31-01-2013, 12:37 PM
PROJECT REPORT ON RECRUITMENT AND SELECTION PROCESS
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EXECUTIVE SUMMARY
In today’s rapidly changing business environment, organizations have to respond quickly to requirements for people. The market has been witnessing growth which is manifold for last few years. Many players have entered the economy thereby increasing the level of competition. In the competitive scenario it has become a challenge for each company to adopt practices that would help the organization stand out in the market. The competitiveness of a company of an organization is measured through the quality of products and services offered to customers that are unique from others.
Thus the best services offered to the consumers are result of the genius brains working behind them. Human Resource in this regard has become an important function in any organization. All practices of marketing and finances can be easily emulated but the capability, the skills and talent of a person cannot be emulated. 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. Selecting the wrong candidate or rejecting the right candidate could turn out to be costly mistakes for the organization. Therefore a recruitment practice in an organization must be effective and efficient in attracting the best manpower.
Definition:-
Recruitment is the process of recruiting potential personnel to fill up the existing requirement of the organization. It is the process of discovering potential applicants for actual or anticipated job vacancies. Recruitment involves encouraging individuals with the needed skills to make applications for employment with the firm.
Objective:-
The main objective of recruitment is to increase the number of applications for the job available in the organization, to select the best applicant who is the best fitted to the job.
Panel Composition:
All interviews for permanent posts must be conducted by a panel. The Manager is responsible for selecting interview panel members – being mindful of:
• The requirement that the panel consists of at least two people, and if possible, is mixed in terms of race and gender
• The requirement that at least one panel member has received training on recruitment and equal opportunities, normally limited to that provided by the IPCC. If not IPCC trained, the matter should be referred to Human Resources.
• The requirement that each panel member be familiar with anti-discrimination legislation
• The willingness and ability of potential panel members to attend all interviews for the duration