Recruitment And Selection

AT
Ayyati

INTRODUCTION
Human Resource is a basic need of any work to be done.
According to ARTHUR LEWIS:
There are great differences in development between countries
which seem to have roughly equal resources, so it is necessary to
enquire into the difference in human behaviors .
The project report is all about recruitment and selection process
thats an important part of any organization.
Recruitment highlights each applicants skills, talents and
experience. Their selection involves developing a list of qualified
candidates, defining a selection strategy, identifying qualified
candidates, thoroughly evaluating qualified candidates and
selecting the most qualified candidate.
It is said if right person is appointed at right place the half work has
been done. In this project I have tried to cover all the important
aspects that should be kept in mind while recruitment and
selection process and have worked upon training and development
module tried to find out methods and various other information
related to training and development in future five years and tries to
discover the future aspects of skills up gradation. It also
emphasizes upon the various methods used for recruiting the
candidates and the basis on which the selections is done. Ayyati
has a well-articulated equal opportunity policy, which lays strong
emphasis on hiring of individuals irrespective of age, race, caste or
gender as the best practice in recruitment
2

ACKNOWLEDGEMENT
I wish to express my gratitude to Ayyati team members especially
Ms. Aashima Gujral, Mr.Kunal Sinha for their prompt and sincere
guidance. They stood by me all the way and provided me
additional insight and ideas with painstaking attention to details.
Their comments and criticism have been valuable. I would also like
to thank my team members, especially Mr.Mehul Saxena and Mr.
Kushal Pathak , without whose report ,this project could not have
been possible .
I would also like to express my special gratitude to my mentor
Professor Charu Dubey, for her guidance and help during
internship.
Last but not the least, I would like to extend the gratitude and
appreciation towards all my friends and family members whose
help and support has been instrumental in completion of this
project report.
Madyantika Mehra
Jaipuria Institute of Management Indore

OBJECTIVES
1. To study the recruitment and selection procedure followed in
Ayyati.
2: To study the various sources of recruitment followed in
Ayyati.

3.: To research and develop the Training and development

module of Ayyati

4: To search or headhunt people whose skill fits into the

companys values?

5. To bridge the skill gap between old employees and new

trainees.

SCOPE OF STUDY

To recruit and retain the human resource of required quantity

and quality.

To foresee the impact of technology on work, existing

employee and further human resource requirement.

To minimize imbalances caused due to non-availability of

human resources of right kind, right number in right time and
right place.

To identify and satisfy individual and group needs.

To provide of facilities and condition of work and creation of

favorable for maintain stability of employment.

To create facilities and opportunities for individual or group

development.
To

work

towards

skill

enhancement

and

increasing

productivity.

1. LITERATUREREVIEW:RECRUITMENTAND
SELECTION

1.1 RECRUITMENT

1.1.1Introduction
People are integral part of any organization today. No organization
can run without its human resources. In todays highly complex
and competitive situation, choice of right person at the right place
at right time has far reaching implications for an organizations
functioning. An employee well selected and well placed would not
only contribute to the efficient running of the organization but also
offer significant potential for future replacement. Thus, hiring is an
important function. The process of hiring begins with human
resource planning (HRP) which helps to determine the number and
type of people an organization needs. Job analysis and job design
enables to specify the task and duties of jobs and qualification
expected from prospective job. HRP, job analysis and job design
helps to identify the kind of people required in an organization and
hence hiring. It should be noted that hiring is an ongoing process
and not confined to formative stages of an organization.
Employees leave the organization in search of greener pastures,
some retire and some die in the saddle. More importantly an
enterprises grows, diversifies, take over the other units all
necessitating hiring of new men and women. In fact the hiring

function stops only when the organization ceases to exist.

1.1.2MeaningofRecruitment
According to Edwin B. Flippo, Recruitment is the process of
searching the candidate for employment and stimulating them to
apply for jobs in the organization. (Flippo, 1984) It is the activity
which links the employer and the job seekers.According to Yoder,
Recruitment is 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 working
force.
Recruitment is the development and maintenance of adequate
manpower resources. It involves the creation of a pool of available
labor upon whom the organization can draw when it needs
additional employees. (Beach, 1975)Thus, we can say that:
Recruitment is the activity that links the employers and the
job seekers.
It is a process of finding and attracting capable applicants for
employment. It begins when new recruits are sought and
ends when their applications are submitted. The result is a
pool of applications from which new employees are selected.

