Introduction:

about the topic

ABOUT THE TOPIC

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The art of choosing men is not nearly so difficult as the art of enabling those one
has chosen to attain their full worth

People are integral part of any organization today. No organization can run without its
human resources. In todays highly complex and competitive situation, choice of right
person at the right place has far reaching implications for an organizations
functioning. Employee well selected and well placed would not only contribute to the
efficient running of the organization but offer significant potential for future
replacement.

This hiring is an important function. The process of hiring begins with human
resource planning (HRP) which helps to determine the number and type of people on
organization needs. Job analysis and job design enables to specify the task and duties
of hobs and qualification expected from prospective job HRP, job analysis, hob
design helps to identify the kind of people required in an organization and hence
hiring.

It should be noted that hiring is an ongoing process and not confined to formative
stages of an organization. Employees leave the organization in search of greener
pastures, some retire and some die in the saddle. More importantly an enterprises
grows, diversifies, take over the other units all necessitating hiring of new men and
women. In fact the hiring function stops only when the organization ceases to exist.
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Hiring involves two board activities:-

Recruitment
Selection

RECRUITMENT
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DEFINITION:
According to Edwin B. Flippo, Recruitment is the process of searching the
candidates for employment and stimulating them to apply for jobs in the
organization.

Recruitment means to estimate the available vacancies and to suitable arrangements

for their selection and appointment. Recruitment is understood as the process of
searching for and obtaining applicants for the jobs, from among whom the right
candidate can be selected.

A formal definition states that It is the process of finding and attracting capable and
suitable applicants for employment. The process begins when new recruits are
sought and ends when their applicants are submitted. The result is the pool of
applicants from which new employees are selected.

The word recruitment has many meaning and plays an important role. Employees
leave the organization in search of greener pastures- some retire some die in saddle.
The most important thing is that enterprise grows, diversifies, and takes over other
units-all necessitating hiring of new men and women. In fact recruitment functions
stop only when the organization ceases to exist. To understand recruitment in simple
terms it is understood as process of searching for obtaining applications of job from
among from whom the right people can be selected. To define recruitment we can
define it formally as it is a process of finding and attracting capable applicants for
employment. The process begins when new recruit are sought and ends when their
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application are submitted. The result is a pool of applicants from which new
employees are selected. Theoretically, recruitment process is said to end with receipt
of application in practice the activity extends to the screening applicants as to
eliminate those who are not qualified for job.

FACTORS AFFECTING RECRUITMENT

There are a number of factors that affect recruitment. These are broadly classified into
Two categories:
Internal factors
External factors

INTERNAL FACTORS
The internal factors also called as endogenous factors are the factors within the
organization that affect recruiting personnel in the organization.

Some of these are:-

Size of the organization

The size of the organization affects the recruitment process. Larger organization finds
recruitment less problematic than organization with smaller in size.

Recruiting policy
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The recruitment policy of the organization i.e. recruiting from internal sources and
external sources also affect the recruitment process. Generally, recruitment through
internal sources is preferred, because own employees know the organization and they
can well fit in to the organization culture.

Image of the organization

Image of the organization is another factor having its influence on the recruitment
process of the organization. Good image of the organization earned by the number of
overt and covert action by management helps attract potential and complete
candidates. Managerial actions like good public relations, rendering public service
like building roads, public parks, hospitals and schools help earn image or goodwill
for organization.

That is why chip companies attract the larger numbers of

application.

Image of the job

Better remuneration and working conditions are considered the characteristics of
good image of a job. Besides, promotion and carrier development policies of
organization also attract potential candidates.

EXTERNAL FACTORS
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Like internal factors, there are some factors external to organization, which have
their influence on recruitment process. Some of these are given below:-

Demographic factors
As demographics factors are intimately related to human beings, i.e. employees,
these have profound influence on recruitment process. Demographic factors include
age, sex, Literacy, economics status etc
.
Labor market
Labor market condition I.e. supply and demand of labor is of particular importance in
affecting recruitment process. E.g. if the demand for specific skill is high relative to
its supply is more than for particular skill, recruitment will be relatively easier.

Unemployment situation
The rate of unemployment is yet another external factor its influence on the
recruitment process. When the employment rate in an area is high, the recruitment
process tends to simpler. The reason is not difficult to seek. The number of
application is expectedly very high which makes easier to attract the best-qualified
applications. The reserve is also true. With low rate of unemployment, recruiting
process tend to become difficult
.

Labor laws
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There are several labor laws and regulations passed by the central and state
governments that govern different type of employment. These cover working
condition, compensation, retirement benefits, safety and health of employee in
industrial undertakings.
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The child Labour Act,1986; for example prohibits employment of children in certain
employments.
Similarly several other acts such as the Employment Exchange Act,1958; The
Apprentice Act, 1961; the Factory Act,1948; and The Mines Act, 1952 deal with
recruitment.

Legal consideration
Another external factor is legal consideration with regard to employment reservation
of jobs for schedule tribes, and other backward class (OBC) is the popular examples
of such legal consideration. The supreme court of India has given its verdict in favor
of 50 per cent of jobs and seats. This is so in case admission in the educational
institutions also.

INTERNAL SOURCES

Present employees:
Promotions and transfer from among the present employees can be good sources
of recruitment. Promotion implies upgrading of an employee to a higher position
carrying higher status, pay and responsibilities. Promotion from among the
present employees is advantageous because the employees promoted are well
acquainted with the organization culture, they get motivated and it is cheaper also.
Promotion from among the person employees also reduces the requirement of job
training. However, the disadvantage lies in limiting the choice of the few people
and denying hiring of outsiders who may be better qualified and skilled.
Furthermore, promotion from among present employees also results in
inbreeding, which creates frustration among those not promoted. Transfer refers to
shifting an employee from one job to another without any change in the
position/post, status and responsibilities. The need for transfer is felt to provide
employees a broader and carried base, which is considered necessary for
promotion. Job rotation involves transfer of employees from one job to another
job on the lateral basis.

Former employees:
Former employees are another source of applicant for vacancies to be filled up in
the organization. Retired or retrenched employees may be interested to e come
back the company to work on the part time basis. Similarly, some former
employees who had left the organization for any reason, any come back to work.
This source has the advantages of hiring people whose performance is already
known to the organization.
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Employee referrals:
This is yet another internal source of recruitment. The existing employees refer to
the family members, friends and relatives to the company potential candidates for
the vacancies to be filled up in the organization. This source serves as the most
effective methods of recruiting people in the organizations because refer to those
potential candidates who meet the company requirement known to them from
their own experience. The referred individuals are expected to be similar in type
in the of race and sex, for example, to those who are already working in the
organization

Previous applicant:
This is considered as internal source in the sense that applications from the
potential candidates are already lying with organization. Sometimes the
organization contacts though mail or messengers these applicants to fill up the
vacancies particularly for unskilled or semiskilled jobs.

EVALUATION OF INTERNAL SOURCES:

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Let us, evaluate the internal source of recruitment. Obviously, it can be done in
terms of its advantage and disadvantage the same are spelled out as follows:

ADVANTAGES:
The advantages of the internal source of recruitment include the following:

Familiarity with own employees:

The organization has more knowledge and familiarity with the strengths and
weaknesses of its own employees than of strange on unknown outsiders.

