KHALSA COLLEGE FOR WOMEN

ASSIGNMENT
OF
HUMAN RESOURCE MANAGEMENT
(On Recruitment & Selection Process of Hindustan Unilever Ltd. Company)

Submitted To:

Submitted By:
Palak Kalra

RECRUITMENT MEANING:
Recruitment is a positive process of searching for prospective employees and stimulating
them to apply for the jobs in the organisation. When more persons apply for jobs then there
will be a scope for recruiting better persons.
The job-seekers too, on the other hand, are in search of organisations offering them
employment. Recruitment is a linkage activity bringing together those with jobs and those
seeking jobs. In simple words, the term recruitment refers to discovering the source from
where potential employees may be selected. The scientific recruitment process leads to higher
productivity, better wages, high morale, reduction in labour turnover and enhanced
reputation. It stimulates people to apply for jobs; hence it is a positive process.
Recruitment is concerned with reaching out, attracting, and ensuring a supply of qualified
personnel and making out selection of requisite manpower both in their quantitative and
qualitative aspect. It is the development and maintenance of adequate man- power resources.
This is the first stage of the process of selection and is completed with placement.

RECRUITMENT PROCESS: 5 STEPS INVOLVED IN RECRUITMENT

PROCESS
The five steps involved in recruitment process are as follows: (i) Recruitment Planning (ii)
Strategy Development (iii) Searching (iv) Screening (v) Evaluation and Control.
These are depicted in Figure 6.2.

Now, a brief description of these follows:

1. Recruitment Planning:
The first step involved in the recruitment process is planning. Here, planning involves to draft
a comprehensive job specification for the vacant position, outlining its major and minor
responsibilities; the skills, experience and qualifications needed; grade and level of pay;
starting date; whether temporary or permanent; and mention of special conditions, if any,
attached to the job to be filled
2. Strategy Development:
Once it is known how many with what qualifications of candidates are required, the next step
involved in this regard is to devise a suitable strategy for recruiting the candidates in the
organisation.
The strategic considerations to be considered may include issues like whether to prepare the
required candidates themselves or hire it from outside, what type of recruitment method to be
used, what geographical area be considered for searching the candidates, which source of
recruitment to be practiced, and what sequence of activities to be followed in recruiting
candidates in the organisation.
3. Searching:
This step involves attracting job seekers to the organisation. There are broadly two sources
used to attract candidates.
These are:
1. Internal Sources, and
2. External Sources
These have been just discussed, in detail, under 6.3 Sources of Recruitment.
4. Screening:
Though some view screening as the starting point of selection, we have considered it as an
integral part of recruitment. The reason being the selection process starts only after the
applications have been screened and shortlisted. Let it be exemplified with an example.
In the Universities, applications are invited for filling the post of Professors. Applications received in response to invitation, i.e., advertisement are screened and shortlisted on the basis
of eligibility and suitability. Then, only the screened applicants are invited for seminar
presentation and personal interview. The selection process starts from here, i.e., seminar
presentation or interview.
Job specification is invaluable in screening. Applications are screened against the
qualification, knowledge, skills, abilities, interest and experience mentioned in the job

specification. Those who do not qualify are straightway eliminated from the selection
process.
The techniques used for screening candidates vary depending on the source of supply and
method used for recruiting. Preliminary applications, de-selection tests and screening
interviews are common techniques used for screening the candidates.
5. Evaluation and Control:
Given the considerable cost involved in the recruitment process, its evaluation and control is,
therefore, imperative.
The costs generally incurred in a recruitment process include:
(i) Salary of recruiters
(ii) Cost of time spent for preparing job analysis, advertisement
(iii) Administrative expenses
(iv) Cost of outsourcing or overtime while vacancies remain unfilled
(v) Cost incurred in recruiting unsuitable candidates
In view of above, it is necessary for a prudent employer to try to answer certain questions
like: whether the recruitment methods are appropriate and valid? And whether the recruitment
process followed in the organisation is effective at all or not? In case the answers to these
questions are in negative, the appropriate control measures need to be evolved and exercised
to tide over the situation. However, such an exercise seems to be only rarely carried out in
practice by the organisations employers.

