ejaz full formatted file

submitted to bite college IN PARTAIL SUBMISSION OF MBA COURSE FOR YEAR 2010 TO 2011

Domino’s Pizza Group

Recruitment & selection

Name:_____________

4/9/2011


DECLARATION

I declare that no portion of the work referred to in the dissertation has

been submitted in support of an application for another degree or

qualification of this or any other university or other institute of learning.

Further, all the work in this dissertation is entirely my own, unless

referenced in the text as a specific source and included in the bibliography.

Name: EJAZ KHAN

Date: 09th April 2011

Recruitment and Selection Report


ACKNOWLEDGEMENTS

I am grateful to the almighty and merciful God to give me strength and without his grace

and blessings I would not be able to complete this dissertation successfully.

This study could not have been possible without motivation and inspiration from my

parent. They have been my support in numerous ways and I am thankful to God give me

such an inspirational brother and sister.

Thanks are due to my supervisor; DANISH KRISHNA for him insights, perspectives,

knowledge, guidance and patience. My sincere thanks and gratitude is due to all the

faculty members Mr. DANISH KRISHNA and staff of BITE, who have been very helpful,

supportive and generous to me.

I would like to thank from bottom of my heart to staff and management team of

DOMINO’S PIZZA management for their great support during the research. They

provided me with guidance and information as much as they could. My work would

have not been worthwhile without the information provided by them.

At last, I would like to thanks all kind support received from my friend as specially Miss.

RAINA WEHVARIA, Mr. ISHAQ KHAN and all those around me not been mentioned by

name but do deserve respect.



SUMMARY

Today, every organization has personnel in planning an activity as necessary. This is an

important part of an organization. Human resource planning in the long term success of

the organization is a critical component. There are a few ways that every organization,

which ensures that the right kind and number of people, right place and right time, so

the organization can achieve its purpose plans are after.

Aimed at human resources department human resources planning, recruitment and

selection, training and development, career planning, transfer and promotion, risk

management, performance evaluation and so on. Each object needs special attention

and proper planning and implementation.

It is important for every organization to work on the right is the right person.

Recruitment and selection plays an important role in this situation. Skills shortage and

employers about how to use new technology to recruit and select staff are putting

considerable pressure. It out recruitment and selection process is recommended to take

a strategic analysis.

With reference to the context, this project highlights the recruitment and selection

process is designed. Earth and the recruitment and selection of the project, including

definition of needs and recruitment, recruitment process, the purpose of evaluating

recruitment tips. Recruitment through the appropriate application is an organization of

the sources. Scientific recruitment and selection, an organization should follow the right

manpower. Job analysis, which gives an idea about the work required. The next

selection process is the selection of test type, the type of interview, common interview

problems and their solutions, including ways.

Recruitment and selection process are together and are incomplete without each

other. They are the key components are different from each other. Since all aspects,

need practical examples and explain the project's recruitment and selection process,

including Infosys. And a practical case study. It also ranked consultants to various

addresses and magazine ads include the pricelist.



ContentsDECLARATION..........................................................................................................................2ACKNOWLEDGEMENTS...........................................................................................................3

SUMMARY...........................................................................................................................4CH: 1 INTRODUCTION TO TOPIC................................................................................71.1Topic of research.............................................................................................................71.2 Introduction....................................................................................................................71.3 Research background.....................................................................................................91.4 Purpose...........................................................................................................................91.5 Objectives........................................................................................................................91.6 Logical to select topics.................................................................................................101.7 Limits.............................................................................................................................101.8 Company Overview......................................................................................................10CHAPTER: 2 LITERATURE REVIEW.........................................................................122.1 Introduction..................................................................................................................122.2 RECRUITMENT.............................................................................................................15

2.2.1Definition:................................................................................................................152.2.2Need for recruitment................................................................................................152.2.3 Effect of recruitment...............................................................................................162.2.4 Business impact on the success of recruitment.......................................................162.2.5Principals Recruitment process................................................................................172.2.6 Recruitment Checklist.............................................................................................172.2.7 Purpose and importance of hiring...........................................................................182.2.8 Recruitment process................................................................................................19

2.2.9 Evaluate the recruitment process................................................................................242.2.10 Sources of Recruitment.............................................................................................24

Internal Recruitment.........................................................................................................242.2.11 Factor affecting recruitment..................................................................................302.2.12 E-Recruitment.......................................................................................................322.2.13 what is the diversity recruitment...........................................................................33

Safe recruitment and selection process............................................................................352.3 Selection........................................................................................................................362.3.1 Selection Process.......................................................................................................362.3.2 Problems in the effective selection.............................................................................50



2.4 difference (recruitment and selection)...........................................................................51CH: 3 RESEARCH METHODOLOGY..........................................................................533.1Research methodology....................................................................................................53Structure of methodology/ statement of design................................................................533.2 Design detail...................................................................................................................533.3Research ethics................................................................................................................543.3.1 What?..........................................................................................................................543.3.2 Which?........................................................................................................................553.4 Sources and Applications...............................................................................................553.4.1 Primary Source............................................................................................................553.4.2 Secondary sources.......................................................................................................553.5 Data analysis and interpretation.....................................................................................563.6 Structure and presentation..............................................................................................56CH: 4DATA ANALYSIS...................................................................................................574.1Data analysis..................................................................................................................574.1.1Factor affecting the domino’s work system.............................................................574.1.2 Working at Domino's................................................................................................584.1.3Domino’s recruitment and selection process..........................................................62CH: 5 CONCLUSIONS AND FINDINGS.......................................................................675.1 Conclusion......................................................................................................................675.2 Recommendation............................................................................................................68



CH: 1 INTRODUCTION TO TOPIC

1.1Topic of research

“The critical investigation of the recruitment and selection process in the Domino’s

pizza store”

1.2 Introduction

It was early 2000 when India from a manufacturing to a service transit experienced a

solid state dominated. Job Hunting by individuals by employers there a gradual shift to

large-scale recruitment was done. Because of the emergence of the IT and ITES. Our

manpower due to an edge that we have a global outsourcing destination has become the

largest English speaking country of factors operating mainly at the cost of having played

a major role. The country had so much impact on the economics of the financial sector

boosted as there is just to reduce income tax liability was beyond the scope of

investment and savings. The growth of consumerism in the country increased following

this type of retail businesses grow along the food chain. Between the overall

developments is a major industry that emerged was high and each with telecom and

aviation sector is growing more. Telecom with IT, ITES retail, and increases because all

areas of finance collective human capital that need to communicate to senior needs.

In 1991 I started my career way back, people to people contact in today's environment,

while communication was minimal contact from person to person and move on within

the country has taken a quantum leap; We need global communication. I started my

career with project management consulting and high tech procedure compute and tools

designed to work alcoholic of me on the right track in the deep and considered

themselves, as long as I have a corporate projects where the company derives a non-

professional profile that have joined me uneasy technical. This concept was the need to

communicate during that time was at least, ever since has taken a quantum leap is

needed, thus contributing to an adequate human resource consulting industry, giving

the opportunity.



Because of manpower in India is a great need and what the current and future human

resource consulting industry over the scope of analysis to guide us. Emergence of the

above areas, clearly young and manpower for border with distinction at large would

indicate great need of human capital. In some areas like IT, ITES, finance and human

resource professionals will be eligible for the retail, telecommunications and vitiation

such areas receive less qualified skills and attitudes based on our younger generation

can absorb manpower. One another and the wave will increase the demand for human

resources consulting industry on hand, though considerable responsibility will create a

demand for manpower requirements. There are refocusing on root growth in

importance and scope of negligence before we further define and understand the

possibilities of HR consulting. Our human resource development particularly with

respect to demand started, with the emergence of IT and ITES and that we become an

outsourcing destination. The primary reason is that we are the world's largest English

speaking nation. But we already have focused on the issue ever since we thought we

would always enjoy a monopoly, China factor neglected in some way, they are being a

non-English speaking country. China because of productivity ahead on several fronts,

now they are training themselves in English and as per my knowledge they already have

the number two outsourcing destination and ready to challenge the monopoly of India

as far ITES as the regards to the point.

Performance and productivity of the unit is greatly increased when a valid candidate

achieved through proper recruitment and selection is. The proposal, the most important

HR function to see an example of the process is conceived Domino's Pizza. And the

selection or hiring of employees for Domino policy regulation will lead to a huge impact

on store performance. The goal of organizations to easily consolidate human resource

human resource planning with regard to implementation of the policy is

achieved. Working in business today is very important that each and every employee is

considered as valuable assets of the company. There are staff assigned to conduct the

proper code to get the pre-determined course of action is to be useful. HRM and the role

played by the recruitment selection is important, because with the right position at the

right place at the right time brings the right candidate.



Shop for or enhance the performance of the unit selected for precision work or recruit

the right person to have a basic need. The proposal is aimed at staff recruitment and

selection can be analyzed to the unit, its objectives have been achieved or not or

measure the performance of affected employees. Domino skilled employees from all

levels of the company are examined.

1.3 Research background

Market researchers, psychiatrists, specialists, business analysts and students did

not. HRM recruitment and selection function of the Task Force highlights the

importance’s of enterprise researchers. The main purpose of this report shows how to

deal with recruiting and selecting the right candidate will be increased. There are plenty

of articles and a journal relevant to the topic with some or with similar aims was

introduced. There are also other important functions and activities going on in

departments according to the quality and proper system management are to be seen.

Skilled person would be better if selected as a case of the Domino's company will

perform with the subject's core identity.

1.4 Purpose

The research of human resource strategies and HRM policies for recruitment and

selection activities to be considered resident aiming for the report. The purpose of this

report is to highlight here how the recruitment and selection process is what matters in

the home of the business affect the performance of employees are the company for the

process by selecting the best human resources are eligible to compete.

1.5 Objectives

About Domino's human resource policies and company to get good results to

identify the impact of this policy staff with aspects of creating excellence

To approach the future expansion and other development on the company's

success with the pre-defined goals have affected their recruitment and selection

process to achieve the plan.



Recruitment and selection masks for people working in the store policy to

review

Recruitment and selection through the analysis of existing policies, a calculative-

based that it is effective and useful for the future.