Better use of the talent:

The policy of internal recruitment also provides an opportunity to the organization
to make a better use of talents internally available and to develop them further and
further.

Economical recruitment:
In case of internal recruitment, the organization does not need to spend much
money, time and effort to locate and attract the potential candidates. Thus, internal
recruitment proves to be economical, or say, inexpensive.

Improves morale:

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This method makes employees sure that they would be preferred over the
outsiders as and when they filled up in the organization vacancies.

A motivator:
The promotion through internal recruitment serves as a source of motivation for
the employees to improve their carrier and income. The employees feel that
organization feel that organization is a place where they can build up their lifelong career. Besides, internal recruitment also serves as a means of attracting and
retaining employees in the organization.

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DISADVANTAGES:
The main drawback associated with the internal recruitment is as follows:

Limited choice:
Internal recruitment limits its choice to the talents available within the organization. Thus,
it denies the tapping of talents available in the vast labor market outside the organization.
Moreover, internal recruitment serves as a means for inbreeding, which is never healthy
for the future organizations.

Discourage competition:
In this system, the internal candidates are protected from competition by not giving
opportunity to otherwise competent candidates from outside the organization. This in
turn, develops a tendency among the employees to take the promotion without showing
extra performance.

Stagnation of skills:
With the feeling that internal candidates will surely get promoted, their skill in the
long run may become stagnant or obsolete. If so, productivity and sufficiency of
the organization, in turn, decreases.

Creates conflicts:
Conflicts and controversies surface among the internal candidates, whether or not they
deserve promotion.

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EXTERNAL SOURCES
External sources of recruitment lie outside the organization. These outnumber internal
sources. The main ones are listed as follows:

Employment exchanges:
The national commission labor (1969) observed in its report that in the pre-independence
era, the main source of labor war rural areas surrounding the industries. Immediately after
independence, national employment services were established to bring employer and job
seeker together. In response to it, the compulsory notification of vacancies act of 1959
(Commonly called employment exchange act) was instituted which become operative in
1960.the main functions of these employment exchanges with the branches in most cities
are registration of job seeker and tier placement in the notified vacancies. It is obligatory
for employer to inform about the outcome of selection within 15 days to the employment
exchange. Employment exchange is particularly useful in recruiting blue-collar, whitecollar and technical workers.

Employment agencies:
In addition to the government agencies, there are number of private agencies that
register candidates for employment and furnish a list of suitable candidates from the data
bank as and when sought by the prospective employer. Generally, these agencies select
personnel for supervisory and the higher levels. The main function of these agencies is to
invite application and short-list the suitable candidates for the organization. Of course, the
representative of the organization takes the final decision on selection. The employer
organizations derive several advantages through this source. The time saved in this

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method can be better utilized elsewhere by the organization. As the organizational identity
remains unknown to the job speakers, it, thus, avoid receiving letters and attempts to
influence.

Advertisement:
This method of recruitment can be used for jobs like clerical, technical, and managerial.
The higher the position in the organization, the more specialized the skills or the shorter
the supply of that resources in the labour market, the more widely dispersed the
advertisement are likely to be. For instance, the search for a top executive might include
advertisements in a national daily like the Hindu. Some employers/companies advertise
their post by giving them post box number of the name of some recruiting agency. This is
done to particular keep own identity secret to avoid unnecessary correspondence with the
applicants. However the disadvantage of these blind advertisement, i.e., post box number
is that the potential job seekers are the hesitant without unknowing the image of the
organization, on the one hand, and the bad image/ reputation that the blind advertisement
have received because of the organizations that placed such advertisements without
position lying vacant just to know supply of labor/ workers in the labor market, on the
other. While preparing advertisement, a lot of care has to be taken to make it clear and to
the point. It must ensure that some self-selection among applicant take place and only
qualified applicant responds the advertisement copy should be prepared by using a fourpoint guide called AIDA . The letters in the acronym denote that advertisement should
attract Attention, gain Interest, arouse a Desire and result in action.
H
owever, not many organizations mention complete detail about job positions in
there advertisement. What happened is that ambiguously worded and broad-based

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advertisements may generate a lot irrelevant application, which would, by necessity,

increasing the cost of processing them.

Professional Associations
Very often, recruitment for certain professional and technical positions is made
through professionals association also called Headhunters. Institute of Engineers,
All India Management Association, etc., provide placement service to the members.
The professional associations prepare either list of jobseekers or publish or sponsor
journal or magazines containing advertisements for their member. It is particularly
useful for attracting highly skilled and professional personnel. However, in India,
this is not a very common practice and those few provide such kind service have
not been able to generating a large number of application.

Campus Recruitment
This is another source of recruitment. Though

campus

recruitment

is a common

phenomenon particularly in the American organizations, it has made rather recently.

Of late, some organizations such as HLL, HCL, L&T, Citibank, Cadbury ANZ
Grind lays, etc., in India have started visiting educational and training institute/
campuses for recruitment purposes. Many Institutes have regular placement cells / offices
to serve liaison between the employer and the students. Tezpur Central University has
one Deputy Director (Training and Placement) for purpose of campus recruitment and
placement.

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The method of campus recruitment offers certain advantages to the employer organizations.
First, the most of the candidates are available at one place; second, the interviews
are arranged at short notice; third, the teaching is also met; fourth, it gives them
opportunity to sell the organization to a large students body who would be graduating
subsequently. The disadvantages of this of recruitment are that organizations have to
limit their selection to only entry positions and they interview the candidates who
have similar education and experience, if at all.

Deputation
Another source of recruitment is deputation I.e., sending an employees to another
organization for the short duration of two to three years. This method of recruitment is
practice in

pretty manner,

in

the

Government

department and

public

sector

organization does not have to incurred the initial cast of induction and training.
However, the disadvantages of this of deputation is that deputation period of two/three
year is not enough for the deputed employee to provide employee to prove his/her
mettle, on the one hand, and develop commitment with organization to become part of
it, on the other.

Word-of-mouth:
Some organizations in India also practice the word-of-mouth method of recruitment. In
this method , the word is passed around the vacancies or opening in the organization.
Another from of word-of-mouth method of employee-pinching i.e., the employee working
In another organization is offered by the rival organization. This method is economic, in
terms of both time and money. Some of the organization maintain a file applications and

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sent a bio-data by a job seeker. These serve as a very handy as when there is vacancy in
the organization. The advantage of this method is no cost involved in recruitment. However,
the disadvantages of this method of recruitment are non- availability of the candidates
when needed choice of candidates is restricted to a too small number.

Raiding or Poaching:
This is another sources of recruitment whereby the rival firm by offering terms and
conditions, try to attract qualified employees to join the. This raiding is a common feature
in the Indian organizations. For instance, service executive of HMT left to join Titan Watch
Company, so also exodus of pilot from Indian Airlines to join the private air taxi operator. In
fact, raiding has become challenge for the human resource manager.

Besides these, walk - ins, contractors, radio and television, acquisitions and merger, etc.,
art some other sources of recruitment used by organization.

