morpheus human consulting (project)

8/6/2019 Morpheus Human Consulting (Project)

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RECURITMENT

AND

SELECTION

HARISH DHUNNA

FB1

(DE0811FW10015CEM)


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MORPHEUS HUMAN CONSULTING

(MHC)


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INTRODUCTION

Recruitment and selection refers to the chain and sequence of

activities pertaining to recruitment and selection of employable

candidates and job seekers for an organization. Every enterprise,

business, start-up and entrepreneurial firm has some well-defined

employment and recruitment policies and hiring procedures. The

human resources department of large organizations, businesses,

government offices and multilateral organizations are generallyvested with the responsibilities of employee recruitment and

selection.


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ACKNOWLEDGMENT

I thank to Mrs. Bhavna Verma and Miss Neha in particular for

assigning us this topic and encouraging us to write in the first place. I

owe much to both of them for their helpful comments.

I am indebted to all those who have been helpful throughout the

process of writing this Report but as the clich goes, I am solely

responsible for any remaining errors of fact or judgment.


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INDEX

1.BEHIND THE NAME2.OUR VISION3.OUR PRODUCT & SERVICES4.OUR SUCCESS MANTRAS5.OUR STRATEGY6.OUR CLIENTS

7.CODE OF CONDUCT FOR EMPLOYERS8.CODE OF CONDUCT FOR PROFESSIONALS9.INTERVIEW PROCESS in MHC10. INTERVIEW TIPS11. SALARY NAGOTIATION TIPS12. RECRUITMENT

yRECRUITMENT NEEDS

A

RE OF THREE TYPESy PURPOSE & IMPORTANCE OF RECRUITMENTy RECRUITMENT PROCESSy SOURCES OF RECRUITMENTy ADVANTAGES OF INTERNAL RECRUITMENTy DISADVANTAGES OF INTERNAL RECRUITMENTy WHAT IS EXTERNAL RECRUITMENTy ADVANTAGES AND DISADVANTAGES OF EXTERNAL

RECRUITMENT

y FACTORS AFFECTING RECRUITMENT


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13. SELECTION

y INTRODUCTIONy DEFINATIONy SELECTION PROCESS

14. DURING INTERNSHIP


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Orpheus is derived from the Greek Mythology, in which he

was the God of Dreams. Morpheus Human Consulting has the

role similar to that as we are involved in recruitment and

fulfilling the dreams of our en number of candidates.

VISION:We build your assets through human capital. The vision clearly

stresses that people are assets and not mere numbers. There is

always a tendency to protect assets and value them. We at Morpheus

clearly believe that word Human Capital adds dignity to our Business-

not as Brokers, not as Manpower Suppliers, not as CV Suppliers but as

Consultants dealing in a precious commodity - Human Capital.

PRODUCT & SERVICES:We offer recruitment services as a core product across all levels.

Morpheus is also specialized in Training, Human Outsourcing, People

Development Program and Temporary Work Force Solutions.

M


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SUCCESS MANTRAS:y We concentrate on limited Clients and have deeper penetration

across all levels by sufficing them with respective account

managers.

y Morpheus strictly adheres to all SOP Procedures and Processdesigned as per our clients requirements. Company provides

robust training and knowledge sharing to all its employees

We provide turnkey solutions for foreign investors entering

India- HR practices, compliance, blue books, andrecruitment/staffing.

y We Influence our clients toward a partnership mode, passing aguaranteed share of business, and closer involvement.

y Morpheus has domain expertise in a few high skill verticalsthrough specialist recruiters. Morpheus specializes in Turnkey

Projects.

y Morpheus is a pioneer in HR Outsourcing.y Morpheus has domain expertise in a few high skill verticals

through specialist recruiters.


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STR

A

TEGY:

y Defined Deadlines: Meeting deadlines is the benchmark ofstrategies at Morpheus. Operations should be completed on

time to eliminate the possibility of revenues loss in businesses.

Financial loss is a biggest de-motivator in a business process.

Therefore meeting deadlines and delivering projects on or

before time becomes quintessential at Morpheus. Monitoring

individual performances on hour-to-hour, day-to-day basisensures that we meet all deadlines.

y Sound Technology: A sound technology is the backbone of anybusiness process. We ensure that our technical backup matches

the best of the industry. Our Recruiters are amongst the best of

the industry.

y Work Culture: Harmonized workforce' and mutual help'best defines the work culture at Morpheus. Productivity is best

when co-workers have sublime faith and complete trustamongst each other. We planted and nourished this very

culture at Team HR. This is the single most factor behind our

long list of our happy clients.

y Generating Effective Results: It is the result that matters mostin the end. And we take pride in declaring that we have

generated 100% results in finding manpower or maintaining

processes for our clients


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WORK CULTURE:Harmonized workforce' and mutual help' best defines the work

culture at Morpheus. Productivity is best when co-workers have

sublime faith and complete trust amongst each other. We planted and

nourished this very culture at Team HR. This is the single most factor

behind our long list of our happy clients.

