Recruitment
Content
RECRUITMENT
Recruitment is a process or a series of activities rather than a single act or event.
Recruitment is linking activity as it bring together those with jobs (employers) and those seeking jobs (prospective employees)
Recruitment is a positive function as it seeks to develop a pool of eligible persons from which most suitable ones can be selected.
The basic purpose of Recruitment is to locate the sources of people required to meet jobs requirement and attracting such people to offer themselves for employment in the organization.
Recruitment is a two-way process. It takes a recruiter and a recruitee. Just as recruiter has to choice whom to recruit or not, similarly the prospective employee cam choose for which organization to apply for a job.
Recruitment is a perceive function as all organizations engage in recruiting activity. But the volume and nature of Recruitment varies with the size, nature and environment of the particular organization.
Recruitment is a complex job because too many factors affects it e.g. image of the organization, nature of jobs offered, organizational policies, working conditions and compensations levels in the organization, rate of growth of the organization, past Recruitment record, employment conditions in the community, trade union attribute, labor laws, culture and environment (e.g sons of the soil), Government policies (e.g. reservation for SC/ST). Most of these factors serve as constraints restricting the freedom of management in Recruitment.
RECRUITMENT PROCESS Selecting qualified personnel
Human Resource
Recruiting required
Placing selected personnel on jobs
Findings & developing sources of potential
Search for prospective employees Developing technique
Evaluating effectiveness of recruitment
Internal source
Human resource research
Transferring to new
Upgrading in same position Job posting
Experience Promoting to higher job Employee referrals External Sources Advertising Providing
Scouting
Clarifying doubts
RECRUITMENT POLICY
In today's rapidly changing business environment, a well-defined recruitment policy is necessary for organizations to respond to its human resource requirements in time.
Recruitment policy specifies the objectives of recruitment and provide a framework for the implementation of the recruitment programme. It may involve commitment to principles such as enriching the organization ' s human resources by filling vacancies with the best qualified people, attitudes towards recruiting handicaps, minority groups, women, friends and relatives of present employees, promotion from within. It may also involve the organizational system to be developed for implementing the recruitment programme and procedures to be employed. Recruitment policy should be based on the recognition that it is hard to find qualified executives.
Therefore, it is important to have a clear and concise recruitment policy in place, which can be executed effectively to recruit the best talent pool for the selection of the right candidate at the right place quickly. Creating a suitable recruitment policy is the first step in the efficient hiring process. A clear and concise recruitment policy helps ensure a sound recruitment process.
To find out employ the best qualified persons for each job.
To retain the most promising of those hired.
To offer promising opportunities for life time working careers.
To provide facilities and opportunities for personal growth on the job.
A properly planning and systematic recruitment policy is necessary to minimize disruption of work due to changes in employees and to secure equitable distribution of employment opportunities. A well considered and pre planned recruitment policy based on the goals, needs and the environment of the organization will help to avoid hasty or ill-conceived decisions and help to man the organization with the right kind of personnel. These factors affecting recruitment policy include organizational objectives, human resources policies of the organization and of its competitors, government policies on reservation and sons of soil, preferred sources of recruitment, organizational needs, recruitment costs and financial implications, selection criteria and preference etc.
Provide suitable jobs and protection to handicapped, women and minority groups.
Encourage responsible trade unions.
Be flexible enough to meet the changing needs of the organizations.
COMPONENTS OF THE RECRUITMENT POLICY
The general recruitment policies and terms of the organization.
Recruitment services of consultants.
Recruitment of temporary employees.
Unique Recruitment situations.
The selection process.
The job descriptions
The terms and conditions of the employment
A Recruitment policy of an organization should be such that:
It should focus on recruiting the best potential people.
To ensure that every applicant and employees is treated equally with dignity and respect.
Unbiased policy.
To aid and encourage employees in realizing their full potential.
Transparent, task oriented and merit based selection.
Weightage during selection given to factors that suit organization needs.
Optimization of manpower at the time of selection process.
Defining the competent authority to approve each selection.
Abides by relevant public policy and legislation on hiring and employment relationship.
Integrates employees needs with the organizational needs. FACTORS AFFECTING RECRUITMENT POLICY
Organizational objectives
Personnel policies of the organization and its competitors.
Government policies on reservation
Preferred sources of recruitment
Need of the organization
Recruitment costs and financial implications.
