RECRUITMENT AND SELECTION TERMPAPER

TABLE OF CONTENTS

S.NO TOPIC PG.NO

1 INTRODUCTION 2

2 PROCESS OF RECRUITMENT 3

3 ROLE OF MANAGERS IN RECRUITMENT 9

4 RECENT TRENDS IN RECRUITMENT IN THE 10

6 REFERENCE 14

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 EMERGING TRENDS IN RECRUITMENT

IN MANUFACTURING INDUSTRY

ABSTRACT

Every organization starts with an ultimate goal of attaining anticipated profit in future. This success
of business enterprise depends on its Human Resource. Finding the right man for the job and
developing him into valuable resources is an indispensable requirement of every organization. Proper
recruitment helps the line managers to work most effectively in accomplishing the primary objective
of the enterprise. In order to harness the human energies in the service or organizational goals, every
HR manager is expected to pay proper attention in recruitment and selection activities in the
organization. The company helps the business unit with an effective recruitment of human assets.
This report focuses on the emerging trends in Recruitment in the Manufacturing Industry.

INTRODUCTION

Manufacturing has emerged as one of the high growth sectors in India. Prime Minister of India, Mr
Narendra Modi, had launched the „Make in India‟ program to place India on the world map as a
manufacturing hub and give global recognition to the Indian economy. India is expected to become
the fifth largest manufacturing country in the world by the end of year 2020.

India is an attractive hub for foreign investments in the manufacturing sector. Several mobile phone,
luxury and automobile brands, among others, have set up or are looking to establish their
manufacturing bases in the country.

The manufacturing sector of India has the potential to reach US$ 1 trillion by 2025 and India is
expected to rank amongst the top three growth economies and manufacturing destination of the world
by the year 2020. The implementation of the Goods and Services Tax (GST) will make India a
common market with a GDP of US$ 2.5 trillion along with a population of 1.32 billion people, which
will be a big draw for investors.

With impetus on developing industrial corridors and smart cities, the government aims to ensure
holistic development of the nation. The corridors would further assist in integrating, monitoring and

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developing a conducive environment for the industrial development and will promote advance
practices in manufacturing.

The manufacturing sector is critical for the economy‟s growth as it employs 12.0 per cent of the
country‟s labour force as well as provides a transitional opportunity to the labour force in agriculture.
In addition, the sector has a multiplier effect for job creation in the services sector. According to
National Manufacturing Policy 2011, every job created in the manufacturing sector creates two-three
additional jobs in related activities.

Textiles and garments, leather and leather products, and food processing are among the major
employers in the manufacturing sector. As depicted in the exhibit 5, there is a significant variation in
terms of volume and requisite skill sets across various industries in the manufacturing sector. For
instance, the paper and wood products industry tends to be more labour-intensive compared to the
electrical machinery and transport equipment industry. According to a CII-BCG report on
manufacturing, the average capital efficiency (revenues/invested capital) in the manufacturing sector
is nearly 2.4 (based on an analysis of registered sector data); however, across sub-sectors, it varies
from 1.4 for non-metallic products to 3.5 for food products. The average labour efficiency (revenues
in INR10 million/ 1,000 workers as reported by the Annual Survey of Industries) is nearly INR480
million/1,000 workers. However, there is a wide variation across different industries with paper &
wood generating INR70 million/1,000 workers and the basic metals industry generating INR3, 400
million/1,000 workers.

The Micro, Small and Medium Enterprises (MSMEs) have witnessed the highest growth rate in
manufacturing sector employment in recent years. As per the Annual Report – FY18 of the Ministry
of MSME, Government of India, the sector is estimated to employ about 73 million workers in over
31 million units throughout the country. The sector also offers maximum opportunities for both self-
employment and jobs in India, after the agriculture sector.

THE PROCESS OF RECRUITMENT AND SELECTION

Indian companies are slowly but surely realizing that to survive in this competitive environment, they
need to appoint the best people to work for them. If a firm decides to contract out its recruitment
processes or activities, it will be essential to find and go for suitable recruitment consultancies, which
can deliver results according to the necessities of the organization.