We have a very strong Human Resource Segment that implements

core programs for employee welfare. The returns are quite effective.

Every employee becomes an integral element of Morpheus family.

He/she takes personal interest to accomplish the goals of the

organization.

Generating Effective Results: It is the result that matters most in the

end. And we take pride in declaring that we have generated 100%

results in finding manpower or maintaining processes for our clients.


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CLIENTS:Our clients are from Banking, Insurance, and Information Technology

(IT), Information technology Enabled Services (ITES), Logistics &

Courier and Media Industries.

y Reliance Life Insurancey ATE Engineeringy Reliance Capitaly HFCL Infotel Ltdy Tata AIG Life Insurancey On Track Solutionsy Tata AIG Generaly Zicomy Standard Chartered Banky HFCL Connecty ABN AMRO BANKy Agro Dutch Industriesy HSBC (HOPE)y ALP Overseas Limitedy Crisily Dmarty Elbee Expressy Nippon Expressy DHLy Gordon Woodruffy Sun Pharmay IIHTy Big FM


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MR. MANSOOR A SIDDIQUI (M.D)The founder, Wing Commander Mansoor A Siddiqui (Retd)M Com,MBA (Fin), PGDMM has been closely associated with educational

activities and career counseling while being in Air Force for over 24

years. He opted for premature retirement from Indian Air Force to

work and promote the education in the society. He is an educationist,

philianthrophist and a partriotic citizen working seriously on the

educational promotion and unemployment problem of the Indian

youth.

CODE OF CONDUCT FOR EMPLOYERS:1.Candidate once placed, will be sacrosanct and Out of Reach for

MORPHEUS during his/her tenure with client organization

.MORPHEUS cannot be the party to take them away.

2.No candidate's CV, to be referred to the client without prior

concurrence of candidate.

3.No short-cuts to be employed. Follow Search & selectionprocedures sincerely.

4.Reference Checks are the Acid Test of selection procedure. In the

event of bad reference withdraw the candidate instantly.

5.No out-of-pocket expenses to be invoiced unless substantiated,

no matter how small is the expense.

6.Do not oversell candidate / job. Peg expectations at realistic

levels.

7.Keep client updated .Do not spring surprises.8.Adhere strictly to time schedules. Do not make client to follow-

up.

9.Assist Client in Negotiation .Bring unreasonable expectations

down


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CODE OF CONDUCT FOR PROFESSIONALS:1.Not to divulge identity and details of an individual to any

customer without prior concurrence of the Person concerned.

2.Not to exaggerate the facts and oversell any job or company.

3.Take due care while recruiting a customer.

4. Understand individual's career objectives and refer only those

positions, which help the person to achieve one's objective.

5.Provide as much details as possible to the individual.

6.Keep the communication with the individual as discreet as

possible. While calling at their office, call as a friend and not to

reveal MORPHEUS identity.

7.Be courteous and helpful to all persons calling MORPHEUS office.

8.Not to discuss individual or with any individual in public place.

9.Use telephonic interaction to maximum and avoid frequent

physical meetings.

10. Not to forget and ignore above.


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INTERVIEW PROCESS in MHC:The interview is actually a very simple process if you are prepared. This

is your time to demonstrate your aptitude to perform the job that you

are interviewing for.

y Be professional, confident and look your best. The firstimpression is a lasting impression. Unfortunately most hiring

authorities draw conclusions about candidates way too early in

the interview process.

y Bring a pen and pad (notebook) with questions written downpertaining to the position. (i.e. What is expected of me? What

happened to the prior incumbent?)

y Make the interviewer talk 60% - 70% of the time by having a listof probing questions pertaining to the job responsibilities of the

position, division and company goals, company culture, etc.

Answer questions with a question. For example: If you are asked

about a specific qualification, answer the question fully, then

inquire as to how that fits what the company is looking for. Dont

be afraid to probe into the duties of the position. When a

requirement is mentioned that fits one of your strengths, bring it

out. An excellent question to ask is: If you have two candidates

with almost identical backgrounds what quality or qualities

would make you choose one over the other? Or, you might say:

If the perfect candidate was standing in front of you, reporting

for work, could you describe that candidate?


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y Energy, Drive, Initiative Dont ever compromise on this one. It isthe universal trait of success. The key to personal success is to do

more than you have to, so give the interviewer some examples of

your initiative and personal successes and extra efforts.

y Trend of Performance Over Time Indicate the impact you havehad with your current and previous employer's) over the past

five to ten years. This would include: Major accomplishments and

organizational changes that you have implemented. This is a

good time to share what you can do for the interviewerscompany. HAVE A PLAN BEFORE THE INTERVIEW.

y Experience, Education and Industry Background Use this alongwith the Past Accomplishments category: Strong education and

experience can sometimes offset a weaker accomplishments

rating.

y Problem Solving and Thinking Skills Express that you have theability to solve job-related problems and anticipate what needsto be done.

y Management and Organizations (If going in for a managementposition). Let the interviewer know that you have the ability to

persuade and motivate others. Team leadership is a component

of both management and personality. Share management ability

and style, and organizational skills.

y Team Leadership (If going in for a management position). Theability to persuade and motivate others. Explain how you

motivate your immediate subordinates and people who work in

different departments.


