CHAPTER:- 1 INTRODUCTION AND MEANING OF RECRUITMENT

Recruitment is the process of having the right person, in the right place, at the right time and it is crucial to organisational performance. Youll find here information on the recruitment process, recruitment law, policy and methods, online recruitment, costs of recruitment, recruitment advertising, recruitment agencies, consultants and executive search, graduate recruitment, competency-based recruitment, application forms, curriculum vitae, and internal recruitment. According to Edwin B. Flippo, Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organisation. Recruitment is the activity that links the employers and the job seekers. A few definitions of recruitment are: process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applications from which new employees are selected. is the process to discover sources of manpower to meet the requirement of staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force. Recruitment of candidates is the function preceding the selection, which helps create a pool of prospective employees for the organisation so that the management can select the right candidate for the right job from this pool. The main objective of the recruitment process is to expedite the selection process.

Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified

applicants for the future human resources needs even though specific vacancies do not exist. Usually, the recruitment process starts when a manger initiates an employee requisition for a specific vacancy or an anticipated vacancy. RECRUITMENT NEEDS ARE OF THREE TYPES PLANNED i.e. the needs arising from changes in organization and retirement policy. ANTICIPATED Anticipated needs are those movements in personnel, which an organization can predict by studying trends in internal and external environment. UNEXPECTED Resignation, deaths, accidents, illness give rise to unexpected needs.

Anticipated

Planned

Unexpected

Need of Recruitmen t

CHAPTER :- 2 RECRUITMENT PROCESS

The recruitment and selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the strategic advantage for the organisations. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time.

A general recruitment process is as follows:

Identifying the vacancy: The recruitment process begins with the human resource department receiving requisitions for recruitment from any department of the company. These contain:

Posts to be filled Number of persons Duties to be performed Qualifications required

Preparing the job description and person specification.

Locating and developing the sources of required number and type of employees (Advertising etc).

Short-listing and identifying the prospective employee with required characteristics.

Arranging the interviews with the selected candidates.

Conducting the interview and decision making

The recruitment process is immediately followed by the selection process i.e. the final interviews and the decision making, conveying the decision and the appointment formalities.

CHAPTER: - 3 PURPOSE & IMPORTANCE OF RECRUITMENT

and encourage more and more candidates to apply in the organization. a talent pool of candidates to enable the selection of best candidates for the organization. present and future requirements of the organization in conjunction with its personnel planning and job analysis activities.

is the process which links the employers with the employees. the pool of job candidates at minimum cost. increase the success rate of selection process by decreasing number of visibly under qualified or overqualified job applicants. reduce the probability that job applicants once recruited and selected will leave the organization only after a short period of time. the organizations legal and social obligations regarding the composition of its workforce. identifying and preparing potential job applicants who will be appropriate candidates. ness of various recruiting techniques and sources for all types of job applicants
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CHAPTER:-4 SOURCES OF RECRUITMENT

Every organization has the option of choosing the candidates for its recruitment processes from two kinds of sources: internal and external sources. The sources within the organization itself (like transfer of employees from one department to other, promotions) to fill a position are known as the internal sources of recruitment. Recruitment candidates from all the other sources (like outsourcing agencies etc.) are known as the external sources of recruitment.

SOURCES OF RECRUITMENT

Internal Sources of Recruitment

1. Transfers The employees are transferred from one department to another according to their efficiency and experience. 2. Promotions the employees are promoted from one department to another with more benefits and greater responsibility based on efficiency and experience.

3. Others are Upgrading and Demotion of present employees according to their performance.

4. Retired and Retrenched employees may also be recruited once again in case of shortage of qualified personnel or increase in load of work. Recruitment such people save time and costs of the organizations as the people are already aware of the organizational culture and

the policies and procedures.

