RECRUITMENT AND SELECTION PROCESS IN GENUS OVERSEAS ELECTRONICS

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MANPOWER COMPOSITION

The total manpower strength of Genus Overseas Electronics Limited is 850, which includes all the employees from top-level management to the ground staff. The number of unskilled labour force is 100 out of the 845, as the manpower of the organization mainly constitutes of skilled engineers and MBA’s from reputed institutes with extensive work experience.
The employee turn over ratio was slightly high last year due to some internal problems, but now it’s balanced. There is no particular season for the recruitment in the organization, it is done as and when the need arises and according to the orders which the company gets. Recruitment planning is done by the HR department on a regular basis, which informs about the manpower requirement of the company.

SOURCES OF RECRUITMENT

Recruitment is basically attracting the potential candidates for employment. The company relies on internal sources as well external sources for recruitment.

Internal sources for recruitment include promotions and lay-offs; transfers are not induced, as the company is still new. But company cannot rely on internal sources all the time as the internal sources may dry-up in the due course of time and sometimes it also leads to inbreeding, i.e. preventing outside blood to enter the organization. Hence the company also has to seek the external sources also for recruitment.

External sources for recruitment are:-

Media:

Advertisements are posted in newspapers giving the job description and the job specification; the suitable candidates contact the company on the specified date and time.

Placement agencies and job websites:

The company has also registered it self in numerous private and govt. employment agencies which keep a record of a number of candidates and those who suit the requirements of the company are directed towards the organization for further selection.
The co. also has tie ups with many job websites like: naukri.com, monster.com, indiatimes.com etc. The co. posts their requirements on the sites and the suitable candidates may contact the company.

Campus recruitment:

Through this method co. comes to the campus itself of reputed engineering colleges and business schools and selects the candidates by interviewing them or by some written tests followed by group discussion and personal interview. This is a very important source of recruitment for the organization, as the co. requires highly skilled engineers and MBA’s, which can be directly picked from such reputed institutes.

Recommendations:

Sometimes the co. also relies on the recommendations staff members and recruits individuals.

SELECTION PROCESS

Selection process of the candidates involves an extensive 4 way process which includes:

1. Filling of application form
2. Checking the references
3. Written tests
4. Interview

Firstly all the candidates are required to fill an application form which includes basic information about the individual e.g. name, address, age, sex, education, work experience, interests, hobbies, references etc. It’s basically like a bio data. Once, the application form is duly filled by all the candidates, the candidates not suiting the requirement of the job are short listed and those who are apt are further undergone with the process.

In the second stage, the references, which are given by the candidates, are checked via telephone, mails or sometimes by personal meetings.
In the third stage, there are certain tests, which the candidates need to qualify. These tests include aptitude test, specialization tests, knowledge tests, IQ test, physiological tests etc. These tests are conducted because Genus Overseas Ltd. generally requires highly qualified personnel suiting the requirements of the jobs. Once the tests are conducted, those who qualify the tests are called for personal interview.

This is the last stage for selecting the employee. It includes an extensive interview of the candidate by a jury panel. It’s a detailed interview considering all the aspects of the job for which the candidate is suited. Each and every aspect of the job is considered and discussed upon. Sometimes more rounds of interviews also may be carried out to further short list the candidates depending on the nature of the designation of the job.

And finally once the interview is conducted and the appropriate candidate is selected for the job he is sent for a 3 to 4 days induction program in which he is familiarized with the nature of job and the functioning of the organization.

NOTE: - The selection process depends on the nature of the job and is different for different posts.