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EVALUATION OF EXTERNAL SOURCES:

Like the internal source of recruitment, external sources are mixed of advantages and
disadvantages

ADVANTAGES:-

Open process
Being a more open process, it is likely to attract a large number of applicants/application.
The, in turn, widens it option of selection.

Availability of Talented Candidates:With the large pool of applicants, it becomes possible for organization to have talented
candidates from the outside. Thus, it introduces new blood in the organization.

Opportunity to Select the Best Candidate;

With the large pool of applicants, selection process becomes competitive. This increases
prospects for selection the best candidates.

Provides healthy competition:

As the external members are supposed to be more trained and efficient. With such a
background, they work with the positive attitude and greater vigor. This helps create healthy
competition and conductive work environment in the organization.

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DISADVANTAGES:
However, the external sources of recruitment suffer from certain disadvantages too, these are:

Expensive and time consuming:

This method of recruitment is both expensive and time consuming. There is no guarantee that
organization will get good and suitable candidates.

Unfamiliarity with the Organization:

As candidates some outside the organization, they are not familiar with tasks, job nature
and the international scenario of the organization.

Discourage the Existing Employee:

Existing employees are not sure to get promotion. This discourages them to do the hard
work. This, in turn, boils down to decreasing productivity of the organization.

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RECRUIMENT PROCESS

As stated earlier, recruitment is the process of location, identifying, and attracting

capable applications for jobs available in an organization. Accordingly, the
recruitment process comprises the following five steps:

Recruitment planning;

Strategy Development;

Searching;

Screening;

Evaluation and Control.

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RECRUITMENT PLANNING

The first step in the recruitment process is the planning. Planning involves the translation of
likely jobs vacancies and the information about the nature of these jobs into a set of
objectives or targets that specify the
(1) Number and
(2) The types of applicants to be contacted.

(1) Numbers of Contacts: Organisation nearly always plans to attract more applicants
than they will hire. Some of those contracted will be uninterested, unqualified and
both. Each time a recruitment program is contemplated; one task is to estimate the
number of applicants necessary to fill all vacancies with well qualified people.

(2) Types of applicants to be contacted: It is basically concerned with the type of

people to be informed about the jobs vacancies in the organization. The type of people
depends on the task and responsibilities involved and qualification and experience
expected. These details are available through job description and job evaluation.

Strategy Development
Once the number and type of recruitment is planned, one needs to determine strategies
regarding:
(1) Make or Buy employee: Organisation needs to determine whether to hire unskilled
or semi skilled employees and invest in training and development program or it
should hire skilled and well trained employees and professionals. Essentially, it is a

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Make or Buy decision. Buy decision involve high rate of wages and other perks
whereas make decision involve high initial investments.
(2) Technological Sophistication: The second decision involve in strategy development
is the use of technology and methods for recruitment and selection. This decision is
mainly influenced by the technology available and awareness about the technology
among the target people. The use of computers and internet has made it possible for
the organization to reach applicants beyond state and nation boundaries more easily.
(3) Where and When to look: In order to reduce cost and save time the organization try
to explore the areas and location which are more likely to serve the organization
recruitment needs. For this organization may participate in college job campus for
hiring high level managerial and professional employees, regional and local
employment exchanges for clerical and technical staff.

Searching
Once the recruitment plan and strategy is worked out, the search process can commence. It
involves two steps:

Source activation: Typically, source and search methods are activated by the issuance
of employee requisition. This means no actual recruitment takes place until the
authorized officials have verified that such vacancy does exist or will exist. If the
management have adequately planned and developed its source and search method,
activation soon results in floods of applications/resumes. The applications must be
carefully scanned and selected. The selected applicants must be contacted and invited
for interview.

Selling: The second issue to be address in selling process is the communication. The
organization has to attract the best desired candidates on the one hand and on the other
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hand they must resist the temptation of overselling their virtues. While selling the
organization must pay attention towards the message and media. Message refers to the
job advertisement. As regards media it may be said that effectiveness of any message
depends upon the type of media selected.

Screening
Screening of applicants can be regarded as an integral part of the recruitment process. The
applications received in response to advertisement are screened and only the eligible
applicants are called for interview. The selection committee consisting of Vice chancellor,
registrar and subject experts conduct the interview.

Purpose of screening
The purpose of screening is to remove from the recruitment process, at an early stage, those
applicants which are visibly unqualified for the job. Effective screening can save a
considerable amount of time and money. How-ever care should be taken to ensure that
capable applicants are not rejected without justification.
In screening clear job specifications are invaluable. It is both healthy practice and legal
requirement that applicants selection is made on the basis of their qualification, skill, abilities
and experience required to do the job.
The technique used to screen applicants depends on the source of the applicants and methods
used. Interview and application blanks may be used to screen walks-ins. Campus recruiters
agency representative use interviews and resumes. Reference checks are also useful in
screening.

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Evaluation and Control

Evaluation and control is necessary as considerable amount of cost is involved in recruitment
process. The recruitment has the objective of searching for and obtaining applications from
the job seekers in sufficient number and of desired quality. Keeping this objective in mind the
evaluation might include:

Return rate of application sent out.

Number of suitable candidates for selection.

Retention and performance of the candidate selected.

Cost of recruitment process

Time lapsed data

Comments on image projected.

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METHODS OF RECRUITMENT

Recruitment methods refer to the means by which an organization reaches to the

potential job seeker. It is important to mention that the recruitment methods are different
from the resources of recruitment. The major line of distinction between the two is that
while the former is the means of establishing links with the prospective candidates, the
latter is location where the prospective employees are available. Dunn and Stephen
have broadly classified methods of recruitment into three categories. These are;

Direct Method;

Indirect Method;

Third Party Method.

Brief descriptions of these are follows:

Direct Method:
In this method, the representatives of the organizations are sent to the potential
candidates

in the educational and training

candidates seeking jobs. Person

institutes. They establish contacts with the

pursuing management,

engineering, medical, etc.

programmers are mostly picked up the manner.

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Sometimes, some employer firm establishes with professors and solicits information
about student with excellent academic records. Sending the recruiter to the conventions,
seminars, setting up exhibits at fairs and using mobile office to go to the desired
centers are some other methods used establish direct contact with the job seekers.

Indirect Method:
Indirect methods

include

advertisements in the newspaper, on the radio and

television, in professional journals, technical magazines, etc. this method is useful

when Organization does not find suitable candidates to be promoted to fill up the higher
posts, When the organization want to reach out a vast territory, and When organization wants
to fill up scientific, professional and technical posts.

The experience suggests that the higher the position to be filled up in the organization,
or the skill sought by the sophisticated one, the more widely dispersed advertisement is
likely to be used to reach too many suitable candidates. Sometimes, many organizations
go for what referred to as blind advertisement in which only Box No. is given and
the identity of the organization is not disclosed. However, organizations with regional or
national repute do not usually use blind advertisements for obvious reasons.

While placing an advertisement to reach to the potential candidates, the following

three points need to borne in mind:
o To visualize the type of the applicant one is trying recruit;
o To write out a list of the advantages the job will offer;
o To decide where to run the advertisement , i.e., newspaper with local,
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o state, nation-wide and international reach or circulation.