5. The dependents and relatives of Deceased employees and Disabled employees are also done by many companies so that the members of the family do not become dependent on the mercy of others

External Sources Of Recruitment

1. Press advertisements Advertisements of the vacancy in newspapers and journals are a widely used source of recruitment. The main advantage of this method is that it has a wide reach.

2. Educational Institutes various management institutes, engineering colleges, medical Colleges etc. are a good source of recruiting well qualified executives, engineers, medical staff etc. They provide facilities for campus interviews and placements. This source is known as Campus Recruitment.

Advantages Internal Recruitment People already familiar with the business and how it operates Provides opportunities for promotion with in the business can be motivating Business already knows the strengths and weaknesses of candidates Cheaper and quicker to recruit

Disadvantages Limits the number of potential applicants No new ideas can be introduced from outside the business May cause resentment amongst candidates not appointed Creates another vacancy which needs to be filled

External Recruitment

Outside people bring in new ideas Larger pool of workers from which to find the best candidate

Longer process More expensive process due to

advertisements and interviews required People have a wider range of experience Selection process may not be effective enough to reveal the best candidate

CHAPTER: - 5 FACTORS AFFECTING RECRUITMENT PROCESS

The recruitment function of the organizations is affected and governed by a mix of various internal and external forces. The internal forces or factors are the factors that can be controlled by the organization. And the external factors are those factors which cannot be controlled by the organization. The internal and external forces affecting recruitment function of an organization are:

FACTORS AFFECTING RECRUITMENT

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Internal Factors Affecting Recruitment

The internal forces i.e. the factors which can be controlled by the organisation are:

1. Recruitment Policy The recruitment policy of an organisation specifies the objectives of recruitment and provides a framework for implementation of recruitment programme. It may involve organizational system to be developed for implementing recruitment programmes and procedures by filling up vacancies with best qualified people.

Factors Affecting Recruitment Policy

Organizational objectives Personnel policies of the organization and its competitors. Government policies on reservations. Preferred sources of recruitment. Need of the organization. Recruitment costs and financial implications.

2.Human Resource Planning Effective human resource planning helps in determining the gaps present in the existing manpower of the organization. It also helps in determining the number of employees to be recruited and what qualification they must possess.

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2. Size Of The Firm The size of the firm is an important factor in recruitment process. If the organization is planning to increase its operations and expand its business, it will think of hiring more personnel, which will handle its operations.

3. Cost Recruitment incur cost to the employer, therefore, organizations try to employ that source of recruitment which will bear a lower cost of recruitment to the organization for each candidate.

4. Growth and Expansion Organization will employ or think of employing more personnel if it is expanding its operations.

External Factors Affecting Recruitment

The external forces are the forces which cannot be controlled by the organisation. The major external forces are:

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1. Supply And Demand The availability of manpower both within and outside the organization is an important determinant in the recruitment process. If the company has a demand for more professionals and there is limited supply in the market for the professionals demanded by the company, then the company will have to depend upon internal sources by providing them special training and development programs.

2. Labour Market Employment conditions in the community where the organization is located will influence the recruiting efforts of the organization. If there is surplus of manpower at the time of recruitment, even informal attempts at the time of recruiting like notice boards display of the requisition or announcement in the meeting etc will attract more than enough applicants. 3. Image / Goodwill Image of the employer can work as a potential constraint for recruitment. An organization with positive image and goodwill as an employer finds it easier to attract and retain employees than an organization with negative image. Image of a company is based on what organization does and affected by industry. For example finance was taken up by fresher MBAs when many finance companies were coming up.

4. Political-Social- Legal Environment Various government regulations prohibiting discrimination in hiring and employment have direct impact on recruitment practices. For example, Government of India has
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introduced legislation for reservation in employment for scheduled castes, scheduled tribes, physically handicapped etc. Also, trade unions play important role in recruitment. This restricts management freedom to select those individuals who it believes would be the best performers. If the candidate cant meet criteria stipulated by the union but union regulations can restrict recruitment sources.

