring organisation Another major

disadvantage of college recruiting is the lack of experience and the inflated expectations

of new graduates and the cost of hiring graduates for entry-level positions that may not

require a college degree

College recruitment also offers opportunities for internships These programmes may

provide the organisations with quality employees at low cost per hire Some interns are

hired at low cost (perhaps minimum wage) and are offered work experience Interns are

able to hone business skills check out potential employers and learn more about

employersrsquo likes and dislikes before making final career choices Some of the better

interns are recruited after graduation

College recruitment is relatively expensive and time consuming for the recruiting

company The process involves screening the candidate that is determining whether

heshe is worthy of further consideration and marketing the company as a preferred

place of employment

35

An alternate strategy for college recruitment is the career planning workshop These

activities are usually (but not exclusively) associated with adolescent school leavers

They do not immediately produce ready candidates for the job market but provide the

opportunity for an organisation to present itself as an employer worthy of consideration

Co-ordinators of career planning workshops co-opt professionals and organisations to

present career options to potential school leavers in a controlled setting so as to lay out

the range of possibilities to young job seekers Career planning workshops are used

mainly as information-giving tools which the school leaver can use to make informed

career choices Some organisations use the workshops as a base for internships

Recruiters may not be employees of the company but paid professionals who have

been trained to perform the function

JOB FAIRSThe concept of a job fair is to bring those interested in finding a job into those

companies who are searching for applicants Job fairs are open fora at which employers

can exhibit the best their companies have to offer so that job seekers can make

informed choices They are considered one of the most effective ways for job seekers to

land jobs

At the job fair employers have a large pool of candidates on which to draw while job

seekers have the opportunity to shop around for dozens ndash sometimes hundreds ndash of

employers all in one place

Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an

interview employers are still on the look out for qualified potential employees who have

interest dedication and initiative

MAINTAINING EQUITY IN THE RECRUITMENT PROCESS

It is often difficult to ensure and maintain fairnessequity in the recruitment process

36

although in every jurisdiction there are laws that protect individuals and vulnerable

groups from the negative impact of discriminatory practices Where necessary systems

detailed procedures and processes exist or must be established to minimise

discrimination

The usual format of job fairs is to have several companies set up information stations at

an expo with at least one representative of the company present to provide information

The fairs usually have a common theme or are specific to a certain field or area of

interest Interested individuals browse through the information provided by each

company and then decide which company if any they would like to apply to They have

the opportunity to talk with a current employee of specific companies to learn more

about the employment experience

Each country designatesidentifies a group or groups for special notice women visible

minorities and the disabled are usual targets The Government of Canada in

articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated

groups as employment equity targets women Aboriginal people members of visible

minority groups persons with disabilities In the legislation managersrsquo responsibilities

for employment equity are stated as

bull Ensuring effective overall performance and continuous progress of the

employment equity goals within the operation

bull Achieving fostering and maintaining a representative workforce

bull Showing leadership in employment equity and demonstrating commitment to it by

ensuring that discrimination and stereotyping are not tolerated and

bull Informing and educating employees in the organisation about employment equity

and diversity

37

OUTSOURCING RECRUITMENT

OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice

being followed by middle amp large sized organizations It is being witnessed across all the

industries In India the HR processes are being outsourced from nearly a decade now

Outsourcing industry is growing at high rate

HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the

expert services of a third party ( generally professional consultants) to take care of its HR

functions while HR management can focus on the strategic dimension of their function The

functions that are typically outsourced are the functions that need expertise relevant

experience knowledge amp best methods amp practices This has given rise to outsourcing the

various HR functions of an organisation HR Consultancies such as Ma Foi and Planman

Consulting provide such services through expert professional consultants Human resources

business process outsourcing (HR BPO) is a major component of the worldwide BPO market

Performance management outsourcing involves all the performance monitoring measurement

management being outsourced from a third party or an external organisation

Many organizations have started outsourcing its recruitment process ie transferring all or

some part of its recruitment process to an external consultant providing the recruitment

services It is commonly known as RPO ie recruitment process outsourcing More and more

medium and large sized organizations are outsourcing their recruitment process right from the

entry level jobs to the C-level jobs

The present value of the recruitment process outsourcing industry (RPO) in India is estimated

to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next

couple of years According to a recent survey only 8-10 per cent of the Indian companies are

complete recruitment processes However the number of companies outsourcing their

recruitment processes is increasing at a very fast rate and so is the percentage of their total

recruitment processes being outsourced

38

Outsourcing organizations strive for providing cost saving benefits to their clients One of the

major advantages to organizations who outsource their recruitment process is that it helps to

save up to as much as 40 per cent of their recruitment costs With the experience expertise

and the economies of scale of the third party organizations are able to improve the quality of

the recruits and the speed of the whole process Also outsourcing enables the human

resource professionals of organizations to focus on the core and other HR and strategic

issues Outsourcing also gives a structured approach to the whole process of recruitment with

the ultimate power of decision making of recruiting with the organisation itself The portion of

the recruitment cycle that is outsourced range from preparing job descriptions to arranging

interviews the activities that consume almost 70 per cent of the time of the whole recruitment

process

Outsourcing the recruitment processes for a sector like BPO which faces an attrition of

almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and

focus on other issues like retention The job seekers are also availing the services of the third

parties (consultants) for accessing the latest job opportunities

In India the trend of outsourcing recruitment is also catching up fast For example Vodafone

outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)

Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to

outsource 50 per cent of its recruitment processes

ADVANTAGES OF OUTSOURCING RECRUITMENT

Traditionally recruitment is seen as the cost incurring process in an organization

HR outsoucing helps the HR professionals of the organization to concentrate on

the strategic functions of amp processes of human resource management rather

than wasting their efforts time amp money on the routine workOutsourcing the

recruitment process helps to cut the recruitment costs to 20 and also provide

economies of scale to the large sized organizatons

39

The major advantages of outsourcing recruitment performance management

are

Outsourcing is beneficial for both the corporate organisations that use the

outsourcing services as well as the consultancies that provide the service to the

corporates Apart from increasing their revenues outsourcing Process provides

business opportunities to the service providers enhancing the skill set of the

service providers and exposure to the different corporate experiences thereby

increasing their expertise

The advantages accruing to the corporate are

turning the managements focus to strategic level processes of HRM

accessibility to the expertise of the service providers

40

freedom from red tape and adhering to strict rules and regulations

optimal resource utilisation

structured and fair performance management

a satisfied and hence highly productive employees

value creation operational flexibility and competitive advantage

Therefore outsourcing helps both the organisations and the consultancies to grow

and perform better

41

OUTSOURCING PROCESS

42

MANAGING RECRUITMENT

ROI ON RECRUITMENT

Before making any investment every organisation would want to evaluate the

investment by answering the following questions in quantifiable terms

What are the costs and the corresponding and related risks on the

investment

What are the expected returns of the investment

What is the expected pay-back period of the investment

An organisation makes a tremendous amount of investment in its recruitment

processes

A lot of resources like time and money are spent on recruitment processes of an

organisation But assessing or quantifying the returns on the recruitment process

or calculating the return on investment (ROI) on recruitment is a complicated task

for an organisation Indeed it is difficult to judge the success of their recruitment

processes Instead recruitment is one activity that continues in an organisation

without anyone ever realizing its worth or measuring its impact on the

organisationrsquos business

According to a survey 38 of organisations do not prepare or produce any kind

of documents or reports on their The recruitment processes and there is no

accountability of the HR department for the costs incurred and the opportunities

missed

With the increasing strategic focus on the human resources more and more

organisations are adopting one or the other way for calculating the ROI on its

recruitments Many organisations are examining their HR functions and

43

processes and are trying to quantify their results and returns

A recruitment professional or manager can calculate and maximize the return on

investments on its organisationrsquos recruitment by

Clear definition of the results to be achieved from recruitment

Developing methods and ways measuring the results like the time ndash to ndash

hire cost-Per-Hire and effectiveness of the recruitment source etc

Estimating the costs associated with the recruitment project

Estimating the tangible and intangible benefits to the organization including

the payback period of the recruitments

Providing and ensuring proper training and development of the recruitment

professionals

Assessing the ROI on recruitments can assist an organisation to strengthen its

HR processes improving its recruitment function and to build a strategic human

resource advantage for the organisation

HR CHALLENGE IN RECRUITMENT

Recruitment is a function that requires business perspective expertise ability to

find and match the best potential candidate for the organisation diplomacy

marketing skills ( as to sell the position to the candidate) and wisdom to align the

recruitment processes for the benefit of the organizationThe HR professionals ndash

handling the recruitment function of the organization ndash are constantly facing new

CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN

RECRUITMENT for such professionals is to source or recruit the best people or

44

potential candidate for the organisation

In the last few years the job market has undergone some fundamental changes

in terms of technologies sources of recruitment competetion in the market etc In

an already saturated job market where the practices like poaching and raiding

are gaining momentum

HR professionals are constantly facing new challenges in one of their most

important function- recruitment They have to face and conquer various

challenges to find the best candidates for their organisations

The major challenges faced by the HR in recruitment are

Adaptability to globalization ndash The HR professionals are expected and

required to keep in tune with the changing times ie the changes taking

place across the globe HR should maintain the timeliness of the process

Lack of motivation ndash Recruitment is considered to be a thankless job

Even if the organisation is achieving results HR department or

professionals are not thanked for recruiting the right employees and

performers

Process analysis ndash The immediacy and speed of the recruitment process

are the main concerns of the HR in recruitment The process should be

flexible adaptive and responsive to the immediate requirements The

recruitment process should also be cost effective

Strategic prioritization ndash The emerging new systems are both an

opportunity as well as a challenge for the HR professionals Therefore

reviewing staffing needs and prioritizing the tasks to meet the changes in

the market has become a challenge for the recruitment professionals

45

AN Overview of FertilizerIndustry

13

AN OVERVIEW OF FERTILIZER INDUSTRY

Agriculture the backbone of Indian Economy still holds its relative importance for more

than a billion peoples The Government Of India from time to time has taken

considerable steps for the upliftment of Agriculture Sector

India is third largest producer and consumer of fertilizer placed after USA and China

India being an agro-based economy is the fifth largest due to its fertilizer Industries

These industries plat vital role in bringing prosperity to the country Agriculture Industry

is the only one in India that has acknowledged conformity to global standards of

performance

COMPANY PROFILE

Chambal Fertilizers and Chemicals Limited (CFCL)

Location

14

Corporate office International trade Tower 3rd Floor Block F

Nehru Place New Delhi -110019

Registered office Gadepan District Kota Rajastahn-325208

Regional Offices UTTAR PRADESH 1 Agra 2 Lucknow

PUNJAB 1 Chandigarh

HARYANA 1Hissar 2 Karnal

RAJASTHAN 1 Jaipur 2 Udaipur

GUJARAT 1 Ahmedabad

MADHYA PRADESH 1 Bhopal

Agriculture Development Laboratories Agra amp Sri Ganganagar

Products of the company

The company is in the business of producing high quality urea Its product has earned n

inevitable reputation within a short span of time its brand name ldquoUttam Veerrdquo is fast

gaining among farmer community throughout the country

The product mix of CFCL is having four products line as bellow-

FERTILIZERS PLANT PROTECTION BIOFERTILIZERS SEEDS CHEMICAL

Uttam Veer Urea Insecticides Uttam phos Uttam

soybean

15

Uttam DAP Uttam

sunflower

Single Super Monoveer Uttam

sorghum

Phosphate Endoveer Uttam

maize

Cyperveer Uttam

sudan Grass

Aceveer

Quinaveer

Uttam Neem

Weedicides Butaveer Isoveer

SEEDS - Wheat Paddy Mustered Soya been Cotton

CORPORATE SOCIAL RESPONSIBILITY

Uttam BandhanTo establish a closer brand and to provide personalized services to farmers Chambal

has started the Uttam Bandhan program a community welfare initiative Crop and

product demonstrations field demonstrations and farmer meets are conducted Farmers

are given ongoing training on specialized services that vary from crop diversification

Animal Health Care need for balanced inputs and use of bio-fertilizers Soil amp water

sampling and testing are also conducted for free Clinics set up by the Company and at

Agriculture Universities Agriculture Research Stations and Krishi Vigyan Kendras

Chambal has set up Hello Uttam Call Centres where agriculture experts respond to

farmer queries on the phone

Chambalrsquos commitment towards environment has been paramount

16

Even before the plants were put up it took on tree plantation around the proposed site

A number of roads around the plant have been lined with trees It has created a green

cover on what was a rocky wasteland and where the Gadepan complex stands today

Within the campus it has created a forest area In the village schools it takes up a

number of programmes to bring awareness on environmental issues It supports

environmental groups and government initiatives for a cleaner atmosphere

Uttam Krishi SewaksIn the Uttam Bandhan programme the crucial link between the Company and the farmer

is the Uttam Krishi Sewaks About 300 educated unemployed youth from a rural

background have been trained as Uttam Krishi Sewaks to provide best practices in

agriculture and specialized services to farmers They are self-employed and earn from

commission on the sale of specialized products Uttam Krishi Sewaks try and ensure

that the farmers follow agricultural best practices

Through proper training demonstrations expert opinion quality inputs and non-farm

income the Uttam Bandhan farmer has been a gainer in terms of not just increase in

income but also quality of life

Dissemination of InformationCrop and product demonstrations field demonstrations and farmer meets are

conducted regularly to educate farmers on latest farm practices Farmers are given

training on specialized services that vary from cultivation of medicinal and horticulture

crops vermi-culture and the use of bio-fertilisers A dedicated farmer website

uttamkrishicom farmer helpline- Hello Uttam and mailers such as lsquoChambal ki Chitthirsquo

are important channels to share information with farmers Chambal also actively

partners Government Departments Agriculture Universities Agriculture Research

Stations and Krishi Vigyan Kendrarsquos under Public Private Partnership to serve the

farmers

17

Research Research

MethodologyMethodology

18

RESEARCH METHODOLOGYIt is my pleasure that I got the opportunity to work in the CFCL as a management

trainee for a period of 45days and get to learn the operations of the organization and

there systematic amp sequential processing CFCL has witness a meteoric rise right from

its inception and has enlisted itself among top fertilizer companies of the country

Research methodology is a systematic process where collection analysis and the

interpretation of the data so collected from the survey must be interpreted

DATA SOURCES Primary data

Secondary data

PRIMARY DATAProfile of data collection as under

a Sample profile company employees which includes supervisors and workmen

b Sample size 100 employee

SECONDARY DATAa company record

b industrial directory

TITLE OF THE STUDYldquoA STUDY ON RECRUITMENT PROCESS IN CFCLrdquo

DURATION OF THE STUDY

45 Days

19

SAMPLE SIZE AND METHOD OF SELECTING SAMPLE

SAMPLINGSAMPLE - A sample is a part of the total population It can be an individual element

or a group of elements selected from the population Although it is a subset it is

representative of the population and suitable for research in term of cost convenience

and time The sample group can be selected based on a probability or a non-probability

approach A sample usually consists of various units of the population The size of

sample is sample is represented by ldquonrdquo

SAMPLE SIZEFor this management thesis I have taken sample size n as 100

Sampling is the act process or technique of selecting a representative part of a

population for the purpose of determining the characteristics of the whole population In

other words the process of selecting a sample from a population Using special

technique is called sampling

ORGANIZATIONAL GUIDE Mr AK SAXENA

(HR Manager)

AREA OF STUDY GADEPAN (Rajasthan)

OBJECTIVES OF THE PROJECT REPORT

The main objectives for doing this project are as follows

20

1) To acquire practical and theoretical knowledge about how the different department

doing work together why the HR department is important and how an organization is

going on

2) To acquire practical and theoretical knowledge about recruitment amp selection in an

organization

3) Last but not the least the overall view of HR department

LIMITATIONS OF THE STUDY This project is limited to one plant of CFCL which is based in GADEPAN(raj)

Some data was confidential and not disclosed as per the companyrsquos policy

Time limitation was the major factor for the study

21

Topic AnalysisTopic Analysis

22

RECRUITMENT ndash THE CONCEPT

Acquiring and retaining high-quality talent is critical to an organisationrsquos success As the

job market becomes increasingly competitive and the available skills grow more diverse

recruiters need to be more selective in their choices since poor recruiting decisions can

produce long-term negative effects among them high training and development costs to

minimise the incidence of poor performance and high turnover which in turn impact

staff morale the production of high quality goods and services and the retention of

organisational memory At worst the organisation can fail to achieve its objectives

thereby losing its competitive edge and its share of the market

Traditionally Public Service organisations have had little need to worry about market

share and increasing competition since they operate in a monopolistic environment But

in recent time the emphasis on New Public Management Public Sector Management

approaches has forced public organisations to pay closer attention to their service

delivery as consumers have begun to expect and demand more for their tax dollars No

longer are citizens content to grumble about poorly-produced goods and services and

the under-qualified untrained employees who provide them As societies become more

critical and litigious public service organisations must seek all possible avenues for

improving their output and providing the satisfaction their clients require and deserve

The provision of high-quality goods and services begins with the recruitment process

Recruitment is described as ldquothe set of activities and processes used to legally obtain a

sufficient number of qualified people at the right place and time so that the people and

the organisation can select each other in their own best short and long term interestsrdquo1

In other words the recruitment process provides the organisation with a pool of

potentially qualified job candidates from which judicious selection can be made to fill

vacanciesSuccessful recruitment begins with proper employment planning and

forecasting

23

In this phase of the staffing process an organisation formulates plans to fill or eliminate

future job openings based on an analysis of future needs the talent available within and

outside of the organisation and the current and anticipated resources that can be

expended to attract and retain such talent Also related to the success of a recruitment

process are the strategies an organisation is prepared to employ in order to identify and

select the best candidates for its developing pool of human resources

Organisations seeking recruits for base-level entry positions often require minimum

qualifications and experience These applicants are usually recent high school or

university technical college graduates many of whom have not yet made clear

decisions about future careers or are contemplating engaging in advanced academic

activity At the middle levels senior administrative technical and junior executive

positions are often filled internally The push for scarce high-quality talent often

recruited from external sources has usually been at the senior executive levels Most

organisations utilize both mechanisms to effect recruitment to all levels

24

PURPOSE amp IMPORTANCE OF RECRUITMENT

25

The Purpose and Importance of Recruitment are given below

Attract and encourage more and more candidates to apply in the organisation

Create a talent pool of candidates to enable the selection of best candidates for

the organisation

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 rate of selection process by decreasing number of visibly

under qualified or overqualified job applicants

Help reduce the probability that job applicants once recruited amp selected will

leave the organization only after short period of time

Meet the organizations legal amp social obligations regarding the composition of

its workforce

Increase organization amp individual effectiveness of various recruiting techniques

amp sources for all types of job candidates

FACTORS AFFECTING RECRUITMENT

The recruitment function of the organization is affected amp governed by a mix of

various internal amp external forces The internal forces or factors are the factors that can

be controlled by the organization The external factors are those factors which cannot

be controlled by the organization The internal amp external forces affecting recruitment

function of an organization are

FACTORS AFFECTING RECRUITMENT

26

THE RECRUITMENT PROCESS

Successful recruitment involves the several processes of

1 development of a policy on recruitment and retention and the systems that give

life to the policy

2 needs assessment to determine the current and future human resource

requirements of the organisation If the activity is to be effective the human

resource requirements for each job category and functional divisionunit of the

organisation must be assessed and a priority assigned

3 identification within and outside the organisation of the potential human

resource pool and the likely competition for the knowledge and skills resident

within it

4 job analysis and job evaluation to identify the individual aspects of each job and

calculate its relative worth

5 assessment of qualifications profiles drawn from job descriptions that identify

responsibilities and required skills abilities knowledge and experience

6 determination of the organizationrsquos ability to pay salaries and benefits within a

defined period

7 identification and documentation of the actual process of recruitment and

selection to ensure equity and adherence to equal opportunity and other laws

Documenting the organizationrsquos policy on recruitment the criteria to be utilized and all

the steps in the recruiting process is as necessary in the seemingly informal setting of in

house selection as it is when selection is made from external sources Documentation

satisfies the requirement of procedural transparency and leaves a trail that can easily be

followed for audit and other purposes Of special importance is documentation that is in

conformity with Freedom of Information legislation (where such legislation exists) such

as

1048707 criteria and procedures for the initial screening of applicants

1048707 criteria for generating long and short lists

27

1048707 criteria and procedures for the selection of interview panels

1048707 interview questions

1048707 interview scores and panelistsrsquo comments

1048707 results of tests (where administered)

1048707 results of reference checks

RECRUITMENT PROCESS RECRUITMENT PROCESS

28

RECRUIMENT METHODS

Recruitment may be conducted internally through the promotion and transfer of existing

personnel or through referrals by current staff members of friends and family

members

Where internal recruitment is the chosen method of filling vacancies job openings can

be advertised by job posting that is a strategy of placing notices on manual and

electronic bulletin boards in company newsletters and through office memoranda

Referrals are usually word-of-mouth advertisements that are a low-cost-per-hire way of

recruiting

Internal recruitment does not always produce the number or quality of personnel

needed in such an instance the organisation needs to recruit from external sources

either by encouraging walk-in applicants advertising vacancies in newspapers

magazines and journals and the visual andor audio media using employment

agencies to ldquohead huntrdquoadvertising on-line via the Internet or through job fairs and the

use of college recruitment

POSTING VACANCIES

As indicated earlier job posting refers to the practice of publishing an open job to

employees (often by literally posting it on bulletin boards) and listing its attributes such

as criteria of knowledge qualification skill and experience The purpose of posting

vacancies is to bring to the attention of all interested persons (inside or out of the

organisation) the jobs that are to be filled

Before posting a vacancy management needs to decide whether

1048707 it intends to retain the job in its present form and with its present title

remuneration and status

1048707 selected attributes of the job for example skill or experience will change

29

1048707 there are sufficient qualified potential applicants serving in other positions within

the organisation who may be potential candidates for that job

1048707 the existing organisational policy on recruitment is still applicable (for example

whether referrals by staff members of friends and family are still an acceptable

way of filling vacancies)

1048707 the organisations stands to benefit more in the long-term from recruiting

applicants from external sources

RECRUITING FROM INTERNAL SOURCES

There are sound reasons for recruiting from sources within the organisation

1048707 The ability of the recruit is known so it is easy to assess potential for the next

level By contrast assessments of external recruits are based on less reliable

sources such as references and relatively brief encounters such as interviews

1048707 ldquoInsidersrdquo know the organisation its strengths and weaknesses its culture and

most of all its people

1048707 Promotions from within build motivation and a sense of commitment to the

organisation Skilled and ambitious employees are more likely to become

involved in developmental activities if they believe that these activities will lead

to promotion

1048707 Internal recruitment is cheaper and quicker than advertising in various media and

interviewing ldquooutsidersrdquo Time spent in training and socialisation is also reduced

At the same time several disadvantages exist

30

1048707 Sometimes it is difficult to find the ldquorightrdquo candidate within and the organisation

may settle for an employee who possesses a less than ideal mix of competencies

1048707 If the vacancies are being caused by rapid expansion of the organisation there

may be an insufficient supply of qualified individuals above the entry level This

may result in people being promoted before they are ready or not being allowed

to stay in a position long enough to learn how to do the job well

1048707 Infighting inbreeding and a shortage of varied perspectives and interests may

reduce organisational flexibility and growth and resistance to change by those

who have an interest in maintaining the status quo may present long term

problems

RECRUITING FROM EXTERNAL SOURCES

External recruiting methods can be grouped into two classes informal and formal

Informal recruiting methods tap a smaller market than formal methods These methods

may include rehiring former employees and choosing from among those ldquowalk-inrdquo

applicants whose unsolicited reacutesumeacutes had been retained on file The use of referrals

also constitutes an informal hiring method Because they are relatively inexpensive to

use and can be implemented quickly informal recruiting methods are commonly used

for hiring clerical and other base-level recruits who are more likely than other groups to

have submitted unsolicited applications Former students who participated in internship

programmes may also be easily and cheaply accessed

Formal methods of external recruiting entail searching the labour market more widely for

candidates with no previous connection to the organisation These methods have

traditionally included newspapermagazinejournal advertising the use of employment

agencies and executive search firms and college recruitment More often now

31

jobcareer fairs and e-Recruiting are reaching the job seeker market

Of course it is possible to for an organisation to reduce the risks and high costs of

recruitment by maintaining a small cadre of full-time permanent employees and

meeting an unexpected and temporary need for staff through the use of ad hoc and

short-term contract workers who come to the position already trained

It is frequently said that the best jobs are not advertised their availability is

communicated by word of mouth Networking therefore continues to be a viable

mechanism for recruiting especially at the senior management level in certain

industriesIn many instances networking is a strategy used by the recruitment

firmsemployment agencies

ON-LINE APPLICATIONSRECRUITING ON THE INTERNET

Using the Internet is faster and cheaper than many traditional methods of recruiting

Jobs can be posted on Internet sites for a modest amount (less than in the print media)

remain there for periods of thirty or sixty days or more - at no additional cost - and are

available twenty-four hours a day Candidates can view detailed information about the

job and the organisation and then respond electronically

Most homes and workplaces are now using computerised equipment for

communication the Internet is rapidly becoming the method of choice for accessing and

sharing information First-time job seekers are now more likely to search websites for

job postings than to peruse newspapers magazines and journals The prevalence of

advertising has made it easier

The Internet speeds up the hiring process in three basis stages

1048707 Faster posting of jobs

o The wait for a suitable date and a prominent place in the print media is

eliminated The time lag that exists between the submission of

32

information to the media house and its appearance in print disappears On

the internet the advertisement appears immediately and can be kept alive

for as long as the recruiter requires it

1048707 Faster applicant response

1048707 Faster processing of reacutesumeacutes

Companies that are likely to advertise on-line usually have a website that allows

potential candidates to learn about the company before deciding whether to apply thus

lowering the incidence time-wasting through the submission of unsuitable applications

The website can be used as a tool to encourage potential job seekers to build an

interest in joining the organization Internet Recruiting Power Opportunities and

Effectiveness CareerJournalcom Taken from Job websites offer unlimited space

which can be used by management to sell the organization The site can then be used

not only to post vacancies but also to publicise the organisation That will allow

candidates to become more familiar with the company know what skills the company is

looking for and get to know about its culture Most importantly the system will provide a

proper path to securing quick responses to job openings On-line recruiting facilitates

the decentralisation of the hiring function by making it possible for other groups in the

organisation to take responsibility for part of the function

Internet recruiting is not all positive though there are drawbacks for unwary users

1048707 Some applicants still place great value on face-to-face interactions in the hiring

process Such applicants are likely to ignore jobs posted impersonally on-line

1048707 Companies are overwhelmed by the volume of reacutesumeacutes posted on the Internet

This can in fact lengthen the short-listing process If the screening process is not

well done the quantity of applicationsreacutesumeacutes logged-on may be more of a

hindrance to the process that an aid to selection

33

1048707 Job seekers who demand confidentiality in the recruitment process may be

reluctant to use the Internet as a job search mechanism

For effectiveness in the use of the strategy of e-Recruiting companies are advised to

1048707 use specialised Job Sites that cater to specific industries

1048707 thoroughly assess the service level provided by Job Sites to ensure that they

maintain the level they claim to provide

1048707 enhance the Corporate Web Site as a tool to encourage potential job seekers to

become interested in joining the company

1048707 take advantage of the fact that Internet job advertisements have no space

limitations so recruiters can use longer job descriptions to fully describe the

company job requirements and working conditions offered

1048707 use valid Search Engines that will sort candidates effectively but will not

discriminate against any persons or groups

1048707 create attention-grabbing newspaper advertisements that prompt people to visit

the companyrsquos website They will then see all vacancies that are advertised

1048707 encourage employees to e-mail job advertisements to friends

1048707 design and implement a successful e-Recruitment strategy

COLLEGE RECRUITMENT

College recruiting ndash sending an employerrsquos representatives to college campuses to

prescreen applicants and create an applicant pool from that collegersquos graduating class ndash

34

is an important source of management trainees promotable [entry-level] candidates

and professional and technical employees To get the best out of this hiring strategy the

organisation and its career opportunities must be made to stand out Human resource

professionals are aware that few college students and potential graduates know where

their careers will take them over the next fifteen to twenty years Therefore many of the

criteria used by students to select the first job may be quite arbitrary The organisation

that will succeed then is one can show how the work it offers meets studentsrsquo needs

for skill enhancement rewarding opportunities personal satisfaction flexibility and

compensation

Two major advantages of this strategy are the cost (which is higher than word-of-mouth

recruiting but lower than advertising in the media or using an employment agency) and

the convenience (since many candidates can be interviewed in a short time in the

same location with space and administrative support provided by the college itself)

Unfortunately suitable candidates become available only at certain times of the year

which may not always suit the needs of the hiring organisation Another major

disadvantage of college recruiting is the lack of experience and the inflated expectations

of new graduates and the cost of hiring graduates for entry-level positions that may not

require a college degree

College recruitment also offers opportunities for internships These programmes may

provide the organisations with quality employees at low cost per hire Some interns are

hired at low cost (perhaps minimum wage) and are offered work experience Interns are

able to hone business skills check out potential employers and learn more about

employersrsquo likes and dislikes before making final career choices Some of the better

interns are recruited after graduation

College recruitment is relatively expensive and time consuming for the recruiting

company The process involves screening the candidate that is determining whether

heshe is worthy of further consideration and marketing the company as a preferred

place of employment

35

An alternate strategy for college recruitment is the career planning workshop These

activities are usually (but not exclusively) associated with adolescent school leavers

They do not immediately produce ready candidates for the job market but provide the

opportunity for an organisation to present itself as an employer worthy of consideration

Co-ordinators of career planning workshops co-opt professionals and organisations to

present career options to potential school leavers in a controlled setting so as to lay out

the range of possibilities to young job seekers Career planning workshops are used

mainly as information-giving tools which the school leaver can use to make informed

career choices Some organisations use the workshops as a base for internships

Recruiters may not be employees of the company but paid professionals who have

been trained to perform the function

JOB FAIRSThe concept of a job fair is to bring those interested in finding a job into those

companies who are searching for applicants Job fairs are open fora at which employers

can exhibit the best their companies have to offer so that job seekers can make

informed choices They are considered one of the most effective ways for job seekers to

land jobs

At the job fair employers have a large pool of candidates on which to draw while job

seekers have the opportunity to shop around for dozens ndash sometimes hundreds ndash of

employers all in one place

Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an

interview employers are still on the look out for qualified potential employees who have

interest dedication and initiative

MAINTAINING EQUITY IN THE RECRUITMENT PROCESS

It is often difficult to ensure and maintain fairnessequity in the recruitment process

36

although in every jurisdiction there are laws that protect individuals and vulnerable

groups from the negative impact of discriminatory practices Where necessary systems

detailed procedures and processes exist or must be established to minimise

discrimination

The usual format of job fairs is to have several companies set up information stations at

an expo with at least one representative of the company present to provide information

The fairs usually have a common theme or are specific to a certain field or area of

interest Interested individuals browse through the information provided by each

company and then decide which company if any they would like to apply to They have

the opportunity to talk with a current employee of specific companies to learn more

about the employment experience

Each country designatesidentifies a group or groups for special notice women visible

minorities and the disabled are usual targets The Government of Canada in

articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated

groups as employment equity targets women Aboriginal people members of visible

minority groups persons with disabilities In the legislation managersrsquo responsibilities

for employment equity are stated as

bull Ensuring effective overall performance and continuous progress of the

employment equity goals within the operation

bull Achieving fostering and maintaining a representative workforce

bull Showing leadership in employment equity and demonstrating commitment to it by

ensuring that discrimination and stereotyping are not tolerated and

bull Informing and educating employees in the organisation about employment equity

and diversity

37

OUTSOURCING RECRUITMENT

OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice

being followed by middle amp large sized organizations It is being witnessed across all the

industries In India the HR processes are being outsourced from nearly a decade now

Outsourcing industry is growing at high rate

HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the

expert services of a third party ( generally professional consultants) to take care of its HR

functions while HR management can focus on the strategic dimension of their function The

functions that are typically outsourced are the functions that need expertise relevant

experience knowledge amp best methods amp practices This has given rise to outsourcing the

various HR functions of an organisation HR Consultancies such as Ma Foi and Planman

Consulting provide such services through expert professional consultants Human resources

business process outsourcing (HR BPO) is a major component of the worldwide BPO market

Performance management outsourcing involves all the performance monitoring measurement

management being outsourced from a third party or an external organisation

Many organizations have started outsourcing its recruitment process ie transferring all or

some part of its recruitment process to an external consultant providing the recruitment

services It is commonly known as RPO ie recruitment process outsourcing More and more

medium and large sized organizations are outsourcing their recruitment process right from the

entry level jobs to the C-level jobs

The present value of the recruitment process outsourcing industry (RPO) in India is estimated

to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next

couple of years According to a recent survey only 8-10 per cent of the Indian companies are

complete recruitment processes However the number of companies outsourcing their

recruitment processes is increasing at a very fast rate and so is the percentage of their total

recruitment processes being outsourced

38

Outsourcing organizations strive for providing cost saving benefits to their clients One of the

major advantages to organizations who outsource their recruitment process is that it helps to

save up to as much as 40 per cent of their recruitment costs With the experience expertise

and the economies of scale of the third party organizations are able to improve the quality of

the recruits and the speed of the whole process Also outsourcing enables the human

resource professionals of organizations to focus on the core and other HR and strategic

issues Outsourcing also gives a structured approach to the whole process of recruitment with

the ultimate power of decision making of recruiting with the organisation itself The portion of

the recruitment cycle that is outsourced range from preparing job descriptions to arranging

interviews the activities that consume almost 70 per cent of the time of the whole recruitment

process

Outsourcing the recruitment processes for a sector like BPO which faces an attrition of

almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and

focus on other issues like retention The job seekers are also availing the services of the third

parties (consultants) for accessing the latest job opportunities

In India the trend of outsourcing recruitment is also catching up fast For example Vodafone

outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)

Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to

outsource 50 per cent of its recruitment processes

ADVANTAGES OF OUTSOURCING RECRUITMENT

Traditionally recruitment is seen as the cost incurring process in an organization

HR outsoucing helps the HR professionals of the organization to concentrate on

the strategic functions of amp processes of human resource management rather

than wasting their efforts time amp money on the routine workOutsourcing the

recruitment process helps to cut the recruitment costs to 20 and also provide

economies of scale to the large sized organizatons

39

The major advantages of outsourcing recruitment performance management

are

Outsourcing is beneficial for both the corporate organisations that use the

outsourcing services as well as the consultancies that provide the service to the

corporates Apart from increasing their revenues outsourcing Process provides

business opportunities to the service providers enhancing the skill set of the

service providers and exposure to the different corporate experiences thereby

increasing their expertise

The advantages accruing to the corporate are

turning the managements focus to strategic level processes of HRM

accessibility to the expertise of the service providers

40

freedom from red tape and adhering to strict rules and regulations

optimal resource utilisation

structured and fair performance management

a satisfied and hence highly productive employees

value creation operational flexibility and competitive advantage

Therefore outsourcing helps both the organisations and the consultancies to grow

and perform better

41

OUTSOURCING PROCESS

42

MANAGING RECRUITMENT

ROI ON RECRUITMENT

Before making any investment every organisation would want to evaluate the

investment by answering the following questions in quantifiable terms

What are the costs and the corresponding and related risks on the

investment

What are the expected returns of the investment

What is the expected pay-back period of the investment

An organisation makes a tremendous amount of investment in its recruitment

processes

A lot of resources like time and money are spent on recruitment processes of an

organisation But assessing or quantifying the returns on the recruitment process

or calculating the return on investment (ROI) on recruitment is a complicated task

for an organisation Indeed it is difficult to judge the success of their recruitment

processes Instead recruitment is one activity that continues in an organisation

without anyone ever realizing its worth or measuring its impact on the

organisationrsquos business

According to a survey 38 of organisations do not prepare or produce any kind

of documents or reports on their The recruitment processes and there is no

accountability of the HR department for the costs incurred and the opportunities

missed

With the increasing strategic focus on the human resources more and more

organisations are adopting one or the other way for calculating the ROI on its

recruitments Many organisations are examining their HR functions and

43

processes and are trying to quantify their results and returns

A recruitment professional or manager can calculate and maximize the return on

investments on its organisationrsquos recruitment by

Clear definition of the results to be achieved from recruitment

Developing methods and ways measuring the results like the time ndash to ndash

hire cost-Per-Hire and effectiveness of the recruitment source etc

Estimating the costs associated with the recruitment project

Estimating the tangible and intangible benefits to the organization including

the payback period of the recruitments

Providing and ensuring proper training and development of the recruitment

professionals

Assessing the ROI on recruitments can assist an organisation to strengthen its

HR processes improving its recruitment function and to build a strategic human

resource advantage for the organisation

HR CHALLENGE IN RECRUITMENT

Recruitment is a function that requires business perspective expertise ability to

find and match the best potential candidate for the organisation diplomacy

marketing skills ( as to sell the position to the candidate) and wisdom to align the

recruitment processes for the benefit of the organizationThe HR professionals ndash

handling the recruitment function of the organization ndash are constantly facing new

CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN

RECRUITMENT for such professionals is to source or recruit the best people or

44

potential candidate for the organisation

In the last few years the job market has undergone some fundamental changes

in terms of technologies sources of recruitment competetion in the market etc In

an already saturated job market where the practices like poaching and raiding

are gaining momentum

HR professionals are constantly facing new challenges in one of their most

important function- recruitment They have to face and conquer various

challenges to find the best candidates for their organisations

The major challenges faced by the HR in recruitment are

Adaptability to globalization ndash The HR professionals are expected and

required to keep in tune with the changing times ie the changes taking

place across the globe HR should maintain the timeliness of the process

Lack of motivation ndash Recruitment is considered to be a thankless job

Even if the organisation is achieving results HR department or

professionals are not thanked for recruiting the right employees and

performers

Process analysis ndash The immediacy and speed of the recruitment process

are the main concerns of the HR in recruitment The process should be

flexible adaptive and responsive to the immediate requirements The

recruitment process should also be cost effective

Strategic prioritization ndash The emerging new systems are both an

opportunity as well as a challenge for the HR professionals Therefore

reviewing staffing needs and prioritizing the tasks to meet the changes in

the market has become a challenge for the recruitment professionals

45

AN OVERVIEW OF FERTILIZER INDUSTRY

Agriculture the backbone of Indian Economy still holds its relative importance for more

than a billion peoples The Government Of India from time to time has taken

considerable steps for the upliftment of Agriculture Sector

India is third largest producer and consumer of fertilizer placed after USA and China

India being an agro-based economy is the fifth largest due to its fertilizer Industries

These industries plat vital role in bringing prosperity to the country Agriculture Industry

is the only one in India that has acknowledged conformity to global standards of

performance

COMPANY PROFILE

Chambal Fertilizers and Chemicals Limited (CFCL)

Location

14

Corporate office International trade Tower 3rd Floor Block F

Nehru Place New Delhi -110019

Registered office Gadepan District Kota Rajastahn-325208

Regional Offices UTTAR PRADESH 1 Agra 2 Lucknow

PUNJAB 1 Chandigarh

HARYANA 1Hissar 2 Karnal

RAJASTHAN 1 Jaipur 2 Udaipur

GUJARAT 1 Ahmedabad

MADHYA PRADESH 1 Bhopal

Agriculture Development Laboratories Agra amp Sri Ganganagar

Products of the company

The company is in the business of producing high quality urea Its product has earned n

inevitable reputation within a short span of time its brand name ldquoUttam Veerrdquo is fast

gaining among farmer community throughout the country

The product mix of CFCL is having four products line as bellow-

FERTILIZERS PLANT PROTECTION BIOFERTILIZERS SEEDS CHEMICAL

Uttam Veer Urea Insecticides Uttam phos Uttam

soybean

15

Uttam DAP Uttam

sunflower

Single Super Monoveer Uttam

sorghum

Phosphate Endoveer Uttam

maize

Cyperveer Uttam

sudan Grass

Aceveer

Quinaveer

Uttam Neem

Weedicides Butaveer Isoveer

SEEDS - Wheat Paddy Mustered Soya been Cotton

CORPORATE SOCIAL RESPONSIBILITY

Uttam BandhanTo establish a closer brand and to provide personalized services to farmers Chambal

has started the Uttam Bandhan program a community welfare initiative Crop and

product demonstrations field demonstrations and farmer meets are conducted Farmers

are given ongoing training on specialized services that vary from crop diversification

Animal Health Care need for balanced inputs and use of bio-fertilizers Soil amp water

sampling and testing are also conducted for free Clinics set up by the Company and at

Agriculture Universities Agriculture Research Stations and Krishi Vigyan Kendras

Chambal has set up Hello Uttam Call Centres where agriculture experts respond to

farmer queries on the phone

Chambalrsquos commitment towards environment has been paramount

16

Even before the plants were put up it took on tree plantation around the proposed site

A number of roads around the plant have been lined with trees It has created a green

cover on what was a rocky wasteland and where the Gadepan complex stands today

Within the campus it has created a forest area In the village schools it takes up a

number of programmes to bring awareness on environmental issues It supports

environmental groups and government initiatives for a cleaner atmosphere

Uttam Krishi SewaksIn the Uttam Bandhan programme the crucial link between the Company and the farmer

is the Uttam Krishi Sewaks About 300 educated unemployed youth from a rural

background have been trained as Uttam Krishi Sewaks to provide best practices in

agriculture and specialized services to farmers They are self-employed and earn from

commission on the sale of specialized products Uttam Krishi Sewaks try and ensure

that the farmers follow agricultural best practices

Through proper training demonstrations expert opinion quality inputs and non-farm

income the Uttam Bandhan farmer has been a gainer in terms of not just increase in

income but also quality of life

Dissemination of InformationCrop and product demonstrations field demonstrations and farmer meets are

conducted regularly to educate farmers on latest farm practices Farmers are given

training on specialized services that vary from cultivation of medicinal and horticulture

crops vermi-culture and the use of bio-fertilisers A dedicated farmer website

uttamkrishicom farmer helpline- Hello Uttam and mailers such as lsquoChambal ki Chitthirsquo

are important channels to share information with farmers Chambal also actively

partners Government Departments Agriculture Universities Agriculture Research

Stations and Krishi Vigyan Kendrarsquos under Public Private Partnership to serve the

farmers

17

Research Research

MethodologyMethodology

18

RESEARCH METHODOLOGYIt is my pleasure that I got the opportunity to work in the CFCL as a management

trainee for a period of 45days and get to learn the operations of the organization and

there systematic amp sequential processing CFCL has witness a meteoric rise right from

its inception and has enlisted itself among top fertilizer companies of the country

Research methodology is a systematic process where collection analysis and the

interpretation of the data so collected from the survey must be interpreted

DATA SOURCES Primary data

Secondary data

PRIMARY DATAProfile of data collection as under

a Sample profile company employees which includes supervisors and workmen

b Sample size 100 employee

SECONDARY DATAa company record

b industrial directory

TITLE OF THE STUDYldquoA STUDY ON RECRUITMENT PROCESS IN CFCLrdquo

DURATION OF THE STUDY

45 Days

19

SAMPLE SIZE AND METHOD OF SELECTING SAMPLE

SAMPLINGSAMPLE - A sample is a part of the total population It can be an individual element

or a group of elements selected from the population Although it is a subset it is

representative of the population and suitable for research in term of cost convenience

and time The sample group can be selected based on a probability or a non-probability

approach A sample usually consists of various units of the population The size of

sample is sample is represented by ldquonrdquo

SAMPLE SIZEFor this management thesis I have taken sample size n as 100

Sampling is the act process or technique of selecting a representative part of a

population for the purpose of determining the characteristics of the whole population In

other words the process of selecting a sample from a population Using special

technique is called sampling

ORGANIZATIONAL GUIDE Mr AK SAXENA

(HR Manager)

AREA OF STUDY GADEPAN (Rajasthan)

OBJECTIVES OF THE PROJECT REPORT

The main objectives for doing this project are as follows

20

1) To acquire practical and theoretical knowledge about how the different department

doing work together why the HR department is important and how an organization is

going on

2) To acquire practical and theoretical knowledge about recruitment amp selection in an

organization

3) Last but not the least the overall view of HR department

LIMITATIONS OF THE STUDY This project is limited to one plant of CFCL which is based in GADEPAN(raj)

Some data was confidential and not disclosed as per the companyrsquos policy

Time limitation was the major factor for the study

21

Topic AnalysisTopic Analysis

22

RECRUITMENT ndash THE CONCEPT

Acquiring and retaining high-quality talent is critical to an organisationrsquos success As the

job market becomes increasingly competitive and the available skills grow more diverse

recruiters need to be more selective in their choices since poor recruiting decisions can

produce long-term negative effects among them high training and development costs to

minimise the incidence of poor performance and high turnover which in turn impact

staff morale the production of high quality goods and services and the retention of

organisational memory At worst the organisation can fail to achieve its objectives

thereby losing its competitive edge and its share of the market

Traditionally Public Service organisations have had little need to worry about market

share and increasing competition since they operate in a monopolistic environment But

in recent time the emphasis on New Public Management Public Sector Management

approaches has forced public organisations to pay closer attention to their service

delivery as consumers have begun to expect and demand more for their tax dollars No

longer are citizens content to grumble about poorly-produced goods and services and

the under-qualified untrained employees who provide them As societies become more

critical and litigious public service organisations must seek all possible avenues for

improving their output and providing the satisfaction their clients require and deserve

The provision of high-quality goods and services begins with the recruitment process

Recruitment is described as ldquothe set of activities and processes used to legally obtain a

sufficient number of qualified people at the right place and time so that the people and

the organisation can select each other in their own best short and long term interestsrdquo1

In other words the recruitment process provides the organisation with a pool of

potentially qualified job candidates from which judicious selection can be made to fill

vacanciesSuccessful recruitment begins with proper employment planning and

forecasting

23

In this phase of the staffing process an organisation formulates plans to fill or eliminate

future job openings based on an analysis of future needs the talent available within and

outside of the organisation and the current and anticipated resources that can be

expended to attract and retain such talent Also related to the success of a recruitment

process are the strategies an organisation is prepared to employ in order to identify and

select the best candidates for its developing pool of human resources

Organisations seeking recruits for base-level entry positions often require minimum

qualifications and experience These applicants are usually recent high school or

university technical college graduates many of whom have not yet made clear

decisions about future careers or are contemplating engaging in advanced academic

activity At the middle levels senior administrative technical and junior executive

positions are often filled internally The push for scarce high-quality talent often

recruited from external sources has usually been at the senior executive levels Most

organisations utilize both mechanisms to effect recruitment to all levels

24

PURPOSE amp IMPORTANCE OF RECRUITMENT

25

The Purpose and Importance of Recruitment are given below

Attract and encourage more and more candidates to apply in the organisation

Create a talent pool of candidates to enable the selection of best candidates for

the organisation

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 rate of selection process by decreasing number of visibly

under qualified or overqualified job applicants

Help reduce the probability that job applicants once recruited amp selected will

leave the organization only after short period of time

Meet the organizations legal amp social obligations regarding the composition of

its workforce

Increase organization amp individual effectiveness of various recruiting techniques

amp sources for all types of job candidates

FACTORS AFFECTING RECRUITMENT

The recruitment function of the organization is affected amp governed by a mix of

various internal amp external forces The internal forces or factors are the factors that can

be controlled by the organization The external factors are those factors which cannot

be controlled by the organization The internal amp external forces affecting recruitment

function of an organization are

FACTORS AFFECTING RECRUITMENT

26

THE RECRUITMENT PROCESS

Successful recruitment involves the several processes of

1 development of a policy on recruitment and retention and the systems that give

life to the policy

2 needs assessment to determine the current and future human resource

requirements of the organisation If the activity is to be effective the human

resource requirements for each job category and functional divisionunit of the

organisation must be assessed and a priority assigned

3 identification within and outside the organisation of the potential human

resource pool and the likely competition for the knowledge and skills resident

within it

4 job analysis and job evaluation to identify the individual aspects of each job and

calculate its relative worth

5 assessment of qualifications profiles drawn from job descriptions that identify

responsibilities and required skills abilities knowledge and experience

6 determination of the organizationrsquos ability to pay salaries and benefits within a

defined period

7 identification and documentation of the actual process of recruitment and

selection to ensure equity and adherence to equal opportunity and other laws

Documenting the organizationrsquos policy on recruitment the criteria to be utilized and all

the steps in the recruiting process is as necessary in the seemingly informal setting of in

house selection as it is when selection is made from external sources Documentation

satisfies the requirement of procedural transparency and leaves a trail that can easily be

followed for audit and other purposes Of special importance is documentation that is in

conformity with Freedom of Information legislation (where such legislation exists) such

as

1048707 criteria and procedures for the initial screening of applicants

1048707 criteria for generating long and short lists

27

1048707 criteria and procedures for the selection of interview panels

1048707 interview questions

1048707 interview scores and panelistsrsquo comments

1048707 results of tests (where administered)

1048707 results of reference checks

RECRUITMENT PROCESS RECRUITMENT PROCESS

28

RECRUIMENT METHODS

Recruitment may be conducted internally through the promotion and transfer of existing

personnel or through referrals by current staff members of friends and family

members

Where internal recruitment is the chosen method of filling vacancies job openings can

be advertised by job posting that is a strategy of placing notices on manual and

electronic bulletin boards in company newsletters and through office memoranda

Referrals are usually word-of-mouth advertisements that are a low-cost-per-hire way of

recruiting

Internal recruitment does not always produce the number or quality of personnel

needed in such an instance the organisation needs to recruit from external sources

either by encouraging walk-in applicants advertising vacancies in newspapers

magazines and journals and the visual andor audio media using employment

agencies to ldquohead huntrdquoadvertising on-line via the Internet or through job fairs and the

use of college recruitment

POSTING VACANCIES

As indicated earlier job posting refers to the practice of publishing an open job to

employees (often by literally posting it on bulletin boards) and listing its attributes such

as criteria of knowledge qualification skill and experience The purpose of posting

vacancies is to bring to the attention of all interested persons (inside or out of the

organisation) the jobs that are to be filled

Before posting a vacancy management needs to decide whether

1048707 it intends to retain the job in its present form and with its present title

remuneration and status

1048707 selected attributes of the job for example skill or experience will change

29

1048707 there are sufficient qualified potential applicants serving in other positions within

the organisation who may be potential candidates for that job

1048707 the existing organisational policy on recruitment is still applicable (for example

whether referrals by staff members of friends and family are still an acceptable

way of filling vacancies)

1048707 the organisations stands to benefit more in the long-term from recruiting

applicants from external sources

RECRUITING FROM INTERNAL SOURCES

There are sound reasons for recruiting from sources within the organisation

1048707 The ability of the recruit is known so it is easy to assess potential for the next

level By contrast assessments of external recruits are based on less reliable

sources such as references and relatively brief encounters such as interviews

1048707 ldquoInsidersrdquo know the organisation its strengths and weaknesses its culture and

most of all its people

1048707 Promotions from within build motivation and a sense of commitment to the

organisation Skilled and ambitious employees are more likely to become

involved in developmental activities if they believe that these activities will lead

to promotion

1048707 Internal recruitment is cheaper and quicker than advertising in various media and

interviewing ldquooutsidersrdquo Time spent in training and socialisation is also reduced

At the same time several disadvantages exist

30

1048707 Sometimes it is difficult to find the ldquorightrdquo candidate within and the organisation

may settle for an employee who possesses a less than ideal mix of competencies

1048707 If the vacancies are being caused by rapid expansion of the organisation there

may be an insufficient supply of qualified individuals above the entry level This

may result in people being promoted before they are ready or not being allowed

to stay in a position long enough to learn how to do the job well

1048707 Infighting inbreeding and a shortage of varied perspectives and interests may

reduce organisational flexibility and growth and resistance to change by those

who have an interest in maintaining the status quo may present long term

problems

RECRUITING FROM EXTERNAL SOURCES

External recruiting methods can be grouped into two classes informal and formal

Informal recruiting methods tap a smaller market than formal methods These methods

may include rehiring former employees and choosing from among those ldquowalk-inrdquo

applicants whose unsolicited reacutesumeacutes had been retained on file The use of referrals

also constitutes an informal hiring method Because they are relatively inexpensive to

use and can be implemented quickly informal recruiting methods are commonly used

for hiring clerical and other base-level recruits who are more likely than other groups to

have submitted unsolicited applications Former students who participated in internship

programmes may also be easily and cheaply accessed

Formal methods of external recruiting entail searching the labour market more widely for

candidates with no previous connection to the organisation These methods have

traditionally included newspapermagazinejournal advertising the use of employment

agencies and executive search firms and college recruitment More often now

31

jobcareer fairs and e-Recruiting are reaching the job seeker market

Of course it is possible to for an organisation to reduce the risks and high costs of

recruitment by maintaining a small cadre of full-time permanent employees and

meeting an unexpected and temporary need for staff through the use of ad hoc and

short-term contract workers who come to the position already trained

It is frequently said that the best jobs are not advertised their availability is

communicated by word of mouth Networking therefore continues to be a viable

mechanism for recruiting especially at the senior management level in certain

industriesIn many instances networking is a strategy used by the recruitment

firmsemployment agencies

ON-LINE APPLICATIONSRECRUITING ON THE INTERNET

Using the Internet is faster and cheaper than many traditional methods of recruiting

Jobs can be posted on Internet sites for a modest amount (less than in the print media)

remain there for periods of thirty or sixty days or more - at no additional cost - and are

available twenty-four hours a day Candidates can view detailed information about the

job and the organisation and then respond electronically

Most homes and workplaces are now using computerised equipment for

communication the Internet is rapidly becoming the method of choice for accessing and

sharing information First-time job seekers are now more likely to search websites for

job postings than to peruse newspapers magazines and journals The prevalence of

advertising has made it easier

The Internet speeds up the hiring process in three basis stages

1048707 Faster posting of jobs

o The wait for a suitable date and a prominent place in the print media is

eliminated The time lag that exists between the submission of

32

information to the media house and its appearance in print disappears On

the internet the advertisement appears immediately and can be kept alive

for as long as the recruiter requires it

1048707 Faster applicant response

1048707 Faster processing of reacutesumeacutes

Companies that are likely to advertise on-line usually have a website that allows

potential candidates to learn about the company before deciding whether to apply thus

lowering the incidence time-wasting through the submission of unsuitable applications

The website can be used as a tool to encourage potential job seekers to build an

interest in joining the organization Internet Recruiting Power Opportunities and

Effectiveness CareerJournalcom Taken from Job websites offer unlimited space

which can be used by management to sell the organization The site can then be used

not only to post vacancies but also to publicise the organisation That will allow

candidates to become more familiar with the company know what skills the company is

looking for and get to know about its culture Most importantly the system will provide a

proper path to securing quick responses to job openings On-line recruiting facilitates

the decentralisation of the hiring function by making it possible for other groups in the

organisation to take responsibility for part of the function

Internet recruiting is not all positive though there are drawbacks for unwary users

1048707 Some applicants still place great value on face-to-face interactions in the hiring

process Such applicants are likely to ignore jobs posted impersonally on-line

1048707 Companies are overwhelmed by the volume of reacutesumeacutes posted on the Internet

This can in fact lengthen the short-listing process If the screening process is not

well done the quantity of applicationsreacutesumeacutes logged-on may be more of a

hindrance to the process that an aid to selection

33

1048707 Job seekers who demand confidentiality in the recruitment process may be

reluctant to use the Internet as a job search mechanism

For effectiveness in the use of the strategy of e-Recruiting companies are advised to

1048707 use specialised Job Sites that cater to specific industries

1048707 thoroughly assess the service level provided by Job Sites to ensure that they

maintain the level they claim to provide

1048707 enhance the Corporate Web Site as a tool to encourage potential job seekers to

become interested in joining the company

1048707 take advantage of the fact that Internet job advertisements have no space

limitations so recruiters can use longer job descriptions to fully describe the

company job requirements and working conditions offered

1048707 use valid Search Engines that will sort candidates effectively but will not

discriminate against any persons or groups

1048707 create attention-grabbing newspaper advertisements that prompt people to visit

the companyrsquos website They will then see all vacancies that are advertised

1048707 encourage employees to e-mail job advertisements to friends

1048707 design and implement a successful e-Recruitment strategy

COLLEGE RECRUITMENT

College recruiting ndash sending an employerrsquos representatives to college campuses to

prescreen applicants and create an applicant pool from that collegersquos graduating class ndash

34

is an important source of management trainees promotable [entry-level] candidates

and professional and technical employees To get the best out of this hiring strategy the

organisation and its career opportunities must be made to stand out Human resource

professionals are aware that few college students and potential graduates know where

their careers will take them over the next fifteen to twenty years Therefore many of the

criteria used by students to select the first job may be quite arbitrary The organisation

that will succeed then is one can show how the work it offers meets studentsrsquo needs

for skill enhancement rewarding opportunities personal satisfaction flexibility and

compensation

Two major advantages of this strategy are the cost (which is higher than word-of-mouth

recruiting but lower than advertising in the media or using an employment agency) and

the convenience (since many candidates can be interviewed in a short time in the

same location with space and administrative support provided by the college itself)

Unfortunately suitable candidates become available only at certain times of the year

which may not always suit the needs of the hiring organisation Another major

disadvantage of college recruiting is the lack of experience and the inflated expectations

of new graduates and the cost of hiring graduates for entry-level positions that may not

require a college degree

College recruitment also offers opportunities for internships These programmes may

provide the organisations with quality employees at low cost per hire Some interns are

hired at low cost (perhaps minimum wage) and are offered work experience Interns are

able to hone business skills check out potential employers and learn more about

employersrsquo likes and dislikes before making final career choices Some of the better

interns are recruited after graduation

College recruitment is relatively expensive and time consuming for the recruiting

company The process involves screening the candidate that is determining whether

heshe is worthy of further consideration and marketing the company as a preferred

place of employment

35

An alternate strategy for college recruitment is the career planning workshop These

activities are usually (but not exclusively) associated with adolescent school leavers

They do not immediately produce ready candidates for the job market but provide the

opportunity for an organisation to present itself as an employer worthy of consideration

Co-ordinators of career planning workshops co-opt professionals and organisations to

present career options to potential school leavers in a controlled setting so as to lay out

the range of possibilities to young job seekers Career planning workshops are used

mainly as information-giving tools which the school leaver can use to make informed

career choices Some organisations use the workshops as a base for internships

Recruiters may not be employees of the company but paid professionals who have

been trained to perform the function

JOB FAIRSThe concept of a job fair is to bring those interested in finding a job into those

companies who are searching for applicants Job fairs are open fora at which employers

can exhibit the best their companies have to offer so that job seekers can make

informed choices They are considered one of the most effective ways for job seekers to

land jobs

At the job fair employers have a large pool of candidates on which to draw while job

seekers have the opportunity to shop around for dozens ndash sometimes hundreds ndash of

employers all in one place

Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an

interview employers are still on the look out for qualified potential employees who have

interest dedication and initiative

MAINTAINING EQUITY IN THE RECRUITMENT PROCESS

It is often difficult to ensure and maintain fairnessequity in the recruitment process

36

although in every jurisdiction there are laws that protect individuals and vulnerable

groups from the negative impact of discriminatory practices Where necessary systems

detailed procedures and processes exist or must be established to minimise

discrimination

The usual format of job fairs is to have several companies set up information stations at

an expo with at least one representative of the company present to provide information

The fairs usually have a common theme or are specific to a certain field or area of

interest Interested individuals browse through the information provided by each

company and then decide which company if any they would like to apply to They have

the opportunity to talk with a current employee of specific companies to learn more

about the employment experience

Each country designatesidentifies a group or groups for special notice women visible

minorities and the disabled are usual targets The Government of Canada in

articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated

groups as employment equity targets women Aboriginal people members of visible

minority groups persons with disabilities In the legislation managersrsquo responsibilities

for employment equity are stated as

bull Ensuring effective overall performance and continuous progress of the

employment equity goals within the operation

bull Achieving fostering and maintaining a representative workforce

bull Showing leadership in employment equity and demonstrating commitment to it by

ensuring that discrimination and stereotyping are not tolerated and

bull Informing and educating employees in the organisation about employment equity

and diversity

37

OUTSOURCING RECRUITMENT

OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice

being followed by middle amp large sized organizations It is being witnessed across all the

industries In India the HR processes are being outsourced from nearly a decade now

Outsourcing industry is growing at high rate

HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the

expert services of a third party ( generally professional consultants) to take care of its HR

functions while HR management can focus on the strategic dimension of their function The

functions that are typically outsourced are the functions that need expertise relevant

experience knowledge amp best methods amp practices This has given rise to outsourcing the

various HR functions of an organisation HR Consultancies such as Ma Foi and Planman

Consulting provide such services through expert professional consultants Human resources

business process outsourcing (HR BPO) is a major component of the worldwide BPO market

Performance management outsourcing involves all the performance monitoring measurement

management being outsourced from a third party or an external organisation

Many organizations have started outsourcing its recruitment process ie transferring all or

some part of its recruitment process to an external consultant providing the recruitment

services It is commonly known as RPO ie recruitment process outsourcing More and more

medium and large sized organizations are outsourcing their recruitment process right from the

entry level jobs to the C-level jobs

The present value of the recruitment process outsourcing industry (RPO) in India is estimated

to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next

couple of years According to a recent survey only 8-10 per cent of the Indian companies are

complete recruitment processes However the number of companies outsourcing their

recruitment processes is increasing at a very fast rate and so is the percentage of their total

recruitment processes being outsourced

38

Outsourcing organizations strive for providing cost saving benefits to their clients One of the

major advantages to organizations who outsource their recruitment process is that it helps to

save up to as much as 40 per cent of their recruitment costs With the experience expertise

and the economies of scale of the third party organizations are able to improve the quality of

the recruits and the speed of the whole process Also outsourcing enables the human

resource professionals of organizations to focus on the core and other HR and strategic

issues Outsourcing also gives a structured approach to the whole process of recruitment with

the ultimate power of decision making of recruiting with the organisation itself The portion of

the recruitment cycle that is outsourced range from preparing job descriptions to arranging

interviews the activities that consume almost 70 per cent of the time of the whole recruitment

process

Outsourcing the recruitment processes for a sector like BPO which faces an attrition of

almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and

focus on other issues like retention The job seekers are also availing the services of the third

parties (consultants) for accessing the latest job opportunities

In India the trend of outsourcing recruitment is also catching up fast For example Vodafone

outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)

Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to

outsource 50 per cent of its recruitment processes

ADVANTAGES OF OUTSOURCING RECRUITMENT

Traditionally recruitment is seen as the cost incurring process in an organization

HR outsoucing helps the HR professionals of the organization to concentrate on

the strategic functions of amp processes of human resource management rather

than wasting their efforts time amp money on the routine workOutsourcing the

recruitment process helps to cut the recruitment costs to 20 and also provide

economies of scale to the large sized organizatons

39

The major advantages of outsourcing recruitment performance management

are

Outsourcing is beneficial for both the corporate organisations that use the

outsourcing services as well as the consultancies that provide the service to the

corporates Apart from increasing their revenues outsourcing Process provides

business opportunities to the service providers enhancing the skill set of the

service providers and exposure to the different corporate experiences thereby

increasing their expertise

The advantages accruing to the corporate are

turning the managements focus to strategic level processes of HRM

accessibility to the expertise of the service providers

40

freedom from red tape and adhering to strict rules and regulations

optimal resource utilisation

structured and fair performance management

a satisfied and hence highly productive employees

value creation operational flexibility and competitive advantage

Therefore outsourcing helps both the organisations and the consultancies to grow

and perform better

41

OUTSOURCING PROCESS

42

MANAGING RECRUITMENT

ROI ON RECRUITMENT

Before making any investment every organisation would want to evaluate the

investment by answering the following questions in quantifiable terms

What are the costs and the corresponding and related risks on the

investment

What are the expected returns of the investment

What is the expected pay-back period of the investment

An organisation makes a tremendous amount of investment in its recruitment

processes

A lot of resources like time and money are spent on recruitment processes of an

organisation But assessing or quantifying the returns on the recruitment process

or calculating the return on investment (ROI) on recruitment is a complicated task

for an organisation Indeed it is difficult to judge the success of their recruitment

processes Instead recruitment is one activity that continues in an organisation

without anyone ever realizing its worth or measuring its impact on the

organisationrsquos business

According to a survey 38 of organisations do not prepare or produce any kind

of documents or reports on their The recruitment processes and there is no

accountability of the HR department for the costs incurred and the opportunities

missed

With the increasing strategic focus on the human resources more and more

organisations are adopting one or the other way for calculating the ROI on its

recruitments Many organisations are examining their HR functions and

43

processes and are trying to quantify their results and returns

A recruitment professional or manager can calculate and maximize the return on

investments on its organisationrsquos recruitment by

Clear definition of the results to be achieved from recruitment

Developing methods and ways measuring the results like the time ndash to ndash

hire cost-Per-Hire and effectiveness of the recruitment source etc

Estimating the costs associated with the recruitment project

Estimating the tangible and intangible benefits to the organization including

the payback period of the recruitments

Providing and ensuring proper training and development of the recruitment

professionals

Assessing the ROI on recruitments can assist an organisation to strengthen its

HR processes improving its recruitment function and to build a strategic human

resource advantage for the organisation

HR CHALLENGE IN RECRUITMENT

Recruitment is a function that requires business perspective expertise ability to

find and match the best potential candidate for the organisation diplomacy

marketing skills ( as to sell the position to the candidate) and wisdom to align the

recruitment processes for the benefit of the organizationThe HR professionals ndash

handling the recruitment function of the organization ndash are constantly facing new

CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN

RECRUITMENT for such professionals is to source or recruit the best people or

44

potential candidate for the organisation

In the last few years the job market has undergone some fundamental changes

in terms of technologies sources of recruitment competetion in the market etc In

an already saturated job market where the practices like poaching and raiding

are gaining momentum

HR professionals are constantly facing new challenges in one of their most

important function- recruitment They have to face and conquer various

challenges to find the best candidates for their organisations

The major challenges faced by the HR in recruitment are

Adaptability to globalization ndash The HR professionals are expected and

required to keep in tune with the changing times ie the changes taking

place across the globe HR should maintain the timeliness of the process

Lack of motivation ndash Recruitment is considered to be a thankless job

Even if the organisation is achieving results HR department or

professionals are not thanked for recruiting the right employees and

performers

Process analysis ndash The immediacy and speed of the recruitment process

are the main concerns of the HR in recruitment The process should be

flexible adaptive and responsive to the immediate requirements The

recruitment process should also be cost effective

Strategic prioritization ndash The emerging new systems are both an

opportunity as well as a challenge for the HR professionals Therefore

reviewing staffing needs and prioritizing the tasks to meet the changes in

the market has become a challenge for the recruitment professionals

45

Corporate office International trade Tower 3rd Floor Block F

Nehru Place New Delhi -110019

Registered office Gadepan District Kota Rajastahn-325208

Regional Offices UTTAR PRADESH 1 Agra 2 Lucknow

PUNJAB 1 Chandigarh

HARYANA 1Hissar 2 Karnal

RAJASTHAN 1 Jaipur 2 Udaipur

GUJARAT 1 Ahmedabad

MADHYA PRADESH 1 Bhopal

Agriculture Development Laboratories Agra amp Sri Ganganagar

Products of the company

The company is in the business of producing high quality urea Its product has earned n

inevitable reputation within a short span of time its brand name ldquoUttam Veerrdquo is fast

gaining among farmer community throughout the country

The product mix of CFCL is having four products line as bellow-

FERTILIZERS PLANT PROTECTION BIOFERTILIZERS SEEDS CHEMICAL

Uttam Veer Urea Insecticides Uttam phos Uttam

soybean

15

Uttam DAP Uttam

sunflower

Single Super Monoveer Uttam

sorghum

Phosphate Endoveer Uttam

maize

Cyperveer Uttam

sudan Grass

Aceveer

Quinaveer

Uttam Neem

Weedicides Butaveer Isoveer

SEEDS - Wheat Paddy Mustered Soya been Cotton

CORPORATE SOCIAL RESPONSIBILITY

Uttam BandhanTo establish a closer brand and to provide personalized services to farmers Chambal

has started the Uttam Bandhan program a community welfare initiative Crop and

product demonstrations field demonstrations and farmer meets are conducted Farmers

are given ongoing training on specialized services that vary from crop diversification

Animal Health Care need for balanced inputs and use of bio-fertilizers Soil amp water

sampling and testing are also conducted for free Clinics set up by the Company and at

Agriculture Universities Agriculture Research Stations and Krishi Vigyan Kendras

Chambal has set up Hello Uttam Call Centres where agriculture experts respond to

farmer queries on the phone

Chambalrsquos commitment towards environment has been paramount

16

Even before the plants were put up it took on tree plantation around the proposed site

A number of roads around the plant have been lined with trees It has created a green

cover on what was a rocky wasteland and where the Gadepan complex stands today

Within the campus it has created a forest area In the village schools it takes up a

number of programmes to bring awareness on environmental issues It supports

environmental groups and government initiatives for a cleaner atmosphere

Uttam Krishi SewaksIn the Uttam Bandhan programme the crucial link between the Company and the farmer

is the Uttam Krishi Sewaks About 300 educated unemployed youth from a rural

background have been trained as Uttam Krishi Sewaks to provide best practices in

agriculture and specialized services to farmers They are self-employed and earn from

commission on the sale of specialized products Uttam Krishi Sewaks try and ensure

that the farmers follow agricultural best practices

Through proper training demonstrations expert opinion quality inputs and non-farm

income the Uttam Bandhan farmer has been a gainer in terms of not just increase in

income but also quality of life

Dissemination of InformationCrop and product demonstrations field demonstrations and farmer meets are

conducted regularly to educate farmers on latest farm practices Farmers are given

training on specialized services that vary from cultivation of medicinal and horticulture

crops vermi-culture and the use of bio-fertilisers A dedicated farmer website

uttamkrishicom farmer helpline- Hello Uttam and mailers such as lsquoChambal ki Chitthirsquo

are important channels to share information with farmers Chambal also actively

partners Government Departments Agriculture Universities Agriculture Research

Stations and Krishi Vigyan Kendrarsquos under Public Private Partnership to serve the

farmers

17

Research Research

MethodologyMethodology

18

RESEARCH METHODOLOGYIt is my pleasure that I got the opportunity to work in the CFCL as a management

trainee for a period of 45days and get to learn the operations of the organization and

there systematic amp sequential processing CFCL has witness a meteoric rise right from

its inception and has enlisted itself among top fertilizer companies of the country

Research methodology is a systematic process where collection analysis and the

interpretation of the data so collected from the survey must be interpreted

DATA SOURCES Primary data

Secondary data

PRIMARY DATAProfile of data collection as under

a Sample profile company employees which includes supervisors and workmen

b Sample size 100 employee

SECONDARY DATAa company record

b industrial directory

TITLE OF THE STUDYldquoA STUDY ON RECRUITMENT PROCESS IN CFCLrdquo

DURATION OF THE STUDY

45 Days

19

SAMPLE SIZE AND METHOD OF SELECTING SAMPLE

SAMPLINGSAMPLE - A sample is a part of the total population It can be an individual element

or a group of elements selected from the population Although it is a subset it is

representative of the population and suitable for research in term of cost convenience

and time The sample group can be selected based on a probability or a non-probability

approach A sample usually consists of various units of the population The size of

sample is sample is represented by ldquonrdquo

SAMPLE SIZEFor this management thesis I have taken sample size n as 100

Sampling is the act process or technique of selecting a representative part of a

population for the purpose of determining the characteristics of the whole population In

other words the process of selecting a sample from a population Using special

technique is called sampling

ORGANIZATIONAL GUIDE Mr AK SAXENA

(HR Manager)

AREA OF STUDY GADEPAN (Rajasthan)

OBJECTIVES OF THE PROJECT REPORT

The main objectives for doing this project are as follows

20

1) To acquire practical and theoretical knowledge about how the different department

doing work together why the HR department is important and how an organization is

going on

2) To acquire practical and theoretical knowledge about recruitment amp selection in an

organization

3) Last but not the least the overall view of HR department

LIMITATIONS OF THE STUDY This project is limited to one plant of CFCL which is based in GADEPAN(raj)

Some data was confidential and not disclosed as per the companyrsquos policy

Time limitation was the major factor for the study

21

Topic AnalysisTopic Analysis

22

RECRUITMENT ndash THE CONCEPT

Acquiring and retaining high-quality talent is critical to an organisationrsquos success As the

job market becomes increasingly competitive and the available skills grow more diverse

recruiters need to be more selective in their choices since poor recruiting decisions can

produce long-term negative effects among them high training and development costs to

minimise the incidence of poor performance and high turnover which in turn impact

staff morale the production of high quality goods and services and the retention of

organisational memory At worst the organisation can fail to achieve its objectives

thereby losing its competitive edge and its share of the market

Traditionally Public Service organisations have had little need to worry about market

share and increasing competition since they operate in a monopolistic environment But

in recent time the emphasis on New Public Management Public Sector Management

approaches has forced public organisations to pay closer attention to their service

delivery as consumers have begun to expect and demand more for their tax dollars No

longer are citizens content to grumble about poorly-produced goods and services and

the under-qualified untrained employees who provide them As societies become more

critical and litigious public service organisations must seek all possible avenues for

improving their output and providing the satisfaction their clients require and deserve

The provision of high-quality goods and services begins with the recruitment process

Recruitment is described as ldquothe set of activities and processes used to legally obtain a

sufficient number of qualified people at the right place and time so that the people and

the organisation can select each other in their own best short and long term interestsrdquo1

In other words the recruitment process provides the organisation with a pool of

potentially qualified job candidates from which judicious selection can be made to fill

vacanciesSuccessful recruitment begins with proper employment planning and

forecasting

23

In this phase of the staffing process an organisation formulates plans to fill or eliminate

future job openings based on an analysis of future needs the talent available within and

outside of the organisation and the current and anticipated resources that can be

expended to attract and retain such talent Also related to the success of a recruitment

process are the strategies an organisation is prepared to employ in order to identify and

select the best candidates for its developing pool of human resources

Organisations seeking recruits for base-level entry positions often require minimum

qualifications and experience These applicants are usually recent high school or

university technical college graduates many of whom have not yet made clear

decisions about future careers or are contemplating engaging in advanced academic

activity At the middle levels senior administrative technical and junior executive

positions are often filled internally The push for scarce high-quality talent often

recruited from external sources has usually been at the senior executive levels Most

organisations utilize both mechanisms to effect recruitment to all levels

24

PURPOSE amp IMPORTANCE OF RECRUITMENT

25

The Purpose and Importance of Recruitment are given below

Attract and encourage more and more candidates to apply in the organisation

Create a talent pool of candidates to enable the selection of best candidates for

the organisation

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 rate of selection process by decreasing number of visibly

under qualified or overqualified job applicants

Help reduce the probability that job applicants once recruited amp selected will

leave the organization only after short period of time

Meet the organizations legal amp social obligations regarding the composition of

its workforce

Increase organization amp individual effectiveness of various recruiting techniques

amp sources for all types of job candidates

FACTORS AFFECTING RECRUITMENT

The recruitment function of the organization is affected amp governed by a mix of

various internal amp external forces The internal forces or factors are the factors that can

be controlled by the organization The external factors are those factors which cannot

be controlled by the organization The internal amp external forces affecting recruitment

function of an organization are

FACTORS AFFECTING RECRUITMENT

26

THE RECRUITMENT PROCESS

Successful recruitment involves the several processes of

1 development of a policy on recruitment and retention and the systems that give

life to the policy

2 needs assessment to determine the current and future human resource

requirements of the organisation If the activity is to be effective the human

resource requirements for each job category and functional divisionunit of the

organisation must be assessed and a priority assigned

3 identification within and outside the organisation of the potential human

resource pool and the likely competition for the knowledge and skills resident

within it

4 job analysis and job evaluation to identify the individual aspects of each job and

calculate its relative worth

5 assessment of qualifications profiles drawn from job descriptions that identify

responsibilities and required skills abilities knowledge and experience

6 determination of the organizationrsquos ability to pay salaries and benefits within a

defined period

7 identification and documentation of the actual process of recruitment and

selection to ensure equity and adherence to equal opportunity and other laws

Documenting the organizationrsquos policy on recruitment the criteria to be utilized and all

the steps in the recruiting process is as necessary in the seemingly informal setting of in

house selection as it is when selection is made from external sources Documentation

satisfies the requirement of procedural transparency and leaves a trail that can easily be

followed for audit and other purposes Of special importance is documentation that is in

conformity with Freedom of Information legislation (where such legislation exists) such

as

1048707 criteria and procedures for the initial screening of applicants

1048707 criteria for generating long and short lists

27

1048707 criteria and procedures for the selection of interview panels

1048707 interview questions

1048707 interview scores and panelistsrsquo comments

1048707 results of tests (where administered)