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y Character: Values, Commitment and Goals - Summarize yourintegrity, honesty, responsibility, openness, and fairness in

dealing with others. Express your commitment to the

organization, and have a plan as to what you can do for the

Company. THIS TOPIC SHOULD BE SAVED FOR THE END OF THE

INTERVIEW, OR WAIT FOR THE SECOND INTERVIEW.

y Watch your body language. Maintain good posture, leaningslightly forward indicates interest. Maintain eye contact. Leaningback could give the impression of a lax attitude. The interviewer

gives body language as well. You can determine if you are

keeping the interviewers interest by reading his or her body

language. This holds true to some extent for a telephone

interview as well. Although you cannot see the interviewer, you

can detect from voice inflections whether you have his or her

attention. If the interviewer is on a speakerphone and you hear

their voice fading in and out, it means that he or she is probablywalking around the room and you may not have his/her full

attention. If that happens, ask the interviewer to pick up the

receiver as you are having difficulty hearing and dont want to

miss anything he or she says. At that point, you will again have

the interviewers full attention.

y On your pad, have a list of your strengths. Let the interviewerknow why you are the perfect fit for the position. EXAMPLE: If

interviewing for a supervisory position, one major weakness may

be the tendency to do everything yourself. This is a very

common problem that indicates a lack of willingness to delegate

work. The best way to overcome this is to step back from your


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desk, look at the project you have for the day and determine

which REALLY requires your personal attention. Anything that

can be delegated should be given to subordinates who can then

use them as a learning tool while your time is freed up to attend

to the more urgent and sensitive issues. What you have done at

this point is turn a negative into a positive.

y One of the toughest interview questions that you can be asked isTell me about yourself. Rather than guess where the

interviewer wants you to begin, use this very simple response:Id be happy to. Where would you like me to begin? Once you

have the interviewers reply, you have a point of reference and

can begin answering the question.

y STAY POSITIVE! Even if you decide that you dont feel theposition is right for you, never communicate that during the

interview. Once you get home, you may change your mind. Afteryou have considered it, if you still feel the position is not a good

fit for you, let us know and we can withdraw you gracefully, but

keep the door open for future consideration.

y At the conclusion of the interview, state that you are veryinterested in pursuing this position, and then ask, Where do we

go from here? or What is the next step? If you really think you

hit a home run, ask: When do I start? What you are doing is

asking for feedback on how well you did. Another excellent

closing question would be: Is there any reason that you could

not offer me this position (job) today?


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y Do not discuss salary or benefits. If asked about your currentsalary, advise what it is but indicate that you wouldnt want to

comment on the salary without knowing all about the

opportunity. Just like you wouldnt want to buy a car without

knowing all about the options available, you wouldnt want to

commit too early on your price. You might say: Compensation

is extremely important to me, and I will consider your best offer,

but frankly what is most important at this point is what I canoffer your company and what the future will hold for both of us

in a long term relationship.

y Have available a list of references that you can present ifrequested. These references should include names of former

supervisors in previous jobs who would be willing to discuss in

detail your work performance, usually for positions covering only

the last five years. Be sure that you have checked your referencesthoroughly so that you can be assured that they will provide

positive feedback to the inquirer. If you feel it may be necessary,

have a friend call them to see what they will say about you. If

desired, your recruiter can call your references and provide you

with feedback on their responses


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y Bring two to three additional original copies of your resume, eachin presentation folders (the number of copies depends upon how

many people you are going to see). This has the effect of setting

your resume out above the others. In addition, bring a copy of

your most recent performance review (if applicable) and a

sample of any written material prepared by you in the course of

performing your duties (again, if applicable). Take care to make

sure that the write-up does not contain any proprietary

information such as names of the customer or any other items

that may lead to the customers identity.


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INTERVIEW TIPS:Dress for the Interview

Always dress according to the occasion & going for an interview

demands Formal Dressing. Make sure you are wearing tidy clothes.

Dressing conservatively helps.

Be there on Time

For a any interview always keep a few minutes spare & reach well

before time. Try and use the washroom & freshen yourself up before

walking in the room.

Entering

Always seek permission of the interviewer while entering the room.

Make a firm hand shake and wish the interviewer. Radiate your

confidence with smile. Be prompt while answering the questions with

a plumb.

Body LanguageTake the sit thanking the interviewer. Sit erect & alert. Maintain soft

eye contact with the interviewer. Speak with confidence and

assurance. Be enthusiastic and responsive.