5. Unemployment Rate One of the factors that influence the availability of applicants is the growth of the economy (whether economy is growing or not and its rate). When the company is not creating new jobs, there is often oversupply of qualified labour which in turn leads to unemployment.

6. Competitors The recruitment policies of the competitors also effect the recruitment function of the organizations. To face the competition, many a times the organizations have to change their recruitment policies according to the policies being followed by the competitors.

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CHAPTER:-6 RECRUITMENT POLICY OF A COMPANY

In todays rapidly changing business environment, a well defined recruitment policy is necessary for organizations to respond to its human resource requirements in time. Therefore, it is important to have a clear and concise recruitment policy in place, which can be executed effectively to recruit the best talent pool for the selection of the right candidate at the right place quickly. Creating a suitable recruitment policy is the first step in the efficient hiring process. A clear and concise recruitment policy helps ensure a sound recruitment process. It specifies the objectives of recruitment and provides a framework for implementation of recruitment programme. It may involve organizational system to be developed for implementing recruitment programmes and procedures by filling up vacancies with best qualified people.

COMPONENTS OF THE RECRUITMENT POLICY

The general recruitment policies and terms of the organisation

Recruitment services of consultants

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Recruitment of temporary employees

Unique recruitment situations

The selection process

The job descriptions

The terms and conditions of the employment

FACTORS AFFECTING RECRUITMENT POLICY

Organizational objectives

Personnel policies of the organization and its competitors.

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Government policies on reservations.

Preferred sources of recruitment.

Need of the organization.

Recruitment costs and financial implications.

A recruitment policy of an organization should be such that:

It should focus on recruiting the best potential people.

To ensure that every applicant and employee is treated equally with dignity and respect.

Unbiased policy.

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To aid and encourage employees in realizing their full potential.

Transparent, task oriented and merit based selection.

Weight age during selection given to factors that suit organization needs.

Optimization of manpower at the time of selection process.

Defining the competent authority to approve each selection.

Abides by relevant public policy and legislation on hiring and employment relationship.

Integrates employee needs with the organizational needs.

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RECENT TRENDS IN RECRUITMENT

The following trends are being seen in recruitment: OUTSOURCING In India, the HR processes are being outsourced from more than a decade now. A company may draw required personnel from outsourcing firms. The outsourcing firms help the organisation by the initial screening of the candidates according to the needs of the organisation and creating a suitable pool of talent for the final selection by the organisation. Outsourcing firms develop their human resource pool by employing people for them and make available personnel to various companies as per their needs. In turn, the outsourcing firms or the intermediaries charge the organisations for their services.

Advantages of outsourcing are:

1. Company need not plan for human resources much in advance.

2. Value creation, operational flexibility and competitive advantage

3. turning the management's focus to strategic level processes of HRM

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4. Company is free from salary negotiations, weeding the unsuitable resumes/candidates.

5. Company can save a lot of its resources and time

POACHING/RAIDING Buying talent (rather than developing it) is the latest mantra being followed by the organisations today. Poaching means employing a competent and experienced person already working with another reputed company in the same or different industry; the organisation might be a competitor in the industry. A company can attract talent from another firm by offering attractive pay packages and other terms and conditions, better than the current employer of the candidate. But it is seen as an unethical practice and not openly talked about. Indian software and the retail sector are the sectors facing the most severe brunt of poaching today. It has become a challenge for human resource managers to face and tackle poaching, as it weakens the competitive strength of the firm.

E-RECRUITMENT Many big organizations use Internet as a source of recruitment. E- recruitment is the use of technology to assist the recruitment process. They advertise job vacancies

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through worldwide web. The job seekers send their applications or curriculum vitae i.e. CV through e mail using the Internet. Alternatively job seekers place their CVs in worldwide web, which can be drawn by prospective employees depending upon their requirements.

Advantages of recruitment are:

o

Low cost.