RECRUIMENT PRACTICE IN INDIA
Recruitment practice differs from one organization to other organization. Some organizations like public sectors banks adopt centralized recruitment whereas other organizations resort to decentralized recruitment. Under centralized recruitment, HR department at the head office performs all the functions of recruitment. Every operating department sends requisitions or indents for recruitment to their central office.
Centralized recruitment offers the following advantages: It reduces the administrative cost by consolidating all recruitment activities at one place.
It helps in better utilization of specialists
It ensured uniformity in recruitment and selection of all types of employees.
It facilitates interchangeability of staff between different units / zones
It relives the line executive of the recruitment problems thereby enabling them to concentrates on their operational activities.
It tends to reduce favoritism in recruitment and make the recruitment process more sufficient. CENTRALISED RECRUITMENT SUFFEFRS FROM THE FOLLOWING DISADVANTAGES
There is delay in recruitment as operating units cannot recruit staff as and when required. The central office may not be fully familiar with job requirement of different units and the most suitable sources of the required staff. Recruitment is not flexible because operating units lose cannot over the recruitment process.
Both centralized recruitment have their own merits. The choice between the two will depend on the management philosophy and needs of the particular organization. In some cases, a combination of both systems is used. Lower level staff is recruited centrally whereas middle and top-level executives are recruited in decentralized manner.
The requirement of insurance is growing fast with the increasing population and their wealth. Insurance professional assist and equip companies and individuals against risk and losses. Their paramount profile is to manage the risk and to secure people from the losses. Careers in the insurance sector offer you the stimulating, lucrative environment.
As an insurance professional, you will have to help clients in choosing the insurance policies, which suits their requirements. You will also have the responsibility to guide your diverse customers in identifying the type and level of insurance necessary and help them to select the appropriate policy. Posts and positions in the insurance sector Include sales representative, underwriter, customer service representative, asset manager, or
actuary. The Captive agents work for an insurance company, and only Sell that company, products,
Independent insurance agents or brokers, represent several insurance companies Types of insurance include property and casualty, life, health, disability, and long-Term care insurance.
Now-a-days every person would invariably have his /her life insurance done Insurance is growing like wildfire, not only in the urban areas but also in the rural areas. These is an incredibly ample opportunity for success and prosperity in the insurance sector.
Industries in INDIA depend on the following sources of recruitment.
Internal sources. Public employment exchanges. Campus recruitment Executive search agencies / consultants. Labour contractor Employee referrals i.e., recommendation of existing personnel.
In public sector enterprises, a special proportion of vacancies are reserved for scheduled castes, scheduled tribes, physical handicapped, ex-servicemen, other backward classes etc. some organizations give preference to local people i.e., sons of the soils.
The recruitment programme should be evaluated periodically. The criteria for evaluation may consists of cost per applicant, the applicant / hiring ratio, performance appraisal, tenure of stay etc. The organization should first find out how the applicant was attracted to the job. The next step is to find out how whether a particular method consistently attracts better applicants. On the basis of information collected through reevaluation, necessary improvements should be made in the recruitment programme.
MAX NEW YORK LIFE INSURANCE’S
QUALIFICATION CRITERIA FOR RECRUITMENT AND SELECTION OF AGENT ADVISORS
CRITERIA AGE
OPTION 18-25 25-35
RATING 1 2 3 1 2 1 2 2 2 2 1
FINAL 35 years & above
MARITAL STATUS QUALIFICATION GENDER
35 – above Single Double Undergraduate Graduate Male
Double Graduate Female Yes
Female LIVING IN CITY Yes FOR YEARS No
As the figure shows above it describe the Recruitment and selection criteria for agent advisors in the Max New York Life insurance.
Max New Your Life require that type of people, those may have high market reach and good contact wit others.
Max New York Life basically focuses on the retired person and housewives because retired people have more experience of life and they can understand others and help them to solve their problem because other people believe on them.
