Summer Training Research Report On

“RECRUITMENT AND SELECTION”

At RIDDHI CONSULTANTS

SUBMITTED TO

DR.A.P.J.ABDUL KALAM TECHNICAL UNIVERSITY, LUCKNOW

PARTIAL FULLFILLMENT OF TWO YEAR FULL TIME

COURSE

M.B.A. (2016-2018)

UNDER THE SUPERVISION OF

Faculty Guide:-Dr. Prabhat Kr. Dwevidi

SUBMITTED BY

SARITA CHAUDHARY

M.B.A. Final Year

Roll No.:- 1618170079

SCIENCE AND TECHNOLOGY ENTREPRENEUR’S PARK

HARCOURT BUTLER TECHNOLOGICAL INSTITUTE

 CERTIFICATE

This is to certify that Sarita Chaudhary, student of STEP- HBTI, KANPUR has completed

her Project report on “A STUDY OF RECRUITMENT AND SELECTION AT RIDDHI

CONSULTANTS” in the year 2016-2018 in final fulfillment of MASTERS OF BUSINESS

ADMINISTRATION (MBA).

She has successfully completed the project under my constant guidance and support.

Signature of Project Guide

 ACKNOWLEDGEMENT

Preservation, inspiration and motivation have always played a key role in the success of any

venture. In the present world of cutthroat competition project is likely a bridge between the

theoretical and practical working, willingly I have prepared this particular project.

First of all, I would like to thank the supreme power, the almighty God who is obviously the one

who has directed me to work on the right path of my life.With this grace this project could

become reality.

I feel highly delighted with the way my project report on topic “RECRUITMENT AND

SELECTION at RIDDHI CONSULTANTS,” has been completed.

Any accomplishment requires the effort of many people and this work is not different. Firstly, I

would like to extend my sincere thanks to Mr. Praveen Garg, HR, RIDDHI CONSULTANTS

for his kind co-operation and providing me good environment to work on.

Finally, I would like to thank my faculty guide Dr. Prabhat Kr. Dwivedi who helped me

throughout the completion of my project. And I would like to thanks all my college faculties who

guided me to carry out my project in a proper way.

 DECLARATION

This is to certify that Ms. Sarita Chaudhary, a student of Post Graduate Degree in HR, STEP

HBTI, Kanpur, has worked in the RIDDHI CONSULTANTS, Delhi under the able guidance

and supervision of Mr. Praveen Garg, Designation HR, RIDDHI CONSULTANTS.

The period for which she was on training was for 8 weeks, starting from 12th June to 26th July

2017. This Summer Internship report has the requisite standard for the partial fulfillment for the

Post Graduate Degree in HR Management. To the best of our knowledge, no part of this report

has been reproduced from any other report and the contents are based on original research.

Dr. Prabhat Kr. Dwivedi Sarita Chaudhary

(Faculty Guide) (Student)

 PREFACE

In order to achieve the positive and concrete results, along with theoretical concepts, the

exposure of real life situation existing in corporate world is very much needed. To fulfill this

need, the practical training is required.

I took training at “RIDDHI CONSULTANTS, Delhi”. It was my pleasure to get training in a

very healthy atmosphere. I got ample opportunity to view the overall working of the consultancy.

The subject of my project is “ RECRUITMENT AND SELECTION AT RIDDHI

CONSULTANTS”
 TABLE OF CONTENT

SL. No. PARTICULARS

1. INTRODUCTION

1.1 About the topic

1.2 Objective of the topic

1.3 Significance of the study

2. INDUSTRY PROFILE

3. COMPANY PROFILE

4. TRADE PROFILE

5. RESEARCH METHODOLOGY

6. DATA ANALYSIS AND INTERPRETATION

7. FINDINGS

8. CONCLUSION

9. SUGGESTION

10. LIMITATIONS OF THE STUDY

11. APPENDICES

Questionnaire

12. BIBLIOGRAPHY
 About The Topic

Recruitment is the discovering of potential applicants for actual or anticipated organizational

vacancies. Certain influences constrain managers in determining recruiting sources such as
image of the organization, internal policies, and attractiveness of the job, union requirements,
government requirements and recruiting budgets.
Popular sources of recruiting employees include internal search, advertisements, employee
referrals, employment agencies, schools, colleges and universities; professional organizations
and casual or unsolicited applicants. In practice, recruitment methods appear to vary according to
job level and skill.
Proper selection can minimize the costs of replacement and training, reduce legal challenges,
and result in more productive workforce. The primary purpose of selection activities is to predict
which job applicant will be successful if hired. During the selection process, candidates are also
informed about the job and the organization.
The discrete selection process would include the following: initial screening interview,
completion of the application form, employment tests, comprehensive interview, background
investigations, physical examination and final employment decision. In the discrete selection
process, an unsuccessful performance at any stage results in the rejection of the applicant.
An alternative to the discrete selection process is the comprehensive approach, where all
applicants go through every step in the selection process and the final decision is based on a
comprehensive evaluation of the results of each stage. To be an effective predictor, a selection
device should be reliable, valid and predict a relevant criterion.
Selection devices provide managers with information that will help them predict whether an
applicant will prove to be a successful job performer.
The application blank is effective for acquiring hard biographical data, while the weighted
application can provide information for predicting job success.
Traditional tests that assess intelligence, abilities and personality traits can predict job
proficiency but suffer from being non-job related. On the other hand, interviews consistently
achieve low marks for reliability and validity. Background investigations are valuable when they
verify hard data from the application, although they offer little practical value as selection
devices. Physical examinations are valid when certain physical characteristics are required to be
able to perform a job effectively.
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.
Thus, the recruitment process begins when new recruits are sought and ends when their
applications are submitted. The result is a pool of applicants from which new employees are
selected.
 Objective of the study

1. To study the recruitment & selection process in the organization as a whole.

2. To find out the various sources of advertisement of vacancies like-media (electronic or

paper or both), schools, posters etc.

3. To find out the problems faced by the organizational staff in the process of recruitment
and selection.

4. To offer suggestions and recommendation regarding the existing system in the

company.
 SIGNIFICANCE OF STUDY

The significance of study is to observe the degree of satisfaction levels of the employer as well
as the employees towards the process of recruitment and selection techniques adopted by the
company.

It will also show the deviations if any, towards this affect that will be experienced in research.

Apart from getting an idea of the techniques and methods in the recruitment procedures it will
also give a close look at the insight of corporate culture prevailing out there in the organization.

This would not only help to equivalent with the corporate environment but it would also enable
to get a close look at the various levels authority responsibility relationship prevailing in the
organization.

Also the stipulated time for the research is insufficient to undergo an exhaustive study about the
topic assigned and moreover the scope of the topic (recruitment and selection) is wide enough, so
it is difficult to cover the entire topic within the stipulated time.
1
 COMPANY PROFILE

RIDHI CONSULTANTS

Costomized HR
Solutions

Driven by a passion to excel in HR Services ,Riddhi

Consultants was born in the year 2001 .Its founder and
director Mr Praveen Garg, an engineering professional , IT
Vateran (Ex HCL , Shiv Nadar Group) and HR Consultant
having deep knowledge and understanding spanning across
industries and functions .

With more than 20 years of experience, he is the driving force

behind a group of consultants dedicated for various industry
verticals we work with.

We specialize in the executive search and recruitment of top-

notch professionals at senior, middle and junior levels across a
broad range of industries including IT, FMCG, retail,
telecommunications, automobiles, fertilizers, education etc.

2
For many MNCs and large organizations in India and Abroad, we have the credit for providing high quality
executives in various fields, marketing at senior, middle, and lower levels of management.