It is the process to discover sources of manpower to meet

7

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 organization 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 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.

1.1.3 Purpose and Importance of Recruitment

Attract and encourage more and more candidates to apply in

the organization.

Create a talent pool of candidates to enable the selection of

best candidates for the organization.
Determine present and future requirements of the
organization in conjunction with its personnel planning and
job analysis activities.

Recruitment is the process, which links the employers with

the employees.

Increase the pool of job candidates at minimum cost.

Begin identifying and preparing potential job applicants who
will be appropriate candidates.
Increase organization and individual effectiveness of various
recruiting techniques and sources for all types of job
applicants

1.1.4StepsinRecruitment
The process of recruitment can be divided into following steps:
Identification of job vacancy
Job Description and Job specification
Advertise the vacancy
Manage the response
Short-listing
Arranging interview

1.1.4(a)IdentificationofJobVacancy
C

The first step in recruitment process is requisition for recruitment

by planning department. The human resource department or its
wing responsible for recruitment receives information about the job
vacancies to be filled. The details provided to recruitment people
contain information about:
9

 Post to be filled
Number of people required

New vacancy or replacement etc.

1.1.4(b)JobDescriptionandPersonSpecification
Once the job vacancy has been identified, it is important to
understand the job for which a person is to be hired. It
involves looking into the duties to be performed, the
qualifications required. One has to take holistic approach
during this stage, it is important that the job environment
should also be taken into account. This helps in
understanding the person specification in terms of
behavioral attributes rather than just the technical
parameters and qualifications.

1.1.4(c)AdvertisetheVacancy
C Once the job vacancy has been identified and the job
description and person specifications have been understood.
It is important to advertise the vacancy, so as to find the job
seekers with relevant skills and qualifications. This is one of
the most crucial phases of recruitment where a recruiter has
to strike a fine balance between the advertising costs, the
legal provisions and quality sources for recruitment. The
recruitment team has to identify appropriate sources of
recruitment (which have been described in following text)
and manage the advertisements in judicious manner. It is

10

important for the recruitment team to comply with all legal

provisions, and to build the employers brand in job seekers.
C It is also important to advertise the desired qualification and
necessary qualifications in the clearest term possible.
C
1.1.4 (d) Managing Response
C
C A carefully managed advertising campaign results in a large
pool of applicants with desired occupational and educational
qualifications. Such a large pool of applicants has to be
managed for further short listing. This stage may involve
scheduling of candidates or informing them about next stage
of recruitment, collecting more information about applicants
etc.

1.1.4(e)ShortlistingofApplicants
After receiving the applications and details about applicants, a
short-listing has to be done in order to find people with most
appropriate skills and qualifications required for the job and to
reject any under-qualified candidate. This stage helps in saving a
lot expenditure and time which is to be incurred in later stages of
hiring. It also increases the chances of finding the best fit for the
job.

1.1.4(f)ArrangetheInterviews
The last step in recruitment involves arrangement of final interview
for selection of right candidates.

11

1.1.5SourcesofRecruitment
The sources of recruitment can be broadly classified into 2
types:
C

Internal sources of recruitment

External sources of recruitment
1.1.5 (a) Internal Sources of Recruitment

'

TRANSFERS:

'

The employees are transferred from one department to another

according to their efficiency and experience.

'

PROMOTIONS:

'

The employees are promoted from one department to another with

more benefits and greater responsibility based on efficiency and
experience.

'

UPGRADING AND DEMOTION: Upgrading and Demotion of

present employees according to their performance.

JOB POSTINGS: Job vacancy can also be posted on

company notice board for finding a suitable candidate
from within the organization.

1.1.5(b)ExternalSourcesofRecruitment
Campus Recruitment: Various management institutes,
engineering colleges, medical Colleges etc. are a good source of
recruiting well qualified executives, engineers, medical staff etc.
They provide facilities for campus interviews and placements. This

12

source is known as Campus Recruitment.