A high diver to technology measures the efficiency of infiltration unit

recruitment, selection process and relevant models and theories underlying the

recruitment and selection process to understand the level of performance.

1.6 Logical to select topics

There should be reasonable as there are various departments such as finance and

operations will be done at the high weight age of visualizing knowledge about the unit's

higher interest. There research interest as well as recruitment and selection process in

order to understand the performance of Domino's employees, more than one level was

received.

1.7 Limits

There was enormous adversities research time because of the researchers were, as it

was difficult to research various aspects and issues which were faced by the research to

successful completion. There is also huge loss energy, time and money invested by

researchers to work on this report was through. Nothing in the employee questionnaire

that were unanswered due to lack of interest.

1.8 Company Overview

Domino was analyzed in this work; the company was too big to see. This best pizza

makers in the whole world is one. After the pizza hut pizza is holding the second highest

ranking, where Pizza Hut, American pizza and other pizza company was the way

different companies. The company is competing with the local pizza. Fast food and

franchise business plan The first idea was started by Domino's Pizza.



Domino's stores is holding all the countries around the branches in various countries to

provide the 192 countries, masks are available, where the Pizza Hut and other pizza

maker is not available with the store 6 with Continental.

Domino's Pizza is an international fast food pizza delivery corporation. It was founded

by Tom Monaghan. Currently is about 55 countries, 8,500 corporate and franchised

stores, including all 50 U.S. states. The second-largest pizza chain behind Pizza Hut in

the United States was. In 1967, the first Domino's Pizza franchise store opened in

Ypsilanti. Mask has continued to grow and in 1978 opened its 200 stores.

May 13, 1983, the Domino's Winnipeg, Canada in its first international store opened.

That same year, Domino's opened its 1,000 th store overall, and was until 1995 Domino

1000 international locations. In 1998, after 38 years of ownership, Domino's Pizza

founder Tom Monaghan announced his retirement and Bain Capital, Inc for about $ 1

billion company has sold 93 percent off the company's day-to-day operations in being

involved. A year later, the company's president and CEO David A. Brandon's was

selected. The company has been involved in day-to-day operations.

Function together in 2006, Domino's Huntley Illinois, and its 3,000 th international

store in Panama City has opened its 5,000 th U.S. store, the system is making 8,000 total

stores. Domino's also that Taillight, Dublin, Ireland, Domino's pizza shop in the $ 3

million per year (2.35 million €) became the first in the history of the affected

businesses. As September 2006, the 8238 stores in the U.S. gross income is $ 1.4

billion. In 2007, Domino's has introduced its veterans programs and franchising Dream

and rolled out, give your order online and mobile sites. New York City and Washington

DC In 2001, the company's stock more than 12,000 pizzas to relief workers at the World

Trade Center and Pentagon after the September 11 attacks provided. Corporation

through a matching funds program, the American Red Cross' disaster relief efforts for

the $ 350,000 donated. In industry publication Today Pizza making companies from

where, Domino's Pizza in 2003 "Year of the chain" mention in leading journal.



CHAPTER: 2 LITERATURE REVIEW

2.1 Introduction

Recruitment of human resource management is a very important process. This is a very

important tool that is used by many businesses or corporations. Recruiting is a form of

business competition. This tool helps organizations achieve their overall corporation

closer. That recruitment of top management demands serious attention because it is

said that any business strategy for the business would falter without the talent to

execute the tie. Recruitment is a certain amount of steps or procedures as mentioned in

our text books. Recruitment is followed by a series of steps. For example, initial

screening, selection, orientation, location, and performance management. To some

extent all of these steps depend on the labor market which exists in some organizations

Hiring a two-way process in which organizations are looking for prospective employees

and vice-versa. Recruitment success depends on time. To succeed in the hiring process

there should be a medium of communication.

For an organization to recruit successfully there must be planning to enroll. (1) How

many employees work for the needs and (2) when they are needed, an organization

should know before hiring two important factors. Time frame should also be considered

that employment application and resume is submitted and when the employee is

hired. Employee's average working time of about 43 days is to start a single section.

Recruitment in the pipeline include: resume, invitations, interviews, offer and

acceptance.

Internal recruiting organization at the start of a promotion for existing staff, especially

understands. Which allow managers to turn many internal recruitment or promotion,

transfer to a different department employees do not provide interviews to be

considered in the process may be issues? "Most observers of the existing staff are

reluctant to release. To take pay cuts as they are" (Lord, 1989 JS). Promoting from

within to overcome such issues, policies have been developed, but top management

about the need to support policies. Internal recruitment job postings, employee

referrals and job pools are temporary. Job posting the company's intranet, company

newsletter or bulletin board can be posted. Employee referrals are a current employee



to select available positions that meet the candidate refers consist of. The referral to the

existing employee compensation. Temporary work temporary jobs opening up of the

pool. These positions Labor illness, leave out, and resign because of factors such as help

with the demand. (Waynie F. Cascio, 210 P).

External recruitment is the process of recruiting from outside the labor market. This

type of recruiting organizations like the current staff skills required for a position is not

available. This type of recruitment in small and large firms varies. External recruitment

process consists of the following sources: universal relations, executive search firms,

employment agencies and recruitment advertising.

Organizations, universities or colleges are to be approach the recruitment of candidates.

They often want schools that meet their needs. In addition to recruiting organizations is

often various activities which will be between them by providing an open network to

interact with universities. Gifts and grants, summer, employment and consulting

projects with faculty: includes such activities.

Companies often have contracts with employment agencies. An organization needs to

provide qualifications for each position with the agency offers. Starting salaries of

agency fees 10% -30% of employees vary. However, employees hired under the

contract within 30 days changes, the agency charges 99% of the person charged may

return to the organization. Recruiting organizations often use the middle when the

company is so big.

In addition, recruitment advertising newspaper advertising, corporate home page,

career fairs, former employers, public employment agencies is like these, there are

many ways for external recruitment jobs are advertised.

When it comes to temptation, hunting for the right candidate gets more difficult. That's

why many resumes and application specific program file has been created in order for

sorting. Transfer and registration on the special bonus offers that is not always one. A

dedicated human resources department that carefully reviewing these applications will

go through the trouble of being, companies are reducing their business while those who



qualified for the position being wrong hiring to reduce the risk. In consideration for the

job the right job qualifications and requirements established in the search for the

company is important. Realistic expectations and goals ruin both job seeker and

potential employers looking for applicants who are only perks of the job with giving the

benefit of time. Recruitment process management control and use a process that take

months to ease.

After initial screening and selection process more rigorous and corporation may change

the corporation. Every company has its own selection process. For example, some

companies have boards of directors or a committee. Some companies have just one

person interviewed for the company. All this type of work is structured and how the

company depends on its recruitment process. Some universities, for a recruiting team

that go around and try to recruit students and hire on the spot or within a day really set

up appointments for the interview and selection. There are many different ways a

company can structure their selection process. Some companies set up several tests that

include various tests such as: standardized measures of behavior (eg, math,

vocabulary), and the list of standardized tests that measure the behavior (for

example, interests, attitudes), there are drug screening tests conducted before selecting

a candidate. Handwriting analysis, polygraph test, integrity test, mental ability test, and

test validity generalization: Other performances include used by some companies. In

addition, other companies, personality measures, projective measures and leadership

measures used to assure himself that his company is selecting the candidate for them to

hire and retain the right one can make. Other selection criteria that companies use the

data, personal history, employment interviews, peer assessment and work sample tests,

leaderless group are discussed and tested in the basket. All these measures and tests for

various reasons, for reliability and validity for different companies are of utmost

importance.

Finally, as stated earlier, recruitment is a very important human resource management

by process. Even a huge responsibility to any organizations is selection process. It all

boils down to the job "the most qualified and best person" selected. Candidates for the

company that helps them achieve their mission objectives select the target, and give

them the advantage over your competitors. Once selected, an employer to maintain



employee to work and train him or her organization to be an excellent employee. It may

be a long process, but it is all worth it when you organization and success of the

organization to see the employee's loyalty.

2.2 RECRUITMENT

Recruitment for vacancies mean estimates, and their selection and make appropriate

arrangements for the appointment. Looking to recruit the right people and job

applicants can be selected from among whom, as the process is deemed to receive.

A formal definition states, "The search for employment is the process of attracting

capable applicants. Process begins when new recruits are sought and ends when their

applicants are presented. The result is that new applicant’s employees "are choosing to

have a pool. In this, wide publicity of vacancies is available and suitable candidates to

submit applications such as scientific selection of eligible candidates are encouraged to

pool.

Recruitment, information is collected from interested candidates. Newspaper ads,

employment offices, internal promotion, as it is for different sources, etc..

Recruitment and interested pool of qualified candidates for the selection of suitable

candidates is made. Recruitment represents the first contact that a potential employee

with a company makes in it.

2.2.1Definition:

FLIPPO According to Edwin, "to recruit potential employees in finding and stimulating

the organization is the process of applying for jobs."

2.2.2Need for recruitment

Recruitment needs for the following reasons / conditions may be due to:



A) due to promotion of employment, transfer, retirement, termination, permanent

disability, and death and labor turnover.

B) New development, expansion and diversification of business activities of an

enterprise due to the creation of vacancies. In addition, new spaces are possible due to

the job specification.

2.2.3 Effect of recruitment

The main function of a hiring manager, and then seek out candidates who will meet

current and future organizational job vacancies and will fit in with company culture and

customer-related fare well.

The recruitment functions when they are really easy to find candidates for various jobs

that they need to make a basic familiarity. They also have a comprehensive

understanding of the company will be working for the candidates needs.

A Duty, responsibilities and job, possible salary and benefits package, including

workplace culture and setting an overall appreciation for having a clear understanding

of the terms, is hiring the best candidate to get the manager to fill a vacancy.

2.2.4 Business impact on the success of recruitment

Successful and progressive organizations, business, marketing, human resources, and

financial plans that help them run the business on an ongoing basis to develop.

Progressive companies who can plan and strategize generally the following activities

have been:

develop practical goal driven business plan



Your business plan linked to a forward-thinking Human Resource Planning

adopted the short, medium and long term goals

to implement measures to monitor the performance of senior staff

A "promoting development" senior staff scheme;

Develop and formal induction and ongoing professional development for all staff

training programs are given.