They essentially cater to corporate and institutional requirements relating to Recruitment , Retention and

Training &Development of Employees using customized and innovative solutions adopted to their unique

needs and culture.

Recruitment /Executive Search

With rigourous inputs from our in house database developed over years of work and innovative approach
towards recruitment, we close each assignment with complete dedication and focus. Essentially this is
our research based methodology and our vast industry knowledge which actually works ! Every
assignment we undertake, we make sure we deliver !

Advertised Selection

We can advertise and manage any Recruitment related activity specially in Print Media
to save your valuable and precious time in screening and shortlisting candidates . Only the best would be
refered for further interviews ..the rest would be left !

Management Consultancy- Education Institutions

We offer highly reliable and complete End to End Solution for setting up and Running Educational
Institutions with specific reference to following..

1. Representation Services ( For covering Admissions in Delhi NCR Market)

2. Accreditation Services
3. Recruitment for Staff ( Faculties and Principal etc..)
4. Organizing Internships
5. Placement Services

Training and Development

We have with us some of the best corporate Trainers with smashing experience.
All our training consultants and highly experienced having worked with large corporates. Each consultant
comes with relevant and verifiable experience.

Some of the programs we can undertake ..

 Leadership Skills Development

 Time Management
 Stress Management
 Communication Skills
 Customer Service
 Team Building
 Corporate Etiquette
 Interpersonal Skills…etc.

3
Our Small size is our strength. We are able to focus on each assignment and work very closely with our
clients to deliver the best of results within the shortest possible deadlines and timeframes.

In fact we never overcommit and may deny some assignments we feel we can not undertake for various
reasons.

More importantly, we connect ,showcase and work with best resources available anywhere in India to
achieve the best results and efficiencies for our client organizations specially for T&D /OD and specialized
Management Consulting activities.

Verticals

•Education and Training

•IT and ITES

•Engineering

•Banking ,Financial Services and Insurance (BFSI)

•Infrastructure and Construction

•Energy

•Automobiles

•Retail

•Telecom

We have a large data bank of competent candidates in various fields that provide us an

opportunity to evaluate from am appreciable database of resumes. As our candidates are

constantly in touch with us, we are aware of their objectives, strengths and calibres, which

allow us to present the aptly suited candidate according to your specifications (in terms of

competency, experience, remuneration etc)..

4
5
MISSION

They are a professional, enthusiastic and innovative team,

dedicated to providing professional HR Consulting Services and

evolving Recruitment Solutions that help our customers become

more productive and profitable.

CORE VALUES

Customer Satisfaction
Speed

Challenges

Innovation.

Synergy

Growth

•
c

c
6
 h

Management

7
HR On Board

RIDDHI CONSULTANTS is promoted by Garg family. The promoter HR are combination of

experienced and young persons.

Praveen Garg - HR

His vision and strong dedication laid the foundation of the ‘RIDDHI CONSULTANTS . He has

the responsibilities of finalizing Corporate Strategy & Planning for the growth of the business

of the Consultancy. Under his leadership the Consultancy has established itself amongst the top

consultancy for proving best candidates to their clients . He provides guidance to the younger

generation to venture into new categories

His responsibilities are to supervise and control management of the entire consultancy. His

contribution to the Human Resource Development in the consultancy has been enormous and

his media and advertisement strategies have proved to be very efficient in terms of provding

the best employee to their clients. His ability to spot trends early has helped to identify new

segments the company should foray into.

8
9
 CLIENTS OF RIDDHI CONSULTANTS

RIDDHI CONSULTANTS was Driven by a passion to excel in HR Services ,Riddhi Consultants was

born in the year 2006 .Its founder and director Mr Praveen Garg, an engineering professional , IT

veteran (Ex HCL , Shiv Nadar Group) and HR consultant has deep understanding spanning across

industries and functions .

We specialize in the executive search and recruitment of top-notch professionals at senior, middle and

junior levels across a broad range of industries including IT, FMCG, retail, telecommunications,

automobiles, fertilizers, education etc.

For many MNCs and large organizations in India and Abroad, we have the credit for providing high quality

executives in various fields, marketing at senior, middle, and lower levels of management.

CLIENTS ;-

 HCL Technologies  NIIT  SERCO BPO

 Kotak Life Insurance  HDFC Standard Life  Max New York Life

10
Address

Riddhi Consultants

G 73, Ist Floor , Main Vikas Marg , Laxmi Nagar, Delhi 110092.

Ph. 011-42418670.

Corporates & Institutions

riddhi@airtelmail.in

info@riddhiconsultants.com

REVIEW OF LITERATURE ON THE INDUSTRY

11
Strength:

 The intense competition brought about by deregulation has encouraged the industry to

innovate in all areas; from underwriting, marketing, policy holder servicing to record-

keeping.
 Aggressive marketing strategies by private sector insurers will buoy consumer awareness

of risk and expand the markets for products.

 Competition in a deregulated environment will allow market forces to set premiums that

are appropriate for exposures and push insurers to differentiate their products and

services.
 Innovations in distribution and improvements in market penetration will follow as public

and private insurers compete to market their products.

 Allowing insurers to issue their own policy wordings and set their own rates will enable

underwriters to tailor products to meet client needs.

 The existence of stringent licensing requirements ensures that only adequately

capitalized and professionally managed companies are eligible to carry out insurance and

reinsurance.
 The Insurance Regulatory Development Authority of India’s (IRDA) emphasis on

quarterly reporting/monitoring of insurer solvency will enhance capital adequacy and

transparency.
 Licensed brokers are very much part of the intermediary structure and only those with

adequate capital, professional experience and expertise will be licensed by IRDA.

Weaknesses/Challenges

 Premiums rates will remain under pressure due to intense competition on the more

profitable lines.
 Falling premium income -- without a corresponding reduction in claims -- is likely to

drive down profits.

12
 Reinsurance is likely to cost more as treaty reinsurers reduce ceding commissions to

compensate for the lower rates following deregulation.

 Public and private sector insurers’ greater reliance on their investment portfolios to

generate sufficient income and gains for net profits would subject them to the volatility of

the financial markets.

 Private insurers need to raise more capital; otherwise growth could be constrained since

reliance on reinsurance for capital relief is not always viable or available.

 Traditional distribution channels, especially tied agents, need to be improved to match the

new product offerings.

 There is general lack of transparency as financial and operational data for insurers are not

readily available as none of India’s insurers are directly listed on stock exchanges.
 Like all developing economies on a fast track, the shortage of trained insurance

professionals and technicians at all levels cannot be remedied in the short term.
 Natural catastrophes will always be present; the Indian sub-continent is vulnerable to

cyclones, floods, hurricanes and earthquakes, and until there is a national capacity

(similar to the terrorism pool) to manage losses, dependence on overseas reinsurers will

continue.

13
Page 14
Page 15
 RECRUITMENT

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

and stimulating and encouraging them to apply for jobs in an organization."

In the words of Yoder, "Recruitment is a process to discover the sources of manpower to

meet the requirements of the staffing schedule and to employee effective measured for
attracting that manpower in adequate numbers to facilitate effective selection of an
efficient working force."

Page 16
 INTRODUCTION:

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. In order to achieve the goals or perform the activities of the organization,
therefore, we need to recruit people with requisite skills, qualifications and experience.

Definition:

Recruitment is the process of locating and encouraging potential applicants to apply for
existing and anticipated job openings. It is actually a linking function, joining together
those with jobs to fill and those seeking jobs. Recruitment, logically, aims at:

(i) Attracting a large number of qualified applicants who are ready to take up the job if
it’s offered and

(ii) Offering enough information for unqualified persons to self-select themselves out.

