Factors influencing in creating jobs… Recruitment - Basic contents of Recruitment notification › Mega RRHH

Administration of Human Resources in Organizations

Administration of Human Resources:

1. Factors influencing in creating jobs
2. Recruitment - Basic contents of Recruitment notification
3. e Recruitment and Job Search websites
4. Employee Selection
5. Pre-employment Testing
6. Interview questions in MNCs
7. Pseudo Scientific Methods of selection - Phrenology - Graphology - Physiognomy
8. Recruitment and selection

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Factors influencing in creating jobs

According to the World Development Report 2013, at a time when the world is struggling to emerge from the global crisis, some 200 million people including 75 million under the age of 25 are unemployed.
There are now 30 million more people without jobs around the world than before the global financial crisis began, the head of the International Labour Organization said in remarks published on 12th oct-2012.

Make in India: Way forward for job creation

Observation on manufacturing bodies and companies how they see the initiative as a job-creator The government’s renewed push to the Make in India initiative has resulted in investment pledges of over $222 billion that will help boost manufacturing and job creation.
‘Globally competitive industry 4.0’“The opportunities available in Make in India in the ESDM (electronics system design and manufacturing) sector are such that it can create 28 million jobs, contributing 12 per cent to the GDP. Make in India will also see deployment of next generation machine tools and industry 4.0 should also help the sector in being globally competitive. Additionally, government’s initiative of creating skilled manpower at the block level through training centres for various sectors will give a new impetus to Make in India. Other initiatives like the MoU between Airbus and Mahindra and entry of Taiwanese electronics majors Foxconn and Wistron into India are major boosts to local manufacturing and value addition and in our plans to be a major manufacturing hub.”
‘Deluge of entry-level jobs’
With Make in India, it is expected that the employment scenario to get a boost in the years to come. There is already a positive response to the initiative. it is estimated that another 7-8 lakh temporary jobs to be created. It would also add 8-13 per cent to the current job pool as investment into manufacturing and related sectors. Refocusing on India’s traditional occupations would also add to this and should potentially create 10 million jobs a year.
The key drivers are foreign direct investment in identified 25 sectors of the economy, which should lead to additional workforce demand.
Majorly, there will be a huge requirement for entry-level jobs (semi-skilled and skilled). It is estimated that a rise in the number of young workforce (15-29 age groups) from the current 153 million to 158 million by 2025. There will also be an increase in niche high-technology opportunities demanding specialist skills – in design and engineering, project planning, execution, erection, commissioning, operations and maintenance, transmission and distribution, trading and regulatory, renewable energy and manufacturing.
FOREIGN INVESTMENT
Year 2012: Government of India has given nod to foreign direct investment in retail sector. United States giant retail store like Walmart is on the way to step in to retail sector for establishing supermarkets in India, subsequently it may create approximately 4 million direct jobs and almost 5 to 6 million indirect jobs including contractual employment within a span of 10 years, making it the largest sector in organized employment.
With the opening of same to retail stores by way of FDI the employment opportunities may be created are especially, at the entry level, will rise. Profiles such as sales, supply chain executives, security personnel, attendants, in-shop supervisors, floor managers and warehouse supervisors.
Massive Indian investments create jobs in US
2012:Indian companies operating in 40 United states have invested over $820 million in manufacturing facilities in America, creating thousands of jobs, revealed a survey.
The 2012 India Business Forum (IBF) survey "Indian Roots, American Soil: Adding Value to US Economy and Society", released by the Confederation of Indian Industry (CII) at a reception on Capitol Hill Wednesday, highlights the significant economic and social impact made by Indian companies on American communities.
Key findings:
70 percent of surveyed companies have increased the number of employees since 2005, despite the US economic downturn; More than 34 percent of the surveyed companies have established manufacturing facilities in the US, investing more than $820 million in those facilities; Since 2005, the surveyed companies have collectively conducted 72 mergers and acquisitions in the US, saving, creating and sustaining thousands of jobs;
IT sector
Indian Information Technology companies supported nearly 2.8 lakh jobs in America in the year 2011 by way of foreign direct investment through acquisitions of IT companies. India invested nearly $ 5 billion in foreign direct investment.
Indira Gandhi International airport is one of the largest employer: Study
NEW DELHI: Delhi airport is one of the biggest employers in the world providing jobs to more than five lakh people, a study by the National Council of Applied Economic Research (NCAER) has found. "The airport provides direct employment to about 5.16 lakh people, 18 per cent more than next best Hartsfield- Jackson Atlanta International airport in the US.
"The employment at Delhi airport is 0.11 per cent of national employment and 8.47 per cent of jobs in the state," said the first of its kind study in India to assess the impact of IGI Airport on employment and economic development of Delhi and the country. If indirect jobs generated due to the operationalisation of Terminal 3 of the Delhi airport were added, the total employment comes to 15.77 lakh which is 0.34 per cent of national employment and 25.9 per cent of Delhi's jobs, the study found.

JOINT-VENTURE, MERGERS, ACQUISITIONS AND EXPANSIONS

Joint-Venture: it is a type of business where mostly two companies agree to enter into contract for a specific period of time, maybe for some years, for the purpose of sharing technology, sharing knowledge or to support each other in concern business to launch a specific product for a specific purpose and unique when compared to its competitors. For example companies like Sony belongs to Japan and Ericsson belongs to Europe, both had entered into a joint venture to step into cellular phone manufacturing industry by sharing their technologies. A joint-venture is a win-win situation where both companies will get benefits out of literally sharing their technologies with each other. in the India there are major joint-venture business like Maruti Suzuki, hero Honda ( recently joint-venture between two companies got lapsed and Honda started selling bikes on its own name in India and same as with Hero Moto Corp started selling its own bike) and TVS Suzuki.
Aforesaid all joint venture businesses had created and have been creating thousands of employment in the auto Mobile industry especially in bike manufacturing segments. creation of jobs by these businesses in the form of joint ventures are directly proportional to the expansion of the businesses, more the business expands more number of jobs will be created.
Employment rises 34 per cent to 12.7 crore in 8 years to 2013: Economic census
INDIA:Uttar Pradesh state was the top employment generator among big states in eight years ended 2013, creating jobs at over double the national average rate, according to the Sixth Economic Census released in the month of July,2014.
The number of employed in the country rose 34.35% in eight years to 12.77 crore. "That means that it had grown at an annual rate of over 4% when the population is growing at 2%.
The census does not include employment in agriculture, public administration, defence and compulsory social security services activities. The employment growth would have been lower if these sectors were included.
About a quarter of work force nationally were women.
In Uttar Pradesh, the number of employed rose over 75% during the same period. It was fourth overall in job creation, behind Manipur, Assam and Sikkim. Gujarat was placed ninth. Maharashtra was the biggest employer, accounting for 11.26% jobs in the country, followed by Uttar Pradesh, West Bengal, Tamil Nadu and Gujarat.
E-commerce may create up to 50,000 jobs
India, May-2014: As foreign and domestic e-retail majors such as Amazon and Flipkart expand their businesses aggressively, hiring activities are expected to grow by over 30% in the sector and may help create up to 50,000 jobs in the ensuing years. According to leading human resources consultancy Randstad India, the hiring in this space is likely to rise by 20-30% in next few years on the back of entry of domestic online start-ups and e-commerce MNCs into Indian marketplace, as also because of setting up of back-office operations for various global businesses.
Another HR firm Unison International says that hiring has been rather slow in the e-commerce space over last couple of years, but recruitment may grow rapidly now by 33% over the previous year as various retail brands are also bringing in their business online.As per findings of Jigsaw Academy, the e-commerce industry may create 15,000-50,000 jobs in the next three years for data analysts professionals alone. As per experts, e-commerce firms would be looking to hire across different levels of hierarchy and functions as this sector is in an investment phase.Hiring will continue aggressively for delivery staff, digital marketing professionals, and for sales, operations, IT and data analytics across levels.
Merger of Tech Mahindra, Satyam may hire 10,000 new staff
BANGALORE: India's Tech Mahindra Ltd and Satyam Computer Services Ltd, which are in the process of a merger, aim to hire up to 10,000 staff for the combined entity in 2012/13 to meet an expected rise in demand for technology services.
LONDON: EDF Energy is an energy generation company by different natural resources in United Kingdom had created 32,000 jobs in the country due to its expansion which could be contribution for development of the UK economy, a report commissioned by atomic plant developer.
NTPC expansion, recruits more than 1000
National Thermal Power Corporation Limited (NTPC), one of India's largest public sector units recruit more 10,000 engineering trainees every year for the purpose of expansion of the company.
Sundaram BNP Paribas Fund Services to recruit 100 people
Sep - 2012, CHENNAI: As part of its expansion plans, Sundaram BNP Paribas Fund Services recruit 100 people across its delivery centres.
Sundaram BNP Paribas Fund Services is a 51:49 per cent joint venture between Chennai-based Sundaram Finance Ltd and BNP Paribas Securities Services,100 per cent subsidiary of BNP Paribas.
Expansion of banks in India create jobs.
Indian banks are facing serious shortfall of staff due to the expansion of its branches and added with retirement of existing employees. large-scale of recruitment has been going in the banking sector due to expansion of its branches to various places in India to provide better banking services. In addition to this many foreign banks have identified India is the potential market for the banking sector led to step foreign banks into the country creating thousands of jobs.
Reliance life insurance company plans to hire about 1000 employees for its new distribution channel life plaza may have 200 branches across the country by March 2013.

Festival season (Dassara and Diwali)

Ecommerce companies like Flipkart, Snapdeal and others shopping big time for temporary staff
Ecommerce companies saw demand for temporary staff on festival season, accounting for as much as 60 per cent of the short-term jobs being created, as they went on an overdrive to win market share in the most lucrative few months of the year. Flipkart, Snapdeal, Amazon, LG, Samsung and Panasonic were among the companies that were set to ramp up temporary workers by up to 35 per cent to see them through the expected surge in demand. According to estimates, between 60,000 and 80,000 temporary jobs were created in the organised sector alone for festival season while the unorganised sector would hire more.
Flipkart, which kicked off Big Billion Day event on October 2, 2016, said that it had expected to hire more than 10,000 temporary staff to ramp up its delivery and logistics service to meet festival season demand. Rival Snapdeal said the Diwali run-up would see the creation of nearly 10,000 temporary jobs. Amazon, for its Great Festival Sale in October, had launched six new fulfilment centres (FC) cater to the festive demand. "These new FCs wpould create direct employment with a mix of full time and temp staff.
Staffing sources said mandates from Samsung and LG have nearly doubled while Hitachi and Bata also recruited. Big brands gone into small cities and towns for better market coverage. Hyperlocal firms such as Swiggy hired temporary workers. At Panasonic India, has placed almost 34 per cent extra temporary staff compared with last year.

RETIREMENT OF EMPLOYEES

Retirement of employees is unavoidable and it cannot be stopped by any organisation. Any employee who ever joins in any organisation at attainment of a certain age of superannuation he must retire from his job. Therefore employee holding a job after his retirement will be vacant and must be filled by a new employee by way of recruitment. According to the economics Times.com in the year 2011, India's largest bank State bank of India had hired over 25,000 people due to the mass retirement of its employees. For the year 2013 by march State bank of India to hide and 10,000 employees due to continuing retirements of its employees.
According to the data released by the Reserve Bank of India, the banking industry has added 42,000 jobs in the financial year 2012 by way of direct recruitment due to the retirements.
Example: State Bank of India the country's largest lender, plans to recruit about 7,200 people even as nearly 8,100 members of its staff are due to retire during the 2014 - 2015 fiscal, as it seeks to increase its dependence on technology for a number of routine tasks.
As on 22-2-2013, Indian The Income Tax department has as many as 16,696 posts lying vacant but they are manned by existing employees by holding additional charge so that work is not affected, Parliament was informed today. Vacancies arise on account of retirement/VRS, promotion, deputation and officers proceeding on leave, among others. Group C category has 15,002 vacancies, followed by 1,137 in Group A and 557 in Group 8.

POLITICAL DECISIONS

2012: United States President Obama proposed to introduce legislation called "Bring Jobs Home Act" which aims to bring back jobs to America which were outsourced by American companies other countries such as India. Therefore implementation of this law may raise rate of employment offers in United States as outsourced jobs will be returned back, this law is strongly supported by Democratic lawmakers and supported by AFL-CIO (The American Federation of Labor and Congress of Industrial Organizations), the largest federation of trade unions in the US. if this law get passed, it will not provide any tax benefits for companies that move jobs overseas and provide tax incentives for companies moving jobs back to the United States.
The most immediate impact of reduced offshoring would benefit US-based Information Iechnology companies such as Accenture and IBM, which have significant onshore presence as compared to their Indian rivals, which have a growing but significantly smaller percentage of employees in US. "The primary aim of this proposed legislation (Bring Jobs Home Act) is to create incentives to bring back manufacturing jobs to the United States as millions of manufacturing jobs have been lost in the last 10 years.

SECURITY ISSUES

Every system needs security for its safety, smooth running and ultimately for its success. Any system will fail if its security is compromised, hence uncompromised security system will ensure success of any system. Naturally increase in security issues will raise desperate need for professionals in security. More the threats, more the need for professionals who can repel security threats.
Information technology became important organ in body of communication system, banking system, financial sector and in each and every area. e-defense in IT sector has become major challenge for the Indian government. The government of India estimated demand for the year 2015, nearly 4.7 lakh professionals needed in cyber security due to increase in various nature of cyber attacks in the information technology sector.

