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The
recruitment and selection is the major function of the human resource
department and recruitment process is the first step towards creating the
competitive strength and the strategic advantage for the organisation. Recruitment
is the process to discover the sources of manpower to meet the requirement of
the staffing schedule and to employ effective measures for attracting that
manpower to meet job requirement and job satisfactions. Recruitment is both
negative and positive activity. It is a process of searching for prospective
employees and stimulating and encouraging them to apply for jobs in an organisation.
It is positive as it’s stimulates people to apply for job selection tends to be
negative as it rejects people who are not suitable. With the same objective, recruitment
helps to create a pool of prospective employees for the organisation so that
the management can select the right candidate for the right job from this pool.
Recruitment process involves a systematic procedure from sourcing the
candidates to arranging and conducting the interviews and requires many
resources and time. Factors such as a person’s sex, race, disability, age,
homosexuality etc, or personal biases or favoritism are irrelevant. The policy
should state that you are an equal employment opportunity employer and that no
unlawful discrimination will take place in job advertisements, job interviews,
and the selection process. The organization’s position on internal advertising
of job vacancies should be explained. The organization’s policy on the use of
and composition of selection panels should be stated. The recruitment process
is immediately followed by the selection process i.e. the final interviews and
the decision making, conveying the decision and the appointment formalities.
Recruitment process involves a systematic procedure from sourcing the candidates
to arranging and conducting the interviews and requires many resources and
time. The selection phase is
complicated, lengthy and time consuming. The management has to make necessary
efforts to select the people who are fit for the jobs. Selection of candidates
implies a scrutiny of candidates to ascertain how far each one measures up to
the demands of the job and then a comparison of what each candidate has to
offer against the specification of that job and the person needed to fill it.
It deals with matching the candidates with the requirements or choosing a right
person for the right job. Selection is the process in which the qualified personnel
can be chosen from the applicants who have offered their services to the origination
for the employment. To select mean to choose. Selection is the process of
picking individuals who have relevant qualifications to fill jobs in an
organization. The basic purpose is to choose the individual who can most
successfully perform the job from the pool of qualified candidates.

Objectives of the Study

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v  To
identify and determine the various factors involved in recruitment and
selection process.

v  To
understand the effectiveness of present recruitment and selection process of
the organization.

v  To
find out the method and techniques used in recruitment and selection process.

Methodology

      In view of the nature of data collected
from the sample of the respondents and  primary
data are the actual information which are presented in this research,
‘descriptive research’ is considered to be the most appropriate for the present
study. Hence this study is descriptive and analytical. The research problem and
questionnaire have been formulated and framed accordingly. The suggestions of
the study emerge from the survey.

Study population and
sampling design

In
the present study, data were gathered from the sample of 150 respondents who
have been working in the organisation. Utmost care was exercised to have
representative sample so as to include different categories of the respondents.

Table
No.1

S.NO

Gender

No. Of
Respondents

Percentage

 1.

Male

68

45

2.

Female

82

55

           TOTAL

150

100

 

Collection of data

In
order to accomplish the objectives set out for this research, responses were
classified according to the Percentile Analysis, Correlation, Weighted Average
Method, Cross tabulation. The present study was conducted during the year 2016
for a period of six months from January to June in Puducherry.

Scope of the Study

In
today’s rapidly changing business environment, organizations have to respond
quickly to requirements for people. Hence, it is important to have a
well-defined recruitment policy in place, which can be executed effectively to
get the best fits for the vacant positions. It is important to have an
effective recruitment and selection policy in an organization. Better
recruitment and selection strategies result in improved organizational
outcomes. The more effectively organizations recruit and select candidates, the
more likely they are to hire ; retain satisfied employees. This study on
recruitment and selection is helpful to increase the success rate of the
recruitment & selection process and also to increase the effectiveness of
different recruiting techniques and methods of job applicants in the
organization.

Limitations of the study

The
data were collected from only 150 respondents of different category of
respondents. Some of them knowingly avoided giving original opinion. All the
information provided by the respondents was presumed as true on that basis only
analysis was made. As the study is done only at Puducherry, the findings cannot
be generalized to other places.

Correlation

Correlation analysis deals with the association
between two or more variables. Correlation does not necessarily imply causation
or functional relationship though the existence of causation always implies
correlation. By itself it establishes only co variation.

It is the technique used to determine the
degree of correlation between two variables in case of ordinal data where ranks
are given to the values of variables. The main objective of this correlation is
to determine the extent to which the two sets of ranking are similar or
dissimilar.
When two variables co vary, there exists a relationship between them. The
closer to the absolute value is to 1, the stronger the relationship. When the
correlation coefficient is zero, it indicates that there is no linear
relationship between variables.  The
coefficient can either be positive or negative.

