Académique Documents
Professionnel Documents
Culture Documents
ON
Submitted in partial fulfillment of the requirements for the Two Year Full Time Master’s of
Business Administration
(2016-2018)
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INSTITUTE OF TECHNOLOGY AND SCIENCE
CERTIFICATE OF ORIGINALITY
I hereby declare that this Summer Internship Project is my own work and that, to the best of my
knowledge and belief, it reproduces no material previously published or written that has been
accepted for the award of any other degree of diploma, except where due acknowledgement has
(Disha Dobriyal)
Date:
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(On Organization Letterhead)
Date: ………….
Science, MBA Batch 2016-18 has successfully completed his/ her summer internship under the
We wish him/ her all the very best for future endeavours.
Signature
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Name
Designation
Organization seal
CERTIFICATE
This is to certify that Ms. Disha Dobriyal, MBA(Batch 2016-18) a student of Institute of
Technology and Science has undertaken the project on “Analyzing Recruitment And
Selection Process At Spectrum Talent Management”. The project has been carried out
by the student in practical fulfillment of the requirements for the award of MBA, under my
Signature
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ACKNOWLEDGEMENT
The present work is an effort to throw some light on Recruitment and Selection procedure in
encouragement and guidance received by my Project Guide Mrs. Priyanka , in his valuable guidance. She
has been a constant guiding force and source of illumination for me. She was very generous in giving me
this opportunity to work under shape. I would like to thank her for her valuable advice and guidance. Her
supervision, assistance, inspiration and cooperation the work would not have been possible to come to the
present shape. Further I would thank all the staff members of HR division who have been very courteous
in providing all other information about company .I am also thankful to all the respondents who spared
their valuable time for filling up the questionnaire and helped me out with this project. I convey my
heartful affection to all those people who helped and supported me during course, for completion of my
Project Report.
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LIST OF CONTENT
S.NO TITLE PAGE NO
1. Executive Summary 7
2. Introduction to project- Recruitment 8-9
3. Sources of recruitment 10-12
4. Creating Talent Pool 13
5. Selection 14-16
6. Objective of the study 17
7. Scope of the study 18
8. Study -Recruitment process of Spectrum done for clients 19-27
9. Key responsibilities in Spectrum 28-29
10. Learning Outcomes from Internship 30
11. Company profile 31-56
12. Research Methodology 57-58
13. Analysis and Interpretation of Data 59-79
14. Findings 80
15. Limitation of the Survey 81
16. Recommendation 82-84
17. Conclusion 85-86
18. Bibliography 87
19. Annexure 88-94
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EXECUTIVE SUMMARY
offering solutions spanning the entire talent life cycle including Recruitment, On boarding, Payroll and
Flexible Staffing. The main objective is to study the recruitment and selection process followed by
the organization for their clients and understandthe barriers to effective recruitment and selection
process at Spectrum.
The sources of project depends on accurate data which is collectedboth primary and secondary
data collection method .A sample size of 50 employees. Internal Promotions and Job Portals are
mostly used recruitment source. Concerned departmental head is given special attention while
To be conclude, Management should structure and systematically organize the entire recruitment
processes. It should offers tolls and support to enhance performance, solutions and optimizing
the recruitment processes to ensure improved ROI. Due to time constraint in-depth study could
not be carried out.As the strength of the company is big, it was not possible to draw sample from
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INTRODUCTION TO PROJECT
RECRUITMENT
The action of finding new people to join an organization or support a clause is generally called as
employees to that job, screening and selecting applicants, hiring, and integrating the new
Companies, governments and non profits organizations do recruitment for their various job roles.
Recruitment thus becomes an essential part of an organization in its growth process. It can be
said as the core function of human resource management. It is the first step of appointment.
Generally, managers, human resource generalists and recruitment specialists carry out the task of
recruitment agencies, or specialist search consultancies are used to undertake parts of this
process.
Recruitment process generally happens in three stage process. The three steps of recruitment are-
Job analysis, Sourcing, and Screening and selection. Job analysis includes analysing the
requirement of the particular job and then drafting up a job description or job specifications.
Sourcing is the use of one or more strategies to attract or identify candidates to fill job vacancies.
Screening and selection process helps in finding out the suitable candidate and employers are
legally mandated to ensure them so that they meet equal opportunity and ethical standards.
Thus we can say that ‘Recruitment is the activity that links employer and job seekers’.