Third Party Method:

These include the use of private employment agencies, management consultants,
professional bodies pr associations, employee referral or recommendation, voluntary
organization, trade banks, labor contractors, etc., to establish contact with the job
seekers.

Now, a question arises; which particular method is to be used to recruit employee in

the organization? The answer to it is that it will depend on the policy of the particular
firm, the position of the labor supply, the government regulations in this regard and
agreements with labor organizations. Notwithstanding, the best recruitment method is
to look first within the organization.

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EFFECTIVENESS OF RECRUIITMENT PROGRAMME

Though there has so far not been evolved any formula such that makes recruitment
programme necessitates having certain attributes such as:

A well defined recruitment policy.

A proper organizational structure.

A well - laid down procedure for locating potential jobseekers.

A suitable method and technique for tapping and utilizing these candidates

A continuous assessment of effectiveness of recruitment programme and incorporation of

suitable modifications from time to improve the effectiveness of the programme.
An ethically sound fool-proof telling an applicant all about the job and its position, the
firm to enable the candidate to judiciously decide whether or not to apply and join the
firm, if selected.

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SELECTION

Meaning and Definition.

Selection is the process of picking individuals (out of the pool of job applicants) with
requisite qualifications and competence to fill jobs in the organization. A formal definition
of Selection is:-

It is the process of differentiating between applicants in order to identify (and here)

those with a greater likelihood of success in a job.

Recruitment and selection are the two crucial in the HR process and are often used
interchangeably. There is, however, a fine distinction between the two steps.

While

recruitment refers to the process of identifying and encouraging prospective employees to

apply for jobs, selection is concerned with picking the right candidates from the pool of
applicants. Recruitment is said to be positive in its approach as it seeks to attract as many
candidates as possible. Selection, on the other hand, is negative in its application in as it
seeks to eliminate as many unqualified applicants as possible in order to identify the right
candidates.

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ROLE OF SELECTION

The role of selection in an organizations effectiveness is crucial for at least, two reasons;
first, work performance depends on individuals. The best way to improve performance is to
hire people who have the competence and the willingness to work. Arguing from the
employees viewpoint, poor or inappropriate choice can be demoralizing to the individual
concerned (who finds himself or herself in the wrong job) and de-motivating to the rest of the
workforce. Effective selection, therefore, assumes greater relevance.
Second, cost incurred in recruiting and hiring personnel speaks about volumes of the
selection. Costs of wrong selection are greater.

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SELECTION PROCESS

1. Reception
A company is known by the people it employs. In order to attract people with talent,
skills and experience, a company has to create a favourable impression on the applicants
right from the stage of reception. Whoever meets the applicant initially should be tactful
and able to extend help in a friendly and courteous way. Employment possibilities must
be presented honestly and clearly. If no jobs are available at that point of time, the
applicant may be asked to contact the HR department after a suitable period of time has
elapsed.
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2. Screening Interview
A preliminary interview is generally planned by large organisations to cut the costs of
selection by allowing only eligible candidates to go through the further stages in
selection. If the HR department finds the candidate suitable, a prescribed application
form is given to the applicants to fill and submit.

3. Application Blanks
Application blank or form is one of the most common methods used to collect
information on various aspects of the applicants academic, social, demographic, workrelated background and references. It is a brief history sheet of an employees
background, usually containing the following things:
Personal data (address, sex, identification marks)
Marital data (single or married, children, dependents)
Physical data (height, weight, health condition)
Employment data (past experience, promotions, nature of duties, reasons of
leaving previous jobs, salary drawn, etc.)
Extracurricular activities (sports/games, NSS, NCC, prizes won, leisure-time
activities)
References (names of two or more people who certify the suitability of an
applicant to the advertised position)

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4. Selection Tests
Tests are important device used in the selection of the candidates. A test is designed to
measure such skills and abilities in a worker as are found by job analysis to be essential
for successful job performance. A test is a instrument designed to measure selected
psychological factors. It can be defined as:
According to Monappa and Saiyadain, Psychological tests are an objective and
standardized measure of a sample of behaviour.

The basic assumption underlying the use of tests in personnel selection is that individuals
are different in their job related abilities and skills and that these skills can be adequately
and accurately measured for comparison. Since many human abilities are complex and
interrelated, they have to be understood in association with each other.

TESTS:
Tests are aimed at measuring such skills and abilities in a worker which would help in
performing his job well. They serve as an important tool in evaluation of an applicant.
These are done to know the behavior and traits of the applicants.

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Types of Tests:
Some of the employment tests are:

5. Selection Interview:
The interview is a selection technique which enables the employer to view the total
individual and directly appraise him and his behaviour. It is a method by which an idea
about an applicants personality (including his intelligence, breadth of interest, and
general attitudes towards life) can be obtained by face-to-face contact. An interview is an
attempt to secure maximum amount of information from the candidate concerning his
suitability for the job under consideration.

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1. A selection interview mainly serves three purposes:

1) Obtaining information about the background, education, training, work
history and interests of the candidate.
2) Giving information to candidates about the company, the specific job and
human resource policies, and
3) Establishing a friendly relationship between the employer and the candidate so
as to motivate the successful applicant to work for the organization, in
practice, however, interview becomes a one-sided affair serving only the first
purpose.

Kinds of interviews: Interviews may be of various kinds, important among which are as
follows:

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6. Medical Examination:
Certain jobs require usual stamina, strength or tolerance of hard working conditions. A
physical examination reveals whether or not a candidate possesses these qualities. It brings
out deficiencies, not as a basis of rejection but as a positive aid to selection placement and as
indicating restrictions on his transfer to other positions.

Purpose:
A physical examination serves the following purposes:
a. It gives us an indication whether a candidate is physically able to perform the job.
Those whom are physically unfit are rejected.
b. It discovers existing disabilities and obtains a record of the employees health at
the time of hiring so that the questions of the companys responsibilities (both
legal and ethical) may be settled in the event.
c. It prevents the employment of those who suffer from some type of contagious
diseases.
d. It places properly those people who are otherwise employable but whose physical
handicaps may necessitate assignment only to specific jobs.
The basic purpose of medical examination is to place persons in jobs
which they can handle without any injury or damage to their health.
Candidates are medically examined either by the companys physician or by a
medical officer approved by the company for the purpose.
37

7. Reference Checks
Many employers request names, addresses, and telephone numbers or references for the
purpose of verifying information and, perhaps, gaining additional background information on
an applicant. The usual referees may be previous employers, persons associated with the
educational institutions from where the candidates have received education, or ability.
Reference checks serves two important purposes:
a. One purpose is to gain insight about the potential employee from the people who
have had previous experience with him or her.
b. The second purpose for reference checks is to assess the potential success of a
prospect.

8. Hiring Decision:
The employment is offered to those applicants who have crossed all the hurdles which come
across in the way of selection process. The offer of employment is made through a letter of
appointment. Such a letter generally contains a date by which the appointee must report on
duty.
When the job is offered and the candidates accept the offer, certain documents need to be
executed by the employer and the candidate. One such document is the attestation form,
which contains certain vital details about the candidate, which are authenticated and attested
by him/her. Attestation form is a valid for future reference.