2.2.5Principals Recruitment process

It is important that employers, internal human resource personnel and outside

contractors, to understand the key principles behind the recruitment process.

Most of these companies recruit their very specific agenda; usually their policies are

quite similar to the following:

Applicants always merit selection process will be recruited

Applicant information will always remain confidential and their privacy will be

respected

process objective and focus should be on filling vacancy

process any relevant federal or state-based legislation should follow

Selection Committee members prior to any conflict of interest participate in the

process will be announced

2.2.6 Recruitment Checklist

Hiring a new employee an important right for all businesses who want to choose the

right candidates, get process. Process is the key legislative requirements and must be

well organized and well to protect both employer and employee in the process

documents.



On the following pages, we have built a hiring list that the process will give you an

overall feeling that you yourself can follow step by step short.

Although the basic recruit checklist gives an overview of how the process runs, the

process is actually far more detailed and difficult.

More detailed checklist outlined on the following pages will help you improve your

hiring process and keep track of their recruitment efforts. It clearly and very

specifically, the recruitment process communication and shows the hiring process as it

must take responsibility for various aspects of progress.

2.2.7 Purpose and importance of hiring

1. And job its personnel planning activities in conjunction with analysis of the

organization to determine current and future requirements.

2. Increase the pool of job candidates at minimal cost.

3. Under qualified or overqualified job applicants apparently reduced the number

selection process to help increase the success rate.

4. Is likely that job applicants, once recruited and selected, after a short period of time

will leave the organization to help reduce.

5. Organization's legal and social obligations in relation to the composition of the Task

Force meet.

6. Begin to identify and prepare potential job applicants who will be suitable

candidates.

7. Short-term and long-term increase organizational and individual effectiveness.

8. Job applicants for all kinds of different techniques and evaluate the effectiveness of

recruitment sources.

2.2.8 Recruitment process


Manpower Planning

Strategy Development

Searching Screening Evaluation and control


To identify and recruit job seekers so as to attract qualified job applicants to build a

pool refers to the process. Process five interrelated stages, ie, including

1. Planning.

2. Development strategy.

3. Search.

4. Screening.

5. Assessment and control

Figure: Recruitment Process

Figure: 1 – Recruitment Process

Ideal recruitment program that qualified applicants who survive the screening process

and organization, will accept the offer with the terms of a relatively large number of

appeals. Under recruitment programs / organization by the sale of or inadequate

screening applicants before they enter the selection process by an adequate applicant

pool, many ways, namely by failing to attract the ideal can remember. Thus, the ideal

approach to the process responsible for recruiting people should know how many and



what types of employees needed, where are the appropriate qualifications and interests,

the temptation to do different types of groups of applicants For individuals with access

to see how the applicants who have a reasonable chance of success and how to evaluate

your work is how to distinguish qualified.

Step 1: the recruitment plan

The first stage in the process of hiring plans. Plan to set goals or targets likely job

vacancies and information on the translation of the nature of these jobs include the

specified

(1) number and Applicants

(2) Type to be contacted.

(3) Contact numbers

Organization, almost always, and to attract more applicants than they would fare plan.

Uninterested, inept or both will be contacted a few of them. Each time a recruitment

program is considered a qualified people to work with the number of applicants needed

to fill all vacancies is expected.

Contact Type

It's basically the kind of people are informed about job openings are concerned with.

Types of people and the tasks and responsibilities include, depending on qualifications

and experience expected. These details through the job description and job specification

are available.

Stage 2: Strategy Development

It is estimated that type of recruitment and so if you must have a focus in

(1). Buy it or employees.

(2). Technical sophistication of recruitment and selection tools.

(3). Labor market, including the geographical distribution of job seekers.

(4). Recruitment sources.



(5). Sequencing activities in the hiring process. '' Or 'buy':

Organizations must decide whether to hire skilled employees to take training and

education programs and investments, or they can hire skilled labor and business.

Basically, the 'making' or 'buy' decisions organization, skilled professionals for hire who

will pay more for these employees

Technical sophistication:

Strategy in the development of recruitment and selection methods used in the second

decision is related to. This decision is mainly influenced by available technology. The

advent of computers it possible for employers to scan national and international

applicant qualification is designed. Impersonal, however, computers have given

employers and job seekers a wide scope of options in the preliminary investigation

stage.

Where to look:

To reduce costs, the organizations needed to see most likely to offer job seekers to labor

markets. Generally, companies technical clerical and blue collar workers and employees

of the local market for the management and staff professional, regional or local market

to watch in the national market.

To see the application:

An effective recruitment strategy should determine when and where to learn how to

look for job applicants than decide on the timing of events to see.

Stage 3: Search:

Once a recruitment plan and strategies are worked out, the search process can

begin. Search involves two steps

A). Source activation and



B). Sell.

A). Source Activation:

Typically, the sources and find ways to continue an employee's request are active. This

means that no actual hiring takes place when the only managers to verify that space do

exist or exist. If the organization is well planned and its sources and search methods,

activation results in a flood of early applications did a good job of developing and / or

start.

Applications received should be examined. Those who pass the interview to be

contacted and invited. Unsuccessful applicants should send a letter of regret.

B). Sale:

A second issue concerns the search process to be addressed in communications. Here,

the organization moves carefully. On one hand, they do whatever they can to attract

desirable applicants want. On the other hand, they must resist the temptation of

overselling its virtues. Sales organization, deserve the attention of both message and

media. Message shows the job ad. With regard to the media, it can be said that the

impact of any message recruitment may depend on the media. Media are many; some

have low credibility, while others enjoy high credibility. Medium or media to choose

should be done with a lot of care.

Step 4: Screening

Applicants examined the recruitment process can be considered as an integral part, the

first step in the selection process, as many see it though. Even the definition of

recruitment, we quoted at the beginning of this chapter, excludes from its scope

screening. However, we have legitimate reasons for hiring include the screening. After

the selection process has been examined and short listing of applications will begin. A

professor at the University of hiring a specific situation. Check applications received in

response to advertising and only eligible applicants are called for an interview. A



selection Vice-chancellor, registrar and subject matter experts committee is conducting

interviews. Here, the recruitment process to expand the application screening. After the

start of the selection process it is developed.

The purpose of screening

For the purpose of screening at an early stage of the recruitment process, is far, those

applicants who seem unfit for the job. Effective screening can save a lot of time and

money. Care should be used, but probably best to assure that employees are dismissed

without justification. Screening, clear job specifications are invaluable. This is both good

practice and a legal requirement that the applicant's qualifications their knowledge,

skills, abilities and interest based on the need to work is judged. Use technology to

screen applicants, candidate sourcing and recruiting methods used is up to. Interviews

and application blanks for walk-ins can be used to screen. Campus interview employers

and agency representatives and then use. Reference checks are also useful in screening.

Stage 5: Evaluation and Control:

Assessment and control is necessary as costs are considerable costs in the hiring

process. There are usually costs incurred: -

1. Employers pay for.

2. Management and professional time job descriptions, job specifications, advertising,

and agency contacts and further spent on preparation.

3. The cost of advertising or other recruitment methods, that is, the agency fees.

4. Recruitment overheads and administrative expenses.

5. The cost of overtime and outsourcing, while vacancies remain unfilled.

6. Selection process for the cost of hiring unsuitable candidates.

2.2.9 Evaluate the recruitment process

Search for recruiting sufficient numbers and quality job seekers to get the application

object. Mind, may be involved in evaluating this objective in view:


SOURCES OF MANAGERIAL RECRUITMENT

INTERNAL SOURCES

PromotionTransfersInternal notification

Retirement

Recall

Former employeesMiscellaneous external sources

EXTERNAL SOURCES

1) Campus recruitment2) Press advertisement3) Management consultancy service & private employment exchanges4) Deputation of personnel or transfer from one enterprise to another5) Management training schemes6) Walk-ins, write-ins, talk-ins


1. Sent out of the application rate of return.

2. Number of suitable candidates for selection.

3. Retention and performance of the selected candidates.

4. The value of hiring process

5. Time lapse data

6. Comments on the image estimate.

2.2.10 Sources of Recruitment

Source of recruitment largely internal and external sources can be classified

Internal Recruitment

Internal recruitment for positions within the company seeks applicants. Various

internal sources include



Promotions and Transfers

Promotion is an effective job postings and personnel records are used. Work requires

posting notices, publishing or circulating announced in staff meetings and staff invited

to apply by posting vacancies notified. Personnel record their educational qualifications

or skills to help employees who are working below the level to find. Promotion has

many advantages such as good public relations, builds morale, encourage competent

individuals who are ambitious, since information about individual performance

improves the probability of good selection is readily available, recruitment going out to

cheap, selected organizations that are familiar with the internal orientation and also to

reduce the time and energy with the development of middle level and high level

managers as a training tool works. However, selection promotion organizations from

entering the fresh blood and ideas to stop a limited scope. Inbreeding is also in the

organization. Transfer the organization necessary for the promotion of future

employees to provide a comprehensive view is important.

Employee Referral

Employees of the company with the advantages of a job acquainting, introduce them to

put up with and encourage them to apply good prospects for their families and friends

can grow. This is a very effective means as many qualified people can be reached at very

little cost to the company. There are other benefits that employees only referral based

on their own experience will be able to fit into the organization feels will

bring. Organization can be assured of reliability and character of the referral. In this

way, organizations can meet social obligations and create goodwill.

Former employee

The retired employees who are willing to work on a part-time basis, individuals who

quit work and return to higher compensations are willing to covers. Even the laid off

employees are taken again. The advantage here is that people already known to the

organization and there is no need to find out that their past performance and

character. In addition, there is no need for an orientation program for them, because

they are familiar with the organization.



Dependents of deceased employees

Typically, banks follow this policy. If an employee dies, his / her spouse or son or

daughter has appointed in their place. This is usually an effective social responsibility to

meet and create goodwill.

Recall

When management is a problem, a manager who left on a long vacation can be solved by

the face that people remember the day after the problem is solved it can be extended

leave may decide.