TYPES OF RECRUITMENT
Recruitment can be divided into 2 types.
1) Internal Recruitment
2) External Recruitment
1. Internal Recruiting - An internal source of recruitment involves recruiting candidates
internally. Employees currently working in their own company are departed to other
department or higher position. If the employees performance are excellent and up to the
mark, they are given chance to occupy higher level from the current post. If extra skills
required, organization are ready to provide training. This is one of the easiest ways of
selecting candidates as the performance of their work already known by management.
Methods of Internal Recruitment:
1) Selecting top talents within an organization to higher level
2) Promotions
3) Internal Advertisement
4) Temporary employees to contractual period
5) Contract employees to temporary
6) Temporary employees to permanent
7) Retired employees for freelancer position

2. External Recruiting -An external source involves recruiting candidates externally for
better performance. External employees always feel young and innovative for new
companies, more active enough to find business problems and fix it. Though recruiting
external candidates might be tougher but it has more positive effect on business compared to
internal source.
Sources of External Recruitment:
1) Job portals.
2) Social media recruitment.
3) Newspaper Ads and Magazines
4) Website.
5) Campus recruitment.
6) Direct Walk In.
7) Recruitment agencies.
8) Internal employee referrals.

SELECTION MEANING:
Finding the interested candidates who have submitted their profiles for a particular job is the
process of recruitment, and choosing the best and most suitable candidates among them is the
process of selection. It results in elimination of unsuitable candidates. It follows scientific
techniques for the appropriate choice of a person for the job.
The recruitment process has a wide coverage as it collects the applications of interested
candidates, whereas the selection process narrows down the scope and becomes specific
when it selects the suitable candidates.
Stone defines, Selection is the process of differentiating between applicants in order to
identify (and hire) those with a greater likelihood of success in a job.

STEPS INVOLVED IN SELECTION PROCEDURE:

A scientific and logical selection procedure leads to scientific selection of candidates. The
criterion finalized for selecting a candidate for a particular job varies from company to
company.
Therefore, the selection procedure followed by different organizations, many times, becomes
lengthy as it is a question of getting the most suitable candidates for which various tests are to
be done and interviews to be taken. The procedure for selection should be systematic so that
it does not leave any scope for confusions and doubts about the choice of the selected
candidate (Figure 5.6).

Brief details of the various steps in selection procedure are given as follows:
1. Inviting applications:
The prospective candidates from within the organization or outside the organization are
called for applying for the post. Detailed job description and job specification are provided in
the advertisement for the job. It attracts a large number of candidates from various areas.
2. Receiving applications:
Detailed applications are collected from the candidates which provide the necessary
information about personal and professional details of a person. These applications facilitate
analysis and comparison of the candidates.
3. Scrutiny of applications:
As the limit of the period within which the company is supposed to receive applications ends,
the applications are sorted out. Incomplete applications get rejected; applicants with unmatching job specifications are also rejected.
4. Written tests:
As the final list of candidates becomes ready after the scrutiny of applications, the written test
is conducted. This test is conducted for understanding the technical knowledge, attitude and
interest of the candidates. This process is useful when the number of applicants is large.

Many times, a second chance is given to candidates to prove themselves by conducting

another written test.
5. Psychological tests:
These tests are conducted individually and they help for finding out the individual quality and
skill of a person. The types of psychological tests are aptitude test, intelligence test, synthetic
test and personality test
6. Personal interview:
Candidates proving themselves successful through tests are interviewed personally. The
interviewers may be individual or a panel. It generally involves officers from the top
management.
The candidates are asked several questions about their experience on another job, their family
background, their interests, etc. They are supposed to describe their expectations from the
said job. Their strengths and weaknesses are identified and noted by the interviewers which
help them to take the final decision of selection.
7. Reference check:
Generally, at least two references are asked for by the company from the candidate.
Reference check is a type of crosscheck for the information provided by the candidate
through their application form and during the interviews.
8. Medical examination:
Physical strength and fitness of a candidate is must before they takes up the job. In-spite of
good performance in tests and interviews, candidates can be rejected on the basis of their ill
health.

9. Final selection:
At this step, the candidate is given the appointment letter to join the organization on a
particular date. The appointment letter specifies the post, title, salary and terms of
employment. Generally, initial appointment is on probation and after specific time period it
becomes permanent.

10. Placement:
This is a final step. A suitable job is allocated to the appointed candidate so that they can get
the whole idea about the nature of the job. They can get adjusted to the job and perform well
in future with all capacities and strengths.