Page 17
 METHODS OF RECRUITMENT

The following are the most commonly used methods of recruiting people.

INTERNAL METHODS:

1. Promotions and Transfers

This is a method of filling vacancies from within through transfers and promotions.

A transfer is a lateral movement within the same grade, from one job to another. It
may lead to changes in duties and responsibilities, working conditions, etc., but not
necessarily salary. Promotion, on the other hand, involves movement of employee from a
lower level position to a higher level position accompanied by (usually) changes in
duties, responsibilities, status and value. Organisations generally prepare badli lists or a
central pool of persons from which vacancies can be filled for manual jobs. Such persons
are usually passed on to various departments, depending on internal requirements. If a
person remains on such rolls for 240 days or more, he gets the status of a permanent
employee as per the Industrial Disputes Act and is therefore entitled to all relevant
benefits, including provident fund, gratuity, retrenchment compensation.

2. Job Posting

Job posting is another way of hiring people from within. In this method, the
organisation publicises job opening on bulletin boards, electronic method and similar
outlets. One of the important advantages of this method is that it offers a chance to
highly qualified applicants working within the company to look for growth opportunities
within the company to look for growth opportunities within the company without looking
for greener pastures outside.

Page 18
 3. Employee Referrals

Employee referral means using personal contacts to locate job opportunities. It is a

recommendation from a current employee regarding a job applicant. The logic behind
employee referral is that “it takes one to know one”. Employees working in the
organization, in this case, are encouraged to recommend the names of their friends,
working in other organizations for a possible vacancy in the near future. In fact, this has
become a popular way of recruiting people in the highly competitive Information
Technology industry nowadays. Companies offer rich rewards also to employees whose
recommendations are accepted – after the routine screening and examining process is
over – and job offers extended to the suggested candidates. As a goodwill gestures,
companies also consider the names recommended by unions from time to time.

External (direct) Methods

Campus Recruitment

It is a method of recruiting by visiting and participating in college campuses and

their placement centres. Here the recruiters visit reputed educational institutions such as
IITs, IIMs, colleges and universities with a view to pick up job aspirants having requisite
technical or professional skills. Job seekers are provided information about the jobs and
the recruiters, in turn, get a snapshot of job seekers through constant interchange of
information with respective institutions.
A preliminary screening is done within the campus and the short listed students
are then subjected to the remainder of the selection process. In view of the growing
demand for young managers, most reputed organizations (such as Hindustan Lever Ltd.,
Proctor & Cable, Citibank, State Bank of India, Tata and Birla group companies) visit
IIMs and IITs regularly and even sponsor certain popular campus activities with a view to
earn goodwill in the job market. Advantages of this method include: the placement
centre helps locate applicants and provides resumes to organizations; applicants can be
prescreened; applicants will not have to be lured away from a current job and lower

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salary expectations. On the negative front, campus recruiting means hiring people with
little or no work experience.

The organizations will have to offer some kind of training to the applicants,
almost immediately after hiring. It demands careful advance planning, looking into the
placement weeks of various institutions in different parts of the country. Further, campus
recruiting can be costly for organizations situated in another city (airfare, boarding and
lodging expenses of recruiters, site visit of applicants if allowed, etc.).
If campus recruitment is used, steps should be taken by human resource department to
ensure that recruiters are knowledgeable concerning the jobs that are to be filled and the
organizations and understand and employ effective interviewing skills.

Guidelines for campus recruiting: companies using college campuses as recruitment

source should consider the following guidelines:

 Identify the potential candidates early: The earlier that candidate with top
potential can be identified, the more likely the organization will be in a position to
attract them.
 Employ various means to attract candidates: These may include providing
research grants; consulting opportunities to faculty members, funding university
infrastructural requirements, internships to students, etc. in the long run these will
enhance the prestige of the company in the eyes of potential job seekers.
 Use effective recruitment material: Attractive brochures, films, computer
diskettes, followed by enthusiastic and effective presentations by company
officials, correspondence with placement offices in respective campus in a
friendly way – will help in booting the company image in the eyes of the
applicants. The company must provide detailed information about the
characteristics of entry – level positions, especially those that have had a major
positive impact on prior applicants’ decisions to join the company.

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  Offer training to campus interviews: Its better to devote more time and resources
to train on campus interviewers to answer specific job –related questions of
applicants.
 Come out with a competitive offer: Keep the key job attributes that influence the
decisions of applicants such as promotional avenues, challenging assignments,
long term income potential, etc., while talking to candidates.

 Internal Recruitment Benefits: - The internal recruitment process has a lot of

benefits and it is always difficult to decide whether to use internal or external
recruitment process. The internal recruitment is a right recruitment process for the
large organization, which promote friendliness in their corporate culture.

The corporate culture, which supports the employees to look for the opportunities in the
organization, is well designed for the internal recruitment process and the process can be
a big benefit for the organization. The corporate culture, which is focused on a strong
competition among employees and with the external environment, this corporate culture
does not support the internal recruitment process.

The corporate culture should drive the decision process. In case of two candidates for the
position, the corporate culture should navigate the HRM Function and the hiring manager
to decide correctly about the winning job candidate. The corporate culture has to provide
guidance for the last decision about the winning candidate.

The career development is a huge benefit of the internal recruitment process. The career
development has to be communicated openly and the employees cannot be worried about
their application for a new position within the organization. The career development can
define special rules for the application for the new position. The rule is usually about the
necessity to stay at one position for a defined period of time before applying for a new
one. In case of necessity, the HRM Function can act quicker, but the current manager of
the employee has to agree to allow the transfer. When the career development functions

Page 21
well, the employees are motivated to train themselves to get more skilled and develop
their competencies as they see the career opportunity in the organization.

Another internal recruitment benefit is a smaller pressure for the compensation

and benefits. The moving employees get promoted and they do not press for a
higher salary for just being with the organization.

 Internal Recruitments Process Weaknesses:-

The Internal Recruitment Process does not have just benefits; this process has some
disadvantages as well. The Internal Recruitment Process is a very powerful tool, but it
can be misused in hands of some employees and managers.

The Internal Recruitment Process is not a process to steal the best employees from
their departments. These employees should be treated as a very scarce resource and the
internal recruitment procedures should work differently for them.

The managers use the internal recruitment process as a tool to transfer their own issues to
the other departments. This is very dangerous as other managers will not trust the internal
recruitment process and will block the ambitions of employees to be transferred.

The employee can enjoy the benefit of quick internal job hopping and the results
achieved are very difficult to be recognized by the organization. No manager is able to
make a full performance appraisal as the whole year in one department is unique then.
The employee is just focused on his or her promotion in the organization and the salary
can be increased in every step.

The internal recruitment process cannot solve all the recruitment issues in the
organization, but there should be a right mixture of the internal and external recruitment
to keep the organization in a healthy shape.

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  Internal Versus External Job Candidate:-

The efficient internal recruitment needs clear rules for the decision about the winning
candidate. The organization has to clearly define the condition for the final decision
based on the corporate culture and habits inside the organization.

The corporate culture should be the main driver of the final decision. The internal
candidate has to be sure about the evaluation not to become de-motivated. The clear rules
for the preference of the internal candidate over the external candidate will help to set the
clear expectations.

The common rule is the “winner takes it all”. This rule can be applied in the organizations
focused on the internal and external competition. The organization makes no difference
between internal and external candidates. This approach looks fair to the employees, but
it can bring a lot of confusion as the employees feel no preference of the internal and
existing employees and they feel no interest of the organization in their own personal
career development.

