Recruitment and selection - Basic contents of Recruitment notification

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Recruitment and selection

Recruitment refers to the process of finding possible candidates for a job or function, undertaken by recruiters. It may be undertaken by an employment agency or a member of staff at the business or organization looking for recruits. Advertising is commonly part of the recruiting process, and can occur through several means: through newspapers, using newspaper dedicated to job advertisement, through

professional publication, using advertisements placed in windows, through a job center, through campus interviews, etc.

Suitability for a job is typically assessed by looking for skills, e.g. communication skills, typing skills, computer skills. Evidence for skills required for a job may be provided in the form of qualifications (educational or professional), experience in a job requiring the relevant skills or the testimony of references. Employment agencies may also give computerized tests to assess an individual's "off-hand" knowledge of software packages or typing skills. At a more basic level written tests may be given to assess numeracy and literacy. A candidate may also be assessed on the basis of an interview. Sometimes candidates will be requested to provide a résumé (also known as a CV) or to complete an application form to provide this evidence.


Before going to recruitment, careful study is needed about jobs which are to be kept under recruitment. Careful study is nothing but doing Job analysis which is otherwise called as collection of every information about the job so as to figure out exact candidate needed to perform said job.

HR manager needs careful attention and should be diligent while going for recruitment of human resource, since it grabs attention of prospective employees at large. However it is not so easy to find out skilled people. Hence various tests in selection process helps to identify potential candidate needed for an organisation. Coming to procedure for recruitment, it depends on nature and size of organisation. But concept of recruitment is one and same. Recruitment does in various modes which are basically categorised into two, out of that first one is internal recruitment and external recruitment, which are elaborately explained in detailed below. Whatever the mode of recruitment preferred by an organisation, it should be clear in what an organisation needs and easily understandable by prospective employees at large so as to avoid frivolous and unsolicited applications which will consume lot of time for an organisation to identify them. Hence organisation should be clear and thoroughly check before posting recruitment. 

Factors that should be considered for recruitment
  1. The first step of recruitment is Identification of number of posts lying vacant.
  2. Rule of reservation: identification of posts which will fall under which category of reservation.
  3. Following rosters: roster points should be followed to come to conclusion that how many posts should be notified under which category of reservation.
  4. Deciding the qualifications necessary for every post or job which is going to be notified.
  5. Designing selection procedure for each category of job or post
  6. Fixing the remuneration or scale of pay.
  7. Deciding the promotional channel for each category of post.

Basic contents of Recruitment notification;
  1. It contains brief about an organisation which is recruiting.
  2. Contains number of posts/jobs  lying vacant in an organisation.
  3. Contains  number of jobs in reserved category. (especially in government organisation jobs are allotted to reserved category).
  4. Contains information about gender needed for the jobs. (For example: Male or female)
  5. Contains information about educational qualification needed to qualify for applying to job.
  6. Contains information about work experience needed. (points from 2 to 6 are nothing but called as Job specifications, it is a statement that describes about specifications needed by a candidate to have qualified for a applying said job)
  7. It contains most important information that is, Job description, which is the statement of information about duties and responsibilities of the job.
  8. Contains information about salary particulars, employee benefits and other allowances to be provided.
  9. Selection tests which must be passed by candidates so as to have job.
  10. Terms and conditions if any.

Recruiting Agency Can't Be Compelled To Fill Available Posts Even When Persons Of Desired Merit Are Not Available: Supreme Court of India [Read Judgment]

Supreme Court has re-iterated that the recruiting agency cannot be compelled to fill up all available posts even if the persons of the desired merit are not available.

The Supreme Court has allowed an appeal filed by Municipal Corporation of Delhi (MCD) and has held that it was at liberty to set minimum qualifying cut-off marks in exam for appointment of Assistant Teacher (Primary).

The factual matrix herein was that Delhi Subordinate Services Selection Board (DSSSB) had issued a notification for appointment of Assistant Teacher (Primary) in the schools of MCD. The said notification, by virtue of Clause 25, conferred discretion to DSSSB to fix the minimum qualifying marks for selection, in order to pick the best talent available. Further, Clause 26 provided that the marks obtained by a candidate in the written examination shall not be disclosed.