38

There is also a need for preparing a contract of employment. The basic information that
should be included in a written contract of employment will vary accordingly to the level of
the job, like:
a. Job title,
b. Duties.
c. Hours of work,
d. Holiday arrangements,
e. Sickness leave, payment,
f. Rate of pay, allowances, overtime, method of payment, shift rates,
g. Data when continuous employment starts and the basis for calculating service,
h. Grievance procedure, etc.
Great care is taken to draft the contract forms.
After all the formalities are completed, the candidates are placed on their jobs initially on
probation basis for one to two years. After satisfaction performance during this period, the
candidate is finally confirmed in the job on permanent basis or regularized.

9. Induction
The final step of procurement is orientation or socializing or induction. The newly selected
personnel are introduced to their environment, working procedure. They are also informed
about their seniors, i.e. whom they have to report to, whom to give instructions and orders i.e.
their subordinates, their peer group or co- workers. He is also made aware of the rules and
regulations practiced in the organisation.

39

General practices followed general norms followed by existing employees are also told.
Induction training can vary in time period as it depend upon the size of the organisation, post
of the newly selected employee, amount of personnel he is going to work with and many
,more aspect.

40

objective

41

OBJECTIVES OF THE STUDY

The objectives of the study are:

To study the concept of recruitment and selection.

To study the effectiveness of recruitment and selection procedure in BYGGING
INDIA LIMITED at New Delhi.
To study about BYGGING INDIA LIMITED and its related aspects like its services,
history, organizational structure, etc.
To examine how recruitment and selection practices affect the performance or
development of BYGGING INDIA LIMITED.
To identify factors that will improve recruitment and selection practices at
BYGGING INDIA LIMITED.
To study the methods and techniques used in recruitment and selection process.
To assess the challenges associated with the recruitment and selection practices of
BYGGING INDIA LIMITED.
To find employers and employees opinion about present process and provide a
suggestion for improvement.

42

NEED FOR THE STUDY

To Increase the effectiveness of different recruiting techniques and sources for all types of
job applicants in the organization.

To identify the various sources of recruitment.

To obtain the number and quality of employees that can be selected in order to help the
organization to achieve its goals and objectives.

43

SCOPE OF THE STUDY

To understand the various sources of recruitment provided in the organization.

It helps to analyze the recruitment policy of the organization.

It enables us to evaluate the effectiveness of different recruiting techniques and sources for
all types of job applicants in the organization.

44

Significance

45

SIGNIFICANCE OF THE STUDY

A study of this nature will help BYGGING INDIA LIMITED to adopt measures in the context
of human resource planning and development in relation to recruitment and selection.
The study is very significant because it will add to the existing literature or the research has
added to the stock of books and works already written on human resource planning and
development. Also it will afford the opportunity to identify the benefits of human resource
and challenges facing their members and find lasting solutions to them.

It will also be beneficial to the academic community and decision making bodies. These
include offering employment to many people.

Furthermore the study will serve as a spring board to those who want to delve much into
human resource planning and development. Finally this will give fore knowledge to
management of BYGGING INDIA LIMITED before embarking on human resource planning
and development.

46

Industry profile

47

INDUSTRY PROFILE
The construction industry is the second largest industry in India after agriculture. It accounts
for about 11% of India as GDP. It makes significant contribution to the national economy and
provides employment to large number of people.
There are mainly three segments in the construction industry like real estate construction
which includes residential and commercial construction; infrastructure building which
includes roads, railways, power etc; and industrial construction that consists of oil and gas
refineries, pipelines, textiles etc.
Construction is an essential part of any countrys infrastructure and industrial development.
Construction industry, with its backward and forward linkages with various other industries
like cement, steel bricks etc. catalyzes employment generation in the country. Construction is
the second largest economic activity next to agriculture. Broadly construction can be
classified into 3 segments Infrastructure, Industrial and Real Estate.
Infrastructure segments involve construction projects in different sectors like roads, railways,
ports, irrigation, power etc. Industrial construction is contributed by expansion projects from
various manufacturing sectors. Real estate construction can be sub-divided into residential,
commercial, malls/multiplexes etc.
The construction activity involved in different segments differs from segment to segment.
Construction of houses and roads involves about 75% and 60% of civil construction
respectively. Building of airports and ports has construction activity in the range of 40-50%.
48

For industrial projects, construction component ranges between 15-20%. Within a particular
sector also construction component varies from project to project.
Construction sector contributed about 11.5% to the countrys GDP in FY 08. Over past few
years, growth of the construction has followed the trend of economic growth rate of the
country. The multiplier factor between growth rates of construction and GDP has been about
1.5X-1.6X. Over past 3 years, construction as a percentage of GDP has increased from 8.0%
in FY 06 to 8.5% in FY 08. Construction activity being labour intensive has generated
employment for about 33 million people in the country.
The construction industry in India is highly fragmented. There are number of unorganised
players in the industry which work on the subcontracting basis. To execute more critical
projects, now a days bids are increasing placed in consortium. But the profitability of the
construction projects varies across different segments. Complex technology savvy projects
can fetch higher profit margins for construction companies as compared to low technology
projects like road construction. Various projects in Construction industry are working capital
intensive. Working capital requirement for any company depends on the order mix of the
companies.
The construction industry operates on the basis of contractual agreements. Over the years
different types of contracts have been developed. It mainly depends on the magnitude and
nature of work, special design needs, and annual requirements of funds and complexities of
job. Construction projects can be materialized through number of smaller contracts which
mainly depends upon size of the project and diversified nature of activities to be carried out
in the project. As a result, Subcontracting is a common phenomenon in the construction
industry.
49

The Construction industry of India is an important indicator of the development as it

creates investment opportunities across various related sectors. The construction industry has
contributed an estimated 6708 billion to the national GDP in 2011-12 (a share of around
9%).The industry is fragmented, with a handful of major companies involved in the
construction activities across all segments; medium-sized companies specializing in niche
activities; and small and medium contractors who work on the subcontractor basis and carry
out the work in the field. In 2011, there were slightly over 500 construction equipment
manufacturing companies in all of India. The sector is labor-intensive and, including indirect
jobs, provides employment to more than 35 million people.