EMERGING TECHNOLOGIES

Days of using simple mobile phone is fading, today use of smart phones has become essential for most of people in making their tasks easy and handy without any delay. market for smartphone applications became emerging markets around the world especially applications with productivity and help in handling their daily work. Example, days of opening Microsoft office documents on your computer system has gone, office application in smart phones have the capability to open and edit any Microsoft Office documents and use for the purpose. There are thousands of smartphone applications created and readily available to make many of our daily tasks easy to handle in Palm, this smart phone applications sector has created nearly 2,00,000 smartphone applications developer jobs for IT employees around the world.
Year 2013: Taiwan-based electronic chip manufacturing companies started recruiting thousands of technical staff for production of electronic chips for electronic gadgets, as there is exponential growth in usage of smart phones, tablets and computerised equipment by the younger generation.

GAMES AND CULTURAL ACTIVITIES

FIFA World Cup Jobs
It takes an army - or two armies - of people to put on the World Cup every four years. The South Africa tourism agency expected over 450,000
tourists over the span of six weeks before and during the tournament, creating a huge number of jobs in the tourism industry. The increase in tourism alone created thousands of jobs in hotels, restaurants and other tourism-related areas and as many as 80,000 additional jobs related directly to the 2010 World Cup. A majority of these jobs are given to local residents as construction, media, transportation, officiating, technology, and a wealth of other jobs are being resourced out of the host countries. Many FIFA officials, however, are also employed and working towards each World Cup. Check the FIFA website for 2014 World Cup job opportunities, especially for positions with FIFA.
Brazilian president: 2014 World Cup to generate 730,000 jobs
RIO DE JANEIRO, March 15 (Xinhua) -- President Dilma Rousseff said Tuesday the 2014 FIFA World Cup, to be hosted by Brazil, will generate 730,000 new jobs in the country.
"The Cup will contribute to our development project, generating jobs and increasing workers' income. We estimate that 330,000 new formal jobs and 400,000 temporary posts will be generated," Rousseff said in her weekly column, published by several dailies in Brazil.
Facts
75 million youths to be unemployed in 2012: ILO
GENEVA: Nearly 75 million youths across the world will stay unemployed in 2012, said a report released today by the International Labour Organisation (ILO). This accounts for 12.7 per cent of the global youth labour force aged 15 to 24. The number is an increase of four million since 2007, said Xinhua, citing the "Global Employment Trends for Youth 2012" report.
The crisis-linked withdrawal from the labour market is particularly strong in developed economies, with an 18 per cent youth unemployment rate being projected for this year, the report said.
It said the rate would even be higher if one takes into account the 6.4 million youth worldwide who have either given up searching for a job or have decided to prolong their studies due to the extremely adverse conditions in the labour market.
The rate is not expected to come down until at least 2016, the report said.

WORKFORCE AVAILABILITY

countries like India and China are very good example for the availability of abundant workforce at less cost compared to the other countries. Many Japanese firms like Samsung, Sony and Panasonic etc. in electronics segment had moved its manufacturing units to China due to availability of workforce at less cost with the aim of cost minimizing. similarly India stood top in availability of potential workforce in the IT sector which influenced foreign companies example companies belonging to United States like IBM, Microsoft and Oracle. etc to come and establish in India and also the key reason is not only the availability of large workforce but at low-cost compared to foreign workforce.
Wells Fargo & Co , the fourth-largest US bank by assets, had planned to create jobs in India and Philippines by moving its business with objective to cut down its costs by employing host countries (India and Philippines) nationals as they're available at less cost compared to home country (United States) nationals.

TOURISM

India: With millions of foreign tourists visiting the country annually, the Union Government of India has decided to provide jobs to 1 lakh youths through tourism industry during the 2012 financial year. During 2011-12, the ministry had generated employment for 33,000 youths in the country. This policy is in conformity with the resolution passed by the heads of Nations of 20 developed countries, recognising tourism will be a vehicle for job creation, poverty reduction and leads to economic growth.

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Recruitment - Basic contents of Recruitment notification

Recruitment and Selection are interchangeable words used frequently by many and Recruitment is most commonly used word than the word selection. But there is difference between these two terms. Recruitment is a activity to find people who like to join organisation. In other words it is the process of inviting candidates for applying to job through various modes in which organisation asks for. selection takes place only after inviting candidates. There is no doubt to say that human resource/Manpower/employees are pillars and key assets for any organisation. Hence recruitment is the only way to raise manpower needed for organisation.
Recruitment happens before selection process of candidates. Candidates who are identified as right qualified person will be invited to the selection process which involves different kinds of tests for knowing knowledge, skills and attitude that are required for performing would be given job. Simply mean recruitment is a process of calling candidates by way of giving notification in the newspapers, advertisements, publishing on websites and contacting drop consultancies, et cetera. Ultimately without the recruitment, there is scope for selection process. All the candidates who are invited in the recruitment, may not be selected because candidates have to go through selection process for proving their talent.

Simple meanings of recruitment:

Recruitment is the process of discovering competent employee out of available candidates in the market who are suitable to job and according to organisation requirements.
Recruitment is the process of attracting prospective employees and stimulating them for applying job in an organization.
Recruiting refers to the process of attracting potential job applicants from the available labor force. Every organization must be able to attract a sufficient number of the job candidates who have the abilities and aptitudes needed to help the organization to achieve its objectives. An effective employee selection procedure is limited by the effectiveness of recruiting process. Outstanding job candidates cannot be selected if they are not included in the applicant pool. The recruitment process also interacts with other personnel functions, especially performance evaluation compensation training and development and employee relations. Recruiting is typically a human resource function.

RECRUITMENT PROCEDURE:

Before going to recruitment, careful study is needed about jobs which are to be kept under recruitment. Careful study is nothing but doing Job analysis which is otherwise called as collection of every information about the job so as to figure out exact candidate needed to perform said job.
HR manager needs careful attention and should be diligent while going for recruitment of human resource, since it grabs attention of prospective employees at large. However it is not so easy to find out skilled people. Hence various tests in selection process helps to identify potential candidate needed for an organisation. Coming to procedure for recruitment, it depends on nature and size of organisation. But concept of recruitment is one and same. Recruitment does in various modes which are basically categorised into two out of that first one is internal recruitment and external recruitment, which are elaborately explained in detailed below. Whatever the mode of recruitment preferred by an organisation, it should be clear in what an organisation needs and easily understandable by prospective employees at large so as to avoid frivolous and unsolicited applications which will consume lot of time for an organisation to identify them. Hence organisation should be clear and thoroughly check before posting recruitment.

Basic contents of Recruitment notification;

1. It contains brief about an organisation which is recruiting.
2. Contains number of posts/jobs lying vacant in an organisation.
3. Contains number of jobs in reserved category. (especially in government organisation jobs are allotted to reserved category).
4. Contains information about gender needed for the jobs. (For example: Male or female)
5. Contains information about educational qualification needed to qualify for applying to job.
6. Contains information about work experience needed. (points from 2 to 6 are nothing but called as Job specifications, it is a statement that describes about specifications needed by a candidate to have qualified for a applying said job)
7. It contains most important information that is, Job description, which is the statement of information about duties and responsibilities of the job.
8. Contains information about salary particulars, employee benefits and other allowances to be provided.
9. Selection tests which must be passed by candidates so as to have job.
10. Terms and conditions if any.
2014 STATISTICS
USA
The Equal Employment Opportunity Commission (EEOC), is charged with enforcing federal law against discrimination based on
• Race.
• Color.
• National origin.
• Sex.
• Age (between 40 and 70).
• Disability.
• Veteran status.
• Handicap.
• Religion.
Title VII of the Civil Rights Act of 1964 prohibits employment practices that discriminate on the basis of sex. The law covers employers with fifteen or more employees, and prohibits sex-based discrimination in hiring, advancement, or any other terms or conditions of employment. The law also includes discrimination based on maternity, pregnancy and sexual orientation.
India
According to the Indian Constitution, Article 15(1) prevents the state from discriminating against a citizen based on religion, race, caste, sex, descent, place of birth, or residence, (Article 16) Equality of opportunity in matters of public employment. Article 16(1) There shall be equality of opportunity for all citizens in matters relating to employment or appointment to any office under the State. Article 16(2) states that no discrimination on these grounds can be shown by the state in government recruitment. Article 16(4) allows the state to make provisions for reservation in appointments or posts in favour of any backward classes which is not adequately represented in government services.
Facts
The HR Employment Manager directs the organization's recruitment, screening, interviewing, selection, and placement activities. They manage employment functions and staff members. In addition, they extend job offers and establish starting salaries, arrange advertising or employment agency services, and produce affirmative action or college recruiting programs.
The HR Recruiter screens and interviews potential employees on behalf of the organization. They conduct pre-employment tests and reference checks as well as provide training and guidance to hiring managers on policies, process, and regulatory issues. Additionally, they may place employment advertisements and analyze reports and trends.
According to the book "Job Search Basics, Third Edition" by Michael Farr, the most available jobs are with medium and small organizations versus larger companies. Companies with less than 250 employees account for 71% of the job market. Companies with 250 to 999 employees account for 16 percent. Companies with more than 1,000 employees account for the remaining 13 percent.
In planning recruiting activities, an organization needs to know how many applicants must be recruited. Since some applicants may not be satisfactory an others may not accept the job offers, and organization must recruit more applicants than it expects to hire. Now we will discuss the different sources of recruitment that are available to organization:

Recruitment sources

Internal Recruitment External Recruitment
Promotions College recruitment
Transfers Competitors and other firms
Employee Referrals Employment agencies
Former Employees Labour unions
Retrenched Employees Executive search firms
Compassionate appointments Professional associations
Internet recruitment
Media sources
Basically organizations are available by the two main sources of recruitment which are:

Internal vs. External Recruiting

Advantages and disadvantages are associated with promoting from within the organization (internal recruitment) and hiring from outside the organization (external recruitment) to fill openings. Promotion from within generally is thought to be a positive force in rewarding good work, and some organizations use it well indeed. However, if followed exclusively, it has the major disadvantage of perpetuating old ways of operating. In addition, there are equal employment concerns with using internal recruiting if protected-class members are not already represented adequately in the organization.
Recruiting Source Advantages Disadvantages
• Internal Recruitment Morale of promotee
• Better assessment of abilities
• Lower cost for some jobs
• Motivator for good performance
• Causes a succession of promotions
• Have to hire only at entry level Inbreeding
• Possible morale problems of those not promoted
• "Political" infighting for promotions
• Need for management-development program
• External Recruitment New "blood" brings new perspectives
• Cheaper and faster than training professionals
• No group of political supporters in organization already
• May bring new industry insights May not select someone who will "fit" the job or organization
• May cause morale problems for internal candidates not selected
• Longer "adjustment" or orientation time
Facts
surprisingly, 88% of American respondents seemed not to mind if prospective employers checked their profiles on social media (including Facebook and Twitter) as part of a recruitment process. Job applicants are often told to keep their social media pages hidden from potential employers, but apparently most Americans expect their online lives to add weight to hiring decisions. Just over a half (50.3%) felt that it would not make a difference to their view of an organization if their social media profiles were looked at during the recruitment process and 29.7% said that it would have a positive impact on the their view of that company.
According to a recent survey of 1,275 employers in the U.S. conducted by Manpower, Inc., the top ten most difficult jobs to fill by employers are: sales reps, engineers, nurses, technicians, accountants, administrative assistants, drivers, call center operators, machinists, and management/executives.
According to the U.S. Department of Labor, overall employment of human resources, training, and labor relations managers and specialists is expected to grow faster than the average for all occupations through 2014. In addition to openings due to growth, many job openings will arise from the need to replace workers who transfer to other occupations or leave the labor force.