Other organizations provide the internal candidates with some kind of the preference – in
time or their competencies. The advantage in time is the simplest one to implement. The
HRM Function does not look for the job candidate externally for a defined period of time
and the employees in the organization have a chance to be quicker. The advantage in
competencies needs to define an ideal competencies profile for the position and the
internal candidate does not have to meet all to be a winning candidate. This approach is
quite usual as well.

On the opposite side some organizations always prefer internal candidates for job
positions and they do not have to compete with the external candidates. This is also very
dangerous approach as the external candidate can bring a new knowledge or the approach
to the organization.

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 Right Internal Recruitment Job Posting :-

The Internal Recruitment Job Posting is a key to the fair, transparent and efficient
internal recruitment process. The issue is to let the employees know about new vacant
positions and on the other hand not to over-communicate the vacancies in the
organization.

The organizations use different techniques to announce internal vacant positions. The
most common technique is an email message to all the employees. This technique is
simple, but has several disadvantages. The employees are confused about the number of
emails they receive and have to handle with. This email is another one and most of the
employees are not interested in such kind of information. They would rather not receive
any email from the HRM Function. The email cannot be specifically focused on the target
group of employees and the overloaded employees can easily miss the right position for
them.

The other distribution channel for the internal recruitment is the Intranet of the
organization. In the basic mode, just a list of vacant position is posted on the Intranet and
the employees can apply for the selected position via email client. But, the Intranet can
do even more for the employees. The Intranet can work as a real job website and it can be
easily linked with the HRIS.

The employee can select the job position and the system can work as the basis for
monitoring of the recruitment process. The HRIS system can put all the fields like name
and surname and also a career path in the organization can be taken from the HRIS
system and the employee can see a huge benefit from providing the organization with so
much information.

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The last good old channel for the internal recruitment is the black board at the entrance to
the building where every single employee has to go.

Indirect methods(General Recruitment):-

General Recruitment SWOT Analysis:-

The HRM Function has to prepare the Recruitment SWOT Analysis to know the
position of the internal and external recruitment process in comparison with the
competition on the job market.

The Recruitment SWOT Analysis should be prepared just by the HRM Function with
the potential validation from the line management as the line management tends to over
or underestimate the real position of the organization on the job market.

The areas covered in the Recruitment SWOT Analysis should cover the following areas:

 External market position – the supply of the potential hires, universities in the
area, the structure of inhabitants, modern industries, etc.
 External position of the organization – the feeling of the external audience about
the organization (brand name, generally known as a good employer and many
other factors)
 Agencies - the recruitment agencies operating in the area and their potential, the
Recruitment SWOT Analysis should also cover the agencies cooperating with the
organization
 Employees in the HRM Function and their seniority - every important aspect for
the Recruitment SWOT Analysis as the mature HR Employees can handle the
recruitment process better and they can react quicker to the changed conditions
 Processes in the recruitment and selection area

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  Budget available - money can help a lot, but the HRM Function has to make an
appropriate estimate of the available budgets at the competitors as it limits the
chance to bring an innovative solution
 Creative mind - the mindset of HR employees
 Corporate Culture - the corporate culture can support many job candidates to
apply for the position with the organization as it can fit their personal preferences
and needs

The list of areas for coverage in the Recruitment SWOT Analysis is not a definite one, the
concrete situation in the organization can easily generate other topics, which has to be
covered, and the list contains just the most important ones.

The role of the Recruitment SWOT Analysis is not to confirm the position of the
organization on the job market, the SWOT Analysis is a tool for finding creative answers
to the issues, the recruitment process can face.

The recruitment SWOT Analysis can help the HRM Function to identify gaps and
opportunities in the recruitment and staffing process to improve the process and to
increase the ability of the organization to compete on the job market.

Page 26
 Recruitment Sources:-

The Recruitment Sources in the recruitment process are the sources of candidates.
Generally, the HRM Function recognizes two main sources of candidates for the job
positions: internal and external sources of candidates.

The internal recruitment sources are very important, but they cannot be used to fill
every vacancy in the organization. It is very important to realize, that in many
organization, the internal recruitment is divided into two separate processes: internal
recruitment and promotions. The promotion is the move of the employee when the
organization initiates the whole process. The real internal recruitment is than a move of
the employee initiated by the employee him or herself.

The external recruitment sources bring job candidates from the external environment
using different techniques. The oldest, but still pretty efficient is a newspaper job
advertisement. Many HRM Professionals do not believe in the power of the newspaper
advertising, but for many jobs it is still one of the best techniques with the best
cost/income ratio.

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The modern recruitment source fully managed by the organization is the web job
advertisement. It is very cheap, but it can flood the organization with many useless job
resumes. This can make the final decision almost impossible. The cost/income ratio is
always attractive, but the success rate can be really low.

The other external recruitment sources are the recruitment agencies and executive search
companies. Their services are not cheap, but the organization does not have to handle all
that job resumes and the good agency also make follow ups of the job candidates in the
recruitment process.

A very special kind of the recruitment source is the referral recruitment, when the
employees are paid to provide the organization with their friends as potential employees.

Internet recruiting

Merits and demerits of hiring people from within

Merits

Economical: The cost of recruiting internal candidates is minimal. No expenses are

incurred on advertising.
(ii) Suitable: The organization can pick the right candidates having the requisite
skills. The candidates can choose a right vacancy where their talents can be fully
utilized.

(iii) Reliable: The organization has knowledge about the suitability of a candidate
for a position. ‘Known devils are better than unknown angels!’.
(iv) Satisfying: A policy of preferring people from within offers regular promotional
avenues for employees. It motivates them to work hard and earn promotions. They will
work with loyalty, commitment and enthusiasm.

Demerits

Page 28
(i) Limited choice: The organization is forced to select candidates from a limited
pool. It may have to sacrifice quality and settle for less qualified candidates.

(ii) Inbreeding: It discourages entry of talented people, available outside an

organization. Existing employees may fail to behave in innovative ways and inject

necessary dynamism to enterprise activities.

(iii) Inefficiency: Promotions based on length of service rather than merit, may
prove to be a blessing for inefficient candidates. They do not work hard and prove
their worth.

(iv) Bone of contention: Recruitment from within may lead to infighting among
employees aspiring for limited, higher-level positions in an organisation. As years
roll by, the race for premium positions may end up on a bitter note.

Merits and Demerits of External sources of Recruitment

Merits Demerits

Wide Choice: The organization has the Expenses: Hiring costs could go up

freedom to select candidates from a large substantially. Tapping multifarious sources

pool. Persons with requisite qualifications of recruitment is not an easy task either.

could be picked up.

Time consuming: It takes time to

Infection of fresh blood: People with advertise, screen, to test and test and to

special skills and knowledge could be hired select suitable employees. Where suitable

to stir up the existing employees and pave ones are not available, the process has to be

the way for innovative ways of working. repeated.

Page 29
Motivational force: It helps in motivating
internal employees to work hard and
compete with external candidates while
seeking career growth. Such a competitive
atmosphere would help an employee to
work to the best of his abilities.
Long term benefits: Talented people could
join the ranks, new ideas could find
meaningful expression, a competitive
atmosphere would compel people to give
out their best and earn rewards, etc.
NEED OF RECRUITMENT
The recruitment needs can be classified into-
 Planned.
 Anticipated.
 Unexpected.
De-motivating: Existing employees who
have put in considerable service may resist
the process of filling up vacancies from
outside. The feeling that their services have
not been recognized by the organization,
forces then to work with less enthusiasm
and motivation.
Uncertainty: There is no guarantee that the
organization, ultimately will be able to hire
the services of suitable candidates. It may
end up hiring someone who does not fit and
who may not be able to adjust in the new
setup.
Page 30
Page 31
Page 32
 FEATURES OF RECRUITMENT

 Recruitment is a process or a series of activities rather than a single event.