1048707 results of reference checks

RECRUITMENT PROCESS RECRUITMENT PROCESS

28

RECRUIMENT METHODS

Recruitment may be conducted internally through the promotion and transfer of existing

personnel or through referrals by current staff members of friends and family

members

Where internal recruitment is the chosen method of filling vacancies job openings can

be advertised by job posting that is a strategy of placing notices on manual and

electronic bulletin boards in company newsletters and through office memoranda

Referrals are usually word-of-mouth advertisements that are a low-cost-per-hire way of

recruiting

Internal recruitment does not always produce the number or quality of personnel

needed in such an instance the organisation needs to recruit from external sources

either by encouraging walk-in applicants advertising vacancies in newspapers

magazines and journals and the visual andor audio media using employment

agencies to ldquohead huntrdquoadvertising on-line via the Internet or through job fairs and the

use of college recruitment

POSTING VACANCIES

As indicated earlier job posting refers to the practice of publishing an open job to

employees (often by literally posting it on bulletin boards) and listing its attributes such

as criteria of knowledge qualification skill and experience The purpose of posting

vacancies is to bring to the attention of all interested persons (inside or out of the

organisation) the jobs that are to be filled

Before posting a vacancy management needs to decide whether

1048707 it intends to retain the job in its present form and with its present title

remuneration and status

1048707 selected attributes of the job for example skill or experience will change

29

1048707 there are sufficient qualified potential applicants serving in other positions within

the organisation who may be potential candidates for that job

1048707 the existing organisational policy on recruitment is still applicable (for example

whether referrals by staff members of friends and family are still an acceptable

way of filling vacancies)

1048707 the organisations stands to benefit more in the long-term from recruiting

applicants from external sources

RECRUITING FROM INTERNAL SOURCES

There are sound reasons for recruiting from sources within the organisation

1048707 The ability of the recruit is known so it is easy to assess potential for the next

level By contrast assessments of external recruits are based on less reliable

sources such as references and relatively brief encounters such as interviews

1048707 ldquoInsidersrdquo know the organisation its strengths and weaknesses its culture and

most of all its people

1048707 Promotions from within build motivation and a sense of commitment to the

organisation Skilled and ambitious employees are more likely to become

involved in developmental activities if they believe that these activities will lead

to promotion

1048707 Internal recruitment is cheaper and quicker than advertising in various media and

interviewing ldquooutsidersrdquo Time spent in training and socialisation is also reduced

At the same time several disadvantages exist

30

1048707 Sometimes it is difficult to find the ldquorightrdquo candidate within and the organisation

may settle for an employee who possesses a less than ideal mix of competencies

1048707 If the vacancies are being caused by rapid expansion of the organisation there

may be an insufficient supply of qualified individuals above the entry level This

may result in people being promoted before they are ready or not being allowed

to stay in a position long enough to learn how to do the job well

1048707 Infighting inbreeding and a shortage of varied perspectives and interests may

reduce organisational flexibility and growth and resistance to change by those

who have an interest in maintaining the status quo may present long term

problems

RECRUITING FROM EXTERNAL SOURCES

External recruiting methods can be grouped into two classes informal and formal

Informal recruiting methods tap a smaller market than formal methods These methods

may include rehiring former employees and choosing from among those ldquowalk-inrdquo

applicants whose unsolicited reacutesumeacutes had been retained on file The use of referrals

also constitutes an informal hiring method Because they are relatively inexpensive to

use and can be implemented quickly informal recruiting methods are commonly used

for hiring clerical and other base-level recruits who are more likely than other groups to

have submitted unsolicited applications Former students who participated in internship

programmes may also be easily and cheaply accessed

Formal methods of external recruiting entail searching the labour market more widely for

candidates with no previous connection to the organisation These methods have

traditionally included newspapermagazinejournal advertising the use of employment

agencies and executive search firms and college recruitment More often now

31

jobcareer fairs and e-Recruiting are reaching the job seeker market

Of course it is possible to for an organisation to reduce the risks and high costs of

recruitment by maintaining a small cadre of full-time permanent employees and

meeting an unexpected and temporary need for staff through the use of ad hoc and

short-term contract workers who come to the position already trained

It is frequently said that the best jobs are not advertised their availability is

communicated by word of mouth Networking therefore continues to be a viable

mechanism for recruiting especially at the senior management level in certain

industriesIn many instances networking is a strategy used by the recruitment

firmsemployment agencies

ON-LINE APPLICATIONSRECRUITING ON THE INTERNET

Using the Internet is faster and cheaper than many traditional methods of recruiting

Jobs can be posted on Internet sites for a modest amount (less than in the print media)

remain there for periods of thirty or sixty days or more - at no additional cost - and are

available twenty-four hours a day Candidates can view detailed information about the

job and the organisation and then respond electronically

Most homes and workplaces are now using computerised equipment for

communication the Internet is rapidly becoming the method of choice for accessing and

sharing information First-time job seekers are now more likely to search websites for

job postings than to peruse newspapers magazines and journals The prevalence of

advertising has made it easier

The Internet speeds up the hiring process in three basis stages

1048707 Faster posting of jobs

o The wait for a suitable date and a prominent place in the print media is

eliminated The time lag that exists between the submission of

32

information to the media house and its appearance in print disappears On

the internet the advertisement appears immediately and can be kept alive

for as long as the recruiter requires it

1048707 Faster applicant response

1048707 Faster processing of reacutesumeacutes

Companies that are likely to advertise on-line usually have a website that allows

potential candidates to learn about the company before deciding whether to apply thus

lowering the incidence time-wasting through the submission of unsuitable applications

The website can be used as a tool to encourage potential job seekers to build an

interest in joining the organization Internet Recruiting Power Opportunities and

Effectiveness CareerJournalcom Taken from Job websites offer unlimited space

which can be used by management to sell the organization The site can then be used

not only to post vacancies but also to publicise the organisation That will allow

candidates to become more familiar with the company know what skills the company is

looking for and get to know about its culture Most importantly the system will provide a

proper path to securing quick responses to job openings On-line recruiting facilitates

the decentralisation of the hiring function by making it possible for other groups in the

organisation to take responsibility for part of the function

Internet recruiting is not all positive though there are drawbacks for unwary users

1048707 Some applicants still place great value on face-to-face interactions in the hiring

process Such applicants are likely to ignore jobs posted impersonally on-line

1048707 Companies are overwhelmed by the volume of reacutesumeacutes posted on the Internet

This can in fact lengthen the short-listing process If the screening process is not

well done the quantity of applicationsreacutesumeacutes logged-on may be more of a

hindrance to the process that an aid to selection

33

1048707 Job seekers who demand confidentiality in the recruitment process may be

reluctant to use the Internet as a job search mechanism

For effectiveness in the use of the strategy of e-Recruiting companies are advised to

1048707 use specialised Job Sites that cater to specific industries

1048707 thoroughly assess the service level provided by Job Sites to ensure that they

maintain the level they claim to provide

1048707 enhance the Corporate Web Site as a tool to encourage potential job seekers to

become interested in joining the company

1048707 take advantage of the fact that Internet job advertisements have no space

limitations so recruiters can use longer job descriptions to fully describe the

company job requirements and working conditions offered

1048707 use valid Search Engines that will sort candidates effectively but will not

discriminate against any persons or groups

1048707 create attention-grabbing newspaper advertisements that prompt people to visit

the companyrsquos website They will then see all vacancies that are advertised

1048707 encourage employees to e-mail job advertisements to friends

1048707 design and implement a successful e-Recruitment strategy

COLLEGE RECRUITMENT

College recruiting ndash sending an employerrsquos representatives to college campuses to

prescreen applicants and create an applicant pool from that collegersquos graduating class ndash

34

is an important source of management trainees promotable [entry-level] candidates

and professional and technical employees To get the best out of this hiring strategy the

organisation and its career opportunities must be made to stand out Human resource

professionals are aware that few college students and potential graduates know where

their careers will take them over the next fifteen to twenty years Therefore many of the

criteria used by students to select the first job may be quite arbitrary The organisation

that will succeed then is one can show how the work it offers meets studentsrsquo needs

for skill enhancement rewarding opportunities personal satisfaction flexibility and

compensation

Two major advantages of this strategy are the cost (which is higher than word-of-mouth

recruiting but lower than advertising in the media or using an employment agency) and

the convenience (since many candidates can be interviewed in a short time in the

same location with space and administrative support provided by the college itself)

Unfortunately suitable candidates become available only at certain times of the year

which may not always suit the needs of the hiring organisation Another major

disadvantage of college recruiting is the lack of experience and the inflated expectations

of new graduates and the cost of hiring graduates for entry-level positions that may not

require a college degree

College recruitment also offers opportunities for internships These programmes may

provide the organisations with quality employees at low cost per hire Some interns are

hired at low cost (perhaps minimum wage) and are offered work experience Interns are

able to hone business skills check out potential employers and learn more about

employersrsquo likes and dislikes before making final career choices Some of the better

interns are recruited after graduation

College recruitment is relatively expensive and time consuming for the recruiting

company The process involves screening the candidate that is determining whether

heshe is worthy of further consideration and marketing the company as a preferred

place of employment

35

An alternate strategy for college recruitment is the career planning workshop These

activities are usually (but not exclusively) associated with adolescent school leavers

They do not immediately produce ready candidates for the job market but provide the

opportunity for an organisation to present itself as an employer worthy of consideration

Co-ordinators of career planning workshops co-opt professionals and organisations to

present career options to potential school leavers in a controlled setting so as to lay out

the range of possibilities to young job seekers Career planning workshops are used

mainly as information-giving tools which the school leaver can use to make informed

career choices Some organisations use the workshops as a base for internships

Recruiters may not be employees of the company but paid professionals who have

been trained to perform the function

JOB FAIRSThe concept of a job fair is to bring those interested in finding a job into those

companies who are searching for applicants Job fairs are open fora at which employers

can exhibit the best their companies have to offer so that job seekers can make

informed choices They are considered one of the most effective ways for job seekers to

land jobs

At the job fair employers have a large pool of candidates on which to draw while job

seekers have the opportunity to shop around for dozens ndash sometimes hundreds ndash of

employers all in one place

Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an

interview employers are still on the look out for qualified potential employees who have

interest dedication and initiative

MAINTAINING EQUITY IN THE RECRUITMENT PROCESS

It is often difficult to ensure and maintain fairnessequity in the recruitment process

36

although in every jurisdiction there are laws that protect individuals and vulnerable

groups from the negative impact of discriminatory practices Where necessary systems

detailed procedures and processes exist or must be established to minimise

discrimination

The usual format of job fairs is to have several companies set up information stations at

an expo with at least one representative of the company present to provide information

The fairs usually have a common theme or are specific to a certain field or area of

interest Interested individuals browse through the information provided by each

company and then decide which company if any they would like to apply to They have

the opportunity to talk with a current employee of specific companies to learn more

about the employment experience

Each country designatesidentifies a group or groups for special notice women visible

minorities and the disabled are usual targets The Government of Canada in

articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated

groups as employment equity targets women Aboriginal people members of visible

minority groups persons with disabilities In the legislation managersrsquo responsibilities

for employment equity are stated as

bull Ensuring effective overall performance and continuous progress of the

employment equity goals within the operation

bull Achieving fostering and maintaining a representative workforce

bull Showing leadership in employment equity and demonstrating commitment to it by

ensuring that discrimination and stereotyping are not tolerated and

bull Informing and educating employees in the organisation about employment equity

and diversity

37

OUTSOURCING RECRUITMENT

OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice

being followed by middle amp large sized organizations It is being witnessed across all the

industries In India the HR processes are being outsourced from nearly a decade now

Outsourcing industry is growing at high rate

HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the

expert services of a third party ( generally professional consultants) to take care of its HR

functions while HR management can focus on the strategic dimension of their function The

functions that are typically outsourced are the functions that need expertise relevant

experience knowledge amp best methods amp practices This has given rise to outsourcing the

various HR functions of an organisation HR Consultancies such as Ma Foi and Planman

Consulting provide such services through expert professional consultants Human resources

business process outsourcing (HR BPO) is a major component of the worldwide BPO market

Performance management outsourcing involves all the performance monitoring measurement

management being outsourced from a third party or an external organisation

Many organizations have started outsourcing its recruitment process ie transferring all or

some part of its recruitment process to an external consultant providing the recruitment

services It is commonly known as RPO ie recruitment process outsourcing More and more

medium and large sized organizations are outsourcing their recruitment process right from the

entry level jobs to the C-level jobs

The present value of the recruitment process outsourcing industry (RPO) in India is estimated

to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next

couple of years According to a recent survey only 8-10 per cent of the Indian companies are

complete recruitment processes However the number of companies outsourcing their

recruitment processes is increasing at a very fast rate and so is the percentage of their total

recruitment processes being outsourced

38

Outsourcing organizations strive for providing cost saving benefits to their clients One of the

major advantages to organizations who outsource their recruitment process is that it helps to

save up to as much as 40 per cent of their recruitment costs With the experience expertise

and the economies of scale of the third party organizations are able to improve the quality of

the recruits and the speed of the whole process Also outsourcing enables the human

resource professionals of organizations to focus on the core and other HR and strategic

issues Outsourcing also gives a structured approach to the whole process of recruitment with

the ultimate power of decision making of recruiting with the organisation itself The portion of

the recruitment cycle that is outsourced range from preparing job descriptions to arranging

interviews the activities that consume almost 70 per cent of the time of the whole recruitment

process

Outsourcing the recruitment processes for a sector like BPO which faces an attrition of

almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and

focus on other issues like retention The job seekers are also availing the services of the third

parties (consultants) for accessing the latest job opportunities

In India the trend of outsourcing recruitment is also catching up fast For example Vodafone

outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)

Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to

outsource 50 per cent of its recruitment processes

ADVANTAGES OF OUTSOURCING RECRUITMENT

Traditionally recruitment is seen as the cost incurring process in an organization

HR outsoucing helps the HR professionals of the organization to concentrate on

the strategic functions of amp processes of human resource management rather

than wasting their efforts time amp money on the routine workOutsourcing the

recruitment process helps to cut the recruitment costs to 20 and also provide

economies of scale to the large sized organizatons

39

The major advantages of outsourcing recruitment performance management

are

Outsourcing is beneficial for both the corporate organisations that use the

outsourcing services as well as the consultancies that provide the service to the

corporates Apart from increasing their revenues outsourcing Process provides

business opportunities to the service providers enhancing the skill set of the

service providers and exposure to the different corporate experiences thereby

increasing their expertise

The advantages accruing to the corporate are

turning the managements focus to strategic level processes of HRM

accessibility to the expertise of the service providers

40

freedom from red tape and adhering to strict rules and regulations

optimal resource utilisation

structured and fair performance management

a satisfied and hence highly productive employees

value creation operational flexibility and competitive advantage

Therefore outsourcing helps both the organisations and the consultancies to grow

and perform better

41

OUTSOURCING PROCESS

42

MANAGING RECRUITMENT

ROI ON RECRUITMENT

Before making any investment every organisation would want to evaluate the

investment by answering the following questions in quantifiable terms

What are the costs and the corresponding and related risks on the

investment

What are the expected returns of the investment

What is the expected pay-back period of the investment

An organisation makes a tremendous amount of investment in its recruitment

processes

A lot of resources like time and money are spent on recruitment processes of an

organisation But assessing or quantifying the returns on the recruitment process

or calculating the return on investment (ROI) on recruitment is a complicated task

for an organisation Indeed it is difficult to judge the success of their recruitment

processes Instead recruitment is one activity that continues in an organisation

without anyone ever realizing its worth or measuring its impact on the

organisationrsquos business

According to a survey 38 of organisations do not prepare or produce any kind

of documents or reports on their The recruitment processes and there is no

accountability of the HR department for the costs incurred and the opportunities

missed

With the increasing strategic focus on the human resources more and more

organisations are adopting one or the other way for calculating the ROI on its

recruitments Many organisations are examining their HR functions and

43

processes and are trying to quantify their results and returns

A recruitment professional or manager can calculate and maximize the return on

investments on its organisationrsquos recruitment by

Clear definition of the results to be achieved from recruitment

Developing methods and ways measuring the results like the time ndash to ndash

hire cost-Per-Hire and effectiveness of the recruitment source etc

Estimating the costs associated with the recruitment project

Estimating the tangible and intangible benefits to the organization including

the payback period of the recruitments

Providing and ensuring proper training and development of the recruitment

professionals

Assessing the ROI on recruitments can assist an organisation to strengthen its

HR processes improving its recruitment function and to build a strategic human

resource advantage for the organisation

HR CHALLENGE IN RECRUITMENT

Recruitment is a function that requires business perspective expertise ability to

find and match the best potential candidate for the organisation diplomacy

marketing skills ( as to sell the position to the candidate) and wisdom to align the

recruitment processes for the benefit of the organizationThe HR professionals ndash

handling the recruitment function of the organization ndash are constantly facing new

CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN

RECRUITMENT for such professionals is to source or recruit the best people or

44

potential candidate for the organisation

In the last few years the job market has undergone some fundamental changes

in terms of technologies sources of recruitment competetion in the market etc In

an already saturated job market where the practices like poaching and raiding

are gaining momentum

HR professionals are constantly facing new challenges in one of their most

important function- recruitment They have to face and conquer various

challenges to find the best candidates for their organisations

The major challenges faced by the HR in recruitment are

Adaptability to globalization ndash The HR professionals are expected and

required to keep in tune with the changing times ie the changes taking

place across the globe HR should maintain the timeliness of the process

Lack of motivation ndash Recruitment is considered to be a thankless job

Even if the organisation is achieving results HR department or

professionals are not thanked for recruiting the right employees and

performers

Process analysis ndash The immediacy and speed of the recruitment process

are the main concerns of the HR in recruitment The process should be

flexible adaptive and responsive to the immediate requirements The

recruitment process should also be cost effective

Strategic prioritization ndash The emerging new systems are both an

opportunity as well as a challenge for the HR professionals Therefore

reviewing staffing needs and prioritizing the tasks to meet the changes in

the market has become a challenge for the recruitment professionals

45

Uttam DAP Uttam

sunflower

Single Super Monoveer Uttam

sorghum

Phosphate Endoveer Uttam

maize

Cyperveer Uttam

sudan Grass

Aceveer

Quinaveer

Uttam Neem

Weedicides Butaveer Isoveer

SEEDS - Wheat Paddy Mustered Soya been Cotton

CORPORATE SOCIAL RESPONSIBILITY

Uttam BandhanTo establish a closer brand and to provide personalized services to farmers Chambal

has started the Uttam Bandhan program a community welfare initiative Crop and

product demonstrations field demonstrations and farmer meets are conducted Farmers

are given ongoing training on specialized services that vary from crop diversification

Animal Health Care need for balanced inputs and use of bio-fertilizers Soil amp water

sampling and testing are also conducted for free Clinics set up by the Company and at

Agriculture Universities Agriculture Research Stations and Krishi Vigyan Kendras

Chambal has set up Hello Uttam Call Centres where agriculture experts respond to

farmer queries on the phone

Chambalrsquos commitment towards environment has been paramount

16

Even before the plants were put up it took on tree plantation around the proposed site

A number of roads around the plant have been lined with trees It has created a green

cover on what was a rocky wasteland and where the Gadepan complex stands today

Within the campus it has created a forest area In the village schools it takes up a

number of programmes to bring awareness on environmental issues It supports

environmental groups and government initiatives for a cleaner atmosphere

Uttam Krishi SewaksIn the Uttam Bandhan programme the crucial link between the Company and the farmer

is the Uttam Krishi Sewaks About 300 educated unemployed youth from a rural

background have been trained as Uttam Krishi Sewaks to provide best practices in

agriculture and specialized services to farmers They are self-employed and earn from

commission on the sale of specialized products Uttam Krishi Sewaks try and ensure

that the farmers follow agricultural best practices

Through proper training demonstrations expert opinion quality inputs and non-farm

income the Uttam Bandhan farmer has been a gainer in terms of not just increase in

income but also quality of life

Dissemination of InformationCrop and product demonstrations field demonstrations and farmer meets are

conducted regularly to educate farmers on latest farm practices Farmers are given

training on specialized services that vary from cultivation of medicinal and horticulture

crops vermi-culture and the use of bio-fertilisers A dedicated farmer website

uttamkrishicom farmer helpline- Hello Uttam and mailers such as lsquoChambal ki Chitthirsquo

are important channels to share information with farmers Chambal also actively

partners Government Departments Agriculture Universities Agriculture Research

Stations and Krishi Vigyan Kendrarsquos under Public Private Partnership to serve the

farmers

17

Research Research

MethodologyMethodology

18

RESEARCH METHODOLOGYIt is my pleasure that I got the opportunity to work in the CFCL as a management

trainee for a period of 45days and get to learn the operations of the organization and

there systematic amp sequential processing CFCL has witness a meteoric rise right from

its inception and has enlisted itself among top fertilizer companies of the country

Research methodology is a systematic process where collection analysis and the

interpretation of the data so collected from the survey must be interpreted

DATA SOURCES Primary data

Secondary data

PRIMARY DATAProfile of data collection as under

a Sample profile company employees which includes supervisors and workmen

b Sample size 100 employee

SECONDARY DATAa company record

b industrial directory

TITLE OF THE STUDYldquoA STUDY ON RECRUITMENT PROCESS IN CFCLrdquo

DURATION OF THE STUDY

45 Days

19

SAMPLE SIZE AND METHOD OF SELECTING SAMPLE

SAMPLINGSAMPLE - A sample is a part of the total population It can be an individual element

or a group of elements selected from the population Although it is a subset it is

representative of the population and suitable for research in term of cost convenience

and time The sample group can be selected based on a probability or a non-probability

approach A sample usually consists of various units of the population The size of

sample is sample is represented by ldquonrdquo

SAMPLE SIZEFor this management thesis I have taken sample size n as 100

Sampling is the act process or technique of selecting a representative part of a

population for the purpose of determining the characteristics of the whole population In

other words the process of selecting a sample from a population Using special

technique is called sampling

ORGANIZATIONAL GUIDE Mr AK SAXENA

(HR Manager)

AREA OF STUDY GADEPAN (Rajasthan)

OBJECTIVES OF THE PROJECT REPORT

The main objectives for doing this project are as follows

20

1) To acquire practical and theoretical knowledge about how the different department

doing work together why the HR department is important and how an organization is

going on

2) To acquire practical and theoretical knowledge about recruitment amp selection in an

organization

3) Last but not the least the overall view of HR department

LIMITATIONS OF THE STUDY This project is limited to one plant of CFCL which is based in GADEPAN(raj)

Some data was confidential and not disclosed as per the companyrsquos policy

Time limitation was the major factor for the study

21

Topic AnalysisTopic Analysis

22

RECRUITMENT ndash THE CONCEPT

Acquiring and retaining high-quality talent is critical to an organisationrsquos success As the

job market becomes increasingly competitive and the available skills grow more diverse

recruiters need to be more selective in their choices since poor recruiting decisions can

produce long-term negative effects among them high training and development costs to

minimise the incidence of poor performance and high turnover which in turn impact

staff morale the production of high quality goods and services and the retention of

organisational memory At worst the organisation can fail to achieve its objectives

thereby losing its competitive edge and its share of the market

Traditionally Public Service organisations have had little need to worry about market

share and increasing competition since they operate in a monopolistic environment But

in recent time the emphasis on New Public Management Public Sector Management

approaches has forced public organisations to pay closer attention to their service

delivery as consumers have begun to expect and demand more for their tax dollars No

longer are citizens content to grumble about poorly-produced goods and services and

the under-qualified untrained employees who provide them As societies become more

critical and litigious public service organisations must seek all possible avenues for

improving their output and providing the satisfaction their clients require and deserve

The provision of high-quality goods and services begins with the recruitment process

Recruitment is described as ldquothe set of activities and processes used to legally obtain a

sufficient number of qualified people at the right place and time so that the people and

the organisation can select each other in their own best short and long term interestsrdquo1

In other words the recruitment process provides the organisation with a pool of

potentially qualified job candidates from which judicious selection can be made to fill

vacanciesSuccessful recruitment begins with proper employment planning and

forecasting

23

In this phase of the staffing process an organisation formulates plans to fill or eliminate

future job openings based on an analysis of future needs the talent available within and

outside of the organisation and the current and anticipated resources that can be

expended to attract and retain such talent Also related to the success of a recruitment

process are the strategies an organisation is prepared to employ in order to identify and

select the best candidates for its developing pool of human resources

Organisations seeking recruits for base-level entry positions often require minimum

qualifications and experience These applicants are usually recent high school or

university technical college graduates many of whom have not yet made clear

decisions about future careers or are contemplating engaging in advanced academic

activity At the middle levels senior administrative technical and junior executive

positions are often filled internally The push for scarce high-quality talent often

recruited from external sources has usually been at the senior executive levels Most

organisations utilize both mechanisms to effect recruitment to all levels

24

PURPOSE amp IMPORTANCE OF RECRUITMENT

25

The Purpose and Importance of Recruitment are given below

Attract and encourage more and more candidates to apply in the organisation

Create a talent pool of candidates to enable the selection of best candidates for

the organisation

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 rate of selection process by decreasing number of visibly

under qualified or overqualified job applicants

Help reduce the probability that job applicants once recruited amp selected will

leave the organization only after short period of time

Meet the organizations legal amp social obligations regarding the composition of

its workforce

Increase organization amp individual effectiveness of various recruiting techniques

amp sources for all types of job candidates

FACTORS AFFECTING RECRUITMENT

The recruitment function of the organization is affected amp governed by a mix of

various internal amp external forces The internal forces or factors are the factors that can

be controlled by the organization The external factors are those factors which cannot

be controlled by the organization The internal amp external forces affecting recruitment

function of an organization are

FACTORS AFFECTING RECRUITMENT

26

THE RECRUITMENT PROCESS

Successful recruitment involves the several processes of

1 development of a policy on recruitment and retention and the systems that give

life to the policy

2 needs assessment to determine the current and future human resource

requirements of the organisation If the activity is to be effective the human

resource requirements for each job category and functional divisionunit of the

organisation must be assessed and a priority assigned

3 identification within and outside the organisation of the potential human

resource pool and the likely competition for the knowledge and skills resident

within it

4 job analysis and job evaluation to identify the individual aspects of each job and

calculate its relative worth

5 assessment of qualifications profiles drawn from job descriptions that identify

responsibilities and required skills abilities knowledge and experience

6 determination of the organizationrsquos ability to pay salaries and benefits within a

defined period

7 identification and documentation of the actual process of recruitment and

selection to ensure equity and adherence to equal opportunity and other laws

Documenting the organizationrsquos policy on recruitment the criteria to be utilized and all

the steps in the recruiting process is as necessary in the seemingly informal setting of in

house selection as it is when selection is made from external sources Documentation

satisfies the requirement of procedural transparency and leaves a trail that can easily be

followed for audit and other purposes Of special importance is documentation that is in

conformity with Freedom of Information legislation (where such legislation exists) such

as

1048707 criteria and procedures for the initial screening of applicants

1048707 criteria for generating long and short lists

27

1048707 criteria and procedures for the selection of interview panels

1048707 interview questions

1048707 interview scores and panelistsrsquo comments

1048707 results of tests (where administered)

1048707 results of reference checks

RECRUITMENT PROCESS RECRUITMENT PROCESS

28

RECRUIMENT METHODS

Recruitment may be conducted internally through the promotion and transfer of existing

personnel or through referrals by current staff members of friends and family

members

Where internal recruitment is the chosen method of filling vacancies job openings can

be advertised by job posting that is a strategy of placing notices on manual and

electronic bulletin boards in company newsletters and through office memoranda

Referrals are usually word-of-mouth advertisements that are a low-cost-per-hire way of

recruiting

Internal recruitment does not always produce the number or quality of personnel

needed in such an instance the organisation needs to recruit from external sources

either by encouraging walk-in applicants advertising vacancies in newspapers

magazines and journals and the visual andor audio media using employment

agencies to ldquohead huntrdquoadvertising on-line via the Internet or through job fairs and the

use of college recruitment

POSTING VACANCIES

As indicated earlier job posting refers to the practice of publishing an open job to

employees (often by literally posting it on bulletin boards) and listing its attributes such

as criteria of knowledge qualification skill and experience The purpose of posting

vacancies is to bring to the attention of all interested persons (inside or out of the

organisation) the jobs that are to be filled

Before posting a vacancy management needs to decide whether

1048707 it intends to retain the job in its present form and with its present title

remuneration and status

1048707 selected attributes of the job for example skill or experience will change

29

1048707 there are sufficient qualified potential applicants serving in other positions within

the organisation who may be potential candidates for that job

1048707 the existing organisational policy on recruitment is still applicable (for example

whether referrals by staff members of friends and family are still an acceptable

way of filling vacancies)

1048707 the organisations stands to benefit more in the long-term from recruiting

applicants from external sources

RECRUITING FROM INTERNAL SOURCES

There are sound reasons for recruiting from sources within the organisation

1048707 The ability of the recruit is known so it is easy to assess potential for the next

level By contrast assessments of external recruits are based on less reliable

sources such as references and relatively brief encounters such as interviews

1048707 ldquoInsidersrdquo know the organisation its strengths and weaknesses its culture and

most of all its people

1048707 Promotions from within build motivation and a sense of commitment to the

organisation Skilled and ambitious employees are more likely to become

involved in developmental activities if they believe that these activities will lead

to promotion

1048707 Internal recruitment is cheaper and quicker than advertising in various media and

interviewing ldquooutsidersrdquo Time spent in training and socialisation is also reduced

At the same time several disadvantages exist

30

1048707 Sometimes it is difficult to find the ldquorightrdquo candidate within and the organisation

may settle for an employee who possesses a less than ideal mix of competencies

1048707 If the vacancies are being caused by rapid expansion of the organisation there

may be an insufficient supply of qualified individuals above the entry level This

may result in people being promoted before they are ready or not being allowed

to stay in a position long enough to learn how to do the job well

1048707 Infighting inbreeding and a shortage of varied perspectives and interests may

reduce organisational flexibility and growth and resistance to change by those

who have an interest in maintaining the status quo may present long term

problems

RECRUITING FROM EXTERNAL SOURCES

External recruiting methods can be grouped into two classes informal and formal

Informal recruiting methods tap a smaller market than formal methods These methods

may include rehiring former employees and choosing from among those ldquowalk-inrdquo

applicants whose unsolicited reacutesumeacutes had been retained on file The use of referrals

also constitutes an informal hiring method Because they are relatively inexpensive to

use and can be implemented quickly informal recruiting methods are commonly used

for hiring clerical and other base-level recruits who are more likely than other groups to

have submitted unsolicited applications Former students who participated in internship

programmes may also be easily and cheaply accessed

Formal methods of external recruiting entail searching the labour market more widely for

candidates with no previous connection to the organisation These methods have

traditionally included newspapermagazinejournal advertising the use of employment

agencies and executive search firms and college recruitment More often now

31

jobcareer fairs and e-Recruiting are reaching the job seeker market

Of course it is possible to for an organisation to reduce the risks and high costs of

recruitment by maintaining a small cadre of full-time permanent employees and

meeting an unexpected and temporary need for staff through the use of ad hoc and

short-term contract workers who come to the position already trained

It is frequently said that the best jobs are not advertised their availability is

communicated by word of mouth Networking therefore continues to be a viable

mechanism for recruiting especially at the senior management level in certain

industriesIn many instances networking is a strategy used by the recruitment

firmsemployment agencies

ON-LINE APPLICATIONSRECRUITING ON THE INTERNET

Using the Internet is faster and cheaper than many traditional methods of recruiting

Jobs can be posted on Internet sites for a modest amount (less than in the print media)

remain there for periods of thirty or sixty days or more - at no additional cost - and are

available twenty-four hours a day Candidates can view detailed information about the

job and the organisation and then respond electronically

Most homes and workplaces are now using computerised equipment for

communication the Internet is rapidly becoming the method of choice for accessing and

sharing information First-time job seekers are now more likely to search websites for

job postings than to peruse newspapers magazines and journals The prevalence of

advertising has made it easier

The Internet speeds up the hiring process in three basis stages

1048707 Faster posting of jobs

o The wait for a suitable date and a prominent place in the print media is

eliminated The time lag that exists between the submission of

32

information to the media house and its appearance in print disappears On

the internet the advertisement appears immediately and can be kept alive

for as long as the recruiter requires it

1048707 Faster applicant response

1048707 Faster processing of reacutesumeacutes

Companies that are likely to advertise on-line usually have a website that allows

potential candidates to learn about the company before deciding whether to apply thus

lowering the incidence time-wasting through the submission of unsuitable applications

The website can be used as a tool to encourage potential job seekers to build an

interest in joining the organization Internet Recruiting Power Opportunities and

Effectiveness CareerJournalcom Taken from Job websites offer unlimited space

which can be used by management to sell the organization The site can then be used

not only to post vacancies but also to publicise the organisation That will allow

candidates to become more familiar with the company know what skills the company is

looking for and get to know about its culture Most importantly the system will provide a

proper path to securing quick responses to job openings On-line recruiting facilitates

the decentralisation of the hiring function by making it possible for other groups in the

organisation to take responsibility for part of the function

Internet recruiting is not all positive though there are drawbacks for unwary users

1048707 Some applicants still place great value on face-to-face interactions in the hiring

process Such applicants are likely to ignore jobs posted impersonally on-line

1048707 Companies are overwhelmed by the volume of reacutesumeacutes posted on the Internet

This can in fact lengthen the short-listing process If the screening process is not

well done the quantity of applicationsreacutesumeacutes logged-on may be more of a

hindrance to the process that an aid to selection

33

1048707 Job seekers who demand confidentiality in the recruitment process may be

reluctant to use the Internet as a job search mechanism

For effectiveness in the use of the strategy of e-Recruiting companies are advised to

1048707 use specialised Job Sites that cater to specific industries

1048707 thoroughly assess the service level provided by Job Sites to ensure that they

maintain the level they claim to provide

1048707 enhance the Corporate Web Site as a tool to encourage potential job seekers to

become interested in joining the company

1048707 take advantage of the fact that Internet job advertisements have no space

limitations so recruiters can use longer job descriptions to fully describe the

company job requirements and working conditions offered

1048707 use valid Search Engines that will sort candidates effectively but will not

discriminate against any persons or groups

1048707 create attention-grabbing newspaper advertisements that prompt people to visit

the companyrsquos website They will then see all vacancies that are advertised

1048707 encourage employees to e-mail job advertisements to friends

1048707 design and implement a successful e-Recruitment strategy

COLLEGE RECRUITMENT

College recruiting ndash sending an employerrsquos representatives to college campuses to

prescreen applicants and create an applicant pool from that collegersquos graduating class ndash

34

is an important source of management trainees promotable [entry-level] candidates

and professional and technical employees To get the best out of this hiring strategy the

organisation and its career opportunities must be made to stand out Human resource

professionals are aware that few college students and potential graduates know where

their careers will take them over the next fifteen to twenty years Therefore many of the

criteria used by students to select the first job may be quite arbitrary The organisation

that will succeed then is one can show how the work it offers meets studentsrsquo needs

for skill enhancement rewarding opportunities personal satisfaction flexibility and

compensation

Two major advantages of this strategy are the cost (which is higher than word-of-mouth

recruiting but lower than advertising in the media or using an employment agency) and

the convenience (since many candidates can be interviewed in a short time in the

same location with space and administrative support provided by the college itself)

Unfortunately suitable candidates become available only at certain times of the year

which may not always suit the needs of the hiring organisation Another major

disadvantage of college recruiting is the lack of experience and the inflated expectations

of new graduates and the cost of hiring graduates for entry-level positions that may not

require a college degree

College recruitment also offers opportunities for internships These programmes may

provide the organisations with quality employees at low cost per hire Some interns are

hired at low cost (perhaps minimum wage) and are offered work experience Interns are

able to hone business skills check out potential employers and learn more about

employersrsquo likes and dislikes before making final career choices Some of the better

interns are recruited after graduation

College recruitment is relatively expensive and time consuming for the recruiting

company The process involves screening the candidate that is determining whether

heshe is worthy of further consideration and marketing the company as a preferred

place of employment

35

An alternate strategy for college recruitment is the career planning workshop These

activities are usually (but not exclusively) associated with adolescent school leavers

They do not immediately produce ready candidates for the job market but provide the

opportunity for an organisation to present itself as an employer worthy of consideration

Co-ordinators of career planning workshops co-opt professionals and organisations to

present career options to potential school leavers in a controlled setting so as to lay out

the range of possibilities to young job seekers Career planning workshops are used

mainly as information-giving tools which the school leaver can use to make informed

career choices Some organisations use the workshops as a base for internships

Recruiters may not be employees of the company but paid professionals who have

been trained to perform the function

JOB FAIRSThe concept of a job fair is to bring those interested in finding a job into those

companies who are searching for applicants Job fairs are open fora at which employers

can exhibit the best their companies have to offer so that job seekers can make

informed choices They are considered one of the most effective ways for job seekers to

land jobs

At the job fair employers have a large pool of candidates on which to draw while job

seekers have the opportunity to shop around for dozens ndash sometimes hundreds ndash of

employers all in one place

Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an

interview employers are still on the look out for qualified potential employees who have

interest dedication and initiative

MAINTAINING EQUITY IN THE RECRUITMENT PROCESS

It is often difficult to ensure and maintain fairnessequity in the recruitment process

36

although in every jurisdiction there are laws that protect individuals and vulnerable

groups from the negative impact of discriminatory practices Where necessary systems

detailed procedures and processes exist or must be established to minimise

discrimination

The usual format of job fairs is to have several companies set up information stations at

an expo with at least one representative of the company present to provide information

The fairs usually have a common theme or are specific to a certain field or area of

interest Interested individuals browse through the information provided by each

company and then decide which company if any they would like to apply to They have

the opportunity to talk with a current employee of specific companies to learn more

about the employment experience

Each country designatesidentifies a group or groups for special notice women visible

minorities and the disabled are usual targets The Government of Canada in

articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated

groups as employment equity targets women Aboriginal people members of visible

minority groups persons with disabilities In the legislation managersrsquo responsibilities

for employment equity are stated as

bull Ensuring effective overall performance and continuous progress of the

employment equity goals within the operation

bull Achieving fostering and maintaining a representative workforce

bull Showing leadership in employment equity and demonstrating commitment to it by

ensuring that discrimination and stereotyping are not tolerated and

bull Informing and educating employees in the organisation about employment equity

and diversity

37

OUTSOURCING RECRUITMENT

OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice

being followed by middle amp large sized organizations It is being witnessed across all the

industries In India the HR processes are being outsourced from nearly a decade now

Outsourcing industry is growing at high rate

HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the

expert services of a third party ( generally professional consultants) to take care of its HR

functions while HR management can focus on the strategic dimension of their function The

functions that are typically outsourced are the functions that need expertise relevant

experience knowledge amp best methods amp practices This has given rise to outsourcing the

various HR functions of an organisation HR Consultancies such as Ma Foi and Planman

Consulting provide such services through expert professional consultants Human resources

business process outsourcing (HR BPO) is a major component of the worldwide BPO market

Performance management outsourcing involves all the performance monitoring measurement

management being outsourced from a third party or an external organisation

Many organizations have started outsourcing its recruitment process ie transferring all or

some part of its recruitment process to an external consultant providing the recruitment

services It is commonly known as RPO ie recruitment process outsourcing More and more

medium and large sized organizations are outsourcing their recruitment process right from the

entry level jobs to the C-level jobs

The present value of the recruitment process outsourcing industry (RPO) in India is estimated

to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next

couple of years According to a recent survey only 8-10 per cent of the Indian companies are

complete recruitment processes However the number of companies outsourcing their

recruitment processes is increasing at a very fast rate and so is the percentage of their total

recruitment processes being outsourced

38

Outsourcing organizations strive for providing cost saving benefits to their clients One of the

major advantages to organizations who outsource their recruitment process is that it helps to

save up to as much as 40 per cent of their recruitment costs With the experience expertise

and the economies of scale of the third party organizations are able to improve the quality of

the recruits and the speed of the whole process Also outsourcing enables the human

resource professionals of organizations to focus on the core and other HR and strategic

issues Outsourcing also gives a structured approach to the whole process of recruitment with

the ultimate power of decision making of recruiting with the organisation itself The portion of

the recruitment cycle that is outsourced range from preparing job descriptions to arranging

interviews the activities that consume almost 70 per cent of the time of the whole recruitment

process

Outsourcing the recruitment processes for a sector like BPO which faces an attrition of

almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and

focus on other issues like retention The job seekers are also availing the services of the third

parties (consultants) for accessing the latest job opportunities

In India the trend of outsourcing recruitment is also catching up fast For example Vodafone

outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)

Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to

outsource 50 per cent of its recruitment processes

ADVANTAGES OF OUTSOURCING RECRUITMENT

Traditionally recruitment is seen as the cost incurring process in an organization

HR outsoucing helps the HR professionals of the organization to concentrate on

the strategic functions of amp processes of human resource management rather

than wasting their efforts time amp money on the routine workOutsourcing the

recruitment process helps to cut the recruitment costs to 20 and also provide

economies of scale to the large sized organizatons

39

The major advantages of outsourcing recruitment performance management

are

Outsourcing is beneficial for both the corporate organisations that use the

outsourcing services as well as the consultancies that provide the service to the

corporates Apart from increasing their revenues outsourcing Process provides

business opportunities to the service providers enhancing the skill set of the

service providers and exposure to the different corporate experiences thereby

increasing their expertise

The advantages accruing to the corporate are

turning the managements focus to strategic level processes of HRM

accessibility to the expertise of the service providers

40

freedom from red tape and adhering to strict rules and regulations

optimal resource utilisation

structured and fair performance management

a satisfied and hence highly productive employees

value creation operational flexibility and competitive advantage

Therefore outsourcing helps both the organisations and the consultancies to grow

and perform better

41

OUTSOURCING PROCESS

42

MANAGING RECRUITMENT

ROI ON RECRUITMENT

Before making any investment every organisation would want to evaluate the

investment by answering the following questions in quantifiable terms

What are the costs and the corresponding and related risks on the

investment

What are the expected returns of the investment

What is the expected pay-back period of the investment

An organisation makes a tremendous amount of investment in its recruitment

processes

A lot of resources like time and money are spent on recruitment processes of an

organisation But assessing or quantifying the returns on the recruitment process

or calculating the return on investment (ROI) on recruitment is a complicated task

for an organisation Indeed it is difficult to judge the success of their recruitment

processes Instead recruitment is one activity that continues in an organisation

without anyone ever realizing its worth or measuring its impact on the

organisationrsquos business

According to a survey 38 of organisations do not prepare or produce any kind

of documents or reports on their The recruitment processes and there is no

accountability of the HR department for the costs incurred and the opportunities

missed

With the increasing strategic focus on the human resources more and more

organisations are adopting one or the other way for calculating the ROI on its

recruitments Many organisations are examining their HR functions and

43

processes and are trying to quantify their results and returns

A recruitment professional or manager can calculate and maximize the return on

investments on its organisationrsquos recruitment by

Clear definition of the results to be achieved from recruitment

Developing methods and ways measuring the results like the time ndash to ndash

hire cost-Per-Hire and effectiveness of the recruitment source etc

Estimating the costs associated with the recruitment project

Estimating the tangible and intangible benefits to the organization including

the payback period of the recruitments

Providing and ensuring proper training and development of the recruitment

professionals

Assessing the ROI on recruitments can assist an organisation to strengthen its

HR processes improving its recruitment function and to build a strategic human

resource advantage for the organisation

HR CHALLENGE IN RECRUITMENT

Recruitment is a function that requires business perspective expertise ability to

find and match the best potential candidate for the organisation diplomacy

marketing skills ( as to sell the position to the candidate) and wisdom to align the

recruitment processes for the benefit of the organizationThe HR professionals ndash

handling the recruitment function of the organization ndash are constantly facing new

CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN

RECRUITMENT for such professionals is to source or recruit the best people or

44

potential candidate for the organisation

In the last few years the job market has undergone some fundamental changes

in terms of technologies sources of recruitment competetion in the market etc In

an already saturated job market where the practices like poaching and raiding

are gaining momentum

HR professionals are constantly facing new challenges in one of their most

important function- recruitment They have to face and conquer various

challenges to find the best candidates for their organisations

The major challenges faced by the HR in recruitment are

Adaptability to globalization ndash The HR professionals are expected and

required to keep in tune with the changing times ie the changes taking

place across the globe HR should maintain the timeliness of the process

Lack of motivation ndash Recruitment is considered to be a thankless job

Even if the organisation is achieving results HR department or

professionals are not thanked for recruiting the right employees and

performers

Process analysis ndash The immediacy and speed of the recruitment process

are the main concerns of the HR in recruitment The process should be

flexible adaptive and responsive to the immediate requirements The

recruitment process should also be cost effective

Strategic prioritization ndash The emerging new systems are both an

opportunity as well as a challenge for the HR professionals Therefore

reviewing staffing needs and prioritizing the tasks to meet the changes in

the market has become a challenge for the recruitment professionals

45

Even before the plants were put up it took on tree plantation around the proposed site

A number of roads around the plant have been lined with trees It has created a green

cover on what was a rocky wasteland and where the Gadepan complex stands today

Within the campus it has created a forest area In the village schools it takes up a

number of programmes to bring awareness on environmental issues It supports

environmental groups and government initiatives for a cleaner atmosphere

Uttam Krishi SewaksIn the Uttam Bandhan programme the crucial link between the Company and the farmer

is the Uttam Krishi Sewaks About 300 educated unemployed youth from a rural

background have been trained as Uttam Krishi Sewaks to provide best practices in

agriculture and specialized services to farmers They are self-employed and earn from

commission on the sale of specialized products Uttam Krishi Sewaks try and ensure

that the farmers follow agricultural best practices

Through proper training demonstrations expert opinion quality inputs and non-farm

income the Uttam Bandhan farmer has been a gainer in terms of not just increase in

income but also quality of life

Dissemination of InformationCrop and product demonstrations field demonstrations and farmer meets are

conducted regularly to educate farmers on latest farm practices Farmers are given

training on specialized services that vary from cultivation of medicinal and horticulture

crops vermi-culture and the use of bio-fertilisers A dedicated farmer website

uttamkrishicom farmer helpline- Hello Uttam and mailers such as lsquoChambal ki Chitthirsquo

are important channels to share information with farmers Chambal also actively

partners Government Departments Agriculture Universities Agriculture Research

Stations and Krishi Vigyan Kendrarsquos under Public Private Partnership to serve the

farmers

17

Research Research

MethodologyMethodology

18

RESEARCH METHODOLOGYIt is my pleasure that I got the opportunity to work in the CFCL as a management

trainee for a period of 45days and get to learn the operations of the organization and

there systematic amp sequential processing CFCL has witness a meteoric rise right from

its inception and has enlisted itself among top fertilizer companies of the country

Research methodology is a systematic process where collection analysis and the

interpretation of the data so collected from the survey must be interpreted

DATA SOURCES Primary data

Secondary data

PRIMARY DATAProfile of data collection as under

a Sample profile company employees which includes supervisors and workmen

b Sample size 100 employee

SECONDARY DATAa company record

b industrial directory

TITLE OF THE STUDYldquoA STUDY ON RECRUITMENT PROCESS IN CFCLrdquo

DURATION OF THE STUDY

45 Days

19

SAMPLE SIZE AND METHOD OF SELECTING SAMPLE

SAMPLINGSAMPLE - A sample is a part of the total population It can be an individual element

or a group of elements selected from the population Although it is a subset it is

representative of the population and suitable for research in term of cost convenience

and time The sample group can be selected based on a probability or a non-probability

approach A sample usually consists of various units of the population The size of

sample is sample is represented by ldquonrdquo

SAMPLE SIZEFor this management thesis I have taken sample size n as 100

Sampling is the act process or technique of selecting a representative part of a

population for the purpose of determining the characteristics of the whole population In

other words the process of selecting a sample from a population Using special

technique is called sampling

ORGANIZATIONAL GUIDE Mr AK SAXENA

(HR Manager)

AREA OF STUDY GADEPAN (Rajasthan)

OBJECTIVES OF THE PROJECT REPORT

The main objectives for doing this project are as follows

20

1) To acquire practical and theoretical knowledge about how the different department

doing work together why the HR department is important and how an organization is

going on

2) To acquire practical and theoretical knowledge about recruitment amp selection in an

organization

3) Last but not the least the overall view of HR department

LIMITATIONS OF THE STUDY This project is limited to one plant of CFCL which is based in GADEPAN(raj)

Some data was confidential and not disclosed as per the companyrsquos policy

Time limitation was the major factor for the study

21

Topic AnalysisTopic Analysis

22

RECRUITMENT ndash THE CONCEPT

Acquiring and retaining high-quality talent is critical to an organisationrsquos success As the

job market becomes increasingly competitive and the available skills grow more diverse

recruiters need to be more selective in their choices since poor recruiting decisions can

produce long-term negative effects among them high training and development costs to

minimise the incidence of poor performance and high turnover which in turn impact

staff morale the production of high quality goods and services and the retention of

organisational memory At worst the organisation can fail to achieve its objectives

thereby losing its competitive edge and its share of the market

Traditionally Public Service organisations have had little need to worry about market

share and increasing competition since they operate in a monopolistic environment But

in recent time the emphasis on New Public Management Public Sector Management

approaches has forced public organisations to pay closer attention to their service

delivery as consumers have begun to expect and demand more for their tax dollars No

longer are citizens content to grumble about poorly-produced goods and services and

the under-qualified untrained employees who provide them As societies become more

critical and litigious public service organisations must seek all possible avenues for

improving their output and providing the satisfaction their clients require and deserve

The provision of high-quality goods and services begins with the recruitment process

Recruitment is described as ldquothe set of activities and processes used to legally obtain a

sufficient number of qualified people at the right place and time so that the people and

the organisation can select each other in their own best short and long term interestsrdquo1

In other words the recruitment process provides the organisation with a pool of

potentially qualified job candidates from which judicious selection can be made to fill

vacanciesSuccessful recruitment begins with proper employment planning and

forecasting

23

In this phase of the staffing process an organisation formulates plans to fill or eliminate

future job openings based on an analysis of future needs the talent available within and

outside of the organisation and the current and anticipated resources that can be

expended to attract and retain such talent Also related to the success of a recruitment

process are the strategies an organisation is prepared to employ in order to identify and

select the best candidates for its developing pool of human resources

Organisations seeking recruits for base-level entry positions often require minimum

qualifications and experience These applicants are usually recent high school or

university technical college graduates many of whom have not yet made clear

decisions about future careers or are contemplating engaging in advanced academic

activity At the middle levels senior administrative technical and junior executive

positions are often filled internally The push for scarce high-quality talent often

recruited from external sources has usually been at the senior executive levels Most

organisations utilize both mechanisms to effect recruitment to all levels

24

PURPOSE amp IMPORTANCE OF RECRUITMENT

25

The Purpose and Importance of Recruitment are given below

Attract and encourage more and more candidates to apply in the organisation

Create a talent pool of candidates to enable the selection of best candidates for

the organisation

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 rate of selection process by decreasing number of visibly

under qualified or overqualified job applicants

Help reduce the probability that job applicants once recruited amp selected will

leave the organization only after short period of time

Meet the organizations legal amp social obligations regarding the composition of

its workforce

Increase organization amp individual effectiveness of various recruiting techniques

amp sources for all types of job candidates

FACTORS AFFECTING RECRUITMENT

The recruitment function of the organization is affected amp governed by a mix of

various internal amp external forces The internal forces or factors are the factors that can

be controlled by the organization The external factors are those factors which cannot

be controlled by the organization The internal amp external forces affecting recruitment

function of an organization are

FACTORS AFFECTING RECRUITMENT

26

THE RECRUITMENT PROCESS

Successful recruitment involves the several processes of

1 development of a policy on recruitment and retention and the systems that give

life to the policy

2 needs assessment to determine the current and future human resource

requirements of the organisation If the activity is to be effective the human

resource requirements for each job category and functional divisionunit of the

organisation must be assessed and a priority assigned

3 identification within and outside the organisation of the potential human

resource pool and the likely competition for the knowledge and skills resident

within it

4 job analysis and job evaluation to identify the individual aspects of each job and

calculate its relative worth

5 assessment of qualifications profiles drawn from job descriptions that identify

responsibilities and required skills abilities knowledge and experience

6 determination of the organizationrsquos ability to pay salaries and benefits within a

defined period

7 identification and documentation of the actual process of recruitment and

selection to ensure equity and adherence to equal opportunity and other laws

Documenting the organizationrsquos policy on recruitment the criteria to be utilized and all

the steps in the recruiting process is as necessary in the seemingly informal setting of in

house selection as it is when selection is made from external sources Documentation

satisfies the requirement of procedural transparency and leaves a trail that can easily be

followed for audit and other purposes Of special importance is documentation that is in

conformity with Freedom of Information legislation (where such legislation exists) such

as

1048707 criteria and procedures for the initial screening of applicants

1048707 criteria for generating long and short lists

27

1048707 criteria and procedures for the selection of interview panels

1048707 interview questions

1048707 interview scores and panelistsrsquo comments

1048707 results of tests (where administered)

1048707 results of reference checks

RECRUITMENT PROCESS RECRUITMENT PROCESS

28

RECRUIMENT METHODS

Recruitment may be conducted internally through the promotion and transfer of existing

personnel or through referrals by current staff members of friends and family

members

Where internal recruitment is the chosen method of filling vacancies job openings can

be advertised by job posting that is a strategy of placing notices on manual and

electronic bulletin boards in company newsletters and through office memoranda

Referrals are usually word-of-mouth advertisements that are a low-cost-per-hire way of

recruiting

Internal recruitment does not always produce the number or quality of personnel

needed in such an instance the organisation needs to recruit from external sources

either by encouraging walk-in applicants advertising vacancies in newspapers

magazines and journals and the visual andor audio media using employment

agencies to ldquohead huntrdquoadvertising on-line via the Internet or through job fairs and the

use of college recruitment

POSTING VACANCIES

As indicated earlier job posting refers to the practice of publishing an open job to

employees (often by literally posting it on bulletin boards) and listing its attributes such

as criteria of knowledge qualification skill and experience The purpose of posting

vacancies is to bring to the attention of all interested persons (inside or out of the

organisation) the jobs that are to be filled

Before posting a vacancy management needs to decide whether

1048707 it intends to retain the job in its present form and with its present title

remuneration and status

1048707 selected attributes of the job for example skill or experience will change

29

1048707 there are sufficient qualified potential applicants serving in other positions within

the organisation who may be potential candidates for that job

1048707 the existing organisational policy on recruitment is still applicable (for example

whether referrals by staff members of friends and family are still an acceptable

way of filling vacancies)

1048707 the organisations stands to benefit more in the long-term from recruiting

applicants from external sources

RECRUITING FROM INTERNAL SOURCES

There are sound reasons for recruiting from sources within the organisation

1048707 The ability of the recruit is known so it is easy to assess potential for the next

level By contrast assessments of external recruits are based on less reliable

sources such as references and relatively brief encounters such as interviews

1048707 ldquoInsidersrdquo know the organisation its strengths and weaknesses its culture and

most of all its people

1048707 Promotions from within build motivation and a sense of commitment to the

organisation Skilled and ambitious employees are more likely to become

involved in developmental activities if they believe that these activities will lead

to promotion

1048707 Internal recruitment is cheaper and quicker than advertising in various media and

interviewing ldquooutsidersrdquo Time spent in training and socialisation is also reduced

At the same time several disadvantages exist

30

1048707 Sometimes it is difficult to find the ldquorightrdquo candidate within and the organisation

may settle for an employee who possesses a less than ideal mix of competencies

1048707 If the vacancies are being caused by rapid expansion of the organisation there

may be an insufficient supply of qualified individuals above the entry level This

may result in people being promoted before they are ready or not being allowed

to stay in a position long enough to learn how to do the job well

1048707 Infighting inbreeding and a shortage of varied perspectives and interests may

reduce organisational flexibility and growth and resistance to change by those

who have an interest in maintaining the status quo may present long term

problems

RECRUITING FROM EXTERNAL SOURCES

External recruiting methods can be grouped into two classes informal and formal

Informal recruiting methods tap a smaller market than formal methods These methods

may include rehiring former employees and choosing from among those ldquowalk-inrdquo

applicants whose unsolicited reacutesumeacutes had been retained on file The use of referrals

also constitutes an informal hiring method Because they are relatively inexpensive to

use and can be implemented quickly informal recruiting methods are commonly used

for hiring clerical and other base-level recruits who are more likely than other groups to

have submitted unsolicited applications Former students who participated in internship

programmes may also be easily and cheaply accessed

Formal methods of external recruiting entail searching the labour market more widely for

candidates with no previous connection to the organisation These methods have

traditionally included newspapermagazinejournal advertising the use of employment

agencies and executive search firms and college recruitment More often now

31

jobcareer fairs and e-Recruiting are reaching the job seeker market

Of course it is possible to for an organisation to reduce the risks and high costs of

recruitment by maintaining a small cadre of full-time permanent employees and

meeting an unexpected and temporary need for staff through the use of ad hoc and

short-term contract workers who come to the position already trained

It is frequently said that the best jobs are not advertised their availability is

communicated by word of mouth Networking therefore continues to be a viable

mechanism for recruiting especially at the senior management level in certain

industriesIn many instances networking is a strategy used by the recruitment

firmsemployment agencies

ON-LINE APPLICATIONSRECRUITING ON THE INTERNET

Using the Internet is faster and cheaper than many traditional methods of recruiting

Jobs can be posted on Internet sites for a modest amount (less than in the print media)

remain there for periods of thirty or sixty days or more - at no additional cost - and are

available twenty-four hours a day Candidates can view detailed information about the

job and the organisation and then respond electronically

Most homes and workplaces are now using computerised equipment for

communication the Internet is rapidly becoming the method of choice for accessing and

sharing information First-time job seekers are now more likely to search websites for

job postings than to peruse newspapers magazines and journals The prevalence of

advertising has made it easier

The Internet speeds up the hiring process in three basis stages

1048707 Faster posting of jobs

o The wait for a suitable date and a prominent place in the print media is

eliminated The time lag that exists between the submission of

32

information to the media house and its appearance in print disappears On

the internet the advertisement appears immediately and can be kept alive

for as long as the recruiter requires it

1048707 Faster applicant response

1048707 Faster processing of reacutesumeacutes

Companies that are likely to advertise on-line usually have a website that allows

potential candidates to learn about the company before deciding whether to apply thus

lowering the incidence time-wasting through the submission of unsuitable applications

The website can be used as a tool to encourage potential job seekers to build an

interest in joining the organization Internet Recruiting Power Opportunities and

Effectiveness CareerJournalcom Taken from Job websites offer unlimited space

which can be used by management to sell the organization The site can then be used

not only to post vacancies but also to publicise the organisation That will allow

candidates to become more familiar with the company know what skills the company is

looking for and get to know about its culture Most importantly the system will provide a

proper path to securing quick responses to job openings On-line recruiting facilitates

the decentralisation of the hiring function by making it possible for other groups in the

organisation to take responsibility for part of the function

Internet recruiting is not all positive though there are drawbacks for unwary users

1048707 Some applicants still place great value on face-to-face interactions in the hiring

process Such applicants are likely to ignore jobs posted impersonally on-line

1048707 Companies are overwhelmed by the volume of reacutesumeacutes posted on the Internet

This can in fact lengthen the short-listing process If the screening process is not

well done the quantity of applicationsreacutesumeacutes logged-on may be more of a

hindrance to the process that an aid to selection

33

1048707 Job seekers who demand confidentiality in the recruitment process may be

reluctant to use the Internet as a job search mechanism

For effectiveness in the use of the strategy of e-Recruiting companies are advised to

1048707 use specialised Job Sites that cater to specific industries

1048707 thoroughly assess the service level provided by Job Sites to ensure that they

maintain the level they claim to provide

1048707 enhance the Corporate Web Site as a tool to encourage potential job seekers to

become interested in joining the company

1048707 take advantage of the fact that Internet job advertisements have no space

limitations so recruiters can use longer job descriptions to fully describe the

company job requirements and working conditions offered

1048707 use valid Search Engines that will sort candidates effectively but will not

discriminate against any persons or groups

1048707 create attention-grabbing newspaper advertisements that prompt people to visit

the companyrsquos website They will then see all vacancies that are advertised

1048707 encourage employees to e-mail job advertisements to friends

1048707 design and implement a successful e-Recruitment strategy

COLLEGE RECRUITMENT

College recruiting ndash sending an employerrsquos representatives to college campuses to

prescreen applicants and create an applicant pool from that collegersquos graduating class ndash

34

is an important source of management trainees promotable [entry-level] candidates

and professional and technical employees To get the best out of this hiring strategy the

organisation and its career opportunities must be made to stand out Human resource

professionals are aware that few college students and potential graduates know where

their careers will take them over the next fifteen to twenty years Therefore many of the

criteria used by students to select the first job may be quite arbitrary The organisation

that will succeed then is one can show how the work it offers meets studentsrsquo needs

for skill enhancement rewarding opportunities personal satisfaction flexibility and

compensation

Two major advantages of this strategy are the cost (which is higher than word-of-mouth

recruiting but lower than advertising in the media or using an employment agency) and

the convenience (since many candidates can be interviewed in a short time in the

same location with space and administrative support provided by the college itself)

Unfortunately suitable candidates become available only at certain times of the year

which may not always suit the needs of the hiring organisation Another major

disadvantage of college recruiting is the lack of experience and the inflated expectations

of new graduates and the cost of hiring graduates for entry-level positions that may not

require a college degree

College recruitment also offers opportunities for internships These programmes may

provide the organisations with quality employees at low cost per hire Some interns are

hired at low cost (perhaps minimum wage) and are offered work experience Interns are

able to hone business skills check out potential employers and learn more about

employersrsquo likes and dislikes before making final career choices Some of the better

interns are recruited after graduation

College recruitment is relatively expensive and time consuming for the recruiting

company The process involves screening the candidate that is determining whether

heshe is worthy of further consideration and marketing the company as a preferred

place of employment

35

An alternate strategy for college recruitment is the career planning workshop These

activities are usually (but not exclusively) associated with adolescent school leavers

They do not immediately produce ready candidates for the job market but provide the

opportunity for an organisation to present itself as an employer worthy of consideration

Co-ordinators of career planning workshops co-opt professionals and organisations to

present career options to potential school leavers in a controlled setting so as to lay out

the range of possibilities to young job seekers Career planning workshops are used

mainly as information-giving tools which the school leaver can use to make informed

career choices Some organisations use the workshops as a base for internships

Recruiters may not be employees of the company but paid professionals who have

been trained to perform the function

JOB FAIRSThe concept of a job fair is to bring those interested in finding a job into those

companies who are searching for applicants Job fairs are open fora at which employers

can exhibit the best their companies have to offer so that job seekers can make

informed choices They are considered one of the most effective ways for job seekers to

land jobs

At the job fair employers have a large pool of candidates on which to draw while job

seekers have the opportunity to shop around for dozens ndash sometimes hundreds ndash of

employers all in one place

Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an

interview employers are still on the look out for qualified potential employees who have

interest dedication and initiative

MAINTAINING EQUITY IN THE RECRUITMENT PROCESS

It is often difficult to ensure and maintain fairnessequity in the recruitment process

36

although in every jurisdiction there are laws that protect individuals and vulnerable

groups from the negative impact of discriminatory practices Where necessary systems

detailed procedures and processes exist or must be established to minimise

discrimination

The usual format of job fairs is to have several companies set up information stations at

an expo with at least one representative of the company present to provide information

The fairs usually have a common theme or are specific to a certain field or area of

interest Interested individuals browse through the information provided by each

company and then decide which company if any they would like to apply to They have

the opportunity to talk with a current employee of specific companies to learn more

about the employment experience

Each country designatesidentifies a group or groups for special notice women visible

minorities and the disabled are usual targets The Government of Canada in

articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated

groups as employment equity targets women Aboriginal people members of visible

minority groups persons with disabilities In the legislation managersrsquo responsibilities

for employment equity are stated as

bull Ensuring effective overall performance and continuous progress of the

employment equity goals within the operation

bull Achieving fostering and maintaining a representative workforce

bull Showing leadership in employment equity and demonstrating commitment to it by

ensuring that discrimination and stereotyping are not tolerated and

bull Informing and educating employees in the organisation about employment equity

and diversity

37

OUTSOURCING RECRUITMENT

OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice

being followed by middle amp large sized organizations It is being witnessed across all the

industries In India the HR processes are being outsourced from nearly a decade now

Outsourcing industry is growing at high rate

HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the

expert services of a third party ( generally professional consultants) to take care of its HR

functions while HR management can focus on the strategic dimension of their function The

functions that are typically outsourced are the functions that need expertise relevant

experience knowledge amp best methods amp practices This has given rise to outsourcing the

various HR functions of an organisation HR Consultancies such as Ma Foi and Planman

Consulting provide such services through expert professional consultants Human resources

business process outsourcing (HR BPO) is a major component of the worldwide BPO market

Performance management outsourcing involves all the performance monitoring measurement

management being outsourced from a third party or an external organisation

Many organizations have started outsourcing its recruitment process ie transferring all or

some part of its recruitment process to an external consultant providing the recruitment

services It is commonly known as RPO ie recruitment process outsourcing More and more

medium and large sized organizations are outsourcing their recruitment process right from the

entry level jobs to the C-level jobs

The present value of the recruitment process outsourcing industry (RPO) in India is estimated

to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next

couple of years According to a recent survey only 8-10 per cent of the Indian companies are

complete recruitment processes However the number of companies outsourcing their

recruitment processes is increasing at a very fast rate and so is the percentage of their total

recruitment processes being outsourced

38

Outsourcing organizations strive for providing cost saving benefits to their clients One of the

major advantages to organizations who outsource their recruitment process is that it helps to

save up to as much as 40 per cent of their recruitment costs With the experience expertise

and the economies of scale of the third party organizations are able to improve the quality of

the recruits and the speed of the whole process Also outsourcing enables the human

resource professionals of organizations to focus on the core and other HR and strategic

issues Outsourcing also gives a structured approach to the whole process of recruitment with

the ultimate power of decision making of recruiting with the organisation itself The portion of

the recruitment cycle that is outsourced range from preparing job descriptions to arranging

interviews the activities that consume almost 70 per cent of the time of the whole recruitment

process

Outsourcing the recruitment processes for a sector like BPO which faces an attrition of

almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and

focus on other issues like retention The job seekers are also availing the services of the third

parties (consultants) for accessing the latest job opportunities

In India the trend of outsourcing recruitment is also catching up fast For example Vodafone

outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)

Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to

outsource 50 per cent of its recruitment processes

ADVANTAGES OF OUTSOURCING RECRUITMENT

Traditionally recruitment is seen as the cost incurring process in an organization

HR outsoucing helps the HR professionals of the organization to concentrate on

the strategic functions of amp processes of human resource management rather

than wasting their efforts time amp money on the routine workOutsourcing the

recruitment process helps to cut the recruitment costs to 20 and also provide

economies of scale to the large sized organizatons

39

The major advantages of outsourcing recruitment performance management

are

Outsourcing is beneficial for both the corporate organisations that use the

outsourcing services as well as the consultancies that provide the service to the

corporates Apart from increasing their revenues outsourcing Process provides

business opportunities to the service providers enhancing the skill set of the

service providers and exposure to the different corporate experiences thereby

increasing their expertise

The advantages accruing to the corporate are

turning the managements focus to strategic level processes of HRM

accessibility to the expertise of the service providers

40

freedom from red tape and adhering to strict rules and regulations

optimal resource utilisation

structured and fair performance management

a satisfied and hence highly productive employees

value creation operational flexibility and competitive advantage

Therefore outsourcing helps both the organisations and the consultancies to grow

and perform better

41

OUTSOURCING PROCESS

42

MANAGING RECRUITMENT

ROI ON RECRUITMENT

Before making any investment every organisation would want to evaluate the

investment by answering the following questions in quantifiable terms

What are the costs and the corresponding and related risks on the

investment

What are the expected returns of the investment

What is the expected pay-back period of the investment

An organisation makes a tremendous amount of investment in its recruitment

processes

A lot of resources like time and money are spent on recruitment processes of an

organisation But assessing or quantifying the returns on the recruitment process

or calculating the return on investment (ROI) on recruitment is a complicated task

for an organisation Indeed it is difficult to judge the success of their recruitment

processes Instead recruitment is one activity that continues in an organisation

without anyone ever realizing its worth or measuring its impact on the

organisationrsquos business

According to a survey 38 of organisations do not prepare or produce any kind

of documents or reports on their The recruitment processes and there is no

accountability of the HR department for the costs incurred and the opportunities

missed

With the increasing strategic focus on the human resources more and more

organisations are adopting one or the other way for calculating the ROI on its

recruitments Many organisations are examining their HR functions and

43

processes and are trying to quantify their results and returns

A recruitment professional or manager can calculate and maximize the return on

investments on its organisationrsquos recruitment by

Clear definition of the results to be achieved from recruitment

Developing methods and ways measuring the results like the time ndash to ndash

hire cost-Per-Hire and effectiveness of the recruitment source etc

Estimating the costs associated with the recruitment project

Estimating the tangible and intangible benefits to the organization including

the payback period of the recruitments

Providing and ensuring proper training and development of the recruitment

professionals

Assessing the ROI on recruitments can assist an organisation to strengthen its

HR processes improving its recruitment function and to build a strategic human

resource advantage for the organisation

HR CHALLENGE IN RECRUITMENT

Recruitment is a function that requires business perspective expertise ability to

find and match the best potential candidate for the organisation diplomacy

marketing skills ( as to sell the position to the candidate) and wisdom to align the

recruitment processes for the benefit of the organizationThe HR professionals ndash

handling the recruitment function of the organization ndash are constantly facing new

CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN

RECRUITMENT for such professionals is to source or recruit the best people or

44

potential candidate for the organisation

In the last few years the job market has undergone some fundamental changes

in terms of technologies sources of recruitment competetion in the market etc In

an already saturated job market where the practices like poaching and raiding

are gaining momentum

HR professionals are constantly facing new challenges in one of their most

important function- recruitment They have to face and conquer various

challenges to find the best candidates for their organisations

The major challenges faced by the HR in recruitment are

Adaptability to globalization ndash The HR professionals are expected and

required to keep in tune with the changing times ie the changes taking

place across the globe HR should maintain the timeliness of the process

Lack of motivation ndash Recruitment is considered to be a thankless job

Even if the organisation is achieving results HR department or

professionals are not thanked for recruiting the right employees and

performers

Process analysis ndash The immediacy and speed of the recruitment process

are the main concerns of the HR in recruitment The process should be

flexible adaptive and responsive to the immediate requirements The

recruitment process should also be cost effective

Strategic prioritization ndash The emerging new systems are both an

opportunity as well as a challenge for the HR professionals Therefore

reviewing staffing needs and prioritizing the tasks to meet the changes in

the market has become a challenge for the recruitment professionals

45

Research Research

MethodologyMethodology

18

RESEARCH METHODOLOGYIt is my pleasure that I got the opportunity to work in the CFCL as a management

trainee for a period of 45days and get to learn the operations of the organization and

there systematic amp sequential processing CFCL has witness a meteoric rise right from

its inception and has enlisted itself among top fertilizer companies of the country

Research methodology is a systematic process where collection analysis and the

interpretation of the data so collected from the survey must be interpreted

DATA SOURCES Primary data

Secondary data

PRIMARY DATAProfile of data collection as under

a Sample profile company employees which includes supervisors and workmen

b Sample size 100 employee

SECONDARY DATAa company record

b industrial directory

TITLE OF THE STUDYldquoA STUDY ON RECRUITMENT PROCESS IN CFCLrdquo

DURATION OF THE STUDY

45 Days

19

SAMPLE SIZE AND METHOD OF SELECTING SAMPLE

SAMPLINGSAMPLE - A sample is a part of the total population It can be an individual element

or a group of elements selected from the population Although it is a subset it is

representative of the population and suitable for research in term of cost convenience

and time The sample group can be selected based on a probability or a non-probability

approach A sample usually consists of various units of the population The size of

sample is sample is represented by ldquonrdquo

SAMPLE SIZEFor this management thesis I have taken sample size n as 100

Sampling is the act process or technique of selecting a representative part of a

population for the purpose of determining the characteristics of the whole population In

other words the process of selecting a sample from a population Using special

technique is called sampling

ORGANIZATIONAL GUIDE Mr AK SAXENA

(HR Manager)

AREA OF STUDY GADEPAN (Rajasthan)

OBJECTIVES OF THE PROJECT REPORT

The main objectives for doing this project are as follows

20

1) To acquire practical and theoretical knowledge about how the different department

doing work together why the HR department is important and how an organization is

going on

2) To acquire practical and theoretical knowledge about recruitment amp selection in an

organization

3) Last but not the least the overall view of HR department

LIMITATIONS OF THE STUDY This project is limited to one plant of CFCL which is based in GADEPAN(raj)

Some data was confidential and not disclosed as per the companyrsquos policy

Time limitation was the major factor for the study

21

Topic AnalysisTopic Analysis

22

RECRUITMENT ndash THE CONCEPT

Acquiring and retaining high-quality talent is critical to an organisationrsquos success As the

job market becomes increasingly competitive and the available skills grow more diverse

recruiters need to be more selective in their choices since poor recruiting decisions can

produce long-term negative effects among them high training and development costs to

minimise the incidence of poor performance and high turnover which in turn impact

staff morale the production of high quality goods and services and the retention of

organisational memory At worst the organisation can fail to achieve its objectives

thereby losing its competitive edge and its share of the market

Traditionally Public Service organisations have had little need to worry about market

share and increasing competition since they operate in a monopolistic environment But

in recent time the emphasis on New Public Management Public Sector Management

approaches has forced public organisations to pay closer attention to their service

delivery as consumers have begun to expect and demand more for their tax dollars No

longer are citizens content to grumble about poorly-produced goods and services and

the under-qualified untrained employees who provide them As societies become more

critical and litigious public service organisations must seek all possible avenues for

improving their output and providing the satisfaction their clients require and deserve

The provision of high-quality goods and services begins with the recruitment process

Recruitment is described as ldquothe set of activities and processes used to legally obtain a

sufficient number of qualified people at the right place and time so that the people and

the organisation can select each other in their own best short and long term interestsrdquo1

In other words the recruitment process provides the organisation with a pool of

potentially qualified job candidates from which judicious selection can be made to fill

vacanciesSuccessful recruitment begins with proper employment planning and

forecasting

23

In this phase of the staffing process an organisation formulates plans to fill or eliminate

future job openings based on an analysis of future needs the talent available within and

outside of the organisation and the current and anticipated resources that can be

expended to attract and retain such talent Also related to the success of a recruitment

process are the strategies an organisation is prepared to employ in order to identify and

select the best candidates for its developing pool of human resources

Organisations seeking recruits for base-level entry positions often require minimum

qualifications and experience These applicants are usually recent high school or

university technical college graduates many of whom have not yet made clear

decisions about future careers or are contemplating engaging in advanced academic

activity At the middle levels senior administrative technical and junior executive

positions are often filled internally The push for scarce high-quality talent often

recruited from external sources has usually been at the senior executive levels Most

organisations utilize both mechanisms to effect recruitment to all levels

24

PURPOSE amp IMPORTANCE OF RECRUITMENT

25

The Purpose and Importance of Recruitment are given below

Attract and encourage more and more candidates to apply in the organisation

Create a talent pool of candidates to enable the selection of best candidates for

the organisation

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 rate of selection process by decreasing number of visibly

under qualified or overqualified job applicants

Help reduce the probability that job applicants once recruited amp selected will

leave the organization only after short period of time

Meet the organizations legal amp social obligations regarding the composition of

its workforce

Increase organization amp individual effectiveness of various recruiting techniques

amp sources for all types of job candidates

FACTORS AFFECTING RECRUITMENT

The recruitment function of the organization is affected amp governed by a mix of

various internal amp external forces The internal forces or factors are the factors that can

be controlled by the organization The external factors are those factors which cannot

be controlled by the organization The internal amp external forces affecting recruitment

function of an organization are

FACTORS AFFECTING RECRUITMENT

26

THE RECRUITMENT PROCESS

Successful recruitment involves the several processes of

1 development of a policy on recruitment and retention and the systems that give

life to the policy

2 needs assessment to determine the current and future human resource

requirements of the organisation If the activity is to be effective the human

resource requirements for each job category and functional divisionunit of the

organisation must be assessed and a priority assigned

3 identification within and outside the organisation of the potential human

resource pool and the likely competition for the knowledge and skills resident

within it

4 job analysis and job evaluation to identify the individual aspects of each job and

calculate its relative worth

5 assessment of qualifications profiles drawn from job descriptions that identify

responsibilities and required skills abilities knowledge and experience

6 determination of the organizationrsquos ability to pay salaries and benefits within a

defined period

7 identification and documentation of the actual process of recruitment and

selection to ensure equity and adherence to equal opportunity and other laws

Documenting the organizationrsquos policy on recruitment the criteria to be utilized and all

the steps in the recruiting process is as necessary in the seemingly informal setting of in

house selection as it is when selection is made from external sources Documentation

satisfies the requirement of procedural transparency and leaves a trail that can easily be

followed for audit and other purposes Of special importance is documentation that is in

conformity with Freedom of Information legislation (where such legislation exists) such

as

1048707 criteria and procedures for the initial screening of applicants

1048707 criteria for generating long and short lists

27

1048707 criteria and procedures for the selection of interview panels

1048707 interview questions

1048707 interview scores and panelistsrsquo comments

1048707 results of tests (where administered)