So, Max New York Life has made criteria, on the basis of those criteria they marking of the agent advisors these features are as follows:
AGE: Max New York Life recruits the agent on the basis of age, in which they also mention rate like:
Between age 18-25, those people comes they mark them 1 Between age 25-35, those people comes they mark them 2 Between age 35-above, those people comes they mark them 3
MARITAL STATUS: Max New York Life recruit the agent on the basis of marital status, in which they also mention a rate like:
Those person are unmarried they mark them 1 Those person are married they mark them 2
QUALIFCATION: Max New York Life recruits the agent on the basis of qualification, in which they also mention a rate like:
Those person are undergraduate they mark them 1 Those person are graduate they mark them 18
GENDER: Max New York Life recruit the agent on the basis of gender, in which they also mention a rate like:
For male person they mark them 1 For female person they mark them 2
LIVING IN CITY FOR 5 YEARS: Max New York Life recruits the agent on the basis of living in that particular city for 5years, in which they also mention a rate like:
Those are not living from 5 years they mark them 1 Those are living more than 5 years/up to 5 years they mark those 2
According to this criteria those e candidate secure more points that will be select but the minimum qualifying ratio is “8”
RECRUITMENT & SELECTIONPROCESS OF MNYL
RECRUITMENT FUNNEL FOR THE MONTH
PERSONAL OBSERVATION MAGIC QUESTION NOMINAORS CENTRES OF INFLUENCE DIRECT MAILERS
NAME
SCREENING /APPOINTMENTS
COPETENCYBASED INTERVIEW
CARRER SEMINAR
EVALUATON OF P-200/MARKET SURVEY
CAREER INTERVIEWS
SELECTION
MAX NEWYORK LIFE uses this funnel for recruitment for agent advisor, which features are as follows:
MAX NEWYORK LIFE think that if they are gathering 60
Name of those candidate
names, who are interested to join it and in which only 20 candidates may appear the Screening /Appointment and may be only 16 candidate may processed further.
After the screening MNYL takes a Competency Based Interview of those candidates 16 candidates and in which only 8 candidates \ may processed further.
After the competency based interview, MNYL set up a Career Seminar on every Tuesday and Friday for those candidates, in which a presentation is given to help them for getting the more information about the company, the role of those agent in that company progress, what the company will provide them, actual benefits and actual work the company wants from their side, than only 5 may attend this seminar.
At the time of carrier seminar the company provides them a P-200 from/Evaluation of P-200.
P-200 Form - It is project, which is fill by those candidates who are interested to do that job. In this form the candidate have to fill the 200 people names which they knows them (like relatives, friends, official contacts, others)
This form help to MNY to know about the candidates market reach. This form kept that candidate which comes in help of him after joining the organization, for contacting them.
And may be only 6 candidates pass out from this step and processed further.
Than after may be only 4 candidates will attend and clear the carrier interviews.
Finally Selection Stage has come in which only 2 candidate fill selected for that job.
Recruitment is a process or a series of activities rather than a single act or event.
Recruitment is linking activity as it bring together those with jobs (employers) and those seeking jobs (prospective employees)
Recruitment is a positive function as it seeks to develop a pool of eligible persons from which most suitable ones can be selected.
The basic purpose of Recruitment is to locate the sources of people required to meet jobs requirement and attracting such people to offer themselves for employment in the organization.
Recruitment is a two-way process. It takes a recruiter and a recruitee. Just as recruiter has to choice whom to recruit or not, similarly the prospective employee cam choose for which organization to apply for a job.
Recruitment is a perceive function as all organizations engage in recruiting activity. But the volume and nature of Recruitment varies with the size, nature and environment of the particular organization.
Recruitment is a complex job because too many factors affects it e.g. image of the organization, nature of jobs offered, organizational policies, working conditions and compensations levels in the organization, rate of growth of the organization, past Recruitment record, employment conditions in the community, trade union attribute, labor laws, culture and environment (e.g sons of the soil), Government policies (e.g. reservation for SC/ST). Most of these factors serve as constraints restricting the freedom of management in Recruitment.
RECRUITMENT PROCESS Selecting qualified personnel
Human Resource
Recruiting required
Placing selected personnel on jobs
Findings & developing sources of potential
Search for prospective employees Developing technique
Evaluating effectiveness of recruitment
Internal source
Human resource research
Transferring to new
Upgrading in same position Job posting
Experience Promoting to higher job Employee referrals External Sources Advertising Providing
Scouting
Clarifying doubts
RECRUITMENT POLICY
In today's rapidly changing business environment, a well-defined recruitment policy is necessary for organizations to respond to its human resource requirements in time.
Recruitment policy specifies the objectives of recruitment and provide a framework for the implementation of the recruitment programme. It may involve commitment to principles such as enriching the organization ' s human resources by filling vacancies with the best qualified people, attitudes towards recruiting handicaps, minority groups, women, friends and relatives of present employees, promotion from within. It may also involve the organizational system to be developed for implementing the recruitment programme and procedures to be employed. Recruitment policy should be based on the recognition that it is hard to find qualified executives.