50

CONSTRUCTION PHASES
Vision/fantasy/idea - a concept never intended to be built, may be an aesthetic or
structural design exercise.
Proposed - a building concept that is under review by a the building owner and by
government
Approved - a building concept that will be constructed in the near future. If the
proposed building is not approved then the proposal may be amended and
resubmitted, or it may be deferred or cancelled.
Design - the specification of what is to be built in sufficient detail to be used as the
basis as a contract between the owner and a contractor
Procurement - the selection of the contractor or contractors to carry out the
construction. This may be by competitive tendering.
Diversions - before construction can start any services on the site which must be kept
operational to serve other adjacent sites must be diverted so they run outside the
footprint of the new building. This can include drainage, water and gas piped services
and power and communication cables.
Under-construction - a fully designed building currently being built
Ground works - construction work below ground level including the construction of
basements and foundation.
Topped-out - a fully designed building where construction has reached the highest
point of the building
Fitting out - installation of the decorative, non-structural elements once the building
main structure is complete. This includes painting, ceilings, light fittings etc.
Commissioning or setting to work - Once the building Mechanical, electrical,

51

plumbing, communications, and building control systems are installed they then need
to be tested and adjusted so they deliver the required performance.In modern
buildings this can take some time during which little seems to be going on but if this
is not done properly then these systems will not deliver their design performance
leading to hot and cold spots, spurious alarms, higher energy bills, and systems failing
during emergencies.
Substantial Completion / Beneficial Occupancy - a point when the work is sufficiently
complete so that the Owner can occupy (Items noted during inspection 'punch list' or
'snag list' may still be corrected).
Complete/built - a fully designed building that has been fully built, excluding future
expansions (punch list items all completed).
Building Operation - All those day-to-day activities need to ensure the building can be
used. In simple buildings this means little more than cleaning but in more complicated
buildings this is a large scale operation employing a large team of staff. If they do
their job right then you hardly notice them.
Maintenance - works to ensure the building continues to operate in accordance with
its design, including replacing elements which are approaching the end of their useful
life.
Repair - replacing building elements which have been damaged or which have failed
to restore the building to its as-built state.
Renovation - modification to the building. This can be minor modifications that are
carried out while the building is occupied or major works where only the structural
elements are kept and the building is out of use for years.
Demolition - destruction of the building which may include the salvage of some
elements for reuse elsewhere.
52

CAREERS
There are many routes to the different careers within the construction industry. These three
main tiers are based on educational background and training, which vary by country:

Unskilled and semi-skilled General site labor with little or no construction

qualifications.

Skilled Tradesmen who've served apprenticeships, typically in labor unions, and onsite managers who possess extensive knowledge and experience in their craft or
profession.

Technical and management Personnel with the greatest educational qualifications,

usually graduate degrees, trained to design, manage and instruct the construction
process.

53

Company profile

54

COMPANY PROFILE

Bygging India Limited, a fully integrated construction organization was established in

1983, in technical & financial collaboration with BYGGING UDDEMANN AB,
Sweden, with the main objective to introduce new and novel construction techniques
in the field of construction of high rise RCC structure, silos, chimneys & erection of
storage tanks by Hydraulic Jacking System to the Asian construction Industry. The
collaboration ensures access to the long and rich Swedish experience & know-how.
The company is jointly controlled by the Indian & Swedish promoters.

Furthermore, bygging has developed another novel formwork system, the NBS
Cellular construction system whereby steel formworks are deployed for the wall and
slabs which are cast simultaneously as a monolithic structure.

Designed and developed NBS Form Work System for Mass Housing and High rise
Building Projects.

For the past 20 years Bygging has the creditability of introducing Hydraulic
Jacking Technology in the field of erection of storage tanks and construction of
High rise civil structure by Hydraulic Slipforming and also for completing time bound
projects in record times without any cost overrun.

Bygging has been providing services to the core industries like Power Generation,
Petrochemicals, Refineries, Chemical, Sugar, Fertilizers, Paper, Cement, Soya
Bean/food grains etc.

55

MISSION

Continual innovation in order to automate and to reduce dependence on manual labour in the
tank building process, hence helping our customers achieve highest safety, efficiency and
productivity.

56

VISION

At Bygging India Limited, we are intuitive to the unique need of every project and
committed to providing the perfect solution crafted for the needs of that project.
With a keen eye on excellence and a network of strong partnerships, we aim to
create new milestones in project development and management with every project
we undertake. At the heart of everything we do, lies our core strengths:

Strong network of partners providing turnkey solutions for projects.

Alliance with leading fund partners for project funding.

Wide experience of handling projects across industries like Power generation,

petrochemicals, refineries, fertilizers, mass housing and many more.

Commitment towards providing sustainable development of people and nations.

Thus, at Bygging India Limited, we along with our chain of partners, create projects that
build the future, to take nations and their people forward.

57

KEY SERVICES

Total construction including slip forming of concrete structures, such as:

o High-rise Buildings
o Chimneys
o Cooling Towers
o Silos
o Over Head Water Towers
o Lift and Staircase Cores
o Bridge Piers (Straight and tapered)
o Television Towers
o High-rise Lighting Mast

Mass Housing Projects using TEB SYSTEM FORM WORK & NBS Form Work
System

58

 Specialized Hydraulic Jacking System and Equipment for construction of Vertical

Steel Tanks.

Lifting and lowering of existing steel tanks in connection with tank repairs and
foundation reinforcement.

Erection of Steel masts (antennae) for T V Towers.

Assembly of vertical steel tubes as flues in concrete chimneys.

Assembly of container cores at harbors.

Modular system formwork for concrete slabs , Columns & walls for High-rise
buildings.

Lifting of heavy structural roof construction of steel or concrete and industrial

buildings, hangars.

59

 Lifting, lowering and horizontal movement of heavy machines in industrial buildings.

HUMAN RESOURCES

Bygging Group believes that its strength lies in TEAMWORK

Bygging believes that its strength lies behind the strong workforce of 250 employees .

Bygging pays considerable attention in selecting its professional staff of engineers,experts and
management and accounting personnel based on competence & readiness for challenges. The number
of employees would be expected to increase to 500 in the near future.

60

INTERVIEW OF THE ORGANISATION

Head Office- 401-408,E-Wing,Crystel Plaza, 4th Floor, Opp-Infinity

Mall, Off-Link Road, Andheri(West),Mumbai-400058, India
Tel: +912261950400 / 26742568 / 26360430 / 26390353,
Fax: Extn Ne. 424, Email: bygging1983@gmail.com

Regional Office- 602 - 603, Modi (Hemkunt) Tower, 98, Nehru Place,
New Delhi-110019, India.
Tel: +911149596600 -14, Fax: +91 11 4959 6666
Email: bildel@byggingindia.com

UAE Office- PO Box- 43735, Dubai (UAE). Tel: +971-43743419,

Mob: +971-50874088, Email: mlihala@emirates.net.ae

61

62

Research
methodology

RESEARCH METHODOLOGY
63

The banking sector is marked with a high level of attrition and therefore recruitment process
becomes a crucial function of the organization. At Bygging India Limited, recruitment is all
time high during May-June and Oct-Nov. The attrition is high among the sales managers, unit
mangers mostly in the sales profile. The recruitment is high during these months due to the
fact that March and September are half year closing and business is high during Jan-Mar.
Thus it is only after March that people move out of the companies.

RESEARCH DESIGN
The research design is the conceptual structure with in which research is conducted. It
consists the blue print of the collection measurement and analysis of data.
In this project the research design adopted was descriptive research study. The exploratory
research studies are also termed as formulate research studies. The main purpose of such
studies is that of formulating a problem for more precise investigation or of developing the
working hypothesis from an operational point of view. The main emphasis was on the
discovery of the ideas and opinions of the employees at different levels in the organisation.

The two methods that are used for the study are:
1. The survey of concerning literature.
2. The experience study.