1048707 results of reference checks

RECRUITMENT PROCESS RECRUITMENT PROCESS

28

RECRUIMENT METHODS

Recruitment may be conducted internally through the promotion and transfer of existing

personnel or through referrals by current staff members of friends and family

members

Where internal recruitment is the chosen method of filling vacancies job openings can

be advertised by job posting that is a strategy of placing notices on manual and

electronic bulletin boards in company newsletters and through office memoranda

Referrals are usually word-of-mouth advertisements that are a low-cost-per-hire way of

recruiting

Internal recruitment does not always produce the number or quality of personnel

needed in such an instance the organisation needs to recruit from external sources

either by encouraging walk-in applicants advertising vacancies in newspapers

magazines and journals and the visual andor audio media using employment

agencies to ldquohead huntrdquoadvertising on-line via the Internet or through job fairs and the

use of college recruitment

POSTING VACANCIES

As indicated earlier job posting refers to the practice of publishing an open job to

employees (often by literally posting it on bulletin boards) and listing its attributes such

as criteria of knowledge qualification skill and experience The purpose of posting

vacancies is to bring to the attention of all interested persons (inside or out of the

organisation) the jobs that are to be filled

Before posting a vacancy management needs to decide whether

1048707 it intends to retain the job in its present form and with its present title

remuneration and status

1048707 selected attributes of the job for example skill or experience will change

29

1048707 there are sufficient qualified potential applicants serving in other positions within

the organisation who may be potential candidates for that job

1048707 the existing organisational policy on recruitment is still applicable (for example

whether referrals by staff members of friends and family are still an acceptable

way of filling vacancies)

1048707 the organisations stands to benefit more in the long-term from recruiting

applicants from external sources

RECRUITING FROM INTERNAL SOURCES

There are sound reasons for recruiting from sources within the organisation

1048707 The ability of the recruit is known so it is easy to assess potential for the next

level By contrast assessments of external recruits are based on less reliable

sources such as references and relatively brief encounters such as interviews

1048707 ldquoInsidersrdquo know the organisation its strengths and weaknesses its culture and

most of all its people

1048707 Promotions from within build motivation and a sense of commitment to the

organisation Skilled and ambitious employees are more likely to become

involved in developmental activities if they believe that these activities will lead

to promotion

1048707 Internal recruitment is cheaper and quicker than advertising in various media and

interviewing ldquooutsidersrdquo Time spent in training and socialisation is also reduced

At the same time several disadvantages exist

30

1048707 Sometimes it is difficult to find the ldquorightrdquo candidate within and the organisation

may settle for an employee who possesses a less than ideal mix of competencies

1048707 If the vacancies are being caused by rapid expansion of the organisation there

may be an insufficient supply of qualified individuals above the entry level This

may result in people being promoted before they are ready or not being allowed

to stay in a position long enough to learn how to do the job well

1048707 Infighting inbreeding and a shortage of varied perspectives and interests may

reduce organisational flexibility and growth and resistance to change by those

who have an interest in maintaining the status quo may present long term

problems

RECRUITING FROM EXTERNAL SOURCES

External recruiting methods can be grouped into two classes informal and formal

Informal recruiting methods tap a smaller market than formal methods These methods

may include rehiring former employees and choosing from among those ldquowalk-inrdquo

applicants whose unsolicited reacutesumeacutes had been retained on file The use of referrals

also constitutes an informal hiring method Because they are relatively inexpensive to

use and can be implemented quickly informal recruiting methods are commonly used

for hiring clerical and other base-level recruits who are more likely than other groups to

have submitted unsolicited applications Former students who participated in internship

programmes may also be easily and cheaply accessed

Formal methods of external recruiting entail searching the labour market more widely for

candidates with no previous connection to the organisation These methods have

traditionally included newspapermagazinejournal advertising the use of employment

agencies and executive search firms and college recruitment More often now

31

jobcareer fairs and e-Recruiting are reaching the job seeker market

Of course it is possible to for an organisation to reduce the risks and high costs of

recruitment by maintaining a small cadre of full-time permanent employees and

meeting an unexpected and temporary need for staff through the use of ad hoc and

short-term contract workers who come to the position already trained

It is frequently said that the best jobs are not advertised their availability is

communicated by word of mouth Networking therefore continues to be a viable

mechanism for recruiting especially at the senior management level in certain

industriesIn many instances networking is a strategy used by the recruitment

firmsemployment agencies

ON-LINE APPLICATIONSRECRUITING ON THE INTERNET

Using the Internet is faster and cheaper than many traditional methods of recruiting

Jobs can be posted on Internet sites for a modest amount (less than in the print media)

remain there for periods of thirty or sixty days or more - at no additional cost - and are

available twenty-four hours a day Candidates can view detailed information about the

job and the organisation and then respond electronically

Most homes and workplaces are now using computerised equipment for

communication the Internet is rapidly becoming the method of choice for accessing and

sharing information First-time job seekers are now more likely to search websites for

job postings than to peruse newspapers magazines and journals The prevalence of

advertising has made it easier

The Internet speeds up the hiring process in three basis stages

1048707 Faster posting of jobs

o The wait for a suitable date and a prominent place in the print media is

eliminated The time lag that exists between the submission of

32

information to the media house and its appearance in print disappears On

the internet the advertisement appears immediately and can be kept alive

for as long as the recruiter requires it

1048707 Faster applicant response

1048707 Faster processing of reacutesumeacutes

Companies that are likely to advertise on-line usually have a website that allows

potential candidates to learn about the company before deciding whether to apply thus

lowering the incidence time-wasting through the submission of unsuitable applications

The website can be used as a tool to encourage potential job seekers to build an

interest in joining the organization Internet Recruiting Power Opportunities and

Effectiveness CareerJournalcom Taken from Job websites offer unlimited space

which can be used by management to sell the organization The site can then be used

not only to post vacancies but also to publicise the organisation That will allow

candidates to become more familiar with the company know what skills the company is

looking for and get to know about its culture Most importantly the system will provide a

proper path to securing quick responses to job openings On-line recruiting facilitates

the decentralisation of the hiring function by making it possible for other groups in the

organisation to take responsibility for part of the function

Internet recruiting is not all positive though there are drawbacks for unwary users

1048707 Some applicants still place great value on face-to-face interactions in the hiring

process Such applicants are likely to ignore jobs posted impersonally on-line

1048707 Companies are overwhelmed by the volume of reacutesumeacutes posted on the Internet

This can in fact lengthen the short-listing process If the screening process is not

well done the quantity of applicationsreacutesumeacutes logged-on may be more of a

hindrance to the process that an aid to selection

33

1048707 Job seekers who demand confidentiality in the recruitment process may be

reluctant to use the Internet as a job search mechanism

For effectiveness in the use of the strategy of e-Recruiting companies are advised to

1048707 use specialised Job Sites that cater to specific industries

1048707 thoroughly assess the service level provided by Job Sites to ensure that they

maintain the level they claim to provide

1048707 enhance the Corporate Web Site as a tool to encourage potential job seekers to

become interested in joining the company

1048707 take advantage of the fact that Internet job advertisements have no space

limitations so recruiters can use longer job descriptions to fully describe the

company job requirements and working conditions offered

1048707 use valid Search Engines that will sort candidates effectively but will not

discriminate against any persons or groups

1048707 create attention-grabbing newspaper advertisements that prompt people to visit

the companyrsquos website They will then see all vacancies that are advertised

1048707 encourage employees to e-mail job advertisements to friends

1048707 design and implement a successful e-Recruitment strategy

COLLEGE RECRUITMENT

College recruiting ndash sending an employerrsquos representatives to college campuses to

prescreen applicants and create an applicant pool from that collegersquos graduating class ndash

34

is an important source of management trainees promotable [entry-level] candidates

and professional and technical employees To get the best out of this hiring strategy the

organisation and its career opportunities must be made to stand out Human resource

professionals are aware that few college students and potential graduates know where

their careers will take them over the next fifteen to twenty years Therefore many of the

criteria used by students to select the first job may be quite arbitrary The organisation

that will succeed then is one can show how the work it offers meets studentsrsquo needs

for skill enhancement rewarding opportunities personal satisfaction flexibility and

compensation

Two major advantages of this strategy are the cost (which is higher than word-of-mouth

recruiting but lower than advertising in the media or using an employment agency) and

the convenience (since many candidates can be interviewed in a short time in the

same location with space and administrative support provided by the college itself)

Unfortunately suitable candidates become available only at certain times of the year

which may not always suit the needs of the hiring organisation Another major

disadvantage of college recruiting is the lack of experience and the inflated expectations

of new graduates and the cost of hiring graduates for entry-level positions that may not

require a college degree

College recruitment also offers opportunities for internships These programmes may

provide the organisations with quality employees at low cost per hire Some interns are

hired at low cost (perhaps minimum wage) and are offered work experience Interns are

able to hone business skills check out potential employers and learn more about

employersrsquo likes and dislikes before making final career choices Some of the better

interns are recruited after graduation

College recruitment is relatively expensive and time consuming for the recruiting

company The process involves screening the candidate that is determining whether

heshe is worthy of further consideration and marketing the company as a preferred

place of employment

35

An alternate strategy for college recruitment is the career planning workshop These

activities are usually (but not exclusively) associated with adolescent school leavers

They do not immediately produce ready candidates for the job market but provide the

opportunity for an organisation to present itself as an employer worthy of consideration

Co-ordinators of career planning workshops co-opt professionals and organisations to

present career options to potential school leavers in a controlled setting so as to lay out

the range of possibilities to young job seekers Career planning workshops are used

mainly as information-giving tools which the school leaver can use to make informed

career choices Some organisations use the workshops as a base for internships

Recruiters may not be employees of the company but paid professionals who have

been trained to perform the function

JOB FAIRSThe concept of a job fair is to bring those interested in finding a job into those

companies who are searching for applicants Job fairs are open fora at which employers

can exhibit the best their companies have to offer so that job seekers can make

informed choices They are considered one of the most effective ways for job seekers to

land jobs

At the job fair employers have a large pool of candidates on which to draw while job

seekers have the opportunity to shop around for dozens ndash sometimes hundreds ndash of

employers all in one place

Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an

interview employers are still on the look out for qualified potential employees who have

interest dedication and initiative

MAINTAINING EQUITY IN THE RECRUITMENT PROCESS

It is often difficult to ensure and maintain fairnessequity in the recruitment process

36

although in every jurisdiction there are laws that protect individuals and vulnerable

groups from the negative impact of discriminatory practices Where necessary systems

detailed procedures and processes exist or must be established to minimise

discrimination

The usual format of job fairs is to have several companies set up information stations at

an expo with at least one representative of the company present to provide information

The fairs usually have a common theme or are specific to a certain field or area of

interest Interested individuals browse through the information provided by each

company and then decide which company if any they would like to apply to They have

the opportunity to talk with a current employee of specific companies to learn more

about the employment experience

Each country designatesidentifies a group or groups for special notice women visible

minorities and the disabled are usual targets The Government of Canada in

articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated

groups as employment equity targets women Aboriginal people members of visible

minority groups persons with disabilities In the legislation managersrsquo responsibilities

for employment equity are stated as

bull Ensuring effective overall performance and continuous progress of the

employment equity goals within the operation

bull Achieving fostering and maintaining a representative workforce

bull Showing leadership in employment equity and demonstrating commitment to it by

ensuring that discrimination and stereotyping are not tolerated and

bull Informing and educating employees in the organisation about employment equity

and diversity

37

OUTSOURCING RECRUITMENT

OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice

being followed by middle amp large sized organizations It is being witnessed across all the

industries In India the HR processes are being outsourced from nearly a decade now

Outsourcing industry is growing at high rate

HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the

expert services of a third party ( generally professional consultants) to take care of its HR

functions while HR management can focus on the strategic dimension of their function The

functions that are typically outsourced are the functions that need expertise relevant

experience knowledge amp best methods amp practices This has given rise to outsourcing the

various HR functions of an organisation HR Consultancies such as Ma Foi and Planman

Consulting provide such services through expert professional consultants Human resources

business process outsourcing (HR BPO) is a major component of the worldwide BPO market

Performance management outsourcing involves all the performance monitoring measurement

management being outsourced from a third party or an external organisation

Many organizations have started outsourcing its recruitment process ie transferring all or

some part of its recruitment process to an external consultant providing the recruitment

services It is commonly known as RPO ie recruitment process outsourcing More and more

medium and large sized organizations are outsourcing their recruitment process right from the

entry level jobs to the C-level jobs

The present value of the recruitment process outsourcing industry (RPO) in India is estimated

to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next

couple of years According to a recent survey only 8-10 per cent of the Indian companies are

complete recruitment processes However the number of companies outsourcing their

recruitment processes is increasing at a very fast rate and so is the percentage of their total

recruitment processes being outsourced

38

Outsourcing organizations strive for providing cost saving benefits to their clients One of the

major advantages to organizations who outsource their recruitment process is that it helps to

save up to as much as 40 per cent of their recruitment costs With the experience expertise

and the economies of scale of the third party organizations are able to improve the quality of

the recruits and the speed of the whole process Also outsourcing enables the human

resource professionals of organizations to focus on the core and other HR and strategic

issues Outsourcing also gives a structured approach to the whole process of recruitment with

the ultimate power of decision making of recruiting with the organisation itself The portion of

the recruitment cycle that is outsourced range from preparing job descriptions to arranging

interviews the activities that consume almost 70 per cent of the time of the whole recruitment

process

Outsourcing the recruitment processes for a sector like BPO which faces an attrition of

almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and

focus on other issues like retention The job seekers are also availing the services of the third

parties (consultants) for accessing the latest job opportunities

In India the trend of outsourcing recruitment is also catching up fast For example Vodafone

outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)

Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to

outsource 50 per cent of its recruitment processes

ADVANTAGES OF OUTSOURCING RECRUITMENT

Traditionally recruitment is seen as the cost incurring process in an organization

HR outsoucing helps the HR professionals of the organization to concentrate on

the strategic functions of amp processes of human resource management rather

than wasting their efforts time amp money on the routine workOutsourcing the

recruitment process helps to cut the recruitment costs to 20 and also provide

economies of scale to the large sized organizatons

39

The major advantages of outsourcing recruitment performance management

are

Outsourcing is beneficial for both the corporate organisations that use the

outsourcing services as well as the consultancies that provide the service to the

corporates Apart from increasing their revenues outsourcing Process provides

business opportunities to the service providers enhancing the skill set of the

service providers and exposure to the different corporate experiences thereby

increasing their expertise

The advantages accruing to the corporate are

turning the managements focus to strategic level processes of HRM

accessibility to the expertise of the service providers

40

freedom from red tape and adhering to strict rules and regulations

optimal resource utilisation

structured and fair performance management

a satisfied and hence highly productive employees

value creation operational flexibility and competitive advantage

Therefore outsourcing helps both the organisations and the consultancies to grow

and perform better

41

OUTSOURCING PROCESS

42

MANAGING RECRUITMENT

ROI ON RECRUITMENT

Before making any investment every organisation would want to evaluate the

investment by answering the following questions in quantifiable terms

What are the costs and the corresponding and related risks on the

investment

What are the expected returns of the investment

What is the expected pay-back period of the investment

An organisation makes a tremendous amount of investment in its recruitment

processes

A lot of resources like time and money are spent on recruitment processes of an

organisation But assessing or quantifying the returns on the recruitment process

or calculating the return on investment (ROI) on recruitment is a complicated task

for an organisation Indeed it is difficult to judge the success of their recruitment

processes Instead recruitment is one activity that continues in an organisation

without anyone ever realizing its worth or measuring its impact on the

organisationrsquos business

According to a survey 38 of organisations do not prepare or produce any kind

of documents or reports on their The recruitment processes and there is no

accountability of the HR department for the costs incurred and the opportunities

missed

With the increasing strategic focus on the human resources more and more

organisations are adopting one or the other way for calculating the ROI on its

recruitments Many organisations are examining their HR functions and

43

processes and are trying to quantify their results and returns

A recruitment professional or manager can calculate and maximize the return on

investments on its organisationrsquos recruitment by

Clear definition of the results to be achieved from recruitment

Developing methods and ways measuring the results like the time ndash to ndash

hire cost-Per-Hire and effectiveness of the recruitment source etc

Estimating the costs associated with the recruitment project

Estimating the tangible and intangible benefits to the organization including

the payback period of the recruitments

Providing and ensuring proper training and development of the recruitment

professionals

Assessing the ROI on recruitments can assist an organisation to strengthen its

HR processes improving its recruitment function and to build a strategic human

resource advantage for the organisation

HR CHALLENGE IN RECRUITMENT

Recruitment is a function that requires business perspective expertise ability to

find and match the best potential candidate for the organisation diplomacy

marketing skills ( as to sell the position to the candidate) and wisdom to align the

recruitment processes for the benefit of the organizationThe HR professionals ndash

handling the recruitment function of the organization ndash are constantly facing new

CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN

RECRUITMENT for such professionals is to source or recruit the best people or

44

potential candidate for the organisation

In the last few years the job market has undergone some fundamental changes

in terms of technologies sources of recruitment competetion in the market etc In

an already saturated job market where the practices like poaching and raiding

are gaining momentum

HR professionals are constantly facing new challenges in one of their most

important function- recruitment They have to face and conquer various

challenges to find the best candidates for their organisations

The major challenges faced by the HR in recruitment are

Adaptability to globalization ndash The HR professionals are expected and

required to keep in tune with the changing times ie the changes taking

place across the globe HR should maintain the timeliness of the process

Lack of motivation ndash Recruitment is considered to be a thankless job

Even if the organisation is achieving results HR department or

professionals are not thanked for recruiting the right employees and

performers

Process analysis ndash The immediacy and speed of the recruitment process

are the main concerns of the HR in recruitment The process should be

flexible adaptive and responsive to the immediate requirements The

recruitment process should also be cost effective

Strategic prioritization ndash The emerging new systems are both an

opportunity as well as a challenge for the HR professionals Therefore

reviewing staffing needs and prioritizing the tasks to meet the changes in

the market has become a challenge for the recruitment professionals

45

RESEARCH METHODOLOGYIt is my pleasure that I got the opportunity to work in the CFCL as a management

trainee for a period of 45days and get to learn the operations of the organization and

there systematic amp sequential processing CFCL has witness a meteoric rise right from

its inception and has enlisted itself among top fertilizer companies of the country

Research methodology is a systematic process where collection analysis and the

interpretation of the data so collected from the survey must be interpreted

DATA SOURCES Primary data

Secondary data

PRIMARY DATAProfile of data collection as under

a Sample profile company employees which includes supervisors and workmen

b Sample size 100 employee

SECONDARY DATAa company record

b industrial directory

TITLE OF THE STUDYldquoA STUDY ON RECRUITMENT PROCESS IN CFCLrdquo

DURATION OF THE STUDY

45 Days

19

SAMPLE SIZE AND METHOD OF SELECTING SAMPLE

SAMPLINGSAMPLE - A sample is a part of the total population It can be an individual element

or a group of elements selected from the population Although it is a subset it is

representative of the population and suitable for research in term of cost convenience

and time The sample group can be selected based on a probability or a non-probability

approach A sample usually consists of various units of the population The size of

sample is sample is represented by ldquonrdquo

SAMPLE SIZEFor this management thesis I have taken sample size n as 100

Sampling is the act process or technique of selecting a representative part of a

population for the purpose of determining the characteristics of the whole population In

other words the process of selecting a sample from a population Using special

technique is called sampling

ORGANIZATIONAL GUIDE Mr AK SAXENA

(HR Manager)

AREA OF STUDY GADEPAN (Rajasthan)

OBJECTIVES OF THE PROJECT REPORT

The main objectives for doing this project are as follows

20

1) To acquire practical and theoretical knowledge about how the different department

doing work together why the HR department is important and how an organization is

going on

2) To acquire practical and theoretical knowledge about recruitment amp selection in an

organization

3) Last but not the least the overall view of HR department

LIMITATIONS OF THE STUDY This project is limited to one plant of CFCL which is based in GADEPAN(raj)

Some data was confidential and not disclosed as per the companyrsquos policy

Time limitation was the major factor for the study

21

Topic AnalysisTopic Analysis

22

RECRUITMENT ndash THE CONCEPT

Acquiring and retaining high-quality talent is critical to an organisationrsquos success As the

job market becomes increasingly competitive and the available skills grow more diverse

recruiters need to be more selective in their choices since poor recruiting decisions can

produce long-term negative effects among them high training and development costs to

minimise the incidence of poor performance and high turnover which in turn impact

staff morale the production of high quality goods and services and the retention of

organisational memory At worst the organisation can fail to achieve its objectives

thereby losing its competitive edge and its share of the market

Traditionally Public Service organisations have had little need to worry about market

share and increasing competition since they operate in a monopolistic environment But

in recent time the emphasis on New Public Management Public Sector Management

approaches has forced public organisations to pay closer attention to their service

delivery as consumers have begun to expect and demand more for their tax dollars No

longer are citizens content to grumble about poorly-produced goods and services and

the under-qualified untrained employees who provide them As societies become more

critical and litigious public service organisations must seek all possible avenues for

improving their output and providing the satisfaction their clients require and deserve

The provision of high-quality goods and services begins with the recruitment process

Recruitment is described as ldquothe set of activities and processes used to legally obtain a

sufficient number of qualified people at the right place and time so that the people and

the organisation can select each other in their own best short and long term interestsrdquo1

In other words the recruitment process provides the organisation with a pool of

potentially qualified job candidates from which judicious selection can be made to fill

vacanciesSuccessful recruitment begins with proper employment planning and

forecasting

23

In this phase of the staffing process an organisation formulates plans to fill or eliminate

future job openings based on an analysis of future needs the talent available within and

outside of the organisation and the current and anticipated resources that can be

expended to attract and retain such talent Also related to the success of a recruitment

process are the strategies an organisation is prepared to employ in order to identify and

select the best candidates for its developing pool of human resources

Organisations seeking recruits for base-level entry positions often require minimum

qualifications and experience These applicants are usually recent high school or

university technical college graduates many of whom have not yet made clear

decisions about future careers or are contemplating engaging in advanced academic

activity At the middle levels senior administrative technical and junior executive

positions are often filled internally The push for scarce high-quality talent often

recruited from external sources has usually been at the senior executive levels Most

organisations utilize both mechanisms to effect recruitment to all levels

24

PURPOSE amp IMPORTANCE OF RECRUITMENT

25

The Purpose and Importance of Recruitment are given below

Attract and encourage more and more candidates to apply in the organisation

Create a talent pool of candidates to enable the selection of best candidates for

the organisation

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 rate of selection process by decreasing number of visibly

under qualified or overqualified job applicants

Help reduce the probability that job applicants once recruited amp selected will

leave the organization only after short period of time

Meet the organizations legal amp social obligations regarding the composition of

its workforce

Increase organization amp individual effectiveness of various recruiting techniques

amp sources for all types of job candidates

FACTORS AFFECTING RECRUITMENT

The recruitment function of the organization is affected amp governed by a mix of

various internal amp external forces The internal forces or factors are the factors that can

be controlled by the organization The external factors are those factors which cannot

be controlled by the organization The internal amp external forces affecting recruitment

function of an organization are

FACTORS AFFECTING RECRUITMENT

26

THE RECRUITMENT PROCESS

Successful recruitment involves the several processes of

1 development of a policy on recruitment and retention and the systems that give

life to the policy

2 needs assessment to determine the current and future human resource

requirements of the organisation If the activity is to be effective the human

resource requirements for each job category and functional divisionunit of the

organisation must be assessed and a priority assigned

3 identification within and outside the organisation of the potential human

resource pool and the likely competition for the knowledge and skills resident

within it

4 job analysis and job evaluation to identify the individual aspects of each job and

calculate its relative worth

5 assessment of qualifications profiles drawn from job descriptions that identify

responsibilities and required skills abilities knowledge and experience

6 determination of the organizationrsquos ability to pay salaries and benefits within a

defined period

7 identification and documentation of the actual process of recruitment and

selection to ensure equity and adherence to equal opportunity and other laws

Documenting the organizationrsquos policy on recruitment the criteria to be utilized and all

the steps in the recruiting process is as necessary in the seemingly informal setting of in

house selection as it is when selection is made from external sources Documentation

satisfies the requirement of procedural transparency and leaves a trail that can easily be

followed for audit and other purposes Of special importance is documentation that is in

conformity with Freedom of Information legislation (where such legislation exists) such

as

1048707 criteria and procedures for the initial screening of applicants

1048707 criteria for generating long and short lists

27

1048707 criteria and procedures for the selection of interview panels

1048707 interview questions

1048707 interview scores and panelistsrsquo comments

1048707 results of tests (where administered)

1048707 results of reference checks

RECRUITMENT PROCESS RECRUITMENT PROCESS

28

RECRUIMENT METHODS

Recruitment may be conducted internally through the promotion and transfer of existing

personnel or through referrals by current staff members of friends and family

members

Where internal recruitment is the chosen method of filling vacancies job openings can

be advertised by job posting that is a strategy of placing notices on manual and

electronic bulletin boards in company newsletters and through office memoranda

Referrals are usually word-of-mouth advertisements that are a low-cost-per-hire way of

recruiting

Internal recruitment does not always produce the number or quality of personnel

needed in such an instance the organisation needs to recruit from external sources

either by encouraging walk-in applicants advertising vacancies in newspapers

magazines and journals and the visual andor audio media using employment

agencies to ldquohead huntrdquoadvertising on-line via the Internet or through job fairs and the

use of college recruitment

POSTING VACANCIES

As indicated earlier job posting refers to the practice of publishing an open job to

employees (often by literally posting it on bulletin boards) and listing its attributes such

as criteria of knowledge qualification skill and experience The purpose of posting

vacancies is to bring to the attention of all interested persons (inside or out of the

organisation) the jobs that are to be filled

Before posting a vacancy management needs to decide whether

1048707 it intends to retain the job in its present form and with its present title

remuneration and status

1048707 selected attributes of the job for example skill or experience will change

29

1048707 there are sufficient qualified potential applicants serving in other positions within

the organisation who may be potential candidates for that job

1048707 the existing organisational policy on recruitment is still applicable (for example

whether referrals by staff members of friends and family are still an acceptable

way of filling vacancies)

1048707 the organisations stands to benefit more in the long-term from recruiting

applicants from external sources

RECRUITING FROM INTERNAL SOURCES

There are sound reasons for recruiting from sources within the organisation

1048707 The ability of the recruit is known so it is easy to assess potential for the next

level By contrast assessments of external recruits are based on less reliable

sources such as references and relatively brief encounters such as interviews

1048707 ldquoInsidersrdquo know the organisation its strengths and weaknesses its culture and

most of all its people

1048707 Promotions from within build motivation and a sense of commitment to the

organisation Skilled and ambitious employees are more likely to become

involved in developmental activities if they believe that these activities will lead

to promotion

1048707 Internal recruitment is cheaper and quicker than advertising in various media and

interviewing ldquooutsidersrdquo Time spent in training and socialisation is also reduced

At the same time several disadvantages exist

30

1048707 Sometimes it is difficult to find the ldquorightrdquo candidate within and the organisation

may settle for an employee who possesses a less than ideal mix of competencies

1048707 If the vacancies are being caused by rapid expansion of the organisation there

may be an insufficient supply of qualified individuals above the entry level This

may result in people being promoted before they are ready or not being allowed

to stay in a position long enough to learn how to do the job well

1048707 Infighting inbreeding and a shortage of varied perspectives and interests may

reduce organisational flexibility and growth and resistance to change by those

who have an interest in maintaining the status quo may present long term

problems

RECRUITING FROM EXTERNAL SOURCES

External recruiting methods can be grouped into two classes informal and formal

Informal recruiting methods tap a smaller market than formal methods These methods

may include rehiring former employees and choosing from among those ldquowalk-inrdquo

applicants whose unsolicited reacutesumeacutes had been retained on file The use of referrals

also constitutes an informal hiring method Because they are relatively inexpensive to

use and can be implemented quickly informal recruiting methods are commonly used

for hiring clerical and other base-level recruits who are more likely than other groups to

have submitted unsolicited applications Former students who participated in internship

programmes may also be easily and cheaply accessed

Formal methods of external recruiting entail searching the labour market more widely for

candidates with no previous connection to the organisation These methods have

traditionally included newspapermagazinejournal advertising the use of employment

agencies and executive search firms and college recruitment More often now

31

jobcareer fairs and e-Recruiting are reaching the job seeker market

Of course it is possible to for an organisation to reduce the risks and high costs of

recruitment by maintaining a small cadre of full-time permanent employees and

meeting an unexpected and temporary need for staff through the use of ad hoc and

short-term contract workers who come to the position already trained

It is frequently said that the best jobs are not advertised their availability is

communicated by word of mouth Networking therefore continues to be a viable

mechanism for recruiting especially at the senior management level in certain

industriesIn many instances networking is a strategy used by the recruitment

firmsemployment agencies

ON-LINE APPLICATIONSRECRUITING ON THE INTERNET

Using the Internet is faster and cheaper than many traditional methods of recruiting

Jobs can be posted on Internet sites for a modest amount (less than in the print media)

remain there for periods of thirty or sixty days or more - at no additional cost - and are

available twenty-four hours a day Candidates can view detailed information about the

job and the organisation and then respond electronically

Most homes and workplaces are now using computerised equipment for

communication the Internet is rapidly becoming the method of choice for accessing and

sharing information First-time job seekers are now more likely to search websites for

job postings than to peruse newspapers magazines and journals The prevalence of

advertising has made it easier

The Internet speeds up the hiring process in three basis stages

1048707 Faster posting of jobs

o The wait for a suitable date and a prominent place in the print media is

eliminated The time lag that exists between the submission of

32

information to the media house and its appearance in print disappears On

the internet the advertisement appears immediately and can be kept alive

for as long as the recruiter requires it

1048707 Faster applicant response

1048707 Faster processing of reacutesumeacutes

Companies that are likely to advertise on-line usually have a website that allows

potential candidates to learn about the company before deciding whether to apply thus

lowering the incidence time-wasting through the submission of unsuitable applications

The website can be used as a tool to encourage potential job seekers to build an

interest in joining the organization Internet Recruiting Power Opportunities and

Effectiveness CareerJournalcom Taken from Job websites offer unlimited space

which can be used by management to sell the organization The site can then be used

not only to post vacancies but also to publicise the organisation That will allow

candidates to become more familiar with the company know what skills the company is

looking for and get to know about its culture Most importantly the system will provide a

proper path to securing quick responses to job openings On-line recruiting facilitates

the decentralisation of the hiring function by making it possible for other groups in the

organisation to take responsibility for part of the function

Internet recruiting is not all positive though there are drawbacks for unwary users

1048707 Some applicants still place great value on face-to-face interactions in the hiring

process Such applicants are likely to ignore jobs posted impersonally on-line

1048707 Companies are overwhelmed by the volume of reacutesumeacutes posted on the Internet

This can in fact lengthen the short-listing process If the screening process is not

well done the quantity of applicationsreacutesumeacutes logged-on may be more of a

hindrance to the process that an aid to selection

33

1048707 Job seekers who demand confidentiality in the recruitment process may be

reluctant to use the Internet as a job search mechanism

For effectiveness in the use of the strategy of e-Recruiting companies are advised to

1048707 use specialised Job Sites that cater to specific industries

1048707 thoroughly assess the service level provided by Job Sites to ensure that they

maintain the level they claim to provide

1048707 enhance the Corporate Web Site as a tool to encourage potential job seekers to

become interested in joining the company

1048707 take advantage of the fact that Internet job advertisements have no space

limitations so recruiters can use longer job descriptions to fully describe the

company job requirements and working conditions offered

1048707 use valid Search Engines that will sort candidates effectively but will not

discriminate against any persons or groups

1048707 create attention-grabbing newspaper advertisements that prompt people to visit

the companyrsquos website They will then see all vacancies that are advertised

1048707 encourage employees to e-mail job advertisements to friends

1048707 design and implement a successful e-Recruitment strategy

COLLEGE RECRUITMENT

College recruiting ndash sending an employerrsquos representatives to college campuses to

prescreen applicants and create an applicant pool from that collegersquos graduating class ndash

34

is an important source of management trainees promotable [entry-level] candidates

and professional and technical employees To get the best out of this hiring strategy the

organisation and its career opportunities must be made to stand out Human resource

professionals are aware that few college students and potential graduates know where

their careers will take them over the next fifteen to twenty years Therefore many of the

criteria used by students to select the first job may be quite arbitrary The organisation

that will succeed then is one can show how the work it offers meets studentsrsquo needs

for skill enhancement rewarding opportunities personal satisfaction flexibility and

compensation

Two major advantages of this strategy are the cost (which is higher than word-of-mouth

recruiting but lower than advertising in the media or using an employment agency) and

the convenience (since many candidates can be interviewed in a short time in the

same location with space and administrative support provided by the college itself)

Unfortunately suitable candidates become available only at certain times of the year

which may not always suit the needs of the hiring organisation Another major

disadvantage of college recruiting is the lack of experience and the inflated expectations

of new graduates and the cost of hiring graduates for entry-level positions that may not

require a college degree

College recruitment also offers opportunities for internships These programmes may

provide the organisations with quality employees at low cost per hire Some interns are

hired at low cost (perhaps minimum wage) and are offered work experience Interns are

able to hone business skills check out potential employers and learn more about

employersrsquo likes and dislikes before making final career choices Some of the better

interns are recruited after graduation

College recruitment is relatively expensive and time consuming for the recruiting

company The process involves screening the candidate that is determining whether

heshe is worthy of further consideration and marketing the company as a preferred

place of employment

35

An alternate strategy for college recruitment is the career planning workshop These

activities are usually (but not exclusively) associated with adolescent school leavers

They do not immediately produce ready candidates for the job market but provide the

opportunity for an organisation to present itself as an employer worthy of consideration

Co-ordinators of career planning workshops co-opt professionals and organisations to

present career options to potential school leavers in a controlled setting so as to lay out

the range of possibilities to young job seekers Career planning workshops are used

mainly as information-giving tools which the school leaver can use to make informed

career choices Some organisations use the workshops as a base for internships

Recruiters may not be employees of the company but paid professionals who have

been trained to perform the function

JOB FAIRSThe concept of a job fair is to bring those interested in finding a job into those

companies who are searching for applicants Job fairs are open fora at which employers

can exhibit the best their companies have to offer so that job seekers can make

informed choices They are considered one of the most effective ways for job seekers to

land jobs

At the job fair employers have a large pool of candidates on which to draw while job

seekers have the opportunity to shop around for dozens ndash sometimes hundreds ndash of

employers all in one place

Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an

interview employers are still on the look out for qualified potential employees who have

interest dedication and initiative

MAINTAINING EQUITY IN THE RECRUITMENT PROCESS

It is often difficult to ensure and maintain fairnessequity in the recruitment process

36

although in every jurisdiction there are laws that protect individuals and vulnerable

groups from the negative impact of discriminatory practices Where necessary systems

detailed procedures and processes exist or must be established to minimise

discrimination

The usual format of job fairs is to have several companies set up information stations at

an expo with at least one representative of the company present to provide information

The fairs usually have a common theme or are specific to a certain field or area of

interest Interested individuals browse through the information provided by each

company and then decide which company if any they would like to apply to They have

the opportunity to talk with a current employee of specific companies to learn more

about the employment experience

Each country designatesidentifies a group or groups for special notice women visible

minorities and the disabled are usual targets The Government of Canada in

articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated

groups as employment equity targets women Aboriginal people members of visible

minority groups persons with disabilities In the legislation managersrsquo responsibilities

for employment equity are stated as

bull Ensuring effective overall performance and continuous progress of the

employment equity goals within the operation

bull Achieving fostering and maintaining a representative workforce

bull Showing leadership in employment equity and demonstrating commitment to it by

ensuring that discrimination and stereotyping are not tolerated and

bull Informing and educating employees in the organisation about employment equity

and diversity

37

OUTSOURCING RECRUITMENT

OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice

being followed by middle amp large sized organizations It is being witnessed across all the

industries In India the HR processes are being outsourced from nearly a decade now

Outsourcing industry is growing at high rate

HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the

expert services of a third party ( generally professional consultants) to take care of its HR

functions while HR management can focus on the strategic dimension of their function The

functions that are typically outsourced are the functions that need expertise relevant

experience knowledge amp best methods amp practices This has given rise to outsourcing the

various HR functions of an organisation HR Consultancies such as Ma Foi and Planman

Consulting provide such services through expert professional consultants Human resources

business process outsourcing (HR BPO) is a major component of the worldwide BPO market

Performance management outsourcing involves all the performance monitoring measurement

management being outsourced from a third party or an external organisation

Many organizations have started outsourcing its recruitment process ie transferring all or

some part of its recruitment process to an external consultant providing the recruitment

services It is commonly known as RPO ie recruitment process outsourcing More and more

medium and large sized organizations are outsourcing their recruitment process right from the

entry level jobs to the C-level jobs

The present value of the recruitment process outsourcing industry (RPO) in India is estimated

to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next

couple of years According to a recent survey only 8-10 per cent of the Indian companies are

complete recruitment processes However the number of companies outsourcing their

recruitment processes is increasing at a very fast rate and so is the percentage of their total

recruitment processes being outsourced

38

Outsourcing organizations strive for providing cost saving benefits to their clients One of the

major advantages to organizations who outsource their recruitment process is that it helps to

save up to as much as 40 per cent of their recruitment costs With the experience expertise

and the economies of scale of the third party organizations are able to improve the quality of

the recruits and the speed of the whole process Also outsourcing enables the human

resource professionals of organizations to focus on the core and other HR and strategic

issues Outsourcing also gives a structured approach to the whole process of recruitment with

the ultimate power of decision making of recruiting with the organisation itself The portion of

the recruitment cycle that is outsourced range from preparing job descriptions to arranging

interviews the activities that consume almost 70 per cent of the time of the whole recruitment

process

Outsourcing the recruitment processes for a sector like BPO which faces an attrition of

almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and

focus on other issues like retention The job seekers are also availing the services of the third

parties (consultants) for accessing the latest job opportunities

In India the trend of outsourcing recruitment is also catching up fast For example Vodafone

outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)

Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to

outsource 50 per cent of its recruitment processes

ADVANTAGES OF OUTSOURCING RECRUITMENT

Traditionally recruitment is seen as the cost incurring process in an organization

HR outsoucing helps the HR professionals of the organization to concentrate on

the strategic functions of amp processes of human resource management rather

than wasting their efforts time amp money on the routine workOutsourcing the

recruitment process helps to cut the recruitment costs to 20 and also provide

economies of scale to the large sized organizatons

39

The major advantages of outsourcing recruitment performance management

are

Outsourcing is beneficial for both the corporate organisations that use the

outsourcing services as well as the consultancies that provide the service to the

corporates Apart from increasing their revenues outsourcing Process provides

business opportunities to the service providers enhancing the skill set of the

service providers and exposure to the different corporate experiences thereby

increasing their expertise

The advantages accruing to the corporate are

turning the managements focus to strategic level processes of HRM

accessibility to the expertise of the service providers

40

freedom from red tape and adhering to strict rules and regulations

optimal resource utilisation

structured and fair performance management

a satisfied and hence highly productive employees

value creation operational flexibility and competitive advantage

Therefore outsourcing helps both the organisations and the consultancies to grow

and perform better

41

OUTSOURCING PROCESS

42

MANAGING RECRUITMENT

ROI ON RECRUITMENT

Before making any investment every organisation would want to evaluate the

investment by answering the following questions in quantifiable terms

What are the costs and the corresponding and related risks on the

investment

What are the expected returns of the investment

What is the expected pay-back period of the investment

An organisation makes a tremendous amount of investment in its recruitment

processes

A lot of resources like time and money are spent on recruitment processes of an

organisation But assessing or quantifying the returns on the recruitment process

or calculating the return on investment (ROI) on recruitment is a complicated task

for an organisation Indeed it is difficult to judge the success of their recruitment

processes Instead recruitment is one activity that continues in an organisation

without anyone ever realizing its worth or measuring its impact on the

organisationrsquos business

According to a survey 38 of organisations do not prepare or produce any kind

of documents or reports on their The recruitment processes and there is no

accountability of the HR department for the costs incurred and the opportunities

missed

With the increasing strategic focus on the human resources more and more

organisations are adopting one or the other way for calculating the ROI on its

recruitments Many organisations are examining their HR functions and

43

processes and are trying to quantify their results and returns

A recruitment professional or manager can calculate and maximize the return on

investments on its organisationrsquos recruitment by

Clear definition of the results to be achieved from recruitment

Developing methods and ways measuring the results like the time ndash to ndash

hire cost-Per-Hire and effectiveness of the recruitment source etc

Estimating the costs associated with the recruitment project

Estimating the tangible and intangible benefits to the organization including

the payback period of the recruitments

Providing and ensuring proper training and development of the recruitment

professionals

Assessing the ROI on recruitments can assist an organisation to strengthen its

HR processes improving its recruitment function and to build a strategic human

resource advantage for the organisation

HR CHALLENGE IN RECRUITMENT

Recruitment is a function that requires business perspective expertise ability to

find and match the best potential candidate for the organisation diplomacy

marketing skills ( as to sell the position to the candidate) and wisdom to align the

recruitment processes for the benefit of the organizationThe HR professionals ndash

handling the recruitment function of the organization ndash are constantly facing new

CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN

RECRUITMENT for such professionals is to source or recruit the best people or

44

potential candidate for the organisation

In the last few years the job market has undergone some fundamental changes

in terms of technologies sources of recruitment competetion in the market etc In

an already saturated job market where the practices like poaching and raiding

are gaining momentum

HR professionals are constantly facing new challenges in one of their most

important function- recruitment They have to face and conquer various

challenges to find the best candidates for their organisations

The major challenges faced by the HR in recruitment are

Adaptability to globalization ndash The HR professionals are expected and

required to keep in tune with the changing times ie the changes taking

place across the globe HR should maintain the timeliness of the process

Lack of motivation ndash Recruitment is considered to be a thankless job

Even if the organisation is achieving results HR department or

professionals are not thanked for recruiting the right employees and

performers

Process analysis ndash The immediacy and speed of the recruitment process

are the main concerns of the HR in recruitment The process should be

flexible adaptive and responsive to the immediate requirements The

recruitment process should also be cost effective

Strategic prioritization ndash The emerging new systems are both an

opportunity as well as a challenge for the HR professionals Therefore

reviewing staffing needs and prioritizing the tasks to meet the changes in

the market has become a challenge for the recruitment professionals

45

SAMPLE SIZE AND METHOD OF SELECTING SAMPLE

SAMPLINGSAMPLE - A sample is a part of the total population It can be an individual element

or a group of elements selected from the population Although it is a subset it is

representative of the population and suitable for research in term of cost convenience

and time The sample group can be selected based on a probability or a non-probability

approach A sample usually consists of various units of the population The size of

sample is sample is represented by ldquonrdquo

SAMPLE SIZEFor this management thesis I have taken sample size n as 100

Sampling is the act process or technique of selecting a representative part of a

population for the purpose of determining the characteristics of the whole population In

other words the process of selecting a sample from a population Using special

technique is called sampling

ORGANIZATIONAL GUIDE Mr AK SAXENA

(HR Manager)

AREA OF STUDY GADEPAN (Rajasthan)

OBJECTIVES OF THE PROJECT REPORT

The main objectives for doing this project are as follows

20

1) To acquire practical and theoretical knowledge about how the different department

doing work together why the HR department is important and how an organization is

going on

2) To acquire practical and theoretical knowledge about recruitment amp selection in an

organization

3) Last but not the least the overall view of HR department

LIMITATIONS OF THE STUDY This project is limited to one plant of CFCL which is based in GADEPAN(raj)

Some data was confidential and not disclosed as per the companyrsquos policy

Time limitation was the major factor for the study

21

Topic AnalysisTopic Analysis

22

RECRUITMENT ndash THE CONCEPT

Acquiring and retaining high-quality talent is critical to an organisationrsquos success As the

job market becomes increasingly competitive and the available skills grow more diverse

recruiters need to be more selective in their choices since poor recruiting decisions can

produce long-term negative effects among them high training and development costs to

minimise the incidence of poor performance and high turnover which in turn impact

staff morale the production of high quality goods and services and the retention of

organisational memory At worst the organisation can fail to achieve its objectives

thereby losing its competitive edge and its share of the market

Traditionally Public Service organisations have had little need to worry about market

share and increasing competition since they operate in a monopolistic environment But

in recent time the emphasis on New Public Management Public Sector Management

approaches has forced public organisations to pay closer attention to their service

delivery as consumers have begun to expect and demand more for their tax dollars No

longer are citizens content to grumble about poorly-produced goods and services and

the under-qualified untrained employees who provide them As societies become more

critical and litigious public service organisations must seek all possible avenues for

improving their output and providing the satisfaction their clients require and deserve

The provision of high-quality goods and services begins with the recruitment process

Recruitment is described as ldquothe set of activities and processes used to legally obtain a

sufficient number of qualified people at the right place and time so that the people and

the organisation can select each other in their own best short and long term interestsrdquo1

In other words the recruitment process provides the organisation with a pool of

potentially qualified job candidates from which judicious selection can be made to fill

vacanciesSuccessful recruitment begins with proper employment planning and

forecasting

23

In this phase of the staffing process an organisation formulates plans to fill or eliminate

future job openings based on an analysis of future needs the talent available within and

outside of the organisation and the current and anticipated resources that can be

expended to attract and retain such talent Also related to the success of a recruitment

process are the strategies an organisation is prepared to employ in order to identify and

select the best candidates for its developing pool of human resources

Organisations seeking recruits for base-level entry positions often require minimum

qualifications and experience These applicants are usually recent high school or

university technical college graduates many of whom have not yet made clear

decisions about future careers or are contemplating engaging in advanced academic

activity At the middle levels senior administrative technical and junior executive

positions are often filled internally The push for scarce high-quality talent often

recruited from external sources has usually been at the senior executive levels Most

organisations utilize both mechanisms to effect recruitment to all levels

24

PURPOSE amp IMPORTANCE OF RECRUITMENT

25

The Purpose and Importance of Recruitment are given below

Attract and encourage more and more candidates to apply in the organisation

Create a talent pool of candidates to enable the selection of best candidates for

the organisation

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 rate of selection process by decreasing number of visibly

under qualified or overqualified job applicants

Help reduce the probability that job applicants once recruited amp selected will

leave the organization only after short period of time

Meet the organizations legal amp social obligations regarding the composition of

its workforce

Increase organization amp individual effectiveness of various recruiting techniques

amp sources for all types of job candidates

FACTORS AFFECTING RECRUITMENT

The recruitment function of the organization is affected amp governed by a mix of

various internal amp external forces The internal forces or factors are the factors that can

be controlled by the organization The external factors are those factors which cannot

be controlled by the organization The internal amp external forces affecting recruitment

function of an organization are

FACTORS AFFECTING RECRUITMENT

26

THE RECRUITMENT PROCESS

Successful recruitment involves the several processes of

1 development of a policy on recruitment and retention and the systems that give

life to the policy

2 needs assessment to determine the current and future human resource

requirements of the organisation If the activity is to be effective the human

resource requirements for each job category and functional divisionunit of the

organisation must be assessed and a priority assigned

3 identification within and outside the organisation of the potential human

resource pool and the likely competition for the knowledge and skills resident

within it

4 job analysis and job evaluation to identify the individual aspects of each job and

calculate its relative worth

5 assessment of qualifications profiles drawn from job descriptions that identify

responsibilities and required skills abilities knowledge and experience

6 determination of the organizationrsquos ability to pay salaries and benefits within a

defined period

7 identification and documentation of the actual process of recruitment and

selection to ensure equity and adherence to equal opportunity and other laws

Documenting the organizationrsquos policy on recruitment the criteria to be utilized and all

the steps in the recruiting process is as necessary in the seemingly informal setting of in

house selection as it is when selection is made from external sources Documentation

satisfies the requirement of procedural transparency and leaves a trail that can easily be

followed for audit and other purposes Of special importance is documentation that is in

conformity with Freedom of Information legislation (where such legislation exists) such

as

1048707 criteria and procedures for the initial screening of applicants

1048707 criteria for generating long and short lists

27

1048707 criteria and procedures for the selection of interview panels

1048707 interview questions

1048707 interview scores and panelistsrsquo comments

1048707 results of tests (where administered)

1048707 results of reference checks

RECRUITMENT PROCESS RECRUITMENT PROCESS

28

RECRUIMENT METHODS

Recruitment may be conducted internally through the promotion and transfer of existing

personnel or through referrals by current staff members of friends and family

members

Where internal recruitment is the chosen method of filling vacancies job openings can

be advertised by job posting that is a strategy of placing notices on manual and

electronic bulletin boards in company newsletters and through office memoranda

Referrals are usually word-of-mouth advertisements that are a low-cost-per-hire way of

recruiting

Internal recruitment does not always produce the number or quality of personnel

needed in such an instance the organisation needs to recruit from external sources

either by encouraging walk-in applicants advertising vacancies in newspapers

magazines and journals and the visual andor audio media using employment

agencies to ldquohead huntrdquoadvertising on-line via the Internet or through job fairs and the

use of college recruitment

POSTING VACANCIES

As indicated earlier job posting refers to the practice of publishing an open job to

employees (often by literally posting it on bulletin boards) and listing its attributes such

as criteria of knowledge qualification skill and experience The purpose of posting

vacancies is to bring to the attention of all interested persons (inside or out of the

organisation) the jobs that are to be filled

Before posting a vacancy management needs to decide whether

1048707 it intends to retain the job in its present form and with its present title

remuneration and status

1048707 selected attributes of the job for example skill or experience will change

29

1048707 there are sufficient qualified potential applicants serving in other positions within

the organisation who may be potential candidates for that job

1048707 the existing organisational policy on recruitment is still applicable (for example

whether referrals by staff members of friends and family are still an acceptable

way of filling vacancies)

1048707 the organisations stands to benefit more in the long-term from recruiting

applicants from external sources

RECRUITING FROM INTERNAL SOURCES

There are sound reasons for recruiting from sources within the organisation

1048707 The ability of the recruit is known so it is easy to assess potential for the next

level By contrast assessments of external recruits are based on less reliable

sources such as references and relatively brief encounters such as interviews

1048707 ldquoInsidersrdquo know the organisation its strengths and weaknesses its culture and

most of all its people

1048707 Promotions from within build motivation and a sense of commitment to the

organisation Skilled and ambitious employees are more likely to become

involved in developmental activities if they believe that these activities will lead

to promotion

1048707 Internal recruitment is cheaper and quicker than advertising in various media and

interviewing ldquooutsidersrdquo Time spent in training and socialisation is also reduced

At the same time several disadvantages exist

30

1048707 Sometimes it is difficult to find the ldquorightrdquo candidate within and the organisation

may settle for an employee who possesses a less than ideal mix of competencies

1048707 If the vacancies are being caused by rapid expansion of the organisation there

may be an insufficient supply of qualified individuals above the entry level This

may result in people being promoted before they are ready or not being allowed

to stay in a position long enough to learn how to do the job well

1048707 Infighting inbreeding and a shortage of varied perspectives and interests may

reduce organisational flexibility and growth and resistance to change by those

who have an interest in maintaining the status quo may present long term

problems

RECRUITING FROM EXTERNAL SOURCES

External recruiting methods can be grouped into two classes informal and formal

Informal recruiting methods tap a smaller market than formal methods These methods

may include rehiring former employees and choosing from among those ldquowalk-inrdquo

applicants whose unsolicited reacutesumeacutes had been retained on file The use of referrals

also constitutes an informal hiring method Because they are relatively inexpensive to

use and can be implemented quickly informal recruiting methods are commonly used

for hiring clerical and other base-level recruits who are more likely than other groups to

have submitted unsolicited applications Former students who participated in internship

programmes may also be easily and cheaply accessed

Formal methods of external recruiting entail searching the labour market more widely for

candidates with no previous connection to the organisation These methods have

traditionally included newspapermagazinejournal advertising the use of employment

agencies and executive search firms and college recruitment More often now

31

jobcareer fairs and e-Recruiting are reaching the job seeker market

Of course it is possible to for an organisation to reduce the risks and high costs of

recruitment by maintaining a small cadre of full-time permanent employees and

meeting an unexpected and temporary need for staff through the use of ad hoc and

short-term contract workers who come to the position already trained

It is frequently said that the best jobs are not advertised their availability is

communicated by word of mouth Networking therefore continues to be a viable

mechanism for recruiting especially at the senior management level in certain

industriesIn many instances networking is a strategy used by the recruitment

firmsemployment agencies

ON-LINE APPLICATIONSRECRUITING ON THE INTERNET

Using the Internet is faster and cheaper than many traditional methods of recruiting

Jobs can be posted on Internet sites for a modest amount (less than in the print media)

remain there for periods of thirty or sixty days or more - at no additional cost - and are

available twenty-four hours a day Candidates can view detailed information about the

job and the organisation and then respond electronically

Most homes and workplaces are now using computerised equipment for

communication the Internet is rapidly becoming the method of choice for accessing and

sharing information First-time job seekers are now more likely to search websites for

job postings than to peruse newspapers magazines and journals The prevalence of

advertising has made it easier

The Internet speeds up the hiring process in three basis stages

1048707 Faster posting of jobs

o The wait for a suitable date and a prominent place in the print media is

eliminated The time lag that exists between the submission of

32

information to the media house and its appearance in print disappears On

the internet the advertisement appears immediately and can be kept alive

for as long as the recruiter requires it

1048707 Faster applicant response

1048707 Faster processing of reacutesumeacutes

Companies that are likely to advertise on-line usually have a website that allows

potential candidates to learn about the company before deciding whether to apply thus

lowering the incidence time-wasting through the submission of unsuitable applications

The website can be used as a tool to encourage potential job seekers to build an

interest in joining the organization Internet Recruiting Power Opportunities and

Effectiveness CareerJournalcom Taken from Job websites offer unlimited space

which can be used by management to sell the organization The site can then be used

not only to post vacancies but also to publicise the organisation That will allow

candidates to become more familiar with the company know what skills the company is

looking for and get to know about its culture Most importantly the system will provide a

proper path to securing quick responses to job openings On-line recruiting facilitates

the decentralisation of the hiring function by making it possible for other groups in the

organisation to take responsibility for part of the function

Internet recruiting is not all positive though there are drawbacks for unwary users

1048707 Some applicants still place great value on face-to-face interactions in the hiring

process Such applicants are likely to ignore jobs posted impersonally on-line

1048707 Companies are overwhelmed by the volume of reacutesumeacutes posted on the Internet

This can in fact lengthen the short-listing process If the screening process is not

well done the quantity of applicationsreacutesumeacutes logged-on may be more of a

hindrance to the process that an aid to selection

33

1048707 Job seekers who demand confidentiality in the recruitment process may be

reluctant to use the Internet as a job search mechanism

For effectiveness in the use of the strategy of e-Recruiting companies are advised to

1048707 use specialised Job Sites that cater to specific industries

1048707 thoroughly assess the service level provided by Job Sites to ensure that they

maintain the level they claim to provide

1048707 enhance the Corporate Web Site as a tool to encourage potential job seekers to

become interested in joining the company

1048707 take advantage of the fact that Internet job advertisements have no space

limitations so recruiters can use longer job descriptions to fully describe the

company job requirements and working conditions offered

1048707 use valid Search Engines that will sort candidates effectively but will not

discriminate against any persons or groups

1048707 create attention-grabbing newspaper advertisements that prompt people to visit

the companyrsquos website They will then see all vacancies that are advertised

1048707 encourage employees to e-mail job advertisements to friends

1048707 design and implement a successful e-Recruitment strategy

COLLEGE RECRUITMENT

College recruiting ndash sending an employerrsquos representatives to college campuses to

prescreen applicants and create an applicant pool from that collegersquos graduating class ndash

34

is an important source of management trainees promotable [entry-level] candidates

and professional and technical employees To get the best out of this hiring strategy the

organisation and its career opportunities must be made to stand out Human resource

professionals are aware that few college students and potential graduates know where

their careers will take them over the next fifteen to twenty years Therefore many of the

criteria used by students to select the first job may be quite arbitrary The organisation

that will succeed then is one can show how the work it offers meets studentsrsquo needs

for skill enhancement rewarding opportunities personal satisfaction flexibility and

compensation

Two major advantages of this strategy are the cost (which is higher than word-of-mouth

recruiting but lower than advertising in the media or using an employment agency) and

the convenience (since many candidates can be interviewed in a short time in the

same location with space and administrative support provided by the college itself)

Unfortunately suitable candidates become available only at certain times of the year

which may not always suit the needs of the hiring organisation Another major

disadvantage of college recruiting is the lack of experience and the inflated expectations

of new graduates and the cost of hiring graduates for entry-level positions that may not

require a college degree

College recruitment also offers opportunities for internships These programmes may

provide the organisations with quality employees at low cost per hire Some interns are

hired at low cost (perhaps minimum wage) and are offered work experience Interns are

able to hone business skills check out potential employers and learn more about

employersrsquo likes and dislikes before making final career choices Some of the better

interns are recruited after graduation

College recruitment is relatively expensive and time consuming for the recruiting

company The process involves screening the candidate that is determining whether

heshe is worthy of further consideration and marketing the company as a preferred

place of employment

35

An alternate strategy for college recruitment is the career planning workshop These

activities are usually (but not exclusively) associated with adolescent school leavers

They do not immediately produce ready candidates for the job market but provide the

opportunity for an organisation to present itself as an employer worthy of consideration

Co-ordinators of career planning workshops co-opt professionals and organisations to

present career options to potential school leavers in a controlled setting so as to lay out

the range of possibilities to young job seekers Career planning workshops are used

mainly as information-giving tools which the school leaver can use to make informed

career choices Some organisations use the workshops as a base for internships

Recruiters may not be employees of the company but paid professionals who have

been trained to perform the function

JOB FAIRSThe concept of a job fair is to bring those interested in finding a job into those

companies who are searching for applicants Job fairs are open fora at which employers

can exhibit the best their companies have to offer so that job seekers can make

informed choices They are considered one of the most effective ways for job seekers to

land jobs

At the job fair employers have a large pool of candidates on which to draw while job

seekers have the opportunity to shop around for dozens ndash sometimes hundreds ndash of

employers all in one place

Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an

interview employers are still on the look out for qualified potential employees who have

interest dedication and initiative

MAINTAINING EQUITY IN THE RECRUITMENT PROCESS

It is often difficult to ensure and maintain fairnessequity in the recruitment process

36

although in every jurisdiction there are laws that protect individuals and vulnerable

groups from the negative impact of discriminatory practices Where necessary systems

detailed procedures and processes exist or must be established to minimise

discrimination

The usual format of job fairs is to have several companies set up information stations at

an expo with at least one representative of the company present to provide information

The fairs usually have a common theme or are specific to a certain field or area of

interest Interested individuals browse through the information provided by each

company and then decide which company if any they would like to apply to They have

the opportunity to talk with a current employee of specific companies to learn more

about the employment experience

Each country designatesidentifies a group or groups for special notice women visible

minorities and the disabled are usual targets The Government of Canada in

articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated

groups as employment equity targets women Aboriginal people members of visible

minority groups persons with disabilities In the legislation managersrsquo responsibilities

for employment equity are stated as

bull Ensuring effective overall performance and continuous progress of the

employment equity goals within the operation

bull Achieving fostering and maintaining a representative workforce

bull Showing leadership in employment equity and demonstrating commitment to it by

ensuring that discrimination and stereotyping are not tolerated and

bull Informing and educating employees in the organisation about employment equity

and diversity

37

OUTSOURCING RECRUITMENT

OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice

being followed by middle amp large sized organizations It is being witnessed across all the

industries In India the HR processes are being outsourced from nearly a decade now

Outsourcing industry is growing at high rate

HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the

expert services of a third party ( generally professional consultants) to take care of its HR

functions while HR management can focus on the strategic dimension of their function The

functions that are typically outsourced are the functions that need expertise relevant

experience knowledge amp best methods amp practices This has given rise to outsourcing the

various HR functions of an organisation HR Consultancies such as Ma Foi and Planman

Consulting provide such services through expert professional consultants Human resources

business process outsourcing (HR BPO) is a major component of the worldwide BPO market

Performance management outsourcing involves all the performance monitoring measurement

management being outsourced from a third party or an external organisation

Many organizations have started outsourcing its recruitment process ie transferring all or

some part of its recruitment process to an external consultant providing the recruitment

services It is commonly known as RPO ie recruitment process outsourcing More and more

medium and large sized organizations are outsourcing their recruitment process right from the

entry level jobs to the C-level jobs

The present value of the recruitment process outsourcing industry (RPO) in India is estimated

to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next

couple of years According to a recent survey only 8-10 per cent of the Indian companies are

complete recruitment processes However the number of companies outsourcing their

recruitment processes is increasing at a very fast rate and so is the percentage of their total

recruitment processes being outsourced

38

Outsourcing organizations strive for providing cost saving benefits to their clients One of the

major advantages to organizations who outsource their recruitment process is that it helps to

save up to as much as 40 per cent of their recruitment costs With the experience expertise

and the economies of scale of the third party organizations are able to improve the quality of

the recruits and the speed of the whole process Also outsourcing enables the human

resource professionals of organizations to focus on the core and other HR and strategic

issues Outsourcing also gives a structured approach to the whole process of recruitment with

the ultimate power of decision making of recruiting with the organisation itself The portion of

the recruitment cycle that is outsourced range from preparing job descriptions to arranging

interviews the activities that consume almost 70 per cent of the time of the whole recruitment

process

Outsourcing the recruitment processes for a sector like BPO which faces an attrition of

almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and

focus on other issues like retention The job seekers are also availing the services of the third

parties (consultants) for accessing the latest job opportunities

In India the trend of outsourcing recruitment is also catching up fast For example Vodafone

outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)

Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to

outsource 50 per cent of its recruitment processes

ADVANTAGES OF OUTSOURCING RECRUITMENT

Traditionally recruitment is seen as the cost incurring process in an organization

HR outsoucing helps the HR professionals of the organization to concentrate on

the strategic functions of amp processes of human resource management rather

than wasting their efforts time amp money on the routine workOutsourcing the

recruitment process helps to cut the recruitment costs to 20 and also provide

economies of scale to the large sized organizatons

39

The major advantages of outsourcing recruitment performance management

are

Outsourcing is beneficial for both the corporate organisations that use the

outsourcing services as well as the consultancies that provide the service to the

corporates Apart from increasing their revenues outsourcing Process provides

business opportunities to the service providers enhancing the skill set of the

service providers and exposure to the different corporate experiences thereby

increasing their expertise

The advantages accruing to the corporate are

turning the managements focus to strategic level processes of HRM

accessibility to the expertise of the service providers

40

freedom from red tape and adhering to strict rules and regulations

optimal resource utilisation

structured and fair performance management

a satisfied and hence highly productive employees

value creation operational flexibility and competitive advantage

Therefore outsourcing helps both the organisations and the consultancies to grow

and perform better

41

OUTSOURCING PROCESS

42

MANAGING RECRUITMENT

ROI ON RECRUITMENT

Before making any investment every organisation would want to evaluate the

investment by answering the following questions in quantifiable terms

What are the costs and the corresponding and related risks on the

investment

What are the expected returns of the investment

What is the expected pay-back period of the investment

An organisation makes a tremendous amount of investment in its recruitment

processes

A lot of resources like time and money are spent on recruitment processes of an

organisation But assessing or quantifying the returns on the recruitment process

or calculating the return on investment (ROI) on recruitment is a complicated task

for an organisation Indeed it is difficult to judge the success of their recruitment

processes Instead recruitment is one activity that continues in an organisation

without anyone ever realizing its worth or measuring its impact on the

organisationrsquos business

According to a survey 38 of organisations do not prepare or produce any kind

of documents or reports on their The recruitment processes and there is no

accountability of the HR department for the costs incurred and the opportunities

missed

With the increasing strategic focus on the human resources more and more

organisations are adopting one or the other way for calculating the ROI on its

recruitments Many organisations are examining their HR functions and

43

processes and are trying to quantify their results and returns

A recruitment professional or manager can calculate and maximize the return on

investments on its organisationrsquos recruitment by

Clear definition of the results to be achieved from recruitment

Developing methods and ways measuring the results like the time ndash to ndash

hire cost-Per-Hire and effectiveness of the recruitment source etc

Estimating the costs associated with the recruitment project

Estimating the tangible and intangible benefits to the organization including

the payback period of the recruitments

Providing and ensuring proper training and development of the recruitment

professionals

Assessing the ROI on recruitments can assist an organisation to strengthen its

HR processes improving its recruitment function and to build a strategic human

resource advantage for the organisation

HR CHALLENGE IN RECRUITMENT

Recruitment is a function that requires business perspective expertise ability to

find and match the best potential candidate for the organisation diplomacy

marketing skills ( as to sell the position to the candidate) and wisdom to align the

recruitment processes for the benefit of the organizationThe HR professionals ndash

handling the recruitment function of the organization ndash are constantly facing new

CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN

RECRUITMENT for such professionals is to source or recruit the best people or

44

potential candidate for the organisation

In the last few years the job market has undergone some fundamental changes

in terms of technologies sources of recruitment competetion in the market etc In

an already saturated job market where the practices like poaching and raiding

are gaining momentum

HR professionals are constantly facing new challenges in one of their most

important function- recruitment They have to face and conquer various

challenges to find the best candidates for their organisations

The major challenges faced by the HR in recruitment are

Adaptability to globalization ndash The HR professionals are expected and

required to keep in tune with the changing times ie the changes taking

place across the globe HR should maintain the timeliness of the process

Lack of motivation ndash Recruitment is considered to be a thankless job

Even if the organisation is achieving results HR department or

professionals are not thanked for recruiting the right employees and

performers

Process analysis ndash The immediacy and speed of the recruitment process

are the main concerns of the HR in recruitment The process should be

flexible adaptive and responsive to the immediate requirements The

recruitment process should also be cost effective

Strategic prioritization ndash The emerging new systems are both an

opportunity as well as a challenge for the HR professionals Therefore

reviewing staffing needs and prioritizing the tasks to meet the changes in

the market has become a challenge for the recruitment professionals

45

1) To acquire practical and theoretical knowledge about how the different department

doing work together why the HR department is important and how an organization is

going on

2) To acquire practical and theoretical knowledge about recruitment amp selection in an

organization

3) Last but not the least the overall view of HR department

LIMITATIONS OF THE STUDY This project is limited to one plant of CFCL which is based in GADEPAN(raj)

Some data was confidential and not disclosed as per the companyrsquos policy

Time limitation was the major factor for the study

21

Topic AnalysisTopic Analysis

22

RECRUITMENT ndash THE CONCEPT

Acquiring and retaining high-quality talent is critical to an organisationrsquos success As the

job market becomes increasingly competitive and the available skills grow more diverse

recruiters need to be more selective in their choices since poor recruiting decisions can

produce long-term negative effects among them high training and development costs to

minimise the incidence of poor performance and high turnover which in turn impact

staff morale the production of high quality goods and services and the retention of

organisational memory At worst the organisation can fail to achieve its objectives

thereby losing its competitive edge and its share of the market

Traditionally Public Service organisations have had little need to worry about market

share and increasing competition since they operate in a monopolistic environment But

in recent time the emphasis on New Public Management Public Sector Management

approaches has forced public organisations to pay closer attention to their service

delivery as consumers have begun to expect and demand more for their tax dollars No

longer are citizens content to grumble about poorly-produced goods and services and

the under-qualified untrained employees who provide them As societies become more

critical and litigious public service organisations must seek all possible avenues for

improving their output and providing the satisfaction their clients require and deserve

The provision of high-quality goods and services begins with the recruitment process

Recruitment is described as ldquothe set of activities and processes used to legally obtain a

sufficient number of qualified people at the right place and time so that the people and

the organisation can select each other in their own best short and long term interestsrdquo1

In other words the recruitment process provides the organisation with a pool of

potentially qualified job candidates from which judicious selection can be made to fill

vacanciesSuccessful recruitment begins with proper employment planning and

forecasting

23

In this phase of the staffing process an organisation formulates plans to fill or eliminate

future job openings based on an analysis of future needs the talent available within and

outside of the organisation and the current and anticipated resources that can be

expended to attract and retain such talent Also related to the success of a recruitment

process are the strategies an organisation is prepared to employ in order to identify and

select the best candidates for its developing pool of human resources

Organisations seeking recruits for base-level entry positions often require minimum

qualifications and experience These applicants are usually recent high school or

university technical college graduates many of whom have not yet made clear

decisions about future careers or are contemplating engaging in advanced academic

activity At the middle levels senior administrative technical and junior executive

positions are often filled internally The push for scarce high-quality talent often

recruited from external sources has usually been at the senior executive levels Most

organisations utilize both mechanisms to effect recruitment to all levels

24

PURPOSE amp IMPORTANCE OF RECRUITMENT

25

The Purpose and Importance of Recruitment are given below

Attract and encourage more and more candidates to apply in the organisation

Create a talent pool of candidates to enable the selection of best candidates for

the organisation

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 rate of selection process by decreasing number of visibly

under qualified or overqualified job applicants

Help reduce the probability that job applicants once recruited amp selected will

leave the organization only after short period of time

Meet the organizations legal amp social obligations regarding the composition of

its workforce

Increase organization amp individual effectiveness of various recruiting techniques

amp sources for all types of job candidates

FACTORS AFFECTING RECRUITMENT

The recruitment function of the organization is affected amp governed by a mix of

various internal amp external forces The internal forces or factors are the factors that can

be controlled by the organization The external factors are those factors which cannot

be controlled by the organization The internal amp external forces affecting recruitment

function of an organization are

FACTORS AFFECTING RECRUITMENT

26

THE RECRUITMENT PROCESS

Successful recruitment involves the several processes of

1 development of a policy on recruitment and retention and the systems that give

life to the policy

2 needs assessment to determine the current and future human resource

requirements of the organisation If the activity is to be effective the human

resource requirements for each job category and functional divisionunit of the

organisation must be assessed and a priority assigned

3 identification within and outside the organisation of the potential human

resource pool and the likely competition for the knowledge and skills resident

within it

4 job analysis and job evaluation to identify the individual aspects of each job and

calculate its relative worth

5 assessment of qualifications profiles drawn from job descriptions that identify

responsibilities and required skills abilities knowledge and experience

6 determination of the organizationrsquos ability to pay salaries and benefits within a

defined period

7 identification and documentation of the actual process of recruitment and

selection to ensure equity and adherence to equal opportunity and other laws

Documenting the organizationrsquos policy on recruitment the criteria to be utilized and all

the steps in the recruiting process is as necessary in the seemingly informal setting of in

house selection as it is when selection is made from external sources Documentation

satisfies the requirement of procedural transparency and leaves a trail that can easily be

followed for audit and other purposes Of special importance is documentation that is in

conformity with Freedom of Information legislation (where such legislation exists) such

as

1048707 criteria and procedures for the initial screening of applicants

1048707 criteria for generating long and short lists

27

1048707 criteria and procedures for the selection of interview panels

1048707 interview questions

1048707 interview scores and panelistsrsquo comments

1048707 results of tests (where administered)

1048707 results of reference checks

RECRUITMENT PROCESS RECRUITMENT PROCESS

28

RECRUIMENT METHODS

Recruitment may be conducted internally through the promotion and transfer of existing

personnel or through referrals by current staff members of friends and family

members

Where internal recruitment is the chosen method of filling vacancies job openings can

be advertised by job posting that is a strategy of placing notices on manual and

electronic bulletin boards in company newsletters and through office memoranda

Referrals are usually word-of-mouth advertisements that are a low-cost-per-hire way of

recruiting

Internal recruitment does not always produce the number or quality of personnel

needed in such an instance the organisation needs to recruit from external sources

either by encouraging walk-in applicants advertising vacancies in newspapers

magazines and journals and the visual andor audio media using employment

agencies to ldquohead huntrdquoadvertising on-line via the Internet or through job fairs and the

use of college recruitment

POSTING VACANCIES

As indicated earlier job posting refers to the practice of publishing an open job to

employees (often by literally posting it on bulletin boards) and listing its attributes such

as criteria of knowledge qualification skill and experience The purpose of posting

vacancies is to bring to the attention of all interested persons (inside or out of the

organisation) the jobs that are to be filled

Before posting a vacancy management needs to decide whether

1048707 it intends to retain the job in its present form and with its present title

remuneration and status

1048707 selected attributes of the job for example skill or experience will change

29

1048707 there are sufficient qualified potential applicants serving in other positions within

the organisation who may be potential candidates for that job

1048707 the existing organisational policy on recruitment is still applicable (for example

whether referrals by staff members of friends and family are still an acceptable

way of filling vacancies)

1048707 the organisations stands to benefit more in the long-term from recruiting

applicants from external sources

RECRUITING FROM INTERNAL SOURCES

There are sound reasons for recruiting from sources within the organisation

1048707 The ability of the recruit is known so it is easy to assess potential for the next

level By contrast assessments of external recruits are based on less reliable

sources such as references and relatively brief encounters such as interviews

1048707 ldquoInsidersrdquo know the organisation its strengths and weaknesses its culture and

most of all its people

1048707 Promotions from within build motivation and a sense of commitment to the

organisation Skilled and ambitious employees are more likely to become

involved in developmental activities if they believe that these activities will lead

to promotion

1048707 Internal recruitment is cheaper and quicker than advertising in various media and

interviewing ldquooutsidersrdquo Time spent in training and socialisation is also reduced

At the same time several disadvantages exist

30

1048707 Sometimes it is difficult to find the ldquorightrdquo candidate within and the organisation

may settle for an employee who possesses a less than ideal mix of competencies

1048707 If the vacancies are being caused by rapid expansion of the organisation there

may be an insufficient supply of qualified individuals above the entry level This

may result in people being promoted before they are ready or not being allowed

to stay in a position long enough to learn how to do the job well

1048707 Infighting inbreeding and a shortage of varied perspectives and interests may

reduce organisational flexibility and growth and resistance to change by those

who have an interest in maintaining the status quo may present long term

problems

RECRUITING FROM EXTERNAL SOURCES

External recruiting methods can be grouped into two classes informal and formal

Informal recruiting methods tap a smaller market than formal methods These methods

may include rehiring former employees and choosing from among those ldquowalk-inrdquo

applicants whose unsolicited reacutesumeacutes had been retained on file The use of referrals

also constitutes an informal hiring method Because they are relatively inexpensive to

use and can be implemented quickly informal recruiting methods are commonly used

for hiring clerical and other base-level recruits who are more likely than other groups to

have submitted unsolicited applications Former students who participated in internship

programmes may also be easily and cheaply accessed

Formal methods of external recruiting entail searching the labour market more widely for

candidates with no previous connection to the organisation These methods have

traditionally included newspapermagazinejournal advertising the use of employment

agencies and executive search firms and college recruitment More often now

31

jobcareer fairs and e-Recruiting are reaching the job seeker market

Of course it is possible to for an organisation to reduce the risks and high costs of

recruitment by maintaining a small cadre of full-time permanent employees and

meeting an unexpected and temporary need for staff through the use of ad hoc and

short-term contract workers who come to the position already trained

It is frequently said that the best jobs are not advertised their availability is

communicated by word of mouth Networking therefore continues to be a viable

mechanism for recruiting especially at the senior management level in certain

industriesIn many instances networking is a strategy used by the recruitment

firmsemployment agencies

ON-LINE APPLICATIONSRECRUITING ON THE INTERNET

Using the Internet is faster and cheaper than many traditional methods of recruiting

Jobs can be posted on Internet sites for a modest amount (less than in the print media)

remain there for periods of thirty or sixty days or more - at no additional cost - and are

available twenty-four hours a day Candidates can view detailed information about the

job and the organisation and then respond electronically

Most homes and workplaces are now using computerised equipment for

communication the Internet is rapidly becoming the method of choice for accessing and

sharing information First-time job seekers are now more likely to search websites for

job postings than to peruse newspapers magazines and journals The prevalence of

advertising has made it easier

The Internet speeds up the hiring process in three basis stages

1048707 Faster posting of jobs

o The wait for a suitable date and a prominent place in the print media is

eliminated The time lag that exists between the submission of

32

information to the media house and its appearance in print disappears On

the internet the advertisement appears immediately and can be kept alive

for as long as the recruiter requires it

1048707 Faster applicant response

1048707 Faster processing of reacutesumeacutes

Companies that are likely to advertise on-line usually have a website that allows

potential candidates to learn about the company before deciding whether to apply thus

lowering the incidence time-wasting through the submission of unsuitable applications

The website can be used as a tool to encourage potential job seekers to build an

interest in joining the organization Internet Recruiting Power Opportunities and

Effectiveness CareerJournalcom Taken from Job websites offer unlimited space

which can be used by management to sell the organization The site can then be used

not only to post vacancies but also to publicise the organisation That will allow

candidates to become more familiar with the company know what skills the company is

looking for and get to know about its culture Most importantly the system will provide a

proper path to securing quick responses to job openings On-line recruiting facilitates

the decentralisation of the hiring function by making it possible for other groups in the

organisation to take responsibility for part of the function

Internet recruiting is not all positive though there are drawbacks for unwary users

1048707 Some applicants still place great value on face-to-face interactions in the hiring

process Such applicants are likely to ignore jobs posted impersonally on-line

1048707 Companies are overwhelmed by the volume of reacutesumeacutes posted on the Internet

This can in fact lengthen the short-listing process If the screening process is not

well done the quantity of applicationsreacutesumeacutes logged-on may be more of a

hindrance to the process that an aid to selection

33

1048707 Job seekers who demand confidentiality in the recruitment process may be

reluctant to use the Internet as a job search mechanism

For effectiveness in the use of the strategy of e-Recruiting companies are advised to