INTERNAL RECRUITMENT SOURCES

1. Promotion and Transfer
Many organizations choose to fill vacancies through promotions or transfers from within whenever possible. Although most often successful, promotions from within have some drawbacks as well. The person’s performance on one job may not be a good predictor of performance on another, because different skills may be required on the new job. For example, not every good worker makes a good supervisor. In most supervisory jobs, an ability to accomplish the work through others requires skills in influencing and dealing with people that may not have been a factor in nonsupervisory jobs.
It is clear that people in organizations with fewer levels may have less frequent chances for promotion. Also, in most organizations, promotions may not be an effective way to speed the movement of protected-class individuals up through the organization if that is an organizational concern.
2. Job posting
An organization can also use the policy of job posting as a internal recruitment source. In the job posting system the organization notifies its present employees about job openings through the use of bulletin boards, company publications, or personal letters. The purpose of the job posting is to communicate that the job opening exists. An effective job posting system involves the following guidelines:
Job posting should be prominent. Clear job specification should be communicated so that applicants assess themselves either they are eligible to apply or not. Once the decision is made, all applicants should be informed about the decision. Job posting systems generally work quite well.
3. Contacts and Employee Referrals
At least 65% recruiters in India use employee referral programmes to get quality talent: Survey ET Bureau | 20 Oct, 2015
At least 65 per cent of recruiters are using their employee referral programmes to get talent people in India, according to a recruitment trends survey conducted by LinkedIn, shared with Economic Times.The India Recruiting Trends 2016 study was conducted among 298 Indian recruiters or talent acquisition decision makers who work in a corporate HR department and have some authority in their company's recruitment solutions budget. These individuals focus exclusively on recruiting, manage a recruiting team, or are HR generalists.
Indian recruiters were also the most confident about measuring the quality of their hires (54 per cent) as opposed to recruiters in markets like China (20 per cent) and Australia (19 per cent). Nearly 39 per cent agreed that quality of hire was the most valuable performance metric, 55 per cent said employee referral programmes were the top source of quality hires, 37 per cent either shared or contributed to employer branding with other functions, and 36 per cent said employee retention was top priority.
Employee referrals are more trustworthy and help hire good quality skills in the system.Experts have claimed that employee referral schemes have helped them enhance the retention levels and mitigate recruitment costs.
Many firms have found that their employees can assist in the recruitment process. Employees may actively solicit applications from their friends and associates. Before going outside to recruit employees, many organizations ask present employees to encourage friends or relatives to apply for the job openings. Contacts and referrals from the present employees are valuable sources of recruits. Employee referrals are relatively inexpensive and usually produce quick responses. However some organizations are concerned about problems that result from hiring friends of employees for example, the practice of hiring friends and relatives favoritisms, cliques etc.
4. Recruiting Former Employees and Applicants
Former employees and former applicants are also good internal sources for recruitment. In both cases, there is a time-saving advantage, because something is already known about the potential employee.
FORMER EMPLOYEES
Former employees are considered an internal source in the sense that they have ties to the company. Some retired employees may be willing to come back to work on a part-time basis or may recommend someone who would be interested in working for the company. Sometimes people who have left the company to raise a family or complete a college education are willing to come back to work after accomplishing those personal goals. Individuals who left for other jobs might be willing to return for a higher rate of pay. Job sharing and flextime programs may be useful in luring back retirees or others who previously worked for the organization. The main advantage in hiring former employees is that their performance is known.
Some managers are not willing to take back a former employee. However, these managers may change their attitudes toward high-performing former employees as the employment market becomes more competitive. In any case, the decision should depend on the reasons the employee left in the first place. If there were problems with the supervisor or company, it is unlikely that matters have improved in the employee’s absence. Concerns that employers have in rehiring former employees include vindictiveness or fear of morale problems among those who stayed.
FORMER APPLICANTS AND PREVIOUS “WALK-INS”
Another potential source of applicants can be found in the organizational files. Although not entirely an internal source, those who have previously applied for jobs can be recontacted by mail, a quick and inexpensive way to fill an unexpected opening.
Applicants who have just “walked in” and applied may be considered also. These previous walk-ins are likely to be more suitable for filling unskilled and semiskilled jobs, but some professional openings can be filled by turning to such applications. One firm that needed two cost accountants immediately contacted qualified previous applicants and was able to hire two individuals who were disenchanted with their current jobs at other companies.
Compassionate appointment / Job: compassionate appointment is an appointment/ Job given to legal heir (dependent) who is wife or son or daughter of an employee who was deceased while in the service or if employee met with an accident which caused permanent disablement while in the service or went missing for seven years or more. These sort of appointments are mainly seen in the government organisations.
Points to remember about compassionate appointments
In ‘State Bank of India and Others V. Jaspal Kaur’ – 2007 (2) TMI 581 - SUPREME COURT OF INDIA
The Supreme Court held that it is clear that the public post is not heritable, therefore the right to compassionate appointment is not heritable property.
1. married son is not treated as dependent on the government servant
2. married daughter is treated as dependent on the government servant for compassionate appointment and she should support other dependents of the family
3. Who are considered dependent Family Members
4. Dependent Family Member means:
5. a) spouse;
6. b) son (including adopted son); or
7. c) daughter (including adopted daughter); or
8. d) brother or sister in the case of unmarried government servant; or
9. e) member of the Armed Forces, who was wholly dependent on the Government servant/member of the Armed Forces at the time of his death in harness or retirement on medical grounds, as the case may be.
10. The lower age limit cannot be relaxed below 18 years of age for compassionate appointment.
11. Upper age limit can be relaxed if necessary.
Madras High Court has held that compassionate appointment cannot be granted to the legal heirs of the deceased through the second wife. Justice Pushpa Sathyanarayana, dismissing the challenge against denial of compassionate appointment on the ground that he is son of a deceased Government employee (Sub Inspector of Police) through his second wife, held that there is no bar for the Government to make it as a policy that second wife and children are not allowed to get compassionate appointment under the Service Rules.
The Court has also observed that compassionate appointment and right to inherit property have no co-relation, nor can be equated in any manner.
CONDITIONS INTRODUCED TO ENCOURAGE MONOGAMY
The court agreed with the Government that the conditions introduced in matters of compassionate appointment is part of Government policy to encourage Monogamy. The court said:
“It is a policy of the Government that monogamy should be the Rule. As per the Service Rules, no Government servant shall enter into second marriage when the first spouse is living. Even in case of persons belonging to religions where plurality of wives is permitted, a Government servant cannot take a second wife, except with the prior permission of the Government. Therefore, in order to encourage monogamy, the Government has introduced these conditions which has stood the test of time and not challenged so far by anybody. Therefore, certain restrictions on Fundamental Rights and Personal Law are made in Service rules in the larger public interest.”
GOVT. POLICY DENYING COMPASSIONATE APPOINTMENT TO DESCENDENTS OF SECOND WIFE NOT BARRED
Dismissing the challenge against the denial of compassionate appointment, the Court held:
"If once the second marriage itself is prohibited irrespective of the question whether it is permitted in Personal Law or not and when it is considered to be an offence under section 494 of the IPC, there is no bar for the Government to make it as a policy that second wife and children are not allowed to get compassionate appointment under the Service Rules. Rule is clear that second widow and her 6 children are not to be considered unless the administration has permitted the second marriage, in special circumstances, taking into account the Personal Law, etc.”
COMPASSIONATE APPOINTMENT NOT TO BE EQUATED WITH PROPERTY INHERITENCE
The contention of the petitioner that Section 16 of the said Hindu Marriage Act legitimizes the children born to a couple whose marriage may not be held legally valid and the children are entitled to inherit the property of the parents, was rejected by the Court by holding that right to get compassionate appointment and that to inherit property is unrelated to each other. Court held as follows:
“Firstly, compassionate appointment and right to inherit property have no co-relation, nor can be equated in any manner. The compassionate appointment is not a property which can be subject matter of alienation and can be bequeathed whereas the devolving of property of a person is governed by the law, may it be customary or may it be statutory law, whereas the service and benefit arising out of services are governed by the frame of the contract of service or the rules governing the service of the employees and by the scheme, if framed by the employer. The compassionate appointment depends solely upon the frame of contract between the employer and employee and cannot be made subject matter to be governed by the personal law, when the employer has not provided so. Therefore, in the opinion of this Court, merely because illegitimate child has been put at par in the matter of inheritance, by specific and statutory provision, its benefit cannot be extended, so as to put a burden upon the employer when the employer specifically has disallowed such benefit to such successor of the employee.”

EXTERNAL RECRUITMENT SOURCES

A broad variety of methods are available for external recruiting. An organization should are fully assess the kinds of positions it wants to fill and select the recruiting methods that are likely to reduce the best results.
There are some employee needs that a firm must fill through external recruitment. Among them are: filling entry-level jobs, acquiring skills not possessed by current employees, and obtaining employees with different backgrounds to provide new ideas.
Facts
Nearly 75% of job-seekers still use newspapers to look for employment, according to a report released by the Conference Board. The survey of five-thousand households found nearly sixty percent of job-seekers use the Internet to look for employment. The Western U.S. is the only area of the country where the Internet topped newspapers among those seeking jobs.
1. College Recruiting
At the college or university level, the recruitment of graduating students is a large-scale operation for many organizations. Most colleges and universities maintain placement offices in which employers and applicants can meet. However, college recruiting presents some interesting and unique problems. The major determinants affecting an employer’s selection of colleges at which to conduct interviews are:
2014: Campus hiring up by 36.5% as top recuiters back at B-schools
Placement season 2014 broke a two-year spell of sluggish hiring with many companies recruiting aggressively.
Ten of India's biggest recruiters hired a total of 774 MBAs from 21 top B-schools ET surveyed for the purpose of this study. Only 567 graduates were picked by the top ten recruiters the previous year.
• Current position requirements
• Experiences with placement offices and previous graduates
• Organizational budget constraints
• Cost of available talent (typical salaries)
• Market competition
• College reputation
College recruiting can be expensive; therefore, an organization should determine if the positions it is trying to fill really require persons with college degrees. A great many positions do not; yet many employers insist on filling them with college graduates. The result may be employees who must be paid more and who are likely to leave if the jobs are not sufficiently challenging. To reduce some of the costs associated with college recruiting, some employers and college or university placement services are developing programs using video interviews. With these systems, students can be interviewed by interviewers hundreds of miles away. There are advantages for both the companies and students. The firms save travel costs and still get the value of seeing and hearing students. For students, the system provides a means of discussing their credentials and job openings without having to miss classes.
Here are the 10 best business schools according to people working in tech:1. Stanford University
2. Harvard University
3. Massachusetts Institute of Technology
4. University of Pennsylvania
5. University of Chicago
6. Northwestern University
7. Columbia University
8. London School of Economics
9. University of California - Berkeley
10. London School of Business
1043 IIT Kharagpur students bag jobs in the first 13 days of placements
IIT Kharagpur has received 24 international offers from companies like Microsoft, Oracle, Sprinklr, Delta Electronics, among others. A record number of 1043 IIT Kharagpur students have bagged jobs in just thirteen days of the first phase of placement season. 175 companies have visited the campus till mid of December, 2016.
Placements in full swing at IITs
Placements at the country's two leading Indian Institutes of Technology (IITs) -Delhi and Bombay went on smoothly on the first two days of placement season. At IIT Bombay on Day 2, more than 30 companies participated. Some of the organizations included Indian Space Research Organization (ISRO), Amazon, Intel, Mastercard, Oracle, Samsung R&D , Yahoo, NTT Communications, Rakuten. According to a spokesperson at IIT Bombay, overall 160 plus domestics offers were received as of Day 2. On the international offers front, over 8 were given on 2nd December. Placement activities will come to a halt at all IITs on 4th December 2016 in lieu of the CAT Exam.
At IIT Delhi, over the first two days of placement, over 230 offers were made. Over 20 students bagged international offers over 2 days as well. IIT Delhi students bagged over 110 PPOs of which over 70 PPOs were accepted. Over 10 students opted for the deferred placements option of the institute available to students interested in pursuing their start-up dreams.
ET Bureau|
Updated: Dec 03, 2016, 08.46 PM IST
2. Competitors and other Firms
Competitors and other firms in the industry or geographic area may be the most important source of recruits for positions in which recent experience is highly desired.
3. Employment Agencies
Every state in any country like every state in the United States has its own state-sponsored employment agency. These agencies operate branch offices in many cities throughout the state and do not charge fees to applicants or employers.
Private employment agencies also are found in most cities. For a fee collected from either the employee or the employer, usually the employer, these agencies do some preliminary screening for an organization and put the organization in touch with applicants. Private employment agencies differ considerably in the level of service, costs, policies, and types of applicants they provide. Employers can reduce the range of possible problems from these sources by giving a precise definition of the position to be filled.
India
Aspiring Minds strives to help institutions and companies from choosing the ‘right’ individual rather than the ‘best’ individual.
Mar, 2012, NEW DELHI: Employability measurement company Aspiring Minds plans to set up 30 facilities over the next year, which will help job seekers to connect with potential recruiters nationally. The facilities will work as employment exchanges and the company will invest up to Rs 20 crore with the help of the local institutes in this effort.
4. Labor Unions
Labor unions are a source of certain types of workers. In some industries, such as construction, unions have traditionally supplied workers to employers. A labor pool is generally available through a union, and workers can be dispatched to particular jobs to meet the needs of the employers.
In some instances, the union can control or influence recruiting and staffing needs. An organization with a strong union may have less flexibility than a nonunion company in deciding who will be hired and where that person will be placed. Unions also can work to an employer’s advantage through cooperative staffing programs, as they do in the building and printing industries.
5. Executive Search Firms
Executive search (informally headhunting) is the process of recruiting individuals to fill senior executive positions in organizations especially like chief executive officers or managing directors. Executive search may be performed by an organization's board of directors, or by an outside executive search firm hired by the organization.
Some executive search firms are regional, while others are global. Many specialize in a particular sector.
When corporate entities elect to use an outside Executive Search Firm, it is usually because they lack the internal research resources, networks, or evaluative skills to properly recruit for themselves. Using an outside firm also allows the corporate entity the freedom of recruiting from competitors without doing so directly, and the ability to choose among candidates that would not be available through internal or passive sourcing methodologies.
An executive search firms representatives often visit the clients offices and interview the company's management. This enables them to gain a clear understanding of the company's goals and the job qualifications required- After obtaining this information, they contact and interview potential candidates, check references, and refer the best-qualified person to the client for the selection decision. Search firms maintain databases of resumes for this process. Other sources used include networking contacts, files from previous searches, specialized directories, personal calls, previous clients, colleagues, and unsolicited resumes. The search firms task is to present candidates that are eminently qualified to do the job and it is the company's decision whom to hire.
Leading Executive Search firms in India
ABC Consultants: Chairman’s High Circle (CHC) is the executive search arm of ABC Consultants.
ACCORD GROUP INDIA is a boutique retained executive search firm specializing in CXO (Chief executive officer) and specialist searches.
Egon Zehnder International was founded in 1964.
EMA Partners International is a 25 year old global search firm , with offices located in most major markets around the globe.
Spencer Stuart is one of the world’s leading executive search consulting firms. The company operates out of 53 offices in 29 countries.Founded in 1956.
Executive Access was established in 1988, and is focused on Asia Pacific region. The company is headquartered in Hong Kong, and has its India office in Mumbai.
Gilbert Tweed Associates Pvt. Ltd., a leading executive search practice in India is an international partner of Gilbert Tweed International Inc., New York. The company has three offices in India i.e. New Delhi, Mumbai, and Bangalore.
Facts
Search firms witness 35% improvement in business; more hiring seen for senior management levels
Companies in India are pumping up hiring at senior management levels again, as a nearly 35% improvement in executive search firms' business in the previous quarter indicates.
6. Competitions at campus
Many companies are now realising interviews alone are not enough to gauge candidates. Competitions at campus by companies have become a good source today to identify best talented candidate. Many companies like Philips, Godrej, HCL Technologies are conducting Competitions for business management students to identify best talent and who exactly fits to their organisation. Philips company has launched "Blueprint" Case study competition that asks students to identify growth areas for the company and propose business plan. Godrej industries had launched a competition called "LOUD" (Live out your dream event) for business school students to make presentation about their dream projects and present a case for why the company should fund it. Through this competition Godrej senior managers picked seven winners. this company is also conducting campus recruitment based on case studies are anxious to solve and to show their analytical ability. HCL Technologies had launched a contest that asks business schools for suggestions on running tomorrow's enterprise or driving change through Management innovations.
competitions can help students develop the skills they would later need and the hard work needed to get success, which is the reason behind competitions at campus.
7. Internet Recruiting
(Using the Internet for job-hunting reduces time spent unemployed by an average of 25%.) Organizations first started using computers as a recruiting tool by advertising jobs on a “bulletin board service” from which prospective applicants would contact the company. Then some companies began to take e-mail applications. Now some employers are not only posting jobs and accepting resumes and cover letters on-line but also are conducting employment interviews on-line. Advantages for such Internet recruiting by employers include:
• Reaching more applicants
• Having lower costs and faster response time frames
• Tapping an applicant pool conversant with the Net
Facts
Internet job boards are rapidly gaining market share of all advertised jobs. According to HRAdvice.com, the biggest concerns when recruiting on the Internet include not enough time to review resumes, too many resumes, too many unqualified applicants due to the ease of application process, and potential exposure to discrimination charges due to adverse impact.
According to online recruiting commentator Peter Weddle, nearly two-thirds of all companies under-utilize their corporate web sites for recruiting. Weddle suggests the following recruiting website improvements: take full advantage of virtually unlimited web space, communicate your company's image as an employer, attract both active and passive job seekers, and provide a high-quality web experience.
According to TopJobSites.com, the top three general job websites by traffic ranking are Monster.com, CareerBuilder.com and HotJobs.com. TopJobSites.com reviews and ranks job and career websites based on a three month window of traffic volume. In addition to general job sites, the site compiles rankings for college sites, executive sites, niche sites, diversity sites, and international sites.
Employers often begin the Internet search process by establishing an organization website and listing jobs on it. Alternatively, companies with a web page that specializes in posting job listings (an Internet job service)—much like the electronic bulletin board of days gone by—can be used by job seekers. Finally, online employment agencies can be used to post jobs and find applicants on the Net. Based on the results of one survey, Figure shows the percentage of applicants who indicated they planned to use various recruiting resources.
Recruiting Sources opts by Applicants
One advantage of Internet recruiting is that it may improve the chances of contacting “passive job seekers”—those people who are not actively seeking work. Listing at popular job-search Internet sites is a good way to attract such browsing high-tech workers. Indeed, recent surveys show that about 37% of companies now use the Net for recruiting, and the rate is increasing rapidly.
8. Media Sources
Media sources such as newspapers, magazines, television, radio, and billboards are widely used. Almost all newspapers carry “Help Wanted” sections, and so do many magazines. For example, The Wall Street Journal is a major source used to recruit managerial and professional employees nationally or regionally. Whatever medium is used, it should be tied to the relevant labor market and provide sufficient information on the company and the job.
Newspapers are convenient because there is a short lead time for placing an ad, usually two or three days at most. For positions that must be filled quickly, newspapers may be a good source. However, there can be a great deal of “wasted circulation” with newspaper advertising because most newspapers do not aim to reach any specialized employee markets. Some applicants are only marginally suitable, primarily because employers who compose the ads do not describe the jobs and the necessary qualifications very well. Many employers have found that it is not cost efficient to schedule newspaper ads on days other than Sunday, the only day many job seekers read them.
In addition to newspapers, other media sources include general magazines, television and radio, and billboards. These sources are usually not suitable for frequent use but may be used for one-time campaigns aimed at quickly finding specially skilled workers.
Facts
Nearly 75% of job-seekers still use newspapers to look for employment, according to a report released by the Conference Board. The survey of 5000 households found nearly 60% of job-seekers use the Internet to look for employment. The Western U.S. is the only area of the country where the Internet topped newspapers among those seeking jobs.
CONSIDERATIONS IN USING MEDIA SOURCES When using recruitment advertisements
in the media, employers should ask five key questions:
• What do we want to accomplish?
• Who are the people we want to reach?
• What should the advertising message convey?
• How should the message be presented?
• In which medium should it run?
Figure on the next page shows information a good recruiting advertisement should include. Notice that desired qualifications, details on the job and application process, and an overview of the organization are all important.
What to Include in an Effective Recruiting Ad
INFORMATION ON THE CANDIDATE
• Years of experience
• Three to five key characteristics of the successful candidate
INFORMATION ON THE JOB AND PROCESS OF APPLICATION
• Job title and responsibilities
• Location of job
• Starting pay range
• Closing date for application
• Whether to submit a resume and cover letter
• Whether calls are invited or not
• Where to mail application or resume
Facts
INDIA
Employment News, a weekly, published in English, Hindi and Urdu languages is the flagship publication of the Publications Division, Ministry of Information and Broadcasting, Govt. of India. The unit has been set up to bring out the above weekly journal, with a view to giving information about employment opportunities to the unemployed and under employed youth of the country and to help youngsters in making an informed choice about their careers. Initially set up in April 1976.
The weekly carries advertisement for job of Central, State Governments, Public Sector Undertakings, Autonomous Bodies, universities, admission notices for professional courses, examination notices and results of organizations like UPSC, SSC and other general recruitment bodies and mid level career promotion opportunities (Deputation). In addition to this, there is also an Editorial segment, which carries articles relating to career opportunities. Also the Career Guidance series contains new and upcoming fields or professional activities with information on the employment prospects in the area, qualifications required to enter the profession and the institute to avail education and training.
The target groups of the weekly are basically the Civil Services aspirants, candidates appearing for competitive exams and interviews, young people on the threshold of taking decision on careers and professions. The mandate of the weekly is to inform and educate the young people so that they can make an informed decision about their Careers.
USA
Employee Benefit News has been a top selling publication serving the benefits industry since 1987. Employee Benefit News is dedicated to helping benefit providers, broker/consultants, plan sponsors and employees. The magazine provides useful and comprehensive coverage of the ever-changing business of employee benefits.
The U.S. Department of Labor publishes The Occupational Outlook Handbook every two years. The handbook is a nationally recognized source of career information for hundreds of various jobs. Information subjects include required job training and education, earnings, expected job prospects, what workers do on the job, and working conditions.
9. unsolicited candidates.
Persons who voluntarily come for attending interview or apply for the jobs, or Persons who are uninvited attending for interview or applying for the job are unsolicited sources of employees. Today this source has become one of the major sources for employers, especially many employers are receiving unsolicited e-mails from the candidates seeking job. Employers are also able to find out competent employees and candidates who meet their requirements for the filling of job available. Employers are getting most of unsolicited candidates from e-recruitment that is through job websites and e-mails which has become widely used source of recruitment of employees. Few employers believe that unsolicited candidates have competence compared to solicited candidates, Some employers feel that unsolicited candidates have confidence and apply for the job because they themselves believe that they are competent and suits to Job.