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Recruitment process is a time consuming activity, where the entire process starts from the point of
requirement rising in the company and comes to end when that requirement gets fulfilled. This study
includes the flowchart which includes each and every activity of recruitment and flow of chain of
such activities. Once the job requirement have been found by the line manager, it should be received
by the HR manager as a job requisition, the next level is that country manager should approved, then
the chain of flow to be continued within a certain time by the HR managers. The next activity of
sourcing the profiles sometimes falls in the hands of Job consultancies. Line managers will be
handling the Technical round of interview to analyse the technical skills of the candidate. Finally it
will be ends with the On Boarding the candidate into the company.

HIRING AUTHORIZATION REQUEST

The entire recruitment process of manufacturing industry starts with the present and future manpower
planning in the organization by the line managers of the particular department.

• Line managers send a job request to the HR manager which is approved by the country
manager
• Job requisition should be made along with the JD (job description) to the HR manager.

SOURCES OF RECRUITMENT

Healthcare industry follows different approaches of recruitment and selection procedure

• Internal Recruitment
• External Recruitment

Internal Sources

The different sources of internal recruitment are as follows:

Promotions and advertisements

Firms offer promotion to existing employees because firms need not train them as they are familiar
to the policies and working environment of the organization. This saves a lot of time, money and
efforts. Employee is well-known with the working culture and functioning style. In addition, the

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purpose of promotion and advertisement in the hospital is to give an opportunity to the doctors to
apply for the promotion. In this, vacancies in a particular department are notified. Interested
candidates can make a formal application for the promotion. This technique helps in locating people
who desire to shift in their own branch.

Retired employees

Many companies call or appoint doctors retired from army or from government hospitals of rural
areas. This is useful as the doctors from military background or from rural area hospitals have already
got better exposure (related to variety of patients and their diseases). The technique is beneficial
because it gives a sense of pride to the retired army officers and it will help the organization to
minimize the cost of recruitment, selection and training.

Transfers

Transfer is a process of recruitment. This concept is followed by the employers to fill the required
position where there is scarcity of manpower.

Employee reference

In this source of recruitment, personnel are asked to recommend people for required position. Since
the personnel is well-worse with the working environment of the firm, he will suggest only those
people who can adjust to the situation.

E-recruitment

E- Recruitment is the utilization of technology to help the staffing process for a smooth functioning.
The job searchers send their applications through e-mail or place their CV‟s on employment portal,
which can be listed out depending upon their requirements. Now with emergence of employment
portals, searching of job has become faster, simpler and easier. Employment portals are the accessible
platforms through which recruiters and job seekers are linked to each other. These portals have gained
acceptance because of the growing access and availability of connectivity on the internet.

External Sources

The sources are as follows:

Human Resource Information System (HRIS):

Press Advertisements

It is the most accepted and one of the oldest sources of recruitment method. Advertisements for the
job are specified in well-known newspapers; the information about the job is given. Candidates were
given a communicating address where they can send their application within a stipulated time.

Internet advertisements

Internet advertising has an impact because of its straightforwardness and its reach. Therefore,
government and private firms are using the internet as a medium of advertisement to recruit desired
candidates. Candidates can apply for their suitable jobs from several employment sites like
naukri.com, monster.com, etc. The internet is a definite standard to advertise and to reach the target
audience easily and effectively.

Campus recruitments through placement agencies/consultants

When companies search for fresh graduates or new talent, then they start selecting the manpower
through campus placement. Campus recruitment process is organized by various placement agencies
for hiring the candidates in the various departments like doctors, technicians, nurses, etc. On behalf
of client companies, there are various private consultancy firms that perform recruitment function by
charging a certain fee.

SHORLISTING PROFILES

Shortlisting of candidates is done by,

• Creating a snap shot of the profiles with the details of their previous job profile, experience,
Skills and Notice period.
• Shortlisting the profiles by discussing between the HR manager with the line managers.
• Selecting the list of the candidates for the interview by contacting them and determining their
interest level.