1048707 use specialised Job Sites that cater to specific industries

1048707 thoroughly assess the service level provided by Job Sites to ensure that they

maintain the level they claim to provide

1048707 enhance the Corporate Web Site as a tool to encourage potential job seekers to

become interested in joining the company

1048707 take advantage of the fact that Internet job advertisements have no space

limitations so recruiters can use longer job descriptions to fully describe the

company job requirements and working conditions offered

1048707 use valid Search Engines that will sort candidates effectively but will not

discriminate against any persons or groups

1048707 create attention-grabbing newspaper advertisements that prompt people to visit

the companyrsquos website They will then see all vacancies that are advertised

1048707 encourage employees to e-mail job advertisements to friends

1048707 design and implement a successful e-Recruitment strategy

COLLEGE RECRUITMENT

College recruiting ndash sending an employerrsquos representatives to college campuses to

prescreen applicants and create an applicant pool from that collegersquos graduating class ndash

34

is an important source of management trainees promotable [entry-level] candidates

and professional and technical employees To get the best out of this hiring strategy the

organisation and its career opportunities must be made to stand out Human resource

professionals are aware that few college students and potential graduates know where

their careers will take them over the next fifteen to twenty years Therefore many of the

criteria used by students to select the first job may be quite arbitrary The organisation

that will succeed then is one can show how the work it offers meets studentsrsquo needs

for skill enhancement rewarding opportunities personal satisfaction flexibility and

compensation

Two major advantages of this strategy are the cost (which is higher than word-of-mouth

recruiting but lower than advertising in the media or using an employment agency) and

the convenience (since many candidates can be interviewed in a short time in the

same location with space and administrative support provided by the college itself)

Unfortunately suitable candidates become available only at certain times of the year

which may not always suit the needs of the hiring organisation Another major

disadvantage of college recruiting is the lack of experience and the inflated expectations

of new graduates and the cost of hiring graduates for entry-level positions that may not

require a college degree

College recruitment also offers opportunities for internships These programmes may

provide the organisations with quality employees at low cost per hire Some interns are

hired at low cost (perhaps minimum wage) and are offered work experience Interns are

able to hone business skills check out potential employers and learn more about

employersrsquo likes and dislikes before making final career choices Some of the better

interns are recruited after graduation

College recruitment is relatively expensive and time consuming for the recruiting

company The process involves screening the candidate that is determining whether

heshe is worthy of further consideration and marketing the company as a preferred

place of employment

35

An alternate strategy for college recruitment is the career planning workshop These

activities are usually (but not exclusively) associated with adolescent school leavers

They do not immediately produce ready candidates for the job market but provide the

opportunity for an organisation to present itself as an employer worthy of consideration

Co-ordinators of career planning workshops co-opt professionals and organisations to

present career options to potential school leavers in a controlled setting so as to lay out

the range of possibilities to young job seekers Career planning workshops are used

mainly as information-giving tools which the school leaver can use to make informed

career choices Some organisations use the workshops as a base for internships

Recruiters may not be employees of the company but paid professionals who have

been trained to perform the function

JOB FAIRSThe concept of a job fair is to bring those interested in finding a job into those

companies who are searching for applicants Job fairs are open fora at which employers

can exhibit the best their companies have to offer so that job seekers can make

informed choices They are considered one of the most effective ways for job seekers to

land jobs

At the job fair employers have a large pool of candidates on which to draw while job

seekers have the opportunity to shop around for dozens ndash sometimes hundreds ndash of

employers all in one place

Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an

interview employers are still on the look out for qualified potential employees who have

interest dedication and initiative

MAINTAINING EQUITY IN THE RECRUITMENT PROCESS

It is often difficult to ensure and maintain fairnessequity in the recruitment process

36

although in every jurisdiction there are laws that protect individuals and vulnerable

groups from the negative impact of discriminatory practices Where necessary systems

detailed procedures and processes exist or must be established to minimise

discrimination

The usual format of job fairs is to have several companies set up information stations at

an expo with at least one representative of the company present to provide information

The fairs usually have a common theme or are specific to a certain field or area of

interest Interested individuals browse through the information provided by each

company and then decide which company if any they would like to apply to They have

the opportunity to talk with a current employee of specific companies to learn more

about the employment experience

Each country designatesidentifies a group or groups for special notice women visible

minorities and the disabled are usual targets The Government of Canada in

articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated

groups as employment equity targets women Aboriginal people members of visible

minority groups persons with disabilities In the legislation managersrsquo responsibilities

for employment equity are stated as

bull Ensuring effective overall performance and continuous progress of the

employment equity goals within the operation

bull Achieving fostering and maintaining a representative workforce

bull Showing leadership in employment equity and demonstrating commitment to it by

ensuring that discrimination and stereotyping are not tolerated and

bull Informing and educating employees in the organisation about employment equity

and diversity

37

OUTSOURCING RECRUITMENT

OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice

being followed by middle amp large sized organizations It is being witnessed across all the

industries In India the HR processes are being outsourced from nearly a decade now

Outsourcing industry is growing at high rate

HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the

expert services of a third party ( generally professional consultants) to take care of its HR

functions while HR management can focus on the strategic dimension of their function The

functions that are typically outsourced are the functions that need expertise relevant

experience knowledge amp best methods amp practices This has given rise to outsourcing the

various HR functions of an organisation HR Consultancies such as Ma Foi and Planman

Consulting provide such services through expert professional consultants Human resources

business process outsourcing (HR BPO) is a major component of the worldwide BPO market

Performance management outsourcing involves all the performance monitoring measurement

management being outsourced from a third party or an external organisation

Many organizations have started outsourcing its recruitment process ie transferring all or

some part of its recruitment process to an external consultant providing the recruitment

services It is commonly known as RPO ie recruitment process outsourcing More and more

medium and large sized organizations are outsourcing their recruitment process right from the

entry level jobs to the C-level jobs

The present value of the recruitment process outsourcing industry (RPO) in India is estimated

to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next

couple of years According to a recent survey only 8-10 per cent of the Indian companies are

complete recruitment processes However the number of companies outsourcing their

recruitment processes is increasing at a very fast rate and so is the percentage of their total

recruitment processes being outsourced

38

Outsourcing organizations strive for providing cost saving benefits to their clients One of the

major advantages to organizations who outsource their recruitment process is that it helps to

save up to as much as 40 per cent of their recruitment costs With the experience expertise

and the economies of scale of the third party organizations are able to improve the quality of

the recruits and the speed of the whole process Also outsourcing enables the human

resource professionals of organizations to focus on the core and other HR and strategic

issues Outsourcing also gives a structured approach to the whole process of recruitment with

the ultimate power of decision making of recruiting with the organisation itself The portion of

the recruitment cycle that is outsourced range from preparing job descriptions to arranging

interviews the activities that consume almost 70 per cent of the time of the whole recruitment

process

Outsourcing the recruitment processes for a sector like BPO which faces an attrition of

almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and

focus on other issues like retention The job seekers are also availing the services of the third

parties (consultants) for accessing the latest job opportunities

In India the trend of outsourcing recruitment is also catching up fast For example Vodafone

outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)

Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to

outsource 50 per cent of its recruitment processes

ADVANTAGES OF OUTSOURCING RECRUITMENT

Traditionally recruitment is seen as the cost incurring process in an organization

HR outsoucing helps the HR professionals of the organization to concentrate on

the strategic functions of amp processes of human resource management rather

than wasting their efforts time amp money on the routine workOutsourcing the

recruitment process helps to cut the recruitment costs to 20 and also provide

economies of scale to the large sized organizatons

39

The major advantages of outsourcing recruitment performance management

are

Outsourcing is beneficial for both the corporate organisations that use the

outsourcing services as well as the consultancies that provide the service to the

corporates Apart from increasing their revenues outsourcing Process provides

business opportunities to the service providers enhancing the skill set of the

service providers and exposure to the different corporate experiences thereby

increasing their expertise

The advantages accruing to the corporate are

turning the managements focus to strategic level processes of HRM

accessibility to the expertise of the service providers

40

freedom from red tape and adhering to strict rules and regulations

optimal resource utilisation

structured and fair performance management

a satisfied and hence highly productive employees

value creation operational flexibility and competitive advantage

Therefore outsourcing helps both the organisations and the consultancies to grow

and perform better

41

OUTSOURCING PROCESS

42

MANAGING RECRUITMENT

ROI ON RECRUITMENT

Before making any investment every organisation would want to evaluate the

investment by answering the following questions in quantifiable terms

What are the costs and the corresponding and related risks on the

investment

What are the expected returns of the investment

What is the expected pay-back period of the investment

An organisation makes a tremendous amount of investment in its recruitment

processes

A lot of resources like time and money are spent on recruitment processes of an

organisation But assessing or quantifying the returns on the recruitment process

or calculating the return on investment (ROI) on recruitment is a complicated task

for an organisation Indeed it is difficult to judge the success of their recruitment

processes Instead recruitment is one activity that continues in an organisation

without anyone ever realizing its worth or measuring its impact on the

organisationrsquos business

According to a survey 38 of organisations do not prepare or produce any kind

of documents or reports on their The recruitment processes and there is no

accountability of the HR department for the costs incurred and the opportunities

missed

With the increasing strategic focus on the human resources more and more

organisations are adopting one or the other way for calculating the ROI on its

recruitments Many organisations are examining their HR functions and

43

processes and are trying to quantify their results and returns

A recruitment professional or manager can calculate and maximize the return on

investments on its organisationrsquos recruitment by

Clear definition of the results to be achieved from recruitment

Developing methods and ways measuring the results like the time ndash to ndash

hire cost-Per-Hire and effectiveness of the recruitment source etc

Estimating the costs associated with the recruitment project

Estimating the tangible and intangible benefits to the organization including

the payback period of the recruitments

Providing and ensuring proper training and development of the recruitment

professionals

Assessing the ROI on recruitments can assist an organisation to strengthen its

HR processes improving its recruitment function and to build a strategic human

resource advantage for the organisation

HR CHALLENGE IN RECRUITMENT

Recruitment is a function that requires business perspective expertise ability to

find and match the best potential candidate for the organisation diplomacy

marketing skills ( as to sell the position to the candidate) and wisdom to align the

recruitment processes for the benefit of the organizationThe HR professionals ndash

handling the recruitment function of the organization ndash are constantly facing new

CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN

RECRUITMENT for such professionals is to source or recruit the best people or

44

potential candidate for the organisation

In the last few years the job market has undergone some fundamental changes

in terms of technologies sources of recruitment competetion in the market etc In

an already saturated job market where the practices like poaching and raiding

are gaining momentum

HR professionals are constantly facing new challenges in one of their most

important function- recruitment They have to face and conquer various

challenges to find the best candidates for their organisations

The major challenges faced by the HR in recruitment are

Adaptability to globalization ndash The HR professionals are expected and

required to keep in tune with the changing times ie the changes taking

place across the globe HR should maintain the timeliness of the process

Lack of motivation ndash Recruitment is considered to be a thankless job

Even if the organisation is achieving results HR department or

professionals are not thanked for recruiting the right employees and

performers

Process analysis ndash The immediacy and speed of the recruitment process

are the main concerns of the HR in recruitment The process should be

flexible adaptive and responsive to the immediate requirements The

recruitment process should also be cost effective

Strategic prioritization ndash The emerging new systems are both an

opportunity as well as a challenge for the HR professionals Therefore

reviewing staffing needs and prioritizing the tasks to meet the changes in

the market has become a challenge for the recruitment professionals

45

Topic AnalysisTopic Analysis

22

RECRUITMENT ndash THE CONCEPT

Acquiring and retaining high-quality talent is critical to an organisationrsquos success As the

job market becomes increasingly competitive and the available skills grow more diverse

recruiters need to be more selective in their choices since poor recruiting decisions can

produce long-term negative effects among them high training and development costs to

minimise the incidence of poor performance and high turnover which in turn impact

staff morale the production of high quality goods and services and the retention of

organisational memory At worst the organisation can fail to achieve its objectives

thereby losing its competitive edge and its share of the market

Traditionally Public Service organisations have had little need to worry about market

share and increasing competition since they operate in a monopolistic environment But

in recent time the emphasis on New Public Management Public Sector Management

approaches has forced public organisations to pay closer attention to their service

delivery as consumers have begun to expect and demand more for their tax dollars No

longer are citizens content to grumble about poorly-produced goods and services and

the under-qualified untrained employees who provide them As societies become more

critical and litigious public service organisations must seek all possible avenues for

improving their output and providing the satisfaction their clients require and deserve

The provision of high-quality goods and services begins with the recruitment process

Recruitment is described as ldquothe set of activities and processes used to legally obtain a

sufficient number of qualified people at the right place and time so that the people and

the organisation can select each other in their own best short and long term interestsrdquo1

In other words the recruitment process provides the organisation with a pool of

potentially qualified job candidates from which judicious selection can be made to fill

vacanciesSuccessful recruitment begins with proper employment planning and

forecasting

23

In this phase of the staffing process an organisation formulates plans to fill or eliminate

future job openings based on an analysis of future needs the talent available within and

outside of the organisation and the current and anticipated resources that can be

expended to attract and retain such talent Also related to the success of a recruitment

process are the strategies an organisation is prepared to employ in order to identify and

select the best candidates for its developing pool of human resources

Organisations seeking recruits for base-level entry positions often require minimum

qualifications and experience These applicants are usually recent high school or

university technical college graduates many of whom have not yet made clear

decisions about future careers or are contemplating engaging in advanced academic

activity At the middle levels senior administrative technical and junior executive

positions are often filled internally The push for scarce high-quality talent often

recruited from external sources has usually been at the senior executive levels Most

organisations utilize both mechanisms to effect recruitment to all levels

24

PURPOSE amp IMPORTANCE OF RECRUITMENT

25

The Purpose and Importance of Recruitment are given below

Attract and encourage more and more candidates to apply in the organisation

Create a talent pool of candidates to enable the selection of best candidates for

the organisation

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 rate of selection process by decreasing number of visibly

under qualified or overqualified job applicants

Help reduce the probability that job applicants once recruited amp selected will

leave the organization only after short period of time

Meet the organizations legal amp social obligations regarding the composition of

its workforce

Increase organization amp individual effectiveness of various recruiting techniques

amp sources for all types of job candidates

FACTORS AFFECTING RECRUITMENT

The recruitment function of the organization is affected amp governed by a mix of

various internal amp external forces The internal forces or factors are the factors that can

be controlled by the organization The external factors are those factors which cannot

be controlled by the organization The internal amp external forces affecting recruitment

function of an organization are

FACTORS AFFECTING RECRUITMENT

26

THE RECRUITMENT PROCESS

Successful recruitment involves the several processes of

1 development of a policy on recruitment and retention and the systems that give

life to the policy

2 needs assessment to determine the current and future human resource

requirements of the organisation If the activity is to be effective the human

resource requirements for each job category and functional divisionunit of the

organisation must be assessed and a priority assigned

3 identification within and outside the organisation of the potential human

resource pool and the likely competition for the knowledge and skills resident

within it

4 job analysis and job evaluation to identify the individual aspects of each job and

calculate its relative worth

5 assessment of qualifications profiles drawn from job descriptions that identify

responsibilities and required skills abilities knowledge and experience

6 determination of the organizationrsquos ability to pay salaries and benefits within a

defined period

7 identification and documentation of the actual process of recruitment and

selection to ensure equity and adherence to equal opportunity and other laws

Documenting the organizationrsquos policy on recruitment the criteria to be utilized and all

the steps in the recruiting process is as necessary in the seemingly informal setting of in

house selection as it is when selection is made from external sources Documentation

satisfies the requirement of procedural transparency and leaves a trail that can easily be

followed for audit and other purposes Of special importance is documentation that is in

conformity with Freedom of Information legislation (where such legislation exists) such

as

1048707 criteria and procedures for the initial screening of applicants

1048707 criteria for generating long and short lists

27

1048707 criteria and procedures for the selection of interview panels

1048707 interview questions

1048707 interview scores and panelistsrsquo comments

1048707 results of tests (where administered)

1048707 results of reference checks

RECRUITMENT PROCESS RECRUITMENT PROCESS

28

RECRUIMENT METHODS

Recruitment may be conducted internally through the promotion and transfer of existing

personnel or through referrals by current staff members of friends and family

members

Where internal recruitment is the chosen method of filling vacancies job openings can

be advertised by job posting that is a strategy of placing notices on manual and

electronic bulletin boards in company newsletters and through office memoranda

Referrals are usually word-of-mouth advertisements that are a low-cost-per-hire way of

recruiting

Internal recruitment does not always produce the number or quality of personnel

needed in such an instance the organisation needs to recruit from external sources

either by encouraging walk-in applicants advertising vacancies in newspapers

magazines and journals and the visual andor audio media using employment

agencies to ldquohead huntrdquoadvertising on-line via the Internet or through job fairs and the

use of college recruitment

POSTING VACANCIES

As indicated earlier job posting refers to the practice of publishing an open job to

employees (often by literally posting it on bulletin boards) and listing its attributes such

as criteria of knowledge qualification skill and experience The purpose of posting

vacancies is to bring to the attention of all interested persons (inside or out of the

organisation) the jobs that are to be filled

Before posting a vacancy management needs to decide whether

1048707 it intends to retain the job in its present form and with its present title

remuneration and status

1048707 selected attributes of the job for example skill or experience will change

29

1048707 there are sufficient qualified potential applicants serving in other positions within

the organisation who may be potential candidates for that job

1048707 the existing organisational policy on recruitment is still applicable (for example

whether referrals by staff members of friends and family are still an acceptable

way of filling vacancies)

1048707 the organisations stands to benefit more in the long-term from recruiting

applicants from external sources

RECRUITING FROM INTERNAL SOURCES

There are sound reasons for recruiting from sources within the organisation

1048707 The ability of the recruit is known so it is easy to assess potential for the next

level By contrast assessments of external recruits are based on less reliable

sources such as references and relatively brief encounters such as interviews

1048707 ldquoInsidersrdquo know the organisation its strengths and weaknesses its culture and

most of all its people

1048707 Promotions from within build motivation and a sense of commitment to the

organisation Skilled and ambitious employees are more likely to become

involved in developmental activities if they believe that these activities will lead

to promotion

1048707 Internal recruitment is cheaper and quicker than advertising in various media and

interviewing ldquooutsidersrdquo Time spent in training and socialisation is also reduced

At the same time several disadvantages exist

30

1048707 Sometimes it is difficult to find the ldquorightrdquo candidate within and the organisation

may settle for an employee who possesses a less than ideal mix of competencies

1048707 If the vacancies are being caused by rapid expansion of the organisation there

may be an insufficient supply of qualified individuals above the entry level This

may result in people being promoted before they are ready or not being allowed

to stay in a position long enough to learn how to do the job well

1048707 Infighting inbreeding and a shortage of varied perspectives and interests may

reduce organisational flexibility and growth and resistance to change by those

who have an interest in maintaining the status quo may present long term

problems

RECRUITING FROM EXTERNAL SOURCES

External recruiting methods can be grouped into two classes informal and formal

Informal recruiting methods tap a smaller market than formal methods These methods

may include rehiring former employees and choosing from among those ldquowalk-inrdquo

applicants whose unsolicited reacutesumeacutes had been retained on file The use of referrals

also constitutes an informal hiring method Because they are relatively inexpensive to

use and can be implemented quickly informal recruiting methods are commonly used

for hiring clerical and other base-level recruits who are more likely than other groups to

have submitted unsolicited applications Former students who participated in internship

programmes may also be easily and cheaply accessed

Formal methods of external recruiting entail searching the labour market more widely for

candidates with no previous connection to the organisation These methods have

traditionally included newspapermagazinejournal advertising the use of employment

agencies and executive search firms and college recruitment More often now

31

jobcareer fairs and e-Recruiting are reaching the job seeker market

Of course it is possible to for an organisation to reduce the risks and high costs of

recruitment by maintaining a small cadre of full-time permanent employees and

meeting an unexpected and temporary need for staff through the use of ad hoc and

short-term contract workers who come to the position already trained

It is frequently said that the best jobs are not advertised their availability is

communicated by word of mouth Networking therefore continues to be a viable

mechanism for recruiting especially at the senior management level in certain

industriesIn many instances networking is a strategy used by the recruitment

firmsemployment agencies

ON-LINE APPLICATIONSRECRUITING ON THE INTERNET

Using the Internet is faster and cheaper than many traditional methods of recruiting

Jobs can be posted on Internet sites for a modest amount (less than in the print media)

remain there for periods of thirty or sixty days or more - at no additional cost - and are

available twenty-four hours a day Candidates can view detailed information about the

job and the organisation and then respond electronically

Most homes and workplaces are now using computerised equipment for

communication the Internet is rapidly becoming the method of choice for accessing and

sharing information First-time job seekers are now more likely to search websites for

job postings than to peruse newspapers magazines and journals The prevalence of

advertising has made it easier

The Internet speeds up the hiring process in three basis stages

1048707 Faster posting of jobs

o The wait for a suitable date and a prominent place in the print media is

eliminated The time lag that exists between the submission of

32

information to the media house and its appearance in print disappears On

the internet the advertisement appears immediately and can be kept alive

for as long as the recruiter requires it

1048707 Faster applicant response

1048707 Faster processing of reacutesumeacutes

Companies that are likely to advertise on-line usually have a website that allows

potential candidates to learn about the company before deciding whether to apply thus

lowering the incidence time-wasting through the submission of unsuitable applications

The website can be used as a tool to encourage potential job seekers to build an

interest in joining the organization Internet Recruiting Power Opportunities and

Effectiveness CareerJournalcom Taken from Job websites offer unlimited space

which can be used by management to sell the organization The site can then be used

not only to post vacancies but also to publicise the organisation That will allow

candidates to become more familiar with the company know what skills the company is

looking for and get to know about its culture Most importantly the system will provide a

proper path to securing quick responses to job openings On-line recruiting facilitates

the decentralisation of the hiring function by making it possible for other groups in the

organisation to take responsibility for part of the function

Internet recruiting is not all positive though there are drawbacks for unwary users

1048707 Some applicants still place great value on face-to-face interactions in the hiring

process Such applicants are likely to ignore jobs posted impersonally on-line

1048707 Companies are overwhelmed by the volume of reacutesumeacutes posted on the Internet

This can in fact lengthen the short-listing process If the screening process is not

well done the quantity of applicationsreacutesumeacutes logged-on may be more of a

hindrance to the process that an aid to selection

33

1048707 Job seekers who demand confidentiality in the recruitment process may be

reluctant to use the Internet as a job search mechanism

For effectiveness in the use of the strategy of e-Recruiting companies are advised to

1048707 use specialised Job Sites that cater to specific industries

1048707 thoroughly assess the service level provided by Job Sites to ensure that they

maintain the level they claim to provide

1048707 enhance the Corporate Web Site as a tool to encourage potential job seekers to

become interested in joining the company

1048707 take advantage of the fact that Internet job advertisements have no space

limitations so recruiters can use longer job descriptions to fully describe the

company job requirements and working conditions offered

1048707 use valid Search Engines that will sort candidates effectively but will not

discriminate against any persons or groups

1048707 create attention-grabbing newspaper advertisements that prompt people to visit

the companyrsquos website They will then see all vacancies that are advertised

1048707 encourage employees to e-mail job advertisements to friends

1048707 design and implement a successful e-Recruitment strategy

COLLEGE RECRUITMENT

College recruiting ndash sending an employerrsquos representatives to college campuses to

prescreen applicants and create an applicant pool from that collegersquos graduating class ndash

34

is an important source of management trainees promotable [entry-level] candidates

and professional and technical employees To get the best out of this hiring strategy the

organisation and its career opportunities must be made to stand out Human resource

professionals are aware that few college students and potential graduates know where

their careers will take them over the next fifteen to twenty years Therefore many of the

criteria used by students to select the first job may be quite arbitrary The organisation

that will succeed then is one can show how the work it offers meets studentsrsquo needs

for skill enhancement rewarding opportunities personal satisfaction flexibility and

compensation

Two major advantages of this strategy are the cost (which is higher than word-of-mouth

recruiting but lower than advertising in the media or using an employment agency) and

the convenience (since many candidates can be interviewed in a short time in the

same location with space and administrative support provided by the college itself)

Unfortunately suitable candidates become available only at certain times of the year

which may not always suit the needs of the hiring organisation Another major

disadvantage of college recruiting is the lack of experience and the inflated expectations

of new graduates and the cost of hiring graduates for entry-level positions that may not

require a college degree

College recruitment also offers opportunities for internships These programmes may

provide the organisations with quality employees at low cost per hire Some interns are

hired at low cost (perhaps minimum wage) and are offered work experience Interns are

able to hone business skills check out potential employers and learn more about

employersrsquo likes and dislikes before making final career choices Some of the better

interns are recruited after graduation

College recruitment is relatively expensive and time consuming for the recruiting

company The process involves screening the candidate that is determining whether

heshe is worthy of further consideration and marketing the company as a preferred

place of employment

35

An alternate strategy for college recruitment is the career planning workshop These

activities are usually (but not exclusively) associated with adolescent school leavers

They do not immediately produce ready candidates for the job market but provide the

opportunity for an organisation to present itself as an employer worthy of consideration

Co-ordinators of career planning workshops co-opt professionals and organisations to

present career options to potential school leavers in a controlled setting so as to lay out

the range of possibilities to young job seekers Career planning workshops are used

mainly as information-giving tools which the school leaver can use to make informed

career choices Some organisations use the workshops as a base for internships

Recruiters may not be employees of the company but paid professionals who have

been trained to perform the function

JOB FAIRSThe concept of a job fair is to bring those interested in finding a job into those

companies who are searching for applicants Job fairs are open fora at which employers

can exhibit the best their companies have to offer so that job seekers can make

informed choices They are considered one of the most effective ways for job seekers to

land jobs

At the job fair employers have a large pool of candidates on which to draw while job

seekers have the opportunity to shop around for dozens ndash sometimes hundreds ndash of

employers all in one place

Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an

interview employers are still on the look out for qualified potential employees who have

interest dedication and initiative

MAINTAINING EQUITY IN THE RECRUITMENT PROCESS

It is often difficult to ensure and maintain fairnessequity in the recruitment process

36

although in every jurisdiction there are laws that protect individuals and vulnerable

groups from the negative impact of discriminatory practices Where necessary systems

detailed procedures and processes exist or must be established to minimise

discrimination

The usual format of job fairs is to have several companies set up information stations at

an expo with at least one representative of the company present to provide information

The fairs usually have a common theme or are specific to a certain field or area of

interest Interested individuals browse through the information provided by each

company and then decide which company if any they would like to apply to They have

the opportunity to talk with a current employee of specific companies to learn more

about the employment experience

Each country designatesidentifies a group or groups for special notice women visible

minorities and the disabled are usual targets The Government of Canada in

articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated

groups as employment equity targets women Aboriginal people members of visible

minority groups persons with disabilities In the legislation managersrsquo responsibilities

for employment equity are stated as

bull Ensuring effective overall performance and continuous progress of the

employment equity goals within the operation

bull Achieving fostering and maintaining a representative workforce

bull Showing leadership in employment equity and demonstrating commitment to it by

ensuring that discrimination and stereotyping are not tolerated and

bull Informing and educating employees in the organisation about employment equity

and diversity

37

OUTSOURCING RECRUITMENT

OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice

being followed by middle amp large sized organizations It is being witnessed across all the

industries In India the HR processes are being outsourced from nearly a decade now

Outsourcing industry is growing at high rate

HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the

expert services of a third party ( generally professional consultants) to take care of its HR

functions while HR management can focus on the strategic dimension of their function The

functions that are typically outsourced are the functions that need expertise relevant

experience knowledge amp best methods amp practices This has given rise to outsourcing the

various HR functions of an organisation HR Consultancies such as Ma Foi and Planman

Consulting provide such services through expert professional consultants Human resources

business process outsourcing (HR BPO) is a major component of the worldwide BPO market

Performance management outsourcing involves all the performance monitoring measurement

management being outsourced from a third party or an external organisation

Many organizations have started outsourcing its recruitment process ie transferring all or

some part of its recruitment process to an external consultant providing the recruitment

services It is commonly known as RPO ie recruitment process outsourcing More and more

medium and large sized organizations are outsourcing their recruitment process right from the

entry level jobs to the C-level jobs

The present value of the recruitment process outsourcing industry (RPO) in India is estimated

to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next

couple of years According to a recent survey only 8-10 per cent of the Indian companies are

complete recruitment processes However the number of companies outsourcing their

recruitment processes is increasing at a very fast rate and so is the percentage of their total

recruitment processes being outsourced

38

Outsourcing organizations strive for providing cost saving benefits to their clients One of the

major advantages to organizations who outsource their recruitment process is that it helps to

save up to as much as 40 per cent of their recruitment costs With the experience expertise

and the economies of scale of the third party organizations are able to improve the quality of

the recruits and the speed of the whole process Also outsourcing enables the human

resource professionals of organizations to focus on the core and other HR and strategic

issues Outsourcing also gives a structured approach to the whole process of recruitment with

the ultimate power of decision making of recruiting with the organisation itself The portion of

the recruitment cycle that is outsourced range from preparing job descriptions to arranging

interviews the activities that consume almost 70 per cent of the time of the whole recruitment

process

Outsourcing the recruitment processes for a sector like BPO which faces an attrition of

almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and

focus on other issues like retention The job seekers are also availing the services of the third

parties (consultants) for accessing the latest job opportunities

In India the trend of outsourcing recruitment is also catching up fast For example Vodafone

outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)

Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to

outsource 50 per cent of its recruitment processes

ADVANTAGES OF OUTSOURCING RECRUITMENT

Traditionally recruitment is seen as the cost incurring process in an organization

HR outsoucing helps the HR professionals of the organization to concentrate on

the strategic functions of amp processes of human resource management rather

than wasting their efforts time amp money on the routine workOutsourcing the

recruitment process helps to cut the recruitment costs to 20 and also provide

economies of scale to the large sized organizatons

39

The major advantages of outsourcing recruitment performance management

are

Outsourcing is beneficial for both the corporate organisations that use the

outsourcing services as well as the consultancies that provide the service to the

corporates Apart from increasing their revenues outsourcing Process provides

business opportunities to the service providers enhancing the skill set of the

service providers and exposure to the different corporate experiences thereby

increasing their expertise

The advantages accruing to the corporate are

turning the managements focus to strategic level processes of HRM

accessibility to the expertise of the service providers

40

freedom from red tape and adhering to strict rules and regulations

optimal resource utilisation

structured and fair performance management

a satisfied and hence highly productive employees

value creation operational flexibility and competitive advantage

Therefore outsourcing helps both the organisations and the consultancies to grow

and perform better

41

OUTSOURCING PROCESS

42

MANAGING RECRUITMENT

ROI ON RECRUITMENT

Before making any investment every organisation would want to evaluate the

investment by answering the following questions in quantifiable terms

What are the costs and the corresponding and related risks on the

investment

What are the expected returns of the investment

What is the expected pay-back period of the investment

An organisation makes a tremendous amount of investment in its recruitment

processes

A lot of resources like time and money are spent on recruitment processes of an

organisation But assessing or quantifying the returns on the recruitment process

or calculating the return on investment (ROI) on recruitment is a complicated task

for an organisation Indeed it is difficult to judge the success of their recruitment

processes Instead recruitment is one activity that continues in an organisation

without anyone ever realizing its worth or measuring its impact on the

organisationrsquos business

According to a survey 38 of organisations do not prepare or produce any kind

of documents or reports on their The recruitment processes and there is no

accountability of the HR department for the costs incurred and the opportunities

missed

With the increasing strategic focus on the human resources more and more

organisations are adopting one or the other way for calculating the ROI on its

recruitments Many organisations are examining their HR functions and

43

processes and are trying to quantify their results and returns

A recruitment professional or manager can calculate and maximize the return on

investments on its organisationrsquos recruitment by

Clear definition of the results to be achieved from recruitment

Developing methods and ways measuring the results like the time ndash to ndash

hire cost-Per-Hire and effectiveness of the recruitment source etc

Estimating the costs associated with the recruitment project

Estimating the tangible and intangible benefits to the organization including

the payback period of the recruitments

Providing and ensuring proper training and development of the recruitment

professionals

Assessing the ROI on recruitments can assist an organisation to strengthen its

HR processes improving its recruitment function and to build a strategic human

resource advantage for the organisation

HR CHALLENGE IN RECRUITMENT

Recruitment is a function that requires business perspective expertise ability to

find and match the best potential candidate for the organisation diplomacy

marketing skills ( as to sell the position to the candidate) and wisdom to align the

recruitment processes for the benefit of the organizationThe HR professionals ndash

handling the recruitment function of the organization ndash are constantly facing new

CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN

RECRUITMENT for such professionals is to source or recruit the best people or

44

potential candidate for the organisation

In the last few years the job market has undergone some fundamental changes

in terms of technologies sources of recruitment competetion in the market etc In

an already saturated job market where the practices like poaching and raiding

are gaining momentum

HR professionals are constantly facing new challenges in one of their most

important function- recruitment They have to face and conquer various

challenges to find the best candidates for their organisations

The major challenges faced by the HR in recruitment are

Adaptability to globalization ndash The HR professionals are expected and

required to keep in tune with the changing times ie the changes taking

place across the globe HR should maintain the timeliness of the process

Lack of motivation ndash Recruitment is considered to be a thankless job

Even if the organisation is achieving results HR department or

professionals are not thanked for recruiting the right employees and

performers

Process analysis ndash The immediacy and speed of the recruitment process

are the main concerns of the HR in recruitment The process should be

flexible adaptive and responsive to the immediate requirements The

recruitment process should also be cost effective

Strategic prioritization ndash The emerging new systems are both an

opportunity as well as a challenge for the HR professionals Therefore

reviewing staffing needs and prioritizing the tasks to meet the changes in

the market has become a challenge for the recruitment professionals

45

RECRUITMENT ndash THE CONCEPT

Acquiring and retaining high-quality talent is critical to an organisationrsquos success As the

job market becomes increasingly competitive and the available skills grow more diverse

recruiters need to be more selective in their choices since poor recruiting decisions can

produce long-term negative effects among them high training and development costs to

minimise the incidence of poor performance and high turnover which in turn impact

staff morale the production of high quality goods and services and the retention of

organisational memory At worst the organisation can fail to achieve its objectives

thereby losing its competitive edge and its share of the market

Traditionally Public Service organisations have had little need to worry about market

share and increasing competition since they operate in a monopolistic environment But

in recent time the emphasis on New Public Management Public Sector Management

approaches has forced public organisations to pay closer attention to their service

delivery as consumers have begun to expect and demand more for their tax dollars No

longer are citizens content to grumble about poorly-produced goods and services and

the under-qualified untrained employees who provide them As societies become more

critical and litigious public service organisations must seek all possible avenues for

improving their output and providing the satisfaction their clients require and deserve

The provision of high-quality goods and services begins with the recruitment process

Recruitment is described as ldquothe set of activities and processes used to legally obtain a

sufficient number of qualified people at the right place and time so that the people and

the organisation can select each other in their own best short and long term interestsrdquo1

In other words the recruitment process provides the organisation with a pool of

potentially qualified job candidates from which judicious selection can be made to fill

vacanciesSuccessful recruitment begins with proper employment planning and

forecasting

23

In this phase of the staffing process an organisation formulates plans to fill or eliminate

future job openings based on an analysis of future needs the talent available within and

outside of the organisation and the current and anticipated resources that can be

expended to attract and retain such talent Also related to the success of a recruitment

process are the strategies an organisation is prepared to employ in order to identify and

select the best candidates for its developing pool of human resources

Organisations seeking recruits for base-level entry positions often require minimum

qualifications and experience These applicants are usually recent high school or

university technical college graduates many of whom have not yet made clear

decisions about future careers or are contemplating engaging in advanced academic

activity At the middle levels senior administrative technical and junior executive

positions are often filled internally The push for scarce high-quality talent often

recruited from external sources has usually been at the senior executive levels Most

organisations utilize both mechanisms to effect recruitment to all levels

24

PURPOSE amp IMPORTANCE OF RECRUITMENT

25

The Purpose and Importance of Recruitment are given below

Attract and encourage more and more candidates to apply in the organisation

Create a talent pool of candidates to enable the selection of best candidates for

the organisation

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 rate of selection process by decreasing number of visibly

under qualified or overqualified job applicants

Help reduce the probability that job applicants once recruited amp selected will

leave the organization only after short period of time

Meet the organizations legal amp social obligations regarding the composition of

its workforce

Increase organization amp individual effectiveness of various recruiting techniques

amp sources for all types of job candidates

FACTORS AFFECTING RECRUITMENT

The recruitment function of the organization is affected amp governed by a mix of

various internal amp external forces The internal forces or factors are the factors that can

be controlled by the organization The external factors are those factors which cannot

be controlled by the organization The internal amp external forces affecting recruitment

function of an organization are

FACTORS AFFECTING RECRUITMENT

26

THE RECRUITMENT PROCESS

Successful recruitment involves the several processes of

1 development of a policy on recruitment and retention and the systems that give

life to the policy

2 needs assessment to determine the current and future human resource

requirements of the organisation If the activity is to be effective the human

resource requirements for each job category and functional divisionunit of the

organisation must be assessed and a priority assigned

3 identification within and outside the organisation of the potential human

resource pool and the likely competition for the knowledge and skills resident

within it

4 job analysis and job evaluation to identify the individual aspects of each job and

calculate its relative worth

5 assessment of qualifications profiles drawn from job descriptions that identify

responsibilities and required skills abilities knowledge and experience

6 determination of the organizationrsquos ability to pay salaries and benefits within a

defined period

7 identification and documentation of the actual process of recruitment and

selection to ensure equity and adherence to equal opportunity and other laws

Documenting the organizationrsquos policy on recruitment the criteria to be utilized and all

the steps in the recruiting process is as necessary in the seemingly informal setting of in

house selection as it is when selection is made from external sources Documentation

satisfies the requirement of procedural transparency and leaves a trail that can easily be

followed for audit and other purposes Of special importance is documentation that is in

conformity with Freedom of Information legislation (where such legislation exists) such

as

1048707 criteria and procedures for the initial screening of applicants

1048707 criteria for generating long and short lists

27

1048707 criteria and procedures for the selection of interview panels

1048707 interview questions

1048707 interview scores and panelistsrsquo comments

1048707 results of tests (where administered)

1048707 results of reference checks

RECRUITMENT PROCESS RECRUITMENT PROCESS

28

RECRUIMENT METHODS

Recruitment may be conducted internally through the promotion and transfer of existing

personnel or through referrals by current staff members of friends and family

members

Where internal recruitment is the chosen method of filling vacancies job openings can

be advertised by job posting that is a strategy of placing notices on manual and

electronic bulletin boards in company newsletters and through office memoranda

Referrals are usually word-of-mouth advertisements that are a low-cost-per-hire way of

recruiting

Internal recruitment does not always produce the number or quality of personnel

needed in such an instance the organisation needs to recruit from external sources

either by encouraging walk-in applicants advertising vacancies in newspapers

magazines and journals and the visual andor audio media using employment

agencies to ldquohead huntrdquoadvertising on-line via the Internet or through job fairs and the

use of college recruitment

POSTING VACANCIES

As indicated earlier job posting refers to the practice of publishing an open job to

employees (often by literally posting it on bulletin boards) and listing its attributes such

as criteria of knowledge qualification skill and experience The purpose of posting

vacancies is to bring to the attention of all interested persons (inside or out of the

organisation) the jobs that are to be filled

Before posting a vacancy management needs to decide whether

1048707 it intends to retain the job in its present form and with its present title

remuneration and status

1048707 selected attributes of the job for example skill or experience will change

29

1048707 there are sufficient qualified potential applicants serving in other positions within

the organisation who may be potential candidates for that job

1048707 the existing organisational policy on recruitment is still applicable (for example

whether referrals by staff members of friends and family are still an acceptable

way of filling vacancies)

1048707 the organisations stands to benefit more in the long-term from recruiting

applicants from external sources

RECRUITING FROM INTERNAL SOURCES

There are sound reasons for recruiting from sources within the organisation

1048707 The ability of the recruit is known so it is easy to assess potential for the next

level By contrast assessments of external recruits are based on less reliable

sources such as references and relatively brief encounters such as interviews

1048707 ldquoInsidersrdquo know the organisation its strengths and weaknesses its culture and

most of all its people

1048707 Promotions from within build motivation and a sense of commitment to the

organisation Skilled and ambitious employees are more likely to become

involved in developmental activities if they believe that these activities will lead

to promotion

1048707 Internal recruitment is cheaper and quicker than advertising in various media and

interviewing ldquooutsidersrdquo Time spent in training and socialisation is also reduced

At the same time several disadvantages exist

30

1048707 Sometimes it is difficult to find the ldquorightrdquo candidate within and the organisation

may settle for an employee who possesses a less than ideal mix of competencies

1048707 If the vacancies are being caused by rapid expansion of the organisation there

may be an insufficient supply of qualified individuals above the entry level This

may result in people being promoted before they are ready or not being allowed

to stay in a position long enough to learn how to do the job well

1048707 Infighting inbreeding and a shortage of varied perspectives and interests may

reduce organisational flexibility and growth and resistance to change by those

who have an interest in maintaining the status quo may present long term

problems

RECRUITING FROM EXTERNAL SOURCES

External recruiting methods can be grouped into two classes informal and formal

Informal recruiting methods tap a smaller market than formal methods These methods

may include rehiring former employees and choosing from among those ldquowalk-inrdquo

applicants whose unsolicited reacutesumeacutes had been retained on file The use of referrals

also constitutes an informal hiring method Because they are relatively inexpensive to

use and can be implemented quickly informal recruiting methods are commonly used

for hiring clerical and other base-level recruits who are more likely than other groups to

have submitted unsolicited applications Former students who participated in internship

programmes may also be easily and cheaply accessed

Formal methods of external recruiting entail searching the labour market more widely for

candidates with no previous connection to the organisation These methods have

traditionally included newspapermagazinejournal advertising the use of employment

agencies and executive search firms and college recruitment More often now

31

jobcareer fairs and e-Recruiting are reaching the job seeker market

Of course it is possible to for an organisation to reduce the risks and high costs of

recruitment by maintaining a small cadre of full-time permanent employees and

meeting an unexpected and temporary need for staff through the use of ad hoc and

short-term contract workers who come to the position already trained

It is frequently said that the best jobs are not advertised their availability is

communicated by word of mouth Networking therefore continues to be a viable

mechanism for recruiting especially at the senior management level in certain

industriesIn many instances networking is a strategy used by the recruitment

firmsemployment agencies

ON-LINE APPLICATIONSRECRUITING ON THE INTERNET

Using the Internet is faster and cheaper than many traditional methods of recruiting

Jobs can be posted on Internet sites for a modest amount (less than in the print media)

remain there for periods of thirty or sixty days or more - at no additional cost - and are

available twenty-four hours a day Candidates can view detailed information about the

job and the organisation and then respond electronically

Most homes and workplaces are now using computerised equipment for

communication the Internet is rapidly becoming the method of choice for accessing and

sharing information First-time job seekers are now more likely to search websites for

job postings than to peruse newspapers magazines and journals The prevalence of

advertising has made it easier

The Internet speeds up the hiring process in three basis stages

1048707 Faster posting of jobs

o The wait for a suitable date and a prominent place in the print media is

eliminated The time lag that exists between the submission of

32

information to the media house and its appearance in print disappears On

the internet the advertisement appears immediately and can be kept alive

for as long as the recruiter requires it

1048707 Faster applicant response

1048707 Faster processing of reacutesumeacutes

Companies that are likely to advertise on-line usually have a website that allows

potential candidates to learn about the company before deciding whether to apply thus

lowering the incidence time-wasting through the submission of unsuitable applications

The website can be used as a tool to encourage potential job seekers to build an

interest in joining the organization Internet Recruiting Power Opportunities and

Effectiveness CareerJournalcom Taken from Job websites offer unlimited space

which can be used by management to sell the organization The site can then be used

not only to post vacancies but also to publicise the organisation That will allow

candidates to become more familiar with the company know what skills the company is

looking for and get to know about its culture Most importantly the system will provide a

proper path to securing quick responses to job openings On-line recruiting facilitates

the decentralisation of the hiring function by making it possible for other groups in the

organisation to take responsibility for part of the function

Internet recruiting is not all positive though there are drawbacks for unwary users

1048707 Some applicants still place great value on face-to-face interactions in the hiring

process Such applicants are likely to ignore jobs posted impersonally on-line

1048707 Companies are overwhelmed by the volume of reacutesumeacutes posted on the Internet

This can in fact lengthen the short-listing process If the screening process is not

well done the quantity of applicationsreacutesumeacutes logged-on may be more of a

hindrance to the process that an aid to selection

33

1048707 Job seekers who demand confidentiality in the recruitment process may be

reluctant to use the Internet as a job search mechanism

For effectiveness in the use of the strategy of e-Recruiting companies are advised to

1048707 use specialised Job Sites that cater to specific industries

1048707 thoroughly assess the service level provided by Job Sites to ensure that they

maintain the level they claim to provide

1048707 enhance the Corporate Web Site as a tool to encourage potential job seekers to

become interested in joining the company

1048707 take advantage of the fact that Internet job advertisements have no space

limitations so recruiters can use longer job descriptions to fully describe the

company job requirements and working conditions offered

1048707 use valid Search Engines that will sort candidates effectively but will not

discriminate against any persons or groups

1048707 create attention-grabbing newspaper advertisements that prompt people to visit

the companyrsquos website They will then see all vacancies that are advertised

1048707 encourage employees to e-mail job advertisements to friends

1048707 design and implement a successful e-Recruitment strategy

COLLEGE RECRUITMENT

College recruiting ndash sending an employerrsquos representatives to college campuses to

prescreen applicants and create an applicant pool from that collegersquos graduating class ndash

34

is an important source of management trainees promotable [entry-level] candidates

and professional and technical employees To get the best out of this hiring strategy the

organisation and its career opportunities must be made to stand out Human resource

professionals are aware that few college students and potential graduates know where

their careers will take them over the next fifteen to twenty years Therefore many of the

criteria used by students to select the first job may be quite arbitrary The organisation

that will succeed then is one can show how the work it offers meets studentsrsquo needs

for skill enhancement rewarding opportunities personal satisfaction flexibility and

compensation

Two major advantages of this strategy are the cost (which is higher than word-of-mouth

recruiting but lower than advertising in the media or using an employment agency) and

the convenience (since many candidates can be interviewed in a short time in the

same location with space and administrative support provided by the college itself)

Unfortunately suitable candidates become available only at certain times of the year

which may not always suit the needs of the hiring organisation Another major

disadvantage of college recruiting is the lack of experience and the inflated expectations

of new graduates and the cost of hiring graduates for entry-level positions that may not

require a college degree

College recruitment also offers opportunities for internships These programmes may

provide the organisations with quality employees at low cost per hire Some interns are

hired at low cost (perhaps minimum wage) and are offered work experience Interns are

able to hone business skills check out potential employers and learn more about

employersrsquo likes and dislikes before making final career choices Some of the better

interns are recruited after graduation

College recruitment is relatively expensive and time consuming for the recruiting

company The process involves screening the candidate that is determining whether

heshe is worthy of further consideration and marketing the company as a preferred

place of employment

35

An alternate strategy for college recruitment is the career planning workshop These

activities are usually (but not exclusively) associated with adolescent school leavers

They do not immediately produce ready candidates for the job market but provide the

opportunity for an organisation to present itself as an employer worthy of consideration

Co-ordinators of career planning workshops co-opt professionals and organisations to

present career options to potential school leavers in a controlled setting so as to lay out

the range of possibilities to young job seekers Career planning workshops are used

mainly as information-giving tools which the school leaver can use to make informed

career choices Some organisations use the workshops as a base for internships

Recruiters may not be employees of the company but paid professionals who have

been trained to perform the function

JOB FAIRSThe concept of a job fair is to bring those interested in finding a job into those

companies who are searching for applicants Job fairs are open fora at which employers

can exhibit the best their companies have to offer so that job seekers can make

informed choices They are considered one of the most effective ways for job seekers to

land jobs

At the job fair employers have a large pool of candidates on which to draw while job

seekers have the opportunity to shop around for dozens ndash sometimes hundreds ndash of

employers all in one place

Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an

interview employers are still on the look out for qualified potential employees who have

interest dedication and initiative

MAINTAINING EQUITY IN THE RECRUITMENT PROCESS

It is often difficult to ensure and maintain fairnessequity in the recruitment process

36

although in every jurisdiction there are laws that protect individuals and vulnerable

groups from the negative impact of discriminatory practices Where necessary systems

detailed procedures and processes exist or must be established to minimise

discrimination

The usual format of job fairs is to have several companies set up information stations at

an expo with at least one representative of the company present to provide information

The fairs usually have a common theme or are specific to a certain field or area of

interest Interested individuals browse through the information provided by each

company and then decide which company if any they would like to apply to They have

the opportunity to talk with a current employee of specific companies to learn more

about the employment experience

Each country designatesidentifies a group or groups for special notice women visible

minorities and the disabled are usual targets The Government of Canada in

articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated

groups as employment equity targets women Aboriginal people members of visible

minority groups persons with disabilities In the legislation managersrsquo responsibilities

for employment equity are stated as

bull Ensuring effective overall performance and continuous progress of the

employment equity goals within the operation

bull Achieving fostering and maintaining a representative workforce

bull Showing leadership in employment equity and demonstrating commitment to it by

ensuring that discrimination and stereotyping are not tolerated and

bull Informing and educating employees in the organisation about employment equity

and diversity

37

OUTSOURCING RECRUITMENT

OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice

being followed by middle amp large sized organizations It is being witnessed across all the

industries In India the HR processes are being outsourced from nearly a decade now

Outsourcing industry is growing at high rate

HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the

expert services of a third party ( generally professional consultants) to take care of its HR

functions while HR management can focus on the strategic dimension of their function The

functions that are typically outsourced are the functions that need expertise relevant

experience knowledge amp best methods amp practices This has given rise to outsourcing the

various HR functions of an organisation HR Consultancies such as Ma Foi and Planman

Consulting provide such services through expert professional consultants Human resources

business process outsourcing (HR BPO) is a major component of the worldwide BPO market

Performance management outsourcing involves all the performance monitoring measurement

management being outsourced from a third party or an external organisation

Many organizations have started outsourcing its recruitment process ie transferring all or

some part of its recruitment process to an external consultant providing the recruitment

services It is commonly known as RPO ie recruitment process outsourcing More and more

medium and large sized organizations are outsourcing their recruitment process right from the

entry level jobs to the C-level jobs

The present value of the recruitment process outsourcing industry (RPO) in India is estimated

to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next

couple of years According to a recent survey only 8-10 per cent of the Indian companies are

complete recruitment processes However the number of companies outsourcing their

recruitment processes is increasing at a very fast rate and so is the percentage of their total

recruitment processes being outsourced

38

Outsourcing organizations strive for providing cost saving benefits to their clients One of the

major advantages to organizations who outsource their recruitment process is that it helps to

save up to as much as 40 per cent of their recruitment costs With the experience expertise

and the economies of scale of the third party organizations are able to improve the quality of

the recruits and the speed of the whole process Also outsourcing enables the human

resource professionals of organizations to focus on the core and other HR and strategic

issues Outsourcing also gives a structured approach to the whole process of recruitment with

the ultimate power of decision making of recruiting with the organisation itself The portion of

the recruitment cycle that is outsourced range from preparing job descriptions to arranging

interviews the activities that consume almost 70 per cent of the time of the whole recruitment

process

Outsourcing the recruitment processes for a sector like BPO which faces an attrition of

almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and

focus on other issues like retention The job seekers are also availing the services of the third

parties (consultants) for accessing the latest job opportunities

In India the trend of outsourcing recruitment is also catching up fast For example Vodafone

outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)

Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to

outsource 50 per cent of its recruitment processes

ADVANTAGES OF OUTSOURCING RECRUITMENT

Traditionally recruitment is seen as the cost incurring process in an organization

HR outsoucing helps the HR professionals of the organization to concentrate on

the strategic functions of amp processes of human resource management rather

than wasting their efforts time amp money on the routine workOutsourcing the

recruitment process helps to cut the recruitment costs to 20 and also provide

economies of scale to the large sized organizatons

39

The major advantages of outsourcing recruitment performance management

are

Outsourcing is beneficial for both the corporate organisations that use the

outsourcing services as well as the consultancies that provide the service to the

corporates Apart from increasing their revenues outsourcing Process provides

business opportunities to the service providers enhancing the skill set of the

service providers and exposure to the different corporate experiences thereby

increasing their expertise

The advantages accruing to the corporate are

turning the managements focus to strategic level processes of HRM

accessibility to the expertise of the service providers

40

freedom from red tape and adhering to strict rules and regulations

optimal resource utilisation

structured and fair performance management

a satisfied and hence highly productive employees

value creation operational flexibility and competitive advantage

Therefore outsourcing helps both the organisations and the consultancies to grow

and perform better

41

OUTSOURCING PROCESS

42

MANAGING RECRUITMENT

ROI ON RECRUITMENT

Before making any investment every organisation would want to evaluate the

investment by answering the following questions in quantifiable terms

What are the costs and the corresponding and related risks on the

investment

What are the expected returns of the investment

What is the expected pay-back period of the investment

An organisation makes a tremendous amount of investment in its recruitment

processes

A lot of resources like time and money are spent on recruitment processes of an

organisation But assessing or quantifying the returns on the recruitment process

or calculating the return on investment (ROI) on recruitment is a complicated task

for an organisation Indeed it is difficult to judge the success of their recruitment

processes Instead recruitment is one activity that continues in an organisation

without anyone ever realizing its worth or measuring its impact on the

organisationrsquos business

According to a survey 38 of organisations do not prepare or produce any kind

of documents or reports on their The recruitment processes and there is no

accountability of the HR department for the costs incurred and the opportunities

missed

With the increasing strategic focus on the human resources more and more

organisations are adopting one or the other way for calculating the ROI on its

recruitments Many organisations are examining their HR functions and

43

processes and are trying to quantify their results and returns

A recruitment professional or manager can calculate and maximize the return on

investments on its organisationrsquos recruitment by

Clear definition of the results to be achieved from recruitment

Developing methods and ways measuring the results like the time ndash to ndash

hire cost-Per-Hire and effectiveness of the recruitment source etc

Estimating the costs associated with the recruitment project

Estimating the tangible and intangible benefits to the organization including

the payback period of the recruitments

Providing and ensuring proper training and development of the recruitment

professionals

Assessing the ROI on recruitments can assist an organisation to strengthen its

HR processes improving its recruitment function and to build a strategic human

resource advantage for the organisation

HR CHALLENGE IN RECRUITMENT

Recruitment is a function that requires business perspective expertise ability to

find and match the best potential candidate for the organisation diplomacy

marketing skills ( as to sell the position to the candidate) and wisdom to align the

recruitment processes for the benefit of the organizationThe HR professionals ndash

handling the recruitment function of the organization ndash are constantly facing new

CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN

RECRUITMENT for such professionals is to source or recruit the best people or

44

potential candidate for the organisation

In the last few years the job market has undergone some fundamental changes

in terms of technologies sources of recruitment competetion in the market etc In

an already saturated job market where the practices like poaching and raiding

are gaining momentum

HR professionals are constantly facing new challenges in one of their most

important function- recruitment They have to face and conquer various

challenges to find the best candidates for their organisations

The major challenges faced by the HR in recruitment are

Adaptability to globalization ndash The HR professionals are expected and

required to keep in tune with the changing times ie the changes taking

place across the globe HR should maintain the timeliness of the process

Lack of motivation ndash Recruitment is considered to be a thankless job

Even if the organisation is achieving results HR department or

professionals are not thanked for recruiting the right employees and

performers

Process analysis ndash The immediacy and speed of the recruitment process

are the main concerns of the HR in recruitment The process should be

flexible adaptive and responsive to the immediate requirements The

recruitment process should also be cost effective

Strategic prioritization ndash The emerging new systems are both an

opportunity as well as a challenge for the HR professionals Therefore

reviewing staffing needs and prioritizing the tasks to meet the changes in

the market has become a challenge for the recruitment professionals

45

In this phase of the staffing process an organisation formulates plans to fill or eliminate

future job openings based on an analysis of future needs the talent available within and

outside of the organisation and the current and anticipated resources that can be

expended to attract and retain such talent Also related to the success of a recruitment

process are the strategies an organisation is prepared to employ in order to identify and

select the best candidates for its developing pool of human resources

Organisations seeking recruits for base-level entry positions often require minimum

qualifications and experience These applicants are usually recent high school or

university technical college graduates many of whom have not yet made clear

decisions about future careers or are contemplating engaging in advanced academic

activity At the middle levels senior administrative technical and junior executive

positions are often filled internally The push for scarce high-quality talent often

recruited from external sources has usually been at the senior executive levels Most

organisations utilize both mechanisms to effect recruitment to all levels

24

PURPOSE amp IMPORTANCE OF RECRUITMENT

25

The Purpose and Importance of Recruitment are given below

Attract and encourage more and more candidates to apply in the organisation

Create a talent pool of candidates to enable the selection of best candidates for

the organisation

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 rate of selection process by decreasing number of visibly

under qualified or overqualified job applicants

Help reduce the probability that job applicants once recruited amp selected will

leave the organization only after short period of time

Meet the organizations legal amp social obligations regarding the composition of

its workforce

Increase organization amp individual effectiveness of various recruiting techniques

amp sources for all types of job candidates

FACTORS AFFECTING RECRUITMENT

The recruitment function of the organization is affected amp governed by a mix of

various internal amp external forces The internal forces or factors are the factors that can

be controlled by the organization The external factors are those factors which cannot

be controlled by the organization The internal amp external forces affecting recruitment

function of an organization are

FACTORS AFFECTING RECRUITMENT

26

THE RECRUITMENT PROCESS

Successful recruitment involves the several processes of

1 development of a policy on recruitment and retention and the systems that give

life to the policy

2 needs assessment to determine the current and future human resource

requirements of the organisation If the activity is to be effective the human

resource requirements for each job category and functional divisionunit of the

organisation must be assessed and a priority assigned

3 identification within and outside the organisation of the potential human

resource pool and the likely competition for the knowledge and skills resident

within it

4 job analysis and job evaluation to identify the individual aspects of each job and

calculate its relative worth

5 assessment of qualifications profiles drawn from job descriptions that identify

responsibilities and required skills abilities knowledge and experience

6 determination of the organizationrsquos ability to pay salaries and benefits within a

defined period

7 identification and documentation of the actual process of recruitment and

selection to ensure equity and adherence to equal opportunity and other laws

Documenting the organizationrsquos policy on recruitment the criteria to be utilized and all

the steps in the recruiting process is as necessary in the seemingly informal setting of in

house selection as it is when selection is made from external sources Documentation

satisfies the requirement of procedural transparency and leaves a trail that can easily be

followed for audit and other purposes Of special importance is documentation that is in

conformity with Freedom of Information legislation (where such legislation exists) such

as

1048707 criteria and procedures for the initial screening of applicants

1048707 criteria for generating long and short lists

27

1048707 criteria and procedures for the selection of interview panels

1048707 interview questions

1048707 interview scores and panelistsrsquo comments

1048707 results of tests (where administered)

1048707 results of reference checks

RECRUITMENT PROCESS RECRUITMENT PROCESS

28

RECRUIMENT METHODS

Recruitment may be conducted internally through the promotion and transfer of existing

personnel or through referrals by current staff members of friends and family

members

Where internal recruitment is the chosen method of filling vacancies job openings can

be advertised by job posting that is a strategy of placing notices on manual and

electronic bulletin boards in company newsletters and through office memoranda

Referrals are usually word-of-mouth advertisements that are a low-cost-per-hire way of

recruiting

Internal recruitment does not always produce the number or quality of personnel

needed in such an instance the organisation needs to recruit from external sources

either by encouraging walk-in applicants advertising vacancies in newspapers

magazines and journals and the visual andor audio media using employment

agencies to ldquohead huntrdquoadvertising on-line via the Internet or through job fairs and the

use of college recruitment

POSTING VACANCIES

As indicated earlier job posting refers to the practice of publishing an open job to

employees (often by literally posting it on bulletin boards) and listing its attributes such

as criteria of knowledge qualification skill and experience The purpose of posting

vacancies is to bring to the attention of all interested persons (inside or out of the

organisation) the jobs that are to be filled

Before posting a vacancy management needs to decide whether

1048707 it intends to retain the job in its present form and with its present title

remuneration and status

1048707 selected attributes of the job for example skill or experience will change

29

1048707 there are sufficient qualified potential applicants serving in other positions within

the organisation who may be potential candidates for that job

1048707 the existing organisational policy on recruitment is still applicable (for example

whether referrals by staff members of friends and family are still an acceptable

way of filling vacancies)

1048707 the organisations stands to benefit more in the long-term from recruiting

applicants from external sources

RECRUITING FROM INTERNAL SOURCES

There are sound reasons for recruiting from sources within the organisation

1048707 The ability of the recruit is known so it is easy to assess potential for the next

level By contrast assessments of external recruits are based on less reliable

sources such as references and relatively brief encounters such as interviews

1048707 ldquoInsidersrdquo know the organisation its strengths and weaknesses its culture and

most of all its people

1048707 Promotions from within build motivation and a sense of commitment to the

organisation Skilled and ambitious employees are more likely to become

involved in developmental activities if they believe that these activities will lead

to promotion

1048707 Internal recruitment is cheaper and quicker than advertising in various media and

interviewing ldquooutsidersrdquo Time spent in training and socialisation is also reduced

At the same time several disadvantages exist

30

1048707 Sometimes it is difficult to find the ldquorightrdquo candidate within and the organisation

may settle for an employee who possesses a less than ideal mix of competencies

1048707 If the vacancies are being caused by rapid expansion of the organisation there

may be an insufficient supply of qualified individuals above the entry level This

may result in people being promoted before they are ready or not being allowed

to stay in a position long enough to learn how to do the job well

1048707 Infighting inbreeding and a shortage of varied perspectives and interests may

reduce organisational flexibility and growth and resistance to change by those

who have an interest in maintaining the status quo may present long term

problems

RECRUITING FROM EXTERNAL SOURCES

External recruiting methods can be grouped into two classes informal and formal

Informal recruiting methods tap a smaller market than formal methods These methods

may include rehiring former employees and choosing from among those ldquowalk-inrdquo

applicants whose unsolicited reacutesumeacutes had been retained on file The use of referrals

also constitutes an informal hiring method Because they are relatively inexpensive to

use and can be implemented quickly informal recruiting methods are commonly used

for hiring clerical and other base-level recruits who are more likely than other groups to

have submitted unsolicited applications Former students who participated in internship

programmes may also be easily and cheaply accessed

Formal methods of external recruiting entail searching the labour market more widely for

candidates with no previous connection to the organisation These methods have

traditionally included newspapermagazinejournal advertising the use of employment

agencies and executive search firms and college recruitment More often now

31

jobcareer fairs and e-Recruiting are reaching the job seeker market

Of course it is possible to for an organisation to reduce the risks and high costs of

recruitment by maintaining a small cadre of full-time permanent employees and

meeting an unexpected and temporary need for staff through the use of ad hoc and

short-term contract workers who come to the position already trained

It is frequently said that the best jobs are not advertised their availability is

communicated by word of mouth Networking therefore continues to be a viable

mechanism for recruiting especially at the senior management level in certain

industriesIn many instances networking is a strategy used by the recruitment

firmsemployment agencies

ON-LINE APPLICATIONSRECRUITING ON THE INTERNET

Using the Internet is faster and cheaper than many traditional methods of recruiting

Jobs can be posted on Internet sites for a modest amount (less than in the print media)

remain there for periods of thirty or sixty days or more - at no additional cost - and are

available twenty-four hours a day Candidates can view detailed information about the

job and the organisation and then respond electronically

Most homes and workplaces are now using computerised equipment for

communication the Internet is rapidly becoming the method of choice for accessing and

sharing information First-time job seekers are now more likely to search websites for

job postings than to peruse newspapers magazines and journals The prevalence of

advertising has made it easier

The Internet speeds up the hiring process in three basis stages

1048707 Faster posting of jobs

o The wait for a suitable date and a prominent place in the print media is

eliminated The time lag that exists between the submission of

32

information to the media house and its appearance in print disappears On

the internet the advertisement appears immediately and can be kept alive

for as long as the recruiter requires it

1048707 Faster applicant response

1048707 Faster processing of reacutesumeacutes

Companies that are likely to advertise on-line usually have a website that allows

potential candidates to learn about the company before deciding whether to apply thus

lowering the incidence time-wasting through the submission of unsuitable applications

The website can be used as a tool to encourage potential job seekers to build an

interest in joining the organization Internet Recruiting Power Opportunities and

Effectiveness CareerJournalcom Taken from Job websites offer unlimited space

which can be used by management to sell the organization The site can then be used

not only to post vacancies but also to publicise the organisation That will allow

candidates to become more familiar with the company know what skills the company is

looking for and get to know about its culture Most importantly the system will provide a

proper path to securing quick responses to job openings On-line recruiting facilitates

the decentralisation of the hiring function by making it possible for other groups in the

organisation to take responsibility for part of the function

Internet recruiting is not all positive though there are drawbacks for unwary users

1048707 Some applicants still place great value on face-to-face interactions in the hiring

process Such applicants are likely to ignore jobs posted impersonally on-line

1048707 Companies are overwhelmed by the volume of reacutesumeacutes posted on the Internet

This can in fact lengthen the short-listing process If the screening process is not

well done the quantity of applicationsreacutesumeacutes logged-on may be more of a

hindrance to the process that an aid to selection

33

1048707 Job seekers who demand confidentiality in the recruitment process may be

reluctant to use the Internet as a job search mechanism

For effectiveness in the use of the strategy of e-Recruiting companies are advised to

1048707 use specialised Job Sites that cater to specific industries

1048707 thoroughly assess the service level provided by Job Sites to ensure that they

maintain the level they claim to provide

1048707 enhance the Corporate Web Site as a tool to encourage potential job seekers to

become interested in joining the company

1048707 take advantage of the fact that Internet job advertisements have no space

limitations so recruiters can use longer job descriptions to fully describe the

company job requirements and working conditions offered

1048707 use valid Search Engines that will sort candidates effectively but will not

discriminate against any persons or groups

1048707 create attention-grabbing newspaper advertisements that prompt people to visit

the companyrsquos website They will then see all vacancies that are advertised

1048707 encourage employees to e-mail job advertisements to friends

1048707 design and implement a successful e-Recruitment strategy

COLLEGE RECRUITMENT

College recruiting ndash sending an employerrsquos representatives to college campuses to

prescreen applicants and create an applicant pool from that collegersquos graduating class ndash

34

is an important source of management trainees promotable [entry-level] candidates

and professional and technical employees To get the best out of this hiring strategy the

organisation and its career opportunities must be made to stand out Human resource

professionals are aware that few college students and potential graduates know where

their careers will take them over the next fifteen to twenty years Therefore many of the

criteria used by students to select the first job may be quite arbitrary The organisation

that will succeed then is one can show how the work it offers meets studentsrsquo needs

for skill enhancement rewarding opportunities personal satisfaction flexibility and

compensation

Two major advantages of this strategy are the cost (which is higher than word-of-mouth

recruiting but lower than advertising in the media or using an employment agency) and

the convenience (since many candidates can be interviewed in a short time in the

same location with space and administrative support provided by the college itself)

Unfortunately suitable candidates become available only at certain times of the year

which may not always suit the needs of the hiring organisation Another major

disadvantage of college recruiting is the lack of experience and the inflated expectations

of new graduates and the cost of hiring graduates for entry-level positions that may not

require a college degree

College recruitment also offers opportunities for internships These programmes may

provide the organisations with quality employees at low cost per hire Some interns are

hired at low cost (perhaps minimum wage) and are offered work experience Interns are

able to hone business skills check out potential employers and learn more about

employersrsquo likes and dislikes before making final career choices Some of the better

interns are recruited after graduation

College recruitment is relatively expensive and time consuming for the recruiting

company The process involves screening the candidate that is determining whether

heshe is worthy of further consideration and marketing the company as a preferred

place of employment

35

An alternate strategy for college recruitment is the career planning workshop These

activities are usually (but not exclusively) associated with adolescent school leavers

They do not immediately produce ready candidates for the job market but provide the

opportunity for an organisation to present itself as an employer worthy of consideration

Co-ordinators of career planning workshops co-opt professionals and organisations to

present career options to potential school leavers in a controlled setting so as to lay out

the range of possibilities to young job seekers Career planning workshops are used

mainly as information-giving tools which the school leaver can use to make informed

career choices Some organisations use the workshops as a base for internships

Recruiters may not be employees of the company but paid professionals who have

been trained to perform the function

JOB FAIRSThe concept of a job fair is to bring those interested in finding a job into those

companies who are searching for applicants Job fairs are open fora at which employers

can exhibit the best their companies have to offer so that job seekers can make

informed choices They are considered one of the most effective ways for job seekers to

land jobs

At the job fair employers have a large pool of candidates on which to draw while job

seekers have the opportunity to shop around for dozens ndash sometimes hundreds ndash of

employers all in one place

Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an

interview employers are still on the look out for qualified potential employees who have

interest dedication and initiative

MAINTAINING EQUITY IN THE RECRUITMENT PROCESS

It is often difficult to ensure and maintain fairnessequity in the recruitment process

36

although in every jurisdiction there are laws that protect individuals and vulnerable

groups from the negative impact of discriminatory practices Where necessary systems

detailed procedures and processes exist or must be established to minimise

discrimination

The usual format of job fairs is to have several companies set up information stations at

an expo with at least one representative of the company present to provide information

The fairs usually have a common theme or are specific to a certain field or area of

interest Interested individuals browse through the information provided by each

company and then decide which company if any they would like to apply to They have

the opportunity to talk with a current employee of specific companies to learn more

about the employment experience

Each country designatesidentifies a group or groups for special notice women visible

minorities and the disabled are usual targets The Government of Canada in

articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated

groups as employment equity targets women Aboriginal people members of visible

minority groups persons with disabilities In the legislation managersrsquo responsibilities

for employment equity are stated as

bull Ensuring effective overall performance and continuous progress of the

employment equity goals within the operation

bull Achieving fostering and maintaining a representative workforce

bull Showing leadership in employment equity and demonstrating commitment to it by

ensuring that discrimination and stereotyping are not tolerated and

bull Informing and educating employees in the organisation about employment equity

and diversity

37

OUTSOURCING RECRUITMENT

OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice

being followed by middle amp large sized organizations It is being witnessed across all the

industries In India the HR processes are being outsourced from nearly a decade now

Outsourcing industry is growing at high rate

HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the

expert services of a third party ( generally professional consultants) to take care of its HR

functions while HR management can focus on the strategic dimension of their function The

functions that are typically outsourced are the functions that need expertise relevant

experience knowledge amp best methods amp practices This has given rise to outsourcing the

various HR functions of an organisation HR Consultancies such as Ma Foi and Planman

Consulting provide such services through expert professional consultants Human resources

business process outsourcing (HR BPO) is a major component of the worldwide BPO market

Performance management outsourcing involves all the performance monitoring measurement

management being outsourced from a third party or an external organisation

Many organizations have started outsourcing its recruitment process ie transferring all or

some part of its recruitment process to an external consultant providing the recruitment

services It is commonly known as RPO ie recruitment process outsourcing More and more

medium and large sized organizations are outsourcing their recruitment process right from the

entry level jobs to the C-level jobs

The present value of the recruitment process outsourcing industry (RPO) in India is estimated

to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next

couple of years According to a recent survey only 8-10 per cent of the Indian companies are

complete recruitment processes However the number of companies outsourcing their

recruitment processes is increasing at a very fast rate and so is the percentage of their total

recruitment processes being outsourced

38

Outsourcing organizations strive for providing cost saving benefits to their clients One of the

major advantages to organizations who outsource their recruitment process is that it helps to

save up to as much as 40 per cent of their recruitment costs With the experience expertise

and the economies of scale of the third party organizations are able to improve the quality of

the recruits and the speed of the whole process Also outsourcing enables the human

resource professionals of organizations to focus on the core and other HR and strategic

issues Outsourcing also gives a structured approach to the whole process of recruitment with

the ultimate power of decision making of recruiting with the organisation itself The portion of

the recruitment cycle that is outsourced range from preparing job descriptions to arranging

interviews the activities that consume almost 70 per cent of the time of the whole recruitment

process

Outsourcing the recruitment processes for a sector like BPO which faces an attrition of

almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and

focus on other issues like retention The job seekers are also availing the services of the third

parties (consultants) for accessing the latest job opportunities

In India the trend of outsourcing recruitment is also catching up fast For example Vodafone

outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)

Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to

outsource 50 per cent of its recruitment processes

ADVANTAGES OF OUTSOURCING RECRUITMENT

Traditionally recruitment is seen as the cost incurring process in an organization

HR outsoucing helps the HR professionals of the organization to concentrate on

the strategic functions of amp processes of human resource management rather

than wasting their efforts time amp money on the routine workOutsourcing the

recruitment process helps to cut the recruitment costs to 20 and also provide

economies of scale to the large sized organizatons

39

The major advantages of outsourcing recruitment performance management

are

Outsourcing is beneficial for both the corporate organisations that use the

outsourcing services as well as the consultancies that provide the service to the

corporates Apart from increasing their revenues outsourcing Process provides

business opportunities to the service providers enhancing the skill set of the

service providers and exposure to the different corporate experiences thereby

increasing their expertise

The advantages accruing to the corporate are

turning the managements focus to strategic level processes of HRM

accessibility to the expertise of the service providers

40

freedom from red tape and adhering to strict rules and regulations

optimal resource utilisation

structured and fair performance management

a satisfied and hence highly productive employees

value creation operational flexibility and competitive advantage

Therefore outsourcing helps both the organisations and the consultancies to grow

and perform better

41

OUTSOURCING PROCESS

42

MANAGING RECRUITMENT

ROI ON RECRUITMENT

Before making any investment every organisation would want to evaluate the

investment by answering the following questions in quantifiable terms

What are the costs and the corresponding and related risks on the

investment

What are the expected returns of the investment

What is the expected pay-back period of the investment

An organisation makes a tremendous amount of investment in its recruitment

processes

A lot of resources like time and money are spent on recruitment processes of an

organisation But assessing or quantifying the returns on the recruitment process

or calculating the return on investment (ROI) on recruitment is a complicated task

for an organisation Indeed it is difficult to judge the success of their recruitment

processes Instead recruitment is one activity that continues in an organisation

without anyone ever realizing its worth or measuring its impact on the

organisationrsquos business

According to a survey 38 of organisations do not prepare or produce any kind

of documents or reports on their The recruitment processes and there is no

accountability of the HR department for the costs incurred and the opportunities

missed

With the increasing strategic focus on the human resources more and more

organisations are adopting one or the other way for calculating the ROI on its

recruitments Many organisations are examining their HR functions and

43

processes and are trying to quantify their results and returns

A recruitment professional or manager can calculate and maximize the return on

investments on its organisationrsquos recruitment by

Clear definition of the results to be achieved from recruitment

Developing methods and ways measuring the results like the time ndash to ndash

hire cost-Per-Hire and effectiveness of the recruitment source etc

Estimating the costs associated with the recruitment project

Estimating the tangible and intangible benefits to the organization including

the payback period of the recruitments

Providing and ensuring proper training and development of the recruitment

professionals

Assessing the ROI on recruitments can assist an organisation to strengthen its

HR processes improving its recruitment function and to build a strategic human

resource advantage for the organisation

HR CHALLENGE IN RECRUITMENT

Recruitment is a function that requires business perspective expertise ability to

find and match the best potential candidate for the organisation diplomacy

marketing skills ( as to sell the position to the candidate) and wisdom to align the

recruitment processes for the benefit of the organizationThe HR professionals ndash

handling the recruitment function of the organization ndash are constantly facing new

CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN

RECRUITMENT for such professionals is to source or recruit the best people or

44

potential candidate for the organisation

In the last few years the job market has undergone some fundamental changes

in terms of technologies sources of recruitment competetion in the market etc In

an already saturated job market where the practices like poaching and raiding

are gaining momentum

HR professionals are constantly facing new challenges in one of their most

important function- recruitment They have to face and conquer various

challenges to find the best candidates for their organisations

The major challenges faced by the HR in recruitment are

Adaptability to globalization ndash The HR professionals are expected and

required to keep in tune with the changing times ie the changes taking

place across the globe HR should maintain the timeliness of the process

Lack of motivation ndash Recruitment is considered to be a thankless job

Even if the organisation is achieving results HR department or

professionals are not thanked for recruiting the right employees and

performers

Process analysis ndash The immediacy and speed of the recruitment process

are the main concerns of the HR in recruitment The process should be

flexible adaptive and responsive to the immediate requirements The

recruitment process should also be cost effective

Strategic prioritization ndash The emerging new systems are both an

opportunity as well as a challenge for the HR professionals Therefore

reviewing staffing needs and prioritizing the tasks to meet the changes in

the market has become a challenge for the recruitment professionals

45

PURPOSE amp IMPORTANCE OF RECRUITMENT

25

The Purpose and Importance of Recruitment are given below

Attract and encourage more and more candidates to apply in the organisation

Create a talent pool of candidates to enable the selection of best candidates for

the organisation

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 rate of selection process by decreasing number of visibly

under qualified or overqualified job applicants

Help reduce the probability that job applicants once recruited amp selected will

leave the organization only after short period of time

Meet the organizations legal amp social obligations regarding the composition of

its workforce

Increase organization amp individual effectiveness of various recruiting techniques

amp sources for all types of job candidates

FACTORS AFFECTING RECRUITMENT

The recruitment function of the organization is affected amp governed by a mix of

various internal amp external forces The internal forces or factors are the factors that can

be controlled by the organization The external factors are those factors which cannot

be controlled by the organization The internal amp external forces affecting recruitment

function of an organization are

FACTORS AFFECTING RECRUITMENT

26

THE RECRUITMENT PROCESS

Successful recruitment involves the several processes of

1 development of a policy on recruitment and retention and the systems that give

life to the policy

2 needs assessment to determine the current and future human resource

requirements of the organisation If the activity is to be effective the human

resource requirements for each job category and functional divisionunit of the

organisation must be assessed and a priority assigned

3 identification within and outside the organisation of the potential human

resource pool and the likely competition for the knowledge and skills resident

within it

4 job analysis and job evaluation to identify the individual aspects of each job and

calculate its relative worth

5 assessment of qualifications profiles drawn from job descriptions that identify

responsibilities and required skills abilities knowledge and experience

6 determination of the organizationrsquos ability to pay salaries and benefits within a

defined period

7 identification and documentation of the actual process of recruitment and

selection to ensure equity and adherence to equal opportunity and other laws

Documenting the organizationrsquos policy on recruitment the criteria to be utilized and all

the steps in the recruiting process is as necessary in the seemingly informal setting of in

house selection as it is when selection is made from external sources Documentation

satisfies the requirement of procedural transparency and leaves a trail that can easily be

followed for audit and other purposes Of special importance is documentation that is in

conformity with Freedom of Information legislation (where such legislation exists) such

as

1048707 criteria and procedures for the initial screening of applicants

1048707 criteria for generating long and short lists

27

1048707 criteria and procedures for the selection of interview panels

1048707 interview questions

1048707 interview scores and panelistsrsquo comments

1048707 results of tests (where administered)

1048707 results of reference checks

RECRUITMENT PROCESS RECRUITMENT PROCESS

28

RECRUIMENT METHODS

Recruitment may be conducted internally through the promotion and transfer of existing

personnel or through referrals by current staff members of friends and family

members

Where internal recruitment is the chosen method of filling vacancies job openings can

be advertised by job posting that is a strategy of placing notices on manual and

electronic bulletin boards in company newsletters and through office memoranda

Referrals are usually word-of-mouth advertisements that are a low-cost-per-hire way of

recruiting

Internal recruitment does not always produce the number or quality of personnel

needed in such an instance the organisation needs to recruit from external sources

either by encouraging walk-in applicants advertising vacancies in newspapers

magazines and journals and the visual andor audio media using employment

agencies to ldquohead huntrdquoadvertising on-line via the Internet or through job fairs and the

use of college recruitment

POSTING VACANCIES

As indicated earlier job posting refers to the practice of publishing an open job to

employees (often by literally posting it on bulletin boards) and listing its attributes such

as criteria of knowledge qualification skill and experience The purpose of posting

vacancies is to bring to the attention of all interested persons (inside or out of the

organisation) the jobs that are to be filled

Before posting a vacancy management needs to decide whether

1048707 it intends to retain the job in its present form and with its present title

remuneration and status

1048707 selected attributes of the job for example skill or experience will change

29

1048707 there are sufficient qualified potential applicants serving in other positions within

the organisation who may be potential candidates for that job

1048707 the existing organisational policy on recruitment is still applicable (for example

whether referrals by staff members of friends and family are still an acceptable

way of filling vacancies)

1048707 the organisations stands to benefit more in the long-term from recruiting

applicants from external sources

RECRUITING FROM INTERNAL SOURCES

There are sound reasons for recruiting from sources within the organisation

1048707 The ability of the recruit is known so it is easy to assess potential for the next

level By contrast assessments of external recruits are based on less reliable

sources such as references and relatively brief encounters such as interviews

1048707 ldquoInsidersrdquo know the organisation its strengths and weaknesses its culture and

most of all its people

1048707 Promotions from within build motivation and a sense of commitment to the

organisation Skilled and ambitious employees are more likely to become

involved in developmental activities if they believe that these activities will lead

to promotion

1048707 Internal recruitment is cheaper and quicker than advertising in various media and

interviewing ldquooutsidersrdquo Time spent in training and socialisation is also reduced

At the same time several disadvantages exist

30

1048707 Sometimes it is difficult to find the ldquorightrdquo candidate within and the organisation

may settle for an employee who possesses a less than ideal mix of competencies

1048707 If the vacancies are being caused by rapid expansion of the organisation there

may be an insufficient supply of qualified individuals above the entry level This

may result in people being promoted before they are ready or not being allowed

to stay in a position long enough to learn how to do the job well

1048707 Infighting inbreeding and a shortage of varied perspectives and interests may

reduce organisational flexibility and growth and resistance to change by those

who have an interest in maintaining the status quo may present long term

problems

RECRUITING FROM EXTERNAL SOURCES

External recruiting methods can be grouped into two classes informal and formal

Informal recruiting methods tap a smaller market than formal methods These methods

may include rehiring former employees and choosing from among those ldquowalk-inrdquo

applicants whose unsolicited reacutesumeacutes had been retained on file The use of referrals

also constitutes an informal hiring method Because they are relatively inexpensive to

use and can be implemented quickly informal recruiting methods are commonly used

for hiring clerical and other base-level recruits who are more likely than other groups to

have submitted unsolicited applications Former students who participated in internship

programmes may also be easily and cheaply accessed

Formal methods of external recruiting entail searching the labour market more widely for

candidates with no previous connection to the organisation These methods have

traditionally included newspapermagazinejournal advertising the use of employment

agencies and executive search firms and college recruitment More often now

31

jobcareer fairs and e-Recruiting are reaching the job seeker market

Of course it is possible to for an organisation to reduce the risks and high costs of

recruitment by maintaining a small cadre of full-time permanent employees and

meeting an unexpected and temporary need for staff through the use of ad hoc and

short-term contract workers who come to the position already trained

It is frequently said that the best jobs are not advertised their availability is

communicated by word of mouth Networking therefore continues to be a viable

mechanism for recruiting especially at the senior management level in certain

industriesIn many instances networking is a strategy used by the recruitment

firmsemployment agencies

ON-LINE APPLICATIONSRECRUITING ON THE INTERNET

Using the Internet is faster and cheaper than many traditional methods of recruiting

Jobs can be posted on Internet sites for a modest amount (less than in the print media)

remain there for periods of thirty or sixty days or more - at no additional cost - and are

available twenty-four hours a day Candidates can view detailed information about the

job and the organisation and then respond electronically

Most homes and workplaces are now using computerised equipment for

communication the Internet is rapidly becoming the method of choice for accessing and

sharing information First-time job seekers are now more likely to search websites for

job postings than to peruse newspapers magazines and journals The prevalence of

advertising has made it easier

The Internet speeds up the hiring process in three basis stages

1048707 Faster posting of jobs

o The wait for a suitable date and a prominent place in the print media is

eliminated The time lag that exists between the submission of

32

information to the media house and its appearance in print disappears On

the internet the advertisement appears immediately and can be kept alive

for as long as the recruiter requires it

1048707 Faster applicant response

1048707 Faster processing of reacutesumeacutes

Companies that are likely to advertise on-line usually have a website that allows

potential candidates to learn about the company before deciding whether to apply thus

lowering the incidence time-wasting through the submission of unsuitable applications

The website can be used as a tool to encourage potential job seekers to build an

interest in joining the organization Internet Recruiting Power Opportunities and

Effectiveness CareerJournalcom Taken from Job websites offer unlimited space

which can be used by management to sell the organization The site can then be used

not only to post vacancies but also to publicise the organisation That will allow

candidates to become more familiar with the company know what skills the company is

looking for and get to know about its culture Most importantly the system will provide a

proper path to securing quick responses to job openings On-line recruiting facilitates

the decentralisation of the hiring function by making it possible for other groups in the

organisation to take responsibility for part of the function

Internet recruiting is not all positive though there are drawbacks for unwary users

1048707 Some applicants still place great value on face-to-face interactions in the hiring

process Such applicants are likely to ignore jobs posted impersonally on-line

1048707 Companies are overwhelmed by the volume of reacutesumeacutes posted on the Internet

This can in fact lengthen the short-listing process If the screening process is not

well done the quantity of applicationsreacutesumeacutes logged-on may be more of a

hindrance to the process that an aid to selection

33

1048707 Job seekers who demand confidentiality in the recruitment process may be

reluctant to use the Internet as a job search mechanism

For effectiveness in the use of the strategy of e-Recruiting companies are advised to

1048707 use specialised Job Sites that cater to specific industries

1048707 thoroughly assess the service level provided by Job Sites to ensure that they

maintain the level they claim to provide

1048707 enhance the Corporate Web Site as a tool to encourage potential job seekers to

become interested in joining the company

1048707 take advantage of the fact that Internet job advertisements have no space

limitations so recruiters can use longer job descriptions to fully describe the

company job requirements and working conditions offered

1048707 use valid Search Engines that will sort candidates effectively but will not

discriminate against any persons or groups

1048707 create attention-grabbing newspaper advertisements that prompt people to visit

the companyrsquos website They will then see all vacancies that are advertised

1048707 encourage employees to e-mail job advertisements to friends

1048707 design and implement a successful e-Recruitment strategy

COLLEGE RECRUITMENT

College recruiting ndash sending an employerrsquos representatives to college campuses to

prescreen applicants and create an applicant pool from that collegersquos graduating class ndash

34

is an important source of management trainees promotable [entry-level] candidates

and professional and technical employees To get the best out of this hiring strategy the

organisation and its career opportunities must be made to stand out Human resource

professionals are aware that few college students and potential graduates know where

their careers will take them over the next fifteen to twenty years Therefore many of the

criteria used by students to select the first job may be quite arbitrary The organisation

that will succeed then is one can show how the work it offers meets studentsrsquo needs

for skill enhancement rewarding opportunities personal satisfaction flexibility and

compensation

Two major advantages of this strategy are the cost (which is higher than word-of-mouth

recruiting but lower than advertising in the media or using an employment agency) and

the convenience (since many candidates can be interviewed in a short time in the

same location with space and administrative support provided by the college itself)

Unfortunately suitable candidates become available only at certain times of the year

which may not always suit the needs of the hiring organisation Another major

disadvantage of college recruiting is the lack of experience and the inflated expectations

of new graduates and the cost of hiring graduates for entry-level positions that may not

require a college degree

College recruitment also offers opportunities for internships These programmes may

provide the organisations with quality employees at low cost per hire Some interns are

hired at low cost (perhaps minimum wage) and are offered work experience Interns are

able to hone business skills check out potential employers and learn more about

employersrsquo likes and dislikes before making final career choices Some of the better

interns are recruited after graduation

College recruitment is relatively expensive and time consuming for the recruiting

company The process involves screening the candidate that is determining whether

heshe is worthy of further consideration and marketing the company as a preferred

place of employment

35

An alternate strategy for college recruitment is the career planning workshop These

activities are usually (but not exclusively) associated with adolescent school leavers

They do not immediately produce ready candidates for the job market but provide the

opportunity for an organisation to present itself as an employer worthy of consideration

Co-ordinators of career planning workshops co-opt professionals and organisations to

present career options to potential school leavers in a controlled setting so as to lay out

the range of possibilities to young job seekers Career planning workshops are used

mainly as information-giving tools which the school leaver can use to make informed

career choices Some organisations use the workshops as a base for internships

Recruiters may not be employees of the company but paid professionals who have

been trained to perform the function

JOB FAIRSThe concept of a job fair is to bring those interested in finding a job into those

companies who are searching for applicants Job fairs are open fora at which employers

can exhibit the best their companies have to offer so that job seekers can make

informed choices They are considered one of the most effective ways for job seekers to

land jobs

At the job fair employers have a large pool of candidates on which to draw while job

seekers have the opportunity to shop around for dozens ndash sometimes hundreds ndash of

employers all in one place

Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an

interview employers are still on the look out for qualified potential employees who have

interest dedication and initiative

MAINTAINING EQUITY IN THE RECRUITMENT PROCESS

It is often difficult to ensure and maintain fairnessequity in the recruitment process

36

although in every jurisdiction there are laws that protect individuals and vulnerable

groups from the negative impact of discriminatory practices Where necessary systems

detailed procedures and processes exist or must be established to minimise

discrimination

The usual format of job fairs is to have several companies set up information stations at

an expo with at least one representative of the company present to provide information

The fairs usually have a common theme or are specific to a certain field or area of

interest Interested individuals browse through the information provided by each

company and then decide which company if any they would like to apply to They have

the opportunity to talk with a current employee of specific companies to learn more

about the employment experience

Each country designatesidentifies a group or groups for special notice women visible

minorities and the disabled are usual targets The Government of Canada in

articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated

groups as employment equity targets women Aboriginal people members of visible

minority groups persons with disabilities In the legislation managersrsquo responsibilities

for employment equity are stated as

bull Ensuring effective overall performance and continuous progress of the

employment equity goals within the operation

bull Achieving fostering and maintaining a representative workforce

bull Showing leadership in employment equity and demonstrating commitment to it by

ensuring that discrimination and stereotyping are not tolerated and

bull Informing and educating employees in the organisation about employment equity

and diversity

37

OUTSOURCING RECRUITMENT

OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice

being followed by middle amp large sized organizations It is being witnessed across all the

industries In India the HR processes are being outsourced from nearly a decade now

Outsourcing industry is growing at high rate

HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the

expert services of a third party ( generally professional consultants) to take care of its HR

functions while HR management can focus on the strategic dimension of their function The

functions that are typically outsourced are the functions that need expertise relevant

experience knowledge amp best methods amp practices This has given rise to outsourcing the

various HR functions of an organisation HR Consultancies such as Ma Foi and Planman

Consulting provide such services through expert professional consultants Human resources

business process outsourcing (HR BPO) is a major component of the worldwide BPO market

Performance management outsourcing involves all the performance monitoring measurement

management being outsourced from a third party or an external organisation

Many organizations have started outsourcing its recruitment process ie transferring all or

some part of its recruitment process to an external consultant providing the recruitment

services It is commonly known as RPO ie recruitment process outsourcing More and more

medium and large sized organizations are outsourcing their recruitment process right from the

entry level jobs to the C-level jobs

The present value of the recruitment process outsourcing industry (RPO) in India is estimated

to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next

couple of years According to a recent survey only 8-10 per cent of the Indian companies are

complete recruitment processes However the number of companies outsourcing their

recruitment processes is increasing at a very fast rate and so is the percentage of their total

recruitment processes being outsourced

38

Outsourcing organizations strive for providing cost saving benefits to their clients One of the

major advantages to organizations who outsource their recruitment process is that it helps to

save up to as much as 40 per cent of their recruitment costs With the experience expertise

and the economies of scale of the third party organizations are able to improve the quality of

the recruits and the speed of the whole process Also outsourcing enables the human

resource professionals of organizations to focus on the core and other HR and strategic

issues Outsourcing also gives a structured approach to the whole process of recruitment with

the ultimate power of decision making of recruiting with the organisation itself The portion of

the recruitment cycle that is outsourced range from preparing job descriptions to arranging

interviews the activities that consume almost 70 per cent of the time of the whole recruitment

process

Outsourcing the recruitment processes for a sector like BPO which faces an attrition of

almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and

focus on other issues like retention The job seekers are also availing the services of the third

parties (consultants) for accessing the latest job opportunities

In India the trend of outsourcing recruitment is also catching up fast For example Vodafone

outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)

Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to

outsource 50 per cent of its recruitment processes

ADVANTAGES OF OUTSOURCING RECRUITMENT

Traditionally recruitment is seen as the cost incurring process in an organization

HR outsoucing helps the HR professionals of the organization to concentrate on

the strategic functions of amp processes of human resource management rather

than wasting their efforts time amp money on the routine workOutsourcing the

recruitment process helps to cut the recruitment costs to 20 and also provide

economies of scale to the large sized organizatons

39

The major advantages of outsourcing recruitment performance management

are

Outsourcing is beneficial for both the corporate organisations that use the

outsourcing services as well as the consultancies that provide the service to the

corporates Apart from increasing their revenues outsourcing Process provides

business opportunities to the service providers enhancing the skill set of the

service providers and exposure to the different corporate experiences thereby

increasing their expertise

The advantages accruing to the corporate are

turning the managements focus to strategic level processes of HRM

accessibility to the expertise of the service providers

40

freedom from red tape and adhering to strict rules and regulations

optimal resource utilisation

structured and fair performance management

a satisfied and hence highly productive employees

value creation operational flexibility and competitive advantage

Therefore outsourcing helps both the organisations and the consultancies to grow

and perform better

41

OUTSOURCING PROCESS

42

MANAGING RECRUITMENT

ROI ON RECRUITMENT

Before making any investment every organisation would want to evaluate the

investment by answering the following questions in quantifiable terms

What are the costs and the corresponding and related risks on the

investment

What are the expected returns of the investment

What is the expected pay-back period of the investment

An organisation makes a tremendous amount of investment in its recruitment

processes

A lot of resources like time and money are spent on recruitment processes of an

organisation But assessing or quantifying the returns on the recruitment process

or calculating the return on investment (ROI) on recruitment is a complicated task

for an organisation Indeed it is difficult to judge the success of their recruitment

processes Instead recruitment is one activity that continues in an organisation

without anyone ever realizing its worth or measuring its impact on the

organisationrsquos business

According to a survey 38 of organisations do not prepare or produce any kind

of documents or reports on their The recruitment processes and there is no

accountability of the HR department for the costs incurred and the opportunities

missed

With the increasing strategic focus on the human resources more and more

organisations are adopting one or the other way for calculating the ROI on its

recruitments Many organisations are examining their HR functions and

43

processes and are trying to quantify their results and returns

A recruitment professional or manager can calculate and maximize the return on

investments on its organisationrsquos recruitment by

Clear definition of the results to be achieved from recruitment

Developing methods and ways measuring the results like the time ndash to ndash

hire cost-Per-Hire and effectiveness of the recruitment source etc

Estimating the costs associated with the recruitment project

Estimating the tangible and intangible benefits to the organization including

the payback period of the recruitments

Providing and ensuring proper training and development of the recruitment

professionals

Assessing the ROI on recruitments can assist an organisation to strengthen its

HR processes improving its recruitment function and to build a strategic human

resource advantage for the organisation

HR CHALLENGE IN RECRUITMENT

Recruitment is a function that requires business perspective expertise ability to

find and match the best potential candidate for the organisation diplomacy

marketing skills ( as to sell the position to the candidate) and wisdom to align the

recruitment processes for the benefit of the organizationThe HR professionals ndash

handling the recruitment function of the organization ndash are constantly facing new

CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN

RECRUITMENT for such professionals is to source or recruit the best people or

44

potential candidate for the organisation

In the last few years the job market has undergone some fundamental changes

in terms of technologies sources of recruitment competetion in the market etc In

an already saturated job market where the practices like poaching and raiding

are gaining momentum

HR professionals are constantly facing new challenges in one of their most

important function- recruitment They have to face and conquer various

challenges to find the best candidates for their organisations

The major challenges faced by the HR in recruitment are

Adaptability to globalization ndash The HR professionals are expected and

required to keep in tune with the changing times ie the changes taking

place across the globe HR should maintain the timeliness of the process

Lack of motivation ndash Recruitment is considered to be a thankless job

Even if the organisation is achieving results HR department or

professionals are not thanked for recruiting the right employees and

performers

Process analysis ndash The immediacy and speed of the recruitment process

are the main concerns of the HR in recruitment The process should be

flexible adaptive and responsive to the immediate requirements The

recruitment process should also be cost effective

Strategic prioritization ndash The emerging new systems are both an

opportunity as well as a challenge for the HR professionals Therefore

reviewing staffing needs and prioritizing the tasks to meet the changes in

the market has become a challenge for the recruitment professionals

45

FACTORS AFFECTING RECRUITMENT

The recruitment function of the organization is affected amp governed by a mix of

various internal amp external forces The internal forces or factors are the factors that can

be controlled by the organization The external factors are those factors which cannot

be controlled by the organization The internal amp external forces affecting recruitment

function of an organization are

FACTORS AFFECTING RECRUITMENT

26

THE RECRUITMENT PROCESS

Successful recruitment involves the several processes of

1 development of a policy on recruitment and retention and the systems that give

life to the policy

2 needs assessment to determine the current and future human resource

requirements of the organisation If the activity is to be effective the human

resource requirements for each job category and functional divisionunit of the

organisation must be assessed and a priority assigned

3 identification within and outside the organisation of the potential human

resource pool and the likely competition for the knowledge and skills resident

within it

4 job analysis and job evaluation to identify the individual aspects of each job and

calculate its relative worth

5 assessment of qualifications profiles drawn from job descriptions that identify

responsibilities and required skills abilities knowledge and experience

6 determination of the organizationrsquos ability to pay salaries and benefits within a

defined period

7 identification and documentation of the actual process of recruitment and

selection to ensure equity and adherence to equal opportunity and other laws

Documenting the organizationrsquos policy on recruitment the criteria to be utilized and all

the steps in the recruiting process is as necessary in the seemingly informal setting of in

house selection as it is when selection is made from external sources Documentation

satisfies the requirement of procedural transparency and leaves a trail that can easily be

followed for audit and other purposes Of special importance is documentation that is in

conformity with Freedom of Information legislation (where such legislation exists) such

as

1048707 criteria and procedures for the initial screening of applicants

1048707 criteria for generating long and short lists

27

1048707 criteria and procedures for the selection of interview panels

1048707 interview questions

1048707 interview scores and panelistsrsquo comments

1048707 results of tests (where administered)

1048707 results of reference checks

RECRUITMENT PROCESS RECRUITMENT PROCESS

28

RECRUIMENT METHODS

Recruitment may be conducted internally through the promotion and transfer of existing

personnel or through referrals by current staff members of friends and family

members

Where internal recruitment is the chosen method of filling vacancies job openings can

be advertised by job posting that is a strategy of placing notices on manual and

electronic bulletin boards in company newsletters and through office memoranda

Referrals are usually word-of-mouth advertisements that are a low-cost-per-hire way of

recruiting

Internal recruitment does not always produce the number or quality of personnel

needed in such an instance the organisation needs to recruit from external sources

either by encouraging walk-in applicants advertising vacancies in newspapers

magazines and journals and the visual andor audio media using employment

agencies to ldquohead huntrdquoadvertising on-line via the Internet or through job fairs and the

use of college recruitment

POSTING VACANCIES

As indicated earlier job posting refers to the practice of publishing an open job to

employees (often by literally posting it on bulletin boards) and listing its attributes such

as criteria of knowledge qualification skill and experience The purpose of posting

vacancies is to bring to the attention of all interested persons (inside or out of the

organisation) the jobs that are to be filled

Before posting a vacancy management needs to decide whether

1048707 it intends to retain the job in its present form and with its present title

remuneration and status

1048707 selected attributes of the job for example skill or experience will change

29

1048707 there are sufficient qualified potential applicants serving in other positions within

the organisation who may be potential candidates for that job

1048707 the existing organisational policy on recruitment is still applicable (for example

whether referrals by staff members of friends and family are still an acceptable

way of filling vacancies)

1048707 the organisations stands to benefit more in the long-term from recruiting

applicants from external sources

RECRUITING FROM INTERNAL SOURCES

There are sound reasons for recruiting from sources within the organisation

1048707 The ability of the recruit is known so it is easy to assess potential for the next

level By contrast assessments of external recruits are based on less reliable

sources such as references and relatively brief encounters such as interviews

1048707 ldquoInsidersrdquo know the organisation its strengths and weaknesses its culture and

most of all its people

1048707 Promotions from within build motivation and a sense of commitment to the

organisation Skilled and ambitious employees are more likely to become

involved in developmental activities if they believe that these activities will lead

to promotion

1048707 Internal recruitment is cheaper and quicker than advertising in various media and

interviewing ldquooutsidersrdquo Time spent in training and socialisation is also reduced

At the same time several disadvantages exist

30

1048707 Sometimes it is difficult to find the ldquorightrdquo candidate within and the organisation

may settle for an employee who possesses a less than ideal mix of competencies

1048707 If the vacancies are being caused by rapid expansion of the organisation there

may be an insufficient supply of qualified individuals above the entry level This

may result in people being promoted before they are ready or not being allowed

to stay in a position long enough to learn how to do the job well

1048707 Infighting inbreeding and a shortage of varied perspectives and interests may

reduce organisational flexibility and growth and resistance to change by those

who have an interest in maintaining the status quo may present long term

problems

RECRUITING FROM EXTERNAL SOURCES

External recruiting methods can be grouped into two classes informal and formal

Informal recruiting methods tap a smaller market than formal methods These methods

may include rehiring former employees and choosing from among those ldquowalk-inrdquo

applicants whose unsolicited reacutesumeacutes had been retained on file The use of referrals

also constitutes an informal hiring method Because they are relatively inexpensive to

use and can be implemented quickly informal recruiting methods are commonly used

for hiring clerical and other base-level recruits who are more likely than other groups to

have submitted unsolicited applications Former students who participated in internship

programmes may also be easily and cheaply accessed

Formal methods of external recruiting entail searching the labour market more widely for

candidates with no previous connection to the organisation These methods have

traditionally included newspapermagazinejournal advertising the use of employment

agencies and executive search firms and college recruitment More often now

31

jobcareer fairs and e-Recruiting are reaching the job seeker market

Of course it is possible to for an organisation to reduce the risks and high costs of

recruitment by maintaining a small cadre of full-time permanent employees and

meeting an unexpected and temporary need for staff through the use of ad hoc and

short-term contract workers who come to the position already trained

It is frequently said that the best jobs are not advertised their availability is

communicated by word of mouth Networking therefore continues to be a viable

mechanism for recruiting especially at the senior management level in certain

industriesIn many instances networking is a strategy used by the recruitment

firmsemployment agencies

ON-LINE APPLICATIONSRECRUITING ON THE INTERNET

Using the Internet is faster and cheaper than many traditional methods of recruiting

Jobs can be posted on Internet sites for a modest amount (less than in the print media)

remain there for periods of thirty or sixty days or more - at no additional cost - and are

available twenty-four hours a day Candidates can view detailed information about the

job and the organisation and then respond electronically

Most homes and workplaces are now using computerised equipment for

communication the Internet is rapidly becoming the method of choice for accessing and

sharing information First-time job seekers are now more likely to search websites for

job postings than to peruse newspapers magazines and journals The prevalence of

advertising has made it easier

The Internet speeds up the hiring process in three basis stages

1048707 Faster posting of jobs

o The wait for a suitable date and a prominent place in the print media is

eliminated The time lag that exists between the submission of

32

information to the media house and its appearance in print disappears On

the internet the advertisement appears immediately and can be kept alive

for as long as the recruiter requires it

1048707 Faster applicant response

1048707 Faster processing of reacutesumeacutes

Companies that are likely to advertise on-line usually have a website that allows

potential candidates to learn about the company before deciding whether to apply thus

lowering the incidence time-wasting through the submission of unsuitable applications

The website can be used as a tool to encourage potential job seekers to build an

interest in joining the organization Internet Recruiting Power Opportunities and

Effectiveness CareerJournalcom Taken from Job websites offer unlimited space

which can be used by management to sell the organization The site can then be used

not only to post vacancies but also to publicise the organisation That will allow

candidates to become more familiar with the company know what skills the company is

looking for and get to know about its culture Most importantly the system will provide a

proper path to securing quick responses to job openings On-line recruiting facilitates

the decentralisation of the hiring function by making it possible for other groups in the

organisation to take responsibility for part of the function

Internet recruiting is not all positive though there are drawbacks for unwary users

1048707 Some applicants still place great value on face-to-face interactions in the hiring

process Such applicants are likely to ignore jobs posted impersonally on-line

1048707 Companies are overwhelmed by the volume of reacutesumeacutes posted on the Internet

This can in fact lengthen the short-listing process If the screening process is not

well done the quantity of applicationsreacutesumeacutes logged-on may be more of a

hindrance to the process that an aid to selection

33

1048707 Job seekers who demand confidentiality in the recruitment process may be

reluctant to use the Internet as a job search mechanism

For effectiveness in the use of the strategy of e-Recruiting companies are advised to

1048707 use specialised Job Sites that cater to specific industries

1048707 thoroughly assess the service level provided by Job Sites to ensure that they

maintain the level they claim to provide

1048707 enhance the Corporate Web Site as a tool to encourage potential job seekers to

become interested in joining the company

1048707 take advantage of the fact that Internet job advertisements have no space

limitations so recruiters can use longer job descriptions to fully describe the

company job requirements and working conditions offered

1048707 use valid Search Engines that will sort candidates effectively but will not

discriminate against any persons or groups

1048707 create attention-grabbing newspaper advertisements that prompt people to visit

the companyrsquos website They will then see all vacancies that are advertised

1048707 encourage employees to e-mail job advertisements to friends

1048707 design and implement a successful e-Recruitment strategy

COLLEGE RECRUITMENT

College recruiting ndash sending an employerrsquos representatives to college campuses to

prescreen applicants and create an applicant pool from that collegersquos graduating class ndash

34

is an important source of management trainees promotable [entry-level] candidates

and professional and technical employees To get the best out of this hiring strategy the

organisation and its career opportunities must be made to stand out Human resource

professionals are aware that few college students and potential graduates know where

their careers will take them over the next fifteen to twenty years Therefore many of the

criteria used by students to select the first job may be quite arbitrary The organisation

that will succeed then is one can show how the work it offers meets studentsrsquo needs

for skill enhancement rewarding opportunities personal satisfaction flexibility and

compensation

Two major advantages of this strategy are the cost (which is higher than word-of-mouth

recruiting but lower than advertising in the media or using an employment agency) and

the convenience (since many candidates can be interviewed in a short time in the

same location with space and administrative support provided by the college itself)

Unfortunately suitable candidates become available only at certain times of the year

which may not always suit the needs of the hiring organisation Another major

disadvantage of college recruiting is the lack of experience and the inflated expectations

of new graduates and the cost of hiring graduates for entry-level positions that may not

require a college degree

College recruitment also offers opportunities for internships These programmes may

provide the organisations with quality employees at low cost per hire Some interns are

hired at low cost (perhaps minimum wage) and are offered work experience Interns are

able to hone business skills check out potential employers and learn more about

employersrsquo likes and dislikes before making final career choices Some of the better

interns are recruited after graduation

College recruitment is relatively expensive and time consuming for the recruiting

company The process involves screening the candidate that is determining whether

heshe is worthy of further consideration and marketing the company as a preferred

place of employment

35

An alternate strategy for college recruitment is the career planning workshop These

activities are usually (but not exclusively) associated with adolescent school leavers

They do not immediately produce ready candidates for the job market but provide the

opportunity for an organisation to present itself as an employer worthy of consideration

Co-ordinators of career planning workshops co-opt professionals and organisations to

present career options to potential school leavers in a controlled setting so as to lay out

the range of possibilities to young job seekers Career planning workshops are used

mainly as information-giving tools which the school leaver can use to make informed

career choices Some organisations use the workshops as a base for internships

Recruiters may not be employees of the company but paid professionals who have

been trained to perform the function

JOB FAIRSThe concept of a job fair is to bring those interested in finding a job into those

companies who are searching for applicants Job fairs are open fora at which employers

can exhibit the best their companies have to offer so that job seekers can make

informed choices They are considered one of the most effective ways for job seekers to

land jobs

At the job fair employers have a large pool of candidates on which to draw while job

seekers have the opportunity to shop around for dozens ndash sometimes hundreds ndash of

employers all in one place

Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an

interview employers are still on the look out for qualified potential employees who have

interest dedication and initiative

MAINTAINING EQUITY IN THE RECRUITMENT PROCESS

It is often difficult to ensure and maintain fairnessequity in the recruitment process

36

although in every jurisdiction there are laws that protect individuals and vulnerable

groups from the negative impact of discriminatory practices Where necessary systems

detailed procedures and processes exist or must be established to minimise

discrimination

The usual format of job fairs is to have several companies set up information stations at

an expo with at least one representative of the company present to provide information

The fairs usually have a common theme or are specific to a certain field or area of

interest Interested individuals browse through the information provided by each

company and then decide which company if any they would like to apply to They have

the opportunity to talk with a current employee of specific companies to learn more

about the employment experience

Each country designatesidentifies a group or groups for special notice women visible

minorities and the disabled are usual targets The Government of Canada in

articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated

groups as employment equity targets women Aboriginal people members of visible

minority groups persons with disabilities In the legislation managersrsquo responsibilities

for employment equity are stated as

bull Ensuring effective overall performance and continuous progress of the

employment equity goals within the operation

bull Achieving fostering and maintaining a representative workforce

bull Showing leadership in employment equity and demonstrating commitment to it by

ensuring that discrimination and stereotyping are not tolerated and

bull Informing and educating employees in the organisation about employment equity

and diversity

37

OUTSOURCING RECRUITMENT

OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice

being followed by middle amp large sized organizations It is being witnessed across all the

industries In India the HR processes are being outsourced from nearly a decade now

Outsourcing industry is growing at high rate

HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the

expert services of a third party ( generally professional consultants) to take care of its HR

functions while HR management can focus on the strategic dimension of their function The

functions that are typically outsourced are the functions that need expertise relevant

experience knowledge amp best methods amp practices This has given rise to outsourcing the

various HR functions of an organisation HR Consultancies such as Ma Foi and Planman

Consulting provide such services through expert professional consultants Human resources

business process outsourcing (HR BPO) is a major component of the worldwide BPO market

Performance management outsourcing involves all the performance monitoring measurement

management being outsourced from a third party or an external organisation

Many organizations have started outsourcing its recruitment process ie transferring all or

some part of its recruitment process to an external consultant providing the recruitment

services It is commonly known as RPO ie recruitment process outsourcing More and more

medium and large sized organizations are outsourcing their recruitment process right from the

entry level jobs to the C-level jobs

The present value of the recruitment process outsourcing industry (RPO) in India is estimated

to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next

couple of years According to a recent survey only 8-10 per cent of the Indian companies are

complete recruitment processes However the number of companies outsourcing their

recruitment processes is increasing at a very fast rate and so is the percentage of their total

recruitment processes being outsourced

38

Outsourcing organizations strive for providing cost saving benefits to their clients One of the

major advantages to organizations who outsource their recruitment process is that it helps to

save up to as much as 40 per cent of their recruitment costs With the experience expertise

and the economies of scale of the third party organizations are able to improve the quality of

the recruits and the speed of the whole process Also outsourcing enables the human

resource professionals of organizations to focus on the core and other HR and strategic

issues Outsourcing also gives a structured approach to the whole process of recruitment with

the ultimate power of decision making of recruiting with the organisation itself The portion of

the recruitment cycle that is outsourced range from preparing job descriptions to arranging

interviews the activities that consume almost 70 per cent of the time of the whole recruitment

process

Outsourcing the recruitment processes for a sector like BPO which faces an attrition of

almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and

focus on other issues like retention The job seekers are also availing the services of the third

parties (consultants) for accessing the latest job opportunities

In India the trend of outsourcing recruitment is also catching up fast For example Vodafone

outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)

Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to

outsource 50 per cent of its recruitment processes

ADVANTAGES OF OUTSOURCING RECRUITMENT

Traditionally recruitment is seen as the cost incurring process in an organization

HR outsoucing helps the HR professionals of the organization to concentrate on

the strategic functions of amp processes of human resource management rather

than wasting their efforts time amp money on the routine workOutsourcing the

recruitment process helps to cut the recruitment costs to 20 and also provide

economies of scale to the large sized organizatons

39

The major advantages of outsourcing recruitment performance management

are

Outsourcing is beneficial for both the corporate organisations that use the

outsourcing services as well as the consultancies that provide the service to the

corporates Apart from increasing their revenues outsourcing Process provides

business opportunities to the service providers enhancing the skill set of the

service providers and exposure to the different corporate experiences thereby

increasing their expertise

The advantages accruing to the corporate are

turning the managements focus to strategic level processes of HRM

accessibility to the expertise of the service providers

40

freedom from red tape and adhering to strict rules and regulations

optimal resource utilisation

structured and fair performance management

a satisfied and hence highly productive employees

value creation operational flexibility and competitive advantage

Therefore outsourcing helps both the organisations and the consultancies to grow

and perform better

41

OUTSOURCING PROCESS

42

MANAGING RECRUITMENT

ROI ON RECRUITMENT

Before making any investment every organisation would want to evaluate the

investment by answering the following questions in quantifiable terms

What are the costs and the corresponding and related risks on the

investment

What are the expected returns of the investment

What is the expected pay-back period of the investment

An organisation makes a tremendous amount of investment in its recruitment

processes

A lot of resources like time and money are spent on recruitment processes of an

organisation But assessing or quantifying the returns on the recruitment process

or calculating the return on investment (ROI) on recruitment is a complicated task

for an organisation Indeed it is difficult to judge the success of their recruitment

processes Instead recruitment is one activity that continues in an organisation

without anyone ever realizing its worth or measuring its impact on the

organisationrsquos business

According to a survey 38 of organisations do not prepare or produce any kind

of documents or reports on their The recruitment processes and there is no

accountability of the HR department for the costs incurred and the opportunities

missed

With the increasing strategic focus on the human resources more and more

organisations are adopting one or the other way for calculating the ROI on its

recruitments Many organisations are examining their HR functions and

43

processes and are trying to quantify their results and returns

A recruitment professional or manager can calculate and maximize the return on

investments on its organisationrsquos recruitment by

Clear definition of the results to be achieved from recruitment

Developing methods and ways measuring the results like the time ndash to ndash

hire cost-Per-Hire and effectiveness of the recruitment source etc

Estimating the costs associated with the recruitment project

Estimating the tangible and intangible benefits to the organization including

the payback period of the recruitments

Providing and ensuring proper training and development of the recruitment

professionals

Assessing the ROI on recruitments can assist an organisation to strengthen its

HR processes improving its recruitment function and to build a strategic human

resource advantage for the organisation

HR CHALLENGE IN RECRUITMENT

Recruitment is a function that requires business perspective expertise ability to

find and match the best potential candidate for the organisation diplomacy

marketing skills ( as to sell the position to the candidate) and wisdom to align the

recruitment processes for the benefit of the organizationThe HR professionals ndash

handling the recruitment function of the organization ndash are constantly facing new

CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN

RECRUITMENT for such professionals is to source or recruit the best people or

44

potential candidate for the organisation

In the last few years the job market has undergone some fundamental changes

in terms of technologies sources of recruitment competetion in the market etc In

an already saturated job market where the practices like poaching and raiding

are gaining momentum

HR professionals are constantly facing new challenges in one of their most

important function- recruitment They have to face and conquer various

challenges to find the best candidates for their organisations

The major challenges faced by the HR in recruitment are

Adaptability to globalization ndash The HR professionals are expected and

required to keep in tune with the changing times ie the changes taking

place across the globe HR should maintain the timeliness of the process

Lack of motivation ndash Recruitment is considered to be a thankless job

Even if the organisation is achieving results HR department or

professionals are not thanked for recruiting the right employees and

performers

Process analysis ndash The immediacy and speed of the recruitment process

are the main concerns of the HR in recruitment The process should be

flexible adaptive and responsive to the immediate requirements The

recruitment process should also be cost effective

Strategic prioritization ndash The emerging new systems are both an

opportunity as well as a challenge for the HR professionals Therefore

reviewing staffing needs and prioritizing the tasks to meet the changes in

the market has become a challenge for the recruitment professionals

45

THE RECRUITMENT PROCESS

Successful recruitment involves the several processes of

1 development of a policy on recruitment and retention and the systems that give

life to the policy

2 needs assessment to determine the current and future human resource

requirements of the organisation If the activity is to be effective the human

resource requirements for each job category and functional divisionunit of the

organisation must be assessed and a priority assigned

3 identification within and outside the organisation of the potential human

resource pool and the likely competition for the knowledge and skills resident

within it

4 job analysis and job evaluation to identify the individual aspects of each job and

calculate its relative worth

5 assessment of qualifications profiles drawn from job descriptions that identify

responsibilities and required skills abilities knowledge and experience

6 determination of the organizationrsquos ability to pay salaries and benefits within a

defined period

7 identification and documentation of the actual process of recruitment and

selection to ensure equity and adherence to equal opportunity and other laws

Documenting the organizationrsquos policy on recruitment the criteria to be utilized and all

the steps in the recruiting process is as necessary in the seemingly informal setting of in

house selection as it is when selection is made from external sources Documentation

satisfies the requirement of procedural transparency and leaves a trail that can easily be

followed for audit and other purposes Of special importance is documentation that is in

conformity with Freedom of Information legislation (where such legislation exists) such

as

1048707 criteria and procedures for the initial screening of applicants

1048707 criteria for generating long and short lists

27

1048707 criteria and procedures for the selection of interview panels

1048707 interview questions

1048707 interview scores and panelistsrsquo comments

1048707 results of tests (where administered)

1048707 results of reference checks

RECRUITMENT PROCESS RECRUITMENT PROCESS

28

RECRUIMENT METHODS

Recruitment may be conducted internally through the promotion and transfer of existing

personnel or through referrals by current staff members of friends and family

members

Where internal recruitment is the chosen method of filling vacancies job openings can

be advertised by job posting that is a strategy of placing notices on manual and

electronic bulletin boards in company newsletters and through office memoranda

Referrals are usually word-of-mouth advertisements that are a low-cost-per-hire way of

recruiting

Internal recruitment does not always produce the number or quality of personnel

needed in such an instance the organisation needs to recruit from external sources

either by encouraging walk-in applicants advertising vacancies in newspapers

magazines and journals and the visual andor audio media using employment

agencies to ldquohead huntrdquoadvertising on-line via the Internet or through job fairs and the

use of college recruitment

POSTING VACANCIES

As indicated earlier job posting refers to the practice of publishing an open job to

employees (often by literally posting it on bulletin boards) and listing its attributes such

as criteria of knowledge qualification skill and experience The purpose of posting

vacancies is to bring to the attention of all interested persons (inside or out of the

organisation) the jobs that are to be filled

Before posting a vacancy management needs to decide whether

1048707 it intends to retain the job in its present form and with its present title

remuneration and status

1048707 selected attributes of the job for example skill or experience will change

29

1048707 there are sufficient qualified potential applicants serving in other positions within

the organisation who may be potential candidates for that job

1048707 the existing organisational policy on recruitment is still applicable (for example

whether referrals by staff members of friends and family are still an acceptable

way of filling vacancies)

1048707 the organisations stands to benefit more in the long-term from recruiting

applicants from external sources

RECRUITING FROM INTERNAL SOURCES

There are sound reasons for recruiting from sources within the organisation

1048707 The ability of the recruit is known so it is easy to assess potential for the next

level By contrast assessments of external recruits are based on less reliable

sources such as references and relatively brief encounters such as interviews

1048707 ldquoInsidersrdquo know the organisation its strengths and weaknesses its culture and

most of all its people

1048707 Promotions from within build motivation and a sense of commitment to the

organisation Skilled and ambitious employees are more likely to become

involved in developmental activities if they believe that these activities will lead

to promotion

1048707 Internal recruitment is cheaper and quicker than advertising in various media and

interviewing ldquooutsidersrdquo Time spent in training and socialisation is also reduced

At the same time several disadvantages exist

30

1048707 Sometimes it is difficult to find the ldquorightrdquo candidate within and the organisation

may settle for an employee who possesses a less than ideal mix of competencies

1048707 If the vacancies are being caused by rapid expansion of the organisation there

may be an insufficient supply of qualified individuals above the entry level This

may result in people being promoted before they are ready or not being allowed

to stay in a position long enough to learn how to do the job well

1048707 Infighting inbreeding and a shortage of varied perspectives and interests may

reduce organisational flexibility and growth and resistance to change by those

who have an interest in maintaining the status quo may present long term

problems

RECRUITING FROM EXTERNAL SOURCES

External recruiting methods can be grouped into two classes informal and formal

Informal recruiting methods tap a smaller market than formal methods These methods

may include rehiring former employees and choosing from among those ldquowalk-inrdquo

applicants whose unsolicited reacutesumeacutes had been retained on file The use of referrals

also constitutes an informal hiring method Because they are relatively inexpensive to

use and can be implemented quickly informal recruiting methods are commonly used

for hiring clerical and other base-level recruits who are more likely than other groups to

have submitted unsolicited applications Former students who participated in internship

programmes may also be easily and cheaply accessed

Formal methods of external recruiting entail searching the labour market more widely for

candidates with no previous connection to the organisation These methods have

traditionally included newspapermagazinejournal advertising the use of employment

agencies and executive search firms and college recruitment More often now

31

jobcareer fairs and e-Recruiting are reaching the job seeker market

Of course it is possible to for an organisation to reduce the risks and high costs of

recruitment by maintaining a small cadre of full-time permanent employees and

meeting an unexpected and temporary need for staff through the use of ad hoc and

short-term contract workers who come to the position already trained

It is frequently said that the best jobs are not advertised their availability is

communicated by word of mouth Networking therefore continues to be a viable

mechanism for recruiting especially at the senior management level in certain

industriesIn many instances networking is a strategy used by the recruitment

firmsemployment agencies

ON-LINE APPLICATIONSRECRUITING ON THE INTERNET

Using the Internet is faster and cheaper than many traditional methods of recruiting

Jobs can be posted on Internet sites for a modest amount (less than in the print media)

remain there for periods of thirty or sixty days or more - at no additional cost - and are

available twenty-four hours a day Candidates can view detailed information about the

job and the organisation and then respond electronically

Most homes and workplaces are now using computerised equipment for

communication the Internet is rapidly becoming the method of choice for accessing and

sharing information First-time job seekers are now more likely to search websites for

job postings than to peruse newspapers magazines and journals The prevalence of

advertising has made it easier

The Internet speeds up the hiring process in three basis stages

1048707 Faster posting of jobs

o The wait for a suitable date and a prominent place in the print media is

eliminated The time lag that exists between the submission of

32

information to the media house and its appearance in print disappears On

the internet the advertisement appears immediately and can be kept alive

for as long as the recruiter requires it

1048707 Faster applicant response

1048707 Faster processing of reacutesumeacutes

Companies that are likely to advertise on-line usually have a website that allows

potential candidates to learn about the company before deciding whether to apply thus

lowering the incidence time-wasting through the submission of unsuitable applications

The website can be used as a tool to encourage potential job seekers to build an

interest in joining the organization Internet Recruiting Power Opportunities and

Effectiveness CareerJournalcom Taken from Job websites offer unlimited space

which can be used by management to sell the organization The site can then be used

not only to post vacancies but also to publicise the organisation That will allow

candidates to become more familiar with the company know what skills the company is

looking for and get to know about its culture Most importantly the system will provide a

proper path to securing quick responses to job openings On-line recruiting facilitates

the decentralisation of the hiring function by making it possible for other groups in the

organisation to take responsibility for part of the function

Internet recruiting is not all positive though there are drawbacks for unwary users

1048707 Some applicants still place great value on face-to-face interactions in the hiring

process Such applicants are likely to ignore jobs posted impersonally on-line

1048707 Companies are overwhelmed by the volume of reacutesumeacutes posted on the Internet

This can in fact lengthen the short-listing process If the screening process is not

well done the quantity of applicationsreacutesumeacutes logged-on may be more of a

hindrance to the process that an aid to selection

33

1048707 Job seekers who demand confidentiality in the recruitment process may be

reluctant to use the Internet as a job search mechanism

For effectiveness in the use of the strategy of e-Recruiting companies are advised to

1048707 use specialised Job Sites that cater to specific industries

1048707 thoroughly assess the service level provided by Job Sites to ensure that they

maintain the level they claim to provide

1048707 enhance the Corporate Web Site as a tool to encourage potential job seekers to

become interested in joining the company

1048707 take advantage of the fact that Internet job advertisements have no space

limitations so recruiters can use longer job descriptions to fully describe the

company job requirements and working conditions offered

1048707 use valid Search Engines that will sort candidates effectively but will not

discriminate against any persons or groups

1048707 create attention-grabbing newspaper advertisements that prompt people to visit

the companyrsquos website They will then see all vacancies that are advertised

1048707 encourage employees to e-mail job advertisements to friends

1048707 design and implement a successful e-Recruitment strategy

COLLEGE RECRUITMENT

College recruiting ndash sending an employerrsquos representatives to college campuses to

prescreen applicants and create an applicant pool from that collegersquos graduating class ndash

34

is an important source of management trainees promotable [entry-level] candidates

and professional and technical employees To get the best out of this hiring strategy the

organisation and its career opportunities must be made to stand out Human resource

professionals are aware that few college students and potential graduates know where

their careers will take them over the next fifteen to twenty years Therefore many of the

criteria used by students to select the first job may be quite arbitrary The organisation

that will succeed then is one can show how the work it offers meets studentsrsquo needs

for skill enhancement rewarding opportunities personal satisfaction flexibility and

compensation

Two major advantages of this strategy are the cost (which is higher than word-of-mouth

recruiting but lower than advertising in the media or using an employment agency) and

the convenience (since many candidates can be interviewed in a short time in the

same location with space and administrative support provided by the college itself)

Unfortunately suitable candidates become available only at certain times of the year

which may not always suit the needs of the hiring organisation Another major

disadvantage of college recruiting is the lack of experience and the inflated expectations

of new graduates and the cost of hiring graduates for entry-level positions that may not

require a college degree

College recruitment also offers opportunities for internships These programmes may

provide the organisations with quality employees at low cost per hire Some interns are

hired at low cost (perhaps minimum wage) and are offered work experience Interns are

able to hone business skills check out potential employers and learn more about

employersrsquo likes and dislikes before making final career choices Some of the better

interns are recruited after graduation

College recruitment is relatively expensive and time consuming for the recruiting

company The process involves screening the candidate that is determining whether

heshe is worthy of further consideration and marketing the company as a preferred

place of employment

35

An alternate strategy for college recruitment is the career planning workshop These

activities are usually (but not exclusively) associated with adolescent school leavers

They do not immediately produce ready candidates for the job market but provide the

opportunity for an organisation to present itself as an employer worthy of consideration

Co-ordinators of career planning workshops co-opt professionals and organisations to

present career options to potential school leavers in a controlled setting so as to lay out

the range of possibilities to young job seekers Career planning workshops are used

mainly as information-giving tools which the school leaver can use to make informed

career choices Some organisations use the workshops as a base for internships

Recruiters may not be employees of the company but paid professionals who have

been trained to perform the function

JOB FAIRSThe concept of a job fair is to bring those interested in finding a job into those

companies who are searching for applicants Job fairs are open fora at which employers

can exhibit the best their companies have to offer so that job seekers can make

informed choices They are considered one of the most effective ways for job seekers to

land jobs

At the job fair employers have a large pool of candidates on which to draw while job

seekers have the opportunity to shop around for dozens ndash sometimes hundreds ndash of

employers all in one place

Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an

interview employers are still on the look out for qualified potential employees who have

interest dedication and initiative

MAINTAINING EQUITY IN THE RECRUITMENT PROCESS

It is often difficult to ensure and maintain fairnessequity in the recruitment process

36

although in every jurisdiction there are laws that protect individuals and vulnerable

groups from the negative impact of discriminatory practices Where necessary systems

detailed procedures and processes exist or must be established to minimise

discrimination

The usual format of job fairs is to have several companies set up information stations at

an expo with at least one representative of the company present to provide information

The fairs usually have a common theme or are specific to a certain field or area of

interest Interested individuals browse through the information provided by each

company and then decide which company if any they would like to apply to They have

the opportunity to talk with a current employee of specific companies to learn more

about the employment experience

Each country designatesidentifies a group or groups for special notice women visible

minorities and the disabled are usual targets The Government of Canada in

articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated

groups as employment equity targets women Aboriginal people members of visible

minority groups persons with disabilities In the legislation managersrsquo responsibilities

for employment equity are stated as

bull Ensuring effective overall performance and continuous progress of the

employment equity goals within the operation

bull Achieving fostering and maintaining a representative workforce

bull Showing leadership in employment equity and demonstrating commitment to it by

ensuring that discrimination and stereotyping are not tolerated and

bull Informing and educating employees in the organisation about employment equity

and diversity

37

OUTSOURCING RECRUITMENT

OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice

being followed by middle amp large sized organizations It is being witnessed across all the

industries In India the HR processes are being outsourced from nearly a decade now

Outsourcing industry is growing at high rate

HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the

expert services of a third party ( generally professional consultants) to take care of its HR

functions while HR management can focus on the strategic dimension of their function The

functions that are typically outsourced are the functions that need expertise relevant

experience knowledge amp best methods amp practices This has given rise to outsourcing the

various HR functions of an organisation HR Consultancies such as Ma Foi and Planman

Consulting provide such services through expert professional consultants Human resources

business process outsourcing (HR BPO) is a major component of the worldwide BPO market

Performance management outsourcing involves all the performance monitoring measurement

management being outsourced from a third party or an external organisation

Many organizations have started outsourcing its recruitment process ie transferring all or

some part of its recruitment process to an external consultant providing the recruitment

services It is commonly known as RPO ie recruitment process outsourcing More and more

medium and large sized organizations are outsourcing their recruitment process right from the

entry level jobs to the C-level jobs

The present value of the recruitment process outsourcing industry (RPO) in India is estimated

to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next

couple of years According to a recent survey only 8-10 per cent of the Indian companies are

complete recruitment processes However the number of companies outsourcing their

recruitment processes is increasing at a very fast rate and so is the percentage of their total

recruitment processes being outsourced

38

Outsourcing organizations strive for providing cost saving benefits to their clients One of the

major advantages to organizations who outsource their recruitment process is that it helps to

save up to as much as 40 per cent of their recruitment costs With the experience expertise

and the economies of scale of the third party organizations are able to improve the quality of

the recruits and the speed of the whole process Also outsourcing enables the human

resource professionals of organizations to focus on the core and other HR and strategic

issues Outsourcing also gives a structured approach to the whole process of recruitment with

the ultimate power of decision making of recruiting with the organisation itself The portion of

the recruitment cycle that is outsourced range from preparing job descriptions to arranging

interviews the activities that consume almost 70 per cent of the time of the whole recruitment

process

Outsourcing the recruitment processes for a sector like BPO which faces an attrition of

almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and

focus on other issues like retention The job seekers are also availing the services of the third

parties (consultants) for accessing the latest job opportunities

In India the trend of outsourcing recruitment is also catching up fast For example Vodafone

outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)

Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to

outsource 50 per cent of its recruitment processes

ADVANTAGES OF OUTSOURCING RECRUITMENT

Traditionally recruitment is seen as the cost incurring process in an organization

HR outsoucing helps the HR professionals of the organization to concentrate on

the strategic functions of amp processes of human resource management rather

than wasting their efforts time amp money on the routine workOutsourcing the

recruitment process helps to cut the recruitment costs to 20 and also provide

economies of scale to the large sized organizatons

39

The major advantages of outsourcing recruitment performance management

are

Outsourcing is beneficial for both the corporate organisations that use the

outsourcing services as well as the consultancies that provide the service to the

corporates Apart from increasing their revenues outsourcing Process provides

business opportunities to the service providers enhancing the skill set of the

service providers and exposure to the different corporate experiences thereby

increasing their expertise

The advantages accruing to the corporate are

turning the managements focus to strategic level processes of HRM

accessibility to the expertise of the service providers

40

freedom from red tape and adhering to strict rules and regulations

optimal resource utilisation

structured and fair performance management

a satisfied and hence highly productive employees

value creation operational flexibility and competitive advantage

Therefore outsourcing helps both the organisations and the consultancies to grow

and perform better

41

OUTSOURCING PROCESS

42

MANAGING RECRUITMENT

ROI ON RECRUITMENT

Before making any investment every organisation would want to evaluate the

investment by answering the following questions in quantifiable terms

What are the costs and the corresponding and related risks on the

investment

What are the expected returns of the investment

What is the expected pay-back period of the investment

An organisation makes a tremendous amount of investment in its recruitment

processes

A lot of resources like time and money are spent on recruitment processes of an

organisation But assessing or quantifying the returns on the recruitment process

or calculating the return on investment (ROI) on recruitment is a complicated task

for an organisation Indeed it is difficult to judge the success of their recruitment

processes Instead recruitment is one activity that continues in an organisation

without anyone ever realizing its worth or measuring its impact on the

organisationrsquos business

According to a survey 38 of organisations do not prepare or produce any kind

of documents or reports on their The recruitment processes and there is no

accountability of the HR department for the costs incurred and the opportunities

missed

With the increasing strategic focus on the human resources more and more

organisations are adopting one or the other way for calculating the ROI on its

recruitments Many organisations are examining their HR functions and

43

processes and are trying to quantify their results and returns

A recruitment professional or manager can calculate and maximize the return on

investments on its organisationrsquos recruitment by

Clear definition of the results to be achieved from recruitment

Developing methods and ways measuring the results like the time ndash to ndash

hire cost-Per-Hire and effectiveness of the recruitment source etc

Estimating the costs associated with the recruitment project

Estimating the tangible and intangible benefits to the organization including

the payback period of the recruitments

Providing and ensuring proper training and development of the recruitment

professionals

Assessing the ROI on recruitments can assist an organisation to strengthen its

HR processes improving its recruitment function and to build a strategic human

resource advantage for the organisation

HR CHALLENGE IN RECRUITMENT

Recruitment is a function that requires business perspective expertise ability to

find and match the best potential candidate for the organisation diplomacy

marketing skills ( as to sell the position to the candidate) and wisdom to align the

recruitment processes for the benefit of the organizationThe HR professionals ndash

handling the recruitment function of the organization ndash are constantly facing new

CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN

RECRUITMENT for such professionals is to source or recruit the best people or

44

potential candidate for the organisation

In the last few years the job market has undergone some fundamental changes

in terms of technologies sources of recruitment competetion in the market etc In

an already saturated job market where the practices like poaching and raiding

are gaining momentum

HR professionals are constantly facing new challenges in one of their most

important function- recruitment They have to face and conquer various

challenges to find the best candidates for their organisations

The major challenges faced by the HR in recruitment are

Adaptability to globalization ndash The HR professionals are expected and

required to keep in tune with the changing times ie the changes taking

place across the globe HR should maintain the timeliness of the process

Lack of motivation ndash Recruitment is considered to be a thankless job

Even if the organisation is achieving results HR department or

professionals are not thanked for recruiting the right employees and

performers

Process analysis ndash The immediacy and speed of the recruitment process

are the main concerns of the HR in recruitment The process should be

flexible adaptive and responsive to the immediate requirements The

recruitment process should also be cost effective

Strategic prioritization ndash The emerging new systems are both an

opportunity as well as a challenge for the HR professionals Therefore

reviewing staffing needs and prioritizing the tasks to meet the changes in

the market has become a challenge for the recruitment professionals

45

1048707 criteria and procedures for the selection of interview panels

1048707 interview questions

1048707 interview scores and panelistsrsquo comments

1048707 results of tests (where administered)

1048707 results of reference checks

RECRUITMENT PROCESS RECRUITMENT PROCESS

28

RECRUIMENT METHODS

Recruitment may be conducted internally through the promotion and transfer of existing

personnel or through referrals by current staff members of friends and family

members

Where internal recruitment is the chosen method of filling vacancies job openings can

be advertised by job posting that is a strategy of placing notices on manual and

electronic bulletin boards in company newsletters and through office memoranda

Referrals are usually word-of-mouth advertisements that are a low-cost-per-hire way of

recruiting

Internal recruitment does not always produce the number or quality of personnel

needed in such an instance the organisation needs to recruit from external sources

either by encouraging walk-in applicants advertising vacancies in newspapers

magazines and journals and the visual andor audio media using employment

agencies to ldquohead huntrdquoadvertising on-line via the Internet or through job fairs and the

use of college recruitment

POSTING VACANCIES

As indicated earlier job posting refers to the practice of publishing an open job to

employees (often by literally posting it on bulletin boards) and listing its attributes such

as criteria of knowledge qualification skill and experience The purpose of posting

vacancies is to bring to the attention of all interested persons (inside or out of the

organisation) the jobs that are to be filled

Before posting a vacancy management needs to decide whether

1048707 it intends to retain the job in its present form and with its present title

remuneration and status

1048707 selected attributes of the job for example skill or experience will change

29

1048707 there are sufficient qualified potential applicants serving in other positions within

the organisation who may be potential candidates for that job

1048707 the existing organisational policy on recruitment is still applicable (for example

whether referrals by staff members of friends and family are still an acceptable

way of filling vacancies)

1048707 the organisations stands to benefit more in the long-term from recruiting

applicants from external sources

RECRUITING FROM INTERNAL SOURCES

There are sound reasons for recruiting from sources within the organisation

1048707 The ability of the recruit is known so it is easy to assess potential for the next

level By contrast assessments of external recruits are based on less reliable

sources such as references and relatively brief encounters such as interviews

1048707 ldquoInsidersrdquo know the organisation its strengths and weaknesses its culture and

most of all its people

1048707 Promotions from within build motivation and a sense of commitment to the

organisation Skilled and ambitious employees are more likely to become

involved in developmental activities if they believe that these activities will lead

to promotion

1048707 Internal recruitment is cheaper and quicker than advertising in various media and

interviewing ldquooutsidersrdquo Time spent in training and socialisation is also reduced

At the same time several disadvantages exist

30

1048707 Sometimes it is difficult to find the ldquorightrdquo candidate within and the organisation

may settle for an employee who possesses a less than ideal mix of competencies

1048707 If the vacancies are being caused by rapid expansion of the organisation there

may be an insufficient supply of qualified individuals above the entry level This

may result in people being promoted before they are ready or not being allowed

to stay in a position long enough to learn how to do the job well

1048707 Infighting inbreeding and a shortage of varied perspectives and interests may

reduce organisational flexibility and growth and resistance to change by those

who have an interest in maintaining the status quo may present long term

problems

RECRUITING FROM EXTERNAL SOURCES

External recruiting methods can be grouped into two classes informal and formal

Informal recruiting methods tap a smaller market than formal methods These methods

may include rehiring former employees and choosing from among those ldquowalk-inrdquo

applicants whose unsolicited reacutesumeacutes had been retained on file The use of referrals

also constitutes an informal hiring method Because they are relatively inexpensive to

use and can be implemented quickly informal recruiting methods are commonly used

for hiring clerical and other base-level recruits who are more likely than other groups to

have submitted unsolicited applications Former students who participated in internship

programmes may also be easily and cheaply accessed

Formal methods of external recruiting entail searching the labour market more widely for

candidates with no previous connection to the organisation These methods have

traditionally included newspapermagazinejournal advertising the use of employment

agencies and executive search firms and college recruitment More often now

31

jobcareer fairs and e-Recruiting are reaching the job seeker market

Of course it is possible to for an organisation to reduce the risks and high costs of

recruitment by maintaining a small cadre of full-time permanent employees and

meeting an unexpected and temporary need for staff through the use of ad hoc and

short-term contract workers who come to the position already trained

It is frequently said that the best jobs are not advertised their availability is

communicated by word of mouth Networking therefore continues to be a viable

mechanism for recruiting especially at the senior management level in certain

industriesIn many instances networking is a strategy used by the recruitment

firmsemployment agencies

ON-LINE APPLICATIONSRECRUITING ON THE INTERNET

Using the Internet is faster and cheaper than many traditional methods of recruiting

Jobs can be posted on Internet sites for a modest amount (less than in the print media)

remain there for periods of thirty or sixty days or more - at no additional cost - and are

available twenty-four hours a day Candidates can view detailed information about the

job and the organisation and then respond electronically

Most homes and workplaces are now using computerised equipment for

communication the Internet is rapidly becoming the method of choice for accessing and

sharing information First-time job seekers are now more likely to search websites for

job postings than to peruse newspapers magazines and journals The prevalence of

advertising has made it easier

The Internet speeds up the hiring process in three basis stages

1048707 Faster posting of jobs

o The wait for a suitable date and a prominent place in the print media is

eliminated The time lag that exists between the submission of

32

information to the media house and its appearance in print disappears On

the internet the advertisement appears immediately and can be kept alive

for as long as the recruiter requires it

1048707 Faster applicant response

1048707 Faster processing of reacutesumeacutes

Companies that are likely to advertise on-line usually have a website that allows

potential candidates to learn about the company before deciding whether to apply thus

lowering the incidence time-wasting through the submission of unsuitable applications

The website can be used as a tool to encourage potential job seekers to build an

interest in joining the organization Internet Recruiting Power Opportunities and

Effectiveness CareerJournalcom Taken from Job websites offer unlimited space

which can be used by management to sell the organization The site can then be used

not only to post vacancies but also to publicise the organisation That will allow

candidates to become more familiar with the company know what skills the company is

looking for and get to know about its culture Most importantly the system will provide a

proper path to securing quick responses to job openings On-line recruiting facilitates

the decentralisation of the hiring function by making it possible for other groups in the

organisation to take responsibility for part of the function

Internet recruiting is not all positive though there are drawbacks for unwary users

1048707 Some applicants still place great value on face-to-face interactions in the hiring

process Such applicants are likely to ignore jobs posted impersonally on-line

1048707 Companies are overwhelmed by the volume of reacutesumeacutes posted on the Internet

This can in fact lengthen the short-listing process If the screening process is not

well done the quantity of applicationsreacutesumeacutes logged-on may be more of a

hindrance to the process that an aid to selection

33

1048707 Job seekers who demand confidentiality in the recruitment process may be

reluctant to use the Internet as a job search mechanism

For effectiveness in the use of the strategy of e-Recruiting companies are advised to

1048707 use specialised Job Sites that cater to specific industries

1048707 thoroughly assess the service level provided by Job Sites to ensure that they

maintain the level they claim to provide

1048707 enhance the Corporate Web Site as a tool to encourage potential job seekers to

become interested in joining the company

1048707 take advantage of the fact that Internet job advertisements have no space

limitations so recruiters can use longer job descriptions to fully describe the

company job requirements and working conditions offered

1048707 use valid Search Engines that will sort candidates effectively but will not

discriminate against any persons or groups

1048707 create attention-grabbing newspaper advertisements that prompt people to visit

the companyrsquos website They will then see all vacancies that are advertised

1048707 encourage employees to e-mail job advertisements to friends

1048707 design and implement a successful e-Recruitment strategy

COLLEGE RECRUITMENT

College recruiting ndash sending an employerrsquos representatives to college campuses to

prescreen applicants and create an applicant pool from that collegersquos graduating class ndash

34

is an important source of management trainees promotable [entry-level] candidates

and professional and technical employees To get the best out of this hiring strategy the

organisation and its career opportunities must be made to stand out Human resource

professionals are aware that few college students and potential graduates know where

their careers will take them over the next fifteen to twenty years Therefore many of the

criteria used by students to select the first job may be quite arbitrary The organisation

that will succeed then is one can show how the work it offers meets studentsrsquo needs

for skill enhancement rewarding opportunities personal satisfaction flexibility and

compensation

Two major advantages of this strategy are the cost (which is higher than word-of-mouth

recruiting but lower than advertising in the media or using an employment agency) and

the convenience (since many candidates can be interviewed in a short time in the

same location with space and administrative support provided by the college itself)

Unfortunately suitable candidates become available only at certain times of the year

which may not always suit the needs of the hiring organisation Another major

disadvantage of college recruiting is the lack of experience and the inflated expectations

of new graduates and the cost of hiring graduates for entry-level positions that may not

require a college degree

College recruitment also offers opportunities for internships These programmes may

provide the organisations with quality employees at low cost per hire Some interns are

hired at low cost (perhaps minimum wage) and are offered work experience Interns are

able to hone business skills check out potential employers and learn more about

employersrsquo likes and dislikes before making final career choices Some of the better

interns are recruited after graduation

College recruitment is relatively expensive and time consuming for the recruiting

company The process involves screening the candidate that is determining whether

heshe is worthy of further consideration and marketing the company as a preferred

place of employment

35

An alternate strategy for college recruitment is the career planning workshop These

activities are usually (but not exclusively) associated with adolescent school leavers

They do not immediately produce ready candidates for the job market but provide the

opportunity for an organisation to present itself as an employer worthy of consideration

Co-ordinators of career planning workshops co-opt professionals and organisations to

present career options to potential school leavers in a controlled setting so as to lay out

the range of possibilities to young job seekers Career planning workshops are used

mainly as information-giving tools which the school leaver can use to make informed

career choices Some organisations use the workshops as a base for internships

Recruiters may not be employees of the company but paid professionals who have

been trained to perform the function

JOB FAIRSThe concept of a job fair is to bring those interested in finding a job into those

companies who are searching for applicants Job fairs are open fora at which employers

can exhibit the best their companies have to offer so that job seekers can make

informed choices They are considered one of the most effective ways for job seekers to

land jobs

At the job fair employers have a large pool of candidates on which to draw while job

seekers have the opportunity to shop around for dozens ndash sometimes hundreds ndash of

employers all in one place

Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an

interview employers are still on the look out for qualified potential employees who have

interest dedication and initiative

MAINTAINING EQUITY IN THE RECRUITMENT PROCESS

It is often difficult to ensure and maintain fairnessequity in the recruitment process

36

although in every jurisdiction there are laws that protect individuals and vulnerable

groups from the negative impact of discriminatory practices Where necessary systems

detailed procedures and processes exist or must be established to minimise

discrimination

The usual format of job fairs is to have several companies set up information stations at

an expo with at least one representative of the company present to provide information

The fairs usually have a common theme or are specific to a certain field or area of

interest Interested individuals browse through the information provided by each

company and then decide which company if any they would like to apply to They have

the opportunity to talk with a current employee of specific companies to learn more

about the employment experience

Each country designatesidentifies a group or groups for special notice women visible

minorities and the disabled are usual targets The Government of Canada in

articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated

groups as employment equity targets women Aboriginal people members of visible

minority groups persons with disabilities In the legislation managersrsquo responsibilities

for employment equity are stated as

bull Ensuring effective overall performance and continuous progress of the

employment equity goals within the operation

bull Achieving fostering and maintaining a representative workforce

bull Showing leadership in employment equity and demonstrating commitment to it by

ensuring that discrimination and stereotyping are not tolerated and

bull Informing and educating employees in the organisation about employment equity

and diversity

37

OUTSOURCING RECRUITMENT

OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice

being followed by middle amp large sized organizations It is being witnessed across all the

industries In India the HR processes are being outsourced from nearly a decade now

Outsourcing industry is growing at high rate

HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the

expert services of a third party ( generally professional consultants) to take care of its HR

functions while HR management can focus on the strategic dimension of their function The

functions that are typically outsourced are the functions that need expertise relevant

experience knowledge amp best methods amp practices This has given rise to outsourcing the

various HR functions of an organisation HR Consultancies such as Ma Foi and Planman

Consulting provide such services through expert professional consultants Human resources

business process outsourcing (HR BPO) is a major component of the worldwide BPO market

Performance management outsourcing involves all the performance monitoring measurement

management being outsourced from a third party or an external organisation

Many organizations have started outsourcing its recruitment process ie transferring all or

some part of its recruitment process to an external consultant providing the recruitment

services It is commonly known as RPO ie recruitment process outsourcing More and more

medium and large sized organizations are outsourcing their recruitment process right from the

entry level jobs to the C-level jobs

The present value of the recruitment process outsourcing industry (RPO) in India is estimated

to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next

couple of years According to a recent survey only 8-10 per cent of the Indian companies are

complete recruitment processes However the number of companies outsourcing their

recruitment processes is increasing at a very fast rate and so is the percentage of their total

recruitment processes being outsourced

38

Outsourcing organizations strive for providing cost saving benefits to their clients One of the

major advantages to organizations who outsource their recruitment process is that it helps to

save up to as much as 40 per cent of their recruitment costs With the experience expertise

and the economies of scale of the third party organizations are able to improve the quality of

the recruits and the speed of the whole process Also outsourcing enables the human

resource professionals of organizations to focus on the core and other HR and strategic

issues Outsourcing also gives a structured approach to the whole process of recruitment with

the ultimate power of decision making of recruiting with the organisation itself The portion of

the recruitment cycle that is outsourced range from preparing job descriptions to arranging

interviews the activities that consume almost 70 per cent of the time of the whole recruitment

process

Outsourcing the recruitment processes for a sector like BPO which faces an attrition of

almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and

focus on other issues like retention The job seekers are also availing the services of the third

parties (consultants) for accessing the latest job opportunities

In India the trend of outsourcing recruitment is also catching up fast For example Vodafone

outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)

Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to

outsource 50 per cent of its recruitment processes

ADVANTAGES OF OUTSOURCING RECRUITMENT

Traditionally recruitment is seen as the cost incurring process in an organization

HR outsoucing helps the HR professionals of the organization to concentrate on

the strategic functions of amp processes of human resource management rather

than wasting their efforts time amp money on the routine workOutsourcing the

recruitment process helps to cut the recruitment costs to 20 and also provide

economies of scale to the large sized organizatons

39

The major advantages of outsourcing recruitment performance management

are

Outsourcing is beneficial for both the corporate organisations that use the

outsourcing services as well as the consultancies that provide the service to the

corporates Apart from increasing their revenues outsourcing Process provides

business opportunities to the service providers enhancing the skill set of the

service providers and exposure to the different corporate experiences thereby

increasing their expertise

The advantages accruing to the corporate are

turning the managements focus to strategic level processes of HRM

accessibility to the expertise of the service providers

40

freedom from red tape and adhering to strict rules and regulations

optimal resource utilisation

structured and fair performance management

a satisfied and hence highly productive employees

value creation operational flexibility and competitive advantage

Therefore outsourcing helps both the organisations and the consultancies to grow

and perform better

41

OUTSOURCING PROCESS

42

MANAGING RECRUITMENT

ROI ON RECRUITMENT

Before making any investment every organisation would want to evaluate the

investment by answering the following questions in quantifiable terms

What are the costs and the corresponding and related risks on the

investment

What are the expected returns of the investment

What is the expected pay-back period of the investment

An organisation makes a tremendous amount of investment in its recruitment

processes

A lot of resources like time and money are spent on recruitment processes of an

organisation But assessing or quantifying the returns on the recruitment process

or calculating the return on investment (ROI) on recruitment is a complicated task

for an organisation Indeed it is difficult to judge the success of their recruitment

processes Instead recruitment is one activity that continues in an organisation

without anyone ever realizing its worth or measuring its impact on the

organisationrsquos business

According to a survey 38 of organisations do not prepare or produce any kind

of documents or reports on their The recruitment processes and there is no

accountability of the HR department for the costs incurred and the opportunities

missed

With the increasing strategic focus on the human resources more and more

organisations are adopting one or the other way for calculating the ROI on its

recruitments Many organisations are examining their HR functions and

43

processes and are trying to quantify their results and returns

A recruitment professional or manager can calculate and maximize the return on

investments on its organisationrsquos recruitment by

Clear definition of the results to be achieved from recruitment

Developing methods and ways measuring the results like the time ndash to ndash

hire cost-Per-Hire and effectiveness of the recruitment source etc

Estimating the costs associated with the recruitment project

Estimating the tangible and intangible benefits to the organization including

the payback period of the recruitments

Providing and ensuring proper training and development of the recruitment

professionals

Assessing the ROI on recruitments can assist an organisation to strengthen its

HR processes improving its recruitment function and to build a strategic human

resource advantage for the organisation

HR CHALLENGE IN RECRUITMENT

Recruitment is a function that requires business perspective expertise ability to

find and match the best potential candidate for the organisation diplomacy

marketing skills ( as to sell the position to the candidate) and wisdom to align the

recruitment processes for the benefit of the organizationThe HR professionals ndash

handling the recruitment function of the organization ndash are constantly facing new

CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN

RECRUITMENT for such professionals is to source or recruit the best people or

44

potential candidate for the organisation

In the last few years the job market has undergone some fundamental changes

in terms of technologies sources of recruitment competetion in the market etc In

an already saturated job market where the practices like poaching and raiding

are gaining momentum

HR professionals are constantly facing new challenges in one of their most

important function- recruitment They have to face and conquer various

challenges to find the best candidates for their organisations

The major challenges faced by the HR in recruitment are

Adaptability to globalization ndash The HR professionals are expected and

required to keep in tune with the changing times ie the changes taking

place across the globe HR should maintain the timeliness of the process

Lack of motivation ndash Recruitment is considered to be a thankless job

Even if the organisation is achieving results HR department or

professionals are not thanked for recruiting the right employees and

performers

Process analysis ndash The immediacy and speed of the recruitment process

are the main concerns of the HR in recruitment The process should be

flexible adaptive and responsive to the immediate requirements The

recruitment process should also be cost effective

Strategic prioritization ndash The emerging new systems are both an

opportunity as well as a challenge for the HR professionals Therefore

reviewing staffing needs and prioritizing the tasks to meet the changes in

the market has become a challenge for the recruitment professionals

45

RECRUIMENT METHODS

Recruitment may be conducted internally through the promotion and transfer of existing

personnel or through referrals by current staff members of friends and family

members

Where internal recruitment is the chosen method of filling vacancies job openings can

be advertised by job posting that is a strategy of placing notices on manual and

electronic bulletin boards in company newsletters and through office memoranda

Referrals are usually word-of-mouth advertisements that are a low-cost-per-hire way of

recruiting

Internal recruitment does not always produce the number or quality of personnel

needed in such an instance the organisation needs to recruit from external sources

either by encouraging walk-in applicants advertising vacancies in newspapers

magazines and journals and the visual andor audio media using employment

agencies to ldquohead huntrdquoadvertising on-line via the Internet or through job fairs and the

use of college recruitment

POSTING VACANCIES

As indicated earlier job posting refers to the practice of publishing an open job to

employees (often by literally posting it on bulletin boards) and listing its attributes such

as criteria of knowledge qualification skill and experience The purpose of posting

vacancies is to bring to the attention of all interested persons (inside or out of the

organisation) the jobs that are to be filled

Before posting a vacancy management needs to decide whether

1048707 it intends to retain the job in its present form and with its present title

remuneration and status

1048707 selected attributes of the job for example skill or experience will change