SAMPLE DESIGN
64

A sample design is a definite plan for obtaining a sample from a given population. It refers to
the technique or the procedure the researcher would adopt in selecting items for the sample.
The sample design is determined before data are collected.
The sampling used for the study is Convenience sampling. Under this sampling design
every item or the universe has equal chance or inclusion in the sample because this is
employees perception survey, so we give each person at any place an equal probability of
getting into the sample.

DATA COLLECTION
In this survey two types of data are collected:
1. Primary data: These data are those which are collected for the first time and
therefore original in nature.
2. Secondary data: Data which have already been collected by someone else and hence
passed through the statistical process.

DATA SOURCE
Primary data collection:
For the collection of the primary data following methods were used:
1. Interview method: Personal interviews of the employees are taken at different levels
to get their opinions and suggestions and the interview was structured in nature.
2. Questionnaire method: Structured questionnaire on the basis of information
collected from different sources. The questionnaire contains closed ended questions.
Secondary data collection:
Secondary data were collected from the following sources:
1. Books related to topics
2. Organizational documents
65

3. Magazines
4. Websites

DATA APPROACHES
Stratified random probability sample selection method:
1.
2.
3.
4.
5.
6.

Research instrument
Questionnaire
Focus group
Observation
Direct method

POPULATION
Sampling unit: Recruitment and selection process in Bygging India Limited.
Sample size: 100
Sample selection procedure:
1. Probability
2. Contact method
3. Direct method
Statistical tools used:

Likerts scale
Graphs and Pie chart

66

Data analysis
and
interpretation

DATA ANALYSIS AND INTERPRETATION

RECRUITMENT
Question 1: Which Sources used to display the vacancy at Bygging India Limited?
Observations:1) Employee Referral
2) Internet
3) Data Bank

65%
5%
25%

67

4) Campus Placement

5%

Sources to display Vacancy

5%
Employee Referral

25%
5%

Internet
65%

Data Bank
Campus Placement

Findings:
Regarding the vacancies in Bygging India Limited, it is shared with employee referral mostly.
Employees working with Bygging India Limited are also aware about the existing vacancies.
Data Bank is also a source.

68

Question 2:-. Which source of recruitment is preferred?

Observations:1) Internal

60%

69

2)

Source of Recruitment

40%

Internal
External

60%

External

40%

70

Findings:
In the recruitment of Bygging India Limited the major role is being played by the internal
sources for short listing the candidates.

Question 3:- In the external Sources which system majorly used?:

Observations:1) Press Advertisement

15%

2) Consultancy

10%

3) Data Bank

72%

4) Campus

2%

5) Similar Organization

1%

71

2% 1%

15%
10%

press advertisement
consultancy
data bank

72%

campus
similar organisation

Findings:
From the analysis it has been found that in case of external sources, data bank has a major
role and after that the other important source is press advertisement whereas campus and
similar organization has a very little role.

Question 4:- What was most preferred internal source?

Observations:1) Promotions

25%

2) Transfers

25%

3) Employee Referrals

50%

72

25%
50%

promotions
25%

transfers
employee referrals

Findings:
The most preferred internal source in this organization is employee referrals and secondly the
promotions and transfers are also the source of selecting the candidates.

Question 5: What was the experience of the employees at the time of recruitment?
Observations:1)
2)
3)
4)

1 Year
2 Year
3 Year
More than 3 Years

10%
25%
45%
20%

73

20%

10%
25%

1 year

2 year

3year

more than 3 years

45%

Findings

74

According to the study 10% employees have 1 year experience, 25% employees have 2 years
experience, 45% employees have 3 years experience and 20% employees have more than 3
years of experience at the time of recruitment.

Question 6:- How far Reference Checks are necessary for every candidate?
Observations:1) Yes

70%

2) No

20%

75

3)

10%
20%
yes
70%

no
can't say

Cant Say

10%

76

Findings:
According to the study and analysis it is being judged that the reference checks are majorly
necessary for the placement of every selected Candidate.

Question 7:- Percentage of vacancies filled in the bank from different sources?
Observations:1) New vacancy

40%

2) Replacement

10%

3) Transfers

20%

4) Promotions

30%

30%

40%
new vacancy
replacement

20%

10%

transfers
promotions

77

Findings:
The number of employees joined the bank majorly because of the new vacancy and after that
the percentage of the promotions makes it the second reason for the joining of the employees.
After that the new transfers are the third common reason for the joining.

SELECTION

Question 8:- Mostly used pattern of interviews?

Observations:1) Structured

20%

2) Non structured

60%

3) Stress Interviews

0%

4) Walk in interview

20%

78

Pattern of Interviews

20%

20%

structred
non structured
stress interviews
walk in interviews

60%

Findings:
In Bygging India Limited the structured interviews are not commonly used and also the stress
interviews are also not used at all. But the pattern of interviews in the bank is non-structured
where the questions are asked on the judgment of the potential of the candidate.

79

Question 9:- Commonly used tests during selection process?

Observations:1) Medical test

15%

2) Ability test

60%

80

3)

Types of Tests
15%
25%

medical test
ability test
IQ test
60%

IQ test

25%

81

Findings:
Basically the ability tests are used by the Bygging India Limited whereas the IQ test and
medical tests are least used for selection of candidates.

Question 10:- Action taken against employees who do not work properly?
Observations:1) Counselling

60%

2) Transfer

20%

82

3)

Types of Action

20%
counselling
20%

Termination

transfer

60%

termination

20%

83

Findings:
On the basis of analysis it has been found that if an employee is not working properly then he
is given counselling in most of the cases. But sometimes the employees are guided and make
them understand their faults.

JOINING

Question 11: Is there any well defined procedure of recruitment and selection of outsource
employees in Bygging India Limited?
Observations:1) Strongly agree

50%

2) Agree

30%

3) Neutral

12%

4) Disagree

5%

5) Strongly disagree

3%

84

12%

5% 3%
50%

30%

Strongly agree
Agree
Neutral
Disagree
Strongly disagree

Findings:
It can be seen that most of the people found filling up the form an easy task, though
some of them did face some problems whereas other thinks the procedure to be easy.

85

Question 12:-. Is Freshers recruit liked or appreciated by employees?

Observations:1) Strongly agree

60%

2) Agree

20%

3) Neutral
4) Disagree

10%
7%

86

5) Strongly disagree

3%

10%

7% 3%
Strongly agree

20%

60%

Agree
Neutral
Disagree
Strongly disagree

Findings:
87

It has been analyzed that mostly people think that recruiting a fresher is right because it gives
chance to the new talent whereas very few people thinks that recruiting a fresher is not
correct as they have no experience.

Question 13:-. Are you satisfied with the Recruitment & Selection policies of Bygging India
Limited?
Observations:1. Yes

85%

88

2.

15%

yes
no

85%

No

15%

89

Findings:
Majority of people are satisfied with the recruitment policies of Bygging India Limited but a
small number of people are dissatisfied.
Question 14:- On what basis candidates choose Bygging India Limited as their Employer?
Observations:1) Work culture

35%

2) Profile

15%

3) Pay

10%

4) Advancement

15%

5) Job

20%

90

6)

21%
37%

work cultre
profile

16%

pay
11%

16%

advancement
job
others

Others

5%

Findings:

91

According to the percentage obtained on the analysis Work culture was the most preferred
choice of the candidates closely followed by pay package and growth opportunities.