C

UNSOLICITED APPLICANTS: Many job seekers visit

the office of well-known companies on their own. Such callers are
considered nuisance to the daily work routine of the enterprise. But
can help in creating the talent pool or the database of the probable
candidates for the organization.

EMPLOYEE REFERRALS / RECOMMENDATIONS:

Many organizations have structured system where the current
employees of the organization can refer their friends and relatives
for some position in their organization. Also, the office bearers of
trade unions are often aware of the suitability of candidates.
Management can inquire these leaders for suitable jobs. In some
organizations these are formal agreements to give priority in
recruitment to the candidates recommended by the trade union.

AdvantagesandDisadvantagesofExternalSourcesOfRecruitment
Advantages

Disadvantages

Dissatisfaction amongst
Qualified Personnel

existing staff

Wider Choice

Lengthy process

Fresh Talent

Costly Process

Competitive Spirit

Uncertain Process

13

Table2:AdvantagesandDisadvantagesofexternalsourcesof
recruitment

1.1.6FactorsAffectingRecruitment
The recruitment function of the organizations is affected and
governed by a mix of various internal and external forces. The
internal forces or factors are the factors that can be controlled by
the organization. And the external factors are those factors which
cannot be controlled by the organization.

FactorsAffectingRecruitment

Internal
Recruitment Policy
Human Resource Planning
Size Of The Firm
Cost
Growth And Expansion

External
Supply & Demand
Labour Market

Employers Brand/ Goodwill

Socio - Political - Legal
Environment
Competitors

Table3:Factorsaffectingrecruitment

1.1.6(a)InternalFactors
1. RECRUITMENT POLICY: The recruitment policy of an
organization specifies the objectives of recruitment and provides a
framework for implementation of recruitment strategy. The
recruitment policies of an organization may be affected by

14

following factors:
Organizational Objectives
Personnel policies of the organization
Government policies on reservation
Preferred sources of recruitment

Need of the organization

Recruitment costs and financial implications

2.

HUMAN RESOURCE PLANNING: Effective human resource

planning helps in determining the gaps present in the existing
manpower of the organization. It also helps in determining the
number of employees to be recruited and what qualification they
must possess.

3.

SIZE OF THE FIRM: The size of the firm is an important factor

in recruitment process. If the organization is planning to increase
its operations and expand its business, it will think of hiring more
personnel, which will handle its operations.

4.

COST: Recruitment incur cost to the employer, therefore,

organizations try to employ that source of recruitment which will
bear a lower cost of recruitment to the organization for each
candidate.

5.

GROWTH AND EXPANSION: Organization will employ or think

of employing more personnel if it is expanding its operations.As
Ayyati.com was Expanding its business mass hiring is ongoing
process.

1.1.6(b)ExternalFactors
15

1. SUPPLY AND DEMAND: The availability of manpower both

within and outside the organization is an important determinant in
the recruitment process.

EMPLOYERS BRAND/ GOODWILL: Image of the employer

can work as a potential constraint for recruitment. An organization
with positive image and goodwill as an employer finds it easier to
attract and retain employees than an organization with negative
image. Image of a company is based on what organization does
and affected by industry.

2.

POLITICAL-SOCIAL- LEGAL ENVIRONMENT: Various

government regulations prohibiting discrimination in hiring and
employment have direct impact on recruitment practices.

3.

COMPETITORS: The recruitment policies of the competitors

also affect the recruitment function of the organizations. To face

the competition, many a times the organizations have to change
their recruitment policies according to the policies being
followed by the competitors.

1.1.7Recenttrendsinrecruitment
1. E-RECRUITMENT:E- Recruitment is the use of technology to
assist the recruitment process. Many big organizations use
Internet as a source of E-Recruitment. They advertise job
vacancies through worldwide web. The job seekers send their
applications or curriculum vitae i.e. CV through e-mail using the
Internet. Alternatively job seekers place their CVs in worldwide
web, which can be drawn by prospective employees depending
upon their requirements. The two kinds of e- recruitment that an
organization can use are
Job portals i.e. posting the position with the job description
and the job specification on the job portal and also searching
for the suitable resumes posted on the site corresponding to
16

the opening in the organization.

Creating a complete online recruitment/application section in
the companys own website. Companies have added an
application system to in their website, where the passive'

job seekers can submit their resumes into the database of

the organization for consideration in future, as and when
the roles become available.