Be precise & upfront

While answering questions, be precise. Hit the nail on the head. In

minimum words, let the interviewer know that you know what he is

asking . Avoid lengthy argument or discussion. If you do not know a

particular thing, best be upfront. Beating about the bush with a good

interviewer will get you nowhere.


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Show your interest

Give due respect to the interviewer & constantly keep yourself alert

&interested. Do not smoke or chew gum during interviews. Do not

slouch in the chair, tap your feet, play with eyeglasses, pencil, or fidget

nervously.

First things first & Last things Last

While asking questions, do not ask direct questions about salary or

other benefits at the beginning of the interview. Rather ask questions

on Job profile, responsibilities, growth prospects initially.

Do your homework before the interview

Learn about the company as much as you can. Visit their site, see the

products, name of founder etc& then relate to the job requirement.

Don't forget the basics

Prepare and rehearse common questions and answers. For example -

Tell us something about yourself? What was the nature of your job?What can you do for this company? Three reasons, why should we be

hiring you? What special skills did you acquire? What where your

Targets? What did you achieve? What was your day was like on your

job? What were your strengths? Weaknesses? Why are you

considering leaving your present job? Why are you interested in this

company and how can you contribute? AND lastly but not the least

Industry References. Have the names & contact numbers handy.


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Talk about your achievements

If you have done better than others, worked hard, make it count.

Highlight your achievements. If interested, show it. If you are keen for

the job, let the interviewer know that you are keen for the job. That

way he will surely give you a priority & over others who he is not sure

of.

Always keep your option open

Even if you feel not interested in the job, do not tell it to the

interviewer. Be courteous. It will only help you. You can thank him &

tell him that you will need to sleep over it & will revert soon. Who

knows you may actually change you mind the next day.

Say THANKS

While concluding the interview, thank the interviewer for the time and

consideration given you. Ask when you should meet again to discuss

the position further. It often takes several interviews to obtain the job

offer. Ask for a business card and give yours in return.

Dont show Desperation

Never show your desperation for the job. You may lose the job & even

if you get it, you will definitely lose your negotiating power. Besides

the company is looking for achievers & not beggars.


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SALARY NAGOTIATION TIPS:Negotiate With Understanding

Remember when the negotiations are over, youll have to work with

the person with whom youre negotiating. Besides your future success

may depend on that person. So, while you want to negotiate the best

possible deal, you need to do so in a way that doesn't damage your

image. At the same time, the employer's primary concern isnt

negotiating the least expensive compensation package it can get away

with. Rather, their focus will be on getting you to accept the job.

Understand Your Needs and Those of the Employer

To be successful in this type of negotiation, you need to examine your

priorities. What do you really want? Are you comfortable with a low

salary and lots of perks? Understanding your needs will also help you

determine the type of company you want to work for. For example, a

family-owned company may be able to offer a competitive salary and

a large bonus based on results. A start-up new venture company, onthe other hand, may not be able to offer market salary, but could be in

a position to offer you stock options. By recognizing what an employer

can and cant do, youll be able to determine what issues you should

press.

Set Your Price

Expect employers to try to purchase your talent and experience at a

discount. That's what employment and compensation negotiations

are: a simple "buy-and-sell" matter. And as the seller, you must set an

asking price going in. Some interviewees carry along a lot of money in

their wallets to feel valuable during negotiations.


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Be Strictly Professional

Even if you admire the person you're negotiating with, remember that

it's a business transaction, not a personal exchange. Separate the

salary and employment issues you're discussing from how you feel

about the person who wants to hire you. Remember that the outcome

of your discussion will affect your family's well-being. Some executives

put a family picture in their shirt or suit pocket and touch it

occasionally during meetings as a reminder to stay on track, no matter

how persuasive the employer is.

Understand The Dynamics Of The Particular Negotiations

Sometimes youll have skills that are in great demand. And sometimes,

you may be one of several qualified candidates the company would be

happy to hire. Sizing up the situation and understanding the relative

position of each party will help you determine when to press your

advantage and when to back off.

Never Lie, But Use the Truth to Your AdvantageIts not only wrong to lie, but in employment negotiations, its

ineffective. If you lie during negotiations, sooner or later youre likely

to be caught. Once you are, even if you don't lose the offer, youll be

at a tremendous disadvantage, and your credibility will always be

suspect. On the other hand, total candor wont be rewarded. Youre

under no obligation to blurt out everything you know. You can

determine what you want to say and how you want to say it, and try

to put everything in its most positive light. Rehearse it the night beforein front of the mirror.


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Use Positive Language

Never say "never" or "no" to an employer's offer. If the company is

resisting your requests, use neutral-sounding words to describe your

position by saying that you find the offer "disappointing,"

"unfortunate," "surprising" or "unacceptable." You also might try

asking an employer to reconsider its offer, or ask for additional time to

consider the terms to keep the door open to favorable changes. The

point is to avoid words that make you sound angry or unwilling to

negotiate further. The process should continue until you arrive at a

satisfactory agreement, unless you blow it prematurely. Remember

negotiations should leave you and the prospective employer happy,

ultimately you will have to work together, and all this will have

bearing on your future relationship.

