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AProjecton HumanResourcesRecruitment

Submittedinthepartialfulfillmentoftherequirementforqualifying

MasterofManagementStudies Of UniversityofMumbai Submittedby LLLLMMMMM


RollNo.:15 Specialization:HumanResources

CollegeofManagement,KKKKKK(East)

ForAcademicYear20122013

AProjecton HumanResourcesRecruitment
Submittedinthepartialfulfillmentoftherequirementforqualifying

MasterofManagementStudies Of UniversityofMumbai Submittedby LLLLMMMMM


RollNo.:15 Specialization:HumanResources

CollegeofManagement,KKKKKK(East)

ForAcademicYear20122013 ProjectGuide:Prof.SSSSS

DECLARATION
To, TheDirector, CollegeOfManagement, Vidyanagari,Chinchpadaroad, Kmanivali,KKKKKK(East), Dist.Thane421306. RespectedSir, I the undersigned hereby declare that the project report entitled Human Resources Recruitment is an original work developed and submitted by me undertheguidanceofProf.Sssss The empirical findings in this project report are not copied from any report andaretrueandbestofmyknowledge. DATE: PLACE:Thane ROLLNO.:15 Signatureofstudent LlllMmmmm

CERTIFICATE
This is to certify that the project entitled Human Resources Recruitment submitted by Llll Mmmmm in partial fulfillment for the award of Master of ManagementStudies;UniversityofMumbaiisheroriginalworkanddoesnot formanypartoftheprojectsundertakenpreviously. Alsoitiscertifiedthattheprojectrepresentstheoriginalworkonthepartof thecandidate.

Place: Thane Date:

Signature of the Director

Signature of Guide

ACKNOWLEDGEMENT

With immense please we are presenting Human Resources

Recruitment Project report as part of the curriculum of Master of ManagementStudies.Wewishtothankallthepeoplewhogaveusunending support. IexpressmyprofoundthankstoDirectorandProf.Sssss,projectguide andallthosewhohaveindirectlyguidedandhelpedusinpreparationofthis project. We also like to extend our gratitude to all staff and our colleagues of College of Management, who provided moral support, a conductive work environmentandthemuchneededinspirationtoconcludetheprojectintime andaspecialthankstomyparentswhoareintegralpartoftheproject. Thankingyou. LlllMmmm

INDEX
ProjectContents:
i. 1 2 OrganizationProfile 218 1937

PageNo.

Listoffigures&diagrams

Introductionofthestudy 2.1 2.2 2.3

Meaning,Definition,Concept Objectives Scope 3840 4147 4850 52 52 53 53 55 5659

3 4 5 6 7 8 9 10 11

ResearchMethodology DataAnalysis

Recruitment'Atheoreticalframework' Findings Limitation Conclusion Suggestions

Webliography&Bibliography Questionnaire

ListofDiagrams

Sr.No.: 1 2 3 4 5 6 7 8 9 10 11

PARTICULARS FormofInterview SourceofCandidate TelephonicInterviewRound TrackCandidate DefineCandidate TimeSpent DifferentProcess BasicQuestions CostCalculatingSystem EvaluationandcontrolofProcess Facilityfortrainees

Pg.No. 42 43 43 44 44 45 45 46 46 47 47

Executive Summary
The Human Resources are the most important assets of an organization. The success or failure of an organization is largely dependent on the caliber of the people working therein. Without positive and creative contributions from people, organizations cannot progress and prosper. In order to achieve the goals or the activities of an organization, therefore, they need to recruit people with requisite skills, qualifications and experience. While doing so, they have to keep the present as well as the future requirements of the organization in mind. Recruitment is defined as, a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient workforce. In order to attract people for the jobs, the organization must communicate the position in such a way that job seekers respond. To be cost effective, the recruitment process should attract qualified applicants and provide enough information for unqualified persons to self-select themselves out. The term HR recruiter may sound redundant, as both human resources managers and recruiters both find job candidates and get them hired, this job is very specific. Recruiters will work from resumes or by actively soliciting individuals qualified for positions. A recruiter's job includes reviewing candidate's job experiences, negotiating salaries, and placing candidates in agreeable employment positions. Recruiters typically receive a fee from the hiring employers.

PROFILE OFTHE ORGANIZATION

Address: Office No.2, A-wing, GN Apt, XXXXX (W), Mumbai - 400070 Email ID hrd@emcxxxxx.in Contact No: 9223300000 / 022 26520000 Website - www.emcxxxxx.in

About Company
Executive Management Consultant is located at Mumbai (India) Assists companies in search of qualified and experienced professionals across sectors and industries. We are a prominent executive search & selection company, providing a wide range of recruitment solutions for various requirements. We are a team of dedicated professionals offering services across India. Established in 2006 with licenses, EMC is leading Indian and International companies for their middle & senior management requirements. EMC caters to both domestic placements across India as well as international locations. We have turnover of 10 lakhs. Our team of 25 head hunters have extensive previous professional work experience and currently specialize in different domains across industries and professionally head hunt and source candidates based on specific client requirements. Recruiting at a Speed using the best technology, We believe Time is Money hence sourcing the right resource in shorts Mohammad Shaikh Director EMC-Executive Management Consultant

Fact Sheet
Year of Establishment : 2006 Nature of Business Major Markets : Manufacturer, Service Provider : Indian Subcontinent, East Asia, Middle East and South East Asia

Contact Details
Company Name: Contact Person: Contact No.: Address: EMC- Executive Management Consultant Mrs. Shaikh + (91)-9223300000 Block No.2, A-Wing, Garib Nawaz Apt, Pipe Line Rd, xxxxx (W), Mumbai, Maharashtra - 400000 (India) Web Site: http://www.emc.in/

Company Profile
EMC- Executive Management Consultants process driven, recruitment firm that assists organizations in achieving business objectives through understanding and effectively addressing the "people" issues in their business. Our focus is on desired outcomes and bottom line success. EMC- Executive Management Consultant is into Executive Search, Turnkey Projects & Generic Resourcing. EMC-Executive Management Consultant is specialized in Head Hunting, Resourcing and Screening of candidates from & across Industries. Our point of difference is that we are a focused, professional, ethical and proactive team!