Therefore, it is important to have a clear and concise recruitment policy in place, which can be executed effectively to recruit the best talent pool for the selection of the right candidate at the right place quickly. Creating a suitable recruitment policy is the first step in the efficient hiring process. A clear and concise recruitment policy helps ensure a sound recruitment process.
To find out employ the best qualified persons for each job.
To retain the most promising of those hired.
To offer promising opportunities for life time working careers.
To provide facilities and opportunities for personal growth on the job.
A properly planning and systematic recruitment policy is necessary to minimize disruption of work due to changes in employees and to secure equitable distribution of employment opportunities. A well considered and pre planned recruitment policy based on the goals, needs and the environment of the organization will help to avoid hasty or ill-conceived decisions and help to man the organization with the right kind of personnel. These factors affecting recruitment policy include organizational objectives, human resources policies of the organization and of its competitors, government policies on reservation and sons of soil, preferred sources of recruitment, organizational needs, recruitment costs and financial implications, selection criteria and preference etc.
Provide suitable jobs and protection to handicapped, women and minority groups.
Encourage responsible trade unions.
Be flexible enough to meet the changing needs of the organizations.
COMPONENTS OF THE RECRUITMENT POLICY
The general recruitment policies and terms of the organization.
Recruitment services of consultants.
Recruitment of temporary employees.
Unique Recruitment situations.
The selection process.
The job descriptions
The terms and conditions of the employment
A Recruitment policy of an organization should be such that:
It should focus on recruiting the best potential people.
To ensure that every applicant and employees is treated equally with dignity and respect.
Unbiased policy.
To aid and encourage employees in realizing their full potential.
Transparent, task oriented and merit based selection.
Weightage during selection given to factors that suit organization needs.
Optimization of manpower at the time of selection process.
Defining the competent authority to approve each selection.
Abides by relevant public policy and legislation on hiring and employment relationship.
Integrates employees needs with the organizational needs. FACTORS AFFECTING RECRUITMENT POLICY
Organizational objectives
Personnel policies of the organization and its competitors.
Government policies on reservation
Preferred sources of recruitment
Need of the organization
Recruitment costs and financial implications.
RECRUIMENT PRACTICE IN INDIA
Recruitment practice differs from one organization to other organization. Some organizations like public sectors banks adopt centralized recruitment whereas other organizations resort to decentralized recruitment. Under centralized recruitment, HR department at the head office performs all the functions of recruitment. Every operating department sends requisitions or indents for recruitment to their central office.
Centralized recruitment offers the following advantages: It reduces the administrative cost by consolidating all recruitment activities at one place.
It helps in better utilization of specialists
It ensured uniformity in recruitment and selection of all types of employees.
It facilitates interchangeability of staff between different units / zones
It relives the line executive of the recruitment problems thereby enabling them to concentrates on their operational activities.
It tends to reduce favoritism in recruitment and make the recruitment process more sufficient. CENTRALISED RECRUITMENT SUFFEFRS FROM THE FOLLOWING DISADVANTAGES
There is delay in recruitment as operating units cannot recruit staff as and when required. The central office may not be fully familiar with job requirement of different units and the most suitable sources of the required staff. Recruitment is not flexible because operating units lose cannot over the recruitment process.
Both centralized recruitment have their own merits. The choice between the two will depend on the management philosophy and needs of the particular organization. In some cases, a combination of both systems is used. Lower level staff is recruited centrally whereas middle and top-level executives are recruited in decentralized manner.
The requirement of insurance is growing fast with the increasing population and their wealth. Insurance professional assist and equip companies and individuals against risk and losses. Their paramount profile is to manage the risk and to secure people from the losses. Careers in the insurance sector offer you the stimulating, lucrative environment.
As an insurance professional, you will have to help clients in choosing the insurance policies, which suits their requirements. You will also have the responsibility to guide your diverse customers in identifying the type and level of insurance necessary and help them to select the appropriate policy. Posts and positions in the insurance sector Include sales representative, underwriter, customer service representative, asset manager, or
actuary. The Captive agents work for an insurance company, and only Sell that company, products,
Independent insurance agents or brokers, represent several insurance companies Types of insurance include property and casualty, life, health, disability, and long-Term care insurance.
Now-a-days every person would invariably have his /her life insurance done Insurance is growing like wildfire, not only in the urban areas but also in the rural areas. These is an incredibly ample opportunity for success and prosperity in the insurance sector.
Industries in INDIA depend on the following sources of recruitment.