Recruitment Process

The recruitment process begins when you know you need someone new in the Department, either because an existing staff member has left, or because there is new work to be done. It doesn't finish until after the appointment has been made.
The main stages are identified in the below flow chart –
Use and effectiveness of various recruitment strategies
Advertisements Percent Using Practice Average Effectiveness"
Internet (e.g.. bulletin or job boards) 90 2.59
Local newspapers 64 1.77
Trade publications and magazines 51 1.81
National newspapers 29 1.48
Direct mail 25 1.73
TV or radio 21 1.60
Movie screens 7 1.22
Agencies or Services
Employment agencies 60 2.03
Temp asencies 52 1.96
Government employment services 28 1.47
School/College Community
Job fairs 66 1.83
College recruiting 59 2.16
School-to-work partnerships /'internships 42 2.08
Targeted minority recruiting (e.g., NAACP,
minority colleges organizations) 40 1.74
Partnerships with community organizations 35 1.79
Military recruiting 23 1.76
Retiree job banks 12 1.52
Professional Associations
Professional organizations 60 2.05
Professional conferences 52 1.97
Internal Resources
Employee referrals 90 2.57
Company's web site 38 2.26
Internal iob postings 78 2.23
Walk-ins. unsolicited resumes 67 1.48
Toll-free number 33 1.58
Other 10 2.58
Note: 1 = Not Effective; 2 = Moderately Effective; 3 = Very Effective
Prisons/ Jails:
Besides punishing criminals for proven guilty, jail authorities are making reforms to bring change in the lives of prisoners who are having good conduct and character. In India Tihar jail is very well-known prison which captives most notorious criminals, now bringing reforms in providing rehabilitation and providing employment for the criminals were proved with good character and conduct. likewise one of the Indian Banks that is Indian bank has taken surprising step to provide employment for prisoners who are proved with good character and conduct while imprisonment. This move has really created one more source of external recruitment for companies who are looking for candidates with good character and hard-working nature. This could be really great step ever taken by any company or jails in India. In general no company or organisation offers employment to the person who is convicted or suffered imprisonment for the proven guilty. Such persons are normally disqualified and will become ineligible to enter into any contract or any employment besides companies also verify background of prospect employee before offering job to such candidates.
In a statement to media (economic times; India) it said Tihar Jail inmates with proven good conduct and qualifications will soon be working at "non-sensitive" positions at the Indian Bank branch at the prison.
"We have been associated with Tihar Jail for the past several years and our branch there today has a business of Rs 100 crore. A proposal to employ Tihar Jail inmates at non-sensitive positions in the branch has been approved and will soon be implemented," Chairman and Managing Director of Indian Bank T M Bhasin said.
According to Tihar Jail spokesperson Sunil Gupta, inmates of the Semi-Open Prison (SOP) will get jobs like that of peon, security guard and computer operator as per their educational qualification. Prisoners who have a track record of good conduct and are physically and mentally fit are selected for SOP. To be eligible for stay in SOP, an inmate's jail term should be between five and 12 years. So far SOP inmates were allotted work on Public Works Department's projects inside the Tihar Jail complex or at the prison factory. Indian Bank has been closely associated with various activities in Tihar Jail.
In May 2014 as many as 66 Tihar inmates, who were on the verge of completing their sentences, were hired by private companies during a recruitment drive on the jail premises. Vedanta Group and IDEIM India Pvt Ltd offered the highest number of placements while Taj Mahal Group offered the highest package to Raju Parasnath, who has spent more than eight years in Tihar. Vedanta Group and IDEIM India Pvt Ltd offered the highest number of placements while Taj Mahal Group offered the highest package to Raju Parasnath, who has spent more than eight years in Tihar. Parasnath, who earned the highest package, had completed Bachelor of Social Work from IGNOU during his stay in jail. Taj Mahal Group of Companies offered him a job of Assistant Business Development Manager with a salary of Rs 35,000 per month

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[ 3 ]