DATA BANK We have a fairly large data bank comprising of candidates in Managerial functions, HRD, Accounts, Finance, Engineering, Information Technology and Marketing to suit the requirements of Management at all levels of functions. Our data bank consists of candidates from different locations and in various countries. They could even supply candidates with very rare skill sets and experience from their data bank. This is helpful to identify candidates for specific locations within short notice. FACILITIES A completely computerized Network environment with sophisticated software for maintaining and accessing data bank - An extensive library covering almost all subjects relating to business. Three telephone lines, Fax, Internet and email facility. - A good job site on the web to publicize the requirements immediately. - Dedicated Team of Consultants and staff who believe in Right People!! Right Solutions!! Aim & Approach of EMC Aim Aim is to ensure we match you with your ideal job every time. With an ethos that focuses on the needs and aspirations of each individual candidate, rather than simply filling jobs, we make sure we understand what you want first before discussing any relevant career options. If our clients are looking for full time, part time, permanent or temporary opportunities, our specialist consultants are on hand to guide you through the options to match you with your ideal job. Our aim is to offer our clients the best consultancy services in India. This means that we provide clients with full consultancy service, from identifying the relevant candidate, to closing the position at short span of Time. Initiatives We proactively seek grant schemes that match your needs and help you tailor your projects to take maximum advantage of grant opportunities.

Our extensive professional network and experience in a wide range of grant schemes ensure that we track the latest developments in incentive schemes and identify opportunities as they arise. You can then adapt your decisions to better fit public objectives. Partnership Close collaboration with clients regularly leads to long-lasting partnerships. The better we know you and your organization, the better we can advise you. This leaves you free to focus on your core business while we deal with grants acquisition, administration and project management. We also partner with clients in their consortia, technological platforms and other public-private partnerships. Approach Our Approach towards Client is distinctive. Large amount of support teams, provide clients with the complete range of fully integrated recruitment solutions from each site. True client partnerships, an advanced internet development strategy and our focus on placing people are part of what makes us different. Quality Policy / Processes Quality Policy Our consultants go through a stringent pre-qualification phase to ensure that they have the expertise that the clients require. We select experienced personnel with established professional consulting experience. We put strong emphasis on Attitude, Communication and Team Player skills and demonstrated ability to stretch themselves to contribute to the successful completion of projects. We engage in reference checks, drug tests, and background checks before deploying our manpower to the project. Our Philosophy Service to the customers and the candidates is our motto. Each employer is important to us and gets personalized attention, irrespective of size or even volume of business generated. Similarly, every candidate is treated with warmth and understanding. We make every effort required to find suitable placement for the job seekers. It is essentially this philosophy which has enabled us to attain our present stature.

CLIENTEL

ROLTA

NETWORK18

PROCESSWARE

ZENTA

POLARIES

ADLABS FILMS

WHY EMC? A perfect mix of Business focus and technology which is backed with a specialized team of Professional recruiters who are continuously updated with technical training and high end support. State of the art Infrastructure, Well equipped & Air-conditioned work station. Capability to source high number of candidates for the Clients, scale up and double candidates when needed for project works. Critical strength to always stand up on efficiency and quality in fulfilling commitments at the workplace.

Executive Management Consultant takes care of:


Quality Our consultants go through a stringent pre-qualification phase to ensure that they have the expertise that the clients require. We select experienced personnel with established professional consulting experience. We put strong emphasis on Attitude, Communication and Team Player skills and demonstrated ability to stretch themselves to contribute to the successful completion of projects. We engage in reference checks, drug tests, and background checks before deploying our manpower to the project. Cost We keep our overheads low and therefore we can compete with the biggest of staffing firms to provide a fair and competitive rate. On Time Delivery That is a promise we made to ourselves. We have taken extreme care to ensure that delivery is met and we are proud of our track record that shows 90% of the candidates selected take up our projects. Our support function facilitates our consultants to move from project to project. This ensures that they are ready to work when and where our clients need them.

Retention Our retention level of consultants on the project is at an enviable rate of 95%. This does not happen accidentally. We spend quality time on the staffing needs and ensure that the staffing solution we provide really fulfills the clients needs.

Specialization in level of recruitment EMC handles the below 3 Levels of Recruitment: Middle & Senior Level of Management Junior & Middle Level of Management Junior & Senior Level of Management

EMC deals with all IT requirements & below mentioned are some of the Functional area of recruitment where EMC is specialized: Software Engineers (Core Java, JSP, J2ME, J2EE, C++, C#, VB, VB script, VB.net, ASP.net, HTML, Autocad) Manual Testing Engineers (Performance Testing (Web Load), Functional Testing, Integration Testing ,White box Testing , Database testing (SQL, Oracle) ) Automation Testing Engineers (Winrunner, Loadrunner, Rational Robot, QTP, Skilktest) Project Lead/Lead Management/Project Manager Informatica, Autosys, Database Administrator (Oracle , SQL, DB2,DB Attritions) Network / System support/System Integration Symbian, Brew, Android, iphone, Blackberry, Fixed line data Data center Operations .net (VB/ ASP/ VC/ C#/ Sharepoint) Sr. Ops Engineer/Ops Manager Assistant Manager Service Delivery (Networking / System Integration / IT Operation) Crystal Report Weblogic / Websphere / WAP Java / JSP / J2ee / J2me / Junit

Siebel / PHP / Perl / People soft SAP (FICO / BASIS / ABAP / SRM / CRM) UML / XML / HTML / DHTML Unix / Linux / Windows QTP / Win Runner / Load Runner SQL / Oracle / DB2 / PL SQL / D2K / Dbase Lotus / Mainframes 3DMax / Coral Draw / Adobe Photoshop Adobe Pagemaker / Adobe Illustrator Apache Cold Fusion Matlab / Labview Rational Robot / MQC / Silk Test C / C++ / C# / VB / VC / VC++ / ASP / Foxpro Network / System / Support / Implementation Engineer Delivery Managers (PMP & ITIL certified)

Functional Area of Recruitment Specialization EMC deals with all IT Non requirements & below mentioned are some of the Functional area of recruitment where EMC is specialized: Sales & Marketing (All areas): Executives, Regional Manager, Marketing Head, AMSales, Branding Manager. Accounts & Finance (All areas) Engineers Civil / Mechanical / Chemical Draftsman / Interior Design Engineer Secretary to CFO / MD / VP Process Trainers / VNA Trainers Admin Executive / Front Office Exec Project Manager, Sr. Mgr / Mgr Production & Planning, DGM Operation, Manager Contract & Planning, Manager Design

Commercial Head, Piping Engineer, Manager Quality, Executive Procurement, Architects Road Surveyor GM, VP, AVP Finance , Financial Analyst, Investor Relation HR & Admin: Manager HR, Sr.Exe. / Exe. HR. Legal : Manager Legal , Compliance Manager, Company Secretary

How does recruiters/consultant get paid? A recruitment consultant primarily acts from a position of self interest. Their job is to generate revenue by making sales. Sales mean selling their service, their ability to find the right candidate, to prospective employers. In effect they are selling you. This means they will be eager to champion you, their product, to the employer, likewise they will be keen to ensure that you will accept the position if offered. Exactly how a recruitment consultant is paid depends on whether it is a permanent or contract position. Generally for a permanent placement the company receives a proportion of your salary, or a set fee agreed with the employer. The more you earn the more they stand to make. Knowing this should ease any concerns you have; in this you are both on the same side. For a contract the consultant will receive a margin of your rate.