Retirements

At times, the management who, after meritorious service was retired on the spot could

not find suitable candidates. Under the circumstances, management may call the new

extension with the retired managers.

Internal notification (advertising)

Sometimes, management issues for the benefit of current employees an internal

notification. Most employees like their job requires and what the company is looking for

individuals to know about your experience. Often employees have friends or

acquaintances who meet these requirements. Appropriate individuals are appointed to

vacant posts.

External recruitment

External Recruitment Company seeks applicants for positions from outside sources.

Internal methods they outnumbered. Various external sources

Included

Professional or trade associations



Many organizations provide placement service for its members. The job seeker and

regional or national conferences during compile a list of the members are to provide

access to. In addition, publications of these associations to recruit their members from

employers interested in taking classified ads. These particular highly qualified,

experienced or skilled personnel are useful to attract. In addition, employers zero in on

specific job seekers, especially for hard to fill technical positions can.

Advertising

The demand for recruits, as many employers because of their wide reach like

advertising is a popular method. To describe the benefits of advertising jobs, employers

to identify and to tell those interested to apply. Paper through the most common, but

highly specific recruits, the ad can be placed in professional or trade journals.

Advertising material things like proper information, working conditions, work location,

compensation fringe benefits, job specifications, including the development aspects of

advertising, etc. to prevent the ideas that are perfect for company and job candidate

should have sold. Recruitment advertising for the company to build corporate image ads

serves as the can. It also cost effective.

Employment Office

Employment offices have been established across the country to honor the provisions of

Employment Exchanges Act, 1959 (Compulsory Notification of Vacancies) to. All

industrial establishments for Act 25 or more workers each applies. Act, all industrial

establishments reported vacancies are filled before they are needed. Markets for major

works to increase the pool of possible applicants are examined and preliminary. Thus,

employment offices, employers and act as a link between prospective employees. These

offices, blue collar, white collar and technical workers are especially helpful in

recruiting.

Campus Recruiting



A college, universities, research labs, sports fields and institutions, is fertile ground for

employers, especially the Institute. Campus Recruiting HLL, Citibank, HCL, HP, ANZ

Grindlays, L & T, Motorola and the global market looking to companies like Reliance is

going global with. Some companies recruit candidates from a given number of these

institutions each year. Campus recruiting is so sought after is that every college,

university department or institution must possess a position to handle recruiting

tasks. However, it is often an expensive process, even if the recruitment process, job

offers and acceptances ultimately produces. Most first five years of their employment

within the organization leave. However, it is a major source of recruitment to reputed

companies.

Walk-ins, write-ins and talk-ins

The most common and least expensive approach for the direct application of the

candidates, in which job seekers or submit unsolicited applications. Direct application

to provide a pool of potential employees to meet the needs of the future can. Staff

attitude, walk-ins are better as they associated with other methods of recruiting

troubles are free. While the direct application-specific entry level and unskilled to fill

vacancies is effective, some organizations apply directly to skilled positions from the

pool of potential employee’s collection. Write-ins are sending the check written. This

jobseeker to complete application forms for further processing is called. Detailed talks

point to the job recruitment (the appropriated date) meeting of the candidates

involved. Admitted to an application must be submitted to.

Contractors

They are hiring casual workers. Record the names of workers and the extent of the

company, are not entered, experience difficulties in maintaining permanent employees

are avoided.

Consultants

He recruitment and selection of managerial and executive personnel in the

profession. They are useful as they approached nationwide recruitment process and



professionalism are to lend. He also prospective employers and employees remain

anonymous. However, the cost may be a deterrent factor.

Head Hunters

They are specialized and skilled candidate to work in a particular company are useful.

The company is hiring an agent and offer made to represent the candidate is sent. This

is a useful source when both companies involved in the same area, and employees take

the offer since he fears that his company is testing their loyalty is reluctant.

Radio, TV and Internet

Radio and television for skilled workers as some sort of job applicants is reached. Radio

and television are used but sparingly, and even government departments. Due to higher

costs for private sector companies are hesitant to use the media and also because they

fear that such advertising will make companies look desperate and damage his

conservative image. However, in the use of natural radio and television is not

desperate. It is called depends on how it is distributed. Internet recruitment is a popular

choice today. There are specific sites like naukri.com. In addition, the websites of

companies in which a separate section, candidates can submit their application again. It

offers a broad reach.

Competitors

The method popular "poaching" or "raiding", which involves identifying the right people

in rival companies to offer them better terms and is known as call away. For example,

many of HMT Titan Watch Company for executives to join the left. There are potential

candidates for legal and ethical issues involved in raiding rival companies. legal point of

view, an employee from his current employer a "No Objection Certificate 'to obtain After

only a new organization is expected to join. violate the requirement to bind his / her

present employer as a penalty a few months' salary will be paid employees. However,

many ethical issues associated with it.

2.2.11 Factor affecting recruitment


External ForcesSupply & DemandUnemployment RateLabour MarketPolitical – LegalImage

Recruitment

Internal ForcesRecruitment PolicyHR PlanningSize of the FirmGrowth & Expansion


Given its key role and visibility outside, recruitment is naturally under the influence of

many factors. These include internal factors as well as external.

Figure: 3 - Factor Influencing Recruitment

A. External Factors

A particular importance in the labor market supply and demand is special skills. If

special skills are too much supply relative to demand, hiring an extraordinary effort

may be needed. For example, a programs and financial analysts seeking their supply, as

demand and supply relationship for non-technical staff is to resist more than likely.

In a given area unemployment rate is high; the company's hiring process may be

similar. Unwanted high number of applicants and generally increase the size of the

labor pool to attract qualified applicants to offer better opportunities. On the other

hand, as the unemployment rate drops should be increased recruitment efforts and

explored new sources.

For a long time in India every issue related to unemployment. Policy makers, politicians,

administrators, union leaders and academics often harp on the problem was. Not

anymore. Half decades of liberalization, economic prosperity has resulted in making

people forget about unemployment. Unemployment is not an issue now

employed. Anyone able to do to get a job worth, is sure of course in the private sector



Managerial, supervisory and middle management positions - in the local area labor

market conditions, most are of primary importance for non-admitted. All the Indian

market, however, executive and professional recruitment for the position as far as is

concerned, the condition is important.

Other external factors are political and legal considerations. SCs, STs, minorities and

other backward class’s reservation jobs are political decisions. There are people hailing

from the selection at the convenience of the society to give preference to have a strong

case. Reservations have been made by all sections of society to accept as inevitable. The

Supreme Court also agreed to 50 per cent reservation of seats and the job is done.

They working condition, compensations, retirement benefits covering the health

workers in industrial establishment’s security. There is an act which deals with

recruitment and selection are. Child Labour Act, 1986, for the moment, prohibits

employment of children in certain jobs, in a way few others want to regulate the

working condition of employment. Similarly, we employ Office Act, 1959 mandates that

employers must notify the employment office spaces. Apprentices Act, 1961, Interstate

Migrant Act 1979 working man. Factories Act 1948, Mines 1952, admitted the deal

work. Above all, he case of employment discrimination in the Constitution for the less

privileged class of society provides for protective discrimination is banned. Preference

to sons of the soil in a political aspect. The public leader concerned in terms of

employment uproar that preference should be given to those states. The company's

image to attract large numbers of job seekers matters.

B. Internal factors

While the idea is worth some internal forces personnel are recruited. Internal factors

such organization's hiring policy. The firm has a policy on internal or external

recruitment. Generally prefer the policy of internal resources to their employees in the

company is known as well as recommend a candidate who can fit the organization's

culture.



Another related policy for temporary and part time employees. Hiring temporary and

part-time employees at the organization I have enough applications to attract profit

status. Multinational corporation, there are policy related to the recruitment of local

citizens. Multinational companies operating in our country, locals prefer the local

languages, customs and business practices is well understood.

A major factor that could be determines the success of internal recruitment program or

not, engages in HRP. In most cases the company in sufficient numbers and at night to

attract potential employees with the necessary skills can not. It takes time to get them

the proper sources of recruits and the most productive ways to check the alternative.

The best alternative has been identified, plans can be recruited. HRP is very effective

effort to facilitate recruitment.

Size effects on the recruitment process and other internal factors. An organization with

1000 employees at a firm with only 100 employees will enroll problematic.

The cost of hiring yet another factor that you consider to be internal. Hiring costs per

new hire is calculated and this figure is now considered a day. Employers, therefore,

must work within the budget. HRP careful forethought by employers and can reduce

recruitment costs. A cost-saving measures, for example, many job openings to recruit

together. The best solution using active personnel practices to reduce employee

turnover, thus less need to recruit. And recruitment costs help ensure that it is efficient

and cost effective.

Finally, a growth company is more detail on hand is one of the recruit will have to find

their fortunes fall.

2.2.12 E-Recruitment

E-recruitment also known as web-based recruitment, the term that describes a method

of recruiting staff, web-based resources as a company intranet site or your corporate

intranet is used. These days more and more e-recruitment companies, which to locate,

screen, test and is used by hiring to candidates. Companies that recruit them as a



resource for implementing e-recruitment suggests that the primary drivers for using e-

recruitment:

Promote your company image

Reduce the cost of hiring

Streamlined and paperless administration

In general, using web-based technology is being used as recruitment and exploitation by

the end of the city's major employers. But e-recruitment is really open to all recruitment

and offers plenty of advantages. All employers need to know that they can take

advantage of e-recruitment - they just start small and build their processes so that e-

recruitment forms an important part of their strategy is needed.

2.2.13 what is the diversity recruitment

America today has a very diverse population. Smart, progressive companies understand

that the more successful they have a workforce that is reflective of your target market

should be built - that is, American consumers. These companies now constantly to

attract applicants for the vacancies are to try to broaden the slate.

As employers have a workforce that reflects the efforts to market, these candidates in

the competition is increasing ferocity. These companies now that most employers to

identify, outsourcing and varied talents that are available and interested in hiring the

top end are skilled attractive. For many companies, to attract these people, will over

time, the ability to bring their companies stock market, some for government contracts,

increased export market opportunities.