e Recruitment and Job Search websites

The buzzword and the latest trends in recruitment is the “E-Recruitment”. Also known as “Online recruitment”, it is the use of technology or the web based tools to assist the recruitment processes. The tool can be either a job website like naukri.com, the organisation’s corporate web site or its own intranet. Many big and small organizations are using Internet as a source of recruitment. They advertise job vacancies through worldwide web. The job seekers send their applications or curriculum vitae (CV) through an e-mail using the Internet. Alternatively job seekers place their CV’s in worldwide web, which can be drawn by prospective employees depending upon their requirements.
The internet penetration in India is increasing and has tremendous potential. According to a study by NASSCOM – “Jobs is among the top reasons why new users will come on to the internet, besides e-mail.” There are more than 18 million resume’s floating online across the world.
The two kinds of e-recruitment that an organisation can use is –
Job portals – i.e. posting the position with the job description and the job specification on the job portal and also searching for the suitable resumes posted on the site corresponding to the opening in the organisation.
Creating a complete online recruitment/application section in the companies own website. - Companies have added an application system to its website, where the ‘passive’ job seekers can submit their resumes into the database of the organisation for consideration in future, as and when the roles become available.
Resume Scanners: Resume scanner is one major benefit provided by the job portals to the organisations. It enables the employees to screen and filter the resumes through pre-defined criteria’s and requirements (skills, qualifications, experience, payroll etc.) of the job.
Job sites provide a 24*7 access to the database of the resumes to the employees facilitating the just-in-time hiring by the organisations. Also, the jobs can be posted on the site almost immediately and is also cheaper than advertising in the employment newspapers. Sometimes companies can get valuable references through the “passers-by” applicants. Online recruitment helps the organisations to automate the recruitment process, save their time and costs on recruitments.
Facts
Internet job boards are rapidly gaining market share of all advertised jobs. According to HRAdvice.com, the biggest concerns when recruiting on the Internet include not enough time to review resumes, too many resumes, too many unqualified applicants due to the ease of application process, and potential exposure to discrimination charges due to adverse impact.
Faced with the expected wave of retiring baby boom employees, organizations are looking to entice retirees and seniors back into their organizations as employees or as consultants. Several new websites have emerged to address these organizational needs. The websites are: yourencore.com, seniors4hire.org, enrge.us and seniorjobbank.com.
According to TopJobSites.com, the top three general job websites by traffic ranking are Monster.com, CareerBuilder.com and HotJobs.com. TopJobSites.com reviews and ranks job and career websites based on a three month window of traffic volume. In addition to general job sites, the site compiles rankings for college sites, executive sites, niche sites, diversity sites, and international sites.
According to online recruiting commentator Peter Weddle, nearly two-thirds of all companies under-utilize their corporate web sites for recruiting. Weddle suggests the following recruiting website improvements: take full advantage of virtually unlimited web space, communicate your company's image as an employer, attract both active and passive job seekers, and provide a high-quality web experience.
Paper resume could be thing of the past
WASHINGTON: Two young Indian-American entrepreneurs are attempting to make the traditional paper resume a thing of the past by connecting the job seeker and the employer through video resumes.
The Palo Alto Mayor, Yiaway Yeh, and several other top corporate leaders of the city - which is known as the heart of the Silicon Valley -- lined up last Thursday in its downtown to inaugurate the new office of GetHired.Com, which currently has just 14 employees.
GetHired.com is the first job board to embed video capabilities directly into its social recruiting platform so that job seekers can record and submit personal, dynamic responses to an employer's most pressing pre-screening questions at the start of the hiring process. As a result, employers are able to quickly find top candidates with good communication skills who are a culturally fit for their organisation, he notes.
"GetHired.com combines the visibility of a job board with the functionality of an applicant tracking system - allowing employers to find and pre-screen candidates using audio and video, conduct interviews in real-time and manage the entire on boarding process," he said.
Online recruitment techniques
• Giving a detailed job description and job specifications in the job postings to attract candidates with the right skill sets and qualifications at the first stage.
• E-recruitment should be incorporated into the overall recruitment strategy of the organisation.
• A well defined and structured applicant tracking system should be integrated and the system should have a back-end support.
• Along with the back-office support a comprehensive website to receive and process job applications (through direct or online advertising) should be developed.
Therefore, to conclude, it can be said that e-recruitment is the “Evolving face of recruitment.”
Facts
Today’s job seekers rely more heavily on social networking and referrals to find a job. surprisingly, 88% of American respondents seemed not to mind if prospective employers checked their profiles on social media (including Facebook and Twitter) as part of a recruitment process. More recuiting organizations likely to turn to social media in 2012.by mid-2012, organizations expect to be using social media to source 82% of the types of jobs inquired about, including finance and administration roles, front office and for IT Jobs.
Use social media in your job search
BOSTON: The widespread use of social media - including more playful sites like Facebook and Twitter, as well as the business-focused LinkedIn - is becoming a powerful force in many job searches, says Harvard Business Review. "More and more people are finding jobs via Twitter, Facebook, and other social media sites. These media aren't changing how we look for jobs, they are simply rebooting the traditional habits of successful job hunters and making them easier.
To boost your job search:
1. Build a better network. You used to pester people for their business cards at conferences and mixers. Twitter offers a better alternative. Lots of recruiters, hiring managers, and industry leaders hang out on Twitter, swapping job leads and industry updates.
2. Share evidence of your good work. Rather than dragging your portfolio to an interview, high-traffic sites such as YouTube and Pinterest can help you showcase your work. Recruiters increasingly prowl the web to look for the best candidates."
India has the world's youngest internet population with 75 per cent of all users under the age of 35 years, said research firm comScore Friday. Segment-wise usage has also revealed that 95 per cent of the total online users use social networking sites compared to 82 per cent of the world's online users leveraging social networks.
Advantages & Disadvantages Of E-Recruitment
There are many benefits – both to the employers and the job seekers but the e-recruitment is not free from a few shortcomings. Some of the advantages and the disadvantages of e-recruitment are as follows:
Advantages of E-Recruitment are:
• Lower costs to the organisation. Also, posting jobs online is cheaper than advertising in the newspapers.
• No intermediaries.
• Reduction in the time for recruitment (over 65 percent of the hiring time).
• Facilitates the recruitment of right type of people with the required skills.
• Improved efficiency of recruitment process.
• Gives a 24*7 access to an online collection of resumes.
• Online recruitment helps the organisations to weed out the unqualified candidates in an automated way.
• Recruitment websites also provide valuable data and information regarding the compensation offered by the competitors etc. which helps the HR managers to take various HR decisions like promotions, salary trends in industry etc.
Disadvantages of E-Recruitment
Apart from the various benefits, e-recruitment has its own share of shortcomings and disadvantages. Some of them are:
• Screening and checking the skill mapping and authenticity of million of resumes is a problem and time consuming exercise for organisations.
• There is low Internet penetration and no access and lack of awareness of internet in many locations across India.
• Organisations cannot be dependant solely and totally on the online recruitment methods.
• In India, the employers and the employees still prefer a face-to-face interaction rather than sending e-mails.

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[ 4 ]

Employee Selection

The first and foremost step before going for employee selection is identifying of vacancy position and how many posts are vacant in what category should be ascertained for issuing notification for jobs.
Employee Selection is the process of interviewing and evaluating the candidates for a specific job and selecting an individual for employment based on certain criteria (qualifications, skills and Experience). Employee selection can range from a very simple process to a very complicated process depending on the firm hiring and the position. Certain employment laws such as anti-discrimination laws must be obeyed during employee selection.
Employee Selection is the process of putting right men on right job. It is a procedure of matching organizational requirements with the skills and qualifications of people.
Employee Selection is the process of choosing individuals who have relevant qualifications to fill jobs in an organization. Without qualified employees, an organization is in a poorer position to succeed.
Selection is much more than just choosing the best available person. Selecting the appropriate set of knowledge, skills, and abilities (KSAs)—which come packaged in a human being—is an attempt to get a “fit” between what the applicant can and wants to do, and what the organization needs. The task is made more difficult because it is not always possible to tell exactly what the applicant really can and wants to do. Fit between the applicant and the organization affects both the employer’s willingness to make a job offer and an applicant’s willingness to accept a job. Fitting a person to the right job is called placement.
Good selection and placement decisions are an important part of successful HR management. Some would argue that these decisions are the most important part. Productivity improvement for an employer may come from changes in incentive pay plans, improved training, or better job design; but unless the employer has the necessary people with the appropriate KSAs in place, those changes may not have much impact. The very best training will not enable someone with little aptitude for a certain job to do that job well and enjoy it.
The HR Recruiter screens and interviews potential employees on behalf of the organization. They conduct pre-employment tests and reference checks as well as provide training and guidance to hiring managers on policies, process, and regulatory issues. Additionally, they may place employment advertisements and analyze reports and trends.
Purpose
The purpose of selection is to pick up the most suitable candidate who would meet the requirements of the job in an organisation best, to find out which job applicant will be successful, if hired. To meet this goal, the company obtains and assesses information about the applicants in terms of age, qualifications, skills, experience, etc. the needs of the job are matched with the profile of candidates. The most suitable person is then picked up after eliminating the unsuitable applicants through successive stages of selection process. How well an employee is matched to a job is very important because it is directly affects the amount and quality of employee’s work. Any mismatched in this regard can cost an organisation a great deal of money, time and trouble, especially, in terms of training and operating costs. In course of time, the employee may find the job distasteful and leave in frustration. He may even circulate ‘hot news’ and juicy bits of negative information about the company, causing incalculable harm to the company in the long run. Effective election, therefore, demands constant monitoring of the ‘fit’ between people the job.
Facts
The HR Employment Manager directs the organization's recruitment, screening, interviewing, selection, and placement activities. They manage employment functions and staff members. In addition, they extend job offers and establish starting salaries, arrange advertising or employment agency services, and produce affirmative action or college recruiting programs.
Most hiring managers believe passionate employees are high achievers. Assessing a potential candidate's passion is more of an art than a science. Some feel those that pursue a job opening with vigor are passionate. Some think speed-talkers or speed-thinkers are passionate. Others gauge passion by looking at high school or college activities such as sports, band, and debate team participation.
The Myers-Briggs Type Indicator (MBTI) assessment is a psychometric questionnaire designed to measure psychological preferences in how people perceive the world and make decisions. The Myers-Briggs personality assessment has been identifying introverts, extroverts and other personality types since 1943. Based on the theories of psychologist Carl Jung, the Myers-Briggs questionnaire has been gauging personalities through attitude, style and cultural changes occurring during the past 60 years. Many consider it an essential tool for hiring and career development. The indicator is frequently used in the areas of pedagogy, career counseling, team building, group dynamics, professional development, marketing, family business, leadership training, executive coaching, life coaching, personal development, marriage counseling, and workers' compensation claims.
Employee selection Practical examples
Siemens India: It uses extensive psychometric instruments to evaluate short-listed candidates. The company uses occupational personality questionnaire to understand the candidate’s personal attributes and occupational testing to measure competencies.
LG Electronics India: LG Electronics uses 3 psychometric tests to measure a person’s ability as a team player, to check personality types and to find a person’s responsiveness and assertiveness.
Arthur Anderson: while evaluating candidates, the company conducts critical behaviour interviewing which evaluates the suitability of the candidate for the position, largely based on his past experience and credentials
PepsiCo India: The Company uses India as a global recruitment resource. To select professionals for global careers with it, the company uses a competency- based interviewing technique that looks at the candidate’s abilities in terms of strategizing, lateral thinking, problem solving, managing the environment. This apart, Pepsi insists that to succeed in a global posting, these individuals possess strong functional knowledge and come from a cosmopolitan background.Source: Business Today, April 7-21 2004, pg 129.
Ways to find a job in a tough market
Getting a new job may be tough in a glum economic environment, but that should not deter you from looking. Following some easy, yet often ignored, steps should help you sail through.
Map your Competency
"Individuals should identify the skill sets they are good at and should look for industries where they fit in," says Sunil Goel, director of executive search firm GlobalHunt. Perry Madan, executive director at EWS Search, adds: "When times are hard, people should think out of the box and concentrate on the skill sets rather than limiting themselves to their industry."
List your Options
Make a list of companies you wish to work for and identify their structures and hiring cycles. "One could make two separate lists - of companies that are most desired and companies that are not high on priority, but can work as a platform for getting another posting elsewhere," says Goel.
Go Glocal
A lot of MNCs are ramping up operations across the country, and not just the metros. "Tier II, tier III cities and rural markets have plenty of opportunities and a lot of companies within the F&B and education space have ambitious plans for such areas. One should not hesitate in exploring such opportunities," says Madan.
Meet People
Get active on social networking websites and job portals, and meet people if possible. "It is always better to meet people rather than mailing or calling them, as face value has a greater recall ," says Goel.
Be Specific
Your profile should be specific and should highlight your work areas and expertise. Avoid overloading your resume with content to prevent misrepresentation.

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[ 5 ]

Pre-employment Testing

You would recall that selection process involves rejection of unsuitable or less suitable applicants. This may be done at any of the successive hurdles which an applicant must cross. These hurdles act as screens designed to eliminate an unqualified applicant at any point in the process. This technique is known as the ‘successive hurdles technique’. Those who qualify a hurdle go to the next one; those who do not qualify are dropped out. Not all selection processes, however, include these hurdles. The complexity of the process usually increases with the level and responsibility of the position to be filled. Moreover, these hurdles need not necessarily be placed in the same order. Their arrangement may differ from organisation to organization.
Facts
In the year 2000 B.C. the Chinese and Greeks used employee screening techniques and apprenticeship programs.
Pre-employment screening tests have been around since 1919. There are over 50 different types of pre-employment tests and over 1,000 screening test products available on the market. Popular tests include: skills testing, behavioral and personality assessment, aptitude testing, achievement assessment, polygraph tests, drug and alcohol tests, intelligence tests, and handwriting analysis.
The HR Employment Manager directs the organization's recruitment, screening, interviewing, selection, and placement activities. They manage employment functions and staff members. In addition, they extend job offers and establish starting salaries, arrange advertising or employment agency services, and produce affirmative action or college recruiting programs.
The HR Recruiter screens and interviews potential employees on behalf of the organization. They conduct pre-employment tests and reference checks as well as provide training and guidance to hiring managers on policies, process, and regulatory issues. Additionally, they may place employment advertisements and analyze reports and trends.
Spelling errors, typos and poor grammar are the top resume pet peeves
of HR recruiters, according to a recent ResumeDoctor.com survey of 2,500 recruiters. Other top-ranked resume annoyances: inaccurate or no dates, no contact information, poor formatting, long resumes, and resumes that include personal, unrelated information.