 It is a linking activity as it brings together the employers and employees.

 It is positive process because in this activity the employers want to have the
maximum number of job seekers so as to have a wider scope for choice ultimately
leading in spotting right persons for job.

 It is an important function as it makes it possible to acquire the number and type of

persons required for the effective functioning of the organization.

 It is an ongoing function in all the organizations, but the volume and nature of
recruitment varies with the size, nature and environment of the organization.

 It is a complex process because a number of factors affect it --the nature of the job
offered, image of the organization, organizational policies, working conditions etc

Page 33
Page 34
 RECRUITMENT PROCESS

The sources of recruitment may be broadly classified into two categories: internal sources
and external sources.

The recruitment process is the HR Process, which has to react to the challenges coming
from the external job market and the internal changes in the organization. The
recruitment process is flexible and HRM Function has to make proper recruitment
analyses and changes in the recruitment process design.

The challenge for the recruitment process is the elderly population. The recruitment
process is currently focused on the young graduates and employees with limited work
experience, but the future of the recruitment process is about older job candidates. The
selection procedure has to be adjusted to fit the needs of older potential candidates. The
tests and assessments working for young graduates are not suitable for the older potential
employees. Also the focus on the young graduates has to be changes to cover the more
wide range of the job candidates.

The job market gets more competitive. The employees get less loyal with the
organization and keeping employees in touch with the employer is harder every day. The
organizations get more aggressive in the search of the good potential. The organizations
spend more money on executive search consulting services and the final result is
uncertain. The organization has to develop more clever approach to reach the best
potential on the job market and better ways of protecting their own potential inside the
organization. The organization with the best supply of the potential from the job market
will be the winner in the long term competition on the market.

The recruitment process future is in the shortening the time to fill measure. The
jocandidates get less patient with the length of the recruitment process. They want the
final decision as soon as possible and the HRM Function has to find more creative ways

Page 35
of hiring new employees. The job candidates get fewer patients with the response rate of
the job market and the organization with the quickest response rate usually wins. The
organizations are under a huge pressure to shorten the time to fill.

Internal Recruitment process

Persons who are already working in an organization constitute the internal sources.
After manpower requisition is received from the HOD’s, list of employees is checked that
are being identified for job rotation. Whenever any vacancy arises internally, someone
from within the organization can be shifted from one department to another depending on
their performance and records, this is called STAFFING. The competency level is
checked of the identified personnel.

Process for Staffing Plan

Objective:

To arrange resources to achieve company targets.

 Receive manpower requirement from HOD’s.

 Find out the availability through internal sources to fulfill the requirement.
 Conduct written test and interview for potential applicants.
 Final selection of the candidate.
 Transfer to new department or area.
 Plan and provide training as required to take up new assignments.

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Page 37
Third Party Methods

 Private Employment Search Firms:-

As search firm is a private employment agency that maintains computerized lists of

qualified applicants and supplies these to employers willing to hire people from the list
for a fee. Firms like Arthur Anderson, Boble and Hewitt, ABC consultants, SB
Billimoria, KPMG; Ferguson Associates offers specialized employment-related services
to corporate houses for a fee, especially for top and middle level executive vacancies.
AT the lower end, a number of search firms operate – providing multifarious services to
both recruiters and the recruitees.

 Employment Exchanges:-

AS a statutory requirement, companies are also expected to notify (wherever the

Employment Exchanges Act, 1959, applies) their vacancies through the respective
Employment Exchanges, created all over India for helping unemployed youth, displaced
persons, ex-military personnel, physically handicapped, etc. AS per the Act all
employers are supposed to notify the vacancies arising in their establishments form time
to time – with certain exemptions – to the prescribed employment exchanges before
they are filled. The Act covers all establishments in public sector and nonagricultural
establishments employing 25 or more workers in the private sector. However, in view
of the practical difficulties involved in implementing the provisions of the Act (such as
filing a quarterly return in respect of their staff strength, vacancies and shortages, returns
showing occupational distribution of their employees, etc.) many organizations have
successfully fought court battles when they were asked to pick up candidates from
among those sponsored by the employment exchanges.

Page 38
 Gate Hiring and Contractors:-

Gate hiring (where job seekers, generally blue collar employees, present
themselves at the factory gate and offer their services on a daily basis), hiring through
contractors, recruiting through word-of-mouth publicity are still in use – despite the
many possibilities for their misuse – in the small scale sector in India.

 Unsolicited Applicants / Walk-ins:-

Companies generally receive unsolicited applications from job seekers at various

points of time; the number of such applications depends on economic conditions, the
image of the company and the job seeker’s perception of the types of jobs that might be
available etc. Such applications are generally kept in a data bank and whenever a
suitable vacancy arises, the company would intimate the candidates to apply through a
formal channel. One important problem with this method is that job seekers generally
apply to number of organizations and when they are actually required by the
organizations, either they are already employed in other organizations or are not simply
interested in the position.

 Alternatives to Recruitment:-

Since recruitment and selection costs are high (search process, interviewing agency
fee, etc.) firms these days are trying to look at alternatives to recruitment especially
when market demand for firm’s products and services is sluggish. Moreover, once
employees are placed on the payroll, it may be extremely difficult to remove them if
their performance is marginal. Some of the options in this regard may be listed thus:

Page 39
  Evaluation of Alternative Sources

Companies have to evaluate the sources of recruiting carefully – looking at cost,

time, flexibility, quality and other criteria – before earmarking funds for the
recruitment process. They cannot afford to fill all their vacancies through a
particular source. To facilitate the decision making process in this regard,
companies rely on the following:

Surveys and studies: Surveys may also be conducted to find out the suitability of a
particular source for certain positions. For example, as pointed out previously,
employee referral has emerged as popular way of hiring people in the Information
Technology industry in recent times in India. Correlation studies could also be
carried out to find out the relationship between different organizational positions.
Before finally identifying the sources of recruitment, the human resource managers
must also look into the cost or hiring a candidate. The cost per hire can be found out
by dividing the recruitment cost by the number of candidates hired.

Page 40
EXTERNAL RECRUITMENT PROCESS:-

The External Recruitment is the source of the fresh blood for the organization. As a very
critical HR Process, the external recruitment process has to be set up very carefully. The
external recruitment is a process, which is very sensitive to changes on the external
market and the managers are very sensitive about that as well.

The external recruitment process is mainly about:

 How to be successful with the External Recruitment

 The Job Market Analysis
 Sources for the External Recruitment
o Newspapers
o Agencies
o Headhunting
o Internet
o Recommendation
 What kind of the sources to be used? Decision process
 Pre-screening
 Assessment
 Job offer
 Process monitoring

External Recruitment Success Factors:-

The external recruitment is the HR Process, which is not fully manageable by the HRM
Function. The external recruitment involves other external parties and they have to
cooperate closely to bring a common success for the organization. The external
recruitment is a difficult HR Process when it has to be done properly and meeting
stretching requirements and goals of the top management.

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The HRM Function has to take initiatives in four important areas to make the external
recruitment efficient, quick and bringing the right quality of candidates:

 Organization Brand Name

 Correct Positioning of Job Posting
 Channels Used to promote the job vacancy
 Speed of the Recruitment Process

The brand name is very important for the external recruitment. The potential job
candidates will not apply for the position with the organization, which has no name. The
trust of the candidates is the essential for the successful external recruitment. The only
way how to hide “no name” organization is the use of the recruitment agency, which can
work without announcing the name of the client.