Five steps to effective diversity recruitment

A job market that is always in the ultra competitive, to the widest possible talent

pool for recruitment to sweep makes sense. Here are five ways to ensure that

your diversity recruiting is as effective as possible:



Create a consistent diversity message - you need to enroll your regular content

and advertising messages in a variety of integrated

Do not advertise in different places - people hired because of their ability, not

because they want part of a minority group

These candidates in the same place to look for a job as anyone else - you do not

need to post in different places demonstrate your organization's diversity

Your company's website includes various employees currently existing profiles if

you reach your goals variety not say - if you try to improve the representation of

minority groups within the business are, so do not be afraid to be open about it

an effective way to increase diversity hiring a company growing to become

actively involved in minority college enrollment

Investment in education and back to the community - among minority groups to

consider ways to increase your visibility - the board or committee memberships,

volunteer work, or through the assistance of local community activities

Strategies for recruiting and retaining a diverse workforce

In order to effectively recruit a diverse workforce and your organization keep up try the

following:

Understand the demographics in the workforce and customer base changes

Make sure that the majority groups are going on recruitment or staff are not

marginalized in the process of management

Create your local area long-term relationships with minority organization

Learn how to effectively without appearing to interview various candidates or

unduly sympathetic to the protection of

a diverse workforce to implement the various favorable policies to become the

employer of choice

a diversity-friendly culture that supports open communication and by

developing cross-cultural tolerance ensures retention

merit-based recruitment emphasis on credentials rather than past experiences

place



interns, graduates and students who are members of various groups to

encourage the location

Ensure that all levels of management have received diversity training

Compile interview panel that culturally diverse are the least possible bias

color, women's high-level people, and people with disabilities in your company

to provide names of possible recruits to help encourage

and formal strategy design

A diversity statement, formal development goals

Make sure your employee’s works with motivational speakers are diverse and

aware of themselves, and to various participants, readers and viewers are

respected.

The goal of recruiting

O to attract highly qualified individuals.

O potential to provide equal opportunities for candidates applying for vacancies

Safe recruitment and selection process

People who work within the game or want to volunteer with children are the most

well. Inspired and sports clubs and organizations could not operate without.

Unfortunately for some individuals to voluntary organizations and community will try

to use access to children for inappropriate purposes. It is therefore important that

you. Effective recruitment and selection process to help screen out and discourage who

your club / organization are not suitable to join.

Effective recruitment and selection process benefiting all. They staff to ensure And

volunteers have clearly defined roles and responsibilities, which will be a Positive

effects on children. Parents are assured that all possible measures are being taken will

be to ensure the Suitable for people working with children and groups will be reduced

will be hiring Risks to their reputation.

2.3 Selection

Applicants selected to recognize the difference between (and rent) in a job for those

with a greater likelihood of success as the process is defined. Originally selected (a pool

of applicants), the appropriate qualifications and ability to work for an applicant is


Preliminary Interview

Selection Tests


taking. To recruit future employees encouraged to apply for a job n identity.

And selecting the right candidates are selected from the pool of applicants.

Select candidates fit or unfit candidates, or a combination of both in terms of rejecting

the concept can be. Involves both the selection because it picks up and fits unfits

rejected. In fact, in the Indian context, there are more candidates who are selected in

most of the selected processes are dismissed. So, sometimes, a recruitment program, in

contrast to the positive is called a negative process.

Stone has a formal definition, "the difference between selected applicants to identify

(and hire) those with a greater likelihood of success in the job process."

2.3.1 Selection Process

A selection process involves several steps. The basic idea for the maximum possible

information about candidates for employment is recommended to ascertain their

suitability. May vary for different positions since the type of information required, it is

possible that the selection process step may be different for various positions. For

example, more information workers. A standard selection process the following steps:

Environmental Factor Affecting Selection

Selection is influenced by many factors. More material between them and the labor

market, unemployment rate, labor market conditions, legal and political reasons,

company image, company policy, human resource planning and the cost of hiring key

demands special skills. The last three internal environment and external environment

to the rest of the selection process form.



Figure: 4 - Flow Chart of Selection Process

Step -1 Initial interview

Under scrutiny from job seekers so as to eliminate applicants will be given to

unqualified applicants. This is usually an initial interview, more or less the same as the

purpose of testing the application, that is after the end of unqualified applicants.Enabled



us the human resources applications on your jobseekers based on information supplied

to the unqualified expert investigation. Initial interview, on the other hand, the misfits

who did not appear to reject the application form does help the cause. Also, the initial

interview, often of "courtesy interview" a good public relations exercise called.

Step - 2 Selection Test

Job seekers who passed the screening and preliminary examination are called for

interview. Various types of work and the company's test can be administered.Normally,

the applicant's qualifications and personality is the ability to test set. The following

types of tests are taken

A). Ability tests

Determine how well a person can help with work-related tasks. The work secretarial

typing test given to a potential employer is an excellent example. Also as "achievement

tests are called. Are concerned with what is accomplished. The applicant's something

out an achievement test claims to measure how well they know that it has

taken. Achievement testing is the most common types of business test.Questions

designed and asbestos workers, punch press operators, machinists tested for strength

and course of business, many industries as the test for an applicant for the position

unstandardized achievement typing or stenographic dictation tested ..

B). Aptitude test

Aptitude tests measure whether an individual or a latent ability to learn if adequate

training is the ability to work. Appropriate aptitude test an applicant with a job opening

line have had little or no experience to use. Aptitudes tests help a person in a given area

to determine the ability to learn. An example of such general management aptitude test

(GMAT) test, which many business students seeking admission to a graduate business

school program is to take the former.

Capacity or ability to successfully test a person's fitness to engage in specific activities

for any number of points. They merit clerical areas, numerical ability, mechanical



aptitude, motor coordination, finger dexterity and manual dexterity cover.It tested

positive in an individual sensory or intellectual capacity to help the session to find

out. They learn or work on a particular area as the argument focused on a particular

type of talent.

Qualification Examination Form

Psychological or intelligence tests

They measure a person's overall intellectual ability and knows the person capable of

dealing with some mental problems is the ability to.

Mechanical aptitude test

The mechanical action of a person's ability to learn a special type of measures.These

tests measure knowledge of specific technical and candidates, helps in problem solving

abilities. They selected mechanics, maintenance workers, etc. are useful in

IQ test

The test to evaluate the characteristics of intelligence helps. Mental capacity (alertness),

heart numerical ability, memory and other aspects of this presence can be

measured. Perhaps the most widely standardized intelligence tests administered in the

industry. The numerical skills, reasoning, memory and other capabilities that the judge

is taken to do so.

Interest Test

Out for this election and businesses, hobbies, dislikes is searching for candidates, etc.

Such tests indicate that a person's business are more in line with interest. A testing and

selection of candidates for current employees of the company to provide guidance to

enable the business. These tests measure a person's activity priorities.Many workers

consider the decision to change careers or the lives of these tests in particular, are

useful for students.



Personality Test

Work for the success of the importance of personality is undeniable. Often a person who

possesses qualifications and experience some of the intelligence has failed because of

inability to get along with and motivate others

Judge maturity, social or interpersonal skills, attitudes and stress testing etc. more

pressure sales force, public relations staff, etc., where personality plays an important

role in the selection of cases is necessary.

Projective test

Problems or require interpretation of test conditions. For example, a photo or picture

can be shown to the candidates and they are asked to give their views, and opinions

about painting.

Common Sense Test

Now days G.K. Test several sports, politics, world affairs, general awareness of current

affairs is common to find candidates.

Perception test

Beliefs, attitudes perception tests out several times, and mental sharpness.etc search

can be conducted.

Graphology Test

It is designed to analyze the person's handwriting. It states that prohibit a person's

handwriting energy, and suggest the degree of spontaneity, as well as idiosyncrasies

and can reveal elements of balance and control. For example, capital letters and capital

letters to assert dominance and indicate a tendency towards competition. Well, medium

pressure and good leadership to show a slant for clarity.

Polygraph Testing

A lie detector Polygraph, to ensure the accuracy of information in the application is

ready. Department store, bank, treasury offices and shops, jewelers, that is, vulnerable

to theft or the high fraud polygraph test may find useful.



Selection Test

Test reliability, validity and standardization of criteria for fairness should be

selected.They are: -

Reliability

Standardized administration and scoring of results refers to the process. A

person who takes a day testing a certain score or the next day to the next to take

the examination and to make more or less the same points should be able to

makes the week. A person's IQ, for example, generally a constant feature. So if we

have a secret trial, a person scores 110 points in March, which is close to 110 in

July, will administer the test. Test, which serve little purpose in the production of

selected results in radical changes.

validity

This is a test that helps predict a person will be successful in a given job. A test

that prospective employees who may be able to work well and who will be useful

to distinguish between them has been confirmed. Naturally, the test will be

100% accurate in predicting success. Increases the likelihood of success is a valid

test.

Step - 3 Interview

The next step is an interview in the selection process. Formal interviews, in-depth

conversation to assess the applicant's approval. It is considered very good selection

tool. Face ideas, and ideas between candidates and interviewers look for is a front for

money. In fact, nothing but the interview is an oral examination of candidates.Interview

unskilled, skilled managerial and profession staff can be customized.

The following are different types of interview: -



1. A casual conversation

An informal interview and an oral interview can take place anywhere. Employee or

manager or personnel manager about the irrelevant questions, place of birth, relatives

named something like, etc. Also ask the names of their respective offices or can be

anywhere outside of the company's plant. This plan is not ready for it. It is widely used

when the labor market is tight and you badly need workers.

2. Formal interviews

Formal interview with a more formal atmosphere employment office, employment

exchange well-structured questions, interview time and place of employment can be

conducted will be determined by the office to help.

3. non-directive interview

Non-directive interviews or unstructured interview to interview, is designed to speak

his mind freely. No formal or instructions the interviewer's questions, but your

candidate is for all the attention. Encourage candidates to talk to little prodding when

it's quiet as "Mr. Ray, about yourself, we graduated from high school to tell later. To

meet her interviewer's question to "sell" candidates to consider freedom without the

encumbrances. But the interviewer the ability to aim high and interview guides and

information must be related to the applicant.

4. depth interview

For example, if the candidate says that he is interested in tennis, a series of questions to

test depth of understanding and interest of the candidate may be asked. Efficiently

examine these questions should be asked through the complete analysis, it is possible to

get a good picture of the candidate.