1.1.8RecruitmentStrategies
Recruitment is of the most crucial roles of the human resource
professionals. The level of performance of an organization
depends on the effectiveness of its recruitment function.
Organizations have developed and follow recruitment strategies
to hire the best talent for their organization and to utilize their
resources optimally. A successful recruitment strategy should be
well planned and practical to attract more and good talent to apply
in the organization.
For formulating an effective and successful recruitment strategy,
the strategy should cover the following elements:

1.

Identifyingandprioritizingjobs:Requirements keep arising at

various levels in every organization; it is almost a never-ending
process. It is impossible to fill all the positions immediately.
Therefore, there is a need to identify the positions requiring
immediate attention and action. To maintain the quality of the
recruitment activities, it is useful to prioritize the vacancies whether
to focus on all vacancies equally or focusing on key jobs first.

2.

Candidatestotarget:The recruitment process can be effective

only if the organization completely understands the requirements
of the type of candidates that are required and will be beneficial for
the organization. This covers the following parameters as well:
17

Performance level required: Different strategies

are required for focusing on hiring high performers and average

performers.

Experience level required: the strategy should be

clear as to what is the experience level required by the
organization. The candidates experience can range from being a
fresher to experienced senior professionals .

Category of the candidate: the strategy should clearly define

the target candidate. He/she can be from the same industry,
different industry, unemployed, top performers of the industry
etc.
3.

Sources of recruitment:The strategy should define various

sources (external and internal) of recruitment. Which are the
sources to be used and focused for the recruitment purposes for
various positions? Employee referral is one of the most effective
sources of recruitment.

4.

Trained recruiters:The recruitment professionals conducting the

interviews and the other recruitment activities should be welltrained and experienced to conduct the activities. They should also
be aware of the major parameters and skills (e.g.: behavioral,
technical etc.) to focus while interviewing and selecting a
candidate.

5.

How to evaluate the candidate :The various parameters and the

ways to judge them i.e. the entire recruitment process should be
18

planned in advance. Like the rounds of technical interviews, HR

interviews, written tests, psychometric tests e

1.2.SELECTION
The selection process is a decision making process. This step
consists of a number of activities. A candidate who fails to qualify
for a particular step is not eligible for appearing for the subsequent
step. Employee Selection is the process of putting right men on
right job. It is a procedure of matching organizational requirements
with the skills and qualifications of people. Effective selection can
be done only when there is effective matching. By selecting best
candidate for the required job, the organization will get quality
performance of employees. Moreover, organization will face less of
absenteeism and employee turnover problems. By selecting right
candidate for the required job, organization will also save time and
money. Proper screening of candidates takes place during
selection procedure. All the potential candidates who apply for the
given job are tested. The process of selection starts with
preliminary interview of candidates and ends with contract of
employment. Following are the steps which are generally involved
in any selection process:

1.2.1PreliminaryInterview
The applications received from job seekers are subjected to
scrutiny, so as to eliminate unqualified applicants. This is usually
followed by a preliminary interview the purpose of which is more or
less the same as scrutiny of application, that is, eliminate of
unqualified applicants. Scrutiny enables the HR specialists to

19

eliminate unqualified jobseekers based on the information supplied

in their application forms.

1.2.2SelectionTest
Job seekers who pass the screening and the preliminary interview
are called for tests. Different types of tests may be administered,
depending on the job and the company. Following are the types of
tests which may be used:
1. Ability test: Assists in determining how well an individual can
perform tasks related to the job. An excellent illustration of this is
the typing tests given to a prospective employee for secretarial job.
Also called as ACHEIVEMENT TESTS.
2. Aptitude test: Aptitude tests measure whether an individual has
the capacity or latent ability to learn a given job if given adequate
training. The use of aptitude test is advisable when an applicant
has had little or no experience along the line of the job opening.
Aptitudes tests help determine a persons potential to learn in a
given area. They cover such areas as clerical aptitude, numerical
aptitude, mechanical aptitude, motor co-ordination, finger dexterity
and manual dexterity. They can be of the types which are as
follows:
C

Mental or Intelligence Test:They measure the overall

intellectual ability of a person and enable to know whether the
person has the mental ability to deal with certain problems.
Intelligence test:This test helps to evaluate traits of intelligence.
Mental ability, presence of mind (alertness), numerical ability,
memory and such other aspects can be measured. The
intelligence test is probably the most widely administered
standardized test in industry. It is taken to judge numerical, skills,
20

reasoning, memory and such other abilities.

