A Study on ‘‘MNC COMPANIES RECRUITMENT” process

A Social Relevant project report is submitted in partial fulfilment of the requirements

for the award of the degree of

BATCHELOR OF TECHNOLOGY

in

ELECTRONICS & COMMUNICATION ENGINEERING

Submitted by

N.RAJASEKHAR REDDY 20HR1A0433

Under the esteemed guidance of

Mr. S. Bala Krishna, MBA

DEPARTMENT OF ELECTRONICS AND COMMUNICATION ENGINEERING

BUCHEPALLI VENKAYAMMA SUBBAREDDY ENGINEERING COLLEGE

(Approved by AICTE, New Delhi & Affiliated to JNTUK, KAKINADA)

Ongole -Kurnool Road, Chimakurthy -523226, Prakasam (Dt), A.P.

2023-2024
 DEPARTMENT OF ELECTRONICS & COMMUNICATION
ENGINEERING

CERTIFICATE

This is to certify that the social relevant project entitled “Competetive world” is a
bonafide work of

N.RAJASEKHAR REDDY 20HR1A0433

In the partial fulfilment of the requirement for the award of the degree of Bachelor
of Technology in ELECTRONICS & COMMUNICATION ENGINEERING for the
academic year 2023-2024. This is done under my supervision and guidance of

INTERNAL EXAMINER HEAD OF THE DEPARTMENT ,

Mr. S. BALA KRISHNA, MBA Mr. G. V. RAVI KUMAR, M.
Tech Associate Professor
 CONTENTS

SI. NO TITLE
PG. NO

1 INTRODUCTION

2 RECRUITMENT MEANING

3 NEED FOR RECRUITMENT

4 RECRUITMENT PROCESS

5 SOURCES OF RECRUITMENT

6 INTERNAL RECRUITMENT

7 EXTERNAL RECRUITMENT

8 SELECTION PROCESS

9 RECRUITMENT PROCESS

10 FRESHER INETERVIEW Ques.

11 EXPERIENCE PERSON INTERVIEW Ques.

12 Conclusion
INTRODUCTION:
Recruitment and Selection:

Recruitment is the process of attracting individuals on a timely basis in

sufficient numbers and with appropriate qualification, to apply for jobs
within an organization.

The process of searching prospective employees with multidimensional

skills and experience that suits organization strategies in fundamental to
the growth of the organization.

This demands more comprehensive strategic perspective recruitment

Organizations require the services of large number of personnel, these
personnel occupies the various positions created to the process of
organization.
Each position of the organization has certain specific contributions to
achieve the organizational objectives. The recruitment process of the
organizational has to be strong enough to attract and select the potential
candidates with right job specification.

The recruitment process begins with human resource planning and

concludes with the selection of required number of candidates, both HR
staff and operating managers have responsibilities in the process.

“Right person for the right job is the basic principle in recruitment and
selection. Every Organisation should give attention to the selection of its
manpower”, especially its managers.

The operative manpower is equally important and essential for the orderly
working of an enterprise.

Every business Organization /unit needs manpower for carrying different

selection of suitable candidates is essential.

Human resource management in an organisation will not be possible if

unsuitablepersons are selected and employment in a business unit.
RECRUITMENT:

Meaning:
Recruitment means to estimate the available vacancies and to make suitable
arrangements for their selection and appointment. Recruitment is understood
as the process of searching for and obtaining applicants for the jobs, from
among whom the right people can be selected.

A formal definition states. "It is the process of finding, screening, hiring and
eventually onboarding qualified job candidates. The recruiting process can be
relatively straightforward, but advances in technology, a tight labor market
and a workforce pool that might span five generations can make the first step
-- finding potential candidates -- particularly challenging. Recruitment is a
key part of human resource (HR) management and supported by the hiring
manager and others involved in the hiring process. Skilled recruitment efforts
will make a company stand out and be more attractive to potential employees,
a strategy that can directly impact a company's bottom line. In recruitment,
information is collected from interested candidates. For this different source
such in newspaper advertisement, employment exchanges, internal promotion,
etc are used.