Use Uncertainty To Your Advantage

The more information you convey to a potential employer about your

bottom line, the more likely it will limit what you get. Before making

an offer, a company typically tries to determine what it will take foryou to accept the position. With that information, the prospective

employer will be able to determine the minimum package it needs to

offer. While they may not offer you as little as they can get away with,

if youve divulged too much information, they likely wont offer you as

much as they might have otherwise. By disclosing exactly what your

current compensation is or exactly what it would take to get you to

leave your job, youll force a potential employer to make its best offer.


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Focus On Your Goals Not Victory

Many times in negotiations, the act of winning becomes more

important than achieving your goals. And its also important not to

make your future boss feel as if hes lost in the negotiations. Youll

have gained little by negotiating a good deal if you alienate your future

boss in the process.

Know When to Quit Bargaining

The one sure way to lose everything youve obtained is to be greedy.

There comes a point in every negotiation when youve achieved

everything you could have reasonably expected to gain. While most

companies will want to treat you fairly and make you happy, few

companies want to hire a greedy hanger on. This may even cause the

offer to fall through, or mar your image. Employment is an ongoing

relationship. Job negotiations are the starting point for your career

with a company. Get too little and youre disadvantaged throughout

your career there; push too hard and you can sour the relationship

before it begins.

Get Written Confirmation

Getting something in writing provides closure and prevents any

misunderstandings between you and an employer. Take charge of this

process by writing a letter spelling out the details of the deal you've

agreed to while they're fresh in your mind after the interview. It

prevents misunderstandings that might result from poor memories,

changed circumstances or, at times, bad faith on the part of anemployer.


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RECRUITMENTMEANING OF RECRUITMENT

Recruitment is the process of searching the candidates for

employment and stimulating them to apply for jobs in the

organization. Recruitment is the activity that links the employers and

the job seekers.

DEFINITIONS OF RECRUITMENT :

y A process of finding and attracting capable applicants foremployment. The process begins when new recruits are

sought and ends when their applications are submitted. The

result is a pool of applications from which new employees

are selected.

y It is the process to discover sources of manpower to meetthe requirement of staffing schedule and to employ effective

measures for attracting that manpower in adequate numbers

to facilitate effective selection of an efficient working force.

y Recruitment of candidates is the function preceding themanagement can select the right candidate for the right job

from this pool. The main objective of the recruitment processis to expedite the selection process.


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y Recruitment is a continuous process whereby the firmattempts to develop a pool of qualified applicants for thefuture human resources needs even though specific vacancies

do not exist. Usually, the recruitment process starts when a

manger initiates an employee requisition for a specific

vacancy or an anticipated vacancy.

RECRUITMENT NEEDS ARE OF THREE TYPESy PLANNED

The needs arising from change in organization and retirement policy.

y ANTICIPATEDAnticipated needs are those movements in personnel, which anorganization can predict by studying trends in internal and external

environment.

y UNEXPECTEDResignation, deaths, accidents, illness give rise to unexpected need

selection , which helps create a pool.


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Purpose & Importance Of Recruitmenty Attract and encourage more and more candidates to apply in the

organisation.

y Create a talent pool of candidates to enable the selection of bestcandidates for the organisation.

yDetermine present and future requirements of the organizationin conjunction with its personnel planning and job analysis

activities.

y Recruitment is the process which links the employers with theemployees.

y Increase the pool of job candidates at minimum cost.y Help increase the success rate of selection process by decreasing

number of visibly under qualified or overqualified job applicants.

y Help reduce the probability that job applicants once recruitedand selected will leave the organization only after a short period

of time.

y Meet the organizations legal and social obligations regarding thecomposition of its workforce.

y Begin identifying and preparing potential job applicants who willbe appropriate candidates.

y Increase organization and individual effectiveness of variousrecruiting techniques and sources for all types of job applicants


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RECRUITMENT PROCESSThe recruitment and selection is the major function of the human

resource department and recruitment process is the first step towards

creating the competitive strength &the strategic advantage for the

organizations. Recruitment process involves a systematic procedure

from sourcing the candidates to arranging &conducting the interviews

and requires many resources and time.

1) Identify vacancy

2) Prepare job description and person specification

3) Advertising the vacancy

4) Managing the response

5) Short-listing

6) Arrange interviews

7) Conducting interview and decision making analysis

activities.


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SOURCES OF RECRUITMENTEvery organization has the option of choosing the candidates for

its recruitment processes from two kinds of sources:

1.Internal

2.External

WHAT IS INTERNAL RECRUITMENT

y This refers to the filling of job vacancies from within thebusiness - where existing employees are selected rather than

employing someone from outside.

y A business might decide that it already has the right peoplewith the right skills to do the job, particularly if its training

and development programme has been effective.