Job Profile in EMC: Sourcing resumes through different job portals like Naukri, monster etc. Based on the clients requirements screening the resumes and judging the Candidates to meet the particular requirement. Initial phone screening of candidates to judge communications and background. Short listing the candidates as per clients requirements and then scheduling up the interviews. Regular follow up with the selected candidates to confirm their joining dates, ensuring the maximum of them are placed successfully with the respective organization Maintaining and updating database of potential, prospective and rejected candidates Constantly be in touch with the candidate until he/she joins. Co-ordinate with other recruiters to work as a team. Maintaining a database of candidates. Handling end to end recruitments.

Requirements I worked on in EMC Relationship Officers / Sr. Relationship Officers / Territory Manager for the Location of Delhi and Mumbai(Lower parel), for the Quikr India Pvt Ltd Sales Manager for the Location of Ahmedabad, for Quikr India Pvt Ltd Asp.Net for the Location of Mumbai(Malad), for the 3G Services Project Engineer for the location of Mumbai, for Sigma Byte Secretary to MD for the location of Mumbai(Andheri),for Financial Technologies Project Co-ordinator with Onmobile Global Ltd. Techlead Position for Atidan Technologies

Recruitment Email sent to candidate regarding the same

Dear Candidate, This is to bring to your kind notice that we have an opening for the post of Relationship Officer/ Sr. Relationship Officer with Quikr.com URL: - http://www.quikr.com/html/about.php Location: Delhi

Designation: Experience: Essential Qualities:

Sr. Relationship Officer/ Relationship officer 2+ Years Excellent Communication Skill, Positive attitude, passionate, highly motivated, Should come from online, yellow pages, space selling and should have a good idea about online sales/marketing Responsible for monitoring accessing, improving the ad sales, revenue monitoring Able to independently ideate and came out with solution to client and ad sales team Monitoring All ad positions, ad campaignings, sales etc. Monitoring their sales / telesales team.

Job Responsibility:

If your candidature suits the mentioned profile then kindly send us the following details: 1. your updated resume in MS Word format. 2. Present CTC 3. Expected CTC 4. Notice Period

As the requirement is a bit urgent, an early response on this would be highly appreciated. Alternatively if you know someone suitable and available then Please refer (or) let us know their contact details. We shall check their willingness for this opportunity. Please, respond at the earliest. Best regards,

Llll |HR| EMC-Executive Management Consultant


Direct: 9223499000 || llll@emc.in

Recruitment Email sent to candidate


Hi, Opening with Onmobile Global Ltd for Project Co-ordinator OnMobile [NSE: ONMOBILE] is one of the largest white-labelled Data and Value Added Services [VAS] companies for Mobile, Landline and Media Service Providers. OnMobile touches the lives of over 1 billion mobile users across 55 countries every month.With our diverse product portfolio of Mobile Music, multi-screen Video Gateway and delivery solutions, Phone Backup and Personal Cloud Management solutions, Voice and Video portals, M-Commerce products and services, we generate 2 5% contribution for top customers and top line revenues of over US $800 million for over 92 customers globally. We deliver our products by the best combination of a hosted Cloud with on-site operations at the customer premises or through products deployed in customer networks.Founded in 2000, OnMobile has 1500 employees spread across India, U.S., LATAM, Africa, Australia, Middle East and Europe. The company was publicly listed in India in 2008. Recent acquisitions include Voxmobili (2007), Telisma (2008), and Dilithium Networks (2010). Location: Bangalore Website: http://www.onmobile.com/

JD for Position:Job Title Department Qualification Experience Project Coordinator India Private Operators - PMO B.Tech / BE / MCA / MBA 1-3years Role Project co-ordinator is a Project Management Office role. The role requires the person to plan, drive, co-ordinate and track projects with various internal stakeholders. Schedule regular meetings with the action owners for status tracking. Update the senior members of the organization on the status of the projects, highlight Requirements, risks and gating issues and probable resolutions. Prepare and analyse the data collected from various reports and present it to the leaders for further analysis and decision making. Skills

Job Description

1) Good Analytical, negotiation and communication skills. 2) Good skills in Excel and ppt. Should have good ability to analyze data, prepare and present analysis to internal stakeholders. 3) Ability to plan, drive, co-ordinate and track projects with various internal stakeholders and report the progress to the AVP. 4) Should possess good Project management skills. Telecom Knowledge and System level knowledge preferred. Location Bangalore

If this profile suits your candidature, kindly send the updated resume mentioning the following details:1) Total Experience 2) Relevant Exp. 3) Current CTC 4) Expected CTC 5) Notice Period Best regards,

Lllll |HR| EMC-Executive Management Consultant


Direct: 9223499000 || lllll@emc.in

Recruitment Email sent to candidate


From: Lllllll Mmmmm <lllll@emc.in> To: Sent: Tuesday, 15 May 2012 3:15 PM Subject: Opening with Atidan Technologies for Tech Lead Hi, As per the discussion, I am sending the Companys profile and Job Description. Opening with Atidan Technologies for the post of Tech Lead Atidan Technologies is an IT industry. Its an U.S. based multinational company. Atidan combines offshore cost-efficiency and 24 hour work cycles with direct team interaction at different locationdelivering low-risk, high-performance solutions to help you improve communications, streamline workflow and increase productivity. URL: - http://www.atidan.com/Pages/index.aspx Location: - Mumbai Job Description:1) Candidate must have atleast 6 yrs of experience. 2) Exp working on web based projects is a must. 3) Exposure on SharePoint is preferable. 4) Exposure working with US clients is a must. 5) Applicant should be working as a tech lead. Interview: - On Saturday (19th May 2012) Timing: - 9 AM TO 12 PM Interview Procedure:1) Aptitude Test (HR Interview) 2) Computer Programming Test (.Net Test) 3) Technical Interview 1 4) Technical Interview 2