In the recruitment, a pool of eligible and interested candidates is created for

selection of most suitable candidates. Recruitment represents the first contact
that a company makes with potential employees

Definition: According to EDWIN FLIPPO.., “Recruitment is the process of

searching for prospective employees and stimulating them to apply for jobs in
the organization.”
NEED FOR RECRUITMENT:

The need for recruitment may be due to the following reasons/situation:

a) Vacancies due to promotions, transfer, retirement, termination,

permanent disability, death and labour turnover

b) Creation of new vacancies due to the growth, expansion and

diversification of business activities of an enterprise.

c) In addition, new vacancies are possible due to job specification.

PURPOSE AND IMPORTANCE OF RECRUITMENT:

1. Determine the present and future requirements of the

organization on conjunction with its personnel-plarming and
job analysis activities.

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

3. Help increase the success rate of the selection process by

reducing the number of visibly under qualified or
overqualified job applicants.

4. Help reduce the probability that job applicants, once recruited

selected, will leave the organization only after a short period
of
time.

5.Meet the organization's legal and social obligations regarding

the composition of its work force.
 RECRUITMENT PROCESS

Recruitment refers to the process of identifying and attracting job seekers so

as to build a pool of qualified job applicants. The process comprises five
interrelated stages, viz.

1. Planning.

2. Strategy development.

3. Searching.

4. Screening.

5. Evaluation and control.

STAGE 1: RECRUITMENT PLANNING:

The first stage in the recruitment process is planning Planning involves the
translation of likely job vacancies and information about the nature of these
jobs into set of objectives or targets that specify the (1) Numbers and (2)
Types of applicants to be contacted.

Numbers of contact: Organization, nearly always, plan to attract more

applicants than they will hire. Some of those contacted will be uninterested,
unqualified or both. Each time a recruitment Programme is contemplated, one
task is to estimate the number of applicants necessary to fill all vacancies
with the qualified people.

Types of contacts: It is basically concerned with the types of people to be

informed about job openings. The type of people depends on the tasks and
responsibilities involved and the qualifications and experience expected.
These details are available through job description and job specification.
STAGE 2: STRATEGY DEVELOPMENT:

When it is estimated that what type of recruitment and how many are required
then one has concentrate in,
(1). Make or Buy employees.
(2) Technological sophistication of recruitment and selection devices.
(3). Geographical distribution of labour markets comprising job seekers.
(4). Sources of recruitment.
(5). Sequencing the activities in the recruitment process.
STAGE 1:Make or Buy:
Organisation must decide whether to hire le skilled employees and invest on
training and education programmes, or they can hire skilled labour and
professional Essentially, this is the make or buy decision, Organizations,
Which hire skilled and professionals shall have to pay more for these
employees
STAGE 2:Technological Sophistication:
The second decision in strategy development relates to the methods used in
recruitment and selection. This decision is mainly influenced by the available
technology.
The advent of computers has made it possible for employers to scan national
and international applicant qualification. Although impersonal.
Computers have given employers and job seekers a wider scope of options in
the initial screening stage.
STAGE 3: SEARCHING:
Once a recruitment plan and strategy are worked out, the search process can
begin. Search involves two steps
A) Source activation and
B) Selling
STAGE 4: SCREENING:
Screening of applicants can be regarded as an integral part of the
recruiting process, though many view it as the first step in the selection
process. Even the definition on recruitment, we quoted in the beginning of
this chapter, excludes screening from its scope.

Purpose of screening:

The purpose of screening is to remove from the recruitment process, at an

early stage, those applicants who are visibly unqualified for the job. Effective
screening can save a great deal of time and money.

In screening, clear job specifications are invaluable. It is both good practice

and a legal necessity that applicant's qualification is judged on the basis of
their knowledge, skills, abilities and interest required to do the job.

STAGE 5: EVALUATION AND CONTROL:

Evaluation and control is necessary as considerable costs are incurred in the

recruitment process. The costs generally incurred are:

1. Salaries for recruiters

2. Management and professional time spent on preparing job description. job

specifications, advertisements, agency liaison and so forth.

3. The cost of advertisements or other recruitment methods, that is, agency

4. Recruitment overheads and administrative expenses.

5. Costs of overtime and outsourcing while the vacancies remain unfilled.

6. Cost of recruiting unsuitable candidates for the selection process,

 Sources of recruitment:

INTERNAL SOURCES EXTERNAL SOURCES

1. Promotion 1. Campus recruitment
2. Transfers 2. Press advertisement
3. Internal notification 3. Management consultancy service
4. Retirement 4. Deputaion of personal or transfer
5. Former employees 5. walk-in, write-in’s, talk-in’s

The sources of recruitment can be broadly categorized into internal and

external

1) INTERNAL RECRUITMENT:

Internal recruitment seeks applicants for positions from within thecompany.