HOW IS IT DONE

y Internal vacancies are usually advertised within the business viaa variety of media:

y Staff notice boardsy Intranetsy In-house magazines / newsletters (for example, Emap, a major

publishing business) have a weekly staff magazine devoted

solely to advertising jobs within the organisation

y Staff meetings


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ADVANTAGES OF INTERNAL RECRUITMENT

y Gives existing employees greater opportunity to advance theircareers in the business

y May help to retain staff who might otherwise leavey Requires a short induction training periody Employer should know more about the internal candidate's

abilities ( a reduced risk of selecting an inappropriate candidate)

y Usually quicker and less expensive than recruiting from outside

DISADVANTAGES OF INTERNAL RECRUITMENT

y Limits the number of potential applicants for a joby External candidates might be better suited / qualified for the

job

y Another vacancy will be created that has to be filledy Existing staff may feel they have the automatic right to be

promoted, whether or not they are competent

y Business may become resistant to change; by recruiting fromoutside, new perspectives and attitudes are brought in.


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INTERNAL SOURCES OF RECRUITMENT : -

1. TRANSFERS

The employees are transferred from one department to another

according to their efficiency and experience.

2. PROMOTIONS

The employees are promoted from one department to another with

more benefits and greater responsibility based on efficiency andexperience.

3. RETIRED AND RETRENCHED EMPLOYEES

May also be recruited once again in case of shortage of qualified

personnel or increase in load of work. Recruitment such people save

time and costs of the organizations as the people are already aware of

the organizational culture and the policies and procedures.


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WHAT IS EXTERNAL RECRUITMENT

y This refers to the filling of job vacancies from outside thebusiness (contrast with internal recruitment). Most businesses

engage in external recruitment fairly frequently, particularly

those that are growing strongly, or that operate in industries

with high staff turnover.

HOW IS IT DONE

y Job centers - These are paid for by the government and areresponsible for helping the unemployed find jobs or get training.

They also provide a service for businesses needing to advertise a

vacancy and are generally free to use.

y Job advertisements - Advertisements are the most commonform of external recruitment. They can be found in many places

(local and national newspapers, notice boards, recruitment fairs)

and should include some important information relating to the

job. Where a business chooses to advertise will depend on the

cost of advertising and the coverage needed

y Recruitment agency - Provides employers with details of suitablecandidates for a vacancy and can sometimes be referred to as

head-hunters. They work for a fee and often specialise in

particular employment areas e.g. nursing, financial services,

teacher recruitment


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y Personal recommendation - Often referred to as word ofmouth and can be a recommendation from a colleague at work.A full assessment of the candidate is still needed however but

potentially it saves on advertising cost.

ADVANTAGES AND DISADVANTAGES OF EXTERNAL RECRUITMENT

y Advantages:.Outside people bring in new ideas

. Larger pool of workers from which to find the best candidate.

.People have a wider range of experience

y Disvantages:. Longer process

. More expensive process due to advertisements and interviewsrequired

. Selection process may not be effective enough to reveal the

best candidate


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EXTERNAL SOURCES OF RECRUITMENT

1. EDUCATIONAL INSTITUTES

Various management institutes, engineering colleges, medical

Colleges etc. are a good source of recruiting well qualified executives,

engineers, medical staff etc. They provide facilities for campus

interviews and placements. This source is known as Campus

Recruitment.

2. PLACEMENT AGENCIES

TheSeveral private consultancy firms perform recruitment

functions on behalf of client companies by charging a fee. These

Agencies are particularly suitable for recruitment of executives and

specialists. It is also known as RPO (Recruitment Process Outsourcing)


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FACTORS AFFECTING RECRUITMENTThe recruitment function of the organizations is affected and

governed by a mix of various internal and external forces. The internal

forces or factors are the factors that can be controlled by the

organization. And the external factors are those factors which cannot

be controlled by the organization implementing recruitment

programmes and procedures by filling up vacancies with best

qualified people.

1. FACTORS AFFECTING RECRUITMENT POLICY

Organizational objectives

Personnel policies of the organization and its competitors.

Government policies on reservations.

Preferred sources of recruitment.

Need of the organization.

Recruitment costs and financial implications.

2. HUMAN RESOURCE PLANNING

Effective human resource planning helps in determining the

gaps present in the existing manpower of the organization. It also

helps in determining the number of employees to be recruited and

what qualification they must possess.


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3. SIZE OF THE FIRM

The size of the firm is an important factor in recruitment

process. If the organization is planning to increase its operations and

expand its business, it will think of hiring more personnel, which will

handle its operations.

4. COST

Recruitment incur cost to the employer, therefore,

organizations try to employ that source of recruitment which will bear

a lower cost of recruitment to the organization for each candidate.

5. GROWTH AND EXPANSION

Organization will employ or think of employing more personnel if it is

expanding its operations.