Correct Positioning of the job vacancies is a role of the HRM Function. The HR
Recruiter has to recognize the correct media and approach to the advertisement of the job
vacancy. The job posting is the same as the commercial advertisement. The target group
has to have a chance to be approached by the job advertisement to know about it.

The channels used to advertise the job vacancy. The common answer of the HR
Recruiters is - use the Internet, you cannot lose anything. But the candidates for the
position do not have to browse the Internet every day to look for the vacancies. The HR
Recruiter has to know the habits and emotions of the target group to select the best
channel, which mix the quality of the candidates and the price per one candidate.

The speed of the external recruitment process is crucial condition for the success. The
candidates have to catch and followed very quickly not to lose them in favor of a
different organization. When the candidate decides to look for a new career opportunity,
then he or she expects to find a solution pretty quickly. The candidate will not wait for a
long time to be invited for the job interview and then for the final decision of the
organization. The HRM Function has to arrange everything before the external
recruitment starts.

Page 42
External Recruitment Channel:-

The External Recruitment Channels are the channels used to communicate job
vacancies to the public audience and the correct usage of the external recruitment
channels brings the right candidates for the positions.

Generally, the HRM Function is responsible for monitoring the job market and react
appropriately to the changes on the job market with the right mix of the channels used to
bring the expected level and number of candidates at the affordable costs. The external
recruitment is a very costly HR Process and it is under the pressure for the cost savings
all the time.

The HR Recruiter has always to make a complex decision based on the following criteria:

 Speed
 Cost
 Quality
 Confidentiality
 Job Position Requirements
 Job Openings Plan and Forecast
 Available external recruitment budget

At first, the external recruitment channels are restricted by the available funds in the
allocated budget and the overall job openings plan and forecast. The HRM Function has
to prepare the recruitment plan in the beginning of the year as it can allocate funds per
channel. Some channels are paid on case-by-case basis, but other channels (mainly the
Internet ones) can run on the flat fee basis. The HRM Function has to make the analysis
of the cost per hire and to take the right decisions on the level of the whole organization.

Page 43
Corporate Website as a External Recruitment Job Posting Tool:-

The corporate website of the organization can be used as a very efficient job posting tool
as the audience of the website usually attracts the potential new hires, who are attracted to
work for the organization and they have some kind of the knowledge about it.

The vacancies posted on the corporate website are not fighting with the job vacancies
from other competitors and the HRM Function has a free choice how to present its
vacancies.

The corporate website should not be used as a tool for just posting the vacancies, the
organization should have also a promotion of its HR Processes, and the career path the
potential new hire can expect in the organization.

The corporate website brings very focused traffic of the audience interested in the
organization and the HRM Function has to use the benefits of such a traffic. The HRM
Function has to prepare an overview of the organization, the structure and the description
of the main departments in the organization. The job candidates have to get a chance to
see the position in the frame of the whole organization and the assigned tasks to it.

The HRM Function is usually worried of publishing the HR Processes on the Internet, but
the worry is useless. The competitors can find the information easily and the details are
not published and these details play a significant role in making a difference from the
competitors.

The description of the corporate values and the description of the corporate culture
should be published as well as the job candidates can find their match with the company.
The smart solution is to provide the job candidates with some kind of the interactive quiz
to find out their own match with the organization.

Generally, the corporate website brings interesting job candidates to the organization,
but the corporate website is not able to fill all the positions within the organization. The
positions with the need for a quick reaction need another channel to be used as well.

Page 44
PROCESS FOR RECRUITMENT :
1. Receive manpower requisition from HOD’s:

A manpower requisition form s being filled by the HOD of different departments.

In the manpower requisition form details of manpower required are given like:
 No. of persons
 Name of the post
 Job summary
 Qualification and experience required

2. Check availability from internal sources:

After manpower requisition is received from the HOD’s, list of employees is

checked that are being identified for job rotation. Internal employees can be
shifted from one department to another depending on their performance and
records. The competency level is checked of the identified personnel.

3. Check availability from external sources:

It includes employee referrals, educational institutions, placement agencies,
newspapers and web sites.
If the person is recruited from the placement agency then a certain percentage of
the employees salary is being given to the placement agency.
In case of web sites, different packages are there for the jobs.
4. Shortlist the potential applicants:

Page 45
 First, the HR manager shortlists the potential applicants then the approval by the
concerned HOD is taken and in the last CEO or MD gives the approval by
conducting a personal interview with the applicant.

5. Select as per SPRL recruitment process:

 The schedule for written test and interview is finalized.

 Written test is being conducted.
 Candidates are short listed for interview by panel.
 Final interview/discussion is done with the CEO/MD.
 Reference check is being done.
 A letter of intent is sent to the short listed candidate.
 Final selection of the candidate is done.
 Medical check-up is being done.
 Appointment letter is being given to the selected candidate.

6. Joining Formalities:
 Introduction programme is being conducted.
 Induction programme is being prepared, normally it is for 2-3 days.
7. Training and Placement:
Training is given to the candidate for a specific time period and after that he is
being placed in the concerned department.

8. Feedback: Feedback about the training programme is being taken from the
employee.

Page 46
 Recruitment Strategy:-

to raise the attraction and to make the people to send their resume for a consideration.

The recruitment strategy is a complete mix of techniques and procedures used by the
HRM Function in the recruitment and staffing area to bring value added to the
organization. The recruitment strategy can be simple or very complex and it depends on
the sector of the market, the organization lives in.

The recruitment strategy should be one for the whole organization and it should cover
internal and external recruitment in one document to show consistency and links between
these two recruitment sources. Many organizations do not distinguish between the
internal and external recruitment, but the majority of organization does.

The recruitment strategy describes the position of the organization on the job market
and finds the best ways to bring the right candidates to the organization. The recruitment
strategy clearly defines the preference of the channels to be used and it states the
relationship of the internal and external recruitment.

The recruitment strategy describes the ideal candidate. The ideal candidate has the set
of values and skills, which are requested by the organization. The salary requested is
clearly in the boundaries defined by the organization. The mindset is compatible with the
organization. The ideal candidate usually does not exist.

The recruitment strategy describes the recruitment sources used in the organization and
proposed steps to improve their performance. The pressure for the cost cutting is
expressed and the HRM Function is then monitored against these cost cutting goals.

The recruitment strategy is not just for the HRM Function. It usually gives some role
the line management as without their cooperation, the HRM Function cannot succeed in
the implementation of the recruitment strategy.

Page 47
Recruitment Strategy to Differentiate The position of the Organization on the job
Market:-

The Recruitment Strategy is a strategy, which is then followed by the HRM Function to
successfully hire the new hires from the internal or external job market and it defines the
approach to the competition on the job market. The role of the recruitment strategy is to
define the position of the organization on the job market and the approach toward the job
candidates. The approach of the recruitment strategy has to be consistent and attractive
for the defined group of targeted job candidates to apply for the position in the
organization.

The recruitment strategy has to be developed based on the results of the initial
recruitment analysis, which helps to uncover main gaps in the recruitment process and the
top management can understand better the whole recruitment strategy.

The recruitment strategy helps to identify the recruitment opportunities, which exist for
the organization on the job market. As the recruitment strategy is based on the
recruitment analysis, it has to go through a detailed analysis of the opportunities in
different recruitment sources and the groups of job candidates. For many organizations,
the young graduates can be the best sources of the new potential. The recruitment
opportunities cannot be discovered without a proper recruitment analysis and the
recruitment strategy should really follow the recruitment analysis.