Pre-employment Test

Initial Screening or Preliminary Interview (Stage 1)
This is a sorting process in which prospective applicants are given the necessary information about the nature of the job and also, necessary information is elicited from the candidates about their education, experience, skill, salary expected, etc. If the candidate is found to be suitable, he is selected for further process and, if not, he is eliminated. This is a crude screening and can be done across the counter in the organization’s employment offices. This is done by a junior executive in the personnel department. Due care should be taken so that suitable candidates are not turned down in a hurry. Since this provides personal contact for an individual with the company, the interviewer should be courteous, kind, receptive and informal.
When a candidate is found suitable, an application form is given to him to fill in and submit.
60% Employers Say Soft Skills Essential for Hiring
A recent survey, which has about 750 respondents, says 60% employers feel soft skills are very significant while hiring employees but of this, the majority (70%) find it extremely difficult to find these skills in potential employees, finds the TimesJobs survey.
WHICH SOFT SKILLS ARE MOST IMPORTANT
35% LISTENING
32% COMMUNICATION
30% CONFIDENCE
26% TEAM WORK
25% POSITIVE ATTITUDE
25% CREATIVITY
20% PERSUASION
18% FLEXIBILITY
15% ACTIVENESS/ALERTNESS
10% ACCOUNTABILITY
Application Scrutiny (Stage 2)
You might have seen that sometimes applications are asked on a plain sheet. This is done where no application forms are designed. The applicant is asked to give details about age, marital status, educational qualifications, work experience and references. Different types of application forms may be used by the same organization for different types of employees, e.g., one for managers, the other for supervisors and a third for other employees. Some forms are simple, general and easily answerable, while others may require elaborate, complex and detailed information.
Reference to nationality, race, caste, religion and place of birth has been regarded as evidence of discriminatory attitudes and should be avoided. An application form should be designed to serve as a highly effective preliminary screening device, particularly, when applications arc received in direct response to an advertisement and without any preliminary interview.
The application can be used in two ways: (i) to find out on the basis of information contained therein as to the chances of success of the candidate in the job for which he is applying, and (ii) to provide a starting point for the interview.
It is often possible to reject candidates on the basis of scrutiny of the applications as they are found to be lacking in educational standards, experience or some other relevant eligibility and traits.
Facts
Paper resume could be thing of the past
WASHINGTON: Two young Indian-American entrepreneurs are attempting to make the traditional paper resume a thing of the past by connecting the job seeker and the employer through video resumes.
The Palo Alto Mayor, Yiaway Yeh, and several other top corporate leaders of the city - which is known as the heart of the Silicon Valley -- lined up last Thursday in its downtown to inaugurate the new office of GetHired.Com, which currently has just 14 employees.
GetHired.com is the first job board to embed video capabilities directly into its social recruiting platform so that job seekers can record and submit personal, dynamic responses to an employer's most pressing pre-screening questions at the start of the hiring process.
As a result, employers are able to quickly find top candidates with good communication skills who are a culturally fit for their organisation, he notes.
"GetHired.com combines the visibility of a job board with the functionality of an applicant tracking system - allowing employers to find and pre-screen candidates using audio and video, conduct interviews in real-time and manage the entire on boarding process," he said.
SELECTION TESTS (Stage 3)
A test is a sample of an aspect of an individual’s behavior, performance or attitude. It can also be a systematic procedure for comparing the behavior of two or more persons.
Purpose of Tests: 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.
Tests seek to eliminate the possibility of prejudice on the part of the interviewer or supervisor. Potential ability only will govern selection decisions.
The other major advantage is that the tests may uncover qualifications and talents that would not be detected by interviews or by listing of education and job experience.
Types of Tests: The various tests used in selection can be put in to four categories:
a) Achievement or Intelligence Tests,
b) Aptitude or Potential Ability Tests,
c) Personality Tests, and (d) Interest Tests.
These tests and what they measure are described below.
a) Achievement or Intelligence Tests
These are also called ‘proficiency tests’. These measure the skill or knowledge which is acquired as a result of a training programme and on the job experience. These measure what the applicant can do. These are of two types:
Test for Measuring job Knowledge: These are known as ‘Trade Tests’. These are administered to determine knowledge of typing, shorthand and in operating calculators, adding machines, dictating and transcribing machines or simple mechanical equipment. These are primarily oral tests consisting of a series of questions which are believed to be satisfactorily answered only by those who know and thoroughly understand the trade or occupation. Oral tests may be supplemented by written, picture or performance types.
Work Sample Tests: These measure the proficiency with which equipment can be handled by the candidate. This is done by giving him a piece of work to judge how efficiently he does it. For example, a typing test would provide the material to be typed and note the time taken and mistakes committed.
b) Aptitude or Potential Ability Tests
These tests measure the latent ability of a candidate to learn a new job or skill. Through these tests you can detect peculiarity or defects in a person’s sensory or intellectual capacity. These focus attention on particular types of talent such as learning, reasoning and mechanical or musical aptitude. ’Instruments’ used are variously described as tests of ‘intelligence’, ‘mental ability’, ‘mental alertness’, or simply as ‘personnel tests’.
These are of three types:
i) Mental Tests: These measure the overall intellectual ability or the intelligence quotient (I.Q.) of a person and enable us to know whether he has the mental capacity to deal with new problems. These determine an employee’s fluency in language, memory, interaction, reasoning, speed of perception, and spatialvisualisation.
ii) Mechanical Aptitude Tests: These measure the capacity of a person to learn a particular type of mechanical work. These are useful when apprentices, machinists, mechanics, maintenance workers, and mechanical technicians are to be selected.
iii) Psychomotor or Skill Tests: These measure a person’s ability to do a specific job. These are administered to determine mental dexterity or motor ability and similar attributes involving muscular movement, control and coordination. These are primarily used in the selection of workers who have to perform semi-skilled and repetitive jobs, like assembly work, packing, testing, inspection and so on.
c) Personality Tests
These discover clues to an individual’s value system, his emotional reactions, maturity and his characteristic mood. The tests help in assessing a person’s motivation, his ability to adjust himself to the stresses of everyday life and his capacity for interpersonal relations and for projecting an impressive image of himself. They are expressed in terms of the relative significance of such traits of a person as self-confidence,ambition, tact, emotional control, optimism, decisiveness, sociability, conformity, objectivity, patience, fear, distrust, initiative, judgement, dominance, impulsiveness, sympathy, integrity, and stability. These tests are given to predict potential performance and success for supervisory or managerial jobs. The personality tests are basically of three types:
i) Objective Tests: These measure neurotic tendencies, self-sufficiency, dominance, submission and self-confidence.
ii) Projective Tests: In these tests, a candidate is asked to project his own interpretation onto certain standard stimuli. The way in which he responds to these stimuli depends on his own values, motives and personality.
iii) Situation Tests: These measure an applicant’s reaction when he is placed in a peculiar situation, his ability to undergo stress and his demonstration of ingenuity under pressure. These tests usually relate to a leaderless group situation, in which some problems are posed to a group and its members are asked to reach some conclusions without the help of a leader.
d) Interest Tests
These tests are designed to discover a person’s areas of interest and to identify the kind of work that will satisfy him. The interest tests are used for vocational guidance, and are assessed in the form of answers to a well-prepared questionnaire.
INTERVIEW (Stage 4)
Personal interview is the most universally used tool in employee selection process.
Facts
women do better than men in job interviews
WASHINGTON: Women, although typically more stressed about interviewing, perform better than their male counterparts in job interviews because they handle stress better than guys, say researchers. That is the finding of new research by three University of Western Ontario researchers who looked at how men and women handled the stresses of job interviews. More >>
The following are examples of the most commonly asked illegal job interview questions. Are you married? Do you have children? How old are you? Did you graduate from high school or college? Have you ever been arrested? How much do you weigh? What country are you from? What is your native language? Are you handicapped?

• 29 questions asked in Amazon interviewsIf your direct manager was instructing you to do something you disagreed with, how would you handle it?
• Describe what Human Resource means to you.
• What is the angle between the hour hand and minute hand in an analog clock?
• What is the worst mistake you ever made?
• Describe what Human Resource means to you.
• Do you know our CEO? How do you pronounce his name?
• Here's a string with numbers from 1-250 in random order, but it's missing one number. How will you find the missed number?
• What would you do if somehow you misdirected 10,000 units of something?
• Are you willing to work on your feet for ten hours, four days a week?
• Do you think you'll reach a point where you storm off the floor and never return?
• Would you tell on a employee for stealing?
• How would you solve problems if you were from Mars?
• How do you persuade people?
• Describe what happens in your browser as soon as you hit enter after writing a URL in the address bar.
• Tell the story of the last time you had to apologize to someone.
• Walk me through how Amazon Kindle books would be priced.
• What would you do if you saw someone being unsafe at work?
• How would you improve Amazon's website?
• You have 30 people working under you with 2 working indirect. Each employee can do 150 units/hour. Each work day has two 15 min breaks and one 30 min lunch. In a 5 day work week, how many total units can you complete?
• What is the most difficult situation you have ever faced in your life? How did you handle it?
• How would you tell a customer what Wi-Fi is?
• You are Amazon and Samsung offers you 10,000 Samsung Galaxy S3s at a 34% discount. Is that a good deal?Design an online payment system.
• Design an online payment system.
• Give me an example of a time when you were 75% of the way through a project, and you had to pivot strategy -- how were you able to make that into a success story?
• Should we sell private label cleaning products?
• What would you do if you found out that your closest friend at work was stealing?
• Which Amazon leadership principle do you resonate most with?
Business Insider / January 06, 2016
Interview Meaning and Purpose:
Interview is the process of interaction between two parties who are interviewer/interviewers and interviewee. Interviewer is a person/employer who does interview to candidates seeking job. Interviewee is a person who gets interviewed by the interviewer/interviewers. The very purpose of calling the candidates for interview is to see candidates face-to-face and to know his or her attitude, behaviour, communication skills, personal/family details, work experience, interests and hobbies, subject knowledge. Sometimes interview might be platform to negotiate salary and other benefits offered to candidate if got selected. In stage of an interview, candidate may not be stressed on questions related to various related subjects because the candidate has been already passed through those tests and proved, hence called for interview.
The most common interview mistake that job candidates make is talking too much during the interview, according to a recent survey of recruiters conducted by executive search firm Korn/Ferry International. Other common mistakes cited by recruiters include lack of knowledge about the company or position, over-inflated ego and appearing overly confident.
Types of Interview
Informal Interview:
This is may take place anywhere. The employer or a manager in the personnal department, may ask a few questions, like name, place of birth, previous experience, etc. It is not planned and is used widely when the labour market is tight and you need workers very badly. A friend or a relative of the employer may take a candidate to the house of the employer or manager where this type of interview may be conducted.
Formal Interview:
This held in a more formal atmosphere in the employment office by the employment officer with the help of well-structured questions. The time and place of the interview are stipulated by the employment office.
Planned Interview:
This is a formal interview carefully planned. The interviewer has a plan of action worked out in relation to time to be devoted to each candidate, type of information to be sought, information to be given, the modality of interview and so on. He may use the plan with some amount of flexibility.
Patterned Interview:
This is also a planned interview but planned to a higher degree of accuracy, precision and exactitude. A list of questions and areas are carefully prepared. The interviewer goes down the list of questions, asking them one after another.
Non-directive Interview:
This is designed to let the interviewee speak his mind freely. The interviewer is a careful and patient listener, prodding whenever the candidate is silent. The idea is to give the candidate complete freedom to ‘sell’ himself without encumbrances of the interviewer’s questions.
Depth Interview:
This is designed to intensively examine the candidate’s background and thinking and to go into considerable detail on a particular subject to special interest to the candidate. The theory behind it is that if the candidate is found good in his area of special interest, the chances are high that if given a job he would take serious interest in it.
Stress Interview:
This is designed to test the candidate and his conduct and behavior by putting him under conditions of stress and strain. This is very useful to test the behavior of individuals under disagreeable and trying situations.
Group Interview:
This is designed to see how the candidates react to and against each other. All the candidates may be brought together in the office and they may be interviewed. The candidates may, alternatively, be given a topic for discussion and be observed as to who will lead the discussion, how they will participate in the discussion, how each will make his presentation and how they will react to each other’s views and presentation.
Panel Interview:
This is done by members of the interview board or a selection committee. This is done usually for supervisory and managerial positions. It pools the collective judgement and wisdom of members of the panel. The candidate may be asked to meet the panel individually for a fairly lengthy interview.
Structured job interview
Structured job interview techniques rely on pre-established questions and answers based on job descriptions and requirements. Job candidate responses to questions are rated against the pre-established answers, producing comparable interviews across all candidates. Structured job interviewing also keeps job interviews on track in terms of time and subject matter.
Sample interview questions
To know more about various types of interview questions may be put for inexperienced and freshers, click side heading of Sample interview questions. This website consisting questions of interview questions, may be helpful for yourself to prepare and have an idea, before facing an interview for the first time.
Facts
A panel job interview is considered the most stressful for job candidates as they face multiple interviewers who take turns asking questions. Panel interviews are more time efficient and allow decision makers to obtain the same information for making a hiring decision. Panel interviews require proper planning in order to avoid duplicate questions and to establish a rapport during the interview.
Behavioral (experience-based or patterned behavioral) interviews are past-oriented in that they ask respondents to relate what they did in past jobs or life situations that are relevant to the particular job relevant knowledge, skills, and abilities required for success The idea is that past behavior is the best predictor of future performance in similar situations. By asking questions about how job applicants have handled situations in the past that are similar to those they will face on the job, employers can gauge how they might perform in future situations.
Behavioral job interviewing was developed in the 1970s. Nearly 30% of all organizations use behavioral interviewing to some degree.
Facts
Eighty-five percent of all job failures are due to lack of appropriate work habits or behavioral issues rather than lack of technical skills. Most HR experts believe that "behavior-based" job interview techniques provide indicators of a future success. Asking a job candidate how they did something, in addition to what they did, can reveal key aspects of their personalities.