29

1048707 there are sufficient qualified potential applicants serving in other positions within

the organisation who may be potential candidates for that job

1048707 the existing organisational policy on recruitment is still applicable (for example

whether referrals by staff members of friends and family are still an acceptable

way of filling vacancies)

1048707 the organisations stands to benefit more in the long-term from recruiting

applicants from external sources

RECRUITING FROM INTERNAL SOURCES

There are sound reasons for recruiting from sources within the organisation

1048707 The ability of the recruit is known so it is easy to assess potential for the next

level By contrast assessments of external recruits are based on less reliable

sources such as references and relatively brief encounters such as interviews

1048707 ldquoInsidersrdquo know the organisation its strengths and weaknesses its culture and

most of all its people

1048707 Promotions from within build motivation and a sense of commitment to the

organisation Skilled and ambitious employees are more likely to become

involved in developmental activities if they believe that these activities will lead

to promotion

1048707 Internal recruitment is cheaper and quicker than advertising in various media and

interviewing ldquooutsidersrdquo Time spent in training and socialisation is also reduced

At the same time several disadvantages exist

30

1048707 Sometimes it is difficult to find the ldquorightrdquo candidate within and the organisation

may settle for an employee who possesses a less than ideal mix of competencies

1048707 If the vacancies are being caused by rapid expansion of the organisation there

may be an insufficient supply of qualified individuals above the entry level This

may result in people being promoted before they are ready or not being allowed

to stay in a position long enough to learn how to do the job well

1048707 Infighting inbreeding and a shortage of varied perspectives and interests may

reduce organisational flexibility and growth and resistance to change by those

who have an interest in maintaining the status quo may present long term

problems

RECRUITING FROM EXTERNAL SOURCES

External recruiting methods can be grouped into two classes informal and formal

Informal recruiting methods tap a smaller market than formal methods These methods

may include rehiring former employees and choosing from among those ldquowalk-inrdquo

applicants whose unsolicited reacutesumeacutes had been retained on file The use of referrals

also constitutes an informal hiring method Because they are relatively inexpensive to

use and can be implemented quickly informal recruiting methods are commonly used

for hiring clerical and other base-level recruits who are more likely than other groups to

have submitted unsolicited applications Former students who participated in internship

programmes may also be easily and cheaply accessed

Formal methods of external recruiting entail searching the labour market more widely for

candidates with no previous connection to the organisation These methods have

traditionally included newspapermagazinejournal advertising the use of employment

agencies and executive search firms and college recruitment More often now

31

jobcareer fairs and e-Recruiting are reaching the job seeker market

Of course it is possible to for an organisation to reduce the risks and high costs of

recruitment by maintaining a small cadre of full-time permanent employees and

meeting an unexpected and temporary need for staff through the use of ad hoc and

short-term contract workers who come to the position already trained

It is frequently said that the best jobs are not advertised their availability is

communicated by word of mouth Networking therefore continues to be a viable

mechanism for recruiting especially at the senior management level in certain

industriesIn many instances networking is a strategy used by the recruitment

firmsemployment agencies

ON-LINE APPLICATIONSRECRUITING ON THE INTERNET

Using the Internet is faster and cheaper than many traditional methods of recruiting

Jobs can be posted on Internet sites for a modest amount (less than in the print media)

remain there for periods of thirty or sixty days or more - at no additional cost - and are

available twenty-four hours a day Candidates can view detailed information about the

job and the organisation and then respond electronically

Most homes and workplaces are now using computerised equipment for

communication the Internet is rapidly becoming the method of choice for accessing and

sharing information First-time job seekers are now more likely to search websites for

job postings than to peruse newspapers magazines and journals The prevalence of

advertising has made it easier

The Internet speeds up the hiring process in three basis stages

1048707 Faster posting of jobs

o The wait for a suitable date and a prominent place in the print media is

eliminated The time lag that exists between the submission of

32

information to the media house and its appearance in print disappears On

the internet the advertisement appears immediately and can be kept alive

for as long as the recruiter requires it

1048707 Faster applicant response

1048707 Faster processing of reacutesumeacutes

Companies that are likely to advertise on-line usually have a website that allows

potential candidates to learn about the company before deciding whether to apply thus

lowering the incidence time-wasting through the submission of unsuitable applications

The website can be used as a tool to encourage potential job seekers to build an

interest in joining the organization Internet Recruiting Power Opportunities and

Effectiveness CareerJournalcom Taken from Job websites offer unlimited space

which can be used by management to sell the organization The site can then be used

not only to post vacancies but also to publicise the organisation That will allow

candidates to become more familiar with the company know what skills the company is

looking for and get to know about its culture Most importantly the system will provide a

proper path to securing quick responses to job openings On-line recruiting facilitates

the decentralisation of the hiring function by making it possible for other groups in the

organisation to take responsibility for part of the function

Internet recruiting is not all positive though there are drawbacks for unwary users

1048707 Some applicants still place great value on face-to-face interactions in the hiring

process Such applicants are likely to ignore jobs posted impersonally on-line

1048707 Companies are overwhelmed by the volume of reacutesumeacutes posted on the Internet

This can in fact lengthen the short-listing process If the screening process is not

well done the quantity of applicationsreacutesumeacutes logged-on may be more of a

hindrance to the process that an aid to selection

33

1048707 Job seekers who demand confidentiality in the recruitment process may be

reluctant to use the Internet as a job search mechanism

For effectiveness in the use of the strategy of e-Recruiting companies are advised to

1048707 use specialised Job Sites that cater to specific industries

1048707 thoroughly assess the service level provided by Job Sites to ensure that they

maintain the level they claim to provide

1048707 enhance the Corporate Web Site as a tool to encourage potential job seekers to

become interested in joining the company

1048707 take advantage of the fact that Internet job advertisements have no space

limitations so recruiters can use longer job descriptions to fully describe the

company job requirements and working conditions offered

1048707 use valid Search Engines that will sort candidates effectively but will not

discriminate against any persons or groups

1048707 create attention-grabbing newspaper advertisements that prompt people to visit

the companyrsquos website They will then see all vacancies that are advertised

1048707 encourage employees to e-mail job advertisements to friends

1048707 design and implement a successful e-Recruitment strategy

COLLEGE RECRUITMENT

College recruiting ndash sending an employerrsquos representatives to college campuses to

prescreen applicants and create an applicant pool from that collegersquos graduating class ndash

34

is an important source of management trainees promotable [entry-level] candidates

and professional and technical employees To get the best out of this hiring strategy the

organisation and its career opportunities must be made to stand out Human resource

professionals are aware that few college students and potential graduates know where

their careers will take them over the next fifteen to twenty years Therefore many of the

criteria used by students to select the first job may be quite arbitrary The organisation

that will succeed then is one can show how the work it offers meets studentsrsquo needs

for skill enhancement rewarding opportunities personal satisfaction flexibility and

compensation

Two major advantages of this strategy are the cost (which is higher than word-of-mouth

recruiting but lower than advertising in the media or using an employment agency) and

the convenience (since many candidates can be interviewed in a short time in the

same location with space and administrative support provided by the college itself)

Unfortunately suitable candidates become available only at certain times of the year

which may not always suit the needs of the hiring organisation Another major

disadvantage of college recruiting is the lack of experience and the inflated expectations

of new graduates and the cost of hiring graduates for entry-level positions that may not

require a college degree

College recruitment also offers opportunities for internships These programmes may

provide the organisations with quality employees at low cost per hire Some interns are

hired at low cost (perhaps minimum wage) and are offered work experience Interns are

able to hone business skills check out potential employers and learn more about

employersrsquo likes and dislikes before making final career choices Some of the better

interns are recruited after graduation

College recruitment is relatively expensive and time consuming for the recruiting

company The process involves screening the candidate that is determining whether

heshe is worthy of further consideration and marketing the company as a preferred

place of employment

35

An alternate strategy for college recruitment is the career planning workshop These

activities are usually (but not exclusively) associated with adolescent school leavers

They do not immediately produce ready candidates for the job market but provide the

opportunity for an organisation to present itself as an employer worthy of consideration

Co-ordinators of career planning workshops co-opt professionals and organisations to

present career options to potential school leavers in a controlled setting so as to lay out

the range of possibilities to young job seekers Career planning workshops are used

mainly as information-giving tools which the school leaver can use to make informed

career choices Some organisations use the workshops as a base for internships

Recruiters may not be employees of the company but paid professionals who have

been trained to perform the function

JOB FAIRSThe concept of a job fair is to bring those interested in finding a job into those

companies who are searching for applicants Job fairs are open fora at which employers

can exhibit the best their companies have to offer so that job seekers can make

informed choices They are considered one of the most effective ways for job seekers to

land jobs

At the job fair employers have a large pool of candidates on which to draw while job

seekers have the opportunity to shop around for dozens ndash sometimes hundreds ndash of

employers all in one place

Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an

interview employers are still on the look out for qualified potential employees who have

interest dedication and initiative

MAINTAINING EQUITY IN THE RECRUITMENT PROCESS

It is often difficult to ensure and maintain fairnessequity in the recruitment process

36

although in every jurisdiction there are laws that protect individuals and vulnerable

groups from the negative impact of discriminatory practices Where necessary systems

detailed procedures and processes exist or must be established to minimise

discrimination

The usual format of job fairs is to have several companies set up information stations at

an expo with at least one representative of the company present to provide information

The fairs usually have a common theme or are specific to a certain field or area of

interest Interested individuals browse through the information provided by each

company and then decide which company if any they would like to apply to They have

the opportunity to talk with a current employee of specific companies to learn more

about the employment experience

Each country designatesidentifies a group or groups for special notice women visible

minorities and the disabled are usual targets The Government of Canada in

articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated

groups as employment equity targets women Aboriginal people members of visible

minority groups persons with disabilities In the legislation managersrsquo responsibilities

for employment equity are stated as

bull Ensuring effective overall performance and continuous progress of the

employment equity goals within the operation

bull Achieving fostering and maintaining a representative workforce

bull Showing leadership in employment equity and demonstrating commitment to it by

ensuring that discrimination and stereotyping are not tolerated and

bull Informing and educating employees in the organisation about employment equity

and diversity

37

OUTSOURCING RECRUITMENT

OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice

being followed by middle amp large sized organizations It is being witnessed across all the

industries In India the HR processes are being outsourced from nearly a decade now

Outsourcing industry is growing at high rate

HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the

expert services of a third party ( generally professional consultants) to take care of its HR

functions while HR management can focus on the strategic dimension of their function The

functions that are typically outsourced are the functions that need expertise relevant

experience knowledge amp best methods amp practices This has given rise to outsourcing the

various HR functions of an organisation HR Consultancies such as Ma Foi and Planman

Consulting provide such services through expert professional consultants Human resources

business process outsourcing (HR BPO) is a major component of the worldwide BPO market

Performance management outsourcing involves all the performance monitoring measurement

management being outsourced from a third party or an external organisation

Many organizations have started outsourcing its recruitment process ie transferring all or

some part of its recruitment process to an external consultant providing the recruitment

services It is commonly known as RPO ie recruitment process outsourcing More and more

medium and large sized organizations are outsourcing their recruitment process right from the

entry level jobs to the C-level jobs

The present value of the recruitment process outsourcing industry (RPO) in India is estimated

to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next

couple of years According to a recent survey only 8-10 per cent of the Indian companies are

complete recruitment processes However the number of companies outsourcing their

recruitment processes is increasing at a very fast rate and so is the percentage of their total

recruitment processes being outsourced

38

Outsourcing organizations strive for providing cost saving benefits to their clients One of the

major advantages to organizations who outsource their recruitment process is that it helps to

save up to as much as 40 per cent of their recruitment costs With the experience expertise

and the economies of scale of the third party organizations are able to improve the quality of

the recruits and the speed of the whole process Also outsourcing enables the human

resource professionals of organizations to focus on the core and other HR and strategic

issues Outsourcing also gives a structured approach to the whole process of recruitment with

the ultimate power of decision making of recruiting with the organisation itself The portion of

the recruitment cycle that is outsourced range from preparing job descriptions to arranging

interviews the activities that consume almost 70 per cent of the time of the whole recruitment

process

Outsourcing the recruitment processes for a sector like BPO which faces an attrition of

almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and

focus on other issues like retention The job seekers are also availing the services of the third

parties (consultants) for accessing the latest job opportunities

In India the trend of outsourcing recruitment is also catching up fast For example Vodafone

outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)

Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to

outsource 50 per cent of its recruitment processes

ADVANTAGES OF OUTSOURCING RECRUITMENT

Traditionally recruitment is seen as the cost incurring process in an organization

HR outsoucing helps the HR professionals of the organization to concentrate on

the strategic functions of amp processes of human resource management rather

than wasting their efforts time amp money on the routine workOutsourcing the

recruitment process helps to cut the recruitment costs to 20 and also provide

economies of scale to the large sized organizatons

39

The major advantages of outsourcing recruitment performance management

are

Outsourcing is beneficial for both the corporate organisations that use the

outsourcing services as well as the consultancies that provide the service to the

corporates Apart from increasing their revenues outsourcing Process provides

business opportunities to the service providers enhancing the skill set of the

service providers and exposure to the different corporate experiences thereby

increasing their expertise

The advantages accruing to the corporate are

turning the managements focus to strategic level processes of HRM

accessibility to the expertise of the service providers

40

freedom from red tape and adhering to strict rules and regulations

optimal resource utilisation

structured and fair performance management

a satisfied and hence highly productive employees

value creation operational flexibility and competitive advantage

Therefore outsourcing helps both the organisations and the consultancies to grow

and perform better

41

OUTSOURCING PROCESS

42

MANAGING RECRUITMENT

ROI ON RECRUITMENT

Before making any investment every organisation would want to evaluate the

investment by answering the following questions in quantifiable terms

What are the costs and the corresponding and related risks on the

investment

What are the expected returns of the investment

What is the expected pay-back period of the investment

An organisation makes a tremendous amount of investment in its recruitment

processes

A lot of resources like time and money are spent on recruitment processes of an

organisation But assessing or quantifying the returns on the recruitment process

or calculating the return on investment (ROI) on recruitment is a complicated task

for an organisation Indeed it is difficult to judge the success of their recruitment

processes Instead recruitment is one activity that continues in an organisation

without anyone ever realizing its worth or measuring its impact on the

organisationrsquos business

According to a survey 38 of organisations do not prepare or produce any kind

of documents or reports on their The recruitment processes and there is no

accountability of the HR department for the costs incurred and the opportunities

missed

With the increasing strategic focus on the human resources more and more

organisations are adopting one or the other way for calculating the ROI on its

recruitments Many organisations are examining their HR functions and

43

processes and are trying to quantify their results and returns

A recruitment professional or manager can calculate and maximize the return on

investments on its organisationrsquos recruitment by

Clear definition of the results to be achieved from recruitment

Developing methods and ways measuring the results like the time ndash to ndash

hire cost-Per-Hire and effectiveness of the recruitment source etc

Estimating the costs associated with the recruitment project

Estimating the tangible and intangible benefits to the organization including

the payback period of the recruitments

Providing and ensuring proper training and development of the recruitment

professionals

Assessing the ROI on recruitments can assist an organisation to strengthen its

HR processes improving its recruitment function and to build a strategic human

resource advantage for the organisation

HR CHALLENGE IN RECRUITMENT

Recruitment is a function that requires business perspective expertise ability to

find and match the best potential candidate for the organisation diplomacy

marketing skills ( as to sell the position to the candidate) and wisdom to align the

recruitment processes for the benefit of the organizationThe HR professionals ndash

handling the recruitment function of the organization ndash are constantly facing new

CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN

RECRUITMENT for such professionals is to source or recruit the best people or

44

potential candidate for the organisation

In the last few years the job market has undergone some fundamental changes

in terms of technologies sources of recruitment competetion in the market etc In

an already saturated job market where the practices like poaching and raiding

are gaining momentum

HR professionals are constantly facing new challenges in one of their most

important function- recruitment They have to face and conquer various

challenges to find the best candidates for their organisations

The major challenges faced by the HR in recruitment are

Adaptability to globalization ndash The HR professionals are expected and

required to keep in tune with the changing times ie the changes taking

place across the globe HR should maintain the timeliness of the process

Lack of motivation ndash Recruitment is considered to be a thankless job

Even if the organisation is achieving results HR department or

professionals are not thanked for recruiting the right employees and

performers

Process analysis ndash The immediacy and speed of the recruitment process

are the main concerns of the HR in recruitment The process should be

flexible adaptive and responsive to the immediate requirements The

recruitment process should also be cost effective

Strategic prioritization ndash The emerging new systems are both an

opportunity as well as a challenge for the HR professionals Therefore

reviewing staffing needs and prioritizing the tasks to meet the changes in

the market has become a challenge for the recruitment professionals

45

1048707 there are sufficient qualified potential applicants serving in other positions within

the organisation who may be potential candidates for that job

1048707 the existing organisational policy on recruitment is still applicable (for example

whether referrals by staff members of friends and family are still an acceptable

way of filling vacancies)

1048707 the organisations stands to benefit more in the long-term from recruiting

applicants from external sources

RECRUITING FROM INTERNAL SOURCES

There are sound reasons for recruiting from sources within the organisation

1048707 The ability of the recruit is known so it is easy to assess potential for the next

level By contrast assessments of external recruits are based on less reliable

sources such as references and relatively brief encounters such as interviews

1048707 ldquoInsidersrdquo know the organisation its strengths and weaknesses its culture and

most of all its people

1048707 Promotions from within build motivation and a sense of commitment to the

organisation Skilled and ambitious employees are more likely to become

involved in developmental activities if they believe that these activities will lead

to promotion

1048707 Internal recruitment is cheaper and quicker than advertising in various media and

interviewing ldquooutsidersrdquo Time spent in training and socialisation is also reduced

At the same time several disadvantages exist

30

1048707 Sometimes it is difficult to find the ldquorightrdquo candidate within and the organisation

may settle for an employee who possesses a less than ideal mix of competencies

1048707 If the vacancies are being caused by rapid expansion of the organisation there

may be an insufficient supply of qualified individuals above the entry level This

may result in people being promoted before they are ready or not being allowed

to stay in a position long enough to learn how to do the job well

1048707 Infighting inbreeding and a shortage of varied perspectives and interests may

reduce organisational flexibility and growth and resistance to change by those

who have an interest in maintaining the status quo may present long term

problems

RECRUITING FROM EXTERNAL SOURCES

External recruiting methods can be grouped into two classes informal and formal

Informal recruiting methods tap a smaller market than formal methods These methods

may include rehiring former employees and choosing from among those ldquowalk-inrdquo

applicants whose unsolicited reacutesumeacutes had been retained on file The use of referrals

also constitutes an informal hiring method Because they are relatively inexpensive to

use and can be implemented quickly informal recruiting methods are commonly used

for hiring clerical and other base-level recruits who are more likely than other groups to

have submitted unsolicited applications Former students who participated in internship

programmes may also be easily and cheaply accessed

Formal methods of external recruiting entail searching the labour market more widely for

candidates with no previous connection to the organisation These methods have

traditionally included newspapermagazinejournal advertising the use of employment

agencies and executive search firms and college recruitment More often now

31

jobcareer fairs and e-Recruiting are reaching the job seeker market

Of course it is possible to for an organisation to reduce the risks and high costs of

recruitment by maintaining a small cadre of full-time permanent employees and

meeting an unexpected and temporary need for staff through the use of ad hoc and

short-term contract workers who come to the position already trained

It is frequently said that the best jobs are not advertised their availability is

communicated by word of mouth Networking therefore continues to be a viable

mechanism for recruiting especially at the senior management level in certain

industriesIn many instances networking is a strategy used by the recruitment

firmsemployment agencies

ON-LINE APPLICATIONSRECRUITING ON THE INTERNET

Using the Internet is faster and cheaper than many traditional methods of recruiting

Jobs can be posted on Internet sites for a modest amount (less than in the print media)

remain there for periods of thirty or sixty days or more - at no additional cost - and are

available twenty-four hours a day Candidates can view detailed information about the

job and the organisation and then respond electronically

Most homes and workplaces are now using computerised equipment for

communication the Internet is rapidly becoming the method of choice for accessing and

sharing information First-time job seekers are now more likely to search websites for

job postings than to peruse newspapers magazines and journals The prevalence of

advertising has made it easier

The Internet speeds up the hiring process in three basis stages

1048707 Faster posting of jobs

o The wait for a suitable date and a prominent place in the print media is

eliminated The time lag that exists between the submission of

32

information to the media house and its appearance in print disappears On

the internet the advertisement appears immediately and can be kept alive

for as long as the recruiter requires it

1048707 Faster applicant response

1048707 Faster processing of reacutesumeacutes

Companies that are likely to advertise on-line usually have a website that allows

potential candidates to learn about the company before deciding whether to apply thus

lowering the incidence time-wasting through the submission of unsuitable applications

The website can be used as a tool to encourage potential job seekers to build an

interest in joining the organization Internet Recruiting Power Opportunities and

Effectiveness CareerJournalcom Taken from Job websites offer unlimited space

which can be used by management to sell the organization The site can then be used

not only to post vacancies but also to publicise the organisation That will allow

candidates to become more familiar with the company know what skills the company is

looking for and get to know about its culture Most importantly the system will provide a

proper path to securing quick responses to job openings On-line recruiting facilitates

the decentralisation of the hiring function by making it possible for other groups in the

organisation to take responsibility for part of the function

Internet recruiting is not all positive though there are drawbacks for unwary users

1048707 Some applicants still place great value on face-to-face interactions in the hiring

process Such applicants are likely to ignore jobs posted impersonally on-line

1048707 Companies are overwhelmed by the volume of reacutesumeacutes posted on the Internet

This can in fact lengthen the short-listing process If the screening process is not

well done the quantity of applicationsreacutesumeacutes logged-on may be more of a

hindrance to the process that an aid to selection

33

1048707 Job seekers who demand confidentiality in the recruitment process may be

reluctant to use the Internet as a job search mechanism

For effectiveness in the use of the strategy of e-Recruiting companies are advised to

1048707 use specialised Job Sites that cater to specific industries

1048707 thoroughly assess the service level provided by Job Sites to ensure that they

maintain the level they claim to provide

1048707 enhance the Corporate Web Site as a tool to encourage potential job seekers to

become interested in joining the company

1048707 take advantage of the fact that Internet job advertisements have no space

limitations so recruiters can use longer job descriptions to fully describe the

company job requirements and working conditions offered

1048707 use valid Search Engines that will sort candidates effectively but will not

discriminate against any persons or groups

1048707 create attention-grabbing newspaper advertisements that prompt people to visit

the companyrsquos website They will then see all vacancies that are advertised

1048707 encourage employees to e-mail job advertisements to friends

1048707 design and implement a successful e-Recruitment strategy

COLLEGE RECRUITMENT

College recruiting ndash sending an employerrsquos representatives to college campuses to

prescreen applicants and create an applicant pool from that collegersquos graduating class ndash

34

is an important source of management trainees promotable [entry-level] candidates

and professional and technical employees To get the best out of this hiring strategy the

organisation and its career opportunities must be made to stand out Human resource

professionals are aware that few college students and potential graduates know where

their careers will take them over the next fifteen to twenty years Therefore many of the

criteria used by students to select the first job may be quite arbitrary The organisation

that will succeed then is one can show how the work it offers meets studentsrsquo needs

for skill enhancement rewarding opportunities personal satisfaction flexibility and

compensation

Two major advantages of this strategy are the cost (which is higher than word-of-mouth

recruiting but lower than advertising in the media or using an employment agency) and

the convenience (since many candidates can be interviewed in a short time in the

same location with space and administrative support provided by the college itself)

Unfortunately suitable candidates become available only at certain times of the year

which may not always suit the needs of the hiring organisation Another major

disadvantage of college recruiting is the lack of experience and the inflated expectations

of new graduates and the cost of hiring graduates for entry-level positions that may not

require a college degree

College recruitment also offers opportunities for internships These programmes may

provide the organisations with quality employees at low cost per hire Some interns are

hired at low cost (perhaps minimum wage) and are offered work experience Interns are

able to hone business skills check out potential employers and learn more about

employersrsquo likes and dislikes before making final career choices Some of the better

interns are recruited after graduation

College recruitment is relatively expensive and time consuming for the recruiting

company The process involves screening the candidate that is determining whether

heshe is worthy of further consideration and marketing the company as a preferred

place of employment

35

An alternate strategy for college recruitment is the career planning workshop These

activities are usually (but not exclusively) associated with adolescent school leavers

They do not immediately produce ready candidates for the job market but provide the

opportunity for an organisation to present itself as an employer worthy of consideration

Co-ordinators of career planning workshops co-opt professionals and organisations to

present career options to potential school leavers in a controlled setting so as to lay out

the range of possibilities to young job seekers Career planning workshops are used

mainly as information-giving tools which the school leaver can use to make informed

career choices Some organisations use the workshops as a base for internships

Recruiters may not be employees of the company but paid professionals who have

been trained to perform the function

JOB FAIRSThe concept of a job fair is to bring those interested in finding a job into those

companies who are searching for applicants Job fairs are open fora at which employers

can exhibit the best their companies have to offer so that job seekers can make

informed choices They are considered one of the most effective ways for job seekers to

land jobs

At the job fair employers have a large pool of candidates on which to draw while job

seekers have the opportunity to shop around for dozens ndash sometimes hundreds ndash of

employers all in one place

Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an

interview employers are still on the look out for qualified potential employees who have

interest dedication and initiative

MAINTAINING EQUITY IN THE RECRUITMENT PROCESS

It is often difficult to ensure and maintain fairnessequity in the recruitment process

36

although in every jurisdiction there are laws that protect individuals and vulnerable

groups from the negative impact of discriminatory practices Where necessary systems

detailed procedures and processes exist or must be established to minimise

discrimination

The usual format of job fairs is to have several companies set up information stations at

an expo with at least one representative of the company present to provide information

The fairs usually have a common theme or are specific to a certain field or area of

interest Interested individuals browse through the information provided by each

company and then decide which company if any they would like to apply to They have

the opportunity to talk with a current employee of specific companies to learn more

about the employment experience

Each country designatesidentifies a group or groups for special notice women visible

minorities and the disabled are usual targets The Government of Canada in

articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated

groups as employment equity targets women Aboriginal people members of visible

minority groups persons with disabilities In the legislation managersrsquo responsibilities

for employment equity are stated as

bull Ensuring effective overall performance and continuous progress of the

employment equity goals within the operation

bull Achieving fostering and maintaining a representative workforce

bull Showing leadership in employment equity and demonstrating commitment to it by

ensuring that discrimination and stereotyping are not tolerated and

bull Informing and educating employees in the organisation about employment equity

and diversity

37

OUTSOURCING RECRUITMENT

OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice

being followed by middle amp large sized organizations It is being witnessed across all the

industries In India the HR processes are being outsourced from nearly a decade now

Outsourcing industry is growing at high rate

HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the

expert services of a third party ( generally professional consultants) to take care of its HR

functions while HR management can focus on the strategic dimension of their function The

functions that are typically outsourced are the functions that need expertise relevant

experience knowledge amp best methods amp practices This has given rise to outsourcing the

various HR functions of an organisation HR Consultancies such as Ma Foi and Planman

Consulting provide such services through expert professional consultants Human resources

business process outsourcing (HR BPO) is a major component of the worldwide BPO market

Performance management outsourcing involves all the performance monitoring measurement

management being outsourced from a third party or an external organisation

Many organizations have started outsourcing its recruitment process ie transferring all or

some part of its recruitment process to an external consultant providing the recruitment

services It is commonly known as RPO ie recruitment process outsourcing More and more

medium and large sized organizations are outsourcing their recruitment process right from the

entry level jobs to the C-level jobs

The present value of the recruitment process outsourcing industry (RPO) in India is estimated

to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next

couple of years According to a recent survey only 8-10 per cent of the Indian companies are

complete recruitment processes However the number of companies outsourcing their

recruitment processes is increasing at a very fast rate and so is the percentage of their total

recruitment processes being outsourced

38

Outsourcing organizations strive for providing cost saving benefits to their clients One of the

major advantages to organizations who outsource their recruitment process is that it helps to

save up to as much as 40 per cent of their recruitment costs With the experience expertise

and the economies of scale of the third party organizations are able to improve the quality of

the recruits and the speed of the whole process Also outsourcing enables the human

resource professionals of organizations to focus on the core and other HR and strategic

issues Outsourcing also gives a structured approach to the whole process of recruitment with

the ultimate power of decision making of recruiting with the organisation itself The portion of

the recruitment cycle that is outsourced range from preparing job descriptions to arranging

interviews the activities that consume almost 70 per cent of the time of the whole recruitment

process

Outsourcing the recruitment processes for a sector like BPO which faces an attrition of

almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and

focus on other issues like retention The job seekers are also availing the services of the third

parties (consultants) for accessing the latest job opportunities

In India the trend of outsourcing recruitment is also catching up fast For example Vodafone

outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)

Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to

outsource 50 per cent of its recruitment processes

ADVANTAGES OF OUTSOURCING RECRUITMENT

Traditionally recruitment is seen as the cost incurring process in an organization

HR outsoucing helps the HR professionals of the organization to concentrate on

the strategic functions of amp processes of human resource management rather

than wasting their efforts time amp money on the routine workOutsourcing the

recruitment process helps to cut the recruitment costs to 20 and also provide

economies of scale to the large sized organizatons

39

The major advantages of outsourcing recruitment performance management

are

Outsourcing is beneficial for both the corporate organisations that use the

outsourcing services as well as the consultancies that provide the service to the

corporates Apart from increasing their revenues outsourcing Process provides

business opportunities to the service providers enhancing the skill set of the

service providers and exposure to the different corporate experiences thereby

increasing their expertise

The advantages accruing to the corporate are

turning the managements focus to strategic level processes of HRM

accessibility to the expertise of the service providers

40

freedom from red tape and adhering to strict rules and regulations

optimal resource utilisation

structured and fair performance management

a satisfied and hence highly productive employees

value creation operational flexibility and competitive advantage

Therefore outsourcing helps both the organisations and the consultancies to grow

and perform better

41

OUTSOURCING PROCESS

42

MANAGING RECRUITMENT

ROI ON RECRUITMENT

Before making any investment every organisation would want to evaluate the

investment by answering the following questions in quantifiable terms

What are the costs and the corresponding and related risks on the

investment

What are the expected returns of the investment

What is the expected pay-back period of the investment

An organisation makes a tremendous amount of investment in its recruitment

processes

A lot of resources like time and money are spent on recruitment processes of an

organisation But assessing or quantifying the returns on the recruitment process

or calculating the return on investment (ROI) on recruitment is a complicated task

for an organisation Indeed it is difficult to judge the success of their recruitment

processes Instead recruitment is one activity that continues in an organisation

without anyone ever realizing its worth or measuring its impact on the

organisationrsquos business

According to a survey 38 of organisations do not prepare or produce any kind

of documents or reports on their The recruitment processes and there is no

accountability of the HR department for the costs incurred and the opportunities

missed

With the increasing strategic focus on the human resources more and more

organisations are adopting one or the other way for calculating the ROI on its

recruitments Many organisations are examining their HR functions and

43

processes and are trying to quantify their results and returns

A recruitment professional or manager can calculate and maximize the return on

investments on its organisationrsquos recruitment by

Clear definition of the results to be achieved from recruitment

Developing methods and ways measuring the results like the time ndash to ndash

hire cost-Per-Hire and effectiveness of the recruitment source etc

Estimating the costs associated with the recruitment project

Estimating the tangible and intangible benefits to the organization including

the payback period of the recruitments

Providing and ensuring proper training and development of the recruitment

professionals

Assessing the ROI on recruitments can assist an organisation to strengthen its

HR processes improving its recruitment function and to build a strategic human

resource advantage for the organisation

HR CHALLENGE IN RECRUITMENT

Recruitment is a function that requires business perspective expertise ability to

find and match the best potential candidate for the organisation diplomacy

marketing skills ( as to sell the position to the candidate) and wisdom to align the

recruitment processes for the benefit of the organizationThe HR professionals ndash

handling the recruitment function of the organization ndash are constantly facing new

CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN

RECRUITMENT for such professionals is to source or recruit the best people or

44

potential candidate for the organisation

In the last few years the job market has undergone some fundamental changes

in terms of technologies sources of recruitment competetion in the market etc In

an already saturated job market where the practices like poaching and raiding

are gaining momentum

HR professionals are constantly facing new challenges in one of their most

important function- recruitment They have to face and conquer various

challenges to find the best candidates for their organisations

The major challenges faced by the HR in recruitment are

Adaptability to globalization ndash The HR professionals are expected and

required to keep in tune with the changing times ie the changes taking

place across the globe HR should maintain the timeliness of the process

Lack of motivation ndash Recruitment is considered to be a thankless job

Even if the organisation is achieving results HR department or

professionals are not thanked for recruiting the right employees and

performers

Process analysis ndash The immediacy and speed of the recruitment process

are the main concerns of the HR in recruitment The process should be

flexible adaptive and responsive to the immediate requirements The

recruitment process should also be cost effective

Strategic prioritization ndash The emerging new systems are both an

opportunity as well as a challenge for the HR professionals Therefore

reviewing staffing needs and prioritizing the tasks to meet the changes in

the market has become a challenge for the recruitment professionals

45

1048707 Sometimes it is difficult to find the ldquorightrdquo candidate within and the organisation

may settle for an employee who possesses a less than ideal mix of competencies

1048707 If the vacancies are being caused by rapid expansion of the organisation there

may be an insufficient supply of qualified individuals above the entry level This

may result in people being promoted before they are ready or not being allowed

to stay in a position long enough to learn how to do the job well

1048707 Infighting inbreeding and a shortage of varied perspectives and interests may

reduce organisational flexibility and growth and resistance to change by those

who have an interest in maintaining the status quo may present long term

problems

RECRUITING FROM EXTERNAL SOURCES

External recruiting methods can be grouped into two classes informal and formal

Informal recruiting methods tap a smaller market than formal methods These methods

may include rehiring former employees and choosing from among those ldquowalk-inrdquo

applicants whose unsolicited reacutesumeacutes had been retained on file The use of referrals

also constitutes an informal hiring method Because they are relatively inexpensive to

use and can be implemented quickly informal recruiting methods are commonly used

for hiring clerical and other base-level recruits who are more likely than other groups to

have submitted unsolicited applications Former students who participated in internship

programmes may also be easily and cheaply accessed

Formal methods of external recruiting entail searching the labour market more widely for

candidates with no previous connection to the organisation These methods have

traditionally included newspapermagazinejournal advertising the use of employment

agencies and executive search firms and college recruitment More often now

31

jobcareer fairs and e-Recruiting are reaching the job seeker market

Of course it is possible to for an organisation to reduce the risks and high costs of

recruitment by maintaining a small cadre of full-time permanent employees and

meeting an unexpected and temporary need for staff through the use of ad hoc and

short-term contract workers who come to the position already trained

It is frequently said that the best jobs are not advertised their availability is

communicated by word of mouth Networking therefore continues to be a viable

mechanism for recruiting especially at the senior management level in certain

industriesIn many instances networking is a strategy used by the recruitment

firmsemployment agencies

ON-LINE APPLICATIONSRECRUITING ON THE INTERNET

Using the Internet is faster and cheaper than many traditional methods of recruiting

Jobs can be posted on Internet sites for a modest amount (less than in the print media)

remain there for periods of thirty or sixty days or more - at no additional cost - and are

available twenty-four hours a day Candidates can view detailed information about the

job and the organisation and then respond electronically

Most homes and workplaces are now using computerised equipment for

communication the Internet is rapidly becoming the method of choice for accessing and

sharing information First-time job seekers are now more likely to search websites for

job postings than to peruse newspapers magazines and journals The prevalence of

advertising has made it easier

The Internet speeds up the hiring process in three basis stages

1048707 Faster posting of jobs

o The wait for a suitable date and a prominent place in the print media is

eliminated The time lag that exists between the submission of

32

information to the media house and its appearance in print disappears On

the internet the advertisement appears immediately and can be kept alive

for as long as the recruiter requires it

1048707 Faster applicant response

1048707 Faster processing of reacutesumeacutes

Companies that are likely to advertise on-line usually have a website that allows

potential candidates to learn about the company before deciding whether to apply thus

lowering the incidence time-wasting through the submission of unsuitable applications

The website can be used as a tool to encourage potential job seekers to build an

interest in joining the organization Internet Recruiting Power Opportunities and

Effectiveness CareerJournalcom Taken from Job websites offer unlimited space

which can be used by management to sell the organization The site can then be used

not only to post vacancies but also to publicise the organisation That will allow

candidates to become more familiar with the company know what skills the company is

looking for and get to know about its culture Most importantly the system will provide a

proper path to securing quick responses to job openings On-line recruiting facilitates

the decentralisation of the hiring function by making it possible for other groups in the

organisation to take responsibility for part of the function

Internet recruiting is not all positive though there are drawbacks for unwary users

1048707 Some applicants still place great value on face-to-face interactions in the hiring

process Such applicants are likely to ignore jobs posted impersonally on-line

1048707 Companies are overwhelmed by the volume of reacutesumeacutes posted on the Internet

This can in fact lengthen the short-listing process If the screening process is not

well done the quantity of applicationsreacutesumeacutes logged-on may be more of a

hindrance to the process that an aid to selection

33

1048707 Job seekers who demand confidentiality in the recruitment process may be

reluctant to use the Internet as a job search mechanism

For effectiveness in the use of the strategy of e-Recruiting companies are advised to

1048707 use specialised Job Sites that cater to specific industries

1048707 thoroughly assess the service level provided by Job Sites to ensure that they

maintain the level they claim to provide

1048707 enhance the Corporate Web Site as a tool to encourage potential job seekers to

become interested in joining the company

1048707 take advantage of the fact that Internet job advertisements have no space

limitations so recruiters can use longer job descriptions to fully describe the

company job requirements and working conditions offered

1048707 use valid Search Engines that will sort candidates effectively but will not

discriminate against any persons or groups

1048707 create attention-grabbing newspaper advertisements that prompt people to visit

the companyrsquos website They will then see all vacancies that are advertised

1048707 encourage employees to e-mail job advertisements to friends

1048707 design and implement a successful e-Recruitment strategy

COLLEGE RECRUITMENT

College recruiting ndash sending an employerrsquos representatives to college campuses to

prescreen applicants and create an applicant pool from that collegersquos graduating class ndash

34

is an important source of management trainees promotable [entry-level] candidates

and professional and technical employees To get the best out of this hiring strategy the

organisation and its career opportunities must be made to stand out Human resource

professionals are aware that few college students and potential graduates know where

their careers will take them over the next fifteen to twenty years Therefore many of the

criteria used by students to select the first job may be quite arbitrary The organisation

that will succeed then is one can show how the work it offers meets studentsrsquo needs

for skill enhancement rewarding opportunities personal satisfaction flexibility and

compensation

Two major advantages of this strategy are the cost (which is higher than word-of-mouth

recruiting but lower than advertising in the media or using an employment agency) and

the convenience (since many candidates can be interviewed in a short time in the

same location with space and administrative support provided by the college itself)

Unfortunately suitable candidates become available only at certain times of the year

which may not always suit the needs of the hiring organisation Another major

disadvantage of college recruiting is the lack of experience and the inflated expectations

of new graduates and the cost of hiring graduates for entry-level positions that may not

require a college degree

College recruitment also offers opportunities for internships These programmes may

provide the organisations with quality employees at low cost per hire Some interns are

hired at low cost (perhaps minimum wage) and are offered work experience Interns are

able to hone business skills check out potential employers and learn more about

employersrsquo likes and dislikes before making final career choices Some of the better

interns are recruited after graduation

College recruitment is relatively expensive and time consuming for the recruiting

company The process involves screening the candidate that is determining whether

heshe is worthy of further consideration and marketing the company as a preferred

place of employment

35

An alternate strategy for college recruitment is the career planning workshop These

activities are usually (but not exclusively) associated with adolescent school leavers

They do not immediately produce ready candidates for the job market but provide the

opportunity for an organisation to present itself as an employer worthy of consideration

Co-ordinators of career planning workshops co-opt professionals and organisations to

present career options to potential school leavers in a controlled setting so as to lay out

the range of possibilities to young job seekers Career planning workshops are used

mainly as information-giving tools which the school leaver can use to make informed

career choices Some organisations use the workshops as a base for internships

Recruiters may not be employees of the company but paid professionals who have

been trained to perform the function

JOB FAIRSThe concept of a job fair is to bring those interested in finding a job into those

companies who are searching for applicants Job fairs are open fora at which employers

can exhibit the best their companies have to offer so that job seekers can make

informed choices They are considered one of the most effective ways for job seekers to

land jobs

At the job fair employers have a large pool of candidates on which to draw while job

seekers have the opportunity to shop around for dozens ndash sometimes hundreds ndash of

employers all in one place

Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an

interview employers are still on the look out for qualified potential employees who have

interest dedication and initiative

MAINTAINING EQUITY IN THE RECRUITMENT PROCESS

It is often difficult to ensure and maintain fairnessequity in the recruitment process

36

although in every jurisdiction there are laws that protect individuals and vulnerable

groups from the negative impact of discriminatory practices Where necessary systems

detailed procedures and processes exist or must be established to minimise

discrimination

The usual format of job fairs is to have several companies set up information stations at

an expo with at least one representative of the company present to provide information

The fairs usually have a common theme or are specific to a certain field or area of

interest Interested individuals browse through the information provided by each

company and then decide which company if any they would like to apply to They have

the opportunity to talk with a current employee of specific companies to learn more

about the employment experience

Each country designatesidentifies a group or groups for special notice women visible

minorities and the disabled are usual targets The Government of Canada in

articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated

groups as employment equity targets women Aboriginal people members of visible

minority groups persons with disabilities In the legislation managersrsquo responsibilities

for employment equity are stated as

bull Ensuring effective overall performance and continuous progress of the

employment equity goals within the operation

bull Achieving fostering and maintaining a representative workforce

bull Showing leadership in employment equity and demonstrating commitment to it by

ensuring that discrimination and stereotyping are not tolerated and

bull Informing and educating employees in the organisation about employment equity

and diversity

37

OUTSOURCING RECRUITMENT

OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice

being followed by middle amp large sized organizations It is being witnessed across all the

industries In India the HR processes are being outsourced from nearly a decade now

Outsourcing industry is growing at high rate

HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the

expert services of a third party ( generally professional consultants) to take care of its HR

functions while HR management can focus on the strategic dimension of their function The

functions that are typically outsourced are the functions that need expertise relevant

experience knowledge amp best methods amp practices This has given rise to outsourcing the

various HR functions of an organisation HR Consultancies such as Ma Foi and Planman

Consulting provide such services through expert professional consultants Human resources

business process outsourcing (HR BPO) is a major component of the worldwide BPO market

Performance management outsourcing involves all the performance monitoring measurement

management being outsourced from a third party or an external organisation

Many organizations have started outsourcing its recruitment process ie transferring all or

some part of its recruitment process to an external consultant providing the recruitment

services It is commonly known as RPO ie recruitment process outsourcing More and more

medium and large sized organizations are outsourcing their recruitment process right from the

entry level jobs to the C-level jobs

The present value of the recruitment process outsourcing industry (RPO) in India is estimated

to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next

couple of years According to a recent survey only 8-10 per cent of the Indian companies are

complete recruitment processes However the number of companies outsourcing their

recruitment processes is increasing at a very fast rate and so is the percentage of their total

recruitment processes being outsourced

38

Outsourcing organizations strive for providing cost saving benefits to their clients One of the

major advantages to organizations who outsource their recruitment process is that it helps to

save up to as much as 40 per cent of their recruitment costs With the experience expertise

and the economies of scale of the third party organizations are able to improve the quality of

the recruits and the speed of the whole process Also outsourcing enables the human

resource professionals of organizations to focus on the core and other HR and strategic

issues Outsourcing also gives a structured approach to the whole process of recruitment with

the ultimate power of decision making of recruiting with the organisation itself The portion of

the recruitment cycle that is outsourced range from preparing job descriptions to arranging

interviews the activities that consume almost 70 per cent of the time of the whole recruitment

process

Outsourcing the recruitment processes for a sector like BPO which faces an attrition of

almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and

focus on other issues like retention The job seekers are also availing the services of the third

parties (consultants) for accessing the latest job opportunities

In India the trend of outsourcing recruitment is also catching up fast For example Vodafone

outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)

Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to

outsource 50 per cent of its recruitment processes

ADVANTAGES OF OUTSOURCING RECRUITMENT

Traditionally recruitment is seen as the cost incurring process in an organization

HR outsoucing helps the HR professionals of the organization to concentrate on

the strategic functions of amp processes of human resource management rather

than wasting their efforts time amp money on the routine workOutsourcing the

recruitment process helps to cut the recruitment costs to 20 and also provide

economies of scale to the large sized organizatons

39

The major advantages of outsourcing recruitment performance management

are

Outsourcing is beneficial for both the corporate organisations that use the

outsourcing services as well as the consultancies that provide the service to the

corporates Apart from increasing their revenues outsourcing Process provides

business opportunities to the service providers enhancing the skill set of the

service providers and exposure to the different corporate experiences thereby

increasing their expertise

The advantages accruing to the corporate are

turning the managements focus to strategic level processes of HRM

accessibility to the expertise of the service providers

40

freedom from red tape and adhering to strict rules and regulations

optimal resource utilisation

structured and fair performance management

a satisfied and hence highly productive employees

value creation operational flexibility and competitive advantage

Therefore outsourcing helps both the organisations and the consultancies to grow

and perform better

41

OUTSOURCING PROCESS

42

MANAGING RECRUITMENT

ROI ON RECRUITMENT

Before making any investment every organisation would want to evaluate the

investment by answering the following questions in quantifiable terms

What are the costs and the corresponding and related risks on the

investment

What are the expected returns of the investment

What is the expected pay-back period of the investment

An organisation makes a tremendous amount of investment in its recruitment

processes

A lot of resources like time and money are spent on recruitment processes of an

organisation But assessing or quantifying the returns on the recruitment process

or calculating the return on investment (ROI) on recruitment is a complicated task

for an organisation Indeed it is difficult to judge the success of their recruitment

processes Instead recruitment is one activity that continues in an organisation

without anyone ever realizing its worth or measuring its impact on the

organisationrsquos business

According to a survey 38 of organisations do not prepare or produce any kind

of documents or reports on their The recruitment processes and there is no

accountability of the HR department for the costs incurred and the opportunities

missed

With the increasing strategic focus on the human resources more and more

organisations are adopting one or the other way for calculating the ROI on its

recruitments Many organisations are examining their HR functions and

43

processes and are trying to quantify their results and returns

A recruitment professional or manager can calculate and maximize the return on

investments on its organisationrsquos recruitment by

Clear definition of the results to be achieved from recruitment

Developing methods and ways measuring the results like the time ndash to ndash

hire cost-Per-Hire and effectiveness of the recruitment source etc

Estimating the costs associated with the recruitment project

Estimating the tangible and intangible benefits to the organization including

the payback period of the recruitments

Providing and ensuring proper training and development of the recruitment

professionals

Assessing the ROI on recruitments can assist an organisation to strengthen its

HR processes improving its recruitment function and to build a strategic human

resource advantage for the organisation

HR CHALLENGE IN RECRUITMENT

Recruitment is a function that requires business perspective expertise ability to

find and match the best potential candidate for the organisation diplomacy

marketing skills ( as to sell the position to the candidate) and wisdom to align the

recruitment processes for the benefit of the organizationThe HR professionals ndash

handling the recruitment function of the organization ndash are constantly facing new

CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN

RECRUITMENT for such professionals is to source or recruit the best people or

44

potential candidate for the organisation

In the last few years the job market has undergone some fundamental changes

in terms of technologies sources of recruitment competetion in the market etc In

an already saturated job market where the practices like poaching and raiding

are gaining momentum

HR professionals are constantly facing new challenges in one of their most

important function- recruitment They have to face and conquer various

challenges to find the best candidates for their organisations

The major challenges faced by the HR in recruitment are

Adaptability to globalization ndash The HR professionals are expected and

required to keep in tune with the changing times ie the changes taking

place across the globe HR should maintain the timeliness of the process

Lack of motivation ndash Recruitment is considered to be a thankless job

Even if the organisation is achieving results HR department or

professionals are not thanked for recruiting the right employees and

performers

Process analysis ndash The immediacy and speed of the recruitment process

are the main concerns of the HR in recruitment The process should be

flexible adaptive and responsive to the immediate requirements The

recruitment process should also be cost effective

Strategic prioritization ndash The emerging new systems are both an

opportunity as well as a challenge for the HR professionals Therefore

reviewing staffing needs and prioritizing the tasks to meet the changes in

the market has become a challenge for the recruitment professionals

45

jobcareer fairs and e-Recruiting are reaching the job seeker market

Of course it is possible to for an organisation to reduce the risks and high costs of

recruitment by maintaining a small cadre of full-time permanent employees and

meeting an unexpected and temporary need for staff through the use of ad hoc and

short-term contract workers who come to the position already trained

It is frequently said that the best jobs are not advertised their availability is

communicated by word of mouth Networking therefore continues to be a viable

mechanism for recruiting especially at the senior management level in certain

industriesIn many instances networking is a strategy used by the recruitment

firmsemployment agencies

ON-LINE APPLICATIONSRECRUITING ON THE INTERNET

Using the Internet is faster and cheaper than many traditional methods of recruiting

Jobs can be posted on Internet sites for a modest amount (less than in the print media)

remain there for periods of thirty or sixty days or more - at no additional cost - and are

available twenty-four hours a day Candidates can view detailed information about the

job and the organisation and then respond electronically

Most homes and workplaces are now using computerised equipment for

communication the Internet is rapidly becoming the method of choice for accessing and

sharing information First-time job seekers are now more likely to search websites for

job postings than to peruse newspapers magazines and journals The prevalence of

advertising has made it easier

The Internet speeds up the hiring process in three basis stages

1048707 Faster posting of jobs

o The wait for a suitable date and a prominent place in the print media is

eliminated The time lag that exists between the submission of

32

information to the media house and its appearance in print disappears On

the internet the advertisement appears immediately and can be kept alive

for as long as the recruiter requires it

1048707 Faster applicant response

1048707 Faster processing of reacutesumeacutes

Companies that are likely to advertise on-line usually have a website that allows

potential candidates to learn about the company before deciding whether to apply thus

lowering the incidence time-wasting through the submission of unsuitable applications

The website can be used as a tool to encourage potential job seekers to build an

interest in joining the organization Internet Recruiting Power Opportunities and

Effectiveness CareerJournalcom Taken from Job websites offer unlimited space

which can be used by management to sell the organization The site can then be used

not only to post vacancies but also to publicise the organisation That will allow

candidates to become more familiar with the company know what skills the company is

looking for and get to know about its culture Most importantly the system will provide a

proper path to securing quick responses to job openings On-line recruiting facilitates

the decentralisation of the hiring function by making it possible for other groups in the

organisation to take responsibility for part of the function

Internet recruiting is not all positive though there are drawbacks for unwary users

1048707 Some applicants still place great value on face-to-face interactions in the hiring

process Such applicants are likely to ignore jobs posted impersonally on-line

1048707 Companies are overwhelmed by the volume of reacutesumeacutes posted on the Internet

This can in fact lengthen the short-listing process If the screening process is not

well done the quantity of applicationsreacutesumeacutes logged-on may be more of a

hindrance to the process that an aid to selection

33

1048707 Job seekers who demand confidentiality in the recruitment process may be

reluctant to use the Internet as a job search mechanism

For effectiveness in the use of the strategy of e-Recruiting companies are advised to

1048707 use specialised Job Sites that cater to specific industries

1048707 thoroughly assess the service level provided by Job Sites to ensure that they

maintain the level they claim to provide

1048707 enhance the Corporate Web Site as a tool to encourage potential job seekers to

become interested in joining the company

1048707 take advantage of the fact that Internet job advertisements have no space

limitations so recruiters can use longer job descriptions to fully describe the

company job requirements and working conditions offered

1048707 use valid Search Engines that will sort candidates effectively but will not

discriminate against any persons or groups

1048707 create attention-grabbing newspaper advertisements that prompt people to visit

the companyrsquos website They will then see all vacancies that are advertised

1048707 encourage employees to e-mail job advertisements to friends

1048707 design and implement a successful e-Recruitment strategy

COLLEGE RECRUITMENT

College recruiting ndash sending an employerrsquos representatives to college campuses to

prescreen applicants and create an applicant pool from that collegersquos graduating class ndash

34

is an important source of management trainees promotable [entry-level] candidates

and professional and technical employees To get the best out of this hiring strategy the

organisation and its career opportunities must be made to stand out Human resource

professionals are aware that few college students and potential graduates know where

their careers will take them over the next fifteen to twenty years Therefore many of the

criteria used by students to select the first job may be quite arbitrary The organisation

that will succeed then is one can show how the work it offers meets studentsrsquo needs

for skill enhancement rewarding opportunities personal satisfaction flexibility and

compensation

Two major advantages of this strategy are the cost (which is higher than word-of-mouth

recruiting but lower than advertising in the media or using an employment agency) and

the convenience (since many candidates can be interviewed in a short time in the

same location with space and administrative support provided by the college itself)

Unfortunately suitable candidates become available only at certain times of the year

which may not always suit the needs of the hiring organisation Another major

disadvantage of college recruiting is the lack of experience and the inflated expectations

of new graduates and the cost of hiring graduates for entry-level positions that may not

require a college degree

College recruitment also offers opportunities for internships These programmes may

provide the organisations with quality employees at low cost per hire Some interns are

hired at low cost (perhaps minimum wage) and are offered work experience Interns are

able to hone business skills check out potential employers and learn more about

employersrsquo likes and dislikes before making final career choices Some of the better

interns are recruited after graduation

College recruitment is relatively expensive and time consuming for the recruiting

company The process involves screening the candidate that is determining whether

heshe is worthy of further consideration and marketing the company as a preferred

place of employment

35

An alternate strategy for college recruitment is the career planning workshop These

activities are usually (but not exclusively) associated with adolescent school leavers

They do not immediately produce ready candidates for the job market but provide the

opportunity for an organisation to present itself as an employer worthy of consideration

Co-ordinators of career planning workshops co-opt professionals and organisations to

present career options to potential school leavers in a controlled setting so as to lay out

the range of possibilities to young job seekers Career planning workshops are used

mainly as information-giving tools which the school leaver can use to make informed

career choices Some organisations use the workshops as a base for internships

Recruiters may not be employees of the company but paid professionals who have

been trained to perform the function

JOB FAIRSThe concept of a job fair is to bring those interested in finding a job into those

companies who are searching for applicants Job fairs are open fora at which employers

can exhibit the best their companies have to offer so that job seekers can make

informed choices They are considered one of the most effective ways for job seekers to

land jobs

At the job fair employers have a large pool of candidates on which to draw while job

seekers have the opportunity to shop around for dozens ndash sometimes hundreds ndash of

employers all in one place

Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an

interview employers are still on the look out for qualified potential employees who have

interest dedication and initiative

MAINTAINING EQUITY IN THE RECRUITMENT PROCESS

It is often difficult to ensure and maintain fairnessequity in the recruitment process

36

although in every jurisdiction there are laws that protect individuals and vulnerable

groups from the negative impact of discriminatory practices Where necessary systems

detailed procedures and processes exist or must be established to minimise

discrimination

The usual format of job fairs is to have several companies set up information stations at

an expo with at least one representative of the company present to provide information

The fairs usually have a common theme or are specific to a certain field or area of

interest Interested individuals browse through the information provided by each

company and then decide which company if any they would like to apply to They have

the opportunity to talk with a current employee of specific companies to learn more

about the employment experience

Each country designatesidentifies a group or groups for special notice women visible

minorities and the disabled are usual targets The Government of Canada in

articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated

groups as employment equity targets women Aboriginal people members of visible

minority groups persons with disabilities In the legislation managersrsquo responsibilities

for employment equity are stated as

bull Ensuring effective overall performance and continuous progress of the

employment equity goals within the operation

bull Achieving fostering and maintaining a representative workforce

bull Showing leadership in employment equity and demonstrating commitment to it by

ensuring that discrimination and stereotyping are not tolerated and

bull Informing and educating employees in the organisation about employment equity

and diversity

37

OUTSOURCING RECRUITMENT

OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice

being followed by middle amp large sized organizations It is being witnessed across all the

industries In India the HR processes are being outsourced from nearly a decade now

Outsourcing industry is growing at high rate

HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the

expert services of a third party ( generally professional consultants) to take care of its HR

functions while HR management can focus on the strategic dimension of their function The

functions that are typically outsourced are the functions that need expertise relevant

experience knowledge amp best methods amp practices This has given rise to outsourcing the

various HR functions of an organisation HR Consultancies such as Ma Foi and Planman

Consulting provide such services through expert professional consultants Human resources

business process outsourcing (HR BPO) is a major component of the worldwide BPO market

Performance management outsourcing involves all the performance monitoring measurement

management being outsourced from a third party or an external organisation

Many organizations have started outsourcing its recruitment process ie transferring all or

some part of its recruitment process to an external consultant providing the recruitment

services It is commonly known as RPO ie recruitment process outsourcing More and more

medium and large sized organizations are outsourcing their recruitment process right from the

entry level jobs to the C-level jobs

The present value of the recruitment process outsourcing industry (RPO) in India is estimated

to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next

couple of years According to a recent survey only 8-10 per cent of the Indian companies are

complete recruitment processes However the number of companies outsourcing their

recruitment processes is increasing at a very fast rate and so is the percentage of their total

recruitment processes being outsourced

38

Outsourcing organizations strive for providing cost saving benefits to their clients One of the

major advantages to organizations who outsource their recruitment process is that it helps to

save up to as much as 40 per cent of their recruitment costs With the experience expertise

and the economies of scale of the third party organizations are able to improve the quality of

the recruits and the speed of the whole process Also outsourcing enables the human

resource professionals of organizations to focus on the core and other HR and strategic

issues Outsourcing also gives a structured approach to the whole process of recruitment with

the ultimate power of decision making of recruiting with the organisation itself The portion of

the recruitment cycle that is outsourced range from preparing job descriptions to arranging

interviews the activities that consume almost 70 per cent of the time of the whole recruitment

process

Outsourcing the recruitment processes for a sector like BPO which faces an attrition of

almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and

focus on other issues like retention The job seekers are also availing the services of the third

parties (consultants) for accessing the latest job opportunities

In India the trend of outsourcing recruitment is also catching up fast For example Vodafone

outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)

Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to

outsource 50 per cent of its recruitment processes

ADVANTAGES OF OUTSOURCING RECRUITMENT

Traditionally recruitment is seen as the cost incurring process in an organization

HR outsoucing helps the HR professionals of the organization to concentrate on

the strategic functions of amp processes of human resource management rather

than wasting their efforts time amp money on the routine workOutsourcing the

recruitment process helps to cut the recruitment costs to 20 and also provide

economies of scale to the large sized organizatons

39

The major advantages of outsourcing recruitment performance management

are

Outsourcing is beneficial for both the corporate organisations that use the

outsourcing services as well as the consultancies that provide the service to the

corporates Apart from increasing their revenues outsourcing Process provides

business opportunities to the service providers enhancing the skill set of the

service providers and exposure to the different corporate experiences thereby

increasing their expertise

The advantages accruing to the corporate are

turning the managements focus to strategic level processes of HRM

accessibility to the expertise of the service providers

40

freedom from red tape and adhering to strict rules and regulations

optimal resource utilisation

structured and fair performance management

a satisfied and hence highly productive employees

value creation operational flexibility and competitive advantage

Therefore outsourcing helps both the organisations and the consultancies to grow

and perform better

41

OUTSOURCING PROCESS

42

MANAGING RECRUITMENT

ROI ON RECRUITMENT

Before making any investment every organisation would want to evaluate the

investment by answering the following questions in quantifiable terms

What are the costs and the corresponding and related risks on the

investment

What are the expected returns of the investment

What is the expected pay-back period of the investment

An organisation makes a tremendous amount of investment in its recruitment

processes

A lot of resources like time and money are spent on recruitment processes of an

organisation But assessing or quantifying the returns on the recruitment process

or calculating the return on investment (ROI) on recruitment is a complicated task

for an organisation Indeed it is difficult to judge the success of their recruitment

processes Instead recruitment is one activity that continues in an organisation

without anyone ever realizing its worth or measuring its impact on the

organisationrsquos business

According to a survey 38 of organisations do not prepare or produce any kind

of documents or reports on their The recruitment processes and there is no

accountability of the HR department for the costs incurred and the opportunities

missed

With the increasing strategic focus on the human resources more and more

organisations are adopting one or the other way for calculating the ROI on its

recruitments Many organisations are examining their HR functions and

43

processes and are trying to quantify their results and returns

A recruitment professional or manager can calculate and maximize the return on

investments on its organisationrsquos recruitment by

Clear definition of the results to be achieved from recruitment

Developing methods and ways measuring the results like the time ndash to ndash

hire cost-Per-Hire and effectiveness of the recruitment source etc

Estimating the costs associated with the recruitment project

Estimating the tangible and intangible benefits to the organization including

the payback period of the recruitments

Providing and ensuring proper training and development of the recruitment

professionals

Assessing the ROI on recruitments can assist an organisation to strengthen its

HR processes improving its recruitment function and to build a strategic human

resource advantage for the organisation

HR CHALLENGE IN RECRUITMENT

Recruitment is a function that requires business perspective expertise ability to

find and match the best potential candidate for the organisation diplomacy

marketing skills ( as to sell the position to the candidate) and wisdom to align the

recruitment processes for the benefit of the organizationThe HR professionals ndash

handling the recruitment function of the organization ndash are constantly facing new

CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN

RECRUITMENT for such professionals is to source or recruit the best people or

44

potential candidate for the organisation

In the last few years the job market has undergone some fundamental changes

in terms of technologies sources of recruitment competetion in the market etc In

an already saturated job market where the practices like poaching and raiding

are gaining momentum

HR professionals are constantly facing new challenges in one of their most

important function- recruitment They have to face and conquer various

challenges to find the best candidates for their organisations

The major challenges faced by the HR in recruitment are

Adaptability to globalization ndash The HR professionals are expected and

required to keep in tune with the changing times ie the changes taking

place across the globe HR should maintain the timeliness of the process

Lack of motivation ndash Recruitment is considered to be a thankless job

Even if the organisation is achieving results HR department or

professionals are not thanked for recruiting the right employees and

performers

Process analysis ndash The immediacy and speed of the recruitment process

are the main concerns of the HR in recruitment The process should be

flexible adaptive and responsive to the immediate requirements The

recruitment process should also be cost effective

Strategic prioritization ndash The emerging new systems are both an

opportunity as well as a challenge for the HR professionals Therefore

reviewing staffing needs and prioritizing the tasks to meet the changes in

the market has become a challenge for the recruitment professionals

45

information to the media house and its appearance in print disappears On

the internet the advertisement appears immediately and can be kept alive

for as long as the recruiter requires it

1048707 Faster applicant response

1048707 Faster processing of reacutesumeacutes

Companies that are likely to advertise on-line usually have a website that allows

potential candidates to learn about the company before deciding whether to apply thus

lowering the incidence time-wasting through the submission of unsuitable applications

The website can be used as a tool to encourage potential job seekers to build an

interest in joining the organization Internet Recruiting Power Opportunities and

Effectiveness CareerJournalcom Taken from Job websites offer unlimited space

which can be used by management to sell the organization The site can then be used

not only to post vacancies but also to publicise the organisation That will allow

candidates to become more familiar with the company know what skills the company is

looking for and get to know about its culture Most importantly the system will provide a

proper path to securing quick responses to job openings On-line recruiting facilitates

the decentralisation of the hiring function by making it possible for other groups in the

organisation to take responsibility for part of the function

Internet recruiting is not all positive though there are drawbacks for unwary users

1048707 Some applicants still place great value on face-to-face interactions in the hiring

process Such applicants are likely to ignore jobs posted impersonally on-line

1048707 Companies are overwhelmed by the volume of reacutesumeacutes posted on the Internet

This can in fact lengthen the short-listing process If the screening process is not

well done the quantity of applicationsreacutesumeacutes logged-on may be more of a

hindrance to the process that an aid to selection

33

1048707 Job seekers who demand confidentiality in the recruitment process may be

reluctant to use the Internet as a job search mechanism

For effectiveness in the use of the strategy of e-Recruiting companies are advised to

1048707 use specialised Job Sites that cater to specific industries

1048707 thoroughly assess the service level provided by Job Sites to ensure that they

maintain the level they claim to provide

1048707 enhance the Corporate Web Site as a tool to encourage potential job seekers to

become interested in joining the company

1048707 take advantage of the fact that Internet job advertisements have no space

limitations so recruiters can use longer job descriptions to fully describe the

company job requirements and working conditions offered

1048707 use valid Search Engines that will sort candidates effectively but will not

discriminate against any persons or groups

1048707 create attention-grabbing newspaper advertisements that prompt people to visit

the companyrsquos website They will then see all vacancies that are advertised

1048707 encourage employees to e-mail job advertisements to friends

1048707 design and implement a successful e-Recruitment strategy

COLLEGE RECRUITMENT

College recruiting ndash sending an employerrsquos representatives to college campuses to

prescreen applicants and create an applicant pool from that collegersquos graduating class ndash

34

is an important source of management trainees promotable [entry-level] candidates

and professional and technical employees To get the best out of this hiring strategy the

organisation and its career opportunities must be made to stand out Human resource

professionals are aware that few college students and potential graduates know where

their careers will take them over the next fifteen to twenty years Therefore many of the

criteria used by students to select the first job may be quite arbitrary The organisation

that will succeed then is one can show how the work it offers meets studentsrsquo needs

for skill enhancement rewarding opportunities personal satisfaction flexibility and

compensation

Two major advantages of this strategy are the cost (which is higher than word-of-mouth

recruiting but lower than advertising in the media or using an employment agency) and

the convenience (since many candidates can be interviewed in a short time in the

same location with space and administrative support provided by the college itself)

Unfortunately suitable candidates become available only at certain times of the year

which may not always suit the needs of the hiring organisation Another major

disadvantage of college recruiting is the lack of experience and the inflated expectations

of new graduates and the cost of hiring graduates for entry-level positions that may not

require a college degree

College recruitment also offers opportunities for internships These programmes may

provide the organisations with quality employees at low cost per hire Some interns are

hired at low cost (perhaps minimum wage) and are offered work experience Interns are

able to hone business skills check out potential employers and learn more about

employersrsquo likes and dislikes before making final career choices Some of the better

interns are recruited after graduation

College recruitment is relatively expensive and time consuming for the recruiting

company The process involves screening the candidate that is determining whether

heshe is worthy of further consideration and marketing the company as a preferred

place of employment

35

An alternate strategy for college recruitment is the career planning workshop These

activities are usually (but not exclusively) associated with adolescent school leavers

They do not immediately produce ready candidates for the job market but provide the

opportunity for an organisation to present itself as an employer worthy of consideration

Co-ordinators of career planning workshops co-opt professionals and organisations to

present career options to potential school leavers in a controlled setting so as to lay out

the range of possibilities to young job seekers Career planning workshops are used

mainly as information-giving tools which the school leaver can use to make informed

career choices Some organisations use the workshops as a base for internships

Recruiters may not be employees of the company but paid professionals who have

been trained to perform the function

JOB FAIRSThe concept of a job fair is to bring those interested in finding a job into those

companies who are searching for applicants Job fairs are open fora at which employers

can exhibit the best their companies have to offer so that job seekers can make

informed choices They are considered one of the most effective ways for job seekers to

land jobs

At the job fair employers have a large pool of candidates on which to draw while job

seekers have the opportunity to shop around for dozens ndash sometimes hundreds ndash of

employers all in one place

Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an

interview employers are still on the look out for qualified potential employees who have

interest dedication and initiative

MAINTAINING EQUITY IN THE RECRUITMENT PROCESS

It is often difficult to ensure and maintain fairnessequity in the recruitment process

36

although in every jurisdiction there are laws that protect individuals and vulnerable

groups from the negative impact of discriminatory practices Where necessary systems

detailed procedures and processes exist or must be established to minimise

discrimination

The usual format of job fairs is to have several companies set up information stations at

an expo with at least one representative of the company present to provide information

The fairs usually have a common theme or are specific to a certain field or area of

interest Interested individuals browse through the information provided by each

company and then decide which company if any they would like to apply to They have

the opportunity to talk with a current employee of specific companies to learn more

about the employment experience

Each country designatesidentifies a group or groups for special notice women visible

minorities and the disabled are usual targets The Government of Canada in

articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated

groups as employment equity targets women Aboriginal people members of visible

minority groups persons with disabilities In the legislation managersrsquo responsibilities

for employment equity are stated as

bull Ensuring effective overall performance and continuous progress of the

employment equity goals within the operation

bull Achieving fostering and maintaining a representative workforce

bull Showing leadership in employment equity and demonstrating commitment to it by

ensuring that discrimination and stereotyping are not tolerated and

bull Informing and educating employees in the organisation about employment equity

and diversity

37

OUTSOURCING RECRUITMENT

OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice

being followed by middle amp large sized organizations It is being witnessed across all the

industries In India the HR processes are being outsourced from nearly a decade now

Outsourcing industry is growing at high rate

HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the

expert services of a third party ( generally professional consultants) to take care of its HR

functions while HR management can focus on the strategic dimension of their function The

functions that are typically outsourced are the functions that need expertise relevant

experience knowledge amp best methods amp practices This has given rise to outsourcing the

various HR functions of an organisation HR Consultancies such as Ma Foi and Planman

Consulting provide such services through expert professional consultants Human resources

business process outsourcing (HR BPO) is a major component of the worldwide BPO market

Performance management outsourcing involves all the performance monitoring measurement

management being outsourced from a third party or an external organisation

Many organizations have started outsourcing its recruitment process ie transferring all or

some part of its recruitment process to an external consultant providing the recruitment

services It is commonly known as RPO ie recruitment process outsourcing More and more

medium and large sized organizations are outsourcing their recruitment process right from the

entry level jobs to the C-level jobs

The present value of the recruitment process outsourcing industry (RPO) in India is estimated

to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next

couple of years According to a recent survey only 8-10 per cent of the Indian companies are

complete recruitment processes However the number of companies outsourcing their

recruitment processes is increasing at a very fast rate and so is the percentage of their total

recruitment processes being outsourced

38

Outsourcing organizations strive for providing cost saving benefits to their clients One of the

major advantages to organizations who outsource their recruitment process is that it helps to

save up to as much as 40 per cent of their recruitment costs With the experience expertise

and the economies of scale of the third party organizations are able to improve the quality of

the recruits and the speed of the whole process Also outsourcing enables the human

resource professionals of organizations to focus on the core and other HR and strategic

issues Outsourcing also gives a structured approach to the whole process of recruitment with

the ultimate power of decision making of recruiting with the organisation itself The portion of

the recruitment cycle that is outsourced range from preparing job descriptions to arranging

interviews the activities that consume almost 70 per cent of the time of the whole recruitment

process

Outsourcing the recruitment processes for a sector like BPO which faces an attrition of

almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and

focus on other issues like retention The job seekers are also availing the services of the third

parties (consultants) for accessing the latest job opportunities

In India the trend of outsourcing recruitment is also catching up fast For example Vodafone

outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)

Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to

outsource 50 per cent of its recruitment processes

ADVANTAGES OF OUTSOURCING RECRUITMENT

Traditionally recruitment is seen as the cost incurring process in an organization

HR outsoucing helps the HR professionals of the organization to concentrate on

the strategic functions of amp processes of human resource management rather

than wasting their efforts time amp money on the routine workOutsourcing the

recruitment process helps to cut the recruitment costs to 20 and also provide

economies of scale to the large sized organizatons

39

The major advantages of outsourcing recruitment performance management

are

Outsourcing is beneficial for both the corporate organisations that use the

outsourcing services as well as the consultancies that provide the service to the

corporates Apart from increasing their revenues outsourcing Process provides

business opportunities to the service providers enhancing the skill set of the

service providers and exposure to the different corporate experiences thereby

increasing their expertise

The advantages accruing to the corporate are

turning the managements focus to strategic level processes of HRM

accessibility to the expertise of the service providers

40

freedom from red tape and adhering to strict rules and regulations

optimal resource utilisation

structured and fair performance management

a satisfied and hence highly productive employees

value creation operational flexibility and competitive advantage

Therefore outsourcing helps both the organisations and the consultancies to grow

and perform better

41

OUTSOURCING PROCESS

42

MANAGING RECRUITMENT

ROI ON RECRUITMENT

Before making any investment every organisation would want to evaluate the

investment by answering the following questions in quantifiable terms

What are the costs and the corresponding and related risks on the

investment

What are the expected returns of the investment

What is the expected pay-back period of the investment

An organisation makes a tremendous amount of investment in its recruitment

processes

A lot of resources like time and money are spent on recruitment processes of an

organisation But assessing or quantifying the returns on the recruitment process

or calculating the return on investment (ROI) on recruitment is a complicated task

for an organisation Indeed it is difficult to judge the success of their recruitment

processes Instead recruitment is one activity that continues in an organisation

without anyone ever realizing its worth or measuring its impact on the

organisationrsquos business

According to a survey 38 of organisations do not prepare or produce any kind

of documents or reports on their The recruitment processes and there is no

accountability of the HR department for the costs incurred and the opportunities

missed

With the increasing strategic focus on the human resources more and more

organisations are adopting one or the other way for calculating the ROI on its

recruitments Many organisations are examining their HR functions and

43

processes and are trying to quantify their results and returns

A recruitment professional or manager can calculate and maximize the return on

investments on its organisationrsquos recruitment by

Clear definition of the results to be achieved from recruitment

Developing methods and ways measuring the results like the time ndash to ndash

hire cost-Per-Hire and effectiveness of the recruitment source etc

Estimating the costs associated with the recruitment project

Estimating the tangible and intangible benefits to the organization including

the payback period of the recruitments

Providing and ensuring proper training and development of the recruitment

professionals

Assessing the ROI on recruitments can assist an organisation to strengthen its

HR processes improving its recruitment function and to build a strategic human

resource advantage for the organisation

HR CHALLENGE IN RECRUITMENT

Recruitment is a function that requires business perspective expertise ability to

find and match the best potential candidate for the organisation diplomacy

marketing skills ( as to sell the position to the candidate) and wisdom to align the

recruitment processes for the benefit of the organizationThe HR professionals ndash

handling the recruitment function of the organization ndash are constantly facing new

CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN

RECRUITMENT for such professionals is to source or recruit the best people or

44

potential candidate for the organisation

In the last few years the job market has undergone some fundamental changes

in terms of technologies sources of recruitment competetion in the market etc In

an already saturated job market where the practices like poaching and raiding

are gaining momentum

HR professionals are constantly facing new challenges in one of their most

important function- recruitment They have to face and conquer various

challenges to find the best candidates for their organisations

The major challenges faced by the HR in recruitment are

Adaptability to globalization ndash The HR professionals are expected and

required to keep in tune with the changing times ie the changes taking

place across the globe HR should maintain the timeliness of the process

Lack of motivation ndash Recruitment is considered to be a thankless job

Even if the organisation is achieving results HR department or

professionals are not thanked for recruiting the right employees and

performers

Process analysis ndash The immediacy and speed of the recruitment process

are the main concerns of the HR in recruitment The process should be

flexible adaptive and responsive to the immediate requirements The

recruitment process should also be cost effective

Strategic prioritization ndash The emerging new systems are both an

opportunity as well as a challenge for the HR professionals Therefore

reviewing staffing needs and prioritizing the tasks to meet the changes in

the market has become a challenge for the recruitment professionals

45

1048707 Job seekers who demand confidentiality in the recruitment process may be

reluctant to use the Internet as a job search mechanism

For effectiveness in the use of the strategy of e-Recruiting companies are advised to

1048707 use specialised Job Sites that cater to specific industries

1048707 thoroughly assess the service level provided by Job Sites to ensure that they

maintain the level they claim to provide

1048707 enhance the Corporate Web Site as a tool to encourage potential job seekers to

become interested in joining the company

1048707 take advantage of the fact that Internet job advertisements have no space

limitations so recruiters can use longer job descriptions to fully describe the

company job requirements and working conditions offered

1048707 use valid Search Engines that will sort candidates effectively but will not

discriminate against any persons or groups

1048707 create attention-grabbing newspaper advertisements that prompt people to visit

the companyrsquos website They will then see all vacancies that are advertised

1048707 encourage employees to e-mail job advertisements to friends

1048707 design and implement a successful e-Recruitment strategy

COLLEGE RECRUITMENT

College recruiting ndash sending an employerrsquos representatives to college campuses to

prescreen applicants and create an applicant pool from that collegersquos graduating class ndash