The recruitment strategy has to uncover the potential around the organization and the
main sources of the potential candidates. The recruitment strategy has to identify the gaps
in the leadership potential in the organization and the recruitment strategy has to show the
way how to fix it. The organization can decide to recruit the unskilled staff and invest
money into their internal development or it can decide to buy the leadership potential
from the external job market and the recruitment strategy has to react to it.

The recruitment strategy has to define the recruitment process. It has to define the main
points during the selection process. The organization with the recruitment strategy to fill

Page 48
all the vacancies quickly has to adapt the recruitment process to be as quick as possible,
but the recruitment strategy has show the risk of making a mistake and the potential risk
of a bad selection has to be shown to the top management to accept it.

It is almost impossible to make a sample recruitment strategy, but the questions to

answer are always the same.

Page 49
SELECTION

Page 50
Selection is the process of choosing the best candidate out of the all the applicants. In
this process, relevant information about the applicants is collected
through a series of steps so as to evaluate their suitability for the job to
be filled.

It is the process of matching the qualifications with those required for the job so that the
candidate can be entrusted with the task that matches with his credibility.
It is a process of weeding out unsuitable candidates and finally identifying the most
suitable candidates.

This process divides the candidates into two categories-the suitable ones and the
unsuitable ones. The suitable people prove to be the asset for the organization.

Page 51
 INTRODUCTION:

The size of the labour market, the image of a company, the place of posting, the nature of
job, the compensation package and a host of other factors influence the manner in which
job aspirants are likely to respond to the recruiting efforts of a company. Through the
process of recruitment, a company tries to locate prospective employees and encourages
them to apply for vacancies at various levels. Recruiting thus provides a pool of
applicants for selection.

Definition

To select means to choose. Selection is the process of picking individuals who have
relevant qualifications to fill jobs in an organization. The basic purpose is to choose the
individual who can most successfully perform the job, from the pool of qualified
candidates.

Purpose:

The purpose of selection is to pick up the most suitable candidate who would best meet
the requirements of the job and the organization- in other words, to find out which job
applicant will be successful, if hired. To meet this goal, the company obtains and assesses
information about the applicants in terms of age, qualifications, skills, experience, etc.
The needs of the job are matched with the profile of candidates. The most suitable person
is then picked up after eliminating the less suitable applicants through successive stages
of the selection process. How well an employee is matched to a job is very important
because it directly affects the amount and quality of the employee’s work. Any mismatch
in this regard can cost an organization a great deal in terms of money, time and trouble,
especially, by way of training and operating costs.

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Page 53
SELECTION PROCESS

Page 54
RECEPTION: It is the initial screening done to weed out the undesirable candidates.
This is mainly a sorting process in which the prospective candidates are given the
necessary information about the nature of the job and the organization.

Necessary information about the candidate is also taken. If the candidate is found suitable
then he is selected for further screening else he is dropped. This stage saves the time and
effort of both the company and the candidate. It avoids unnecessary waiting for the
candidate and waste of money for further processing of an unsuitable candidate.

APPLICATION BLANK: Application Form is a traditional and widely used device

for collecting information from candidates. This form asks the candidates to fill up the
necessary information regarding their basic information like educational name, address,
references, date of birth, marital status, qualifications, experience, salary structure
in previous organization and other such information.

This form helps in scrutiny and formulation of questions, which will be asked in the
interview. These forms can also be stored for future references thus maintaining a
databank of the applicants.

SELECTION TESTS: Selection Tests are being increasingly used in employee

selection. Tests are sample of some aspect of an individual's attitudes, behaviour and
performance. It also provides a systematic basis for comparing two or more persons.

The tests help to reduce bias in selection by serving as a supplementary screening device.
These are also helpful in better matching of candidate and the job. These reveal the
qualifications, which remain covered in application form and interview.

SELECTION INTERVIEW: Selection Interview involves the interaction of the

employer and the employee. Selection involves a personal, observational and face-to-
face appraisal of candidates for employment. It is an essential element of the selection

Page 55
procedure. The information obtained through application form and test can be
crosschecked in the interview.

MEDICAL EXAMINATION: The applicants who have crossed the above stages
have to go through Physical Examination either by the company's physician or the
medical officer approved for the purpose. The main aim is to ensure that the candidate is
physically fit to perform the job. Those who are found physically unfit are rejected.

REFERENCE CHECK: The next stage marks of checking the references. The
applicant is asked to mention in his application form the names and addresses of two or
three person who know him well. The organization contacts them by mail or telephone.

They are requested to provide their frank opinion about the candidate without incurring a
liability. The opinion of the references can be useful in judging the future behaviour and
performance of a candidate.

HIRING DECISION: The executives of the concerned departments then finally

approve the candidates short-listed by the human resource department. Employment is
offered in the form of an appointment letter mentioning the post, the rank, the salary
grade, the date by which the candidate should join and other terms and conditions in
brief.

Appointment is generally made on probation of one or two years. After satisfactory

performance during this period the candidate is finally confirmed in the job on permanent
basis or regularized.

EMPLOYMENT: Selection is an important function as no organization can achieve

its goals without selecting right persons for the required job..

Page 56
.

SUB PROCES - 1
Start

Receive manpower required from HOD’s

Availability from internal sources to fulfill the

requirement

Consult HOD for conducting this exercise

Conduct written test & interview for potential

Candidates after consulting HOD

Final selection of candidate

Transfer to new Department / Area

Plan & provide training as required to take up new

assignment

End

Page 57
Page 58
 RESEARCH METHODOLOGY

The purpose of the methodology is to describe the research procedure. This includes
overall research design, the sampling procedure, the data collection method, and analysis
procedure.
The sample procedure chosen for this are statistical sampling method. Here randomly
employees are selected and interviewed. Information, which I collected, was based on the
questionnaires filled up by the sample employees.
Under secondary method I took the help of various reference books which I have
mentioned in bibliography and also by way of surfing through the company website.

Research is an organized inquiry designed and carried out to provide information to solve
the problem. The fact, search is an art of scientific investigation of a certain problem.
“Research is the process of systematically

Sample size:
Obtaining accurate answers to significant and pertinent questions by the use of the
scientific methods gathering and interpreting information”.

Sample size is 70. Data was analyzed by surveying employees from different Job portals

Sample design:
This part is done through discussing and analyzing with my project guide and referring to
the subject regarding this topic. It was a random sampling.

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Mode of analysis:

The methods used to analyze the data are as follows:

1) To gather information from employees relating to the importance of
recruitment and selection in the organization and present the same in the
form of graphs, diagrams, etc .
2) To measure employee satisfaction with the present system of recruitment
and selection by comparative analysis through the pie charts.
Interpret and analysis of the data and present it in a proper manner.
3) Use of Microsoft excel for preparation of graph.

Page 60
 SOURCES OF DATA

Data Collection is the collection of necessary detail to gain further information. This
requires both primary and secondary data.

A. Primary data:
Job portals and telephonic interview.

B. Secondary data
journals, newsletters , personal connect and official documents of RIDDHI
CONSULTANTS helped me in secondary data collection.

Field Work:

Fieldwork is done for the purpose of collection of data. The fieldwork involved here are:

 Regular research to gather information on the relevant topic and have them
compiled according to the project specification.
For getting proper guidance for the project, often discussion with the guide was done.

Page 61
Page 62
Table No.1 To know the department which generates maximum number of
vacancies.

