The software industry is in the midst of a quiet but dramatic revolution. The implication of this revolution increased innovation, new business models, technological discontinuities, and global capability shifts could be even more profound then the previous industry transaction. The software ecosystem has returned to full health with an increasing inflow of external capital and substantial new innovation. However, the trends of the last few years and a set of imminent discontinuities are re-shaping the industry.
As it is a known fact that recruiting and selecting the right candidate for a right job is the key for success of any organization, it is more crucial for a knowledge-based enterprise like IT service provider. Attracting the talent pool of aspirants is vital for IT services firm to survive and grow in the highly competitive IT industry. In this regard, the company wanted to know the feedback from its employees on its recruitment and selection process to make them more effective.
A defined recruitment process needs to be followed to ensure that the right person reaches the right place. Recruiting the wrong kind of people can become a serious issue for any company.
A general recruitment process involves Identifying vacancies, prepare job description and person specification, advertising, managing the response, short-listing, arranging interviews, conducting interviews, decision making, convey the decision and appointment action. This means that a lot of time and resources have to be invested.
Interviews are an important and a crucial part of recruitment process. The person taking the interview of the candidate has to be well prepared in advance. Concerns like the location of the interview, the time table, the structure of the question strategy, style of taking the interview needs to be decided beforehand so that nothing is left ambiguous in.
[...] like sources of information about the company to prospective candidates, recruitment sources and employee perception of the recruitment process followed by IT services firm. CONCEPTUAL FRAMEWORK CHAPTER-2 RECRUITMENT PROCESS OVERVIEW Introduction: A defined recruitment process needs to be followed to ensure that the right person reaches the right place. Recruiting the wrong kind of people can become a serious issue for any company. A general recruitment process involves Identifying vacancies, prepare job description and person specification, advertising, managing the response, short-listing, arranging interviews, conducting interviews, decision making, convey the decision and appointment action. [...]
[...] Considerations: This is a very expensive method of recruitment The firm will do most of the preparation for the posting and the preliminary screening May be an appropriate recruitment method for the most senior positions Unsolicited resumes: Individuals interest in working for your organization send in resumes Considerations: The percentage of resumes with skills appropriate for your organization may be small. How you treat unsolicited resumes may have an impact on the image of your organization. It is best to respond with courteous and frank information about whether or not the application will be kept for future reference. [...]
[...] To study employees Perception towards the recruitment and selection process Methodology The survey plays an important role in disseminating the information and facilitating the process of recruiting but the methodology that we have employed for the IT services firm is questionnaire for the employee with open and close ended questions in order to know their expectations. In determining the sample design, specific parameters, which are of interest to our survey, have to be mentioned. Examples of Parameters are the positions we will focus on for our survey and the number of employees we will interview from each position Research Methodology : Research Design : Descriptive Primary Data : It is collected from the respondents through a structured questionnaire. [...]
[...] Selecting the Candidate In this stage of the recruitment process you assess all applications, shortlist possible candidates and finally select a candidate for the position. This process is managed by the recruiting unit. In most cases, you need to form a selection committee to assess and select a candidate. The committee makes a recommendation on which is the most suitable candidate for the position. Once this recommendation is approved, the candidate is appointed to the position. The following are the steps involved in selecting a candidate Selecting the candidate Forming the selection committee Short listing the candidates Choosing selection techniques Preparing interview questions Conducting interviews Checking references Making the selection Appointing the Candidate The final stage in the recruitment process is appointing the candidate. [...]
[...] Majority of the employees at IT services firm have come through internal references, consultancy, job portals, and advertisements are the other external sources of recruitment in that order. Two third of the employees at IT services firm are satisfied with recruitment process and rest have expressed their dissatisfaction towards the company's recruitment process. The following table summarizes the scores and standard deviations of level of satisfaction of employees towards various factors relating to recruitment process elicited on a five-point scale. [...]
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