5. Stress Interview

To the candidate and his conduct and behavior under conditions of stress and stress

test is designed by him. With the interviewer "can begin, Mr. Joseph, we feel that your

qualifications and experience for this position are not enough, and candidates' view of



the reaction. Unlike a good candidate because he can prove he is qualified to

Manage will not yield.

This type of interview is borrowed from the military organization and it is very useful

when trying to unpleasant people and situations they are faced with the behavior test.

6. Group interview

It is engaged in designing executive to save time and see how job candidates can be

brought together in the office and they may be interviewed.

7. Panel Interview

A panel or board or selection committee interviews supervisory and managerial

positions, usually in the case of candidates may be interviewed. This type of pool the

collective decision and candidate interviews to evaluate the candidate's knowledge of

the panel of inquiry and the faculty.

8. sequential interview)

Sequential interviews one by one takes a step further and have a series of interviews,

each interviewer usually use the power knowledgebase, so that each interviewer that

each candidate can ask questions in relation to the subject area is included, as candidate

moves from room to room

9. Interview Structures

A structured interview the interviewer predetermined standardized questions, which

are kept for all interviewees use. The interview also directed 'or' Patterned 'interview as

called. This is useful for valid results, especially when dealing with large numbers of

applicants.

10. unstructured interviews

It 'Unpatterned' interview is known as the interview is largely unplanned and does

interviews the talking. Unguided interview as much as it is profitable in the process

between interviewer and interviewee to have a friendly conversation, then his or her



desire to discover more problems. But interviews Unpatterned lack uniformity and

worse, the attitude of the key areas of the applicant's skills or background may be

ignored. This is useful when analyzing the candidate to the interviewer why they are not

right for the job tries to check the personal details.

11. Mixed Interview

In practice, the interviewer interviewing job seekers a structured and unstructured uses

a mixture of structured and questions. This approach is called mixed interview.

Structured interview questions and more traditional differences between applicants to

provide a basis unique to allow greater insight.

12. Immediate Interviews

The interview usually occurs when employers are approached directly and is very

informal and unstructured. Applicants should be prepared at all times on the spot

interviews, especially a job fair or in situations such as cold calling. The candidate an

ideal time for employers to ask some basic questions to determine whether he / she

may be interested in formally interviewing the candidate.

13. Dinner Interview

These interviews can be structured informally, or in restaurants as socially based.

Decide what to eat quickly, some interviewers before you (do not see undecided) will

order Possible to avoid messy foods like spaghetti. To be willing to negotiate favorable

changes suddenly to chat direct interview questions, however, do not underestimate the

value of casual discussion; some employers place a great value on it. Interestingly, the

business of preparing to talk fast to be ready for the switch.

14. Telephone interview

A copy of your resume and any points you have to say is to remember. If you are on

your home telephone, make sure that all roommates or family members are aware of

the interview (no loud stereos, barking dogs, etc.). Speak a little slower than usual. It is

important that you convey your enthusiasm verbally; the interviewer cannot see your

face. If no pauses do not worry, the interviewer is likely just taking a few notes.



15. The second interview

Job seekers are invited back after they have passed before the initial interview. Middle

or senior management is usually held the second interview, together or

separately. Applicants can expect more in-depth questions from candidates and

employers a greater level of preparation would be expected. Research released the first

employer to interview applicants, and should be using any information obtained

through past interviews to your advantage to prepare.

Step – 4Reference Check

Many employers request the name, address, and verify the information and maybe aim

for an applicant to get additional background information, telephone numbers of

references. Although listed on the application, references, usually a sequential selection

process until a successful applicant has reached the fourth stage are not checked. The

labor market is very tight, sometimes organizations check references before you hire

applicants.

Previous employers, public figures, university professors, neighbors or friends can act

as a reference as is known. Previous employers are better because they already are

aware of the applicant's performance. However, the problem with the model over-rates

the applicant's previous employers to get rid of just the person to perform part trend.

Organizations like general terms or telephone reference letter. The latter is

advantageous because of its accuracy and low cost. Telephone reference immediately,

rather candid comments and attitude sometimes hesitations and inflections of speech

can be inferred from the plea has the advantage.

Step – 5 Selection decision

After receiving information through the preceding steps, all steps of the most important

decisions should be selected. Other steps in the selection process have been used to

limit the number of candidates. The final decision pool of individuals who test,

interview and reference Czech steps should be. Line manager's view would generally be



considered in the final selection because he / she is responsible for the performance of

the new employee. Human Resource Manager plays a key role in the final selection.

Step – 6Physical examination

After the selection decision and job offer is made before, the candidate must undergo a

physical fitness test. A job offer, often, the candidate physical test after contingency has

been declared fit. Medical fitness test results are recorded in a statement preserved in

personnel records. There are several objectives behind a physical examination.

Obviously, a physical examination to detect the reason the person carries any infectious

diseases. Second, the test determines that an applicant is physically fit to work

helps. Third, physical examination information to determine if there is some physical

ability, the successful and less successful employees are different can be used. Fourth,

Medical Czech-up work that may be harmful to them or otherwise the employer could

endanger property undertaking protects applicants with health defects. Finally, such a

test is not valid workers' compensation claim because the injury or illness were present

when the employee was hired to protect the employer are not.

Step – 7Job Offers

Next step in the selection process all applicants who have overcome past obstacles to

job offer. Job offer is made through a letter of appointment. Such a letter usually

appointed by a date which will include the duty to report. Reasonable time for reporting

should be appointed. Thos especially when it is needed or already in employment,

which in the case mentioned by the previous employer to obtain a certificate of relief is

required. Then, a new job, another city movement, which means much of the

preparation and properties of the Movement may need.

The company would like the person on duty at the reporting date may be delayed. If

new employees join the company for the first job maybe a week before going to the

company such training begins. Of course, not be abused this practice, especially if the

person is unemployed and cannot have enough money in it.



Decency demands that rejected applicants be informed about their non-selection. Their

applicants can be preserved for future use, if any. It is a focused application of the

selected candidates must be preserved for future reference needs.

Step – 8 Employment Contract

After the job offer was crazy and candidates to accept the offer, certain documents must

be executed by the employer and the candidate. Such as document verification is. This

form is important information about the candidates who are certified and attested by

him / her. Verification form for a valid will be recorded for future reference.

There is also a contract of employment is a need to prepare. Basic information that

should be included in a written contract of employment to the level of work varies, but

the following list sets out the typical titles:

1. Job Title

2. Fees, duties and those employees, including an analysis of a person responsible

may direct from time to time as the company will be.

3. Date of continuous employment begins when the service is the basis for the

calculation.

4. Wages, overtime allowance, and change the rate, method of payment rates.

5. Work hours, including lunch break and overtime and shift arrangements.

6. Holiday arrangements:

7. Cause notice from the employee's length.

8. Complaints procedure (or to the reference).

9. Disciplinary procedure (or any reference to).

10. Work rules (or any reference).

11. End employment arrangements.

12. Union membership (if applicable) for the system.

13. Special patents and designs, confidential information and the right of

termination of employment following the terms of trade restraints

14. Proper notification to employers under terms of contracts is being given the

right to vary.



Alternatively called employment agreements or just bonds, employment contracts,

serve many useful purposes. Such a contract job hoppers to control the knowledge and

information that could be important to the company's healthy bottom line and prevent

competitors from poaching highly valued employees may want to protect.

Great care is taken to draft the contract forms. Often, law firms (the range of services to

major companies Mulla, Craigie Blunt and Caroe, Crawford Bailey, Amarchand

Mangaldas include Hiralal, etc.) to be drafted and finalized forms are engaged.

Most employers are going to insist on agreement signed by newly appointed staff. But

software, advertising and media fields such as high turnover is more likely to use the

contract.

Contract with the drawback that it is about implementing the determine an employee

organization, contract or no contract is to leave. Compensations to employees or new

agreement will provide the employer is willing to pay fines for violations. This is why

many companies have turned over the contract thoroughly.

Step - 9 concluding the selection process

Contrary to popular belief, the selection process will not end with the implementation of

the employment contract. There is one more step - amore sensitive that the candidates

not their personality is chosen not because of any serious shortage, but because their

profile did not match organization needs a confident. They can be said that those who

were selected purely on merit would have been relative.

Step - 10 Choice of program evaluation

Comprehensive test of the effectiveness of the selection process has on the quality of

personnel. An organization must be competent and committed personnel. Selection

process, if done properly, will ensure the availability of such staff. How to influence a

selection process to evaluate? Respond to a periodic audit. Human Resources



Department who should conduct the independent audit function. Table below highlights

the area and an outline of questions to be covered includes a systematic evaluation.

Four attempts to select

1). Select Ethnocentric

In this approach, staffing decisions are made at the headquarters of the

organization. Supporting limited autonomy, and house staffs from headquarters

and overseas employment key fill. Home country and abroad organizations

dominate the citizens.

2). Polycentric selection

Polycentric in the selection, each auxiliary local control key financial goals and

investment decisions are considered with a specific national

organization. Supporting local public management, but important jobs of the

employees remain with the parent country. This approach, which is largely

prevalent in our country

3). Select Regiocentric

Here, groups and movements of staff within the control is managed on a regional

basis, the group within the business and operations, reflecting the special nature.

Regional manager’s greater discretion in the decision. Movement of employees

and job promotions for specific geographic areas primarily restricted to the

parents are dominated by corporate managers.

4). Geocentric Staffing

In this case, business strategy is well integrated on a global basis. Staff

development and promotion are based on ability not nationality. Top

management structure and other parts of the broad international structure are

complete. Needless to say, such organizations are unusual

2.3.2 Problems in the effective selection



The main purpose of selection is to hire people with potential and commitment. The

purpose is often defeated because of some obstacles.

Perception: Our inability to understand others, perhaps the most fundamental

right to choose the right candidate is a barrier. Select a person or a group of

people to evaluate than others to choose the right person for job related skills,

with the purpose sought. But our thoughts are very individual. We all perceive

the world differently. Our limited perceptual abilities and clearly aimed at

people is a major obstacle to rational choice.