Interview Rating:

Important aspects of personality can be categorized under the following seven main headings:
• Physical Make-up: Health, physique, age, appearance, bearing, speech.
• Attainments: Education, occupational training and experience.
• Intelligence: Basic and ‘effective’.
• Special Aptitudes: Written and oral fluency of expression, numeracy, organizational ability, administrative skill.
• Interests: Intellectual, practical, physically active, social, artistic
• Disposition: Self-reliance, nature, motivation, acceptability.
• Circumstances: Domestic, social background and experience, future prospects.
This is called ‘The Seven Point Plan’. The importance of each of these points will vary from organization to organization and from job to job. Hence, these should be assigned weight-age according to their degree of importance for the job.
On the basis of information gathered through an interview, each candidate should be rated in respect of each point given above as: (i) outstanding, (ii) good, (iii) above average, (iv) below average or (v) unsatisfactory. Marks should be allotted to each of these, and the score for each point is arrived at by multiplying it by weights and the total of all these will determine the final position of a candidate at the interview.
PHYSICAL EXAMINATION (Stage 5)
Applicant who get over one or more of the preliminary hurdles are sent for a physical examination either to the organization’s physician or to a medical officer approved for the purpose.
Purposes: A physical examination serves the following purposes:
• It gives an indication regarding fitness of a candidate for the job concerned.
• It discovers existing disabilities and obtains a record thereof, which may be
helpful later in deciding the campany’s responsibility in the event of a workman’s compensation claim.
• It helps in preventing employment of those suffering from some type of contagious diseases.
• It helps in placing those who are otherwise employable but whose physical handicaps may necessitate assignment only to specified jobs.
Physical examination covers the following:
• The applicant’s medical history.
• His physical measurements—height, weight, etc.
• General examination—skin, musculature and joints.
• Specia1 senses—visual and auditory activity.
• Clinical examination—eyes, ears, nose, throat and teeth.
• Examination of chest and lungs.
• Check-up of blood pressure and heart.
• Pathological tests of urine, blood etc.
• X-ray examination of chest and other parts of the body.
• Neuro-psychiatric examination, particularly when medical history or a physician’s observations indicate an adjustment problem.
• You would realize that the importance of these characteristics varies from job to job and, therefore, different weightages have to be given to each far an overall evaluation.
REFERENCE CHECKS (Stage 6)
The applicant is asked to mention in his application the names and addresses of three such persons who usually know him well. These may be his previous employers, friends, or professional colleagues. They are approached by mail or telephone and requested ta furnish their frank opinion, without incurring any liability, about the candidate either on specified points or in general. They are assured that all information supplied would be kept confidential. Yet, often either no response is received or it is generally a favorable response.
Facts
According to a Society for Human Resource Management survey of human resources professionals, employee referral programs (ERPs) were found to be one of the most cost-effective recruiting methods available. Eight of ten survey respondents said that ERPs are more cost-effective than job search firms. Seven of ten said they are more cost-effective than other recruiting practices.
BACK GROUND VERIFICATION (Stage 7)
The background screening process involves carrying out checks at different levels, from education, employment, address check and criminal record to reference checks, checks against global regulatory and compliance databases, identity checks, drug testing, and resume validation. The companies entered into employee background verification services in 2010 because of fake documents, degrees from fake universities or unrecognised colleges are the major educational discrepancies.
For example, at entry level, candidates may only have their last/highest educational qualification, current address, drug and criminal checks conducted; while for candidates at relatively senior levels, checks such as more than one educational qualification, addresses for five to seven years, drug tests, criminal checks, regulatory and compliance database checks and employment checks are conducted.
Facts
Presumption that out of 10 resumes 4 or having fake information regarding the job experience and academic qualifications. Due to this recruiters are now employing specialised agencies which have newly come-up for background verification of candidates, this is because of raise in number of fresh graduates seeking employment and employees those who want shift their career with increase in salary
Five ways to conduct informal employee checks
Background and reference checks have become the golden rule of hiring in large companies due to instances of fraud or inflated cvs, but come with heavy costs. ET shares how one can save through informal background checks.
1.Scan social networks
Social networking sites like Facebook, LinkedIn, Twitter or Orkut can be a happy hunting ground to find out about a candidate's details. "Facebook and LinkedIn are two forums which give real feedback about a candidate, since the references they give will always hold them in good stead," says HR firm Aspire Human Capital CEO Amit Bhatia.
Job-seekers asked for Facebook passwords
SEATTLE: When Justin Bassett interviewed for a new job, he expected the usual questions about experience and references. So he was astonished when the interviewer asked for something else: his Facebook username and password.
Bassett, a New York City statistician, had just finished answering a few character questions when the interviewer turned to her computer to search for his Facebook page. But she couldn't see his private profile. She turned back and asked him to hand over his login information.Bassett refused and withdrew his application, saying he didn't want to work for a company that would seek personal information.
But as the job market steadily improves, other job candidates are confronting the same question from prospective employers, and some of them cannot afford to say no. In their efforts to vet applicants, some companies and government agencies are going beyond merely glancing at a person's social networking profiles and instead asking to log in as the user to have a look around.
"It's akin to requiring someone's house keys," said Orin Kerr, a George Washington University law professor who calls it "an egregious privacy violation." Questions have been raised about the legality of the practice, which is also the focus of proposed legislation in Illinois and Maryland that would forbid public agencies from asking for access to social networks.
2.Use your connections
Try and leverage your own business network and contacts to find out more about a candidate. "The network will always give rational feedback on a candidate. One can also tap business contacts in the same company where the prospective candidate is currently employed to get as much details," says Ma Foi Randstad MD & CEO E Balaji.
4.Just run a search
Sometimes, an internet search about a candidate can throw up information that can help you form an opinion about a candidate. This is more so for middle and senior managers.
5.Check with affiliates
These days, several professionals are affiliated with professional organisations. "A call, email or visit to such affiliate organisations will provide details and help to verify qualifications and work experience," says Reshmi Ghosh, an HR consultant.
6.Devote time
HR experts suggest spending as much time on undertaking a background check as on interviewing a candidate.
PLACEMENT (Stage 8)
Sometimes a particular person is selected for a given jab. Often more than one person may be selected for the jobs of similar nature. In the second case, individual employees have to be put under individual supervisors with the approval of the latter. In the first case also his approval is also necessary but it should be done early in the selection process.
A proper placement reduces employee turnover, absenteeism and accident rates and improves morale.
Facts
ADP Screening and Selection Services conducted nearly five million employee background checks last year. Forty-nine percent of the education, employment, and credential verifications had inconsistencies between what the applicants provided and what the source reported. Six percent of the information differences were received with negative remarks from the source inregard to the applicant.

[ Index ▲ ]

[ 6 ]

Interview questions in MNCs

Common Job Interview Questions

Where do you see yourself in five years?
Why should we hire you?
Why do you want to work here?
What do you know about us?
How do people describe you?
What is your greatest strength/ greatest weakness?
Tell Me About Yourself?
Why Should We Hire You?
Why Do You Want to Work Here?
Why Do You Want to Leave Your Current Job?
Do You Have Any Questions?
Where Do You See Yourself in 5 Years?
What Do You Know About Us?
After a Layoff: Why Did You Leave Your Job?
After Being Fired: Why Did You Leave Your Job?
Explain Your Gap in Employment?

Common Job Interview Questions

No way can you foresee each and every question you might be asked in an interview but you can be smart by preparing sturdy, crisp responses to usually asked questions. Nearly all interviewers ask analogous questions to get acquainted with candidate's abilities & experience and evaluate his capability to do justice with the job.
Introduce yourself.
This is over and over again the first question in an interview. It's the most complicated one if you're not all set. Keep in mind, the interviewer does not want to hear about your hobbies. Its time for one-minute gist of your years of experience and skills in the context to the job you are looking forward to get. Sell your professional self.
Why should we hire you?
Most people answer generally, so you need something substantial to stand out. Give genuine examples that demonstrate you as the best-suited for the position. Highlight your achievements and undertakings that are relevant to get the job.
Why do you want this job?
Use this occasion to demonstrate how much you know about the company and, most prominently, how you fit best. Concentrate on challenges in the job and organization to show your comprehensive knowledge. Spot out things you have done in past job to take care of the similar issues.
What are your weaknesses?
Answer this question to your benefit. "I would turn my weaknesses into strengths," For example, if my weakness is lack of tolerance I would counter it by saying; I have learned particular measures to make sure I remain composed and considerate." Don't pretend that you do not have a weakness.
Why did you quit your previous job?
Never evaluate your previous company, the boss, or colleagues. You should have a fine perceptive of the job you're applying to twist this question. You may say that, you really enjoyed various aspects of your previous job and spotlight on how this new job will give you the chance to contribute meticulously on areas that are essential for the current position.
Where would you be five years from today?
Don't get swayed away by your five-year plan. You are expected to speak about goals related to the job. This will reveal that you know the industry, the organization and you are looking forward to grow here.
Remember the interviewer is trying to find if you can play a positive role in the organization!

>
29 questions asked in Amazon interviews

• If your direct manager was instructing you to do something you disagreed with, how would you handle it?
• Describe what Human Resource means to you.
• What is the angle between the hour hand and minute hand in an analog clock?
• What is the worst mistake you ever made?
• Describe what Human Resource means to you.
• Do you know our CEO? How do you pronounce his name?
• Here's a string with numbers from 1-250 in random order, but it's missing one number. How will you find the missed number?
• What would you do if somehow you misdirected 10,000 units of something?
• Are you willing to work on your feet for ten hours, four days a week?
• Do you think you'll reach a point where you storm off the floor and never return?
• Would you tell on a employee for stealing?
• How would you solve problems if you were from Mars?
• How do you persuade people?
• Describe what happens in your browser as soon as you hit enter after writing a URL in the address bar.
• Tell the story of the last time you had to apologize to someone.
• Walk me through how Amazon Kindle books would be priced.
• What would you do if you saw someone being unsafe at work?
• How would you improve Amazon's website?
• You have 30 people working under you with 2 working indirect. Each employee can do 150 units/hour. Each work day has two 15 min breaks and one 30 min lunch. In a 5 day work week, how many total units can you complete?
• What is the most difficult situation you have ever faced in your life? How did you handle it?
• How would you tell a customer what Wi-Fi is?
• You are Amazon and Samsung offers you 10,000 Samsung Galaxy S3s at a 34% discount. Is that a good deal?Design an online payment system.
• Design an online payment system.
• Give me an example of a time when you were 75% of the way through a project, and you had to pivot strategy -- how were you able to make that into a success story?
• Should we sell private label cleaning products?
• What would you do if you found out that your closest friend at work was stealing?
• Which Amazon leadership principle do you resonate most with?

11 hardest Google job interview questions

1. How many petrol stations are there in the US?
2. How much should you charge to wash all the windows in Seattle?
3. Design an evacuation plan for San Francisco.
4. How many times a day does a clock’s hands overlap?
5. How many vacuum’s are made per year in US?
6. Why are manhole covers round?'
7. Estimate the number of students who are college seniors, attend four-year schools, and graduate with a job in the United States every year.
8. How many degrees are there in the angle between the hour and minute hands of a clock when the time is a quarter past three?
9. You’re the captain of a pirate ship, and your crew gets to vote on how the gold is divided up. If fewer than half of the pirates agree with you, you die. How do you recommend apportioning the gold in such a way that you get a good share of the booty, but still survive?
10. How many piano tuners are there in the entire world?
11. How many golf balls could you fit into a classic American school bus?

23 tough interview questions heard at Facebook

Facebook is one of the most sought-after workplaces in the tech industry. Its interns make $25,000 more than the average US citizen. And famously, employees on job website Glassdoor voted Facebook as the No. 1 company to work for overall.
But in order to get a job there, one needs to answer some tricky questions first.
We've compiled some of the toughest Facebook interview questions shared by people on Glassdoor. Whether you're looking for a programming job or a marketing position, these interview questions will surely be of help.
• There is a building with 100 floors. You are given 2 identical eggs. How do you use 2 eggs to find the threshold floor, where the egg will definitely break from any floor above floor N, including floor N itself.
o Position: Data scientist
• Question: If you were going to redesign an ATM machine, how would you do it
o Position: Product designer
• How many birthday posts occur on Facebook on a given day?
o Position: Data scientist
• How much do you charge to wash every window in Seattle?
o Position: Online sales operations
• What would you do on day 1 here?
o Position: Technology partner
• Describe how the website works. (That's the whole question, with no context.)
o Position: Technical project manager
• You have two lightbulbs and a 100-story building. You want to find the floor at which the bulbs will break when dropped. Find the floor using the least number of drops.
o Position: Software engineer
• How many vacuums are there in the USA?
o Position: Risk analyst
• What options do you have, nefarious or otherwise, to stop people on a wireless network you are also on (but have no admin rights to) from hogging bandwidth by streaming videos?
o Position: Production engineer
• Tell me your plan of action if you saw that photo uploads suddenly dropped by 50%.
o Position: Operations associate user intelligence
• A Russian gangster kidnaps you. He puts two bullets in consecutive order in an empty six-round revolver, spins it, points it at your head and shoots. *click* You're still alive. He then asks you, do you want me to spin it again and fire or pull the trigger again. For each option, what is the probability that you'll be shot?
o Position: Internet marketing
• Should Facebook continue to add features or rely on 3rd party apps?
o Position: Product designer
• What are you least proud of in your resume?
o Position: Media solutions specialist
• Given access to all the data Facebook collects, what would you do with it?
o Position: Product analytics
• Write a paper on the valuation of Facebook (this question was asked before Facebook went public). What are the greatest technological advancement of the past 20 years.
o Position: Software engineer
• If you have 100 credit card numbers (and all info) how would you make as much $ possible in 24 hours using only online transactions? (Many follow up questions of how to get around certain fraud deterrents.)
o Position: Ads risk associate
• You are trying to rob houses on a street. Each house has some amount of cash. Your goal is to rob houses such that you maximize the total robbed amount. The constraint is once you rob a house you cannot rob a house adjacent to that house.
o Position: Software engineer
• 25 racehorses, no stopwatch. 5 tracks. Figure out the top three fastest horses in the fewest number of races.
o Position: Software engineering summer intern
• What is the process you would go about in spotting a fake profile?
o Position: User operations analyst
• Do you think that Facebook should be available in China?
o Position: User operations analyst
• ou're about to get on a plane to Seattle. You want to know if you should bring an umbrella. You call 3 random friends of yours who live there and ask each independently if it's raining. Each of your friends has a 2/3 chance of telling you the truth and a 1/3 chance of messing with you by lying. All 3 friends tell you that 'Yes' it is raining. What is the probability that it's actually raining in Seattle?
o Position: Data scientist
• How much money is spent on the internet?
o Position: Account manager
• If you were an animal what kind would you be and why?
o Position: User operations analyst
Business Insider / June 03, 2015