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INTERVIEWS

Interview is a process, where the well qualified candidates can be viewed internally regarding their
actual interest and knowledge about the job.

• Following up the shortlisted candidates and scheduling their appointment for the interview.
• If two candidates have been shortlisted, then each candidate should be interviewed on different
days.

LINE MANAGER INTERVIEW/TECHNICAL INTERVIEW

• Line managers will be conducted the technical interview for determining their Candidates
skills, knowledge for the particular job.
• It should be thoroughly verified that the skills which he have been mentioned in the Job portal
and the curriculum vitae are same and true.

PSYCHOMETRIC TESTS

• As a part of the recruitment process, to assess the aptitude and technical intelligence of the
candidate as the jobs in Manufacturing is based on technical field, psychometric tests will be
takes place.
• This test consists of numerical reasoning, verbal reasoning and diagrammatic reasoning
should help in the personality and psychological assessment in the interview process.

NUMERICAL REASONING TEST

The numerical reasoning test is designed to measure not so much the mathematical ability but more
the ability to quickly and accurately analyse numerical data, interpret graphic data, identify critical
issues, and logically draw conclusions from numerical data.

OTHER TESTS

Wiesan Test of Mechanical Aptitude (WTMA)

This test is used for positions that operate, maintain, and repair machinery and equipment of any kind.
The WTMA does not test mechanical knowledge, but instead measures general mechanical aptitude,
and so predicts the candidate‟s ability to learn about machinery and equipment, and to apply that
knowledge appropriately.
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Criteria Basic Skills Test (CBST)

This test is for the selection of machine operators and other production personnel. The CBST score
report contains specific suggested score ranges for manufacturing and production positions.

Workplace Productivity Profile (WPP)

The test is also used by manufacturers to help them select reliable, hard-working employees, and to
assess the risk that applicants will engage in counterproductive work behaviours or pose a safety risk.

HR MANAGER INTERVIEW

Second level of interview will be conducted by the HR manager where,

The candidate is to get the (RJP) Realistic Job Preview.

Personality and communication of the candidate should be tested

The candidate is made clear about the organizational environment.

COUNTRY MANAGER INTERVIEW

If two candidates are well qualified, the country manager should select out of one in respect of all the
aspects of the jobs.

CANDIDATES FROM CAMPUS RECRUITMENT

Manufacturing Company also recruits students through the campus recruitment. The interview level
and tests will be quite different from the general recruitment process. As the candidates are fresher‟s,
their skills will be determined in a simple way than complicated process.

APTITUDE TEST

Aptitude test for the students in campus interview is based on psychometric test which includes
Logical reasoning, General English grammar, Mathematical knowledge etc.

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GROUP DISCUSSION (GD)

The students‟ level of confidence should be tested as they are new to the organizational environment.
The position they used to sit, Gestures, Body language, the way of responding to others will be
identified as it plays a major role in organizational behaviour.

TECHNICAL / PANEL INTERVIEW

Technical skills of the candidates will be tested by framing the questions technically (e.g.)
Questions related to the Unigraphic NX, Auto CAD, Design, JIT, Kanban etc

ROLE OF MANAGERS IN RECRUITMENT:

Line Managers:

Line managers are the department managers of the particular line in the manufacturing industry, (i.e.)
Industrial engineering manager, Production planning managers, Research and Development, Design
engineering etc.

HR Managers:

HR managers will analyse the description and specification of the particular requirement in the
particular department.HR managers plays the vital role in selecting the right suitable candidate for
the right job. Once the line managers gave the job description, the HR recruiter starts to source the
candidates and will make a selection confirmation with the country manager.

Country Manager:

Country managers plays most important role in finalising the selection of the candidate for the
particular job. The country manager will be located all over India.

ROLES OF MANAGERS IN EACH LEVEL

Hiring authorization job requisition

In this process, Line managers are responsible to identify the job requirements in their process and
accountable to the HR managers.

Approval of the job request

HR managers are responsible to approve the job request from the Line managers.