No intermediaries

Reduction in time for recruitment.

Recruitment of right type of people.

Efficiency of recruitment process.

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CHAPTER:-7 E-RECRUITMENT

The buzzword and the latest trends in recruitment is the E-Recruitment. Also known as Online recruitment, it is the use of technology or the web based tools to assist the recruitment process. The tool can be either a job website like naukri.com, the organisations corporate web site or its own intranet.

Many big and small organizations are using Internet as a source of recruitment. They advertise job vacancies through worldwide web. The job seekers send their applications or curriculum vitae (CV) through an e-mail using the Internet. Alternatively job seekers place their CVs in worldwide web, which can be drawn by prospective employees depending upon their requirements.

The internet penetration in India is increasing and has tremendous potential. According to a study by NASSCOM Jobs is among the top reasons why new users will come on to the internet, besides e-mail. There are more than 18 million resumes floating online across the world.

The two kinds of e- recruitment that an organisation can use is

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Job portals i.e. posting the position with the job description and the job specification on the job portal and also searching for the suitable resumes posted on the site corresponding to the opening in the organisation.

- Companies have added an application system to its website, where the passive job seekers can submit their resumes into the database of the organisation for consideration in future, as and when the roles become available.

Resume Scanners: Resume scanner is one major benefit provided by the job portals to the organisations. It enables the employees to screen and filter the resumes through pre-defined criterias and requirements (skills, qualifications, experience, payroll etc.) of the job.

Job sites provide a 24*7 access to the database of the resumes to the employees facilitating the just-in-time hiring by the organisations. Also, the jobs can be posted on the site almost immediately and is also cheaper than advertising in the employment newspapers. Sometimes companies can get valuable references through the passers-by applicants. Online recruitment helps the organisations to automate the recruitment process, save their time and costs on recruitments.

Online recruitment techniques

Giving a detailed job description and job specifications in the job postings to attract candidates with the right skill sets and qualifications at the first stage.

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E-recruitment should be incorporated into the overall recruitment strategy of the organisation.

A well defined and structured applicant tracking system should be integrated and the system should have a back-end support.

Along with the back-office support a comprehensive website to receive and process job applications (through direct or online advertising) should be developed.

Therefore, to conclude, it can be said that e-recruitment is the Evolving face of recruitment.

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CHAPTER:- 8 ADVANTAGES & DISADVANTAGES OF ERECRUITMENT

There are many benefits both to the employers and the job seekers but the e-recruitment is not free from a few shortcomings. Some of the advantages and the disadvantages of erecruitment are as follows:

Advantages of E-Recruitment are:

Also, posting jobs online is cheaper than advertising in the newspapers.

ediaries.

collection of resumes.

automated way.

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compensation offered by the competitors etc. which helps the HR managers to take various HR decisions like promotions, salary trends in industry etc

Disadvantages of E-Recruitment

Apart from the various benefits, e-recruitment has its own share of shortcomings and disadvantages. Some of them are:

Screening and checking the skill mapping and authenticity of million of resumes is a problem and time consuming exercise for organisations.

There is low Internet penetration and no access and lack of awareness of internet in many locations across India.

Organisations cannot be dependant solely and totally on the online recruitment methods.

In India, the employers and the employees still prefer a face-to-face interaction rather than sending e-mails.

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CHAPTER: - 9 RECRUITMENT STRATEGIES

Recruitment is of the most crucial roles of the human resource professionals. The level of performance of and organisation depends on the effectiveness of its recruitment function. Organisations have developed and follow recruitment strategies to hire the best talent for their organisation and to utilize their resources optimally. A successful recruitment strategy should be well planned and practical to attract more and good talent to apply in the organisation.