3.

Interest Test:This is conducted to find out likes and dislikes of

candidates towards occupations, hobbies, etc. such tests indicate
which occupations are more in line with a persons interest. It is
used to measure an individuals activity preferences. This test is
particularly useful for students considering many careers or
employees deciding upon career changes.

4.

Personality Tests: It is conducted to judge maturity, social or

interpersonal skills, behaviour under stress and strain, etc. this test
is very much essential on case of selection of sales force, public
relation staff, etc. where personality plays an important role.

8.

Perception Test: At times perception tests can be conducted to

find out beliefs, attitudes, and mental sharpness.etc.

9.

General Knowledge Test: G.K. Tests are very common, they are
used for finding general awareness of the candidates in the field of
sports, politics, and world affairs, current affairs.
1.2.3 Interview
The next step in the selection process is an interview. Interview is
formal, in-depth conversation conducted to evaluate the
applicants acceptability. It is considered to be excellent selection
device. It is face-to-face exchange of view, ideas and opinion
between the candidates and interviewers. Interview can be
adapted to unskilled, skilled, managerial and profession
employees. Interviews can be of various types depending upon the
setting, number of interviewers, structuring.

21

1.Panel Interview: A panel or interviewing board or selection

committee may interview the candidate, usually in the case of
supervisory and managerial positions. This type of interview pools
the collective judgment and wisdom of the panel in the assessment
of the candidate and also in questioning the faculties of the
candidate.
2.

Structured Interview: A panel or interviewing board or selection

committee may interview the candidate, usually in the case of
supervisory and managerial positions. This type of interview pools
the collective judgment and wisdom of the panel in the assessment
of the candidate and also in questioning the faculties of the
candidate.

3.

Unstructured Interview: It is also known as Un-patterned

interview, the interview is largely unplanned and the interviewee
does most of the talking. Unstructured interview is advantageous
in as much as it leads to a friendly conversation between the
interviewer and the interviewee and in the process, the later
reveals more of his or her desire and problems.

4.

Mixed Interview: In practice, the interviewer while interviewing the

job seekers uses a blend of structured and unstructured questions.
This approach is called the Mixed Interview. The structured
questions provide a base for interview whereas unstructured
questions permit greater insights into the unique differences
between applicants.

5.

Dinner Interview: These interviews may be structured, informal,

or socially situated, such as in a restaurant. Decide what to eat

22

quickly, some interviewers will ask you to order first (do not appear
indecisive
6.

. Telephonic Interview: On many occasions when it is not

possible to arrange face to face interview with the candidates,
telephonic interviews are used by companies.
1.2.4 Reference Test
Many employers request names, addresses, and telephone
numbers of references for the purpose of verifying the information
and perhaps, gaining additional background information on an
applicant.

1.2.5 Selection decision

After obtaining information through the preceding steps, selection
decision (the most critical of all the steps) must be made. The
other stages in the selection process are meant for narrowing
down the number of the candidates. The final decision has to be
made from pool of individuals who pass the tests, interviews and
reference checks. The view of the line manager is generally
considered in the final selection because it is he/she who is
responsible for the performance of the new employee. The
supervisor is better able to evaluate the applicant's technical
capabilities and is in a better position to answer the interviewee's
job-related questions. Further, the supervisor's personal
commitment to the success of the new employee is higher if the
supervisor has played a role in the hiring decision.
In fact, in a majority of firms, the supervisor has the authority to
make the final hiring decision. In these cases, it is the role of the
23

HR department to do the initial screening and to ensure that hiring

does not violate laws such as Human Rights legislation or Labour
legislation.
1.2.6 Job Offer
The next step in the selection process is job offer to those
applicants who have crossed all the previous hurdles. Job offer is
made through a letter of appointment. a new job may require
movement to another city, which means considerable preparation,
and movement of property. After the job offer has been made and
the candidate accepts the offer, certain documents need to be
executed by the employer and the candidate. One such document
is the attestation form. This form contains vital details about the
candidate, which are authenticated and attested by him/her.
Attestation form will be a valid record for the future reference.