 

COMPARISON BETWEEN THE SATISFACTION LEVEL OF INTERVIEW PANEL AND
PRESENT PROCESS OF RECRUITMENT AND SELECTION IN THE ORGANISATION

Table No.2

Correlation between the Interview Panel and Present recruitment
and selection process

Pearson Correlation

.865

Sig. (2-tailed)

.000

N

150

 

 

 

 

 

     Source:
Primary data

The
relationship between the satisfaction level of interview panel and the present
process of recruitment and selection in the company is significant at 1%
significance level. It shows that there is a relationship between the
satisfaction level of interview panel and the present process of recruitment
and selection in the organisation. The correlation coefficient between these
two variables is 0.865 which shows the relationship is highly positively
correlated.

 Cross Tabulation

 Cross-tabulation is one of the most useful
analytical tools and is a main-stay of the market research industry. One
estimate is that single variable frequency analysis and cross-tabulation
analysis account for more than 90% of all research analyses. Cross-tabulation
analysis, also known as contingency table analysis, is most often used to
analyze categorical (nominal measurement scale) data. A cross-tabulation is a
two (or more) dimensional table that records the number (frequency) of
respondents that have the specific characteristics described in the cells of
the table. Cross-tabulation tables provide a wealth of information about the
relationship between the variables. Cross-tabulation analysis has its own
unique language, using terms such as “banners”, “stubs”, “Chi-Square Statistic”
and “Expected Values.”

 

 

 

COMPARISON BETWEEN THE
AGE OF THE RESPONDENTS AND THE BEST RECRUITMENT AND SELECTION PRACTICES IN THE
ORGANISATION

 Table No.3

Recruitment and Selection practices
 

Factors

 Direct  Recruitment

Employment Exchange

Campus Interview

Placement Agency

All the Above

Total

Age

 Below 25 yrs

38

11

13

0

0

62

25-30 yrs

0

0

45

0

0

45

30-35 yrs

0

0

13

16

0

29

Above 35 yrs

0

0

0

12

2

14

Total

38

11

71

28

2

150

Source: Primary Data

The respondents in
the age group 25-30 yrs prefer campus interview and 38 respondents in the age
group below 25 yrs prefer direct recruitment as the best recruitment and
selection practices in the organisation.

Weighted
Average Method

Weighted average is a mean calculated by giving
values in a data set more influence according to some attribute of the data. It
is an average in which each quantity to be averaged is assigned a weight, and
these weightings determine the relative importance of each quantity on the
average. Weightings are the equivalent of having that many like items with the
same value involved in the average. A weighted average is most often computed
with respect to the frequency of the values in a data set. A weighted average
can be calculated in different ways, however, if certain values in a data set
are given more importance for reasons other than frequency of occurrence.

 

 

                                                            Table
No.4

 
                       OPINION

 
WEIGHTED AVERAGE

 
RANK

 
I am
aware of the job description and specification during the recruitment and
selection process.

 
17.26

 
7

 
I
feel comfortable with the interviewer during the interview

 
23.13

 
1

 
I am
satisfied with the interview panel conducted in the organisation.

 
20.13

 
4

 
I am
aware of the HR policies related with the recruitment process. 

 
21.66

 
2

 
The
present recruitment policy is helpful in achieving the goals of the company.

 
21.2

 
3

 
The
company effectively evaluates the performance of the candidates during recruitment.

 
17.46

 
6

 
I am
satisfied with the present process of recruitment and selection in the
company.

 
18.26

 
5

 

The respondents rank their perception
on recruitment and selection process as first followed by the comfortable level
with the interviewer during the interview, second followed by the awareness of
the HR policies, third followed by the present recruitment policy is helpful in
achieving the goals of the company, fourth followed by the satisfaction level with
the interview panel conducted in the organisation, fifth followed by the present
process of recruitment and selection in the company, sixth followed by the
effective evaluation of the performance of candidates during recruitment and
lastly it is followed by the awareness aware of the job description and
specification during the recruitment and selection process.

 

 

 

CONCLUSION

       This
study on recruitment
and selection is
the process of searching the candidates for employment and stimulating them to
apply for jobs in the organisation. By analysis it is found that most of the candidates are
aware about job description and specification
during the recruitment and
selection process and they are highly satisfied with the interview panel and
the present process of recruitment and selection in the organisation. This
enriches the company in achieving the goals and objectives. 

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