For formulating an effective and successful recruitment strategy, the strategy should cover the following elements:

1. Identifying and prioritizing jobs Requirements keep arising at various levels in every organisation; it is almost a never-ending process. It is impossible to fill all the positions immediately. Therefore, there is a need to identify the positions requiring immediate attention and action. To maintain the quality of the recruitment activities, it is useful to prioritize the vacancies whether to focus on all vacancies equally or focusing on key jobs first.

2. Candidates to target The recruitment process can be effective only if the organisation completely

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understands the requirements of the type of candidates that are required and will be beneficial for the organisation. This covers the following parameters as well:

Performance level required: Different strategies are required for focusing on hiring high performers and average performers.

Experience level required: the strategy should be clear as to what is the experience level required by the organisation. The candidates experience can range from being a fresher to experienced senior professionals.

Category of the candidate: the strategy should clearly define the target candidate. He/she can be from the same industry, different industry, unemployed, top performers of the industry etc.

3. Sources of recruitment The strategy should define various sources (external and internal) of recruitment. Which are the sources to be used and focused for the recruitment purposes for various positions. Employee referral is one of the most effective sources of recruitment.

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4. Trained recruiters The recruitment professionals conducting the interviews and the other recruitment activities should be well-trained and experienced to conduct the activities. They should also be aware of the major parameters and skills (e.g.: behavioural, technical etc.) to focus while interviewing and selecting a candidate.

5. How to evaluate the candidates The various parameters and the ways to judge them i.e. the entire recruitment process should be planned in advance. Like the rounds of technical interviews, HR interviews, written tests, psychometric tests etc

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CHAPTER:- 10 RECRUITMENT ROLES AND RESPONSIBILITIES

The recruitment process is difficult, and management of the recruitment process needs a clear definition of the unique roles and responsibilities. The recruitment process has many players and employees have to understand their responsibilities and their decision possibilities.

The key success factor for the recruitment is a smooth processing of the individual job vacancies. The smooth processing clearly defined processes. The communication channels have to be set, and the mutual expectations have to be agreed and aligned.

Key Roles and Responsibilites in the Recruitment Process

Main players in the recruitment process are:

HR Recruiter
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HR Business Partner Hiring Manager Job Candidate Recruitment Services Provider

HR Recruiter

The HR Recruiter plays the most prominent role in the recruitment process. The HR Recruiter is responsible for the selection of the right recruitment sources (using the guidelines defined in the strategic recruitment processes), prescreens the job candidates and conducts the first round job interview.

The HR Recruiter is responsible for wording the job advert. It looks unimportant, but the text in the job advert usually decides about the application for a new job. The good HR Recruiter feels the emotions of job candidates and makes them interested to explore more about the job position offered.

The HR Recruiter is responsible for the pre-selection of the best candidates. The role of the HR Recruiter is the key one.

HR Business Partner and the Hiring Manager

The HR Business Partner and the Hiring Manager are the clients of the HR Recruiter. They are the clients, but they have their responsibilities. Their role is in a clear definition of the job vacancy and the description of the ideal profile. The ideal profile is the best candidate (skills, competencies, personality).

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They have to cooperate closely with the HR Recruiter, and they have to interview the delivered job candidates promptly. It is their role and responsibility. Many companies lose the candidates as the manager has no time to interview the job candidates. It is not fair to the HR Recruiter who delivers quickly.

Job Candidate and Recruitment Services Provider

The job candidate plays the crucial role. The recruitment process is about choosing the best candidate from the available talent pool on the external or internal job market. The job candidate has to be motivated during the job interviewing process and has to provide the useful feedback to the company. On the other hand, the HR Recruiter has to keep the job candidate motivated to accept the job offer.

The recruitment agency (or any other recruitment services provider) plays the key role to determine the best candidate or to find a powerful source of job candidates on the job market. The recruitment agency has to recognize the outstanding talents, and it has to recommend such a talent to its business clients.

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CHAPTER:- 11 RECURIMENT PROCESS AT RELIANCE COMMUNICATION

On 8th may 1973, company was incorporated in Karnataka state as a public limited company under the name of my nylon ltd. To manufacture synthetic blended yarns and fabrics polyester, glass shell and color TV picture tubes.