1.2.7 Contract Of Employment

There is also a need for preparing a contract of employment. The
basic information that should be included in a written contract of
employment will vary according to the level of the job, but the
following checklist sets out the typical headings:
1. Job title
2.

Duties, including a parse such as The employee will perform such

duties and will be responsible to such a person, as the company
may from time to time direct.

3.

Date when continuous employment starts and the basis for

24

calculating service.
4.

Rate of pay, allowance, overtime and shift rates, method of

payments.

5.

Hours of work including lunch break and overtime and shift

arrangements.

6.

Holiday arrangements:

i.

Paid holidays per year.

ii.

Calculation of holiday pay.

iii.

Qualifying period.

iv.

Accrual of holidays and holiday pay.

v.

Details of holiday year.

vi.

Dates when holidays can be taken.

vii.

Maximum holiday that can be take at any one time.

viii.

Carryover of holiday entitlement.

ix.

Public holidays.
7.

Length of notice due to and from employee.

8.

Grievances procedure (or reference to it).

9.

Disciplinary procedure (or any reference to it).

25

10.

Work rules (or any reference to them).

11.

Arrangements for terminating employment.

12.

Arrangements for union membership (if applicable).

13.Special terms relating to rights to patent s and designs,
confidential information and restraints on trade after termination of
employment.
14. Employers right to vary terms of the contract subject to proper
notification being given.Alternatively called employment
agreements or simply bonds, contracts of employment serve
many useful purposes.

1.2.8 Review of Hiring Process

After completing the hiring, the process ought to be evaluated.
Here are some considerations in the evaluation:
What about the number of initial applicants? Were there too
many applicants? Too few? Does the firm need to think about
changing its advertisement and recruiting to get the result
desired?
What was the nature of the applicants' qualifications? Were
the applicants too qualified? Not qualified enough? Perhaps
the advertisement needs to be re- worded to attract more
appropriate candidates. In this case, using a job description
can help.
How cost-effective was the advertising? A simple way to

26

measure is to divide the cost (not only in dollars but in your

time) by either the number of total applicants or the number
of applicants that you considered seriously.
Were there questions that needed to be asked but weren't?
How well did the interviewers do?. Would you have come to
the same hiring decision without testing?
3

1.2.10 Types of Job Seekers

1. Quid-Pro-Quo: These are the people who say that I can do
this for you, what can you give me These people value high
responsibilities, higher risks, and expect higher rewards, personal
development and company profiles doesnt matter to them.
2. I-will-be-with-you: These people like to be with big brands.
Importance is given to brands. They are not bothered about work
ethic, culture mission etc.
3. I-will-do-you-what-you-want: These people are concerned
about how meaningful the job is and they define meaning
parameters criteria known by previous job.

4. Where-do-you-want-me-to-come: These people observe

things like where is your office, what atmosphere do you offer.
Career prospects and exciting projects dont entice them as much.
Its the responsibility of the recruiter to decide what the employee
might face in given job and thus take decision. A good decision will
help cut down employee retention costs and future recruitment
costs

27

Introduction to Ayyati
Ayyati.com is one of the leading Green Tech Media and
Consultancy in India with a wide Global Outreach. They have
served various clients Including BBC, NASA Ames Research
Centre, Wired Group USA, CDMC China, CSP Today, Unruly
Media and many more. Currently they have Two Media Portal
Ayyati.com and Renewable Outlook as per Green Tech Media is
Concern.
Vision and Mission
We dream of a greener India. An India which is among the leaders
in the usage and production of clean and efficient energy forms. A
better and a greener world is the need of the hour. With the world
rocketing towards ideas that are more environments friendly, we
stage as a mission which is bent on promoting all such initiatives
that are favorable to the planet. Armed with latest research and
ideas, our generation has the power to shake up the existing
pedagogy and built forth a world, which is centered around
modernity, efficient use of resources and general prosperity.
With the help of the modern media of social networking we try to
present all the latest development in terms of a greener technology
and great ideas, which is beneficial to everyone. It is as clear as
day now, that the only way we can survive, is by coming up with
better ideas and devices which clean the environment around us

28

and also reduce the pressure on the usage of our valuable

perishable resources.
Team Ayyati

Executive Team
Kunal Sinha -Ceo
Neha Kaur -Managing director
Anupriya Srivastav , PRO
Ashima Gujral, HR , Ayyati.com
Susmita Horrow , Tech Head, Ayyati.com

Virtual Team
Madyantika Mehra Hr and Public relation officer
(Project supervisor)
Mehul .A. Saxena Hr and Public relation officer (project
assistant)
Pragya Gupta- Hr lead and Head recruitment.

