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24-02-2011, 09:16 AM

The objectives of Human Resource Department are Human Resource Planning, Recruitment and Selection, Training and Development, Career planning, Transfer and Promotion, Risk Management, Performance Appraisal and so on. Each objective needs special attention and proper planning and implementation.
For every organization it is important to have a right person on a right job. Recruitment and Selection plays a vital role in this situation. Shortage of skills and the use of new technology are putting considerable pressure on how employers go about Recruiting and Selecting staff. It is recommended to carry out a strategic analysis of Recruitment and Selection procedure
This project and implimentation is been prepared to put a light on Recruitment and Selection process. This project and implimentation includes Meaning and Definition of Recruitment and Selection, Need and Purpose of Recruitment, Evaluation of Recruitment Process, Recruitment Tips. Sources of Recruitment through which an Organization gets suitable application. Scientific Recruitment and Selection, which an Organization should follow for, right manpower. Job Analysis, which gives an idea about the requirement of the job. Next is Selection process, which includes steps of Selection, Types of Test, and Types of Interview, Common Interview Problems and their Solutions.
Recruitment and Selection are simultaneous process and are incomplete without each other. They are important components of the organization and are different from each other. Since all the aspect needs practical example and explanation this project and implimentation includes Recruitment and selection Process of Tata Consultancy Services and Cognizant Technology Solutions are practical case study. It also contains addresses of various and top placement consultants and the pricelist of advertisements in the magazine.
Recruitment and selection are two of the most important functions of personnel management. Recruitment precedes selection and helps in selecting a right candidate. Recruitment is a process to discover the sources of manpower to meet the requirement of the staffing schedule and to employee effective measures for attracting that manpower in adequate numbers to facilitate effective selection of efficient personnel.
Staffing is one basic function of management. All manager shave responsibility of staffing function by selecting the chief executive and even the foremen and supervisors have a staffing responsibility when they select the rank and file workers. However, the personnel manager and his personnel department is mainly concerned with the staffing function.
Every organization needs to look after recruitment and selection in the initial period and thereafter as and when additional manpower is required due to expansion and development of business activities.
‘Right person for the right job’ is the basic principle in recruitment and selection. Ever organization should give attention to the selection of its manpower, especially its managers. The operative manpower is equally important and essential for the orderly working of an enterprise. Every business organization/unit needs manpower for carrying different business activities smoothly and efficiently and for this recruitment and selection of suitable candidates is essential. Human resource management in an organization will not be possible if unsuitable persons are selected and employment in a business unit.
Placement industry in India is becoming very large with the increase in the demand as well as easy availability of professional and trained manpower. Moreover numbers of jobs, candidates and companies have become so large that need for job consultants, who act as a mediator between candidate & employers, have felt badly. This has given a way to increase in the number of placement consultantasiesgenciesinIndia. These placement consultant agencies are in contact with top MNCs, corporate firms, private limited firms and other big & small companies in India and abroad. Companies, which are commonly called client, tell their manpower requirements to these placement agencies which in turn find the right candidate for them. Internationally India is a place that is the most sought after for employees because they have right mind set, education and knowledge. Sincerity, responsibility and dependability are other features that has led to the more demand of Indian manpower. So with this placement consultant agencies are mounting in number.
Placement Firm
Placement firm is a human resources sourcing or a recruitment firm, which does the employee hunting for their clients. It is also called manpower consulting, manpower recruitment agencies, hr consultants or hr recruitment firms. For recruitment and selection almost all the big or small companies these days do human resources outsourcing. These recruitment firms find the suitable employee as per their client's requirements. The initial round of interview is either taken up in these recruitment firms or can be scheduled at the company itself. Or the human resourcing outsourcing firms can schedule the candidate's interview over the phone. The placement consultant agencies not only work for Indian companies but also do the hiring for organizations in abroad.
With the increase in the number of candidates and need for job, the human resources outsourcing firms or the placement industry India is recognized as the fastest growing industry. In India only, while 150 lacs agencies help non-professional labor with placements such as construction, transport and certain industrial jobs, about 800 lacs work with professionals in ever-widening fields, such as nursing, IT, HR, engineering and teaching.
Recruitment firms or consultants take the commission from employee's salary if their selected candidate got the job. HR Sourcing (placement) is a large and complex universe in itself, encompassing many different functions associated with the HR department. The human capital marketplace remains highly competitive and is poised for enormous growth in the next 10 years, since, companies around the world are investing heavily in their human resources infrastructure.
Rise of the Placement Industry in India
Any and all aspect of HR can be outsourced. The research by Gartner, Inc., shows that around 80 percent of companies these days are outsourcing at least one HR activity, and the number such companies and the extent of human resources outsourcing is swiftly increasing. Companies are now looking at specialized firms in recruitment and placement to complete various aspects of human resource management.
Benefits of Recruitment Firms
While outsourcing is beneficial in many ways and also make sense for various reasons. The major benefit is in terms of cost cutting in companies' expenditure on recruitment and administrative work. There is seen large reduction in the costs of routine transactional and administrative work of the company that goes for human resources outsourcing. Another key reason is the belief that a company should outsource all non-mission critical aspects of itsbusiness.
The Placement consultant agencies, more commonly known as the professional employer organization (PEO), are well-equipped to take on the entire human resources activity. Most PEO clients are small- to medium-sized companies that sign up with a PEO, obtaining better deals on the purchase of benefits as a group rather than as a single small entity. Larger companies are also outsourcing HR tasks, but they more typically go with specialty firms. The most commonly outsourced function is employee assistance,andoutplacementservices.
Apart from firms and companies, candidates can also consult the placement and recruitment firms for job. Online they can submit their resume and explain their job requirement. On having any opportunity, the candidates are then called for the interview. Candidate can check for the employment in India and abroad.
Public Sector Resourcing
Against a bleak backdrop of spending cuts and increasing demands for better value, it is an immediate imperative for recruiters and employers faced with the challenge of resourcing the public sector to work together more effectively than ever before.
The ability to supply flexible labour at affordable rates now and in the future is key, and in response the REC is spearheading a campaign that will:
• Help members compete effectively and get to grips with the inside deal on how the public sector operates.
• Demonstrate to politicians that spending cuts and driving down margins on recruitment will present long-lasting difficulties in meeting the UK public sector challenges.
• Enlighten public sector employers by presenting the opportunity to create value-adding resourcing plans, which cement a best practice alliance with recruiters that will span the next 10 years.
Resourcing the public sector is a matter for urgent solutions. Create your own future, Make it Work! for you.
Promoting safe recruitment
First priority is to ensure that those placed to work with vulnerable groups are safe. It is only through a comprehensive vetting procedure that safe recruitment can take place.
However no recruitment is risk free and even criminal disclosures have been shown to occasionally have inaccuracies. Requirements to vet candidates on temporary placements should be considered in the light of the wide ranging statutory requirements already placed on them. REC sits on the CRB consultative group and is currently lobbying on the effective implementation of the Government's Vetting and Barring Scheme.

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