The various internal sources include:

Promotions and Transfers:

Promotion is an effective means using job posting and personnel records.

Job posting requires notifying vacant positions by posting notices,
circulating publications or announcing at staff meetings and inviting
employees to apply.

Personnel records help discover employees who are doing jobs below their
educational qualifications or skill levels.

Promotions has many advantages like it is good public relations, builds

morale, encourages competent individuals who are ambitious, improves the
probability of good selection since information on the individual's
performance is readily available, is cheaper than going outside to recruit,
those chosen internally are familiar with the organization thus reducing the
orientation time and energy and also acts as a training device for developing
middle-level and top-level managers
Employee referrals:

Employees can develop good prospects for their families and friends
by acquainting them with the advantages of a job with the company,
furnishing them with introduction and encouraging them to apply.
This is a very effective means as many qualified people can bercached
at a very low cost to the company. The other advantages are that the
employees would bring only those referrals that they feel would be
able to fit in the organization based on their own experience.
In this way, the organization can also fulfil social obligations and
create goodwill.

Former Employees:
These include retired employees who are willing to work on a part-
time basis, individuals who left work and are willing to come back for
higher compensations. Even retrenched employees are taken up once
again. The advantage here is that the people are already known to the
organization and there is no need to find out their past performance
and character.
Dependents of deceased employees:
Usually, banks follow this policy. If an employee dies, his/her spouse
or son or daughter is recruited in their place. This is usually an
effective way to fulfil social obligation and create goodwill.
Retirements:
At times, management may not find suitable candidates in place of the
one who had retired, after meritorious service. Under the
circumstances, management may decide to call retired managers with
new extension.
Recalls:
When management faces a problem, which can be solved only by a
manager who has proceeded on long leave, is may de decided to recall
that persons after the problem is solved, his leave maybe extended.

Referral recruitment programs:

Referral recruitment programs allow both outsiders and employees to
refer candidates for filling job openings. Online, they can be
implemented by leveraging social networks.

Employee referral:

An employee referral is a candidate recommended by an existing

employee. This is sometimes referred to as referral recruitment.
Encouraging existing employees to select and recruit suitable
candidates results in:

* Improved candidate quality ('fit'). Employee referrals allow

existing employees to screen, select and refer candidates, lowers staff
attrition rate; candidates hired through referrals tend to stay up to 3
times longer than candidates hired through job boards and other
sources. The one-to-one direct relationship between the candidate and
the referring employee and the exchange of knowledge that takes
place allows the candidate to develop a strong understanding of the
company, its business and the application and recruitment process.
The candidate is thereby enabled to assess their own suitability and
likelihood of success, including "fitting in."

 As candidate quality improves and interview-to-job-offer

conversion rates increase, the amount of time
spent interviewing decreases, which means the
company's employee headcount can be streamlined and be used
more efficiently. Marketing and advertising expenditures decrease
as existing employees source potential candidates from existing
personal networks of friends, family, and associates. By contrast,
 recruiting through third-party recruitment agencies incurs a 20–
25% agency finder's fee – which can top $25K for an employee
with $100K annual salary.

Sourcing:

Sourcing is the use of one or more strategies to attract and identify

candidates to fill job vacancies. It may involve internal and/or
external recruitment advertising, using appropriate media such as job
portals, local or national newspapers, social media, business media,
specialist recruitment media, professional publications, window
advertisements, job centers, career fairs, or in a variety of ways via
the internet.

Alternatively, employers may use recruitment consultancies

or agencies to find otherwise scarce candidates—who, in many cases,
may be content in their current positions and are not actively looking
to move. This initial research for candidates—also called name
generation—produces contact information for potential candidates,
whom the recruiter can then discreetly contact and screen.