QUESTION 15: The duration of the probationary period for a new joinee in your company
is:
Observation:
1. 6 Months
2. 1 Year

90%
10%

92

3.

duration of probation period

10%
6 months
1 year
2 year
90%

2 Year

0%

93

Findings:
The probation period is 6 months in most of the cases. If required it is being extended up to 1
year based on performance and conditions.

findings

94

FINDINGS OF THE STUDY

A majority of the respondents prefer to post their resume through company web sites
and job sites.
The percentage analysis shows that the organization relies heavily on internal sources.
Most of the employees said that a newspaper source reaches them soon.
A majority of employees inferred that they are satisfied with the response given after
recruitment.
Most of the employees said that the final decisions about appointment should be
based only on merit.
A majority of employers inferred that there organization is following a step by step
process with certain rules and regulations in identifying job vacancies.
The percentage analysis shows that the organization is conducting job analysis and
job description for each job position.
A majority of employers said that there organization using newspaper and employee
referral sources mostly.
Most of the employers inferred that they are measuring the cost for the recruitment
sources by comparing the validated budget versus approved budget.
The correlation analysis shows that the questions asked in the interview and
95

comfortableness with the interviewer is positively correlated.

Most of the employees are satisfied with the present recruitment and selection
process.
A majority of the employees inferred that the present recruitment and selection
process is effective.

conclusion

96

CONCLUSION

The process of recruitment and selection in BYGGING INDIA LIMITED is awesome. The
focus of recruitment and selection is to match the capabilities of prospective candidates
against the demands and rewards inherent in a given job. For this reason, top performing
companies devote considerable resources and energy to creating high quality selection
systems. Recruitment and selection process are important practices for human resource
management, and are crucial in affecting organizational success. The quality of new recruits
depends upon an organization's recruitment practices, and that the relative effectiveness of the
selection phase is inherently dependent upon the caliber of candidates attracted.

From the analysis, recruitment and selection is of prime importance to BYGGING INDIA
LIMITED in order to get the best of employees, however, it faces lots of challenges in its
quest to recruit its workforce.

The issue of employee referrals seems to place unfair advantage over others, as more often
than not, they are favoured compared to those who use a different channel. From the analysis
it was realized that, more employee referrals are employed than those who apply in directly
or through the agencies.

97

Despite these challenges it was realized that these measures (recruitment and selection
practices) have been effective in the selection of employees for BYGGING INDIA LIMITED
even though much needs to be done to enhance it. Recruitment and selection of employees to
a greater extent determines the performance of an institution and it is of great importance if
institutions want to achieve their goals.

suggestions

98

SUGGESTIONS
From the study, it is found that majority of the employees prefer to post their resume
in companies website. So the company can have exclusive career link in its website to
post resume.

By using a separate link with resume screening software, the resumes can be
screened and managed effectively.

From the study, it is found that newspaper is the effective medium to advertise for
recruitment. Since this company focus on candidates from Pondicherry, they can
advertise for mass recruitment.
Relocation is the main problem for a candidates rejecting an offer. So by providing a
good salary and accommodation, relocation problem can be solved. Thus the
recruitment process can be made effective by retaining the recruited candidate.
Some of the employees said that the response given after recruitment is not
satisfactory. If the recruitment feedback mechanism is not effective, there is high risk
of losing good candidates to other companies. So they can give the response for
candidates immediately whether they are short listed or rejected.
It is found that the company is not conducting the medical examination for employees
during selection process. They can conduct medical examination in order to prevail
themselves if any problem happens to the employees.

99

100

limitations

LIMITATIONS OF THE STUDY

101

In the course of information gathering, I encountered many problems. Some were personal
and finance was also a major hindrance to the course of this research.

Personally, I tried to solicit information from specific department within the company but was
not permitted to do so.

The entire study applies only to the specific concern.

The period for study was only one & half month, so the detailed analysis about the
process was difficult.
The study was made only with limited number of samples.
The respondents may give false information.
Organization did not disclose full information.

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Annexure 1:
questionnaire

QUESTIONNAIRE

A STUDY ON EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS

IN BYGGING INDIA LIMITED

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EMPLOYER PERSONAL DETAILS

1. Name

2. Designation

3. Age:
a) 18 -25

b) 26 35

c) 36 -45 d) above 45

4. Marital status:
a) Married

b) unmarried

5. Educational Qualification:
a) Below Hr. Sec. b) Hr. Sec

c) ITI or others

d) UG OR PG

6. Years of Experience:
a) 0 2 years b) 3 5 years c) 6 8 years d) Above 8 years

Q1. Which source used to display vacancy at Bygging India Limited?

a) Employee referral
b) Internet
c) Data bank
d) Campus placement

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Q2. Which source of recruitment is preferred?

a) Internal
b) External

Q3. In the external sources which system majorly used?

a)
b)
c)
d)
e)

Press advertisement
Consultancy
Data bank
Campus
Similar organization

Q4. What is the most preferred internal source?

a) Promotions
b) Transfers
c) Employee referrals

Q5. What was the experience of the employees at the time of recruitment?
a) 1 year
b) 2 years
c) 3 years
d) more than 3 years

Q6. How far reference checks are necessary for every candidate?
a) Yes
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b) No
c) Cant say

Q7. Percentage of vacancies filled in the bank from different sources?

a) New vacancy
b) Replacement
c) Transfer
d) Promotion

Q8. Mostly used pattern of interviews?

a) Structured
b) Non structured
c) Stress interview
d) Walk in interview

Q9. What are the commonly used tests during the selection process?
a) Medical test
b) Ability test
c) IQ test

Q10. What are the actions that are taken against the employees who do not work properly?
a) Counselling
b) Transfer

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c) Termination

Q11. Is there any well defined procedure of recruitment and selection of outsource employees
in Bygging India Limited?
6) Strongly agree
7) Agree
8) Neutral
9) Disagree
10) Strongly disagree

Q12. Is freshers recruited liked or appreciated by employees?

a) Strongly agree
b) Agree
c) Neutral
d) Disagree
e) Strongly disagree

Q13. Are you satisfied with recruitment and selection policies of Bygging India Limited?
a) Yes
b) No

Q14. On what basis candidates choose Bygging India Limited as their employer?
a) Work culture
b) Profile
c) Pay

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d) Advancement
e) Job
f) Others

Q15. The duration of the probability period for a new joinee in your bank is?
a) 6 months
b) 1 year
c) 2 years

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Annexure 2:
bibliography

BIBLIOGRAPHY
109

Books Referred:

Christopher Mabey, Strategic Human Resource Management Edition 1.

K. Aswathappa, Human Resource and Personnel Management Edition 1.
Donnelly , Managing Human Resource Edition 1
Statistical methods by S.P.Gupta

Sites Visited:

www.spi.com
www.citehr.com
www.explorehr.com

Internet:

http://www.slideshare.net/JenBarr/recruitment-selection-process-presentation
http://www.scribd.com/doc/33993225/ byggingindia
http://www. byggingindia.com
http://en.wikipedia.org/wiki/ byggingindia
http://www.theofficialboard.com/org-chart/byggingindia

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