If this profile suits your candidature kindly send the following details:1) Updated Resume in word format. 2) Total Exp. 3) Relevant Exp. 4) Current CTC. 5) Expected CTC. 6) Notice Period. Best regards, Lllll |HR| EMC-Executive Management Consultant Direct: 9223499000 || llll@emc.in

Format of Candidate Interview Schedule details sent to Organization Hi, Below mentioned is the interview schedule for AM / Manager HR:
Sr. No 1 2 2 Candidate Name Veena Kashelkar Richa Mehta Ragni Jethi Interview Date 17th May 12 17th May 12 18th May 12 Interview Time 10.00 am 11.00 am 11.00 am Contact No 98000000 9833000000 9833900000 Mode F2F F2F F2F Location Mumbai Mumbai Mumbai Position AM/Manager HR AM/Manager HR AM/Manager HR Consultant EMC EMC EMC

Weekly Status Report


Date Candidate's Name Contact No Client Position Applied for Location CV Sent

29-May-12

Soham Raval

97277000000

Quikr

SM

Ahmedabad

CVsent

Tracker sent to Company consists of the following elements: Status (CV sent or not), Source (Consultant Name), Candidate Name, Current Company (candidate is working with), Yrs Of Experience, Location, Education, Current Designation, Current CTC, Expected CTC, Position Applied For, Contact No., Profile Sent Date, Line Manager, 1st Level - Resume Screening, Mode, Date, 2nd Level - PI or TI, Date, 3 Level PI, Date, Final Status, Client CTC if offered.

Form attached along with candidate resume while forwarding to the Client (i.e. organization)

Executive Management Consultant


Name Position applied for Current Company Current Position Highest qualification Total Exp Relevant Exp Current CTC Expected CTC Notice period Current Location Willing to work in Location Opted for (Y/N) Reason for Job Change Why the Client (e.g. Tata/FT) Why Consultant has shortlisted the CV

Introduction Ofthe Study

Objectives of the study:


The main objectives of the study are as follows: i. ii. iii. iv. To understand the process of recruitment To know the sources of recruitment at various levels and various jobs To critically analyze the functioning of recruitment procedures To identify the probable area of improvement to make recruitment procedure more effective v. vi. To know the managerial satisfaction level as well as to know the yield ratio To search or headhunt people whose, skill fits into the companys values

Scope of study:
The benefit of the study for the researcher is that it helped to gain knowledge and experience and also provided the opportunity to study and understand the prevalent recruitment procedures.

The key points of my research study are: i. To Understand and analyze various HR factors including recruitment procedure at consultant. ii. To suggest any measures/recommendations for the improvement of the recruitment procedures

Human Resource Management and Human Resource Development


Definition: HRM is the process of managing people in organizations in a structured and thorough manner. This covers the fields of staffing (hiring people), retention of people, pay and perks setting and management, performance management, change management and taking care of exits from the company to round off the activities. This is the traditional definition of HRM which leads some experts to define it as a modern version of the Personnel Management function that was used earlier. We have chosen the term art and science as HRM is both the art of managing people by recourse to creative and innovative approaches; it is a science as well because of the precision and rigorous application of theory that is required. Human Resource Development (HRD) means to develop available manpower through suitable methods such as training, promotions, transfers and opportunities for career development. HRD programs create a team of well-trained, efficient and capable managers and subordinates. Such team constitutes an important asset of an enterprise. One organisation is different from another mainly because of the people (employees) working there in. According to Peter F. Drucker, "The prosperity, if not the survival of any business depends on
the performance of its managers of tomorrow." The human resource should be

nurtured and used for the benefit of the organisation. Uses of Human Resource Management in an organization: Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. It can also be performed by line managers. Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training.

HRM is also a strategic and comprehensive approach to managing people and the workplace culture and environment. Effective HRM enables employees to contribute effectively and productively to the overall company direction and the accomplishment of the organization's goals and objectives. Human Resource Management is moving away from traditional personnel,

administration, and transactional roles, which are increasingly outsourced. HRM is now expected to add value to the strategic utilization of employees and that employee programs impact the business in measurable ways. The new role of HRM involves strategic direction and HRM metrics and measurements to demonstrate value. The Human Resource Management (HRM) function includes a variety of activities, and key among them is responsibility for human resources -- for deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations. Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies. Usually small businesses (for-profit or nonprofit) have to carry out these activities themselves because they can't yet afford part- or full-time help. However, they should always ensure that employees have -- and are aware of -- personnel policies which conform to current regulations. These policies are often in the form of employee manuals, which all employees have. HRM is widening with every passing day. It covers but is not limited to HR planning, hiring (recruitment and selection), training and development, payroll management, rewards and recognitions, Industrial relations, grievance handling, legal procedures etc. In other words, we can say that its about developing and managing harmonious relationships at workplace and striking a balance between organizational goals and individual goals.

Advantages / Importance of HR: Meeting manpower needs: Every Organisation needs adequate and properly qualified staff for the conduct of regular business activities. Imaginative HRP is needed in order to meet the growing and changing human resource needs of an organisation. Replacement of manpower: The existing manpower in an Organisation is affected due to various reasons such as retirement and removal of employees and labour turnover. HRP is needed to estimate the shortfall in the manpower requirement and also for making suitable arrangements for the recruitment and appointment of new staff. Meeting growing manpower needs: The expansion or modernisation programme may be undertaken by the enterprise. Manpower planning is needed in order to forecast and meet additional manpower requirement due to expansion and growth needs through recruitment and suitable training programs. Meeting challenges of technological environment: HRP is helpful in effective use of technological progress. To meet the challenge of new technology existing employees need to be retrained and new employees may be recruited. Coping with change: HRP enables an enterprise to cope with changes in competitive forces, markets, products, and technology and government regulations. Such changes generate changes in job content, skill, number and type of personals. Increasing investment in HR: An employee who picks up skills and abilities becomes a valuable resource because an organisation makes investments in its manpower either through direct training or job assignments. Adjusting manpower requirements: A situation may develop in; an organisation when there will be surplus staff in one department and shortage of staff in some other department. Transfers and promotions are made for meeting such situations. Recruitment and selection of employees: HRP suggests the type of manpower required in an organisation with necessary details. This facilitates recruitment and selection of

suitable personnel for jobs in the Organisation. Introduction of appropriate selection tests and procedures is also possible as per the manpower requirements. Placement of manpower: HRP is needed as it facilitates placement of newly selected persons in different departments as per the qualifications and also as per the need of different departments. Surplus or shortage of manpower is avoided and this ensures optimum utilization of available manpower. Training of manpower: HRP is helpful in selection and training activities. It ensures that adequate numbers of persons are trained to fill up the future vacancies in the Organisation.