S.NO. OPTIONS PERCENTAGE

1 HR 10%

2 MARKETING 60%

3 FINANCE 30%

4 IT 0%

TOTAL 100%

Inference:

The above table shows that with 60% marketing department generates maximum
number of vacancies.

Page 63
 Table No.2 To know the method which is preferred by the recruiting staff to
attract candidates from outside the organizations.

S.NO. OPTIONS PERCENTAGE

1 Advertisement 0

2 Reference 10%

3 Portal 80%

4 Campus Placements 10%

TOTAL 100%
Inference:

The above method shows that with 80% portal method is preferred by the recruiting
staff to attract candidates from outside the organizations.

Page 64
 Table No. 3 To know the type of the selecting procedure should be followed by
the company for selecting the right kind of candidate.

S.NO. OPTIONS PERCENTAGE

1 Aptitude test 0%
2 written test 0%
3 personal interview 30%
4 group discussion 10%
5 All 60%
TOTAL 100%

Inference:

The above table shows that with 60% all the selecting procedure should be followed
by the company for selecting the right kind of candidate.

Page 65
Table NO. 4 To know whether the organization is doing timeliness recruitment and
selection process.

S.NO. OPTIONS PERCENTAGE

1 YES 90%

2 NO 10%

TOTAL 100%

Inference:

The above table shows that with 90% people of the organization say Yes.

Page 66
 Table NO. 4 To know whether HR provide an adequate pool of quality
applicants.

S.NO. OPTIONS PERCENTAGE

1 YES 90%

2 NO 10%

TOTAL 100%

Inference:

The above table shows that with 90% people of the organization say Yes.

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Table No. 6 To know the effectiveness of the interviewing process and other selection
instrument such as testing.

S.NO. OPTIONS PERCENTAGE

1 Poor 0%

2 Adequate 70%

3 Excellent 30%

TOTAL 100%

Inference:

The above table shows that with 70% people think that the effectiveness of the
interviewing process and other selection instrument such as testing is adequate.

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Table No. 7 To know the factor which has the highest weightage that the company
thinks in selection procedure.

S.NO. OPTIONS PERCENTAGE

1 Aptitude test 10%
2 written test 0%
3 personal 80%
interview
4 group discussion 10%
TOTAL 100%

Inference:

The above method shows that with 80% employees has given weightage to personal
interview.

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 Table No. 8 To know the time taken in the recuitment process for recruiting the
employess.

S.NO. OPTIONS PERCENTAGE

1 1 day 0%
2 3 day 20%
3 7 day 30%
4 more than 7 days 50%
TOTAL 100%

Inference:

The above table shows that with 50% i.e.more than 7 days time is taken in
recruitment process for recuiting the employees.

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Table No. 9 To know whether the reference play a crucial role in selection process
followed by the organisation.

S.NO. OPTIONS PERCENTAGE

1 YES 60%

2 NO 40%

TOTAL 100%

Inference:

The above table shows that 60% people says YES.

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 Table No. 10 To know the opinion of the employees on the Recruitment and
Selection in RIDDHI CONSULTANTS.

S.NO. OPTIONS PERCENTAGE

1 Excellent 30%

2 Good 70%

3 Average 0%

TOTAL 100%

Inference:

The above table shows that 70% employees think that the Recruitment and Selection
process of the RIDDHI CONSULTANTS is Good.

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 FINDINGS

 Marketing Department generates the maximum number of vacancies.

 Portal method is preferred by the recruiting staff to attract candidates from

outside the organizations.

 More than 7 days is needed in the recruitment process for recruiting the
employees.

 There is a general process of recruitment and selection that a company should

follow. Many companies do not follow the proper process for recruitment and
selection. But the recruitment and selection process must be developed, modern
and fair.

 Employers and employees still prefer face to face interaction rather than sending
e-mails.

 There is a problem of low internet penetration, no access or lack of awareness of

internet in many locations across India.

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 LIMITATIONS

 Time limitation. Stipulated time period was not enough to conduct the in-depth
study over this topic.

 Secondly, the limitation that the scope of collection of sample size which was
confined to only one department, which would have otherwise made my study
and observations in an effective manner.

 Bias data, the secondary data collected through various sources can be bias also.

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 CONCLUSION

In the new millennium when the corporate world is designing newer techniques for
developing employees and retaining them, behind and the organizational structure is
such that people work hand in hand to align the organizational goals with the individuals’
goals.

Evaluation of employees’ performance is helpful as to strengthen the employees’

productivity, their promotion, transfer, training and development needs etc. The
organization has implemented the evaluation process not only to evaluate the
performance of employees but also for their increment and promotion. The company
follows a transparent recruitment and selection system with no personal bias because it is
wholly based on individuals’ contribution towards the organization. But there are some
loopholes in the system that should be analyzed and corrective measures should be taken.

To sum it up, this project has provided me with opportunities to learn different areas of
the HR function and has given me stepping-stones to climb up to reach the summit of HR
at the end of my career

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 RECOMMENDATION
 During the selection process not only the experienced candidates but also the
fresh candidate should be selected so as to avail.
 In the organization where in research report facility prevailing then such kind of
practices must be adopted so that the student can learn and again from their
practical views
 Candidates should be kept on the job for some time period, if suitable they should
be recruited. During the selection process, the candidate should be made relaxed
and at ease.
 A company should follow all steps of recruitment and selection for the selection
of the candidates.
 Selection process should be less time consuming.
 The interview should not be boring, monotonous. It should be made interesting.
There must be proper communication between the interviewer and interviewee
any the time of interview.
 Evaluation and control of recruitment and selection should be done fair
judgment.

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 QUESTIONNAIRE

Q1. Which department generates maximum number of vacancies? Give priority

.
a) HR C)Finance
b) Marketing d) I.T

Q2.When recruiting staff from outside the organization which method do you prefer to
attract candidate?

a)Advertisement c) Portal
b) Reference d) Campus placement

Q3. Which type of the selecting procedure should follow in the company for selecting the
right kind of candidate?

a)Aptitude test c)Personal interview f)All

b)Written test d)Group discussion

Q4. Is the organization doing timeliness recruitment and selection process?

a)Yes b)No

Q5.Does HR provides an adequate pool of quality applicants?

a)Yes b)No

Q6.Rate the effectiveness of the interviewing process and other selection instrument ,such
as testing?

a)Poor c)Excellent
b)Adequate

Q7.What is the weightage do you think the companies have given to the following factors
in your selection? (1=average, 2=good,3=very good,4=excellent)

a)Aptitude test c)Personal interview

b)Written test d)Group discussion

Q8.The recruitment process takes how much time for recruiting the employees?

a)1 day c)7 day

b)3 day d)More than 7 days

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Q9.Is Reference plays a crucial role in selection process being followed by the
organization\

a) Yes b)No

Q10.What is your opinion on the recruitment and selection in RIDDHI CONSULTANTS

Ltd?

a)Excellent b)Good c)Average

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BOOKS REFFERED

1-Robbins P. Stephens, Organizational Behavior, Prentice Hall, 7th Edition, Chapter 16,
pages 636-641.
2-Koontz Harold & Weihrich Heinz, Essentials of Management, Mc Graw Hill, 5th
Edition, Chapter 11, pages 217-245.
3- Decenzo A. David & Robbins P. Stephen, Personnel/HR Management, Prentice Hall,
3rd Edition, Chapters 6,7 & 8, pages 117-209.
4-Rao, V.S.P., ”Human Resource Management- text ans cases”, New DELHI: Excel
Books, 2015

WEBSITES
www.riddhiconsultants.com
www.wikipedia.com
www.humanresources.about.com
www.managementstudy.com
www.scribd.com

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