34

is an important source of management trainees promotable [entry-level] candidates

and professional and technical employees To get the best out of this hiring strategy the

organisation and its career opportunities must be made to stand out Human resource

professionals are aware that few college students and potential graduates know where

their careers will take them over the next fifteen to twenty years Therefore many of the

criteria used by students to select the first job may be quite arbitrary The organisation

that will succeed then is one can show how the work it offers meets studentsrsquo needs

for skill enhancement rewarding opportunities personal satisfaction flexibility and

compensation

Two major advantages of this strategy are the cost (which is higher than word-of-mouth

recruiting but lower than advertising in the media or using an employment agency) and

the convenience (since many candidates can be interviewed in a short time in the

same location with space and administrative support provided by the college itself)

Unfortunately suitable candidates become available only at certain times of the year

which may not always suit the needs of the hiring organisation Another major

disadvantage of college recruiting is the lack of experience and the inflated expectations

of new graduates and the cost of hiring graduates for entry-level positions that may not

require a college degree

College recruitment also offers opportunities for internships These programmes may

provide the organisations with quality employees at low cost per hire Some interns are

hired at low cost (perhaps minimum wage) and are offered work experience Interns are

able to hone business skills check out potential employers and learn more about

employersrsquo likes and dislikes before making final career choices Some of the better

interns are recruited after graduation

College recruitment is relatively expensive and time consuming for the recruiting

company The process involves screening the candidate that is determining whether

heshe is worthy of further consideration and marketing the company as a preferred

place of employment

35

An alternate strategy for college recruitment is the career planning workshop These

activities are usually (but not exclusively) associated with adolescent school leavers

They do not immediately produce ready candidates for the job market but provide the

opportunity for an organisation to present itself as an employer worthy of consideration

Co-ordinators of career planning workshops co-opt professionals and organisations to

present career options to potential school leavers in a controlled setting so as to lay out

the range of possibilities to young job seekers Career planning workshops are used

mainly as information-giving tools which the school leaver can use to make informed

career choices Some organisations use the workshops as a base for internships

Recruiters may not be employees of the company but paid professionals who have

been trained to perform the function

JOB FAIRSThe concept of a job fair is to bring those interested in finding a job into those

companies who are searching for applicants Job fairs are open fora at which employers

can exhibit the best their companies have to offer so that job seekers can make

informed choices They are considered one of the most effective ways for job seekers to

land jobs

At the job fair employers have a large pool of candidates on which to draw while job

seekers have the opportunity to shop around for dozens ndash sometimes hundreds ndash of

employers all in one place

Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an

interview employers are still on the look out for qualified potential employees who have

interest dedication and initiative

MAINTAINING EQUITY IN THE RECRUITMENT PROCESS

It is often difficult to ensure and maintain fairnessequity in the recruitment process

36

although in every jurisdiction there are laws that protect individuals and vulnerable

groups from the negative impact of discriminatory practices Where necessary systems

detailed procedures and processes exist or must be established to minimise

discrimination

The usual format of job fairs is to have several companies set up information stations at

an expo with at least one representative of the company present to provide information

The fairs usually have a common theme or are specific to a certain field or area of

interest Interested individuals browse through the information provided by each

company and then decide which company if any they would like to apply to They have

the opportunity to talk with a current employee of specific companies to learn more

about the employment experience

Each country designatesidentifies a group or groups for special notice women visible

minorities and the disabled are usual targets The Government of Canada in

articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated

groups as employment equity targets women Aboriginal people members of visible

minority groups persons with disabilities In the legislation managersrsquo responsibilities

for employment equity are stated as

bull Ensuring effective overall performance and continuous progress of the

employment equity goals within the operation

bull Achieving fostering and maintaining a representative workforce

bull Showing leadership in employment equity and demonstrating commitment to it by

ensuring that discrimination and stereotyping are not tolerated and

bull Informing and educating employees in the organisation about employment equity

and diversity

37

OUTSOURCING RECRUITMENT

OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice

being followed by middle amp large sized organizations It is being witnessed across all the

industries In India the HR processes are being outsourced from nearly a decade now

Outsourcing industry is growing at high rate

HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the

expert services of a third party ( generally professional consultants) to take care of its HR

functions while HR management can focus on the strategic dimension of their function The

functions that are typically outsourced are the functions that need expertise relevant

experience knowledge amp best methods amp practices This has given rise to outsourcing the

various HR functions of an organisation HR Consultancies such as Ma Foi and Planman

Consulting provide such services through expert professional consultants Human resources

business process outsourcing (HR BPO) is a major component of the worldwide BPO market

Performance management outsourcing involves all the performance monitoring measurement

management being outsourced from a third party or an external organisation

Many organizations have started outsourcing its recruitment process ie transferring all or

some part of its recruitment process to an external consultant providing the recruitment

services It is commonly known as RPO ie recruitment process outsourcing More and more

medium and large sized organizations are outsourcing their recruitment process right from the

entry level jobs to the C-level jobs

The present value of the recruitment process outsourcing industry (RPO) in India is estimated

to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next

couple of years According to a recent survey only 8-10 per cent of the Indian companies are

complete recruitment processes However the number of companies outsourcing their

recruitment processes is increasing at a very fast rate and so is the percentage of their total

recruitment processes being outsourced

38

Outsourcing organizations strive for providing cost saving benefits to their clients One of the

major advantages to organizations who outsource their recruitment process is that it helps to

save up to as much as 40 per cent of their recruitment costs With the experience expertise

and the economies of scale of the third party organizations are able to improve the quality of

the recruits and the speed of the whole process Also outsourcing enables the human

resource professionals of organizations to focus on the core and other HR and strategic

issues Outsourcing also gives a structured approach to the whole process of recruitment with

the ultimate power of decision making of recruiting with the organisation itself The portion of

the recruitment cycle that is outsourced range from preparing job descriptions to arranging

interviews the activities that consume almost 70 per cent of the time of the whole recruitment

process

Outsourcing the recruitment processes for a sector like BPO which faces an attrition of

almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and

focus on other issues like retention The job seekers are also availing the services of the third

parties (consultants) for accessing the latest job opportunities

In India the trend of outsourcing recruitment is also catching up fast For example Vodafone

outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)

Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to

outsource 50 per cent of its recruitment processes

ADVANTAGES OF OUTSOURCING RECRUITMENT

Traditionally recruitment is seen as the cost incurring process in an organization

HR outsoucing helps the HR professionals of the organization to concentrate on

the strategic functions of amp processes of human resource management rather

than wasting their efforts time amp money on the routine workOutsourcing the

recruitment process helps to cut the recruitment costs to 20 and also provide

economies of scale to the large sized organizatons

39

The major advantages of outsourcing recruitment performance management

are

Outsourcing is beneficial for both the corporate organisations that use the

outsourcing services as well as the consultancies that provide the service to the

corporates Apart from increasing their revenues outsourcing Process provides

business opportunities to the service providers enhancing the skill set of the

service providers and exposure to the different corporate experiences thereby

increasing their expertise

The advantages accruing to the corporate are

turning the managements focus to strategic level processes of HRM

accessibility to the expertise of the service providers

40

freedom from red tape and adhering to strict rules and regulations

optimal resource utilisation

structured and fair performance management

a satisfied and hence highly productive employees

value creation operational flexibility and competitive advantage

Therefore outsourcing helps both the organisations and the consultancies to grow

and perform better

41

OUTSOURCING PROCESS

42

MANAGING RECRUITMENT

ROI ON RECRUITMENT

Before making any investment every organisation would want to evaluate the

investment by answering the following questions in quantifiable terms

What are the costs and the corresponding and related risks on the

investment

What are the expected returns of the investment

What is the expected pay-back period of the investment

An organisation makes a tremendous amount of investment in its recruitment

processes

A lot of resources like time and money are spent on recruitment processes of an

organisation But assessing or quantifying the returns on the recruitment process

or calculating the return on investment (ROI) on recruitment is a complicated task

for an organisation Indeed it is difficult to judge the success of their recruitment

processes Instead recruitment is one activity that continues in an organisation

without anyone ever realizing its worth or measuring its impact on the

organisationrsquos business

According to a survey 38 of organisations do not prepare or produce any kind

of documents or reports on their The recruitment processes and there is no

accountability of the HR department for the costs incurred and the opportunities

missed

With the increasing strategic focus on the human resources more and more

organisations are adopting one or the other way for calculating the ROI on its

recruitments Many organisations are examining their HR functions and

43

processes and are trying to quantify their results and returns

A recruitment professional or manager can calculate and maximize the return on

investments on its organisationrsquos recruitment by

Clear definition of the results to be achieved from recruitment

Developing methods and ways measuring the results like the time ndash to ndash

hire cost-Per-Hire and effectiveness of the recruitment source etc

Estimating the costs associated with the recruitment project

Estimating the tangible and intangible benefits to the organization including

the payback period of the recruitments

Providing and ensuring proper training and development of the recruitment

professionals

Assessing the ROI on recruitments can assist an organisation to strengthen its

HR processes improving its recruitment function and to build a strategic human

resource advantage for the organisation

HR CHALLENGE IN RECRUITMENT

Recruitment is a function that requires business perspective expertise ability to

find and match the best potential candidate for the organisation diplomacy

marketing skills ( as to sell the position to the candidate) and wisdom to align the

recruitment processes for the benefit of the organizationThe HR professionals ndash

handling the recruitment function of the organization ndash are constantly facing new

CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN

RECRUITMENT for such professionals is to source or recruit the best people or

44

potential candidate for the organisation

In the last few years the job market has undergone some fundamental changes

in terms of technologies sources of recruitment competetion in the market etc In

an already saturated job market where the practices like poaching and raiding

are gaining momentum

HR professionals are constantly facing new challenges in one of their most

important function- recruitment They have to face and conquer various

challenges to find the best candidates for their organisations

The major challenges faced by the HR in recruitment are

Adaptability to globalization ndash The HR professionals are expected and

required to keep in tune with the changing times ie the changes taking

place across the globe HR should maintain the timeliness of the process

Lack of motivation ndash Recruitment is considered to be a thankless job

Even if the organisation is achieving results HR department or

professionals are not thanked for recruiting the right employees and

performers

Process analysis ndash The immediacy and speed of the recruitment process

are the main concerns of the HR in recruitment The process should be

flexible adaptive and responsive to the immediate requirements The

recruitment process should also be cost effective

Strategic prioritization ndash The emerging new systems are both an

opportunity as well as a challenge for the HR professionals Therefore

reviewing staffing needs and prioritizing the tasks to meet the changes in

the market has become a challenge for the recruitment professionals

45

is an important source of management trainees promotable [entry-level] candidates

and professional and technical employees To get the best out of this hiring strategy the

organisation and its career opportunities must be made to stand out Human resource

professionals are aware that few college students and potential graduates know where

their careers will take them over the next fifteen to twenty years Therefore many of the

criteria used by students to select the first job may be quite arbitrary The organisation

that will succeed then is one can show how the work it offers meets studentsrsquo needs

for skill enhancement rewarding opportunities personal satisfaction flexibility and

compensation

Two major advantages of this strategy are the cost (which is higher than word-of-mouth

recruiting but lower than advertising in the media or using an employment agency) and

the convenience (since many candidates can be interviewed in a short time in the

same location with space and administrative support provided by the college itself)

Unfortunately suitable candidates become available only at certain times of the year

which may not always suit the needs of the hiring organisation Another major

disadvantage of college recruiting is the lack of experience and the inflated expectations

of new graduates and the cost of hiring graduates for entry-level positions that may not

require a college degree

College recruitment also offers opportunities for internships These programmes may

provide the organisations with quality employees at low cost per hire Some interns are

hired at low cost (perhaps minimum wage) and are offered work experience Interns are

able to hone business skills check out potential employers and learn more about

employersrsquo likes and dislikes before making final career choices Some of the better

interns are recruited after graduation

College recruitment is relatively expensive and time consuming for the recruiting

company The process involves screening the candidate that is determining whether

heshe is worthy of further consideration and marketing the company as a preferred

place of employment

35

An alternate strategy for college recruitment is the career planning workshop These

activities are usually (but not exclusively) associated with adolescent school leavers

They do not immediately produce ready candidates for the job market but provide the

opportunity for an organisation to present itself as an employer worthy of consideration

Co-ordinators of career planning workshops co-opt professionals and organisations to

present career options to potential school leavers in a controlled setting so as to lay out

the range of possibilities to young job seekers Career planning workshops are used

mainly as information-giving tools which the school leaver can use to make informed

career choices Some organisations use the workshops as a base for internships

Recruiters may not be employees of the company but paid professionals who have

been trained to perform the function

JOB FAIRSThe concept of a job fair is to bring those interested in finding a job into those

companies who are searching for applicants Job fairs are open fora at which employers

can exhibit the best their companies have to offer so that job seekers can make

informed choices They are considered one of the most effective ways for job seekers to

land jobs

At the job fair employers have a large pool of candidates on which to draw while job

seekers have the opportunity to shop around for dozens ndash sometimes hundreds ndash of

employers all in one place

Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an

interview employers are still on the look out for qualified potential employees who have

interest dedication and initiative

MAINTAINING EQUITY IN THE RECRUITMENT PROCESS

It is often difficult to ensure and maintain fairnessequity in the recruitment process

36

although in every jurisdiction there are laws that protect individuals and vulnerable

groups from the negative impact of discriminatory practices Where necessary systems

detailed procedures and processes exist or must be established to minimise

discrimination

The usual format of job fairs is to have several companies set up information stations at

an expo with at least one representative of the company present to provide information

The fairs usually have a common theme or are specific to a certain field or area of

interest Interested individuals browse through the information provided by each

company and then decide which company if any they would like to apply to They have

the opportunity to talk with a current employee of specific companies to learn more

about the employment experience

Each country designatesidentifies a group or groups for special notice women visible

minorities and the disabled are usual targets The Government of Canada in

articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated

groups as employment equity targets women Aboriginal people members of visible

minority groups persons with disabilities In the legislation managersrsquo responsibilities

for employment equity are stated as

bull Ensuring effective overall performance and continuous progress of the

employment equity goals within the operation

bull Achieving fostering and maintaining a representative workforce

bull Showing leadership in employment equity and demonstrating commitment to it by

ensuring that discrimination and stereotyping are not tolerated and

bull Informing and educating employees in the organisation about employment equity

and diversity

37

OUTSOURCING RECRUITMENT

OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice

being followed by middle amp large sized organizations It is being witnessed across all the

industries In India the HR processes are being outsourced from nearly a decade now

Outsourcing industry is growing at high rate

HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the

expert services of a third party ( generally professional consultants) to take care of its HR

functions while HR management can focus on the strategic dimension of their function The

functions that are typically outsourced are the functions that need expertise relevant

experience knowledge amp best methods amp practices This has given rise to outsourcing the

various HR functions of an organisation HR Consultancies such as Ma Foi and Planman

Consulting provide such services through expert professional consultants Human resources

business process outsourcing (HR BPO) is a major component of the worldwide BPO market

Performance management outsourcing involves all the performance monitoring measurement

management being outsourced from a third party or an external organisation

Many organizations have started outsourcing its recruitment process ie transferring all or

some part of its recruitment process to an external consultant providing the recruitment

services It is commonly known as RPO ie recruitment process outsourcing More and more

medium and large sized organizations are outsourcing their recruitment process right from the

entry level jobs to the C-level jobs

The present value of the recruitment process outsourcing industry (RPO) in India is estimated

to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next

couple of years According to a recent survey only 8-10 per cent of the Indian companies are

complete recruitment processes However the number of companies outsourcing their

recruitment processes is increasing at a very fast rate and so is the percentage of their total

recruitment processes being outsourced

38

Outsourcing organizations strive for providing cost saving benefits to their clients One of the

major advantages to organizations who outsource their recruitment process is that it helps to

save up to as much as 40 per cent of their recruitment costs With the experience expertise

and the economies of scale of the third party organizations are able to improve the quality of

the recruits and the speed of the whole process Also outsourcing enables the human

resource professionals of organizations to focus on the core and other HR and strategic

issues Outsourcing also gives a structured approach to the whole process of recruitment with

the ultimate power of decision making of recruiting with the organisation itself The portion of

the recruitment cycle that is outsourced range from preparing job descriptions to arranging

interviews the activities that consume almost 70 per cent of the time of the whole recruitment

process

Outsourcing the recruitment processes for a sector like BPO which faces an attrition of

almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and

focus on other issues like retention The job seekers are also availing the services of the third

parties (consultants) for accessing the latest job opportunities

In India the trend of outsourcing recruitment is also catching up fast For example Vodafone

outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)

Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to

outsource 50 per cent of its recruitment processes

ADVANTAGES OF OUTSOURCING RECRUITMENT

Traditionally recruitment is seen as the cost incurring process in an organization

HR outsoucing helps the HR professionals of the organization to concentrate on

the strategic functions of amp processes of human resource management rather

than wasting their efforts time amp money on the routine workOutsourcing the

recruitment process helps to cut the recruitment costs to 20 and also provide

economies of scale to the large sized organizatons

39

The major advantages of outsourcing recruitment performance management

are

Outsourcing is beneficial for both the corporate organisations that use the

outsourcing services as well as the consultancies that provide the service to the

corporates Apart from increasing their revenues outsourcing Process provides

business opportunities to the service providers enhancing the skill set of the

service providers and exposure to the different corporate experiences thereby

increasing their expertise

The advantages accruing to the corporate are

turning the managements focus to strategic level processes of HRM

accessibility to the expertise of the service providers

40

freedom from red tape and adhering to strict rules and regulations

optimal resource utilisation

structured and fair performance management

a satisfied and hence highly productive employees

value creation operational flexibility and competitive advantage

Therefore outsourcing helps both the organisations and the consultancies to grow

and perform better

41

OUTSOURCING PROCESS

42

MANAGING RECRUITMENT

ROI ON RECRUITMENT

Before making any investment every organisation would want to evaluate the

investment by answering the following questions in quantifiable terms

What are the costs and the corresponding and related risks on the

investment

What are the expected returns of the investment

What is the expected pay-back period of the investment

An organisation makes a tremendous amount of investment in its recruitment

processes

A lot of resources like time and money are spent on recruitment processes of an

organisation But assessing or quantifying the returns on the recruitment process

or calculating the return on investment (ROI) on recruitment is a complicated task

for an organisation Indeed it is difficult to judge the success of their recruitment

processes Instead recruitment is one activity that continues in an organisation

without anyone ever realizing its worth or measuring its impact on the

organisationrsquos business

According to a survey 38 of organisations do not prepare or produce any kind

of documents or reports on their The recruitment processes and there is no

accountability of the HR department for the costs incurred and the opportunities

missed

With the increasing strategic focus on the human resources more and more

organisations are adopting one or the other way for calculating the ROI on its

recruitments Many organisations are examining their HR functions and

43

processes and are trying to quantify their results and returns

A recruitment professional or manager can calculate and maximize the return on

investments on its organisationrsquos recruitment by

Clear definition of the results to be achieved from recruitment

Developing methods and ways measuring the results like the time ndash to ndash

hire cost-Per-Hire and effectiveness of the recruitment source etc

Estimating the costs associated with the recruitment project

Estimating the tangible and intangible benefits to the organization including

the payback period of the recruitments

Providing and ensuring proper training and development of the recruitment

professionals

Assessing the ROI on recruitments can assist an organisation to strengthen its

HR processes improving its recruitment function and to build a strategic human

resource advantage for the organisation

HR CHALLENGE IN RECRUITMENT

Recruitment is a function that requires business perspective expertise ability to

find and match the best potential candidate for the organisation diplomacy

marketing skills ( as to sell the position to the candidate) and wisdom to align the

recruitment processes for the benefit of the organizationThe HR professionals ndash

handling the recruitment function of the organization ndash are constantly facing new

CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN

RECRUITMENT for such professionals is to source or recruit the best people or

44

potential candidate for the organisation

In the last few years the job market has undergone some fundamental changes

in terms of technologies sources of recruitment competetion in the market etc In

an already saturated job market where the practices like poaching and raiding

are gaining momentum

HR professionals are constantly facing new challenges in one of their most

important function- recruitment They have to face and conquer various

challenges to find the best candidates for their organisations

The major challenges faced by the HR in recruitment are

Adaptability to globalization ndash The HR professionals are expected and

required to keep in tune with the changing times ie the changes taking

place across the globe HR should maintain the timeliness of the process

Lack of motivation ndash Recruitment is considered to be a thankless job

Even if the organisation is achieving results HR department or

professionals are not thanked for recruiting the right employees and

performers

Process analysis ndash The immediacy and speed of the recruitment process

are the main concerns of the HR in recruitment The process should be

flexible adaptive and responsive to the immediate requirements The

recruitment process should also be cost effective

Strategic prioritization ndash The emerging new systems are both an

opportunity as well as a challenge for the HR professionals Therefore

reviewing staffing needs and prioritizing the tasks to meet the changes in

the market has become a challenge for the recruitment professionals

45

An alternate strategy for college recruitment is the career planning workshop These

activities are usually (but not exclusively) associated with adolescent school leavers

They do not immediately produce ready candidates for the job market but provide the

opportunity for an organisation to present itself as an employer worthy of consideration

Co-ordinators of career planning workshops co-opt professionals and organisations to

present career options to potential school leavers in a controlled setting so as to lay out

the range of possibilities to young job seekers Career planning workshops are used

mainly as information-giving tools which the school leaver can use to make informed

career choices Some organisations use the workshops as a base for internships

Recruiters may not be employees of the company but paid professionals who have

been trained to perform the function

JOB FAIRSThe concept of a job fair is to bring those interested in finding a job into those

companies who are searching for applicants Job fairs are open fora at which employers

can exhibit the best their companies have to offer so that job seekers can make

informed choices They are considered one of the most effective ways for job seekers to

land jobs

At the job fair employers have a large pool of candidates on which to draw while job

seekers have the opportunity to shop around for dozens ndash sometimes hundreds ndash of

employers all in one place

Notwithstanding the fact that the atmosphere at the fair is more relaxed than at an

interview employers are still on the look out for qualified potential employees who have

interest dedication and initiative

MAINTAINING EQUITY IN THE RECRUITMENT PROCESS

It is often difficult to ensure and maintain fairnessequity in the recruitment process

36

although in every jurisdiction there are laws that protect individuals and vulnerable

groups from the negative impact of discriminatory practices Where necessary systems

detailed procedures and processes exist or must be established to minimise

discrimination

The usual format of job fairs is to have several companies set up information stations at

an expo with at least one representative of the company present to provide information

The fairs usually have a common theme or are specific to a certain field or area of

interest Interested individuals browse through the information provided by each

company and then decide which company if any they would like to apply to They have

the opportunity to talk with a current employee of specific companies to learn more

about the employment experience

Each country designatesidentifies a group or groups for special notice women visible

minorities and the disabled are usual targets The Government of Canada in

articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated

groups as employment equity targets women Aboriginal people members of visible

minority groups persons with disabilities In the legislation managersrsquo responsibilities

for employment equity are stated as

bull Ensuring effective overall performance and continuous progress of the

employment equity goals within the operation

bull Achieving fostering and maintaining a representative workforce

bull Showing leadership in employment equity and demonstrating commitment to it by

ensuring that discrimination and stereotyping are not tolerated and

bull Informing and educating employees in the organisation about employment equity

and diversity

37

OUTSOURCING RECRUITMENT

OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice

being followed by middle amp large sized organizations It is being witnessed across all the

industries In India the HR processes are being outsourced from nearly a decade now

Outsourcing industry is growing at high rate

HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the

expert services of a third party ( generally professional consultants) to take care of its HR

functions while HR management can focus on the strategic dimension of their function The

functions that are typically outsourced are the functions that need expertise relevant

experience knowledge amp best methods amp practices This has given rise to outsourcing the

various HR functions of an organisation HR Consultancies such as Ma Foi and Planman

Consulting provide such services through expert professional consultants Human resources

business process outsourcing (HR BPO) is a major component of the worldwide BPO market

Performance management outsourcing involves all the performance monitoring measurement

management being outsourced from a third party or an external organisation

Many organizations have started outsourcing its recruitment process ie transferring all or

some part of its recruitment process to an external consultant providing the recruitment

services It is commonly known as RPO ie recruitment process outsourcing More and more

medium and large sized organizations are outsourcing their recruitment process right from the

entry level jobs to the C-level jobs

The present value of the recruitment process outsourcing industry (RPO) in India is estimated

to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next

couple of years According to a recent survey only 8-10 per cent of the Indian companies are

complete recruitment processes However the number of companies outsourcing their

recruitment processes is increasing at a very fast rate and so is the percentage of their total

recruitment processes being outsourced

38

Outsourcing organizations strive for providing cost saving benefits to their clients One of the

major advantages to organizations who outsource their recruitment process is that it helps to

save up to as much as 40 per cent of their recruitment costs With the experience expertise

and the economies of scale of the third party organizations are able to improve the quality of

the recruits and the speed of the whole process Also outsourcing enables the human

resource professionals of organizations to focus on the core and other HR and strategic

issues Outsourcing also gives a structured approach to the whole process of recruitment with

the ultimate power of decision making of recruiting with the organisation itself The portion of

the recruitment cycle that is outsourced range from preparing job descriptions to arranging

interviews the activities that consume almost 70 per cent of the time of the whole recruitment

process

Outsourcing the recruitment processes for a sector like BPO which faces an attrition of

almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and

focus on other issues like retention The job seekers are also availing the services of the third

parties (consultants) for accessing the latest job opportunities

In India the trend of outsourcing recruitment is also catching up fast For example Vodafone

outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)

Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to

outsource 50 per cent of its recruitment processes

ADVANTAGES OF OUTSOURCING RECRUITMENT

Traditionally recruitment is seen as the cost incurring process in an organization

HR outsoucing helps the HR professionals of the organization to concentrate on

the strategic functions of amp processes of human resource management rather

than wasting their efforts time amp money on the routine workOutsourcing the

recruitment process helps to cut the recruitment costs to 20 and also provide

economies of scale to the large sized organizatons

39

The major advantages of outsourcing recruitment performance management

are

Outsourcing is beneficial for both the corporate organisations that use the

outsourcing services as well as the consultancies that provide the service to the

corporates Apart from increasing their revenues outsourcing Process provides

business opportunities to the service providers enhancing the skill set of the

service providers and exposure to the different corporate experiences thereby

increasing their expertise

The advantages accruing to the corporate are

turning the managements focus to strategic level processes of HRM

accessibility to the expertise of the service providers

40

freedom from red tape and adhering to strict rules and regulations

optimal resource utilisation

structured and fair performance management

a satisfied and hence highly productive employees

value creation operational flexibility and competitive advantage

Therefore outsourcing helps both the organisations and the consultancies to grow

and perform better

41

OUTSOURCING PROCESS

42

MANAGING RECRUITMENT

ROI ON RECRUITMENT

Before making any investment every organisation would want to evaluate the

investment by answering the following questions in quantifiable terms

What are the costs and the corresponding and related risks on the

investment

What are the expected returns of the investment

What is the expected pay-back period of the investment

An organisation makes a tremendous amount of investment in its recruitment

processes

A lot of resources like time and money are spent on recruitment processes of an

organisation But assessing or quantifying the returns on the recruitment process

or calculating the return on investment (ROI) on recruitment is a complicated task

for an organisation Indeed it is difficult to judge the success of their recruitment

processes Instead recruitment is one activity that continues in an organisation

without anyone ever realizing its worth or measuring its impact on the

organisationrsquos business

According to a survey 38 of organisations do not prepare or produce any kind

of documents or reports on their The recruitment processes and there is no

accountability of the HR department for the costs incurred and the opportunities

missed

With the increasing strategic focus on the human resources more and more

organisations are adopting one or the other way for calculating the ROI on its

recruitments Many organisations are examining their HR functions and

43

processes and are trying to quantify their results and returns

A recruitment professional or manager can calculate and maximize the return on

investments on its organisationrsquos recruitment by

Clear definition of the results to be achieved from recruitment

Developing methods and ways measuring the results like the time ndash to ndash

hire cost-Per-Hire and effectiveness of the recruitment source etc

Estimating the costs associated with the recruitment project

Estimating the tangible and intangible benefits to the organization including

the payback period of the recruitments

Providing and ensuring proper training and development of the recruitment

professionals

Assessing the ROI on recruitments can assist an organisation to strengthen its

HR processes improving its recruitment function and to build a strategic human

resource advantage for the organisation

HR CHALLENGE IN RECRUITMENT

Recruitment is a function that requires business perspective expertise ability to

find and match the best potential candidate for the organisation diplomacy

marketing skills ( as to sell the position to the candidate) and wisdom to align the

recruitment processes for the benefit of the organizationThe HR professionals ndash

handling the recruitment function of the organization ndash are constantly facing new

CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN

RECRUITMENT for such professionals is to source or recruit the best people or

44

potential candidate for the organisation

In the last few years the job market has undergone some fundamental changes

in terms of technologies sources of recruitment competetion in the market etc In

an already saturated job market where the practices like poaching and raiding

are gaining momentum

HR professionals are constantly facing new challenges in one of their most

important function- recruitment They have to face and conquer various

challenges to find the best candidates for their organisations

The major challenges faced by the HR in recruitment are

Adaptability to globalization ndash The HR professionals are expected and

required to keep in tune with the changing times ie the changes taking

place across the globe HR should maintain the timeliness of the process

Lack of motivation ndash Recruitment is considered to be a thankless job

Even if the organisation is achieving results HR department or

professionals are not thanked for recruiting the right employees and

performers

Process analysis ndash The immediacy and speed of the recruitment process

are the main concerns of the HR in recruitment The process should be

flexible adaptive and responsive to the immediate requirements The

recruitment process should also be cost effective

Strategic prioritization ndash The emerging new systems are both an

opportunity as well as a challenge for the HR professionals Therefore

reviewing staffing needs and prioritizing the tasks to meet the changes in

the market has become a challenge for the recruitment professionals

45

although in every jurisdiction there are laws that protect individuals and vulnerable

groups from the negative impact of discriminatory practices Where necessary systems

detailed procedures and processes exist or must be established to minimise

discrimination

The usual format of job fairs is to have several companies set up information stations at

an expo with at least one representative of the company present to provide information

The fairs usually have a common theme or are specific to a certain field or area of

interest Interested individuals browse through the information provided by each

company and then decide which company if any they would like to apply to They have

the opportunity to talk with a current employee of specific companies to learn more

about the employment experience

Each country designatesidentifies a group or groups for special notice women visible

minorities and the disabled are usual targets The Government of Canada in

articulating its ldquoEmployment Equity Act and Regulationsrdquo identified four designated

groups as employment equity targets women Aboriginal people members of visible

minority groups persons with disabilities In the legislation managersrsquo responsibilities

for employment equity are stated as

bull Ensuring effective overall performance and continuous progress of the

employment equity goals within the operation

bull Achieving fostering and maintaining a representative workforce

bull Showing leadership in employment equity and demonstrating commitment to it by

ensuring that discrimination and stereotyping are not tolerated and

bull Informing and educating employees in the organisation about employment equity

and diversity

37

OUTSOURCING RECRUITMENT

OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice

being followed by middle amp large sized organizations It is being witnessed across all the

industries In India the HR processes are being outsourced from nearly a decade now

Outsourcing industry is growing at high rate

HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the

expert services of a third party ( generally professional consultants) to take care of its HR

functions while HR management can focus on the strategic dimension of their function The

functions that are typically outsourced are the functions that need expertise relevant

experience knowledge amp best methods amp practices This has given rise to outsourcing the

various HR functions of an organisation HR Consultancies such as Ma Foi and Planman

Consulting provide such services through expert professional consultants Human resources

business process outsourcing (HR BPO) is a major component of the worldwide BPO market

Performance management outsourcing involves all the performance monitoring measurement

management being outsourced from a third party or an external organisation

Many organizations have started outsourcing its recruitment process ie transferring all or

some part of its recruitment process to an external consultant providing the recruitment

services It is commonly known as RPO ie recruitment process outsourcing More and more

medium and large sized organizations are outsourcing their recruitment process right from the

entry level jobs to the C-level jobs

The present value of the recruitment process outsourcing industry (RPO) in India is estimated

to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next

couple of years According to a recent survey only 8-10 per cent of the Indian companies are

complete recruitment processes However the number of companies outsourcing their

recruitment processes is increasing at a very fast rate and so is the percentage of their total

recruitment processes being outsourced

38

Outsourcing organizations strive for providing cost saving benefits to their clients One of the

major advantages to organizations who outsource their recruitment process is that it helps to

save up to as much as 40 per cent of their recruitment costs With the experience expertise

and the economies of scale of the third party organizations are able to improve the quality of

the recruits and the speed of the whole process Also outsourcing enables the human

resource professionals of organizations to focus on the core and other HR and strategic

issues Outsourcing also gives a structured approach to the whole process of recruitment with

the ultimate power of decision making of recruiting with the organisation itself The portion of

the recruitment cycle that is outsourced range from preparing job descriptions to arranging

interviews the activities that consume almost 70 per cent of the time of the whole recruitment

process

Outsourcing the recruitment processes for a sector like BPO which faces an attrition of

almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and

focus on other issues like retention The job seekers are also availing the services of the third

parties (consultants) for accessing the latest job opportunities

In India the trend of outsourcing recruitment is also catching up fast For example Vodafone

outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)

Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to

outsource 50 per cent of its recruitment processes

ADVANTAGES OF OUTSOURCING RECRUITMENT

Traditionally recruitment is seen as the cost incurring process in an organization

HR outsoucing helps the HR professionals of the organization to concentrate on

the strategic functions of amp processes of human resource management rather

than wasting their efforts time amp money on the routine workOutsourcing the

recruitment process helps to cut the recruitment costs to 20 and also provide

economies of scale to the large sized organizatons

39

The major advantages of outsourcing recruitment performance management

are

Outsourcing is beneficial for both the corporate organisations that use the

outsourcing services as well as the consultancies that provide the service to the

corporates Apart from increasing their revenues outsourcing Process provides

business opportunities to the service providers enhancing the skill set of the

service providers and exposure to the different corporate experiences thereby

increasing their expertise

The advantages accruing to the corporate are

turning the managements focus to strategic level processes of HRM

accessibility to the expertise of the service providers

40

freedom from red tape and adhering to strict rules and regulations

optimal resource utilisation

structured and fair performance management

a satisfied and hence highly productive employees

value creation operational flexibility and competitive advantage

Therefore outsourcing helps both the organisations and the consultancies to grow

and perform better

41

OUTSOURCING PROCESS

42

MANAGING RECRUITMENT

ROI ON RECRUITMENT

Before making any investment every organisation would want to evaluate the

investment by answering the following questions in quantifiable terms

What are the costs and the corresponding and related risks on the

investment

What are the expected returns of the investment

What is the expected pay-back period of the investment

An organisation makes a tremendous amount of investment in its recruitment

processes

A lot of resources like time and money are spent on recruitment processes of an

organisation But assessing or quantifying the returns on the recruitment process

or calculating the return on investment (ROI) on recruitment is a complicated task

for an organisation Indeed it is difficult to judge the success of their recruitment

processes Instead recruitment is one activity that continues in an organisation

without anyone ever realizing its worth or measuring its impact on the

organisationrsquos business

According to a survey 38 of organisations do not prepare or produce any kind

of documents or reports on their The recruitment processes and there is no

accountability of the HR department for the costs incurred and the opportunities

missed

With the increasing strategic focus on the human resources more and more

organisations are adopting one or the other way for calculating the ROI on its

recruitments Many organisations are examining their HR functions and

43

processes and are trying to quantify their results and returns

A recruitment professional or manager can calculate and maximize the return on

investments on its organisationrsquos recruitment by

Clear definition of the results to be achieved from recruitment

Developing methods and ways measuring the results like the time ndash to ndash

hire cost-Per-Hire and effectiveness of the recruitment source etc

Estimating the costs associated with the recruitment project

Estimating the tangible and intangible benefits to the organization including

the payback period of the recruitments

Providing and ensuring proper training and development of the recruitment

professionals

Assessing the ROI on recruitments can assist an organisation to strengthen its

HR processes improving its recruitment function and to build a strategic human

resource advantage for the organisation

HR CHALLENGE IN RECRUITMENT

Recruitment is a function that requires business perspective expertise ability to

find and match the best potential candidate for the organisation diplomacy

marketing skills ( as to sell the position to the candidate) and wisdom to align the

recruitment processes for the benefit of the organizationThe HR professionals ndash

handling the recruitment function of the organization ndash are constantly facing new

CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN

RECRUITMENT for such professionals is to source or recruit the best people or

44

potential candidate for the organisation

In the last few years the job market has undergone some fundamental changes

in terms of technologies sources of recruitment competetion in the market etc In

an already saturated job market where the practices like poaching and raiding

are gaining momentum

HR professionals are constantly facing new challenges in one of their most

important function- recruitment They have to face and conquer various

challenges to find the best candidates for their organisations

The major challenges faced by the HR in recruitment are

Adaptability to globalization ndash The HR professionals are expected and

required to keep in tune with the changing times ie the changes taking

place across the globe HR should maintain the timeliness of the process

Lack of motivation ndash Recruitment is considered to be a thankless job

Even if the organisation is achieving results HR department or

professionals are not thanked for recruiting the right employees and

performers

Process analysis ndash The immediacy and speed of the recruitment process

are the main concerns of the HR in recruitment The process should be

flexible adaptive and responsive to the immediate requirements The

recruitment process should also be cost effective

Strategic prioritization ndash The emerging new systems are both an

opportunity as well as a challenge for the HR professionals Therefore

reviewing staffing needs and prioritizing the tasks to meet the changes in

the market has become a challenge for the recruitment professionals

45

OUTSOURCING RECRUITMENT

OUTSOURCING RECRUITMENT is the human resource (HR) process is the latest practice

being followed by middle amp large sized organizations It is being witnessed across all the

industries In India the HR processes are being outsourced from nearly a decade now

Outsourcing industry is growing at high rate

HUMAN RESOURCE OUTSOURCING refers to the process in which an organisation uses the

expert services of a third party ( generally professional consultants) to take care of its HR

functions while HR management can focus on the strategic dimension of their function The

functions that are typically outsourced are the functions that need expertise relevant

experience knowledge amp best methods amp practices This has given rise to outsourcing the

various HR functions of an organisation HR Consultancies such as Ma Foi and Planman

Consulting provide such services through expert professional consultants Human resources

business process outsourcing (HR BPO) is a major component of the worldwide BPO market

Performance management outsourcing involves all the performance monitoring measurement

management being outsourced from a third party or an external organisation

Many organizations have started outsourcing its recruitment process ie transferring all or

some part of its recruitment process to an external consultant providing the recruitment

services It is commonly known as RPO ie recruitment process outsourcing More and more

medium and large sized organizations are outsourcing their recruitment process right from the

entry level jobs to the C-level jobs

The present value of the recruitment process outsourcing industry (RPO) in India is estimated

to be $25 billion and it is expected to grow at the annual rate of 30-40 per cent for the next

couple of years According to a recent survey only 8-10 per cent of the Indian companies are

complete recruitment processes However the number of companies outsourcing their

recruitment processes is increasing at a very fast rate and so is the percentage of their total

recruitment processes being outsourced

38

Outsourcing organizations strive for providing cost saving benefits to their clients One of the

major advantages to organizations who outsource their recruitment process is that it helps to

save up to as much as 40 per cent of their recruitment costs With the experience expertise

and the economies of scale of the third party organizations are able to improve the quality of

the recruits and the speed of the whole process Also outsourcing enables the human

resource professionals of organizations to focus on the core and other HR and strategic

issues Outsourcing also gives a structured approach to the whole process of recruitment with

the ultimate power of decision making of recruiting with the organisation itself The portion of

the recruitment cycle that is outsourced range from preparing job descriptions to arranging

interviews the activities that consume almost 70 per cent of the time of the whole recruitment

process

Outsourcing the recruitment processes for a sector like BPO which faces an attrition of

almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and

focus on other issues like retention The job seekers are also availing the services of the third

parties (consultants) for accessing the latest job opportunities

In India the trend of outsourcing recruitment is also catching up fast For example Vodafone

outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)

Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to

outsource 50 per cent of its recruitment processes

ADVANTAGES OF OUTSOURCING RECRUITMENT

Traditionally recruitment is seen as the cost incurring process in an organization

HR outsoucing helps the HR professionals of the organization to concentrate on

the strategic functions of amp processes of human resource management rather

than wasting their efforts time amp money on the routine workOutsourcing the

recruitment process helps to cut the recruitment costs to 20 and also provide

economies of scale to the large sized organizatons

39

The major advantages of outsourcing recruitment performance management

are

Outsourcing is beneficial for both the corporate organisations that use the

outsourcing services as well as the consultancies that provide the service to the

corporates Apart from increasing their revenues outsourcing Process provides

business opportunities to the service providers enhancing the skill set of the

service providers and exposure to the different corporate experiences thereby

increasing their expertise

The advantages accruing to the corporate are

turning the managements focus to strategic level processes of HRM

accessibility to the expertise of the service providers

40

freedom from red tape and adhering to strict rules and regulations

optimal resource utilisation

structured and fair performance management

a satisfied and hence highly productive employees

value creation operational flexibility and competitive advantage

Therefore outsourcing helps both the organisations and the consultancies to grow

and perform better

41

OUTSOURCING PROCESS

42

MANAGING RECRUITMENT

ROI ON RECRUITMENT

Before making any investment every organisation would want to evaluate the

investment by answering the following questions in quantifiable terms

What are the costs and the corresponding and related risks on the

investment

What are the expected returns of the investment

What is the expected pay-back period of the investment

An organisation makes a tremendous amount of investment in its recruitment

processes

A lot of resources like time and money are spent on recruitment processes of an

organisation But assessing or quantifying the returns on the recruitment process

or calculating the return on investment (ROI) on recruitment is a complicated task

for an organisation Indeed it is difficult to judge the success of their recruitment

processes Instead recruitment is one activity that continues in an organisation

without anyone ever realizing its worth or measuring its impact on the

organisationrsquos business

According to a survey 38 of organisations do not prepare or produce any kind

of documents or reports on their The recruitment processes and there is no

accountability of the HR department for the costs incurred and the opportunities

missed

With the increasing strategic focus on the human resources more and more

organisations are adopting one or the other way for calculating the ROI on its

recruitments Many organisations are examining their HR functions and

43

processes and are trying to quantify their results and returns

A recruitment professional or manager can calculate and maximize the return on

investments on its organisationrsquos recruitment by

Clear definition of the results to be achieved from recruitment

Developing methods and ways measuring the results like the time ndash to ndash

hire cost-Per-Hire and effectiveness of the recruitment source etc

Estimating the costs associated with the recruitment project

Estimating the tangible and intangible benefits to the organization including

the payback period of the recruitments

Providing and ensuring proper training and development of the recruitment

professionals

Assessing the ROI on recruitments can assist an organisation to strengthen its

HR processes improving its recruitment function and to build a strategic human

resource advantage for the organisation

HR CHALLENGE IN RECRUITMENT

Recruitment is a function that requires business perspective expertise ability to

find and match the best potential candidate for the organisation diplomacy

marketing skills ( as to sell the position to the candidate) and wisdom to align the

recruitment processes for the benefit of the organizationThe HR professionals ndash

handling the recruitment function of the organization ndash are constantly facing new

CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN

RECRUITMENT for such professionals is to source or recruit the best people or

44

potential candidate for the organisation

In the last few years the job market has undergone some fundamental changes

in terms of technologies sources of recruitment competetion in the market etc In

an already saturated job market where the practices like poaching and raiding

are gaining momentum

HR professionals are constantly facing new challenges in one of their most

important function- recruitment They have to face and conquer various

challenges to find the best candidates for their organisations

The major challenges faced by the HR in recruitment are

Adaptability to globalization ndash The HR professionals are expected and

required to keep in tune with the changing times ie the changes taking

place across the globe HR should maintain the timeliness of the process

Lack of motivation ndash Recruitment is considered to be a thankless job

Even if the organisation is achieving results HR department or

professionals are not thanked for recruiting the right employees and

performers

Process analysis ndash The immediacy and speed of the recruitment process

are the main concerns of the HR in recruitment The process should be

flexible adaptive and responsive to the immediate requirements The

recruitment process should also be cost effective

Strategic prioritization ndash The emerging new systems are both an

opportunity as well as a challenge for the HR professionals Therefore

reviewing staffing needs and prioritizing the tasks to meet the changes in

the market has become a challenge for the recruitment professionals

45

Outsourcing organizations strive for providing cost saving benefits to their clients One of the

major advantages to organizations who outsource their recruitment process is that it helps to

save up to as much as 40 per cent of their recruitment costs With the experience expertise

and the economies of scale of the third party organizations are able to improve the quality of

the recruits and the speed of the whole process Also outsourcing enables the human

resource professionals of organizations to focus on the core and other HR and strategic

issues Outsourcing also gives a structured approach to the whole process of recruitment with

the ultimate power of decision making of recruiting with the organisation itself The portion of

the recruitment cycle that is outsourced range from preparing job descriptions to arranging

interviews the activities that consume almost 70 per cent of the time of the whole recruitment

process

Outsourcing the recruitment processes for a sector like BPO which faces an attrition of

almost 50-60 per cent can help the companies in BPO sector to save costs tremendously and

focus on other issues like retention The job seekers are also availing the services of the third

parties (consultants) for accessing the latest job opportunities

In India the trend of outsourcing recruitment is also catching up fast For example Vodafone

outsources its recruitment activities to Alexander Mann Solutions (RPO service provider)

Wipro has outsourced its recruitment process to MeritTrac Yes bank is also known to

outsource 50 per cent of its recruitment processes

ADVANTAGES OF OUTSOURCING RECRUITMENT

Traditionally recruitment is seen as the cost incurring process in an organization

HR outsoucing helps the HR professionals of the organization to concentrate on

the strategic functions of amp processes of human resource management rather

than wasting their efforts time amp money on the routine workOutsourcing the

recruitment process helps to cut the recruitment costs to 20 and also provide

economies of scale to the large sized organizatons

39

The major advantages of outsourcing recruitment performance management

are

Outsourcing is beneficial for both the corporate organisations that use the

outsourcing services as well as the consultancies that provide the service to the

corporates Apart from increasing their revenues outsourcing Process provides

business opportunities to the service providers enhancing the skill set of the

service providers and exposure to the different corporate experiences thereby

increasing their expertise

The advantages accruing to the corporate are

turning the managements focus to strategic level processes of HRM

accessibility to the expertise of the service providers

40

freedom from red tape and adhering to strict rules and regulations

optimal resource utilisation

structured and fair performance management

a satisfied and hence highly productive employees

value creation operational flexibility and competitive advantage

Therefore outsourcing helps both the organisations and the consultancies to grow

and perform better

41

OUTSOURCING PROCESS

42

MANAGING RECRUITMENT

ROI ON RECRUITMENT

Before making any investment every organisation would want to evaluate the

investment by answering the following questions in quantifiable terms

What are the costs and the corresponding and related risks on the

investment

What are the expected returns of the investment

What is the expected pay-back period of the investment

An organisation makes a tremendous amount of investment in its recruitment

processes

A lot of resources like time and money are spent on recruitment processes of an

organisation But assessing or quantifying the returns on the recruitment process

or calculating the return on investment (ROI) on recruitment is a complicated task

for an organisation Indeed it is difficult to judge the success of their recruitment

processes Instead recruitment is one activity that continues in an organisation

without anyone ever realizing its worth or measuring its impact on the

organisationrsquos business

According to a survey 38 of organisations do not prepare or produce any kind

of documents or reports on their The recruitment processes and there is no

accountability of the HR department for the costs incurred and the opportunities

missed

With the increasing strategic focus on the human resources more and more

organisations are adopting one or the other way for calculating the ROI on its

recruitments Many organisations are examining their HR functions and

43

processes and are trying to quantify their results and returns

A recruitment professional or manager can calculate and maximize the return on

investments on its organisationrsquos recruitment by

Clear definition of the results to be achieved from recruitment

Developing methods and ways measuring the results like the time ndash to ndash

hire cost-Per-Hire and effectiveness of the recruitment source etc

Estimating the costs associated with the recruitment project

Estimating the tangible and intangible benefits to the organization including

the payback period of the recruitments

Providing and ensuring proper training and development of the recruitment

professionals

Assessing the ROI on recruitments can assist an organisation to strengthen its

HR processes improving its recruitment function and to build a strategic human

resource advantage for the organisation

HR CHALLENGE IN RECRUITMENT

Recruitment is a function that requires business perspective expertise ability to

find and match the best potential candidate for the organisation diplomacy

marketing skills ( as to sell the position to the candidate) and wisdom to align the

recruitment processes for the benefit of the organizationThe HR professionals ndash

handling the recruitment function of the organization ndash are constantly facing new

CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN

RECRUITMENT for such professionals is to source or recruit the best people or

44

potential candidate for the organisation

In the last few years the job market has undergone some fundamental changes

in terms of technologies sources of recruitment competetion in the market etc In

an already saturated job market where the practices like poaching and raiding

are gaining momentum

HR professionals are constantly facing new challenges in one of their most

important function- recruitment They have to face and conquer various

challenges to find the best candidates for their organisations

The major challenges faced by the HR in recruitment are

Adaptability to globalization ndash The HR professionals are expected and

required to keep in tune with the changing times ie the changes taking

place across the globe HR should maintain the timeliness of the process

Lack of motivation ndash Recruitment is considered to be a thankless job

Even if the organisation is achieving results HR department or

professionals are not thanked for recruiting the right employees and

performers

Process analysis ndash The immediacy and speed of the recruitment process

are the main concerns of the HR in recruitment The process should be

flexible adaptive and responsive to the immediate requirements The

recruitment process should also be cost effective

Strategic prioritization ndash The emerging new systems are both an

opportunity as well as a challenge for the HR professionals Therefore

reviewing staffing needs and prioritizing the tasks to meet the changes in

the market has become a challenge for the recruitment professionals

45

The major advantages of outsourcing recruitment performance management

are

Outsourcing is beneficial for both the corporate organisations that use the

outsourcing services as well as the consultancies that provide the service to the

corporates Apart from increasing their revenues outsourcing Process provides

business opportunities to the service providers enhancing the skill set of the

service providers and exposure to the different corporate experiences thereby

increasing their expertise

The advantages accruing to the corporate are

turning the managements focus to strategic level processes of HRM

accessibility to the expertise of the service providers

40

freedom from red tape and adhering to strict rules and regulations

optimal resource utilisation

structured and fair performance management

a satisfied and hence highly productive employees

value creation operational flexibility and competitive advantage

Therefore outsourcing helps both the organisations and the consultancies to grow

and perform better

41

OUTSOURCING PROCESS

42

MANAGING RECRUITMENT

ROI ON RECRUITMENT

Before making any investment every organisation would want to evaluate the

investment by answering the following questions in quantifiable terms

What are the costs and the corresponding and related risks on the

investment

What are the expected returns of the investment

What is the expected pay-back period of the investment

An organisation makes a tremendous amount of investment in its recruitment

processes

A lot of resources like time and money are spent on recruitment processes of an

organisation But assessing or quantifying the returns on the recruitment process

or calculating the return on investment (ROI) on recruitment is a complicated task

for an organisation Indeed it is difficult to judge the success of their recruitment

processes Instead recruitment is one activity that continues in an organisation

without anyone ever realizing its worth or measuring its impact on the

organisationrsquos business

According to a survey 38 of organisations do not prepare or produce any kind

of documents or reports on their The recruitment processes and there is no

accountability of the HR department for the costs incurred and the opportunities

missed

With the increasing strategic focus on the human resources more and more

organisations are adopting one or the other way for calculating the ROI on its

recruitments Many organisations are examining their HR functions and

43

processes and are trying to quantify their results and returns

A recruitment professional or manager can calculate and maximize the return on

investments on its organisationrsquos recruitment by

Clear definition of the results to be achieved from recruitment

Developing methods and ways measuring the results like the time ndash to ndash

hire cost-Per-Hire and effectiveness of the recruitment source etc

Estimating the costs associated with the recruitment project

Estimating the tangible and intangible benefits to the organization including

the payback period of the recruitments

Providing and ensuring proper training and development of the recruitment

professionals

Assessing the ROI on recruitments can assist an organisation to strengthen its

HR processes improving its recruitment function and to build a strategic human

resource advantage for the organisation

HR CHALLENGE IN RECRUITMENT

Recruitment is a function that requires business perspective expertise ability to

find and match the best potential candidate for the organisation diplomacy

marketing skills ( as to sell the position to the candidate) and wisdom to align the

recruitment processes for the benefit of the organizationThe HR professionals ndash

handling the recruitment function of the organization ndash are constantly facing new

CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN

RECRUITMENT for such professionals is to source or recruit the best people or

44

potential candidate for the organisation

In the last few years the job market has undergone some fundamental changes

in terms of technologies sources of recruitment competetion in the market etc In

an already saturated job market where the practices like poaching and raiding

are gaining momentum

HR professionals are constantly facing new challenges in one of their most

important function- recruitment They have to face and conquer various

challenges to find the best candidates for their organisations

The major challenges faced by the HR in recruitment are

Adaptability to globalization ndash The HR professionals are expected and

required to keep in tune with the changing times ie the changes taking

place across the globe HR should maintain the timeliness of the process

Lack of motivation ndash Recruitment is considered to be a thankless job

Even if the organisation is achieving results HR department or

professionals are not thanked for recruiting the right employees and

performers

Process analysis ndash The immediacy and speed of the recruitment process

are the main concerns of the HR in recruitment The process should be

flexible adaptive and responsive to the immediate requirements The

recruitment process should also be cost effective

Strategic prioritization ndash The emerging new systems are both an

opportunity as well as a challenge for the HR professionals Therefore

reviewing staffing needs and prioritizing the tasks to meet the changes in

the market has become a challenge for the recruitment professionals

45

freedom from red tape and adhering to strict rules and regulations

optimal resource utilisation

structured and fair performance management

a satisfied and hence highly productive employees

value creation operational flexibility and competitive advantage

Therefore outsourcing helps both the organisations and the consultancies to grow

and perform better

41

OUTSOURCING PROCESS

42

MANAGING RECRUITMENT

ROI ON RECRUITMENT

Before making any investment every organisation would want to evaluate the

investment by answering the following questions in quantifiable terms

What are the costs and the corresponding and related risks on the

investment

What are the expected returns of the investment

What is the expected pay-back period of the investment

An organisation makes a tremendous amount of investment in its recruitment

processes

A lot of resources like time and money are spent on recruitment processes of an

organisation But assessing or quantifying the returns on the recruitment process

or calculating the return on investment (ROI) on recruitment is a complicated task

for an organisation Indeed it is difficult to judge the success of their recruitment

processes Instead recruitment is one activity that continues in an organisation

without anyone ever realizing its worth or measuring its impact on the

organisationrsquos business

According to a survey 38 of organisations do not prepare or produce any kind

of documents or reports on their The recruitment processes and there is no

accountability of the HR department for the costs incurred and the opportunities

missed

With the increasing strategic focus on the human resources more and more

organisations are adopting one or the other way for calculating the ROI on its

recruitments Many organisations are examining their HR functions and

43

processes and are trying to quantify their results and returns

A recruitment professional or manager can calculate and maximize the return on

investments on its organisationrsquos recruitment by

Clear definition of the results to be achieved from recruitment

Developing methods and ways measuring the results like the time ndash to ndash

hire cost-Per-Hire and effectiveness of the recruitment source etc

Estimating the costs associated with the recruitment project

Estimating the tangible and intangible benefits to the organization including

the payback period of the recruitments

Providing and ensuring proper training and development of the recruitment

professionals

Assessing the ROI on recruitments can assist an organisation to strengthen its

HR processes improving its recruitment function and to build a strategic human

resource advantage for the organisation

HR CHALLENGE IN RECRUITMENT

Recruitment is a function that requires business perspective expertise ability to

find and match the best potential candidate for the organisation diplomacy

marketing skills ( as to sell the position to the candidate) and wisdom to align the

recruitment processes for the benefit of the organizationThe HR professionals ndash

handling the recruitment function of the organization ndash are constantly facing new

CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN

RECRUITMENT for such professionals is to source or recruit the best people or

44

potential candidate for the organisation

In the last few years the job market has undergone some fundamental changes

in terms of technologies sources of recruitment competetion in the market etc In

an already saturated job market where the practices like poaching and raiding

are gaining momentum

HR professionals are constantly facing new challenges in one of their most

important function- recruitment They have to face and conquer various

challenges to find the best candidates for their organisations

The major challenges faced by the HR in recruitment are

Adaptability to globalization ndash The HR professionals are expected and

required to keep in tune with the changing times ie the changes taking

place across the globe HR should maintain the timeliness of the process

Lack of motivation ndash Recruitment is considered to be a thankless job

Even if the organisation is achieving results HR department or

professionals are not thanked for recruiting the right employees and

performers

Process analysis ndash The immediacy and speed of the recruitment process

are the main concerns of the HR in recruitment The process should be

flexible adaptive and responsive to the immediate requirements The

recruitment process should also be cost effective

Strategic prioritization ndash The emerging new systems are both an

opportunity as well as a challenge for the HR professionals Therefore

reviewing staffing needs and prioritizing the tasks to meet the changes in

the market has become a challenge for the recruitment professionals

45

OUTSOURCING PROCESS

42

MANAGING RECRUITMENT

ROI ON RECRUITMENT

Before making any investment every organisation would want to evaluate the

investment by answering the following questions in quantifiable terms

What are the costs and the corresponding and related risks on the

investment

What are the expected returns of the investment

What is the expected pay-back period of the investment

An organisation makes a tremendous amount of investment in its recruitment

processes

A lot of resources like time and money are spent on recruitment processes of an

organisation But assessing or quantifying the returns on the recruitment process

or calculating the return on investment (ROI) on recruitment is a complicated task

for an organisation Indeed it is difficult to judge the success of their recruitment

processes Instead recruitment is one activity that continues in an organisation

without anyone ever realizing its worth or measuring its impact on the

organisationrsquos business

According to a survey 38 of organisations do not prepare or produce any kind

of documents or reports on their The recruitment processes and there is no

accountability of the HR department for the costs incurred and the opportunities

missed

With the increasing strategic focus on the human resources more and more

organisations are adopting one or the other way for calculating the ROI on its

recruitments Many organisations are examining their HR functions and

43

processes and are trying to quantify their results and returns

A recruitment professional or manager can calculate and maximize the return on

investments on its organisationrsquos recruitment by

Clear definition of the results to be achieved from recruitment

Developing methods and ways measuring the results like the time ndash to ndash

hire cost-Per-Hire and effectiveness of the recruitment source etc

Estimating the costs associated with the recruitment project

Estimating the tangible and intangible benefits to the organization including

the payback period of the recruitments

Providing and ensuring proper training and development of the recruitment

professionals

Assessing the ROI on recruitments can assist an organisation to strengthen its

HR processes improving its recruitment function and to build a strategic human

resource advantage for the organisation

HR CHALLENGE IN RECRUITMENT

Recruitment is a function that requires business perspective expertise ability to

find and match the best potential candidate for the organisation diplomacy

marketing skills ( as to sell the position to the candidate) and wisdom to align the

recruitment processes for the benefit of the organizationThe HR professionals ndash

handling the recruitment function of the organization ndash are constantly facing new

CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN

RECRUITMENT for such professionals is to source or recruit the best people or

44

potential candidate for the organisation

In the last few years the job market has undergone some fundamental changes

in terms of technologies sources of recruitment competetion in the market etc In

an already saturated job market where the practices like poaching and raiding

are gaining momentum

HR professionals are constantly facing new challenges in one of their most

important function- recruitment They have to face and conquer various

challenges to find the best candidates for their organisations

The major challenges faced by the HR in recruitment are

Adaptability to globalization ndash The HR professionals are expected and

required to keep in tune with the changing times ie the changes taking

place across the globe HR should maintain the timeliness of the process

Lack of motivation ndash Recruitment is considered to be a thankless job

Even if the organisation is achieving results HR department or

professionals are not thanked for recruiting the right employees and

performers

Process analysis ndash The immediacy and speed of the recruitment process

are the main concerns of the HR in recruitment The process should be

flexible adaptive and responsive to the immediate requirements The

recruitment process should also be cost effective

Strategic prioritization ndash The emerging new systems are both an

opportunity as well as a challenge for the HR professionals Therefore

reviewing staffing needs and prioritizing the tasks to meet the changes in

the market has become a challenge for the recruitment professionals

45

MANAGING RECRUITMENT

ROI ON RECRUITMENT

Before making any investment every organisation would want to evaluate the

investment by answering the following questions in quantifiable terms

What are the costs and the corresponding and related risks on the

investment

What are the expected returns of the investment

What is the expected pay-back period of the investment

An organisation makes a tremendous amount of investment in its recruitment

processes

A lot of resources like time and money are spent on recruitment processes of an

organisation But assessing or quantifying the returns on the recruitment process

or calculating the return on investment (ROI) on recruitment is a complicated task

for an organisation Indeed it is difficult to judge the success of their recruitment

processes Instead recruitment is one activity that continues in an organisation

without anyone ever realizing its worth or measuring its impact on the

organisationrsquos business

According to a survey 38 of organisations do not prepare or produce any kind

of documents or reports on their The recruitment processes and there is no

accountability of the HR department for the costs incurred and the opportunities

missed

With the increasing strategic focus on the human resources more and more

organisations are adopting one or the other way for calculating the ROI on its

recruitments Many organisations are examining their HR functions and

43

processes and are trying to quantify their results and returns

A recruitment professional or manager can calculate and maximize the return on

investments on its organisationrsquos recruitment by

Clear definition of the results to be achieved from recruitment

Developing methods and ways measuring the results like the time ndash to ndash

hire cost-Per-Hire and effectiveness of the recruitment source etc

Estimating the costs associated with the recruitment project

Estimating the tangible and intangible benefits to the organization including

the payback period of the recruitments

Providing and ensuring proper training and development of the recruitment

professionals

Assessing the ROI on recruitments can assist an organisation to strengthen its

HR processes improving its recruitment function and to build a strategic human

resource advantage for the organisation

HR CHALLENGE IN RECRUITMENT

Recruitment is a function that requires business perspective expertise ability to

find and match the best potential candidate for the organisation diplomacy

marketing skills ( as to sell the position to the candidate) and wisdom to align the

recruitment processes for the benefit of the organizationThe HR professionals ndash

handling the recruitment function of the organization ndash are constantly facing new

CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN

RECRUITMENT for such professionals is to source or recruit the best people or

44

potential candidate for the organisation

In the last few years the job market has undergone some fundamental changes

in terms of technologies sources of recruitment competetion in the market etc In

an already saturated job market where the practices like poaching and raiding

are gaining momentum

HR professionals are constantly facing new challenges in one of their most

important function- recruitment They have to face and conquer various

challenges to find the best candidates for their organisations

The major challenges faced by the HR in recruitment are

Adaptability to globalization ndash The HR professionals are expected and

required to keep in tune with the changing times ie the changes taking

place across the globe HR should maintain the timeliness of the process

Lack of motivation ndash Recruitment is considered to be a thankless job

Even if the organisation is achieving results HR department or

professionals are not thanked for recruiting the right employees and

performers

Process analysis ndash The immediacy and speed of the recruitment process

are the main concerns of the HR in recruitment The process should be

flexible adaptive and responsive to the immediate requirements The

recruitment process should also be cost effective

Strategic prioritization ndash The emerging new systems are both an

opportunity as well as a challenge for the HR professionals Therefore

reviewing staffing needs and prioritizing the tasks to meet the changes in

the market has become a challenge for the recruitment professionals

45

processes and are trying to quantify their results and returns

A recruitment professional or manager can calculate and maximize the return on

investments on its organisationrsquos recruitment by

Clear definition of the results to be achieved from recruitment

Developing methods and ways measuring the results like the time ndash to ndash

hire cost-Per-Hire and effectiveness of the recruitment source etc

Estimating the costs associated with the recruitment project

Estimating the tangible and intangible benefits to the organization including

the payback period of the recruitments

Providing and ensuring proper training and development of the recruitment

professionals

Assessing the ROI on recruitments can assist an organisation to strengthen its

HR processes improving its recruitment function and to build a strategic human

resource advantage for the organisation

HR CHALLENGE IN RECRUITMENT

Recruitment is a function that requires business perspective expertise ability to

find and match the best potential candidate for the organisation diplomacy

marketing skills ( as to sell the position to the candidate) and wisdom to align the

recruitment processes for the benefit of the organizationThe HR professionals ndash

handling the recruitment function of the organization ndash are constantly facing new

CHALLENGES IN RECRUITMENT The biggest HR CHALLENGE IN

RECRUITMENT for such professionals is to source or recruit the best people or

44

potential candidate for the organisation

In the last few years the job market has undergone some fundamental changes

in terms of technologies sources of recruitment competetion in the market etc In

an already saturated job market where the practices like poaching and raiding

are gaining momentum

HR professionals are constantly facing new challenges in one of their most

important function- recruitment They have to face and conquer various

challenges to find the best candidates for their organisations

The major challenges faced by the HR in recruitment are

Adaptability to globalization ndash The HR professionals are expected and

required to keep in tune with the changing times ie the changes taking

place across the globe HR should maintain the timeliness of the process

Lack of motivation ndash Recruitment is considered to be a thankless job

Even if the organisation is achieving results HR department or

professionals are not thanked for recruiting the right employees and

performers

Process analysis ndash The immediacy and speed of the recruitment process

are the main concerns of the HR in recruitment The process should be

flexible adaptive and responsive to the immediate requirements The

recruitment process should also be cost effective

Strategic prioritization ndash The emerging new systems are both an

opportunity as well as a challenge for the HR professionals Therefore

reviewing staffing needs and prioritizing the tasks to meet the changes in

the market has become a challenge for the recruitment professionals

45

potential candidate for the organisation

In the last few years the job market has undergone some fundamental changes

in terms of technologies sources of recruitment competetion in the market etc In

an already saturated job market where the practices like poaching and raiding

are gaining momentum

HR professionals are constantly facing new challenges in one of their most

important function- recruitment They have to face and conquer various

challenges to find the best candidates for their organisations

The major challenges faced by the HR in recruitment are

Adaptability to globalization ndash The HR professionals are expected and

required to keep in tune with the changing times ie the changes taking

place across the globe HR should maintain the timeliness of the process

Lack of motivation ndash Recruitment is considered to be a thankless job

Even if the organisation is achieving results HR department or

professionals are not thanked for recruiting the right employees and

performers

Process analysis ndash The immediacy and speed of the recruitment process

are the main concerns of the HR in recruitment The process should be

flexible adaptive and responsive to the immediate requirements The

recruitment process should also be cost effective

Strategic prioritization ndash The emerging new systems are both an

opportunity as well as a challenge for the HR professionals Therefore

reviewing staffing needs and prioritizing the tasks to meet the changes in

the market has become a challenge for the recruitment professionals

45

RECRUITMENT STRATEGIESFor formulating an effective and successful recruitment strategy the strategy

should cover the following elements

RECRUITMENT us the most crucial roles of the human resource professional

The level of performance of amp organisation depends on the effectiveness of its

recruitment functionOrganisations have devloped and follow recruitment

strategies to hire the best talent for their organisation amp to uilize their resources

optimallyA successful recruitment strategy should be well planned amp practical to

attract more amp good talent to apply in the organisation

1 Identifying and prioritizing jobs recruitment keep arising at various levels in every organisation it is almost

a never-ending process It is impossible to fill all the positions immediately

Therefore there is a need to identify the positions requiring immediate

attention and action To maintain the quality of the recruitment activities it

is useful to prioritize the vacancies whether to focus on all vacancies

equally or focusing on key jobs first

2 Candidates to targetThe recruitment process can be effective only if the organisation

completely understands the requirements of the type of candidates that are

required and will be beneficial for the organisation This covers the

following parameters as well

o Performance level required Different strategies are required for

focusing on hiring high performers and average performers

o Experience level required the strategy should be clear as to what is

the experience level required by the organisation The candidatersquos

experience can range from being a fresher to experienced senior

professionals

46

o Category of the candidate the strategy should clearly define the

target candidate Heshe can be from the same industry different

industry unemployed top performers of the industry etc

3 Sources of recruitmentThe strategy should define various sources (external and internal) of

recruitment Which are the sources to be used and focused for the

recruitment purposes for various positions Employee referral is one of the

most effective sources of recruitment

4 Trained recruitersThe recruitment professionals conducting the interviews and the other

recruitment activities should be well-trained and experienced to conduct

the activities They should also be aware of the major parameters and

skills (eg behavioural technical etc) to focus while interviewing and

selecting a candidate

5 How to evaluate the candidatesThe various parameters and the ways to judge them ie the entire

recruitment process should be planned in advance Like the rounds of

technical interviews HR interviews written tests psychometric tests etc

RECRUITMENT MANAGEMENT SYSTEM

RECRUITMENT MANAGEMENT SYSTEM is the comprehensive tool to manage the

recruitment processes of an organisationIt is one of the technological tools facilitated by

the information management system to the HR of organisationsJust like performance

managementpayroll amp other systemRecruitment management system helps to contour

the recruitment processes amp effectively managing the ROI on recruitment

47

The features functions and major benefits of the recruitment management system are

explained below

Structure and systematically organize the entire recruitment processes

Recruitment management system facilitates faster unbiased accurate and

reliable processing of applications from various applications

Helps to reduce the time-per-hire and cost-per-hire

Recruitment management system helps to incorporate and integrate the

various links like the application system on the official website of the company

the unsolicited applications outsourcing recruitment the final decision making to

the main recruitment process

Recruitment management system maintains an automated active database of the

applicants facilitating the talent management and increasing the efficiency of the

recruitment processes

Recruitment management system provides and a flexible automated and

interactive interface between the online application system the recruitment

department of the company and the job seeker

Offers tolls and support to enhance productivity solutions and optimizing the

recruitment processes to ensure improved ROI

Recruitment management system helps to communicate and create healthy

relationships with the candidates through the entire recruitment process

The Recruitment Management System (RMS) is an innovative information system tool which

helps to sane the time and costs of the recruiters and improving the recruitment processes

48

The features functions and major benefits of the recruitment management system are

explained below

Structure and systematically organize the entire recruitment processes

Recruitment management system facilitates faster unbiased accurate and

reliable processing of applications from various applications

Helps to reduce the time-per-hire and cost-per-hire

Recruitment management system helps to incorporate and integrate the

various links like the application system on the official website of the company

the unsolicited applications outsourcing recruitment the final decision making to

the main recruitment process

Recruitment management system maintains an automated active database of the

applicants facilitating the talent management and increasing the efficiency of the

recruitment processes

Recruitment management system provides and a flexible automated and

interactive interface between the online application system the recruitment

department of the company and the job seeker

Offers tolls and support to enhance productivity solutions and optimizing the

recruitment processes to ensure improved ROI

Recruitment management system helps to communicate and create healthy

relationships with the candidates through the entire recruitment process

The Recruitment Management System (RMS) is an innovative information system tool which

helps to sane the time and costs of the recruiters and improving the recruitment processes

48

Analysis amp interpretationsAnalysis amp interpretations

ANALYSIS AND INTERPRETATION

49

1 Reason for Joining this organization-

Culture

Company reputation

Working environment

Pay scale

any other

INTERPETATION-IN CFCL employee are joining the company many reason like

culture working environment company reputation pay scaleamp any other reason The

main reason of joining the organization is company reputation

2 Percentage of employees leaving the organization (In the Year )

of leaving employee 0-5 5-10 10-15 15-20 above 20

NO of person 35 20 15 28 2

50

Categories

Culture

company

reputation

working

Environment pay scale any other

No of person 5 90 40 80 20

0-5

5-10

10-15

15-20

ABOVE 20

INTERPRETATION

In CFCL employee leaving the organization are placed at different position In every year

employee leaving the organization in different percentage

3 Percentage of employees joining the organization (In the Year)- of joining employee 0-5 5-10 10-15 Above 15

NO of person 30 35 20 15

0-5

5-10

10-15

above 15

INTERPRETATION

51

In CFCL employee join the organization at different levels In every year employee

joining the organization in different percentage

4 Satisfied with training programs in this Organization-

YES NO

INTERPRETATION95 employees are satisfied with training programmes in this company 5 employee is

not satisfied So in this company have better training programmes

5 Satisfied with the recruitment process-

52

Position Yes No

No of person 95 5

Position Yes No

No of person 90 10

YES NO

INTERPRETATION

90 employees are satisfied with recruitment process in this company 10 employees

are not satisfied So in this recruitment process is better

6 Recruitment can be done through-

Categories Online

recruitment Job fair

Campus

selection promotions

Any

other

All

Above

No of

person 75 15 2 10 5 40

online recruitment

job fair

campus selection

promotins

any other

all above

53

INTERPRETATION

The recruitment involves different method like campus selection job fair online

recruitment promotions etc in different promotion

7 Satisfied with Development Activities in this Organization-

no of person

yesno

54

Position Yes NoNo of person 90 10

SWOT AnalysisSWOT Analysis

55

SWOT ANALYSIS

A detailed performance analysis sets the stage for conducting a SWOT analysis SWOT

analysis is an abbreviation for strength weakness opportunities and threats SWOT

analysis is an important tool for auditing the overall strategic positions of a business and

its environment Once key strategic issues have been identified they feed into business

objectives particularly marketing objectives SWOT analysis can be used in conjunction

with other tools for audit and analysis

Strength and weakness are internal factors Strength could be a firmrsquos specialist

marketing expertise A weakness could be the lack of a new product

Opportunities and threats are external factors An opportunity could be a developing

distribution channel such as the internet or changing consumer lifestyle that potentially

increase demand for a companyrsquos products A threat could be a new competitor in an

important existing market or a technological change that makes existing products

potentially obsolete

The external factor environment be it the macro environment customer or competitor

groups is contently in a state of flux A change by itself is neither an opportunity nor a

threat It only becomes so in relation to an organization strength or weakness What

may represent an opportunity for a particular firm May infact pose a serious threat to

the survival of yet another firm in the industry For instance deregulation of the telecom

industry was an opportunity for private sector firms which had the monetary and

managerial resources to leverage this opportunity Existing public sector units saw this

threat as it meant the end of their protected monopolies

SWOT analysis can be very subjective--- two people rarely come-up with the same

version of a SWOT analysis even when given the same information about the same

56

business and its environment Accordingly SWOT analysis is best used as a guide and

not a prescription Adding and weighing criteria to each factor increase the validity of the

analysis

AREAS TO CONSIDER-

Strength- Technical skills strong brands distribution channels customer loyalty high customer retention scale organization work culture employee satisfaction and retention

Weakness- Absence of skills critical to the industry weak access to distribution channels low customer retention are just some of them

Strength includes- Cost advantages Financial resources Customerrsquos loyalty Market position

Weakness includes- Narrow product line Lack of management depth skills High cost operation due to high labor cost

Opportunities includes- Enter in new market Introduce a new capability Acquire firmcompany with needed technology

Threats include- Shifting the budget tastes or preferences Entry of new rivals or competitors Unfavorable government policies

57

InferencesInferences

58

INFERENCE

As the analysis shows that the company is having capabilities to complete on the basis of technology available qualified manpower They have good market potential and resources in their hand also

SWOT analysis helps the company to evaluate itself on the present grounds and gives them an idea for future prospects by removing their weakness and strengthening their opportunities

SWOT analysis is very essential for any type of organization it helps knowing the competitive situations regarding the relevant product of the concern

At last we can say that SWOT analysis is very useful in getting the desired objectives of any concern and surviving the competitive market

59

ConclusionConclusion

60

CONCLUSION

CFCL is a multinational company where all the employees of the organization are very

well aware about the training program occurring in the organization

At the outset I would like to mention that the topic allotted to me is very interesting the

various procedures adopted by the organization for taking up this initiative made me to

accept this assignment day by day I developed lot of interest amp the understanding

became clearing I worked seriously on the subject

The response from different category of employees appeared to be very genuine these

people were very open a transparent while expressing their views

To the interest of the employees for making a recruitment program effective we have to

put to me interesting things with the recruitment program to that they can learn from it

In CFCL recruitment is done through different methods-job fair online recruitment

campus selection etcBut mainly emphasis is given on online selection Employees of

CFCL are satisfied with recruitment process

Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides

satisfactory training programmes to its employee for enhancing their knowledge and

skills

61

AppendixAppendix

62

APPENDIX

QUESTIONNAIRE

Name of the personAgeSexDesignation

1 What are the criteria of employees joining this organization

Culture Company reputation Working environment Pay scale Any other

2 Percentage of employees leaving the organization (in a year )

0-5 5-10 10-15 15-20 Above 20

3 Percentage of employees joining the organization (in a year )

0-5 5-10 10-15 15-20 Above 20

63

4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above

5 Are employees satisfied with the company recruitment process Yes No

6 Are the employees satisfied with the training programmes in the organization

Yes No

7 Are the employees satisfied with the development activities in the organization

Yes No

64

BibliographyBibliography

65

BIBLIOGRAPHY

BOOKS

Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003

Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001

Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998

French W Alan Recruitment amp Selection Houghten MiffinBoston1999

Graham HT and R Benet Human Resource ManagementPitmanLondon1995

Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001

Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978

Storey Human Resource Management Thompson Learning New Delhi2001

Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000

Kothari CR Research Methodology New Delhi Vikas Publishing House 1999

WEBSITESwwwcfclcoin

httpenwikipediaorgwikirecruitment process

66

• Apex Institute of Management amp Science Jaipur
• TABLE OF CONTENT PAGE NO
• 1)Topic 1
• 2)Preface 5-6
• 3)Acknowledgement 7-8
• 4)Executive Summary 9-10
• 5)Introduction 11-12
• 6)An Overview of Fertilizer Industry 13-17
• 7)Research Methodology 18-21
• 9) Analysis amp Interpretations 49-54
• 10) SWOT Analysis 55-57
• 11) Inferences 58-59
• 12) Conclusion 60-61
• 13) Appendix 62-64
• 14) Bibliography 65-66
• • ANUSHREE TIWARI
  • EXECUTIVE SUMMARY
  • • COMPANY PROFILE
    • Chambal Fertilizers and Chemicals Limited
    • (CFCL)
    • Location
    • Corporate office International trade Tower 3rd Floor Block F
    • Products of the company
    • CHEMICAL
    • Uttam Bandhan
    • To establish a closer brand and to provide personalized services to farmers Chambal has started the Uttam Bandhan program a community welfare initiative Crop and product demonstrations field demonstrations and farmer meets are conducted Farmers are given ongoing training on specialized services that vary from crop diversification Animal Health Care need for balanced inputs and use of bio-fertilizers Soil amp water sampling and testing are also conducted for free Clinics set up by the Company and at Agriculture Universities Agriculture Research Stations and Krishi Vigyan Kendras Chambal has set up Hello Uttam Call Centres where agriculture experts respond to farmer queries on the phone