HR TOPICS - FUNCTIONS Recruitment and Selection Process

Complete Recruitment life cycle


Levels of Companies Technologies and Domineer Portal Explanation Explanation of Job Description and Analyzing of Requirement Sourcing of Profiles from Portals Screening of profiles as per the requirement Calling the Candidates Formatting of profiles and Trackers Preparation Maintenance of Database

Training and Development


Concept of Training and Development Training Needs Identification Process Designing Annual Training Plans Training Execution

Designing Employee Development Initiatives Designing Supervisory Development Programs Designing Management Development Programs What is Training ROI and how to Calculate Introduction to Best Trainer Skills, Knowledge and Abilities

Induction and Orientation


How to Design Induction Programs and Execution How to Design on the Job Training Programs and Monitoring How to evaluate effectiveness of Induction and on the Job Training Programs Probation Confirmation and HR Role

Team Management Skills


Understanding What is a Team Understanding Team Development Stages What is your Team Membership Orientation How to improve your effectiveness as Team Member What is Team Leadership Understanding my Orientation

HR Recruitment:

According to Edwin Flippo, "Recruitment is the process of searching for prospective


employees and stimulating them to apply for jobs in the Organisation."

Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified applicants for the future human resources needs even though specific vacancies do not exist. Usually, the recruitment process starts when a manger initiates an employee requisition for a specific vacancy or an anticipated vacancy. It is the process to discover sources of manpower to meet the requirement of staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force. Recruitment of candidates is the function preceding the selection, which helps create a pool of prospective employees for the organisation so that the management can select the right candidate for the right job from this pool. The main objective of the recruitment process is to expedite the selection process. Recruitment is almost central to any management process and failure in recruitment can create difficulties for any company including an adverse effect on its profitability and inappropriate levels of staffing or skills. Inadequate recruitment can lead to labor shortages, or problems in management decision making and the recruitment process could itself be improved by following

management theories. The recruitment process could be improved in sophistication with Rodgers seven point plan, Munro-Frasers five-fold grading system, psychological tests, personal interviews, etc. Recommendations for specific and differentiated selection systems for different professions and specializations have been given. A new national selection system for psychiatrists, anesthetists and dental surgeons has been proposed within the UK health sector

Need for Recruitment


The need for recruitment may be due to the following reasons / situations Vacancies: due to promotions, transfers, retirement, termination, permanent disability, death and labour turnover. Creation of new vacancies: due to growth, expansion and diversification of business activities of an enterprise. In addition, new vacancies are possible due to job respecification. The recruitment and selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the strategic advantage for the organisations. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. A general recruitment process is as follows:

Identifying the vacancy:


The recruitment process begins with the human resource department receiving requisitions for recruitment from any department of the company. These contain: Posts to be filled Number of persons Duties to be performed Qualifications required

Preparing the job description and person specification. Locating and developing the sources of required number and type of employees (Advertising etc). Short-listing and identifying the prospective employee with required characteristics. Arranging the interviews with the selected candidates. Conducting the interview and decision making

The HR Role in Recruitment changed and HRM:


Decides about the design of the recruitment processes and to decide about the split of roles and responsibilities between Human Resources and Hiring Manager Decides about the right profile of the candidate Decides about the sources of candidates Decides about the measures to be monitored to measure the success of the process A traditional role of HR in Recruitment was an administrative part of the whole process. The HRM was responsible for maintaining the vacancies advertised and monitored, but the real impact of HRM to the performance of the whole recruitment process was minimal. But as the role of Human Resources in the business was increasing, the HR Strategy was changed. From making the process working to the real management of HR Processes and the Recruitment Process was the first to manage. The role of HR in Recruitment is very important as HRM is the function to work on the development of the recruitment process and to make the process very competitive on the market. As the job market gets more and more competitive, the clearly defined HR Role in Recruitment will be growing quickly. HRM is not a function to conduct all the interviews today, the main role of Human Resources is to make the recruitment process more attractive and competitive on the job market.

Scope of HR Recruitment:
HR jobs are one of most important tasks in any company or organization. To structure the Recruitment policy of company for different categories of employees. To analyses the recruitment policy of the organization. To compare the Recruitment policy with general policy. To provide a systematic recruitment process. It extends to the whole Organization. It covers corporate office, sites and works appointments all over India. It covers workers, Clerical Staff, Officers, Jr. Management, Middle Management and Senior Management cadres. A recruitment agency provides you with career counseling which renders a crystal clear picture of what are the possible career options out there for you and which job option suits you the best.

Objective of HR
To obtain the number and quality of employees that can be selected in order to help the organization to achieve its goals and objectives. Recruitment helps to create a pool of prospective employees for the organization so that the management can select the right candidate for the right job from this pool. Recruitment acts as a link between the employers and the job seekers and ensures the placement of right candidate at the right place at the right time. Recruitment serves as the first step in fulfilling the needs of organizations for a competitive, motivated and flexible human resource that can help achieve its objectives. The recruitment process exists as the organization hire new people, who are aligned with the expectations and they can fit into the organization quickly.

Advantage of Outsourcing Recruitment/Hiring of Consultancy


Traditionally, recruitment is seen as the cost incurring process in an organization. HR outsourcing helps the HR professionals of the organisations to concentrate on the strategic functions and processes of human resource management rather than wasting their efforts, time and money on the routine work.

Outsourcing the recruitment process helps to cut the recruitment costs to 20 % and also provide economies of scale to the large sized organizations. The major advantages of outsourcing performance management are: Cost Reduction

Result Qualitative/Quantitative

Hiring of consultancy

Time saving of Company

Focus Management Effort Outsourcing is beneficial for both the corporate organisations that use the outsourcing services as well as the consultancies that provide the service to the corporate. Apart from increasing their revenues, outsourcing provides business opportunities to the service providers, enhancing the skill set of the service providers and exposure to the different corporate experiences thereby increasing their expertise. The advantages accruing to the corporate are: Turning the management's focus to strategic level processes of HRM Accessibility to the expertise of the service providers Freedom from red tape and adhering to strict rules and regulations Optimal resource utilisation Structured and fair performance management. A satisfied and, hence, highly productive employees Value creation, operational flexibility and competitive advantage Therefore outsourcing helps both the organisations and the consultancies to grow and perform better.