Internal sources. Public employment exchanges. Campus recruitment Executive search agencies / consultants. Labour contractor Employee referrals i.e., recommendation of existing personnel.
In public sector enterprises, a special proportion of vacancies are reserved for scheduled castes, scheduled tribes, physical handicapped, ex-servicemen, other backward classes etc. some organizations give preference to local people i.e., sons of the soils.
The recruitment programme should be evaluated periodically. The criteria for evaluation may consists of cost per applicant, the applicant / hiring ratio, performance appraisal, tenure of stay etc. The organization should first find out how the applicant was attracted to the job. The next step is to find out how whether a particular method consistently attracts better applicants. On the basis of information collected through reevaluation, necessary improvements should be made in the recruitment programme.
MAX NEW YORK LIFE INSURANCE’S
QUALIFICATION CRITERIA FOR RECRUITMENT AND SELECTION OF AGENT ADVISORS
CRITERIA AGE
OPTION 18-25 25-35
RATING 1 2 3 1 2 1 2 2 2 2 1
FINAL 35 years & above
MARITAL STATUS QUALIFICATION GENDER
35 – above Single Double Undergraduate Graduate Male
Double Graduate Female Yes
Female LIVING IN CITY Yes FOR YEARS No
As the figure shows above it describe the Recruitment and selection criteria for agent advisors in the Max New York Life insurance.
Max New Your Life require that type of people, those may have high market reach and good contact wit others.
Max New York Life basically focuses on the retired person and housewives because retired people have more experience of life and they can understand others and help them to solve their problem because other people believe on them.
So, Max New York Life has made criteria, on the basis of those criteria they marking of the agent advisors these features are as follows:
AGE: Max New York Life recruits the agent on the basis of age, in which they also mention rate like:
Between age 18-25, those people comes they mark them 1 Between age 25-35, those people comes they mark them 2 Between age 35-above, those people comes they mark them 3
MARITAL STATUS: Max New York Life recruit the agent on the basis of marital status, in which they also mention a rate like:
Those person are unmarried they mark them 1 Those person are married they mark them 2
QUALIFCATION: Max New York Life recruits the agent on the basis of qualification, in which they also mention a rate like:
Those person are undergraduate they mark them 1 Those person are graduate they mark them 18
GENDER: Max New York Life recruit the agent on the basis of gender, in which they also mention a rate like:
For male person they mark them 1 For female person they mark them 2
LIVING IN CITY FOR 5 YEARS: Max New York Life recruits the agent on the basis of living in that particular city for 5years, in which they also mention a rate like:
Those are not living from 5 years they mark them 1 Those are living more than 5 years/up to 5 years they mark those 2
According to this criteria those e candidate secure more points that will be select but the minimum qualifying ratio is “8”
RECRUITMENT & SELECTIONPROCESS OF MNYL
RECRUITMENT FUNNEL FOR THE MONTH
PERSONAL OBSERVATION MAGIC QUESTION NOMINAORS CENTRES OF INFLUENCE DIRECT MAILERS
NAME
SCREENING /APPOINTMENTS
COPETENCYBASED INTERVIEW
CARRER SEMINAR
EVALUATON OF P-200/MARKET SURVEY
CAREER INTERVIEWS
SELECTION
MAX NEWYORK LIFE uses this funnel for recruitment for agent advisor, which features are as follows:
MAX NEWYORK LIFE think that if they are gathering 60
Name of those candidate
names, who are interested to join it and in which only 20 candidates may appear the Screening /Appointment and may be only 16 candidate may processed further.
After the screening MNYL takes a Competency Based Interview of those candidates 16 candidates and in which only 8 candidates \ may processed further.
After the competency based interview, MNYL set up a Career Seminar on every Tuesday and Friday for those candidates, in which a presentation is given to help them for getting the more information about the company, the role of those agent in that company progress, what the company will provide them, actual benefits and actual work the company wants from their side, than only 5 may attend this seminar.
At the time of carrier seminar the company provides them a P-200 from/Evaluation of P-200.
P-200 Form - It is project, which is fill by those candidates who are interested to do that job. In this form the candidate have to fill the 200 people names which they knows them (like relatives, friends, official contacts, others)
This form help to MNY to know about the candidates market reach. This form kept that candidate which comes in help of him after joining the organization, for contacting them.
And may be only 6 candidates pass out from this step and processed further.
Than after may be only 4 candidates will attend and clear the carrier interviews.
Finally Selection Stage has come in which only 2 candidate fill selected for that job.