Approches:

Many companies will choose to recruit or promote employees

internally. This means that instead of searching for candidates in the
general labor market, the company will look at hiring one of their own
employees for the position. After searches that combine internal with
external processes, companies often choose to hire an internal
candidate over an external candidate due to the costs of acquiring new
employees, and also on the fact that companies have pre-existing
knowledge of their own employees’ effectiveness in the workplace.
Additionally, internal recruitment can encourage the development of
skills and knowledge because employees anticipate longer careers at
the company. However, promoting an employee can leave a gap at the
promoted employee’s previous position that subsequently needs to be
filled. Traditionally, internal recruitment will be done through internal
job postings. Another method of recruiting internally is through
employee referrals. Having existing employees in good standing
recommend coworkers for a job position is often a preferred method
of recruitment because these employees know the values of the
organization, as well as the work ethic of their coworkers. Some
managers will provide incentives to employees who provide
successful referrals.

Social recruiting is the use of social media for recruiting. As

more and more people are using the internet, social networking sites,
or SNS, have become an increasingly popular tool used by companies
to recruit and attract applicants. A study conducted by researchers
found that 73.5% of Cypriot companies had an account on an SNS,
the most common being Facebook, LinkedIn, and Twitter. There are
many benefits associated with using SNS in recruitment, such as
reducing the time required to hire someone, reduced costs, attracting
more “computer literate, educated young individuals”, and positively
impacting the company’s brand image. However, some disadvantages
include increased costs for training HR specialists and installing
related software for social recruiting. There are also legal issues
associated with this practice or outdated information on applicant
SNS.
 External recruitment:

External recruitment seeks applicants for positions from sources outside the
company. They have outnumbered the internal methods. The various external
sources include.
Professional or Trade Associations:
Many associations provide placement service to its members. It consists of
compiling job seeker's lists and providing access to members during regional
or national conventions. Also, the publications of these associations carry
classified advertisements from employers interested in recruiting their
members. These are particularly useful for attracting highly educated,
experienced or skilled personnel.

Advertisements:
It is a popular method of seeking recruits, as many recruiters prefer
advertisements because of their wide reach. Want ads describe the job benefits,
identify the employer and tell those interested how to apply. Newspaper is the
most common medium but for highly specialized recruits, advertisements may
he placed in professional or business journals.

Campus Recruitments:

Colleges, universities, research laboratories, sports fields and institutes refer

tile ground for recruiters, particularly the institutes. Campus Recruitment is
going global with companies like HLL, Citibank, HCL-HP. ANZ Grind lays
L&T, Motorola and Reliance looking for global markets. Some companies
recruit a given number of candidates from these institutes every year, Campus
recruitment is so much sought after that each college; university department or
institute will have a placement officer to handle recruitment functions.

Walk-ins, Write-ins and Talk-ins:

The most common and least expensive approach for candidates is direct
applications, in which job seekers submit unsolicited application letters or
resumes. Direct applications can also provide a pool of potential employees to
meet future needs. From employees" viewpoint, walk-ins are preferable as
they are free from the hassles associated with other methods of recruitment.
While direct applications are particularly effective in filling entry level and
unskilled vacancies, some organizations compile pools of potential employees
from direct applications for skilled positions
Selection process:

Selection is along process, commencing from the preliminary interview of

the applicants and ending with the contract of employment.

1. Preliminary test.
2. Selection test.
3. Employment interview.
4. Reference and background.
5. Selection decision.
6. Job offer.
7. Employment contract.

PRELIMINARY INTERVIEW:

The applicants received from job seekers would be subject to scrutiny so as

to eliminate unqualified applicants. This is usually followed by a
preliminary interview the purpose of which is more or less the same as
scrutiny of application, that is, eliminate of unqualified applicants. Scrutiny
enables the HR specialists to eliminate unqualified jobseekers based on the
information supplied in their application forms. Preliminary interview, on
the other hand, helps reject misfits for reason, which did not appear in the
application forms.

SELECTION TEST:

Job seekers who pass the screening and the preliminary interview are
called for tests Different types of tests may be administered, depending on
the job and
Generally, tests are used to determine the applicant's ability, aptitude and
personality.

The following are the type of tests taken:

1. Aptitude.
2. Reasoning.
3. Coding test.
4. Intelligence test.
5. Communication.
INTERVIEW:

The next step in the selection process is an interview, Interview is formal, in-
depth conversation conducted to evaluate the applicant's acceptability. It is
considered to be excellent selection device. It is face-to-face exchange of
view. ideas and opinion between the candidates and interviewers. Basically,
interview is nothing but an oral examination of candidates. Interview can be
adapted to unskilled, skilled, managerial and profession employees.