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INTERNAL FACTORS AFFECTING RECRUITMENT

The internal forces i.e. the factors which can be controlled by the

organization are:

1.RECRUITMENT POLICY

The recruitment policy of an organization specifies the

objectives of recruitment and provides a framework for

implementation of recruitment programmed. It may involve

organizational system to be developed for ization. The internal and

external forces affecting recruitment function of an organizati

EXTERNAL FACTORS AFFECTING RECRUITMENT

The external forces are the forces which cannot be controlled

by the organization. The major external forces are:

1.SUPPLY AND DEMAND

The availability of manpower both within and outside the

organization is an important determinant in the recruitment process.

If the company has a demand for more professionals and there is

limited supply in the market for the professionals demanded by the

company, then the company will have to depend upon internal

sources by providing them special training and development

programs.


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2.LABOUR MARKET

Employment conditions in the community where theorganization is located will Influence the recruiting efforts of the

organization. If there is surplus of manpower at the time of

recruitment, even informal attempts at the time of recruiting like

notice boards display of the requisition or announcement in the

meeting etc will attract more than enough applicants.

3

. UNEMPLOYMENT RA

TE

One of the factors that influence the availability of applicants is

the growth of the economy (whether economy is growing or not and

its rate). When the company is not creating new jobs, there is often

oversupply of qualified labor which in turn leads to unemployment.

4. COMPETITORS

The recruitment policies of the competitors also affect the

recruitment function of the organizations. To face the competition,

many a times the organizations have to change their recruitment

policies acc.


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SELECTIONINTRODUCTION

Selection is the process of making a hire or no hire decision

regarding each applicant for a job. The process typically involves

determining the characteristics required for effective job performance

and then measuring applicants on those characteristics.

DEFINITION

Selection process is a series of specific steps used to decide which

recruits should be hired.

Or

Selection is the process of choosing individuals, who have needed

qualities to fill jobs in an organization.


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SELECTION PROCESS

Selection process has eight steps. These steps are:

y Preliminary selection.y Employment tests .y Selection interviews.y Verification of references.y Medical evaluation .y Supervisory interviews.y Realistic job previews.y Hiring decision.

STEP 1: PRELIMINARY SELECTION

Preliminary selection of applicants is often done by setting minimumstandards for the job, and communicating these standards to your

employees, and agencies who help you recruit. The fact that some

potential applicants may not apply because of their inability to meet

the minimum requirements serves as an initial screening device.

Then, when reviewing resumes and application forms, firms are

further able to screen out unacceptable job candidates. At this point,

firms can also assign priorities to the resumes so that the mostpromising candidates may be seen first.


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STEP 2:EMPLOYMENT TEST

This is true for compensation management and for performanceappraisal, and it is certainly true for the selection process where firms

wish to assess the match between job applicants and job

requirements.

One way to ensure that selection decisions are based on objective

data, is to use employment tests. Employment tests provide firms

with objective data for purposes of comparing applicants. Examples of

such tests include; paper and pencil test, manual dexterity andstrength tests, and simulation exercises.

STEP 3: SELECTIN INTERVIEW

Selecting the best candidate for the job is the 1st priority of the

selection process. The employment interview is conducted to learn

more about the suitability of people under consideration for a

particular job and is one further obstacle for the applicant to

overcome. The interview is one further means of reducing the number

of people who might be eligible for the job.

STEP 4: VERIFICATION OF REFERENCES

y Q: What kind of person is the applicant?y Is the applicant a good and/or reliable worker?y Use references the find answers to these questions


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STEP 5: MEDICAL EVALUATION

y Generally a health checklisto health informationo accident information

y Occasionally the checklist is supplemented by a physicalexamination

STEP 6: SUPERVISORY INTERVIEW

y Since the immediate supervisor is ultimately responsible for newworkers, he or she should have input into the hiring decision.

The supervisor is better able to evaluate the applicant's

technical capabilities and is in a better position to answer the

interviewee's job-related questions. Further, the supervisor's

personal commitment to the success of the new employee is

higher if the supervisor has played a role in the hiring decision.y In fact, in a majority of firms, the supervisor has the authority to

make the final hiring decision. In these cases, it is the role of the

HR department to do the initial screening and to ensure that

hiring does not violate laws such as Human Rights legislation or

Labor legislation.


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STEP 7: REALISTIC JOB PREVIEW

y The realistic job preview involves showing the applicant(s) the job site in order to acquaint them with the work setting,

commonly used equipment, and prospective co-workers . The

realistic job preview is intended to prevents initial job

dissatisfaction with a job by presenting a realistic view of the

job. Research shows that job turnover is lower when realistic job

previews are used.

STEP 8: HIRING DECISION

The actual hiring of an applicant constitutes the end of the selection

process. At this stage, successful (as well as unsuccessful) applicants

must be notified of the firm's decision. Since money and effort has

been spent on all applicants, the HR department may wish to consider

even the unsuccessful applicants for other openings in theorganization.

The applications of unsuccessful applicants are often kept on file and

the applications of successful applicants will be retained in the

employees' personnel files.