Changing Role of Recruitment Intermediaries: Recruitment consultancies, agencies or intermediaries are witnessing a boom in the demand of their services, both by the employers and the job seekers. With an already saturated job market, the recruitment intermediaries have gained a vital position acting as a link between the job seekers and the employers. But at the same time, one of the major threats faced by this industry is the growing popularity of e-recruitment. With the changing demand, technologies and the penetration and increasing use of internet, the recruitment consultancies or the intermediaries are facing tough competition. To retain and maintain their position in the recruitment market, the recruitment intermediaries or consultants (as they are commonly known) are witnessing and incorporating various changes in terms of their role, functions and the services. According to a survey amongst top employers, most of them agree with the growing influence of technology and the Internet on the recruitment processes. 70 per cent of employers reported the use of application portal on their companys official website. Apart from that, the emerging popularity of the job portals is also growing. But the fact that the intermediaries or the consultants are able to provide their expert services, economies of scale, up to 40 percent savings in the recruitment costs, knowledge of the market, the candidates, understanding of the requirements, and most importantly, the assess to the suitable and talented candidates and the structured recruitment processes. The recruitment intermediaries save the organisations from the tedious of weeding out unsuitable resumes, cocoordinating interviews, posting vacancies etc. give them an edge over the other sources of recruitment. To retain their position as the service providers in the recruitment market, the recruitment intermediaries are providing vale added services to the organisations. They are incorporating the use of internet and job portals, making their services more efficient. Despite of the growing use of the internet, the recruitment intermediaries are predicted to continue dominating the recruitment market in the anticipated future.

Recruitment Management System Recruitment management system is the comprehensive tool to manage the entire recruitment processes of an organisation. It is one of the technological tools facilitated by the information management systems to the HR of organisations. Just like performance management, payroll and other systems, Recruitment management system helps to contour the recruitment processes and effectively managing the ROI on recruitment. The features, functions and major benefits of the recruitment management system are 4explained below: Structure and systematically organize the entire recruitment processes. Recruitment management system facilitates faster, unbiased, accurate and reliable processing of applications from various applications. Helps to reduce the time-per-hire and cost-per-hire. Recruitment management system helps to incorporate and integrate the various links like the application system on the official website of the company, the unsolicited applications, outsourcing recruitment, the final decision making to the main recruitment process. Recruitment management system maintains an automated active database of the applicants facilitating the talent management and increasing the efficiency of the recruitment processes. Recruitment management system provides and a flexible, automated and interactive interface between the online application system, the recruitment department of the company and the job seeker. Offers tolls and support to enhance productivity, solutions and optimizing the recruitment processes to ensure improved ROI. Recruitment management system helps to communicate and create healthy relationships with the candidates through the entire recruitment process. The Recruitment Management System (RMS) is an innovative information system tool which helps to sane the time and costs of the recruiters and improving the recruitment processes.

HR Recruitment Process

1. Client need assessment Define objectives and specifications Understand client's business and culture Understand the job/position specifications Understand roles and responsibilities of the prospective candidate Develop a search plan and review with the client 2. Candidate Identification Identify target sources Extensive organization mapping, research & database search of the profile Provide status report to client about the available talent pool 3. Candidate assessment and Presentation Screen and evaluate candidates Personal Interviews with Candidates wherever possible - assess skills, interest level and cultural fit Discuss the shortlist with the client and send resumes 4. Candidate interview, selection & Presentation of Offer Facilitate interviews with the client Obtain feedback Participate in decision making process Provide inputs on candidate's desired compensation 5. Closure & Follow up Negotiate offer acceptance Execute Reference check, Compensation & Job Level Discussions Coordinate Joining Formalities and on boarding as per predefined date Closing review to understand client's level of satisfaction. HR Telephonic Interview Questions: Tell me about yourself? Tell me about your job profile? How much current CTC, youre getting in current organization? How much youre expecting form new organization? How the notice period you required if you are selected? Why did you want to resign from your previous job?

HR Challenges in Recruitment Recruitment is a function that requires business perspective, expertise, ability to find and match the best potential candidate for the organisation, diplomacy, marketing skills (as to sell the position to the candidate) and wisdom to align the recruitment processes for the benefit of the organisation. The HR professionals handling the recruitment function of the organisation- are constantly facing new challenges. The biggest challenge for such professionals is to source or recruit the best people or potential candidate for the organisation. In the last few years, the job market has undergone some fundamental changes in terms of technologies, sources of recruitment, competition in the market etc. In an already saturated job market, where the practices like poaching and raiding are gaining momentum, HR professionals are constantly facing new challenges in one of their most important function- recruitment. They have to face and conquer various challenges to find the best candidates for their organisations. The major challenges faced by the HR in recruitment are: Adaptability to globalization The HR professionals are expected and required to keep in tune with the changing times, i.e. the changes taking place across the globe. HR should maintain the timeliness of the process Lack of motivation Recruitment is considered to be a thankless job. Even if the organisation is achieving results, HR department or professionals are not thanked for recruiting the right employees and performers. Process analysis The immediacy and speed of the recruitment process are the main concerns of the HR in recruitment. The process should be flexible, adaptive and responsive to the immediate requirements. The recruitment process should also be cost effective. Strategic prioritization The emerging new systems are both an opportunity as well as a challenge for the HR professionals. Therefore, reviewing staffing needs and prioritizing the tasks to meet the changes in the market has become a challenge for the recruitment professionals.

Research Methodology

RESEARCH is a careful investigation or inquiry especially through search for new facts in any branch of knowledge. METHODOLOGY OF STUDY: The project is a systematic presentation consisting of the enunciated problem, formulated hypothesis, collected facts of data, analyzed facts and proposed conclusions in form of recommendations. The data has been collected from both the sources primary and secondary sources. DATA COLLECTION: Primary Data: Primary data was collected through survey method by distributing questionnaires to employees. The questionnaires were carefully designed by taking into account the parameters of my study. Secondary Data:
Data was collected from web sites, going through the records of the organisation, etc. It is the data which has been collected by individual or someone else for the purpose of other than those of our particular research study. Or in other words we can say that secondary data is the data used previously for the analysis and the results are undertaken for the next process.

KIND OF RESEARCH The research done by EXPLORATORY RESEARCH This kind of research has the primary objective of development of insights into the problem. It studies the main area where the problem lies and also tries to evaluate some appropriate courses of action.