25 tough questions asked in Apple interviews

Apple is known for being one of the most challenging places to work at, so it's not surprising to learn that getting a job there is no easy task.
Like Google and other big tech companies, Apple asks both technical questions based on your past work experience and some mind-boggling puzzles. We combed through recent posts on Glassdoor to find some of the toughest interview questions candidates have been asked. Some require solving tricky math problems, while others are simple but vague enough to keep you on your toes.
"Who is your best friend?"
Asked to: Family room specialist candidate
"Explain to an 8-year-old what a modem/router is and its functions."
Asked to: At-home advisor candidate
"If you have 2 eggs and you want to figure out what's the highest floor from which you can drop the egg without breaking it, how would you do it?
What's the optimal solution?"
Asked to: Software engineer candidate
"Who is your best friend?"
Asked to: Family room specialist candidate
"Explain to an 8-year-old what a modem/router is and its functions."
Asked to: At-home advisor candidate
"How many children are born every day?"
Asked to: Global supply manager candidate
"You have a 100 coins laying flat on a table, each with a head side and a tail side. 10 of them are heads up, 90 are tails up. You can't feel, see or in any other way find out which side is up. Split the coins into two piles such that there are the same number of heads in each pile."
Asked to: Software engineer candidate
"There are three boxes, one contains only apples, one contains only oranges, and one contains both apples and oranges. The boxes have been incorrectly labelled such that no label identifies the actual contents of the box it labels. Opening just one box and without looking in the box, you take out one piece of fruit. By looking at the fruit, how can you immediately label all of the boxes correctly?"
Asked to: Software QA engineer candidate
"Scenario: You're dealing with an angry customer who was waiting for help for the past 20 minutes and is causing a commotion. She claims that she'll just walk over to Best Buy or the Microsoft Store to get the computer she wants. Resolve this issue."
Asked to: Specialist candidate
How would you breakdown the cost of this pen?"
Asked to: Global supply manager candidate
"A man calls in and has an older computer that is essentially a brick. What do you do?"
Asked to:Apple Care at-home consultant candidate
"Are you smart?"
Asked to: Build engineer candidate
"Have you ever disagreed with a manager's decision, and how did you approach the disagreement? Give a specific example and explain how you rectified this disagreement, what the final outcome was, and how that individual would describe you today."
Asked to: Software engineer candidate
"You put a glass of water on a record turntable and begin slowly increasing the speed. What happens first -- does the glass slide off, tip over, or does the water splash out?"
Asked to: Mechanical engineer candidate
"Tell me something that you have done in your life which you are particularly proud of."
Asked to: Software engineering manager candidate
"Are you creative? What's something creative that you can think of?"
Asked to: Software engineer candidate
"Describe a humbling experience."
Asked to: Apple retail specialist candidate
"What's more important, fixing the customer's problem or creating a good customer experience?"
Asked to: Apple at-home advisor candidate
"Why did Apple change its name from Apple Computers Incorporated to Apple Inc?"
Asked to: Specialist candidate
"You seem pretty positive, what types of things bring you down?"
Asked to: Family room specialist candidate
"Show me (role play) how you would show a customer you're willing to help them by only using your voice."
Asked to: College at-home advisor candidate
"What was your best day in the last 4 years? What was your worst?"
Asked to: Engineering project manager candidate
"Why do you want to join Apple and what will you miss at your current work if Apple hired you?"
Asked to: Software engineer candidate
"How would you test your favourite app?"
Asked to: Software QA Engineer candidate
"How would you test a toaster?"
Asked to: Software QA engineer candidate

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[ 7 ]

Pseudo Scientific Methods of selection - Phrenology - Graphology - Physiognomy

Pseudo-Scientific Methods of Selection: In the past, and to some extent even now, stereotyped impressions of personality and characteristics were used as a basis of selection. These impressions were gathered through pseudo-scientific methods, like phrenology, physiognomy and graphology.
Evaluating the abilities of a human being is an extremely difficult task. This fact has not entirely prevented the use of various techniques of quick appraisal, some of which are well organized can be called "pseudosciences." Among such practices are phrenology (skull protrusions), physiognomy (facial features), astrology (birth date), and graphology (handwriting).
Most people do not consciously practice any of these pseudosciences, but many have favourite techniques of their own. We must emphasize that there is no easy shortcut to the accurate evaluation of a human being under any circumstances.
Facts
According to CareerMag.com, the typical personality type in the HR field is described as: cautious, gentle, and thoughtful; hesitant until they know people well then affectionate and caring; very literal and aware of the physical world; uncompromising about personal standards and easily offended; diligent and conscientious, organized and decisive.

PHRENOLOGY

Which focuses on personality and character, Phrenology is the study of the structure of the skull to determine a person's character and mental capacity. In this science in which the personality traits of a person were determined by "reading" bumps and fissures in the skull. Developed by German physician Franz Joseph Gall around 1800 .Phrenologists would run their fingertips and palms over the skulls of their patients to feel for enlargements or indentations. The phrenologist would usually take measurements of the overall head size using a caliper. With this information, the phrenologist would assess the character and temperament.

GRAPHOLOGY

The term ’graphology’ was first used by the Frenchman Michon in 1875, from the Greek ‘grapho’ meaning I write, and ‘logos’ meaning theory. The study of handwriting and its analysis was first developed by the Chinese 3,000 years ago. The Romans used graphology is the study and analysis of handwriting especially in relation to human psychology. It is now an accepted and increasingly used technique for assessment of people in organizations. Handwriting analysis is an effective and reliable indicator of personality and behaviour, and so is a useful tool for many organizational processes, for example: recruitment, interviewing and selection, team-building, counseling, and career-planning. Handwriting must be studied taking into consideration the size and slant of letters, word spacing, line spacing the way zones are used, pressure and margins applied.
Example:
Small size hand writing
Such persons are meticulous and observant, reserved and restrained. They are mentally alert but lack self-confidence.
Large size
Such persons are bold and aggressive. They are ambitious, enthusiastic and extrovert. Lacks concentration and discipline. Strongly motivated, confident and optimistic.
Moderate size
Such persons are conservative, conventional and traditional, practical and realistic. They are honest, sincere, adaptable and moderate in attitude.
Variable size
Such persons are moody and quick-tempered. They are indecisive and inconsistent. They are naive and immature, unpredictable and emotionally off-balance.
Extreme Left Slant
• Such persons have a repressed
• Child hood and are fearful of the life itself.
• They are emotionally withdrawn,
• Apprehensive of intimacy and defensive.
Extremely Right Slant
• This pattern indicates insecurity and impulsiveness.
• Such persons are sensitive, possessive and intense.
• At times they are unrestrained and capable of hysteria.
Heavy Pressure
Such persons are aggressive, possessive violent and egoistic. They are creative enthusiastic, sensuous and enduring. It shows an emotionally strong and deeply committed person
Light pressure
Such persons are sensitive, tender, tolerant, spiritual, adaptable and forgiving. They are passively indifferent,weak-willed and lack vitality. It indicates physically weak and fragile person who prefers pastel colors.

PHYSIOGNOMY

Is the assessment of a person's character or personality from their outer appearance, especially the face. The term physiognomy can also refer to the general appearance of a person, object or terrain, without reference to its implied characteristics.
The practice was well-accepted by the ancient Greek philosophers but fell into disrepute in the Middle Ages when practiced by vagabonds and mountebanks. It was then revived and popularized by Johann Kaspar Lavater before falling from favour again in the 20th century. It is now being revived again as some new research indicates that people's faces can indicate such traits as trustworthiness, social dominance and aggression. The latter trait seems to be determined by the level of the hormone testosterone during puberty which affects the ratio between the height and width of the face - aggressive individuals are found to have wider faces.
Physiognomy of Men
• Height:A tall man is usually a symbol of good personality of man. A tall man with well-proportioned body parts is lucky and leads a comfortable life. A short statured man is sexy in nature; often he is clever and cunning.
• Head : If the head is round and big in size, it denotes that such a person will be a good administrator and will hold a good position in life. When the head is level and full of hair, it indicates an intelligent, witty nature full of good qualities. If the head is more broad than long, it means that such a person will be unlucky and devoid of wealth. If the head is small, the person will be devoid of intelligence and will not be so lucky.
• Ears: When the ears of a man are small in size, it indicates his foolish nature. a long eared person is very often intelligent. If the ears are twisted and hard like stone, the person will be stout of body and wrestler. If the ear frame is thin, the person will either be a king or a scholar, but if it is thick, he will be a cheat, unreliable and may commit evil acts.
Physiognomy of Women
• Eyebrows: When the eyebrows are like a bow and the hair is soft, black and neither scanty nor bushy, that is the sign not only of beauty but also of good luck and strong character. When the eyebrows are hairless or have scanty hair, it is an omen of bad luck. When eyebrows join in centre above the nose it is a sign of widowhood. Such a woman is wicked and a cheat. If the eyebrows are straight, lengthy, thick, ill formed and reddish, with broken joints, it indicates an unlucky woman. When the eyebrows are curved and bent over the eyelids, black coloured, soft, of even thickness, it is a sign of a lucky damsel.
• Hair: Long, dark hair is considered as part of beauty. Shoulder length hair (naturally) indicates a self-praising, envious and jealous woman. If the hair is red in color, the woman is considered to be harsh tempered, quarrelsome and ill natured. Black and curly hair indicates that the woman is lucky and wealthy. A woman with thick, coarse, short and rough hair is considered to have bad luck. When hair is soft, silky, thin, dark, very long up to knees, it is an indication of beauty and good luck.
• Nose: If the nose of a woman is hooked like a parrot, she is good natured, enjoys fame, is clever and a well-wisher of her family. A straight nose and of normal length makes a woman beautiful, wise, witty and diligent. A woman with a small nose is cunning, shrewd, mischievous and lustful. If the nose is depressed in the middle, the front part very high, crooked or very fat, then such a woman will be devoid of love and sympathy. she will be wicked, cruel, loose in character and hasty in decision. If the nostrils are fat and wide, the woman will be lazy, strong headed, proud and fond of a pleasurable life. If the tip of the nose is small, the woman will pass her life as a slave. If the tip of the nose is long, she will be of harsh temperament. If the tip is depressed, it is an omen for longevity of her husband. If there is hair on her nose, she is shrewd and unlucky.
Facts
Having easy-to-pronounce name can propel you up career ladder
Researchers from Melbourne and New York universities have carried out the study and found that people with simple easy- to-say names are likely to fare better in careers than those with a tongue twister.
The study found that discriminating against a hard-to- pronounce name is not deliberate but a subconscious prejudice.
"Having a simple, easy-to-pronounce name is more likely to win you friends and favour in the workplace. The effect is not due merely to the length of a name or how foreign-sounding or unusual it is, but rather how easy it is to pronounce.

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[ 8 ]

Recruitment and selection

Recruitment and selection

Recruitment refers to the process of finding possible candidates for a job or function, undertaken by recruiters. It may be undertaken by an employment agency or a member of staff at the business or organization looking for recruits. Advertising is commonly part of the recruiting process, and can occur through several means: through newspapers, using newspaper dedicated to job advertisement, through
professional publication, using advertisements placed in windows, through a job center, through campus interviews, etc.
Suitability for a job is typically assessed by looking for skills, e.g. communication skills, typing skills, computer skills. Evidence for skills required for a job may be provided in the form of qualifications (educational or professional), experience in a job requiring the relevant skills or the testimony of references. Employment agencies may also give computerized tests to assess an individual's "off-hand" knowledge of software packages or typing skills. At a more basic level written tests may be given to assess numeracy and literacy. A candidate may also be assessed on the basis of an interview. Sometimes
candidates will be requested to provide a résumé (also known as a CV) or to complete an application form to provide this evidence.
RECRUITMENT PROCEDURE:
Before going to recruitment, careful study is needed about jobs which are to be kept under recruitment. Careful study is nothing but doing Job analysis which is otherwise called as collection of every information about the job so as to figure out exact candidate needed to perform said job.
HR manager needs careful attention and should be diligent while going for recruitment of human resource, since it grabs attention of prospective employees at large. However it is not so easy to find out skilled people. Hence various tests in selection process helps to identify potential candidate needed for an organisation. Coming to procedure for recruitment, it depends on nature and size of organisation. But concept of recruitment is one and same. Recruitment does in various modes which are basically categorised into two out of that first one is internal recruitment and external recruitment, which are elaborately explained in detailed below. Whatever the mode of recruitment preferred by an organisation, it should be clear in what an organisation needs and easily understandable by prospective employees at large so as to avoid frivolous and unsolicited applications which will consume lot of time for an organisation to identify them. Hence organisation should be clear and thoroughly check before posting recruitment.
Basic contents of Recruitment notification;
1. It contains brief about an organisation which is recruiting.
2. Contains number of posts/jobs lying vacant in an organisation.
3. Contains number of jobs in reserved category. (especially in government organisation jobs are allotted to reserved category).
4. Contains information about gender needed for the jobs. (For example: Male or female)
5. Contains information about educational qualification needed to qualify for applying to job.
6. Contains information about work experience needed. (points from 2 to 6 are nothing but called as Job specifications, it is a statement that describes about specifications needed by a candidate to have qualified for a applying said job)
7. It contains most important information that is, Job description, which is the statement of information about duties and responsibilities of the job.
8. Contains information about salary particulars, employee benefits and other allowances to be provided.
9. Selection tests which must be passed by candidates so as to have job.
10. Terms and conditions if any.
Selection
Selection is the process used to identify and hire individuals or groups of individuals to fill vacancies within an organization. Often based on an initial job analysis, the ultimate goal of personnel selection is to ensure an adequate return on investment--in other words, to make sure the productivity of the new hire warrants the costs spent on recruiting and training that hire.
Several screening methods exist that may be used in personnel selection. Examples include the use of minimum or desired qualifications, resume/application review, oral interviews, work performance measures (e.g., writing samples), and traditional tests (e.g., of job knowledge).
The field of personnel selection has a long history and is associated with several fields of research and application, including human resources and industrial psychology.

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Source: Human resource management (web). www.whatishumanresource.com (english)

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