Fairness: Fairness in the selection requires that person religion, region, race or

gender discrimination should be made. But among women and other

disadvantaged sections of society less and senior management positions and job

advertisements and open selection process based on age discrimination is the

low number suggests that efforts to minimize all the injustice has not been

effective.

Validity: Validity, as previously stated, the present work is a test that helps

predict performance. A test that has been confirmed not to employees who

perform well and who can make the difference between them. However, a valid

test does not accurately predict job success. This can only increase the chances

of success.

Reliability: A reliable method is one in which consistent results when similar

situations will be repeated. Confirmation test as a reliable test to predict with

precision work performed could fail.

Pressure: Pressure from the selectors politicians, bureaucrats, relatives, friends

and colleagues to select specific candidates are brought on. Constraints due to

the selected candidates are clearly not true. Appointments to public sector areas

usually take place under such pressure

2.4 difference (recruitment and selection)



1.) Recruit and motivate them to search for potential candidates to apply for work in

organizations is the process of However, the selection of the most suitable candidates

who are interested and qualified for the job is a process of choosing.

2.) Spaces available in the hiring process are finalized, the publicity given to them and

applications from interested candidates are collected. Selection process, the available

applications are examined. Test, interview and medical examination in order of most

suitable candidates are selected.

3.) Through the application suitable for recruitment purposes and to attract the

maximum number of interested candidates. Objective in the selection process to

appoint the best qualified and interested in the candidate out.

4.) Before choosing to enroll. This makes the actual selection of the appropriate

base. Recruitment selection is next. The interested candidates available / out.

5.) Positive function interested in hiring candidates are encouraged to submit

applications. Select a negative event that unsuitable candidates are eliminated and the

best one is selected.

6.) Recruitment process is small. Recruitment campaign is to vacancies and applications

are collected from various sources

Select a lengthy process. This application involves the investigation, giving tests,

interview and medical examination system.

7). Specialist recruitment services) is not required While in the selection, require the

services of expert

8.) Recruitment is not expensive. Cost is mainly required to post ads. Select a costly

process, as the candidate and interview expenses need to conduct testing.



CH: 3 RESEARCH METHODOLOGY



3.1Research methodology

Structure of methodology/ statement of design

Source: Hair et al (2003: p50)

Generally speaking, the author describes the research methodology in 2001 as veal

means "to increase human knowledge, their skills." But more specific ideas presented

by Grinnell, 1993, for research that investigates the use of acceptable scientific method

to solve problems and creates new knowledge that is valid in general is ready "

3.2 Design detail

In this research, articles and satisfied all the necessary agreements with a review of

literature on the subject are passed, because it knows that the recruitment and selection

process is standardized with the rules and regulation of the company. Some authors

argue in articles and public review of this report which is considered as the point raised

in the issues are.

3.3Research ethics



In order to use different sources to complete the entire research. More weight is given

to primary research in this report but the huge impact of secondary research, public

reviews, articles, literature and the author as well as different views of experts through

websites and press releases are seen. This information is important to research all

depend on each other for mutual moral of the research made.

Subject or theme is as high in this affect through experience-based research in case

there is any practical theoretical aspects of implementing any given theory are much

less important. Inductive research as it is known as a specialist is shared research to see

Inductive "observed reality test is made, the general conclusion is celebrated with

particular examples, the deductive method is the other way round as general laws of the

individual studies, "(Hussey and Hussey, 1997) includes an account of change.

3.3.1 What?

Apparently the research is most needed data in various forms of data collected is used

to report quantitative forms as the data company, where as there is very little

qualitative data is used directly source is revealed through is taken.

Quantitative data collection questionnaire and interview here, through the different

research methods, as the questionnaire as interview employees who have been selected

and are passed to the process of recruiting human resources manager, the people taken

to the recruitment plan are distributed.

With ideas from the author (ajveal, 1997, pages 34-35 No.) It was noticed that the data

that is calculative quantitative data as to where the qualitative data is non-

calculative. The very or tabulated qualitative data from the graph but are easy to

present quantitative data presented in the ranking or quantitative data that supports

some variable is attracting.

3.3.2 Which?

Data obtained by different research methods much more reliable and accurate

decisions. And the direct source, the primary source as it makes information more



meaningful and failure is very low false perception questionnaire as interview the

report focused on research techniques.

3.4 Sources and Applications

Various sources in the research and secondary sources as primary sources are

used. The sources in the proper way to conduct research on different research methods

are considered.

3.4.1 Primary Source

Primary sources can be explained as "the first hand sources or are collected for the first

time certain intention in response to research by researchers to carry out the purposes

of research, data presented primary data, called" (( Malhotra, 2004).

Primary research report consisting of a questionnaire and interview data collected. So

basically there should be three to interview human resource managers of the company

selection and recruitment process to understand the basic requirement. Domino pizza

and a branch of the 50 questionnaires distributed to staff in order to share the

experience of their recruitment and selection as factors that helped the company to

enter and what are the factors that the company future this process is responsible for

the development.

3.4.2 Secondary sources

Secondary sources as "sources that already exist and have not submitted it for certain

reasons, because the information the government or other researchers because it is

called secondary data such as is obtained by a third party" (Parasuraman et al are

identified, 2004).

Most of the report there was secondary to the primary data in order to support large-

scale high-capacity data presented was the charm. Relevant to this research, with the

use of secondary data such as there, the company's annual report will be ideas about the

process of recruitment and selection, etc. of any company or other issues and other

topics Articles Press Release.



3.5 Data analysis and interpretation

Investigators analyzed data collected through two sources that the primary source of

secondary sources as well as planning. Research reports and various research methods

research ethics related to the subject. There are different results and research can be

resolved as the result of the findings of investigators shows will find evidence in favor

and against it through various topics helps to be closing. Mathematical tools and

formulas to some of the data is analyzed and put to proper format, the device median,

mode, mean and variance are standard deviation. Most techniques used any flexibility

either largely depends on the researcher.

3.6 Structure and presentation

In this research topic, especially the various statistical data is collected and

mathematical techniques to analyze data so that easy access is presented through. Most

graphical and calculative techniques specific research topic so analysts can access the

solution. P charts, bar graphs, frequency polygons or mean mode and median data are

presented as ways to create. Flexibility and reliability to fully research this particular

subject depends.

CH: 4DATA ANALYSIS



4.1Data analysis

Data analysis of corporate website recruiting process as well as its store managers with

guidance on the information is collected. Some press reports have been analyzed in this

release.

4.1.1Factor affecting the domino’s work system

Committed to its people

Provide opportunities, nurture talent, develop leaders and reward achievement. They

believe that well-trained individuals with diverse backgrounds and experiences, an

environment that fosters respect and work together to drive high levels of engagement

of a team is essential for continued success.

Believe in Domino system

Business model / operators, suppliers, and employees of the company owner's "three-

legged stool" represented by their foundation, and the balance of interests between the

three groups is the key.

Their ethical business operation

Sound ethics is good business. Domino's, they fairness, high standards of honesty and

integrity to conduct their business. They are responsible individually and collectively

accountable.

Give back to your community

Responsibilities that come with being a leader to take it. They help their clients build

better communities, Domino's House charity to support and leverage their size, scope,

and resources to help make the world a better place.

Benefit business

Domino is a publicly traded company. As such, they continually work to provide

profitable growth for shareholders. A continuing focus on its customers and the health

of your system requires.



Strive constantly to improve

It is a learning organization and changing the expected continued growth and

innovation through customer staff, and aims to respond to system needs.

Recruiting suitable applicants

Human Resources

Domino's Pizza group, recruiting and retaining the best people is a priority and it is the

job of human resource sure to stay true to this commitment. The department helps us to

attract and maintain industry leadership position who is an important part of the catch

on the very best professionals.

4.1.2 Working at Domino's

Domino's Pizza the world leader in pizza delivery and with over 8,000 stores over 50 of

the most successful franchise businesses in the international market has become.

Recruitment and selection process

Domino's Pizza Group Ltd are in various stages of recruitment process and the success

rate is dependent on space. Short listing application and the required skills and



experience will match up to start. Then you will be contacted with more information to

explain the role and if appropriate, an interview will be arranged.

Further interviews before an offer can be made.

it is regretful that although the status of your application in respect of all attempts to

contact candidates, they may be unable to contact everyone.Due to the high volume of

applications if you submit your application within 28 days of contact are not, it means

that your application is not successful on that occasion.

A recruitment Domino's in March 2009 for hiring a dedicated E-434 stores across

Australia to help more than 2,500 job vacancies website, launched early.

New Zealand soon after with more than 500 available positions followed. In the first

week over 10,000 job applications were received. For the first time ever, the website to

enable prospective job applicants log on and find out exactly what it is to work

Domino, see the current job vacancies and an interactive delivery driver 'show more fun

playing it with our 2500 initial job vacancies at the beginning of the new year as a result

of the successful launch of the menu came. . Providing all relevant information for job

applications job while also fitted dominosjobs.com.au

Franchises and recruit staff effectively on all relevant store level and store managers

with the tools quickly. Dominosjobs.com.au now all available jobs with regular updates

to the site's main recruiting tool.



The Benefits

They reward worker's talent with a comprehensive benefits package including:

Safety

Bonus scheme incorporating profit

Contributory Pension Scheme

Private Medical Cover (including dental cover)

Increasing holiday entitlements

Access to DPGL's Occupational Health nurse / counseling

Family days, rallies, free gifts via the Intranet, dress down Friday and more



A Domino's Pizza Ypsilanti, Mich today as the little pizza shop began nearly 50 years

ago, is recognized world leader in pizza delivery and can find almost everywhere on the

planet, more than 55 countries world in 8624 stores moving around places.

This kind of development is not by accident. The leadership, commitment and

passionate people who love what they do takes an ever-evolving team. Their success is

accomplished when team members exceptional wow your customers!

Company chairman and CEO, is fond of saying, "pizza company with the best people

win." Of course, masks the stores make, bake and customers' doors more than a million

pizzas each day to pick team members are the backbone of the company.