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In-house/consultancies

HR managers are responsible to refer job consultancies for the purpose of sourcing profiles.

Sourcing profile

HR recruiters are responsible for sourcing the profile of the candidates and accountable to answer the
line managers.

Shortlisting profiles

Line managers and HR managers are to be consulted each other while shortlisting the candidates

Scheduling interviews

HR managers are responsible for scheduling interviews for the candidates.

Line manager interview & psychometric test

Technical round of interview where the line managers are responsible for conducting the
psychometric test and all other test to analyse the technical skills of the candidate.HR managers are
to be informed about the decision of the line managers.

HR Manager Interview

HR managers are responsible and accountable in selecting the candidates and to inform the feedback
of the employee‟s performance to the line managers.

Country Manager Interview

Country managers are responsible and accountable for the final selection of the candidates and to
inform the Line managers and HR managers about the decision.

RECENT TRENDS IN RECRUITMENT IN MANUFACTURING INDUSTRY

The advent of modern technologies such as shared mobility, driverless cars, artificial intelligence and
robotics along-with advancement in communication is changing the way we work. Technology is
changing on a regular basis and you also need to stay updated regularly in order to match the pace of
changing industry trends and to survive in this era of cut-throat competition.

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After consecutive quarters of sluggishness in 2017, over all hiring volume in Indian manufacturing
domain is anticipated to increase in 2018 but at a much slower pace compared with the same period
last year. With the help of Make in India drive, India is on the path of becoming the hub for hi-tech
manufacturing as global giants such as GE, Siemens, HTC, Toshiba, and Boeing have either set up
or are in process of setting up manufacturing plants in India, attracted by India‟s market of more than
a billion consumers and increasing purchasing power. According to Department of Industrial Policy
and Promotion (DIPP), the total FDI investments India received during April-June 2017 stood at US$
14.55 billion, indicating that government‟s effort to improve ease of doing business and relaxation in
FDI norms is yielding results showing a very positive impact on the hiring trend for 2018.

With whom do you work?

With all that positive affirmations the organizations are experiencing the stride of change and the
persistent pressure to adapt. It won‟t come as a surprise to all that the executives will identify building
the “organization of the future” and it would be the most significant challenge for 2018. We would
witness an initial transitional shift from designing the new organization to actively building
organizational ecosystems and networks. Organizations would purely focus on “Agility” in its hiring
process which is going to be pivotal in building the organization of the future. Companies would
initiate re-engineering process to replace structural hierarchies with networks of teams empowered to
take action. The manufacturing setup would stop asking “For whom do you work?” and will get
replaced by “With whom do you work?” this is going to be revolutionary. 2018 would witness a
paradigm shift were the millennial mind set would overriding the existing mind-set.

Right People for the Right Job

Looking out for right people for the right job and fitting them in the future organizational structure
would be the number one priority. Organisation are now aware that recruiting cannot reach its optimal
impact, nor can it help drive a firm‟s “millennial mind-set,” if it views itself is in isolation, and hence,
future of recruiting will view itself as part of the entire people/productivity process. It‟s time to re-
look and upgrade our skills, competencies and that right blend of progressive mind-set to get picked
up for transforming organizations.

Look Out For a Heterogeneous Work Force

Organization would look out for a heterogeneous work force and would dominate the recruitment
scene in 2018 – Diversity of hires, Soft skills (Psychological) assessment; Innovative interviewing
tools, Recruiters would look out for candidates who all are “solution providers”. Creating a diverse
and inclusive work environment is going to be the buzz of the day and it‟s not just going to stop there,
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but would go as far as looking out for candidates who have diversity in their thoughts and ideations
to take organization to the next level through Innovations.

Knowledge on Emerging Technologies

We might see an upwards trend in areas like Machine Learning, Information Technology, Engineering
& Innovation, Business Excellence, Business Development and Operations. With emerging
technologies like industrial robots, artificial intelligence, and machine learning at a rapid pace, this is
certain that the hiring trend would experience a shallow drift with elimination of stereotype / manual
works and rise of more tech freak work-force in 2018.