No matter what the form of the job offer, the principle is generally

the same: do not make promises, or statements that you cannot or donot intend to keep. Such statements can lead to expensive litigation if

it is later decided to terminate the employee.


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When a job offer is made, it should include the following information:

y the position offeredy location of the joby salary (although sometimes salary must be negotiated before

the applicant will accept)

y benefitsy starting datey any papers or information that should be brought on the first

day of work

y a date (or time) by which the applicant must respond to your joboffer, so you can move on to the next candidate if your first

choice doesn't accept


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FACTORS OF RECRUITMENT WHICH I HAVE

CONSIDERED WHILE TAKING THE INTERVIEWS .

1)QUALIFICATION

Professional certification, trade certification, or professional

designation, often called simply certification qualification, is a

designation earned by a person to assure that he/she is qualified to

perform a job or task.

2)WORK EXPERIENCE & PROJECTS HANDLED.

As employers are looking to recruit graduates who have some

knowledge of the world, It can only be gained from a variety of work-

experience opportunities.

3) PERSONALITY

It is important factor while evaluating any candidate. This is

because of the fact that more and more Companies are strengthening

their services component. As person has to meet and face the

customers.

4) COMPUTER SKILLS

In this person should be able to have basic knowledge of

software and hardware.


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5) COMMUNICATION SKILLS

For a team to work effectively it is essential that team membersacquire communication skills and use effective communication

channels between one another e.g. using email, viral communication,

group meetings and so on. This will enable team members of the

group to work together and achieve the team's purpose and goals.

6) ATTITUDE

When it comes to Human Resource Management and recruiting,

in recent years hire for attitude became a well known mantra. One

should have positive attitude towards its work

7) TEAM WORK

Teamwork means working together cooperatively. Teamwork isan important factor in most organizations. Effective collaborative

skills are necessary to work well in a team environment. Many

businesses attempt to enhance their employees' collaborative efforts

through workshops and cross-training to help people effectively work

together and accomplish shared goals.


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DURING INTERNSHIPIt was good experience working in a consultancy company like this

(MHC). I learned who to recruit candidates in a corporate world.

Though it was not an easy to recruit candidates for a particular job.

PROCESS OF RECRUITMENT IN (MORPHEUS HUMANCONSULTING)

y SELECTING THE RESUME FROM THE PORTALS : In this we haveto select the resume for the particular job from the portals like

Naukari , Monster, Placement India, Times.

y CALLING THE CANDIDATES : This is done by after selecting theappropriate resume for the particular job.

Calling is by

Personal calling Messaging E-mailing

y TAKING INTERVIEWS : In this candidates comes to (MHC)for thefirst round of the interview. During this process candidates is

checked on the bases of..

Communication Skills Knowledge work experience Way of dressing


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PROJECT HANDLED DURING INTERNSHIP

During this process I had worked on recruitment process of HCL. I had

taken the interview of 80 candidates in three days for the UK & US

Process. It was good experience for a summer intern like me which

the company gave to me. It was changing period for me because at

that I saw how one has to struggle. This process changes me and told

me that one has to struggle job until he get the best one. There was a

incident during this process when I came across some candidates who

have not had any thing since morning for the sac of the jobs

Some of the things which I have done during the project.

QUESTION THAT I ASKED DURING (HCL)INTERVIEWS WITH CANDIDATES:

Tell me about yourself

The answer to this question is usually with reference to thequalifications required for the position. Keep responses concise and

brief and avoid being negative about previous jobs and bosses.

Customize the response according to the duties and responsibilities of

the position you are interviewing for.

What are your greatest strengths?

Keep this as job related as possible by relating to a job task/skill that

you know to be an asset of yours. "I like traveling and making newfriends" is not a good answer.

What are your greatest weaknesses?

The employer is looking for honesty here, but it helps not to be too

blunt. Tone down your self-critique and say it with a smile.


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Motive Questions

What can you contribute to this company?

Where do you hope to be in five years?

This type of question should be answered enthusiastically. Show the

interviewer you are interested in the position and relate the answers

to the duties and responsibilities of the job.

Personality Questions

What do you do in your spare time?

Present yourself as a well-rounded person. Your answer gives you

dimension, describe your hobbies briefly.

Job Satisfaction Questions

Why are you looking for another job?

What do you like most/least about your previous job/jobs?

Why did you leave your previous employer/employers?

Never speak poorly about former employers. Be positive. You areproviding clues about the environment you seek.

Other Questions Be Prepared To Answer

Are you willing to be transferred to another city or country?

May we check your references?

May we see some sort of a proof of your salary? (Bring along your

salary slip)


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BIBLOGRAPHY

y MHCy TAKEN HELP FROM (AFSHAN BASHIR )(B.D)y BOOK REGARDING BUSINESS LIKE (KAVITA SINGH, SANTOSH

GUPTA & SACHIN GUPTA Human Resource Development)

morpheus human consulting (project)

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