Domino's Pizza Team is hard working and committed to excellence and serious about

having fun. There are over 170,000 companies owned by Team 600 stores, a system of

5000? Domestic franchise-owned stores and international franchise base that more

than 55 countries around the globe conduct more than 3,000 stores planned by

members. Of those, 13,000 corporate team members, and the greater Ann Arbor,

Michigan, 400 are in the World Resource Center.

Continuing success

Through the efforts of a dedicated team, Domino's Pizza Great job opportunities and

long-term career move and gives the option to succeed. They are looking for the best

people drive their business - strong work ethic, character, passion, loyalty and

dedication to deliver results with the managers, store and corporate team members of

the crew!

Network Building

Quality team members need to grow fast as Domino's expansion has experienced the

strongest in history, so recruitment and training programs to identify and promote the

development of team members to help nurture an essential role in play.



Age is no barrier in Domino. They are people who are pushing hard to be successful, the

right attitude and with a genuine desire to learn, to look for. In fact, many franchisees

and team members to lead Domino's Pizza delivery drivers and pizza makers as started.

4.1.3Domino’s recruitment and selection process

Masks, we take very seriously recruitment and selection. It is important that we

continue our success is to select people with the required properties. Our Human

Resources team of experienced professionals with diverse backgrounds including

recruiting. During the recruitment process, we take an objective view and best practice

British Psychological (bps) Society and the Chartered Institute of Personnel and

Development (CIPD) guidelines set by the follow. We also carefully adhere to equal

Opportunity legislation

Our recruitment methodology abilities, or proficiency check is based on. These

capabilities, attitudes, skills and knowledge that can be determinant to the success of

work and can focus on the role requirements are set. Such consistency in the evaluation

and selection process to ensure the accuracy and reliability is increasing.

Submitting an application

If you apply for a role, the vacancies section of our website www.domno-printing.com

view and space provided for each to know want to submit your application.

Recruitment process

Our selection process is the position for which you are applying depends on three steps

can include. Includes a forum application or CV. Successful if you first with a second

phase of the hiring manager usually will be invited to attend interviews for some roles

you may be required to sit the test. Interviews and psychometric tests are included in

the final stage, and presentations, fact-finding exercise and may include organizational

and product demonstrations - a "domino day '. 'Before your' Domino 'the day we will

write to confirm the agenda of the day. Assurance that the practice role for which you



are applying and especially job-related activities relevant to the representation of

capabilities to check the rest.

Interview

Interview and you have about your experience. You will be asked for examples of how

you behaved in different situations, work, university, school, drawing on examples from

a club or home. We are a 'trick' questions not to throw you off, or to ask questions

unrelated to how you will behave when caught off guard.

Psychometric Tests

Psychometric tests and their potential ability to exercise that view is expired. Test we

use most often, focusing on verbal numerical skills. We also evaluated the personality of

one of you a bit more information about our design tool included. It adds to our

understanding, but to whether or not you will succeed as the sole basis of a decision is,

after all we are a special type of personality, but actively value diversity not to look. You

will sit three tests for the roles. For more senior roles in more than you may be required

to participate.

Presentations

Presentation of their people as a group have a chance to show the ability to

communicate. You first have to prepare for the day and time will be subject.

Fact-finding

Fact-finding exercise for you to demonstrate your technical knowledge and test /

interact with specific technical role you are applying will include information about

potential looks around. These exercises are usually held engineering roles.

"Domino Day on" How to prepare for you work, university, and a club in school and at

home on the show. When you have conversations with people think of the example, you

problems, may face consequences and what you learned from these situations. Why

would you want about the role and skills will be required to state what you think. What

do you do it well and you need to do to improve Concentrate. You colleagues, friends,

tutors, clients or customers, as feedback from such sources could be found.



"domino before the day to try a good night's sleep. At best it to Domino and you are late,

call us and we will try and accommodate you or book you are going to try later in the

day or another day. A mask for staff at the office is running a smart business dress

code. Employees working in production areas where casual attire. As a general guide to

dressing appropriately for the interview, more on Domino from day one to discover and

have the opportunity to demonstrate their capabilities. Our aim is to give the best

chance to show their potential, and whether you have enough Domino ass is right for

you.

Our commitment to you

At all stages of the selection process we will keep you informed about your progress. We

via email or in writing will accept applications thanks to their initial application. Then

your application will be handled by our professional human resource team that will

make it much consideration and according to our commitment to equal opportunity.

Keep you informed

We understand that is important to know the exact status of your application and keep

you informed of the progress of your application will be. If you would like to contact us

with any questions that you supply basic contact details through the address space

can. On occasion, candidates' application may have to be put on hold. If this happens, we

will regularly update you - and you always welcome to call us for an update. Before the

interview, we have time, space and travel information to confirm. We understand that

you are worried about the interview, we will describe what is included and can be

estimated will take time. Please let us know if you have special needs or

requirements. Above all, we ensure that your time with us as comfortable as possible

want. We interview you within two weeks and will update you know what happen next.

Keeping your details on file

May be at times when we apply what we have read or been seen by you may be affected,

but you are not able to provide employment opportunities. It may be that there is an

area in which you are interested in a specific location is not empty, or we already have

filled positions. In that case, with your agreement, for up to six months we will hold



details on their career database. Should a vacancy occur within this period, which we

think you are suitable, you will automatically be considered.

Other factors affecting performance

A third point to keep in mind about the election programs of many factors that affect job

performance. The primary purpose of choosing the perfect job to those who will

perform well in the organization to deliver offers to people who will not do as well as

the decision to offer the job is likely to increase. Usually, any evaluation of the adequacy

of selection process is done in terms of performance.

Press Releases

Award honors southeastern Michigan companies that demonstrate exceptional human

resources and employee relations practices, and a convention center and events

Dearborn, Mich is the fifth time in six years lunch held on 29 October presented, and the

fourth consecutive recognition Domino Pizza " The best and brightest "in the selection

list after attending received. 101 was the best and brightest company’s reward

companies that recognized employees as their greatest asset establish respect for the

program to work. Annual award winners are companies that show imagination and

faith in the human resource management through best practices are creating value with

the results.

"Our human resources department at Domino's Pizza People First honor as our number

one guiding principle is referred to," put people first '"Domino People First bar Wilmot,

executive vice president. "The domino theory is something each and every day we live.

It is our goal to become the world's best pizza delivery company and a first-rate team

may not be complete without. I am very proud and honored am to be recognized once

again for our efforts. "

MBPA is a comprehensive evaluation process to determine which companies earn the

distinction of being named one of "Metro Detroit's best and brightest. "Evaluation part

of the Domino's recruitment and selection process, recognition and retention programs,

communication, diversity and multiculturalism, employee education and development



of a comprehensive survey, data compensation, and benefits, community initiatives and

operations including work-life balance. In addition, Domino's team members randomly

anonymous and confidential survey to complete chosen gauge the effectiveness of the

company's efforts.

CH: 5 CONCLUSIONS AND FINDINGS

5.1 Conclusion

More closely related to the selection and hiring compared to other programs in HRM,

because both the recruitment and selection are concerned with keeping people in

jobs. So, both concerns individuals who are not working for the firm. Others deal with

HRM activities after they are working. We will define recruitment (as sources of

recruitment selection, development will be referred to what the recruitment ads, and to

determine how much money will be spent) as the organizational activities that influence



and individuals who apply for a position numbers are too kind "to influence decisions

about applicants accepted a job offer or not.

We use this definition because it is important to attract people not only about looks, but

also about the growing possibility that the people accept a position if it is offered. To

introduce people to it and then turn them off when they do, but we all know that it is

unconscious. Sara Rynes, a comprehensive review of recruitment, selection and

appointment of the relationship between points in and out.

At the very least, choose a firm needs to use both sources of recruitment and work affect

the recruitment message contains specific information about something.

For example, a human resources manager for an entry level position in manufacturing

plants applicants equal opportunity employment law, union contract interpretation and

employee benefit plans may need to know about the union. These requirements only

law schools to recruit sources, industrial relations, human resource programs and

graduates of the program can target range. In a reverse example, the applicant pool

serves as a limiting factor in the selection. If the bridge is inappropriate to the situation,

to identify workers less likely the selection is better. Although hiring a full treatment is

beyond the scope of this book, we choose to summarize some of the key features to

reflect their importance.

Strategies for successful recruitment

Recruiting and selecting the most suitable candidate is not about choosing. Potential

impact on recruitment and selection experience that a candidate to accept a job offer

and remaining with their organization's commitment can.

Time and resources to develop a comprehensive recruitment strategy is a worthwhile

investment. Poor hiring choices (ie, working poor people fi T) organizations and

activists, including a range of outcomes may be undesirable for:

• high rate of turnover

• Performance impact at



• reduced job satisfaction

• Motivation at work.

In this section we consider an effective hiring process in three stages:

A step: Make sure an up-to-date job description

Two steps: developing an effective recruitment strategy

Three steps: evaluating recruitment strategies

5.2 Recommendation

Recommendation: 1 proposal as PwC report dated June 2003 and specifically

mentioned briefly in an appendix as an agreed and reasonable period of time should be

applied.

2 Recommendation: Experience the knowledge, skills, and job specific qualification (s

ECS) framework to assess the statutory codes of practice currently reflected in the

guidance should be non-discriminatory, transparent, promote equality of opportunity

and aims where possible to develop under.

Three recommendations: internal trawls should work only in special circumstances

such as this action could avoid a potential redundancy or restructuring or redeployment

within the existing conditions where the headcount.

4 Recommendation: A comprehensive monitoring system, appointment tracking

applicants through the application, and must be developed to encompass all nine

Section 75 dimensions are applied.

5 Recommendation: A successful candidate to determine the appropriate starting salary

is the responsibility of Human Resources Director who reviews any existing equal pay

as a result of the program will implement the recommendations should be made.



6 Recommendation: For all those who sit on selection panels should be required to not

only be trained but also after a reasonable period of time to attend refresher courses

and two years of initial training usually within. This training must include 75 segment

model and associated legislation.

7 Recommendation: NI investment to ensure that its recruitment and selection process

open, transparent and relevant and procedures that give equal opportunities to all

applicants must continue.

8 Recommendation: Where external consultants are employed so that all NI investment

selection techniques to ensure valid and reliable, including all the psychometric tests

should.


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