Subsequently, the Respondents herein did not qualify the exam and filed a writ petition before learned Single Judge of the Delhi High Court to quash Clauses 25 and 26 on grounds of arbitrariness. The writ petition filed by the Respondents was dismissed and was challenged by them before a division bench of the same court. The appeal succeeded and hence the Appellant herein pursued the present appeal.

The arguments made by Respondents in the original writ petition were that:

1) DSSSB was merely an agency to conduct the interviews/tests and prepare the panel. It was not empowered to lay down its own criteria for scrutinizing the eligible candidates by fixing minimum qualifying marks and was bound to follow the requisition given by MCD for undertaking selection process.

2) The action of DSSSB to refuse to give any details about the minimum marks which had been fixed by them unilaterally was arbitrary and discriminatory.

3) In view of the minimum marks cut-off criteria, the result of only 1638 out of the total 2348 advertised posts was declared. It was submitted that this process adopted by the DSSSB was contrary to the directions issued in the case of Kuldeep Singh and Ors. v. DSSSB & Anr., W.P.(C) Nos.5650-51/2004, wherein it was held that the number of posts that are vacant against every category, and all of them should normally be filled up from the eligible candidates according to their standing. In that light, a direction was sought to the DSSSB to consider the case of the Respondents against the remaining vacancies without fixing minimum qualifying marks for selection.

The Appellant herein had contended that:
1) The method of recruitment, laying down the eligibility criteria, etc. were matters relating to the executive policy decisions and in the absence of any statutory rules/laws, the executive decisions were sustainable. Further, when MCD had no objection to the method adopted by DSSSB, the objections raised by the Respondent would be unsustainable.

2) The allegations of discrimination were not sustainable in as much as the Respondents had not demonstrated as to how the criteria of fixing the cutoff
percentage was arbitrary when it was uniformly applied to all the candidates.

3) The decision in the case of Kuldeep Singh was sought to be distinguished andreliance was placed on State of Haryana v. Subhash Chandra Marwah & Ors., AIR 1973SC 2216, to contend that it was open to the Government to fix a score which was higher than the one required for eligibility for the post with a view to maintain the highstandard of competition.

The bench comprised by Justice R. Banumathi and Justice A. S. Bopanna found merit in the arguments raised by the Appellant. Addressing the first contention, it was held that DSSSB had been specially created by the executive for the purpose of selecting the appropriate candidates to fill up the vacancies in the User Department and it was bound to discharge its obligation by fixing the criteria for declaring successful candidates. "Any undue sympathy shown to the private respondents herein so as to direct their selection despite not possessing the desired merit would amount to
interference with the right of the employer to have suitable candidates”, the bench said.

On the second contention, the bench agreed with the decision taken by Single Judge of the high court that even if the criteria fixed was defective, the Courts were ordinarily not required to interfere as long as the same standard/yardstick had been applied to all the candidates and did not prejudice any particular candidate.

On the last contention, the court relied on Ashwani Kumar Singh v. U.P. Public Service Commission & Ors., (2003) 11 SCC 584, wherein it was held that it was not a rule of universal application that whenever vacancies exist, persons who were in the merit list per force had to be appointed.

It was further held that when the Respondents appeared for the examination they were fully aware of Clause 25 pertaining to minimum qualifying marks and despite that they participated in the process by appearing for the examination. Hence it washeld that any grievance raised now would not merit consideration.

"DSSSB and the appellant herein were concerned with the quality of teachers to be recruited and had fixed a merit bar to indicate that the persons obtaining the percentage of marks above such bar only would be selected, the employer cannot be forced to lower the bar and recruit teachers who do not possesses the knowledge to the desired extent merely because certain posts had remained vacant which in any event would be carried over to the next recruitment", the bench said.

Selection is the process used to identify and hire individuals or groups of individuals to fill vacancies within an organization. Often based on an initial job analysis, the ultimate goal of personnel selection is to ensure an adequate return on investment--in other words, to make sure the productivity of the new hire warrants the costs spent on recruiting and training that hire.

Several screening methods exist that may be used in personnel selection. Examples include the use of minimum or desired qualifications, resume/application review, oral interviews, work performance measures (e.g., writing samples), and traditional tests (e.g., of job knowledge).

The field of personnel selection has a long history and is associated with several fields of research and application, including human resources and industrial psychology.