1 Reason for Joining this organization-

Culture

Company reputation

Working environment

Pay scale

any other

INTERPETATION-IN CFCL employee are joining the company many reason like

culture working environment company reputation pay scaleamp any other reason The

main reason of joining the organization is company reputation

2 Percentage of employees leaving the organization (In the Year )

of leaving employee 0-5 5-10 10-15 15-20 above 20

NO of person 35 20 15 28 2

50

Categories

Culture

company

reputation

working

Environment pay scale any other

No of person 5 90 40 80 20

0-5

5-10

10-15

15-20

ABOVE 20

INTERPRETATION

In CFCL employee leaving the organization are placed at different position In every year

employee leaving the organization in different percentage

3 Percentage of employees joining the organization (In the Year)- of joining employee 0-5 5-10 10-15 Above 15

NO of person 30 35 20 15

0-5

5-10

10-15

above 15

INTERPRETATION

51

In CFCL employee join the organization at different levels In every year employee

joining the organization in different percentage

4 Satisfied with training programs in this Organization-

YES NO

INTERPRETATION95 employees are satisfied with training programmes in this company 5 employee is

not satisfied So in this company have better training programmes

5 Satisfied with the recruitment process-

52

Position Yes No

No of person 95 5

Position Yes No

No of person 90 10

YES NO

INTERPRETATION

90 employees are satisfied with recruitment process in this company 10 employees

are not satisfied So in this recruitment process is better

6 Recruitment can be done through-

Categories Online

recruitment Job fair

Campus

selection promotions

Any

other

All

Above

No of

person 75 15 2 10 5 40

online recruitment

job fair

campus selection

promotins

any other

all above

53

INTERPRETATION

The recruitment involves different method like campus selection job fair online

recruitment promotions etc in different promotion

7 Satisfied with Development Activities in this Organization-

no of person

yesno

54

Position Yes NoNo of person 90 10

SWOT AnalysisSWOT Analysis

55

SWOT ANALYSIS

A detailed performance analysis sets the stage for conducting a SWOT analysis SWOT

analysis is an abbreviation for strength weakness opportunities and threats SWOT

analysis is an important tool for auditing the overall strategic positions of a business and

its environment Once key strategic issues have been identified they feed into business

objectives particularly marketing objectives SWOT analysis can be used in conjunction

with other tools for audit and analysis

Strength and weakness are internal factors Strength could be a firmrsquos specialist

marketing expertise A weakness could be the lack of a new product

Opportunities and threats are external factors An opportunity could be a developing

distribution channel such as the internet or changing consumer lifestyle that potentially

increase demand for a companyrsquos products A threat could be a new competitor in an

important existing market or a technological change that makes existing products

potentially obsolete

The external factor environment be it the macro environment customer or competitor

groups is contently in a state of flux A change by itself is neither an opportunity nor a

threat It only becomes so in relation to an organization strength or weakness What

may represent an opportunity for a particular firm May infact pose a serious threat to

the survival of yet another firm in the industry For instance deregulation of the telecom

industry was an opportunity for private sector firms which had the monetary and

managerial resources to leverage this opportunity Existing public sector units saw this

threat as it meant the end of their protected monopolies

SWOT analysis can be very subjective--- two people rarely come-up with the same

version of a SWOT analysis even when given the same information about the same

56

business and its environment Accordingly SWOT analysis is best used as a guide and

not a prescription Adding and weighing criteria to each factor increase the validity of the

analysis

AREAS TO CONSIDER-

Strength- Technical skills strong brands distribution channels customer loyalty high customer retention scale organization work culture employee satisfaction and retention

Weakness- Absence of skills critical to the industry weak access to distribution channels low customer retention are just some of them

Strength includes- Cost advantages Financial resources Customerrsquos loyalty Market position

Weakness includes- Narrow product line Lack of management depth skills High cost operation due to high labor cost

Opportunities includes- Enter in new market Introduce a new capability Acquire firmcompany with needed technology

Threats include- Shifting the budget tastes or preferences Entry of new rivals or competitors Unfavorable government policies

57

InferencesInferences

58

INFERENCE

As the analysis shows that the company is having capabilities to complete on the basis of technology available qualified manpower They have good market potential and resources in their hand also

SWOT analysis helps the company to evaluate itself on the present grounds and gives them an idea for future prospects by removing their weakness and strengthening their opportunities

SWOT analysis is very essential for any type of organization it helps knowing the competitive situations regarding the relevant product of the concern

At last we can say that SWOT analysis is very useful in getting the desired objectives of any concern and surviving the competitive market

59

ConclusionConclusion

60

CONCLUSION

CFCL is a multinational company where all the employees of the organization are very

well aware about the training program occurring in the organization

At the outset I would like to mention that the topic allotted to me is very interesting the

various procedures adopted by the organization for taking up this initiative made me to

accept this assignment day by day I developed lot of interest amp the understanding

became clearing I worked seriously on the subject

The response from different category of employees appeared to be very genuine these

people were very open a transparent while expressing their views

To the interest of the employees for making a recruitment program effective we have to

put to me interesting things with the recruitment program to that they can learn from it

In CFCL recruitment is done through different methods-job fair online recruitment

campus selection etcBut mainly emphasis is given on online selection Employees of

CFCL are satisfied with recruitment process

Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides

satisfactory training programmes to its employee for enhancing their knowledge and

skills

61

AppendixAppendix

62

APPENDIX

QUESTIONNAIRE

Name of the personAgeSexDesignation

1 What are the criteria of employees joining this organization

Culture Company reputation Working environment Pay scale Any other

2 Percentage of employees leaving the organization (in a year )

0-5 5-10 10-15 15-20 Above 20

3 Percentage of employees joining the organization (in a year )

0-5 5-10 10-15 15-20 Above 20

63

4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above

5 Are employees satisfied with the company recruitment process Yes No

6 Are the employees satisfied with the training programmes in the organization

Yes No

7 Are the employees satisfied with the development activities in the organization

Yes No

64

BibliographyBibliography

65

BIBLIOGRAPHY

BOOKS

Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003

Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001

Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998

French W Alan Recruitment amp Selection Houghten MiffinBoston1999

Graham HT and R Benet Human Resource ManagementPitmanLondon1995

Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001

Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978

Storey Human Resource Management Thompson Learning New Delhi2001

Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000

Kothari CR Research Methodology New Delhi Vikas Publishing House 1999

WEBSITESwwwcfclcoin

httpenwikipediaorgwikirecruitment process

66

• Apex Institute of Management amp Science Jaipur
• TABLE OF CONTENT PAGE NO
• 1)Topic 1
• 2)Preface 5-6
• 3)Acknowledgement 7-8
• 4)Executive Summary 9-10
• 5)Introduction 11-12
• 6)An Overview of Fertilizer Industry 13-17
• 7)Research Methodology 18-21
• 9) Analysis amp Interpretations 49-54
• 10) SWOT Analysis 55-57
• 11) Inferences 58-59
• 12) Conclusion 60-61
• 13) Appendix 62-64
• 14) Bibliography 65-66
• • ANUSHREE TIWARI
  • EXECUTIVE SUMMARY
  • • COMPANY PROFILE
    • Chambal Fertilizers and Chemicals Limited
    • (CFCL)
    • Location
    • Corporate office International trade Tower 3rd Floor Block F
    • Products of the company
    • CHEMICAL
    • Uttam Bandhan
    • To establish a closer brand and to provide personalized services to farmers Chambal has started the Uttam Bandhan program a community welfare initiative Crop and product demonstrations field demonstrations and farmer meets are conducted Farmers are given ongoing training on specialized services that vary from crop diversification Animal Health Care need for balanced inputs and use of bio-fertilizers Soil amp water sampling and testing are also conducted for free Clinics set up by the Company and at Agriculture Universities Agriculture Research Stations and Krishi Vigyan Kendras Chambal has set up Hello Uttam Call Centres where agriculture experts respond to farmer queries on the phone

0-5

5-10

10-15

15-20

ABOVE 20

INTERPRETATION

In CFCL employee leaving the organization are placed at different position In every year

employee leaving the organization in different percentage

3 Percentage of employees joining the organization (In the Year)- of joining employee 0-5 5-10 10-15 Above 15

NO of person 30 35 20 15

0-5

5-10

10-15

above 15

INTERPRETATION

51

In CFCL employee join the organization at different levels In every year employee

joining the organization in different percentage

4 Satisfied with training programs in this Organization-

YES NO

INTERPRETATION95 employees are satisfied with training programmes in this company 5 employee is

not satisfied So in this company have better training programmes

5 Satisfied with the recruitment process-

52

Position Yes No

No of person 95 5

Position Yes No

No of person 90 10

YES NO

INTERPRETATION

90 employees are satisfied with recruitment process in this company 10 employees

are not satisfied So in this recruitment process is better

6 Recruitment can be done through-

Categories Online

recruitment Job fair

Campus

selection promotions

Any

other

All

Above

No of

person 75 15 2 10 5 40

online recruitment

job fair

campus selection

promotins

any other

all above

53

INTERPRETATION

The recruitment involves different method like campus selection job fair online

recruitment promotions etc in different promotion

7 Satisfied with Development Activities in this Organization-

no of person

yesno

54

Position Yes NoNo of person 90 10

SWOT AnalysisSWOT Analysis

55

SWOT ANALYSIS

A detailed performance analysis sets the stage for conducting a SWOT analysis SWOT

analysis is an abbreviation for strength weakness opportunities and threats SWOT

analysis is an important tool for auditing the overall strategic positions of a business and

its environment Once key strategic issues have been identified they feed into business

objectives particularly marketing objectives SWOT analysis can be used in conjunction

with other tools for audit and analysis

Strength and weakness are internal factors Strength could be a firmrsquos specialist

marketing expertise A weakness could be the lack of a new product

Opportunities and threats are external factors An opportunity could be a developing

distribution channel such as the internet or changing consumer lifestyle that potentially

increase demand for a companyrsquos products A threat could be a new competitor in an

important existing market or a technological change that makes existing products

potentially obsolete

The external factor environment be it the macro environment customer or competitor

groups is contently in a state of flux A change by itself is neither an opportunity nor a

threat It only becomes so in relation to an organization strength or weakness What

may represent an opportunity for a particular firm May infact pose a serious threat to

the survival of yet another firm in the industry For instance deregulation of the telecom

industry was an opportunity for private sector firms which had the monetary and

managerial resources to leverage this opportunity Existing public sector units saw this

threat as it meant the end of their protected monopolies

SWOT analysis can be very subjective--- two people rarely come-up with the same

version of a SWOT analysis even when given the same information about the same

56

business and its environment Accordingly SWOT analysis is best used as a guide and

not a prescription Adding and weighing criteria to each factor increase the validity of the

analysis

AREAS TO CONSIDER-

Strength- Technical skills strong brands distribution channels customer loyalty high customer retention scale organization work culture employee satisfaction and retention

Weakness- Absence of skills critical to the industry weak access to distribution channels low customer retention are just some of them

Strength includes- Cost advantages Financial resources Customerrsquos loyalty Market position

Weakness includes- Narrow product line Lack of management depth skills High cost operation due to high labor cost

Opportunities includes- Enter in new market Introduce a new capability Acquire firmcompany with needed technology

Threats include- Shifting the budget tastes or preferences Entry of new rivals or competitors Unfavorable government policies

57

InferencesInferences

58

INFERENCE

As the analysis shows that the company is having capabilities to complete on the basis of technology available qualified manpower They have good market potential and resources in their hand also

SWOT analysis helps the company to evaluate itself on the present grounds and gives them an idea for future prospects by removing their weakness and strengthening their opportunities

SWOT analysis is very essential for any type of organization it helps knowing the competitive situations regarding the relevant product of the concern

At last we can say that SWOT analysis is very useful in getting the desired objectives of any concern and surviving the competitive market

59

ConclusionConclusion

60

CONCLUSION

CFCL is a multinational company where all the employees of the organization are very

well aware about the training program occurring in the organization

At the outset I would like to mention that the topic allotted to me is very interesting the

various procedures adopted by the organization for taking up this initiative made me to

accept this assignment day by day I developed lot of interest amp the understanding

became clearing I worked seriously on the subject

The response from different category of employees appeared to be very genuine these

people were very open a transparent while expressing their views

To the interest of the employees for making a recruitment program effective we have to

put to me interesting things with the recruitment program to that they can learn from it

In CFCL recruitment is done through different methods-job fair online recruitment

campus selection etcBut mainly emphasis is given on online selection Employees of

CFCL are satisfied with recruitment process

Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides

satisfactory training programmes to its employee for enhancing their knowledge and

skills

61

AppendixAppendix

62

APPENDIX

QUESTIONNAIRE

Name of the personAgeSexDesignation

1 What are the criteria of employees joining this organization

Culture Company reputation Working environment Pay scale Any other

2 Percentage of employees leaving the organization (in a year )

0-5 5-10 10-15 15-20 Above 20

3 Percentage of employees joining the organization (in a year )

0-5 5-10 10-15 15-20 Above 20

63

4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above

5 Are employees satisfied with the company recruitment process Yes No

6 Are the employees satisfied with the training programmes in the organization

Yes No

7 Are the employees satisfied with the development activities in the organization

Yes No

64

BibliographyBibliography

65

BIBLIOGRAPHY

BOOKS

Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003

Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001

Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998

French W Alan Recruitment amp Selection Houghten MiffinBoston1999

Graham HT and R Benet Human Resource ManagementPitmanLondon1995

Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001

Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978

Storey Human Resource Management Thompson Learning New Delhi2001

Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000

Kothari CR Research Methodology New Delhi Vikas Publishing House 1999

WEBSITESwwwcfclcoin

httpenwikipediaorgwikirecruitment process

66

• Apex Institute of Management amp Science Jaipur
• TABLE OF CONTENT PAGE NO
• 1)Topic 1
• 2)Preface 5-6
• 3)Acknowledgement 7-8
• 4)Executive Summary 9-10
• 5)Introduction 11-12
• 6)An Overview of Fertilizer Industry 13-17
• 7)Research Methodology 18-21
• 9) Analysis amp Interpretations 49-54
• 10) SWOT Analysis 55-57
• 11) Inferences 58-59
• 12) Conclusion 60-61
• 13) Appendix 62-64
• 14) Bibliography 65-66
• • ANUSHREE TIWARI
  • EXECUTIVE SUMMARY
  • • COMPANY PROFILE
    • Chambal Fertilizers and Chemicals Limited
    • (CFCL)
    • Location
    • Corporate office International trade Tower 3rd Floor Block F
    • Products of the company
    • CHEMICAL
    • Uttam Bandhan
    • To establish a closer brand and to provide personalized services to farmers Chambal has started the Uttam Bandhan program a community welfare initiative Crop and product demonstrations field demonstrations and farmer meets are conducted Farmers are given ongoing training on specialized services that vary from crop diversification Animal Health Care need for balanced inputs and use of bio-fertilizers Soil amp water sampling and testing are also conducted for free Clinics set up by the Company and at Agriculture Universities Agriculture Research Stations and Krishi Vigyan Kendras Chambal has set up Hello Uttam Call Centres where agriculture experts respond to farmer queries on the phone

In CFCL employee join the organization at different levels In every year employee

joining the organization in different percentage

4 Satisfied with training programs in this Organization-

YES NO

INTERPRETATION95 employees are satisfied with training programmes in this company 5 employee is

not satisfied So in this company have better training programmes

5 Satisfied with the recruitment process-

52

Position Yes No

No of person 95 5

Position Yes No

No of person 90 10

YES NO

INTERPRETATION

90 employees are satisfied with recruitment process in this company 10 employees

are not satisfied So in this recruitment process is better

6 Recruitment can be done through-

Categories Online

recruitment Job fair

Campus

selection promotions

Any

other

All

Above

No of

person 75 15 2 10 5 40

online recruitment

job fair

campus selection

promotins

any other

all above

53

INTERPRETATION

The recruitment involves different method like campus selection job fair online

recruitment promotions etc in different promotion

7 Satisfied with Development Activities in this Organization-

no of person

yesno

54

Position Yes NoNo of person 90 10

SWOT AnalysisSWOT Analysis

55

SWOT ANALYSIS

A detailed performance analysis sets the stage for conducting a SWOT analysis SWOT

analysis is an abbreviation for strength weakness opportunities and threats SWOT

analysis is an important tool for auditing the overall strategic positions of a business and

its environment Once key strategic issues have been identified they feed into business

objectives particularly marketing objectives SWOT analysis can be used in conjunction

with other tools for audit and analysis

Strength and weakness are internal factors Strength could be a firmrsquos specialist

marketing expertise A weakness could be the lack of a new product

Opportunities and threats are external factors An opportunity could be a developing

distribution channel such as the internet or changing consumer lifestyle that potentially

increase demand for a companyrsquos products A threat could be a new competitor in an

important existing market or a technological change that makes existing products

potentially obsolete

The external factor environment be it the macro environment customer or competitor

groups is contently in a state of flux A change by itself is neither an opportunity nor a

threat It only becomes so in relation to an organization strength or weakness What

may represent an opportunity for a particular firm May infact pose a serious threat to

the survival of yet another firm in the industry For instance deregulation of the telecom

industry was an opportunity for private sector firms which had the monetary and

managerial resources to leverage this opportunity Existing public sector units saw this

threat as it meant the end of their protected monopolies

SWOT analysis can be very subjective--- two people rarely come-up with the same

version of a SWOT analysis even when given the same information about the same

56

business and its environment Accordingly SWOT analysis is best used as a guide and

not a prescription Adding and weighing criteria to each factor increase the validity of the

analysis

AREAS TO CONSIDER-

Strength- Technical skills strong brands distribution channels customer loyalty high customer retention scale organization work culture employee satisfaction and retention

Weakness- Absence of skills critical to the industry weak access to distribution channels low customer retention are just some of them

Strength includes- Cost advantages Financial resources Customerrsquos loyalty Market position

Weakness includes- Narrow product line Lack of management depth skills High cost operation due to high labor cost

Opportunities includes- Enter in new market Introduce a new capability Acquire firmcompany with needed technology

Threats include- Shifting the budget tastes or preferences Entry of new rivals or competitors Unfavorable government policies

57

InferencesInferences

58

INFERENCE

As the analysis shows that the company is having capabilities to complete on the basis of technology available qualified manpower They have good market potential and resources in their hand also

SWOT analysis helps the company to evaluate itself on the present grounds and gives them an idea for future prospects by removing their weakness and strengthening their opportunities

SWOT analysis is very essential for any type of organization it helps knowing the competitive situations regarding the relevant product of the concern

At last we can say that SWOT analysis is very useful in getting the desired objectives of any concern and surviving the competitive market

59

ConclusionConclusion

60

CONCLUSION

CFCL is a multinational company where all the employees of the organization are very

well aware about the training program occurring in the organization

At the outset I would like to mention that the topic allotted to me is very interesting the

various procedures adopted by the organization for taking up this initiative made me to

accept this assignment day by day I developed lot of interest amp the understanding

became clearing I worked seriously on the subject

The response from different category of employees appeared to be very genuine these

people were very open a transparent while expressing their views

To the interest of the employees for making a recruitment program effective we have to

put to me interesting things with the recruitment program to that they can learn from it

In CFCL recruitment is done through different methods-job fair online recruitment

campus selection etcBut mainly emphasis is given on online selection Employees of

CFCL are satisfied with recruitment process

Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides

satisfactory training programmes to its employee for enhancing their knowledge and

skills

61

AppendixAppendix

62

APPENDIX

QUESTIONNAIRE

Name of the personAgeSexDesignation

1 What are the criteria of employees joining this organization

Culture Company reputation Working environment Pay scale Any other

2 Percentage of employees leaving the organization (in a year )

0-5 5-10 10-15 15-20 Above 20

3 Percentage of employees joining the organization (in a year )

0-5 5-10 10-15 15-20 Above 20

63

4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above

5 Are employees satisfied with the company recruitment process Yes No

6 Are the employees satisfied with the training programmes in the organization

Yes No

7 Are the employees satisfied with the development activities in the organization

Yes No

64

BibliographyBibliography

65

BIBLIOGRAPHY

BOOKS

Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003

Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001

Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998

French W Alan Recruitment amp Selection Houghten MiffinBoston1999

Graham HT and R Benet Human Resource ManagementPitmanLondon1995

Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001

Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978

Storey Human Resource Management Thompson Learning New Delhi2001

Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000

Kothari CR Research Methodology New Delhi Vikas Publishing House 1999

WEBSITESwwwcfclcoin

httpenwikipediaorgwikirecruitment process

66

• Apex Institute of Management amp Science Jaipur
• TABLE OF CONTENT PAGE NO
• 1)Topic 1
• 2)Preface 5-6
• 3)Acknowledgement 7-8
• 4)Executive Summary 9-10
• 5)Introduction 11-12
• 6)An Overview of Fertilizer Industry 13-17
• 7)Research Methodology 18-21
• 9) Analysis amp Interpretations 49-54
• 10) SWOT Analysis 55-57
• 11) Inferences 58-59
• 12) Conclusion 60-61
• 13) Appendix 62-64
• 14) Bibliography 65-66
• • ANUSHREE TIWARI
  • EXECUTIVE SUMMARY
  • • COMPANY PROFILE
    • Chambal Fertilizers and Chemicals Limited
    • (CFCL)
    • Location
    • Corporate office International trade Tower 3rd Floor Block F
    • Products of the company
    • CHEMICAL
    • Uttam Bandhan
    • To establish a closer brand and to provide personalized services to farmers Chambal has started the Uttam Bandhan program a community welfare initiative Crop and product demonstrations field demonstrations and farmer meets are conducted Farmers are given ongoing training on specialized services that vary from crop diversification Animal Health Care need for balanced inputs and use of bio-fertilizers Soil amp water sampling and testing are also conducted for free Clinics set up by the Company and at Agriculture Universities Agriculture Research Stations and Krishi Vigyan Kendras Chambal has set up Hello Uttam Call Centres where agriculture experts respond to farmer queries on the phone

YES NO

INTERPRETATION

90 employees are satisfied with recruitment process in this company 10 employees

are not satisfied So in this recruitment process is better

6 Recruitment can be done through-

Categories Online

recruitment Job fair

Campus

selection promotions

Any

other

All

Above

No of

person 75 15 2 10 5 40

online recruitment

job fair

campus selection

promotins

any other

all above

53

INTERPRETATION

The recruitment involves different method like campus selection job fair online

recruitment promotions etc in different promotion

7 Satisfied with Development Activities in this Organization-

no of person

yesno

54

Position Yes NoNo of person 90 10

SWOT AnalysisSWOT Analysis

55

SWOT ANALYSIS

A detailed performance analysis sets the stage for conducting a SWOT analysis SWOT

analysis is an abbreviation for strength weakness opportunities and threats SWOT

analysis is an important tool for auditing the overall strategic positions of a business and

its environment Once key strategic issues have been identified they feed into business

objectives particularly marketing objectives SWOT analysis can be used in conjunction

with other tools for audit and analysis

Strength and weakness are internal factors Strength could be a firmrsquos specialist

marketing expertise A weakness could be the lack of a new product

Opportunities and threats are external factors An opportunity could be a developing

distribution channel such as the internet or changing consumer lifestyle that potentially

increase demand for a companyrsquos products A threat could be a new competitor in an

important existing market or a technological change that makes existing products

potentially obsolete

The external factor environment be it the macro environment customer or competitor

groups is contently in a state of flux A change by itself is neither an opportunity nor a

threat It only becomes so in relation to an organization strength or weakness What

may represent an opportunity for a particular firm May infact pose a serious threat to

the survival of yet another firm in the industry For instance deregulation of the telecom

industry was an opportunity for private sector firms which had the monetary and

managerial resources to leverage this opportunity Existing public sector units saw this

threat as it meant the end of their protected monopolies

SWOT analysis can be very subjective--- two people rarely come-up with the same

version of a SWOT analysis even when given the same information about the same

56

business and its environment Accordingly SWOT analysis is best used as a guide and

not a prescription Adding and weighing criteria to each factor increase the validity of the

analysis

AREAS TO CONSIDER-

Strength- Technical skills strong brands distribution channels customer loyalty high customer retention scale organization work culture employee satisfaction and retention

Weakness- Absence of skills critical to the industry weak access to distribution channels low customer retention are just some of them

Strength includes- Cost advantages Financial resources Customerrsquos loyalty Market position

Weakness includes- Narrow product line Lack of management depth skills High cost operation due to high labor cost

Opportunities includes- Enter in new market Introduce a new capability Acquire firmcompany with needed technology

Threats include- Shifting the budget tastes or preferences Entry of new rivals or competitors Unfavorable government policies

57

InferencesInferences

58

INFERENCE

As the analysis shows that the company is having capabilities to complete on the basis of technology available qualified manpower They have good market potential and resources in their hand also

SWOT analysis helps the company to evaluate itself on the present grounds and gives them an idea for future prospects by removing their weakness and strengthening their opportunities

SWOT analysis is very essential for any type of organization it helps knowing the competitive situations regarding the relevant product of the concern

At last we can say that SWOT analysis is very useful in getting the desired objectives of any concern and surviving the competitive market

59

ConclusionConclusion

60

CONCLUSION

CFCL is a multinational company where all the employees of the organization are very

well aware about the training program occurring in the organization

At the outset I would like to mention that the topic allotted to me is very interesting the

various procedures adopted by the organization for taking up this initiative made me to

accept this assignment day by day I developed lot of interest amp the understanding

became clearing I worked seriously on the subject

The response from different category of employees appeared to be very genuine these

people were very open a transparent while expressing their views

To the interest of the employees for making a recruitment program effective we have to

put to me interesting things with the recruitment program to that they can learn from it

In CFCL recruitment is done through different methods-job fair online recruitment

campus selection etcBut mainly emphasis is given on online selection Employees of

CFCL are satisfied with recruitment process

Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides

satisfactory training programmes to its employee for enhancing their knowledge and

skills

61

AppendixAppendix

62

APPENDIX

QUESTIONNAIRE

Name of the personAgeSexDesignation

1 What are the criteria of employees joining this organization

Culture Company reputation Working environment Pay scale Any other

2 Percentage of employees leaving the organization (in a year )

0-5 5-10 10-15 15-20 Above 20

3 Percentage of employees joining the organization (in a year )

0-5 5-10 10-15 15-20 Above 20

63

4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above

5 Are employees satisfied with the company recruitment process Yes No

6 Are the employees satisfied with the training programmes in the organization

Yes No

7 Are the employees satisfied with the development activities in the organization

Yes No

64

BibliographyBibliography

65

BIBLIOGRAPHY

BOOKS

Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003

Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001

Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998

French W Alan Recruitment amp Selection Houghten MiffinBoston1999

Graham HT and R Benet Human Resource ManagementPitmanLondon1995

Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001

Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978

Storey Human Resource Management Thompson Learning New Delhi2001

Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000

Kothari CR Research Methodology New Delhi Vikas Publishing House 1999

WEBSITESwwwcfclcoin

httpenwikipediaorgwikirecruitment process

66

• Apex Institute of Management amp Science Jaipur
• TABLE OF CONTENT PAGE NO
• 1)Topic 1
• 2)Preface 5-6
• 3)Acknowledgement 7-8
• 4)Executive Summary 9-10
• 5)Introduction 11-12
• 6)An Overview of Fertilizer Industry 13-17
• 7)Research Methodology 18-21
• 9) Analysis amp Interpretations 49-54
• 10) SWOT Analysis 55-57
• 11) Inferences 58-59
• 12) Conclusion 60-61
• 13) Appendix 62-64
• 14) Bibliography 65-66
• • ANUSHREE TIWARI
  • EXECUTIVE SUMMARY
  • • COMPANY PROFILE
    • Chambal Fertilizers and Chemicals Limited
    • (CFCL)
    • Location
    • Corporate office International trade Tower 3rd Floor Block F
    • Products of the company
    • CHEMICAL
    • Uttam Bandhan
    • To establish a closer brand and to provide personalized services to farmers Chambal has started the Uttam Bandhan program a community welfare initiative Crop and product demonstrations field demonstrations and farmer meets are conducted Farmers are given ongoing training on specialized services that vary from crop diversification Animal Health Care need for balanced inputs and use of bio-fertilizers Soil amp water sampling and testing are also conducted for free Clinics set up by the Company and at Agriculture Universities Agriculture Research Stations and Krishi Vigyan Kendras Chambal has set up Hello Uttam Call Centres where agriculture experts respond to farmer queries on the phone

INTERPRETATION

The recruitment involves different method like campus selection job fair online

recruitment promotions etc in different promotion

7 Satisfied with Development Activities in this Organization-

no of person

yesno

54

Position Yes NoNo of person 90 10

SWOT AnalysisSWOT Analysis

55

SWOT ANALYSIS

A detailed performance analysis sets the stage for conducting a SWOT analysis SWOT

analysis is an abbreviation for strength weakness opportunities and threats SWOT

analysis is an important tool for auditing the overall strategic positions of a business and

its environment Once key strategic issues have been identified they feed into business

objectives particularly marketing objectives SWOT analysis can be used in conjunction

with other tools for audit and analysis

Strength and weakness are internal factors Strength could be a firmrsquos specialist

marketing expertise A weakness could be the lack of a new product

Opportunities and threats are external factors An opportunity could be a developing

distribution channel such as the internet or changing consumer lifestyle that potentially

increase demand for a companyrsquos products A threat could be a new competitor in an

important existing market or a technological change that makes existing products

potentially obsolete

The external factor environment be it the macro environment customer or competitor

groups is contently in a state of flux A change by itself is neither an opportunity nor a

threat It only becomes so in relation to an organization strength or weakness What

may represent an opportunity for a particular firm May infact pose a serious threat to

the survival of yet another firm in the industry For instance deregulation of the telecom

industry was an opportunity for private sector firms which had the monetary and

managerial resources to leverage this opportunity Existing public sector units saw this

threat as it meant the end of their protected monopolies

SWOT analysis can be very subjective--- two people rarely come-up with the same

version of a SWOT analysis even when given the same information about the same

56

business and its environment Accordingly SWOT analysis is best used as a guide and

not a prescription Adding and weighing criteria to each factor increase the validity of the

analysis

AREAS TO CONSIDER-

Strength- Technical skills strong brands distribution channels customer loyalty high customer retention scale organization work culture employee satisfaction and retention

Weakness- Absence of skills critical to the industry weak access to distribution channels low customer retention are just some of them

Strength includes- Cost advantages Financial resources Customerrsquos loyalty Market position

Weakness includes- Narrow product line Lack of management depth skills High cost operation due to high labor cost

Opportunities includes- Enter in new market Introduce a new capability Acquire firmcompany with needed technology

Threats include- Shifting the budget tastes or preferences Entry of new rivals or competitors Unfavorable government policies

57

InferencesInferences

58

INFERENCE

As the analysis shows that the company is having capabilities to complete on the basis of technology available qualified manpower They have good market potential and resources in their hand also

SWOT analysis helps the company to evaluate itself on the present grounds and gives them an idea for future prospects by removing their weakness and strengthening their opportunities

SWOT analysis is very essential for any type of organization it helps knowing the competitive situations regarding the relevant product of the concern

At last we can say that SWOT analysis is very useful in getting the desired objectives of any concern and surviving the competitive market

59

ConclusionConclusion

60

CONCLUSION

CFCL is a multinational company where all the employees of the organization are very

well aware about the training program occurring in the organization

At the outset I would like to mention that the topic allotted to me is very interesting the

various procedures adopted by the organization for taking up this initiative made me to

accept this assignment day by day I developed lot of interest amp the understanding

became clearing I worked seriously on the subject

The response from different category of employees appeared to be very genuine these

people were very open a transparent while expressing their views

To the interest of the employees for making a recruitment program effective we have to

put to me interesting things with the recruitment program to that they can learn from it

In CFCL recruitment is done through different methods-job fair online recruitment

campus selection etcBut mainly emphasis is given on online selection Employees of

CFCL are satisfied with recruitment process

Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides

satisfactory training programmes to its employee for enhancing their knowledge and

skills

61

AppendixAppendix

62

APPENDIX

QUESTIONNAIRE

Name of the personAgeSexDesignation

1 What are the criteria of employees joining this organization

Culture Company reputation Working environment Pay scale Any other

2 Percentage of employees leaving the organization (in a year )

0-5 5-10 10-15 15-20 Above 20

3 Percentage of employees joining the organization (in a year )

0-5 5-10 10-15 15-20 Above 20

63

4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above

5 Are employees satisfied with the company recruitment process Yes No

6 Are the employees satisfied with the training programmes in the organization

Yes No

7 Are the employees satisfied with the development activities in the organization

Yes No

64

BibliographyBibliography

65

BIBLIOGRAPHY

BOOKS

Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003

Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001

Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998

French W Alan Recruitment amp Selection Houghten MiffinBoston1999

Graham HT and R Benet Human Resource ManagementPitmanLondon1995

Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001

Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978

Storey Human Resource Management Thompson Learning New Delhi2001

Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000

Kothari CR Research Methodology New Delhi Vikas Publishing House 1999

WEBSITESwwwcfclcoin

httpenwikipediaorgwikirecruitment process

66

• Apex Institute of Management amp Science Jaipur
• TABLE OF CONTENT PAGE NO
• 1)Topic 1
• 2)Preface 5-6
• 3)Acknowledgement 7-8
• 4)Executive Summary 9-10
• 5)Introduction 11-12
• 6)An Overview of Fertilizer Industry 13-17
• 7)Research Methodology 18-21
• 9) Analysis amp Interpretations 49-54
• 10) SWOT Analysis 55-57
• 11) Inferences 58-59
• 12) Conclusion 60-61
• 13) Appendix 62-64
• 14) Bibliography 65-66
• • ANUSHREE TIWARI
  • EXECUTIVE SUMMARY
  • • COMPANY PROFILE
    • Chambal Fertilizers and Chemicals Limited
    • (CFCL)
    • Location
    • Corporate office International trade Tower 3rd Floor Block F
    • Products of the company
    • CHEMICAL
    • Uttam Bandhan
    • To establish a closer brand and to provide personalized services to farmers Chambal has started the Uttam Bandhan program a community welfare initiative Crop and product demonstrations field demonstrations and farmer meets are conducted Farmers are given ongoing training on specialized services that vary from crop diversification Animal Health Care need for balanced inputs and use of bio-fertilizers Soil amp water sampling and testing are also conducted for free Clinics set up by the Company and at Agriculture Universities Agriculture Research Stations and Krishi Vigyan Kendras Chambal has set up Hello Uttam Call Centres where agriculture experts respond to farmer queries on the phone

SWOT AnalysisSWOT Analysis

55

SWOT ANALYSIS

A detailed performance analysis sets the stage for conducting a SWOT analysis SWOT

analysis is an abbreviation for strength weakness opportunities and threats SWOT

analysis is an important tool for auditing the overall strategic positions of a business and

its environment Once key strategic issues have been identified they feed into business

objectives particularly marketing objectives SWOT analysis can be used in conjunction

with other tools for audit and analysis

Strength and weakness are internal factors Strength could be a firmrsquos specialist

marketing expertise A weakness could be the lack of a new product

Opportunities and threats are external factors An opportunity could be a developing

distribution channel such as the internet or changing consumer lifestyle that potentially

increase demand for a companyrsquos products A threat could be a new competitor in an

important existing market or a technological change that makes existing products

potentially obsolete

The external factor environment be it the macro environment customer or competitor

groups is contently in a state of flux A change by itself is neither an opportunity nor a

threat It only becomes so in relation to an organization strength or weakness What

may represent an opportunity for a particular firm May infact pose a serious threat to

the survival of yet another firm in the industry For instance deregulation of the telecom

industry was an opportunity for private sector firms which had the monetary and

managerial resources to leverage this opportunity Existing public sector units saw this

threat as it meant the end of their protected monopolies

SWOT analysis can be very subjective--- two people rarely come-up with the same

version of a SWOT analysis even when given the same information about the same

56

business and its environment Accordingly SWOT analysis is best used as a guide and

not a prescription Adding and weighing criteria to each factor increase the validity of the

analysis

AREAS TO CONSIDER-

Strength- Technical skills strong brands distribution channels customer loyalty high customer retention scale organization work culture employee satisfaction and retention

Weakness- Absence of skills critical to the industry weak access to distribution channels low customer retention are just some of them

Strength includes- Cost advantages Financial resources Customerrsquos loyalty Market position

Weakness includes- Narrow product line Lack of management depth skills High cost operation due to high labor cost

Opportunities includes- Enter in new market Introduce a new capability Acquire firmcompany with needed technology

Threats include- Shifting the budget tastes or preferences Entry of new rivals or competitors Unfavorable government policies

57

InferencesInferences

58

INFERENCE

As the analysis shows that the company is having capabilities to complete on the basis of technology available qualified manpower They have good market potential and resources in their hand also

SWOT analysis helps the company to evaluate itself on the present grounds and gives them an idea for future prospects by removing their weakness and strengthening their opportunities

SWOT analysis is very essential for any type of organization it helps knowing the competitive situations regarding the relevant product of the concern

At last we can say that SWOT analysis is very useful in getting the desired objectives of any concern and surviving the competitive market

59

ConclusionConclusion

60

CONCLUSION

CFCL is a multinational company where all the employees of the organization are very

well aware about the training program occurring in the organization

At the outset I would like to mention that the topic allotted to me is very interesting the

various procedures adopted by the organization for taking up this initiative made me to

accept this assignment day by day I developed lot of interest amp the understanding

became clearing I worked seriously on the subject

The response from different category of employees appeared to be very genuine these

people were very open a transparent while expressing their views

To the interest of the employees for making a recruitment program effective we have to

put to me interesting things with the recruitment program to that they can learn from it

In CFCL recruitment is done through different methods-job fair online recruitment

campus selection etcBut mainly emphasis is given on online selection Employees of

CFCL are satisfied with recruitment process

Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides

satisfactory training programmes to its employee for enhancing their knowledge and

skills

61

AppendixAppendix

62

APPENDIX

QUESTIONNAIRE

Name of the personAgeSexDesignation

1 What are the criteria of employees joining this organization

Culture Company reputation Working environment Pay scale Any other

2 Percentage of employees leaving the organization (in a year )

0-5 5-10 10-15 15-20 Above 20

3 Percentage of employees joining the organization (in a year )

0-5 5-10 10-15 15-20 Above 20

63

4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above

5 Are employees satisfied with the company recruitment process Yes No

6 Are the employees satisfied with the training programmes in the organization

Yes No

7 Are the employees satisfied with the development activities in the organization

Yes No

64

BibliographyBibliography

65

BIBLIOGRAPHY

BOOKS

Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003

Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001

Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998

French W Alan Recruitment amp Selection Houghten MiffinBoston1999

Graham HT and R Benet Human Resource ManagementPitmanLondon1995

Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001

Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978

Storey Human Resource Management Thompson Learning New Delhi2001

Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000

Kothari CR Research Methodology New Delhi Vikas Publishing House 1999

WEBSITESwwwcfclcoin

httpenwikipediaorgwikirecruitment process

66

• Apex Institute of Management amp Science Jaipur
• TABLE OF CONTENT PAGE NO
• 1)Topic 1
• 2)Preface 5-6
• 3)Acknowledgement 7-8
• 4)Executive Summary 9-10
• 5)Introduction 11-12
• 6)An Overview of Fertilizer Industry 13-17
• 7)Research Methodology 18-21
• 9) Analysis amp Interpretations 49-54
• 10) SWOT Analysis 55-57
• 11) Inferences 58-59
• 12) Conclusion 60-61
• 13) Appendix 62-64
• 14) Bibliography 65-66
• • ANUSHREE TIWARI
  • EXECUTIVE SUMMARY
  • • COMPANY PROFILE
    • Chambal Fertilizers and Chemicals Limited
    • (CFCL)
    • Location
    • Corporate office International trade Tower 3rd Floor Block F
    • Products of the company
    • CHEMICAL
    • Uttam Bandhan
    • To establish a closer brand and to provide personalized services to farmers Chambal has started the Uttam Bandhan program a community welfare initiative Crop and product demonstrations field demonstrations and farmer meets are conducted Farmers are given ongoing training on specialized services that vary from crop diversification Animal Health Care need for balanced inputs and use of bio-fertilizers Soil amp water sampling and testing are also conducted for free Clinics set up by the Company and at Agriculture Universities Agriculture Research Stations and Krishi Vigyan Kendras Chambal has set up Hello Uttam Call Centres where agriculture experts respond to farmer queries on the phone

SWOT ANALYSIS

A detailed performance analysis sets the stage for conducting a SWOT analysis SWOT

analysis is an abbreviation for strength weakness opportunities and threats SWOT

analysis is an important tool for auditing the overall strategic positions of a business and

its environment Once key strategic issues have been identified they feed into business

objectives particularly marketing objectives SWOT analysis can be used in conjunction

with other tools for audit and analysis

Strength and weakness are internal factors Strength could be a firmrsquos specialist

marketing expertise A weakness could be the lack of a new product

Opportunities and threats are external factors An opportunity could be a developing

distribution channel such as the internet or changing consumer lifestyle that potentially

increase demand for a companyrsquos products A threat could be a new competitor in an

important existing market or a technological change that makes existing products

potentially obsolete

The external factor environment be it the macro environment customer or competitor

groups is contently in a state of flux A change by itself is neither an opportunity nor a

threat It only becomes so in relation to an organization strength or weakness What

may represent an opportunity for a particular firm May infact pose a serious threat to

the survival of yet another firm in the industry For instance deregulation of the telecom

industry was an opportunity for private sector firms which had the monetary and

managerial resources to leverage this opportunity Existing public sector units saw this

threat as it meant the end of their protected monopolies

SWOT analysis can be very subjective--- two people rarely come-up with the same

version of a SWOT analysis even when given the same information about the same

56

business and its environment Accordingly SWOT analysis is best used as a guide and

not a prescription Adding and weighing criteria to each factor increase the validity of the

analysis

AREAS TO CONSIDER-

Strength- Technical skills strong brands distribution channels customer loyalty high customer retention scale organization work culture employee satisfaction and retention

Weakness- Absence of skills critical to the industry weak access to distribution channels low customer retention are just some of them

Strength includes- Cost advantages Financial resources Customerrsquos loyalty Market position

Weakness includes- Narrow product line Lack of management depth skills High cost operation due to high labor cost

Opportunities includes- Enter in new market Introduce a new capability Acquire firmcompany with needed technology

Threats include- Shifting the budget tastes or preferences Entry of new rivals or competitors Unfavorable government policies

57

InferencesInferences

58

INFERENCE

As the analysis shows that the company is having capabilities to complete on the basis of technology available qualified manpower They have good market potential and resources in their hand also

SWOT analysis helps the company to evaluate itself on the present grounds and gives them an idea for future prospects by removing their weakness and strengthening their opportunities

SWOT analysis is very essential for any type of organization it helps knowing the competitive situations regarding the relevant product of the concern

At last we can say that SWOT analysis is very useful in getting the desired objectives of any concern and surviving the competitive market

59

ConclusionConclusion

60

CONCLUSION

CFCL is a multinational company where all the employees of the organization are very

well aware about the training program occurring in the organization

At the outset I would like to mention that the topic allotted to me is very interesting the

various procedures adopted by the organization for taking up this initiative made me to

accept this assignment day by day I developed lot of interest amp the understanding

became clearing I worked seriously on the subject

The response from different category of employees appeared to be very genuine these

people were very open a transparent while expressing their views

To the interest of the employees for making a recruitment program effective we have to

put to me interesting things with the recruitment program to that they can learn from it

In CFCL recruitment is done through different methods-job fair online recruitment

campus selection etcBut mainly emphasis is given on online selection Employees of

CFCL are satisfied with recruitment process

Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides

satisfactory training programmes to its employee for enhancing their knowledge and

skills

61

AppendixAppendix

62

APPENDIX

QUESTIONNAIRE

Name of the personAgeSexDesignation

1 What are the criteria of employees joining this organization

Culture Company reputation Working environment Pay scale Any other

2 Percentage of employees leaving the organization (in a year )

0-5 5-10 10-15 15-20 Above 20

3 Percentage of employees joining the organization (in a year )

0-5 5-10 10-15 15-20 Above 20

63

4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above

5 Are employees satisfied with the company recruitment process Yes No

6 Are the employees satisfied with the training programmes in the organization

Yes No

7 Are the employees satisfied with the development activities in the organization

Yes No

64

BibliographyBibliography

65

BIBLIOGRAPHY

BOOKS

Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003

Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001

Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998

French W Alan Recruitment amp Selection Houghten MiffinBoston1999

Graham HT and R Benet Human Resource ManagementPitmanLondon1995

Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001

Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978

Storey Human Resource Management Thompson Learning New Delhi2001

Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000

Kothari CR Research Methodology New Delhi Vikas Publishing House 1999

WEBSITESwwwcfclcoin

httpenwikipediaorgwikirecruitment process

66

• Apex Institute of Management amp Science Jaipur
• TABLE OF CONTENT PAGE NO
• 1)Topic 1
• 2)Preface 5-6
• 3)Acknowledgement 7-8
• 4)Executive Summary 9-10
• 5)Introduction 11-12
• 6)An Overview of Fertilizer Industry 13-17
• 7)Research Methodology 18-21
• 9) Analysis amp Interpretations 49-54
• 10) SWOT Analysis 55-57
• 11) Inferences 58-59
• 12) Conclusion 60-61
• 13) Appendix 62-64
• 14) Bibliography 65-66
• • ANUSHREE TIWARI
  • EXECUTIVE SUMMARY
  • • COMPANY PROFILE
    • Chambal Fertilizers and Chemicals Limited
    • (CFCL)
    • Location
    • Corporate office International trade Tower 3rd Floor Block F
    • Products of the company
    • CHEMICAL
    • Uttam Bandhan
    • To establish a closer brand and to provide personalized services to farmers Chambal has started the Uttam Bandhan program a community welfare initiative Crop and product demonstrations field demonstrations and farmer meets are conducted Farmers are given ongoing training on specialized services that vary from crop diversification Animal Health Care need for balanced inputs and use of bio-fertilizers Soil amp water sampling and testing are also conducted for free Clinics set up by the Company and at Agriculture Universities Agriculture Research Stations and Krishi Vigyan Kendras Chambal has set up Hello Uttam Call Centres where agriculture experts respond to farmer queries on the phone

business and its environment Accordingly SWOT analysis is best used as a guide and

not a prescription Adding and weighing criteria to each factor increase the validity of the

analysis

AREAS TO CONSIDER-

Strength- Technical skills strong brands distribution channels customer loyalty high customer retention scale organization work culture employee satisfaction and retention

Weakness- Absence of skills critical to the industry weak access to distribution channels low customer retention are just some of them

Strength includes- Cost advantages Financial resources Customerrsquos loyalty Market position

Weakness includes- Narrow product line Lack of management depth skills High cost operation due to high labor cost

Opportunities includes- Enter in new market Introduce a new capability Acquire firmcompany with needed technology

Threats include- Shifting the budget tastes or preferences Entry of new rivals or competitors Unfavorable government policies

57

InferencesInferences

58

INFERENCE

As the analysis shows that the company is having capabilities to complete on the basis of technology available qualified manpower They have good market potential and resources in their hand also

SWOT analysis helps the company to evaluate itself on the present grounds and gives them an idea for future prospects by removing their weakness and strengthening their opportunities

SWOT analysis is very essential for any type of organization it helps knowing the competitive situations regarding the relevant product of the concern

At last we can say that SWOT analysis is very useful in getting the desired objectives of any concern and surviving the competitive market

59

ConclusionConclusion

60

CONCLUSION

CFCL is a multinational company where all the employees of the organization are very

well aware about the training program occurring in the organization

At the outset I would like to mention that the topic allotted to me is very interesting the

various procedures adopted by the organization for taking up this initiative made me to

accept this assignment day by day I developed lot of interest amp the understanding

became clearing I worked seriously on the subject

The response from different category of employees appeared to be very genuine these

people were very open a transparent while expressing their views

To the interest of the employees for making a recruitment program effective we have to

put to me interesting things with the recruitment program to that they can learn from it

In CFCL recruitment is done through different methods-job fair online recruitment

campus selection etcBut mainly emphasis is given on online selection Employees of

CFCL are satisfied with recruitment process

Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides

satisfactory training programmes to its employee for enhancing their knowledge and

skills

61

AppendixAppendix

62

APPENDIX

QUESTIONNAIRE

Name of the personAgeSexDesignation

1 What are the criteria of employees joining this organization

Culture Company reputation Working environment Pay scale Any other

2 Percentage of employees leaving the organization (in a year )

0-5 5-10 10-15 15-20 Above 20

3 Percentage of employees joining the organization (in a year )

0-5 5-10 10-15 15-20 Above 20

63

4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above

5 Are employees satisfied with the company recruitment process Yes No

6 Are the employees satisfied with the training programmes in the organization

Yes No

7 Are the employees satisfied with the development activities in the organization

Yes No

64

BibliographyBibliography

65

BIBLIOGRAPHY

BOOKS

Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003

Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001

Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998

French W Alan Recruitment amp Selection Houghten MiffinBoston1999

Graham HT and R Benet Human Resource ManagementPitmanLondon1995

Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001

Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978

Storey Human Resource Management Thompson Learning New Delhi2001

Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000

Kothari CR Research Methodology New Delhi Vikas Publishing House 1999

WEBSITESwwwcfclcoin

httpenwikipediaorgwikirecruitment process

66

• Apex Institute of Management amp Science Jaipur
• TABLE OF CONTENT PAGE NO
• 1)Topic 1
• 2)Preface 5-6
• 3)Acknowledgement 7-8
• 4)Executive Summary 9-10
• 5)Introduction 11-12
• 6)An Overview of Fertilizer Industry 13-17
• 7)Research Methodology 18-21
• 9) Analysis amp Interpretations 49-54
• 10) SWOT Analysis 55-57
• 11) Inferences 58-59
• 12) Conclusion 60-61
• 13) Appendix 62-64
• 14) Bibliography 65-66
• • ANUSHREE TIWARI
  • EXECUTIVE SUMMARY
  • • COMPANY PROFILE
    • Chambal Fertilizers and Chemicals Limited
    • (CFCL)
    • Location
    • Corporate office International trade Tower 3rd Floor Block F
    • Products of the company
    • CHEMICAL
    • Uttam Bandhan
    • To establish a closer brand and to provide personalized services to farmers Chambal has started the Uttam Bandhan program a community welfare initiative Crop and product demonstrations field demonstrations and farmer meets are conducted Farmers are given ongoing training on specialized services that vary from crop diversification Animal Health Care need for balanced inputs and use of bio-fertilizers Soil amp water sampling and testing are also conducted for free Clinics set up by the Company and at Agriculture Universities Agriculture Research Stations and Krishi Vigyan Kendras Chambal has set up Hello Uttam Call Centres where agriculture experts respond to farmer queries on the phone

InferencesInferences

58

INFERENCE

As the analysis shows that the company is having capabilities to complete on the basis of technology available qualified manpower They have good market potential and resources in their hand also

SWOT analysis helps the company to evaluate itself on the present grounds and gives them an idea for future prospects by removing their weakness and strengthening their opportunities

SWOT analysis is very essential for any type of organization it helps knowing the competitive situations regarding the relevant product of the concern

At last we can say that SWOT analysis is very useful in getting the desired objectives of any concern and surviving the competitive market

59

ConclusionConclusion

60

CONCLUSION

CFCL is a multinational company where all the employees of the organization are very

well aware about the training program occurring in the organization

At the outset I would like to mention that the topic allotted to me is very interesting the

various procedures adopted by the organization for taking up this initiative made me to

accept this assignment day by day I developed lot of interest amp the understanding

became clearing I worked seriously on the subject

The response from different category of employees appeared to be very genuine these

people were very open a transparent while expressing their views

To the interest of the employees for making a recruitment program effective we have to

put to me interesting things with the recruitment program to that they can learn from it

In CFCL recruitment is done through different methods-job fair online recruitment

campus selection etcBut mainly emphasis is given on online selection Employees of

CFCL are satisfied with recruitment process

Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides

satisfactory training programmes to its employee for enhancing their knowledge and

skills

61

AppendixAppendix

62

APPENDIX

QUESTIONNAIRE

Name of the personAgeSexDesignation

1 What are the criteria of employees joining this organization

Culture Company reputation Working environment Pay scale Any other

2 Percentage of employees leaving the organization (in a year )

0-5 5-10 10-15 15-20 Above 20

3 Percentage of employees joining the organization (in a year )

0-5 5-10 10-15 15-20 Above 20

63

4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above

5 Are employees satisfied with the company recruitment process Yes No

6 Are the employees satisfied with the training programmes in the organization

Yes No

7 Are the employees satisfied with the development activities in the organization

Yes No

64

BibliographyBibliography

65

BIBLIOGRAPHY

BOOKS

Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003

Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001

Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998

French W Alan Recruitment amp Selection Houghten MiffinBoston1999

Graham HT and R Benet Human Resource ManagementPitmanLondon1995

Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001

Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978

Storey Human Resource Management Thompson Learning New Delhi2001

Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000

Kothari CR Research Methodology New Delhi Vikas Publishing House 1999

WEBSITESwwwcfclcoin

httpenwikipediaorgwikirecruitment process

66

• Apex Institute of Management amp Science Jaipur
• TABLE OF CONTENT PAGE NO
• 1)Topic 1
• 2)Preface 5-6
• 3)Acknowledgement 7-8
• 4)Executive Summary 9-10
• 5)Introduction 11-12
• 6)An Overview of Fertilizer Industry 13-17
• 7)Research Methodology 18-21
• 9) Analysis amp Interpretations 49-54
• 10) SWOT Analysis 55-57
• 11) Inferences 58-59
• 12) Conclusion 60-61
• 13) Appendix 62-64
• 14) Bibliography 65-66
• • ANUSHREE TIWARI
  • EXECUTIVE SUMMARY
  • • COMPANY PROFILE
    • Chambal Fertilizers and Chemicals Limited
    • (CFCL)
    • Location
    • Corporate office International trade Tower 3rd Floor Block F
    • Products of the company
    • CHEMICAL
    • Uttam Bandhan
    • To establish a closer brand and to provide personalized services to farmers Chambal has started the Uttam Bandhan program a community welfare initiative Crop and product demonstrations field demonstrations and farmer meets are conducted Farmers are given ongoing training on specialized services that vary from crop diversification Animal Health Care need for balanced inputs and use of bio-fertilizers Soil amp water sampling and testing are also conducted for free Clinics set up by the Company and at Agriculture Universities Agriculture Research Stations and Krishi Vigyan Kendras Chambal has set up Hello Uttam Call Centres where agriculture experts respond to farmer queries on the phone

INFERENCE

As the analysis shows that the company is having capabilities to complete on the basis of technology available qualified manpower They have good market potential and resources in their hand also

SWOT analysis helps the company to evaluate itself on the present grounds and gives them an idea for future prospects by removing their weakness and strengthening their opportunities

SWOT analysis is very essential for any type of organization it helps knowing the competitive situations regarding the relevant product of the concern

At last we can say that SWOT analysis is very useful in getting the desired objectives of any concern and surviving the competitive market

59

ConclusionConclusion

60

CONCLUSION

CFCL is a multinational company where all the employees of the organization are very

well aware about the training program occurring in the organization

At the outset I would like to mention that the topic allotted to me is very interesting the

various procedures adopted by the organization for taking up this initiative made me to

accept this assignment day by day I developed lot of interest amp the understanding

became clearing I worked seriously on the subject

The response from different category of employees appeared to be very genuine these

people were very open a transparent while expressing their views

To the interest of the employees for making a recruitment program effective we have to

put to me interesting things with the recruitment program to that they can learn from it

In CFCL recruitment is done through different methods-job fair online recruitment

campus selection etcBut mainly emphasis is given on online selection Employees of

CFCL are satisfied with recruitment process

Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides

satisfactory training programmes to its employee for enhancing their knowledge and

skills

61

AppendixAppendix

62

APPENDIX

QUESTIONNAIRE

Name of the personAgeSexDesignation

1 What are the criteria of employees joining this organization

Culture Company reputation Working environment Pay scale Any other

2 Percentage of employees leaving the organization (in a year )

0-5 5-10 10-15 15-20 Above 20

3 Percentage of employees joining the organization (in a year )

0-5 5-10 10-15 15-20 Above 20

63

4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above

5 Are employees satisfied with the company recruitment process Yes No

6 Are the employees satisfied with the training programmes in the organization

Yes No

7 Are the employees satisfied with the development activities in the organization

Yes No

64

BibliographyBibliography

65

BIBLIOGRAPHY

BOOKS

Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003

Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001

Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998

French W Alan Recruitment amp Selection Houghten MiffinBoston1999

Graham HT and R Benet Human Resource ManagementPitmanLondon1995

Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001

Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978

Storey Human Resource Management Thompson Learning New Delhi2001

Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000

Kothari CR Research Methodology New Delhi Vikas Publishing House 1999

WEBSITESwwwcfclcoin

httpenwikipediaorgwikirecruitment process

66

• Apex Institute of Management amp Science Jaipur
• TABLE OF CONTENT PAGE NO
• 1)Topic 1
• 2)Preface 5-6
• 3)Acknowledgement 7-8
• 4)Executive Summary 9-10
• 5)Introduction 11-12
• 6)An Overview of Fertilizer Industry 13-17
• 7)Research Methodology 18-21
• 9) Analysis amp Interpretations 49-54
• 10) SWOT Analysis 55-57
• 11) Inferences 58-59
• 12) Conclusion 60-61
• 13) Appendix 62-64
• 14) Bibliography 65-66
• • ANUSHREE TIWARI
  • EXECUTIVE SUMMARY
  • • COMPANY PROFILE
    • Chambal Fertilizers and Chemicals Limited
    • (CFCL)
    • Location
    • Corporate office International trade Tower 3rd Floor Block F
    • Products of the company
    • CHEMICAL
    • Uttam Bandhan
    • To establish a closer brand and to provide personalized services to farmers Chambal has started the Uttam Bandhan program a community welfare initiative Crop and product demonstrations field demonstrations and farmer meets are conducted Farmers are given ongoing training on specialized services that vary from crop diversification Animal Health Care need for balanced inputs and use of bio-fertilizers Soil amp water sampling and testing are also conducted for free Clinics set up by the Company and at Agriculture Universities Agriculture Research Stations and Krishi Vigyan Kendras Chambal has set up Hello Uttam Call Centres where agriculture experts respond to farmer queries on the phone

ConclusionConclusion

60

CONCLUSION

CFCL is a multinational company where all the employees of the organization are very

well aware about the training program occurring in the organization

At the outset I would like to mention that the topic allotted to me is very interesting the

various procedures adopted by the organization for taking up this initiative made me to

accept this assignment day by day I developed lot of interest amp the understanding

became clearing I worked seriously on the subject

The response from different category of employees appeared to be very genuine these

people were very open a transparent while expressing their views

To the interest of the employees for making a recruitment program effective we have to

put to me interesting things with the recruitment program to that they can learn from it

In CFCL recruitment is done through different methods-job fair online recruitment

campus selection etcBut mainly emphasis is given on online selection Employees of

CFCL are satisfied with recruitment process

Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides

satisfactory training programmes to its employee for enhancing their knowledge and

skills

61

AppendixAppendix

62

APPENDIX

QUESTIONNAIRE

Name of the personAgeSexDesignation

1 What are the criteria of employees joining this organization

Culture Company reputation Working environment Pay scale Any other

2 Percentage of employees leaving the organization (in a year )

0-5 5-10 10-15 15-20 Above 20

3 Percentage of employees joining the organization (in a year )

0-5 5-10 10-15 15-20 Above 20

63

4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above

5 Are employees satisfied with the company recruitment process Yes No

6 Are the employees satisfied with the training programmes in the organization

Yes No

7 Are the employees satisfied with the development activities in the organization

Yes No

64

BibliographyBibliography

65

BIBLIOGRAPHY

BOOKS

Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003

Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001

Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998

French W Alan Recruitment amp Selection Houghten MiffinBoston1999

Graham HT and R Benet Human Resource ManagementPitmanLondon1995

Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001

Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978

Storey Human Resource Management Thompson Learning New Delhi2001

Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000

Kothari CR Research Methodology New Delhi Vikas Publishing House 1999

WEBSITESwwwcfclcoin

httpenwikipediaorgwikirecruitment process

66

• Apex Institute of Management amp Science Jaipur
• TABLE OF CONTENT PAGE NO
• 1)Topic 1
• 2)Preface 5-6
• 3)Acknowledgement 7-8
• 4)Executive Summary 9-10
• 5)Introduction 11-12
• 6)An Overview of Fertilizer Industry 13-17
• 7)Research Methodology 18-21
• 9) Analysis amp Interpretations 49-54
• 10) SWOT Analysis 55-57
• 11) Inferences 58-59
• 12) Conclusion 60-61
• 13) Appendix 62-64
• 14) Bibliography 65-66
• • ANUSHREE TIWARI
  • EXECUTIVE SUMMARY
  • • COMPANY PROFILE
    • Chambal Fertilizers and Chemicals Limited
    • (CFCL)
    • Location
    • Corporate office International trade Tower 3rd Floor Block F
    • Products of the company
    • CHEMICAL
    • Uttam Bandhan
    • To establish a closer brand and to provide personalized services to farmers Chambal has started the Uttam Bandhan program a community welfare initiative Crop and product demonstrations field demonstrations and farmer meets are conducted Farmers are given ongoing training on specialized services that vary from crop diversification Animal Health Care need for balanced inputs and use of bio-fertilizers Soil amp water sampling and testing are also conducted for free Clinics set up by the Company and at Agriculture Universities Agriculture Research Stations and Krishi Vigyan Kendras Chambal has set up Hello Uttam Call Centres where agriculture experts respond to farmer queries on the phone

CONCLUSION

CFCL is a multinational company where all the employees of the organization are very

well aware about the training program occurring in the organization

At the outset I would like to mention that the topic allotted to me is very interesting the

various procedures adopted by the organization for taking up this initiative made me to

accept this assignment day by day I developed lot of interest amp the understanding

became clearing I worked seriously on the subject

The response from different category of employees appeared to be very genuine these

people were very open a transparent while expressing their views

To the interest of the employees for making a recruitment program effective we have to

put to me interesting things with the recruitment program to that they can learn from it

In CFCL recruitment is done through different methods-job fair online recruitment

campus selection etcBut mainly emphasis is given on online selection Employees of

CFCL are satisfied with recruitment process

Employees of CFCL are also satisfied with companyrsquos policiesCFCL provides

satisfactory training programmes to its employee for enhancing their knowledge and

skills

61

AppendixAppendix

62

APPENDIX

QUESTIONNAIRE

Name of the personAgeSexDesignation

1 What are the criteria of employees joining this organization

Culture Company reputation Working environment Pay scale Any other

2 Percentage of employees leaving the organization (in a year )

0-5 5-10 10-15 15-20 Above 20

3 Percentage of employees joining the organization (in a year )

0-5 5-10 10-15 15-20 Above 20

63

4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above

5 Are employees satisfied with the company recruitment process Yes No

6 Are the employees satisfied with the training programmes in the organization

Yes No

7 Are the employees satisfied with the development activities in the organization

Yes No

64

BibliographyBibliography

65

BIBLIOGRAPHY

BOOKS

Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003

Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001

Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998

French W Alan Recruitment amp Selection Houghten MiffinBoston1999

Graham HT and R Benet Human Resource ManagementPitmanLondon1995

Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001

Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978

Storey Human Resource Management Thompson Learning New Delhi2001

Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000

Kothari CR Research Methodology New Delhi Vikas Publishing House 1999

WEBSITESwwwcfclcoin

httpenwikipediaorgwikirecruitment process

66

• Apex Institute of Management amp Science Jaipur
• TABLE OF CONTENT PAGE NO
• 1)Topic 1
• 2)Preface 5-6
• 3)Acknowledgement 7-8
• 4)Executive Summary 9-10
• 5)Introduction 11-12
• 6)An Overview of Fertilizer Industry 13-17
• 7)Research Methodology 18-21
• 9) Analysis amp Interpretations 49-54
• 10) SWOT Analysis 55-57
• 11) Inferences 58-59
• 12) Conclusion 60-61
• 13) Appendix 62-64
• 14) Bibliography 65-66
• • ANUSHREE TIWARI
  • EXECUTIVE SUMMARY
  • • COMPANY PROFILE
    • Chambal Fertilizers and Chemicals Limited
    • (CFCL)
    • Location
    • Corporate office International trade Tower 3rd Floor Block F
    • Products of the company
    • CHEMICAL
    • Uttam Bandhan
    • To establish a closer brand and to provide personalized services to farmers Chambal has started the Uttam Bandhan program a community welfare initiative Crop and product demonstrations field demonstrations and farmer meets are conducted Farmers are given ongoing training on specialized services that vary from crop diversification Animal Health Care need for balanced inputs and use of bio-fertilizers Soil amp water sampling and testing are also conducted for free Clinics set up by the Company and at Agriculture Universities Agriculture Research Stations and Krishi Vigyan Kendras Chambal has set up Hello Uttam Call Centres where agriculture experts respond to farmer queries on the phone

AppendixAppendix

62

APPENDIX

QUESTIONNAIRE

Name of the personAgeSexDesignation

1 What are the criteria of employees joining this organization

Culture Company reputation Working environment Pay scale Any other

2 Percentage of employees leaving the organization (in a year )

0-5 5-10 10-15 15-20 Above 20

3 Percentage of employees joining the organization (in a year )

0-5 5-10 10-15 15-20 Above 20

63

4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above

5 Are employees satisfied with the company recruitment process Yes No

6 Are the employees satisfied with the training programmes in the organization

Yes No

7 Are the employees satisfied with the development activities in the organization

Yes No

64

BibliographyBibliography

65

BIBLIOGRAPHY

BOOKS

Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003

Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001

Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998

French W Alan Recruitment amp Selection Houghten MiffinBoston1999

Graham HT and R Benet Human Resource ManagementPitmanLondon1995

Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001

Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978

Storey Human Resource Management Thompson Learning New Delhi2001

Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000

Kothari CR Research Methodology New Delhi Vikas Publishing House 1999

WEBSITESwwwcfclcoin

httpenwikipediaorgwikirecruitment process

66

• Apex Institute of Management amp Science Jaipur
• TABLE OF CONTENT PAGE NO
• 1)Topic 1
• 2)Preface 5-6
• 3)Acknowledgement 7-8
• 4)Executive Summary 9-10
• 5)Introduction 11-12
• 6)An Overview of Fertilizer Industry 13-17
• 7)Research Methodology 18-21
• 9) Analysis amp Interpretations 49-54
• 10) SWOT Analysis 55-57
• 11) Inferences 58-59
• 12) Conclusion 60-61
• 13) Appendix 62-64
• 14) Bibliography 65-66
• • ANUSHREE TIWARI
  • EXECUTIVE SUMMARY
  • • COMPANY PROFILE
    • Chambal Fertilizers and Chemicals Limited
    • (CFCL)
    • Location
    • Corporate office International trade Tower 3rd Floor Block F
    • Products of the company
    • CHEMICAL
    • Uttam Bandhan
    • To establish a closer brand and to provide personalized services to farmers Chambal has started the Uttam Bandhan program a community welfare initiative Crop and product demonstrations field demonstrations and farmer meets are conducted Farmers are given ongoing training on specialized services that vary from crop diversification Animal Health Care need for balanced inputs and use of bio-fertilizers Soil amp water sampling and testing are also conducted for free Clinics set up by the Company and at Agriculture Universities Agriculture Research Stations and Krishi Vigyan Kendras Chambal has set up Hello Uttam Call Centres where agriculture experts respond to farmer queries on the phone

APPENDIX

QUESTIONNAIRE

Name of the personAgeSexDesignation

1 What are the criteria of employees joining this organization

Culture Company reputation Working environment Pay scale Any other

2 Percentage of employees leaving the organization (in a year )

0-5 5-10 10-15 15-20 Above 20

3 Percentage of employees joining the organization (in a year )

0-5 5-10 10-15 15-20 Above 20

63

4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above

5 Are employees satisfied with the company recruitment process Yes No

6 Are the employees satisfied with the training programmes in the organization

Yes No

7 Are the employees satisfied with the development activities in the organization

Yes No

64

BibliographyBibliography

65

BIBLIOGRAPHY

BOOKS

Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003

Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001

Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998

French W Alan Recruitment amp Selection Houghten MiffinBoston1999

Graham HT and R Benet Human Resource ManagementPitmanLondon1995

Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001

Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978

Storey Human Resource Management Thompson Learning New Delhi2001

Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000

Kothari CR Research Methodology New Delhi Vikas Publishing House 1999

WEBSITESwwwcfclcoin

httpenwikipediaorgwikirecruitment process

66

• Apex Institute of Management amp Science Jaipur
• TABLE OF CONTENT PAGE NO
• 1)Topic 1
• 2)Preface 5-6
• 3)Acknowledgement 7-8
• 4)Executive Summary 9-10
• 5)Introduction 11-12
• 6)An Overview of Fertilizer Industry 13-17
• 7)Research Methodology 18-21
• 9) Analysis amp Interpretations 49-54
• 10) SWOT Analysis 55-57
• 11) Inferences 58-59
• 12) Conclusion 60-61
• 13) Appendix 62-64
• 14) Bibliography 65-66
• • ANUSHREE TIWARI
  • EXECUTIVE SUMMARY
  • • COMPANY PROFILE
    • Chambal Fertilizers and Chemicals Limited
    • (CFCL)
    • Location
    • Corporate office International trade Tower 3rd Floor Block F
    • Products of the company
    • CHEMICAL
    • Uttam Bandhan
    • To establish a closer brand and to provide personalized services to farmers Chambal has started the Uttam Bandhan program a community welfare initiative Crop and product demonstrations field demonstrations and farmer meets are conducted Farmers are given ongoing training on specialized services that vary from crop diversification Animal Health Care need for balanced inputs and use of bio-fertilizers Soil amp water sampling and testing are also conducted for free Clinics set up by the Company and at Agriculture Universities Agriculture Research Stations and Krishi Vigyan Kendras Chambal has set up Hello Uttam Call Centres where agriculture experts respond to farmer queries on the phone

4 Different methods by which company perform recruitment Job fair Campus recruitment Online recruitment Promotion Any other All above

5 Are employees satisfied with the company recruitment process Yes No

6 Are the employees satisfied with the training programmes in the organization

Yes No

7 Are the employees satisfied with the development activities in the organization

Yes No

64

BibliographyBibliography

65

BIBLIOGRAPHY

BOOKS

Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003

Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001

Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998

French W Alan Recruitment amp Selection Houghten MiffinBoston1999

Graham HT and R Benet Human Resource ManagementPitmanLondon1995

Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001

Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978

Storey Human Resource Management Thompson Learning New Delhi2001

Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000

Kothari CR Research Methodology New Delhi Vikas Publishing House 1999

WEBSITESwwwcfclcoin

httpenwikipediaorgwikirecruitment process

66

• Apex Institute of Management amp Science Jaipur
• TABLE OF CONTENT PAGE NO
• 1)Topic 1
• 2)Preface 5-6
• 3)Acknowledgement 7-8
• 4)Executive Summary 9-10
• 5)Introduction 11-12
• 6)An Overview of Fertilizer Industry 13-17
• 7)Research Methodology 18-21
• 9) Analysis amp Interpretations 49-54
• 10) SWOT Analysis 55-57
• 11) Inferences 58-59
• 12) Conclusion 60-61
• 13) Appendix 62-64
• 14) Bibliography 65-66
• • ANUSHREE TIWARI
  • EXECUTIVE SUMMARY
  • • COMPANY PROFILE
    • Chambal Fertilizers and Chemicals Limited
    • (CFCL)
    • Location
    • Corporate office International trade Tower 3rd Floor Block F
    • Products of the company
    • CHEMICAL
    • Uttam Bandhan
    • To establish a closer brand and to provide personalized services to farmers Chambal has started the Uttam Bandhan program a community welfare initiative Crop and product demonstrations field demonstrations and farmer meets are conducted Farmers are given ongoing training on specialized services that vary from crop diversification Animal Health Care need for balanced inputs and use of bio-fertilizers Soil amp water sampling and testing are also conducted for free Clinics set up by the Company and at Agriculture Universities Agriculture Research Stations and Krishi Vigyan Kendras Chambal has set up Hello Uttam Call Centres where agriculture experts respond to farmer queries on the phone

BibliographyBibliography

65

BIBLIOGRAPHY

BOOKS

Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003

Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001

Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998

French W Alan Recruitment amp Selection Houghten MiffinBoston1999

Graham HT and R Benet Human Resource ManagementPitmanLondon1995

Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001

Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978

Storey Human Resource Management Thompson Learning New Delhi2001

Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000

Kothari CR Research Methodology New Delhi Vikas Publishing House 1999

WEBSITESwwwcfclcoin

httpenwikipediaorgwikirecruitment process

66

• Apex Institute of Management amp Science Jaipur
• TABLE OF CONTENT PAGE NO
• 1)Topic 1
• 2)Preface 5-6
• 3)Acknowledgement 7-8
• 4)Executive Summary 9-10
• 5)Introduction 11-12
• 6)An Overview of Fertilizer Industry 13-17
• 7)Research Methodology 18-21
• 9) Analysis amp Interpretations 49-54
• 10) SWOT Analysis 55-57
• 11) Inferences 58-59
• 12) Conclusion 60-61
• 13) Appendix 62-64
• 14) Bibliography 65-66
• • ANUSHREE TIWARI
  • EXECUTIVE SUMMARY
  • • COMPANY PROFILE
    • Chambal Fertilizers and Chemicals Limited
    • (CFCL)
    • Location
    • Corporate office International trade Tower 3rd Floor Block F
    • Products of the company
    • CHEMICAL
    • Uttam Bandhan
    • To establish a closer brand and to provide personalized services to farmers Chambal has started the Uttam Bandhan program a community welfare initiative Crop and product demonstrations field demonstrations and farmer meets are conducted Farmers are given ongoing training on specialized services that vary from crop diversification Animal Health Care need for balanced inputs and use of bio-fertilizers Soil amp water sampling and testing are also conducted for free Clinics set up by the Company and at Agriculture Universities Agriculture Research Stations and Krishi Vigyan Kendras Chambal has set up Hello Uttam Call Centres where agriculture experts respond to farmer queries on the phone

BIBLIOGRAPHY

BOOKS

Bernardian H John and Joyee A Russell Human Resource Management McGraw HillNewyork2003

Bolar Malti Performance Appraisal Vikas Publication House New Delhi2001

Carrel and Michael R Personnel- Management of Human Resources Charles Publishing HouseLondon1998

French W Alan Recruitment amp Selection Houghten MiffinBoston1999

Graham HT and R Benet Human Resource ManagementPitmanLondon1995

Harris O Jeff Managing People in Organization John Wiley amp Sons Newyork 2001

Robbins Stephen P Management Of Human Resources Prentice Hall Inc New Jersy1978

Storey Human Resource Management Thompson Learning New Delhi2001

Wreather and Davis Human Resource Management Prentice HallNew Jeersy2000

Kothari CR Research Methodology New Delhi Vikas Publishing House 1999

WEBSITESwwwcfclcoin

httpenwikipediaorgwikirecruitment process

66

• Apex Institute of Management amp Science Jaipur
• TABLE OF CONTENT PAGE NO
• 1)Topic 1
• 2)Preface 5-6
• 3)Acknowledgement 7-8
• 4)Executive Summary 9-10
• 5)Introduction 11-12
• 6)An Overview of Fertilizer Industry 13-17
• 7)Research Methodology 18-21
• 9) Analysis amp Interpretations 49-54
• 10) SWOT Analysis 55-57
• 11) Inferences 58-59
• 12) Conclusion 60-61
• 13) Appendix 62-64
• 14) Bibliography 65-66
• • ANUSHREE TIWARI
  • EXECUTIVE SUMMARY
  • • COMPANY PROFILE
    • Chambal Fertilizers and Chemicals Limited
    • (CFCL)
    • Location
    • Corporate office International trade Tower 3rd Floor Block F
    • Products of the company
    • CHEMICAL
    • Uttam Bandhan
    • To establish a closer brand and to provide personalized services to farmers Chambal has started the Uttam Bandhan program a community welfare initiative Crop and product demonstrations field demonstrations and farmer meets are conducted Farmers are given ongoing training on specialized services that vary from crop diversification Animal Health Care need for balanced inputs and use of bio-fertilizers Soil amp water sampling and testing are also conducted for free Clinics set up by the Company and at Agriculture Universities Agriculture Research Stations and Krishi Vigyan Kendras Chambal has set up Hello Uttam Call Centres where agriculture experts respond to farmer queries on the phone