Cirugía Mayor Ambulatoria 4. Quirófano

Q1. From how many years you have been working in Hyundai?

Q2. Hyundai mostly prefer ads/jobs sites as a source of recruitment

32% respondents were strongly agreed however 9% respondents were disagreed with the above statement

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Q3. Hyundai mostly prefer employee referrals as a source of recruitment

26% respondents were strongly agreed however 15% respondents were disagreed with the above statement

Q4. Hyundai mostly prefer consultants as a source of recruitment

25% respondents were strongly agreed however 19% respondents were disagreed with the above statement

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Q5. Hyundai mostly called outstation candidates for interview

27% respondents were strongly agreed however 18% respondents were disagreed with the above statement

Q6. Hyundai mostly called local candidates for interview

22% respondents were strongly agreed however 17% respondents were disagreed with the above statement

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Q7. Hyundai inform the candidates about its policy and rules before the interview

29% respondents were strongly agreed however 12% respondents were disagreed with the above statement

Q8. Hyundai inform the candidates about its products & services before the interview

25% respondents were strongly agreed however 12% respondents were disagreed with the above statement

65

Q9. Reputation of the Hyundai mostly attracted the candidates towards the company

20% respondents were strongly agreed however 20% respondents were disagreed with the above statement

Q10. Working environment of the Hyundai mostly attracted the candidates towards the company

29% respondents were strongly agreed however 12% respondents were disagreed with the above statement

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Q11. Salary package of the Hyundai mostly attracted the candidates towards the company

26% respondents were strongly agreed however 20% respondents were disagreed with the above statement

Q12. Hyundai mostly follows written exam, GD and interview for recruitment & selection

28% respondents were strongly agreed however 12% respondents were disagreed with the above statement

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Q13. Hyundai mostly follows written exam, GD and interview for recruitment & selection

32% respondents were strongly agreed however 10% respondents were disagreed with the above statement

Q14. Hyundai mostly hires fresh graduates

20% respondents were strongly agreed however 11% respondents were disagreed with the above statement

71

Q15. Hyundai mostly hires graduates with experience

29% respondents were strongly agreed however 11% respondents were disagreed with the above statement

RECOMMENDATION

From the study, it is found that majority of the employees prefer to post their resume in companies website. So the company can have exclusive career link in its website to post resume.

By using a separate link with resume screening software, the resumes can be screened and managed effectively.

From the study, it is found that newspaper is the effective medium to advertise for recruitment.

Since this company focus on candidates from Chennai, they can advertise for mass recruitment.

Relocation is the main problem for a candidate’s rejecting an offer. So by providing a good salary and accommodation, relocation problem can be solved. Thus the recruitment process can be made effective by retaining the recruited candidate.

Some of the employees said that the response given after recruitment is not satisfactory. If the recruitment feedback mechanism is not effective, there is high risk of losing good candidates to other companies. So they can give the response for candidates immediately whether they are short listed or rejected.

It is found that the company is not conducting the medical examination for employees during selection process. They can conduct medical examination in order to prevail themselves if any problem happens to the employees.

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CONCLUSION

Today’s tight labor market is making it more difficult for organizations to find, recruit, and select talented people. The competition for talent is intensifying, as there are fewer qualified applicants available. This shortage of applicants makes it all the more important for organizations to be able to effectively attract, select, and retain quality candidates. As results from this survey indicate, organizations need to offer more than an attractive wage to entice qualified candidates. With the number of job opportunities currently available, candidates can afford to be choosy when searching for their ideal job. They are looking for more than just an attractive salary; candidates are seeking organizations that can offer them various kinds of benefits, the potential to advance, and an environment in which they can learn and thrive. If an organization cannot offer these, job seekers will find one that does. Thus, it is important for organizations to know exactly what they have to offer potential employees, then highlight their best features when recruiting candidates.

Once organizations have successfully recruited candidates, they must select the best ones for the positions under consideration. Organizations use various tools to help them select individuals.

Results from this study indicate that selection tools designed to obtain behavioral and motivational information about candidates contribute to effective selection systems. For example, behavioral interviewing is a popular selection activity among organizations with highly effective selection systems. In the future even more organizations plan to use this and similar tools more extensively to select employees. Organizations realize that having an effective, legally sound system in place is crucial to helping them select the right people for the right jobs;

to do so, many organizations are planning to increase their use of various tools and devote more money to the process. Finally, better recruitment and selection strategies result in improved organizational outcomes. The more effectively organizations recruit and select candidates, the more likely they are to hire and retain satisfied employees. In addition, the effectiveness of an organization’s selection system can influence bottom-line business outcomes, such as productivity and financial performance. Hence, investing in the development of a comprehensive and valid selection system is money well spent.

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