Use of applicant tracking software (ATS)

One fast emerging trend is rapid adoption of Applicant Tracking Software (ATS). ATS are software
designed specifically to meet the recruitment needs of a company. This software focuses on managing
the entire recruitment process, monitoring ad campaigns, and creating an excellent candidate
experience. ATS can be used to post job openings, screen resumes, and generate interview requests
to potential candidates by e-mail. Other features include individual applicant tracking, requisition
tracking, automated resume ranking, customized input forms, pre-screening questions and response
tracking, and multilingual capabilities

Develop mobile recruitment strategy

Recent surveys indicate that increasingly large number of prospective candidates use mobile devices
to access the internet and carry out personal tasks including job search. Hence, a growing trend among
large firms is to create a mobile career site built specifically to meet the needs of the mobile device
users. The aim is to use mobile recruitment to post jobs and create postings that can be easily shared
on social media and readily responded to.

Growing emphasis on using social networks

Over the past few years, social networking sites such as LinkedIn and Facebook have rapidly gained
prominence amongst internet users. These sites provide wealth of information on prospective
candidates. Sites such as LinkedIn, and to an extent Facebook, provide specific recruitment related
tools and analytic software to improve the recruitment process. Their aim is to help companies
identify and locate the right talent for their company. Not surprisingly many firms have actively
started using social networking sites for soliciting and recruiting new talents. The top preferred site
is LinkedIn followed by Facebook and others

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Increased focused on passive candidates

Traditionally recruiters have focused on active candidates-those actively seeking new jobs. However,
research has shown that vast majority of prospects (as high as 73%) are passive candidates, that is
they are not actively seeking jobs but are open to new opportunities and offers. This was found to be
especially true in the case of social networking sites such as LinkedIn where vast majority of prospects
were passive candidates. Hence, firms today are providing more and more emphasis on passive
candidates. Indeed, much of the mentioned trends are aimed at attracting passive candidates

Increased Focus on Quality of Hire

It‟s no secret that hiring the best people is the way to boost organizational success, and 2015 will see
the quality of candidates becoming an increasingly important factor. Global recruiting leaders have
cited quality of hire as a top priority, and as the most valuable metric for measuring a recruiting team‟s
performance. Four years ago, referrals were the best channel for sourcing quality hires. Today, job
boards and social professional networks are preferred.

Embracing the Concept of Talent Branding

Talent branding is the social, public version of your company brand that seeks to promote your
company as being a great place to work so as to attract new talent. Companies are increasingly
noticing the impact that a good brand and company culture has on their hiring process. Research from
LinkedIn has found that costs per hire can be reduced by 50% and turnover rates lowered by 28%
when a company has a strong talent brand in place. On top of this, three-quarters of talent acquisition
leaders have said that talent brand significantly increases their ability to hire good talent. To give
themselves as edge against other employers, 73% of organizations plan to highlight company culture
in the coming year. There is no doubt about it, the line between recruiting and marketing is blurring,
as recruiters are finding that marketing a strong talent brand helps them to attract better candidates.

Community management as a recruitment tool

The practice to create communities around organisations, a kind of “fan clubs”, is growing. The
communities are connected to organisations and through the community people can be given a real
experience of what it means to be part of an organisation. When opportunities occur, candidates from
the communities can very organically become part of the organisation.

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CONCLUSION

Recruitment and selection remains one of the most important functions of the HR department. As
competition increases between firms, selecting and recruiting the right and qualified talents become
all the more important. Traditionally companies have largely relied upon prospective candidates to
find the firm however today head hunting is an active function of the HR department. Firms not only
need to head hunt but also must retain existing employees. The entire recruitment and selection
strategy has changed and evolved to a new form where the onus lies on the firms to advertise, attract,
and retain top talents. Internet based technologies and various other software and information systems
have provided new capabilities like never before. There is a growing trend amongst firms to adopt
and utilize these technical solutions. The future is bound to see an increased role of internet based
solutions in recruitment and selection process.

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