Types of interviews:-
Interviews can be of different types. There interviews employed by the
companies.

Following are the various types of interviews

1. Informal interview.
2. Formal interview.
3. Non directive interview.
4. Depth interview.
5. Stress interview.
6. Group interview.
7. Panel interview.
8. Sequential interview.
9. Telephonic interview.

REFERENCE CHECK:
Many employers request names, addresses, and telephone numbers of
references for the purpose of verifying information and perhaps, gaining
additional background information on an applicant.
Although listed on the application form, references are not usually checked
until an applicant has successfully reached the fourth stage of a sequential
selection process.When the labour market is very tight, oraganisations
sometimes hire applicants
Before checking references.
Job offer:

The next step in the selection process is job offer to those applicants who have
crossed all the previous hurdles. Job offer is made through a letter of appointed.
Such a letter generally contains a date by which the appointee must report on
duty. The appointee must be given reasonable time for reporting. Those is
particularly necessary when he or she is already in employment, in which case-
the appointee is required to obtain a relieving certificate from the previous
employer.

The company may also want the individual to delay the date of reporting on
duty. If the new employee's first job upon joining the company is to go on
company until perhaps a week before such training begins.

CONTRACT OF EMPLOYMENT:

There is also a need for preparing a contract of employment. The basic

information that should be included in a written contract of employment will
vary according to the level of the job, but the following checklist sets out the
typical headings:

1. Job title
2. Duties, including a purse such as "The employee will perform such duties
and will be responsible to such a person, as the company may from time to
time direct".
3. Date when continuous employment starts and the basis for calculating
service.
4. Rate of pay, allowance, overtime and shift rates, method of payments
5. Hours of work including lunch break and overtime and shift arrangements.
6. Holiday arrangements:
7. Paid holidays per year.
8. Public holydays.
9. Special Terms in contract.
 Application
screening

Technical test

FAIL

Technical
interview

HR interview REJECTED

JOB offer

FRESHER INTERVIEW QUESTIONS:

1. TELL ME ABOUT YOUR SELF?

2. WHERE DO YOU SEE YOUR SELF IN 5 YEARS?

3. WHAT ARE YOUR BIGGEST ACHIEVMENTS?

4. WHAT ARE YOUR HOBBIES?

5. HOW DO YOU HANDLE STRESS AND PRESSURE?

6. WHY ARE YOU INTERESTED IN THIS JOB?

7. WHAT ARE YOUR SALARY EXPECTATIONS?

8. WHAT ABOUT THE COMPANIE(RECRUITMENT COMP.)?

9. DO YOU HAVE ANY QUESTIONS TO ME?

10 .WHAT ARE YOUR STRENGHT & WEAKNESS?

EXPERIENCE PERSON INTERVIEW QUESTIONS:

1. TELL ME ABOUT YOUR SELF?

2. HOW DID YOU HEAR ABOUT THIS POSITION?

3. WHY DO YOU WANT TO WORK AT THIS COMPANY?

4. WHY DO YOU WANT THIS JOB?

5. WHAT ARE YOUR GREATEST STRENGHTS?

6. WHY ARE YOU LEAVING YOUR CURRENT JOB?

7. WHATS YOUR CUREENT SALARY?

8. WHATS YOUR WORK STYLE?

9. WHAT YOUR SALARY EXPECTATIONS?

Good morning ma'am/sir.

First of all, thank you for giving me this opportunity to
introduce myself.
I am Rajasekhar Reddy. I am from podili currently I am
pursuing BTECH final year in BVSR engineering college.
In my family, there are 4 members including me, my mother,
my father and my elder brother. Coming to my hobbies, and
listening to music and internet surfing. My strengths are hard
work, a positive mindset and self-motivated. My short-term goal
is to get a job in a reputed company like yours. My long-term
goal is to achieve a higher position in the same company that's
all about me.
Thank you again for giving me this opportunity.
Conclusion:

The report has attempted to point out recruitment and selection

process in Multinational corporation. We can get little
information about recruitment and selection process in MNC
companies. Recruitment is the process of searching for
prospective employees and stimulating and encouraging them
to apply for jobs in an organization. And Selection is selecting
the right candidate at the right time in the right place. We also
take support by some secondary reports as well as internet and
Multinational Company report publication.