HINDUSTAN UNILEVER LIMITED (HUL)

Hindustan Unilever Limited (HUL) is India's largest Fast Moving Consumer Goods
Company with a heritage of over 80 years in India and touches the lives of two out of three
Indians.
HUL works to create a better future every day and helps people feel good, look good and get
more out of life with brands and services that are good for them and good for others.
With over 35 brands spanning 20 distinct categories such as soaps, detergents, shampoos,
skin care, toothpastes, deodorants, cosmetics, tea, coffee, packaged foods, ice cream, and
water purifiers, the Company is a part of the everyday life of millions of consumers across
India. Its portfolio includes leading household brands such as Lux, Lifebuoy, Surf Excel, Rin,
Wheel, Fair & Lovely, Ponds, Vaseline, Lakm, Dove, Clinic Plus, Sunsilk, Pepsodent,
Closeup, Axe, Brooke Bond, Bru, Knorr, Kissan, Kwality Walls and Pureit.
The Company has over 16,000 employees and has an annual turnover of INR 30,170 crores
(financial year 2014 15). HUL is a subsidiary of Unilever, one of the worlds leading
suppliers of fast moving consumer goods with strong local roots in more than 100 countries
across the globe with annual sales of 53.3 billion in 2015. Unilever has 67.25%
shareholding in HUL.

RECRUITMENT AND SELECTION AT HUL:

HUL is an Indian FMCG major and hence constantly follows the predefined best practices for
its recruitment and selection process. The HR managers at HUL do the personnel planning or

the vacancy planning through the below resources.

The internet
Online based job portals
English and Hindi news papers
On campus recruitment
After completing the personnel planning the HR managers at HUL try to find out which
channel of recruitment to be followed.

Channels of recruitment - Normally we know about two types of recruitment

channel.
Those are:
External recruitment channel
1.Walk- ins and write- ins

 2. Employee referrals
3. Advertising
4. Private placement agencies & Professional search firms
5. Educational institutions & Professional associates
Internal recruitment channel
Current employees are a major source of recruits for all but entry- level positions of
Unilever ltd. Whether for promotions or for lateral job transfers, internal candidates
already know the already informal organization and have detail information about its
formal policies. In fact for unilever this short of recruitment is occurred only with
especial purpose experienced employee recruitment. It is frequently occurred in the
Brand Management department. For senior posts in Brand Management, employees
recruitment takes channel through the internal human resource inventory.
SELECTION PROCESS IN UNILEVER
Selection is the process of select the best candidates for the job by using various tools
and techniques.
In our country, recruitment and selection process work simultaneously. Those are
joined terms employment function of the organization and this employment function is
stated here for Unilever's practices.
1. Reception of application
After accomplishing the recruitment process, Unilever go to the selection process
where they start the process with the reception of application form filled up through
internet online form. After scrutinizing the data, they select applications for written
test.
2. Evaluating reference and biographical data
At the second stage of evaluating the data, they verify the validity authenticity of the
information presented on the form as well as reference of the employee through
references.
3 . Employment test
This written test measures the candidates
1. Analytical ability
2. Computation ability
3. Verbal skill
4. Written skill
5. General knowledge
More above 65% marks ensures applicants pass.
4. Assessing candidate through interview
Mainly three steps are followed in the selection procedure.
First phase:

The candidates are invited for a viva with sales and training manager. A human
resource manager also exists there. In this viva the candidates situation handle ability
is measured.
Second phase:
It is the viva with the general sales and operation manager (GOSM), and trade
marketing manager. At this stage individual skill is measured. The question tries to
measure out the fitness of the candidate for the post.
Third phase:
In this stage the applicant face the HRD customer development team (CDT) this phase
measure the applicability of the applicants potential for the jobs. In these stage why the
applicant prefers the Unilever and why it would like to join the expected team. The
questions try to measure the passion and the thrill in the employees or Unilever.
5. Cognitive ability test
There is no recognized cognitive ability test for Unilever selection process. However,
the written test through its analytical questions the dose the cognitive test on applicants
mentality.

6. Physical ability test

The physical test is administered by Apollo Hospital to measure the HIV, Hepatitis B,
C or such many diseases in its applicants health and fitness for job effort.
7. Work samples
For some technical jobs Unilever follows the work sample test on particular employee
like the one of Finance and IT.
8. Hiring decision
Finally the every step success ensures an applicant join in the Unilever family.

BIBLIOGRAPHY

http://www.yourarticlelibrary.com/recruitment/recruitment-meaning-definition-

process-and-factors-influencing-recruitment/25950/
http://www.yourarticlelibrary.com/recruitment/recruitment-process-5-steps-involved-

in-recruitment-process-with-diagram/35261/
http://headhuntinginrecruitment.blogspot.in/2013/10/recruitment.html

http://www.yourarticlelibrary.com/human-resources/selection-meaning-and-steps-

involved-in-selection-procedure-with-diagram/32350/
https://www.hul.co.in/about/who-we-are/introduction-to-hindustan-unilever/

http://hrmrecr.blogspot.in/2011/01/recruitment-and-selection-process.html