Sample Design: A complete interaction and enumeration of all the employees was not possible so a sample was chosen that consisted of 25 employees. The research was taken by necessary steps to avoid any biased while collecting the data.

Tools of Analysis: The data collected from both the sources is analyzed and interpreted in the systematic manner with the help of statistical tool like percentages.

RESEARCH DESIGN: A research design is the arrangement of the condition for collection and analysis of data in a manner that aims to combine relevance to the research purpose with economy in procedure. A research design is the specification of methods and procedure for acquiring the information needed to structure or to solve problems. It is the overall operation pattern or framework of the project that stipulates what information is to be collected from which source and be what procedures. 1 2 3 4 5 6 7 8 Whatisstudyabout? Whatisstudybeingmade? Wherewillthestudybecarriedout? Whattypeofdataisrequired? Wherecantherequireddatabefound? Whatwillbethesampledesign? Techniqueofdatacollection. Howwilldatabeanalyzed?

DataAnalysis And Interpretation

The analysis of the data is done as per the survey finding. The data is represented graphically in percentage. The percentage of the people opinion were analyzed and expressed in the form of charts.

Question 1: What form of interview did you prefer?

Most of the manager Prefer Personal interviews, 30% prefer to take telephonic interviews where as only 20% goes for video conferencing and rest 10% adopt some other means of interviews.

Question 2: What source you adopt to source candidates?

Candidate Referral Advertising

Candidate Referral 10%

Job Portal

Advertising 5%

Job Portal 85%


Source: Compiled from questionnaire data Interpretation: This analysis indicates that most of the respondent i.e. 85% responded for Job Portal, 10% responded for Candidate referral and 5% responded for Advertising.

Question 3: How many stages are involved in selecting the candidate? / How many Question you are asking during the Telephonic interview round?

Four One 10% 5%


One Two

Three 40%

Two 45%

Three Four

Most of the Executives Prefer two stages of interview, 40% prefer to take three stages interviews where as only 10% goes for four rounds and rest 5% sometimes opt for one round of interviews.

Question 4: How do you track the source of candidate?

Data 15%

Software 5%
Software Online

Online 80%

Data

Most of the Executives 80% prefer online, 15% prefer Data where as only 5% goes for software to source a candidate.

Question 5: Does the organization clearly define the position objectives, requirements and candidate specifications in the recruitment process?

No 5%

Yes No

Yes 95%

This analysis indicates that most of the respondent i.e. 95% responded for Yes and 5% responded for No.

Question 6: What is the average time spent by executives during recruitment (each candidate)? more than 15 mins 10% 10 - 15 mins 10% 5 - 10 mins 20% 1 - 5 minutes 60%
1 - 5 minutes 5 - 10 mins 10 - 15 mins more than 15 mins

This analysis indicates that most of the respondent i.e. 60% responded for 1 to 5 minutes, 20% responded for 5 to 10 mins, whereas 10% responded for 10 15 mins and rest 10% responded for more than 15 mins.

Question 7: Do you follow different recruitment process for different grades of employees?

No 5%

Yes No

Yes 95%

This analysis indicates that most of the respondent i.e. 95% responded for Yes and 5% responded for No.

Question 8: What are the basic questions you ask to the candidate?

Current Job Profile Current / 0% Expected CTC 0%

Notice Period 0% Experience (Total / Relevent) 0%

Experience (Total / Relevent) Current / Expected CTC

All of the Above 100%

Current Job Profile Notice Period All of the Above

This analysis indicates that the entire respondent i.e. 100% responded for asking all the basic questions.

Question 9: Do you have any system to calculate cost per recruitment?

Yes

No 70%

No

Yes 30%

This analysis indicates that most of the respondent i.e. 70% responded for No and 30% responded for Yes.

Question 10: Is there any provision for evaluation and control of recruitment process?

No 55% Yes 45%

Yes No

This analysis indicates that most of the respondent i.e. 55% responded for No and 45% responded for Yes.

Question 11: Is there any facility for absorbing the trainees in your organization?

No

Yes 70%

Yes

No 30%

This analysis indicates that most of the respondent i.e. 70% responded for Yes and 30% responded for No.

THEORITICAL FRAMEWORK: THEORIES REGARDING RECRUITMENT

RECRUITMENT IS TWO WAY STREET: It takes recruiter and a recruitee: It takes a recruiter and a recruitee recruiter has a choice whom to recruit and whom not; As per Behling et al, there are three ways in which a prospective employee makes a decision to join an organization. Accordingly, the following three theories of recruitment have been evolved: Objective factor theory Subjective factor theory Critical contact theory These theories can be explained as follows: Objective Factor Theory It assumes that the applicants are rational. As per this theory, the choice of organization by a potential employee depends on objective assessment of tangible factors such as; Pay package, Location, Opportunity per career growth, Nature of work and Educational opportunities. The employer according to this theory considers certain factors among others; educational qualification, years of experience and special qualification/experience. Subjective Factor Theory The decision making is dominated by social and psychological factors. The status of the job, reputation of the organization and other similar factors plays an important role. According to this theory, compatibility of individual personality with the image of organization is decisive factor in choosing an organization by individual candidate seeking for employment. These subjective factors are; Personal compatibility for the position, Competence and Best fit.

Critical Factor Theory

The critical factors observed by the candidate during his interaction with the organization play a vital role in decision making. Recruiter being in touch with the candidate, promptness of response and similar factors are important. This theory is more valid with the experienced professionals. There are instances when a candidate is unable to choose an organization out of alternative based on Objective and Subjective factor(s) listed above. This is due to many reasons such as limited contact and insufficient data with regards to the organization or its own inability to analyze and come to ant conclusion. In such cases, certain critical factors observed by the manager during interview and contact with personnel of the organization will have profound influence in his decision process. It must be noted that, the theoretical base given above by Behling et al was mostly influenced by the working condition which existed in developed countries like The United States of America and European countries. In these countries, vacancies are many and there is scarcity of suitable hands unlike in developing countries like Cameroon where vacancies are less and hands are more resulting to large scarce unemployment. The theoretical base given above cannot be applied in developing countries except in hid paid jobs where higher skills and better knowledge are the prerequisites. In such cases, candidates have variety of choices and he is the master of his choice. In production, servicing and clerical jobs, unemployment is where the number of job seekers far exceeds the vacancies. In such a situation, candidates have little choice and such, grab whatever organization call him or her for employment. In such a case, the potential organization is in a better place to choose the candidates from the many available. Hence, the recruitment process should be that of filtering and re-distributing potential candidates not only, for actual or anticipated organization vacancies but also searching for prospective employee. From Behlings review, it could be assessed that workers output will increase due to certain objectives of motivating them through regular payment. This will help to influence their working conditions thereby making them to be effective at work. Problems arise when unemployment rate is high and the number of those seeking for jobs far exceeds the vacancies that exist. In this case, candidates have little choice to be offered the job in