VISION
By 2015, be amongst the top 3 most valued Indian company. Providing information, communication and entertainment services, and being the industry benchmark customer experience, employee centricity and innovation

WORK ENIVIROMENT

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Our service is based on a very simple principle: provide the world's best customer experience. This we achieve through a winning combination of global competencies, pioneering technology and state-of-the-art customer-centric systems and processes.

Leadership is the key that differentiates us and fuels our growth. Our leaders are defined by their:

Customer centricity. Initiative and an attitude of ownership. Passion for excellence and an ability to energise. Problem solving and an innovative "can do" mindset. Entrepreneurship and stretch.

We invite you to join us at Reliance Communications and create an exciting future. Be a leader in a global service company committed to changing and improving lives.

Send us your resume so we can match your profile to our requirements and embark on a mutually fulfilling relationship.

We offer challenging assignments and career opportunities to engineers, MBAs, Telecom network and IT specialists, profit centre heads as well as young professionals.

We recognize and reward your merit

Reliance Communications is in the process of setting up best-in-class work facilities across major cities in India. At Mumbai, the Dhirubhai Ambani Knowledge City (DAKC) hosts more than 10000 professionals with a range of office complexes, food courts, avenues and boulevards, fountains and video conferencing.
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In addition to providing invigorating physical work settings, Reliance Communications fosters a work culture marked by positive energy, team work and performance ethic.

We are committed to building a non-hierarchical and open work environment and a resultdriven meritocracy.

PEOPLE MANAGEMENT

Our people, our strength

"We bet on people," said Dhirubhai Ambani, our legendary founder. This is at the core of Reliance Communications business philosophy. Reliance Communications believes in hiring world-class talent and supporting them with an enabling organisational framework.

We have already invested in 50,000 person training days and state-of-the-art e-learning facilities. We are introducing several progressive and employee friendly HR practices in e-HR, Employee Self Service, Performance Management System, 360 Feedback and Leadership Development initiatives.

Our Vision is to develop Global Leaders in India by providing them opportunities to learn through a comprehensive and contemporary framework of continuing education

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Recruitment is a process is a process to recruit staff with the necessary skills and attributes to fulfill its corporate aims and objectives.

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RECURITMENT PROCESS AT RELAINCE COMMUNICATION

Three steps to the process are:1. Written test (aptitude test) 2. Technical written test 3. Technical and HR interview

1. Written test No of question: 75 Time limit: 35 minutes Cut off 60% Common topics, ratio analysis, logics etc.
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2. Technical written test No of questions 50 Time limit : 25 minutes Cut off 50% Topic: electronic networks

3. Technical and HR interview About company Projects Hobbies and dreams Time about 1 hour

The recruitment process takes about period of 10-15 days to evaluate the right candidate for right job and for right place. Today reliance communications is revolutionizing the way India communicate and networks, truly bringing about new way of life

THINK BIG, THINK DIFFERENT, AND THINK AHEAD.

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CONCLUSION

A resume that may be a perfect fit for a position languishes because the recruiter has no idea that

particular position is opening. Perhaps now would be a good time to take a look at the structure

in your department, the roles and responsibilities of your staff. New responsibilities often go to

the person deemed the least busy and are not necessarily aligned to business objectives.

Workforce planning is vital if a business is to meet its future demands for staff. It allows a

business time to train existing staff to take on new responsibilities and to recruit new staff to fill

vacancies or to meet skill shortages.

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BIBLOGRAPHY
http://www.tutor2u.net/business/gcse/people_recruitment_methods.htm http://recruitment.naukrihub.com/recruitment-policy.html http://www.rcom.co.in/Rcom/aboutus/careers/careers_work_env.html http://www.slideshare.net/ishi_ugp/85218200-recruitment-2

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