29

Meeta Malik- Lead content developer

Kushal Pathak Marketing executive.
Soumya Shrivatsava- Trainee Greentech Media.

Brief Overview of the project

Role:Hr officer and Project Supervisor
Responsibilities
1. Recruitment: Understanding manpower requisition from
the concerned department.
Understanding the requirement and accordingly drafting a
job description and getting it approved from the concerned
person.
Sourcing candidates that match the desired skills.
Screening the candidates by conducting telephonic or
personal interviews as the case may be.
Arranging for technical interview and coordinating with the
concerned person.
Communicating the employment status to the applied
candidates.
Maintaining and updating the database of the candidates.
Doing a background verification of the shortlisted candidates.
2. Inductions and On-boarding
When a particular candidate is finalized and selected, giving
him offer letter or letter of intent On joining the services,
issuing appointment letter with brief working agreement or
policies.
Giving a description on the policies, procedures and culture
followed by the company.

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 Properly filing relevant document of the new joinee as

required.
Introducing him/her to the team and supervisor and/or
manager.
Explaining the mode of communication.
Coordinating with the IT team to get his email id made.
4. Attendance and Leave records.
Keeping a track of the attendance of the employees.
Filing the leave forms and keeping a track of the leaves
taken.
Seeing to it that there is not much absenteeism on any given
day.
Seeing to it that no employee is irregular and if there are
such people, taking corrective and/or preventive measures.
6. Employee Motivation and T&D: Train the new joiners.
7. Target : 10 heads per domain HR, Digital Marketing, Web
inters, Genentech report.

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Recruitment and Selection Process flow @ Ayyati

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Manpower
Planning
Job posting at
various portals
Scheduling of
Interview dates
Telephonic
round
-Technical(meh
ul)
Hr round

Offer letter and

contract letter

Induction

Training of
employees

Training and Development Module

Training Need analysis form

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 Content
Classroom training/ Audiovisual Training
Employee Feedback form

Key Learnings and suggestions

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1.Work experience:Internship with Ayyati provided a valuable

opportunity to have a job experience and to understand the day to
day working of an organization. The experience gained during this
internship helped in understanding business environment and to
have a feel of organizational behavior.
2.UnderstandingofRecruitmentandSelection:Ayyati provided
an opportunity of not only learning about the process of
recruitment and selection, but also allowed us to do recruitment;
during this period I recruited approximately 100 interns . This
helped me in understanding the process and practically applying
the concepts learned in class.

3.UnderstandingofWorkingStyleofVirtualTeams:
Opportunity to work with Ayyati gave me an opportunity to have
a better understanding of working of cross-functional, virtual
team. While working with Ayyati we had to co-operate with
other teams like Delhi university team , Ayyati HR team,
NMIMS team , Technical team .This helped me understanding
how to ensure clear line of communication within our team and
with other teams.
C
C

4.Leadershipstyle(DecisionMaking,Levelof
empowerment):The level of empowerment in this organization is
very high. Leaving the lowest level of workers the people are
empowered to take decisions on their own regarding their

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immediate requirements. As almost all the jobs require a specialist

for example a person who is on field for activation is empowered to
take the decision of which one to use as his knowledge is better
that in that field.

5.2SUGGESTIONS:
1.TrainingModuleforInterns: For simplification and expertise
at work , Training kits should be provided to interns , which
contains step by step guide of what to do next. This suggestion
was well accepted by company.
2.IntroductionofSomeMorePositions:DuringInternshipI

felttheneedofFinancetrainees,toeaseoutfinancialwork.The
SuggestionwasimplementedinMarch2015.

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.
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