the institution. Though they possess the knowledge, education, the process should be to filter and re-discover their potentials. When this happens, right (qualified) employees should be placed in the right positions and as a result, it will lead to an increase in productivity. Due to the subjective factor of a candidate being best fit for the job, it is not the best procedure to determine whether his output will increase or decrease but it should be assessed from the critical factor observed during interview and the contact with the personnel of the organization that will influence his productivity and his decision making. PersonalityJob Fit Theory The personalityjob fit theory postulates that a person's personality traits will reveal insight as to adaptability within an organization. The degree of confluence between a person and the organization is expressed as their Person-Organization (P-O) fit. This also referred to as a personenvironment fit. A common measure of the P-O fit is workplace efficacy; the rate at which workers are able to complete tasks. These tasks are mitigated by workplace environs- for example, a worker who works more efficiently as an individual than in a team will have a higher P-O fit for a workplace that stresses individual tasks (such as accountancy). By matching the right personality with the right company workers can achieve a better synergy and avoid pitfalls such as high turnover and low job satisfaction. Employees are more likely to stay committed to organisations if the fit is 'good'. In practice, P-O fit would be used to gauge integration with organizational competencies. The Individual is assessed on these competencies, which reveals efficacy, motivation, influence, and co-worker respect. Competencies can be assessed using various tools like psychological tests, competency based interview, situational analysis, etc. If the Individual displays a high P-O fit, we can say that the Individual would most likely be able to adjust to the company environment and work culture, and would be able to perform at an optimum level.

Findings, Conclusion, Suggestions, Limitation

FINDINGS
According to the Survey, Recruitment differs from company to company for each category. According to the Survey, the company do utilize internet sites for the recruitment process and for finding the talent candidate According to survey it is observed that the company are utilizing the job description in order to make screening process more efficient

Limitation of the study:


The study is subjected to the following limitations The study is based on the data provided by the company statements so, the limitations of the companys employees remaining are equally applicable. In some cases data is collected from the companies past records.

CONCLUSIONS
Polices adopted by EMC are transparent, legal and scientific. Recruitment is fair. The recruitment should not be lengthy. To some extent a clear picture of the required candidate should be made in order to search for appropriate candidates. Most of the employees were satisfied but changes are required according to the changing scenario as recruitment process has a great impact on the working of the company as a fresh blood, new idea enters in the company.

SUGGESTIONS
Time management is very essential and it should not be ignored at any level of the process.

Recruitment policy is satisfactory in EMC but the periodicity of recruitment is being more which needs to be reduced.

Communication, personal and technical skills need to be tested for employees

WIBLIOGRAPHY
http://recruitment.naukrihub.com/meaning-of-recruitment.html http://www.fempower.co.za/01/index.php?option=com_content&task=view&id=19&Itemid=34 http://en.wikipedia.org/wiki/Recruitment https://www.google.co.in/ http://www.emc.com/

BIBLIOGRAPHY
C.B Mamoria and S.V. Gankar (2004), Personal Management Text and Cases. Himalaya Publication. Essentials of HRM and IR - P.Subba Rao. Personal Management - C.B.Memoria. Research Methodology -C.R.Kothari. Personnel and Human Resource Management P. Subba Rao, Himalaya Publication

QuestionnaireonRecruitmentProcess
Name Companys name Designation DateNote Please fill the appropriate option.

Question 1: What form of interview did you prefer? a. Personal interviews b. telephonic interviews

( c. video conferencing

) d. Other

Question 2: What source you adopt to source candidates? a. Candidate referral b. Advertising c. Job portals

Question 3: How many stages are involved in selecting the candidate? / How many Question you are asking during the Telephonic interview round? a. 1 b. 2 c. 3 d. 4 e. More ( )

Question 4: How do you track the source of candidate? a. Software b. Online c. Data

Question 5: Does the organization clearly define the position objectives, requirements and candidate specifications in the recruitment process? a. Yes b. No ( )

Question 6: What is the average time spent by executives during recruitment (each candidate) ? a. 1mins to 5mins. c. 10 to 15mins. b. 5 to 10 mins. d. More ( )

Question 7: Do you follow different recruitment process for different grades of employees? ( a. No b. Yes )

Question 8: What are the basic questions you ask to the candidate? a. Experience (Total/Relevant) b. Current CTC/Expected CTC c. Job Profile d. Notice period e. All the Above

Question 9: Do you have any system to calculate cost per recruitment? ( a. No b. Yes, please specify

Question 10: Is there any provision for evaluation and control of recruitment process? ( a. Yes b. No )

Question 11: Is there any facility for absorbing the trainees in your organization? a. Yes b. No ( )

QuestionnaireonRecruitmentProcess
Name Companys name Designation DateNote Please fill the appropriate option.

Question 1: What form of interview did you prefer? a. Personal interviews b. telephonic interviews

( c. video conferencing

) d. Other

Question 2: What source you adopt to source candidates? a. Candidate referral b. Advertising c. Job portals

Question 3: How many stages are involved in selecting the candidate? / How many Question you are asking during the Telephonic interview round? a. 1 b. 2 c. 3 d. 4 e. More ( )

Question 4: How do you track the source of candidate? a. Software b. Online c. Data

Question 5: Does the organization clearly define the position objectives, requirements and candidate specifications in the recruitment process? a. Yes b. No ( )

Question 6: What is the average time spent by executives during recruitment (each candidate) ? a. 1mins to 5mins. c. 10 to 15mins. b. 5 to 10 mins. d. More ( )

Question 7: Do you follow different recruitment process for different grades of employees? ( a. No b. Yes )

Question 8: What are the basic questions you ask to the candidate? a. Experience (Total/Relevant) b. Current CTC/Expected CTC c. Job Profile d. Notice period e. All the Above

Question 9: Do you have any system to calculate cost per recruitment? ( a. No b. Yes, please specify

Question 10: Is there any provision for evaluation and control of recruitment process? ( a. Yes b. No )

Question 11: Is there any facility for absorbing the trainees in your organization? a. Yes b. No ( )