Employee Recruitment & Selection in Telecommunication Industry

  Today the world tends to be a technology-based world and we can realize its presence in each domain of our lives. The internet world has changed our lifestyle rapidly and it has also changed the perception of employees towards their work (Bhupendra & Swati, 2015) . Nowadays, there has been significant growth in recruiting and selecting employees by using the internet (Hopkins & Markham, 2003) . This modern technology improvement enhances the practices of recruiting knowledge sources by using the internet (Shahila & Vijayalakshmi, 2013) .   It allows organizations to make cost cuttings, update job offers and status at any time,  reduce the recruitment cycle period, identify and select the best knowledge potential out of quite a several applicants, and allows the organization to improve its corporate image  (Anand & Chitra, 2016) . (Holm, 2010) States the differences between traditional recruitment and E-recruitment in Figure-08.  Figure-08 - Traditional Paper-Based

  Recruitment and selection within an organization is an integral part of that organization’s overall human resource management and planning process (Tomsikova, 2016) . As such, it is integrated closely to other human resource management practices, for instance, job design, human resource development, performance appraisal and management, reward systems, career and succession planning, promotions, and transfers (Tomsikova, 2016) . According to (Schuler, 2015) “most of the organizations are recognizing the importance of managing their human resources as effectively as possible”. Recruitment and selection are important in how the business discerns the human resources required to sustain a competitive advantage over its competitors (Sangeetha, 2010) . In order for an organization to enable competitive advantage each step in the recruitment and selection process needs careful time and consideration (Argue, 2015) . The success factor in choosing a person for the right job depends on the al

According to (Sisay, 2011) , the most common constraints and challenges faced by recruiters are the following: Promote From Within Policies: These policies give present employees the first opportunity for job openings and reduce the flow of new people and ideas into various levels of the organization. Bypassing current employees can lead to employee dissatisfaction and turnover (Rothwell, 1995) . Compensation Policies: Organizations with HR departments usually establish pay ranges for different jobs to ensure equitable wages and salaries. If the recruiter finds a promising candidate, the pay range will influence the job seeker's desire to become an employee. Recruiters seldom have the authority to exceed stated pay ranges (Schoenfeldt, 1999) . Employment Status Policies: Some companies have policies about hiring pout time and temporary employees. Although there is growing interest in hiring these types of workers, policies can cause recruiters to reject all but those seeking full-t

  Recruitment is an important function of Human Resource Management in an organization, and it is governed by a mixture of various factors. Proactive HR Professionals should understand these factors influencing the recruitment and take necessary actions for the betterment of the organization (Pravin Eva, 2017). As illustrated in Figure-04 the influencing factors may be classified into two types such as internal and external(Islam & Habib, 2010). Figure 04- Factors Affecting Recruitment and Selection Process                                                    Source: (Islam & Habib, 2010) Internal Factors Size of the Organization Size of the Organization - The size of the organization is one of the most important factors affecting the recruitment process. To develop business, recruitment planning is mandatory for hiring more resources, which will be crucial in the management of future operations   (Kaphur, 2018) . Recruitme nt policy The recruitment policy of an organization spec