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In sourcing:
Companies recruit the candidates and, employ them, train and develop them and utilize the
human resources of these candidates. This strategy is called In-sourcing. Companies formulate
Out sourcing:
Some service companies depend for their human resources on such external organization whose
core business is to provide human resources. This strategy is called Out-sourcing. Out-sourcing
strategy is more suitable for both the fast growing and diversifying companies.
To search for talent globally and not just within the company.
To anticipate and final people for positions that do not exists yet.
Subsequent step. Employee selection is the process of putting right men on the right job.
qualifications of people. Effective selection can be done only where there is effective
matching. By selecting best candidate for the required job, the organization will get
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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.
Sources of Recruitment
Sources of recruitment may be classified into two broad categories, namely intenal external
sources:
Internal Sources
Present employees-permanent, temporary & casual employees already on the payof the
organization are a good source. Vacancies may be filled up from eachemployee through
Retired & retrenched employees who want to return to the company may be rehired. Dependents
External Sources
Various institute like IIMs, IITs, engineering college, medical colleges, ITI's, & universities are a
good sources for recruiting well qualified executives, engineers, medical staff, pharmacists,
chemist etc. They provide facilities for campus interview & placement.
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Placement agencies
Several private consultancy firms perform recruiting function on behalf of the client companies
Government of India has established public employment exchange throughout the country. These
exchanges provide information about job vacancies to the job seekers and help employers in
identifying suitable candidates. They contain a data bank of candidates of different types of jobs.
Whenever they get notice from employers the concerned candidates are informed. A list of such
persons is sent to the employer. The employment exchanges Act 1959 makes it obligatory for
both public sector enterprises to fill certain types of vacancies through employment exchanges
Labor contractors
Manual workers can be recruited through contractors whomaintain close links with the sources
of such workers. This source is often used to recruit labor for construction jobs. The
disadvantage of this source isthat when the contractor leaves the organization, people employed
Employee recommendations
Office bearers of trade unions are often aware of the suitability of candidates. Management can
enquire these leaders for suitable jobs. In some organizations, there is formal agreement to give
priority in recruitment
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Press advertisement
advantage of this is that it has a very wide reach. One advertisement in a leading daily can
cover millions of persons throughout the country. Cost per person is very low. This method
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CREATING TALENT POOL
As mentioned earlier in the report, creating Talent pool is also one of the main task of the talent
acquisition team of HR dept. of any organization. Talent pool is defined as the database of
individuals created by the recruiter during the recruitment process. It is usually made within an
Applicant Tracking System. It could be mainly based on experience, job title, designation and
skill sets. This process of creating a talent pool for an organization is highly helpful to the
recruiter as it as beneficial tool to help locate talent in the database, quickly and effectively. It
further reduces recruitment costs, agency costs, and reduces the time to hire.
SPECTRUM also has its own talent pool system. The HR team has another team in the talent
acquisition team itself which takes care of creating talent pool and maintaining the talent pool for
CBRE. Technology has already marked its importance in every field today and today the talent
acquisition teams also take the help of this technology in creating the talent pool also. Software’s
are available in market for recruiters to create a talent pool and SPECTRUM also uses one of this
software to maintain its talent pool. The software used by SPECTRUM is known as CSM
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SELECTION
Once the recruiting effort has developed a pool of candidates, the next step in the HRM process
is to determine who is best qualified for the job. This step is called the selection process. The
enterprise decides whether to make a job offer and how attractive the offer should be. The job
candidate decides whether the enterprise and the job offer fit his or her needs and personal goals.
The process also seeks to predict which applicants will be successful if hired. Success, in this
case, means performing well on the criteria the enterprise uses to evaluate employees
SELECTION PROCESS
Selection is a long process , commencing from the preliminary interview of the applicants and
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OBJECTIVE OF THE STUDY
To study the recruitment and selection process followed by the organization for their
clients.
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SCOPE OF THE STUDY
The research will enable a research to study thoroughly the recruitment and selection
process.
This research will help the researcher to have a better insight into the recruitment and
This research will help in better evaluation of the recruitment and selection process.
Feedback received from employees , will highlight present recruitment and selection
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The recruitment process of SPECTRUM done for their clients is
explained below:-
a) JOB DESCRIPTION
A position when opened in FMCG companies (clients) comes first to the recruitment
team of the FMCG department. Various recruitment teams handle various positions of the
different business lines. An appropriate job description helps the recruitment team in
finding the brightest, most competent, flexible, reliable, and multifaceted employees. , the
recruiter himself drafts a job description after listening to the requirements of the
business clients so that it can help them in knowing the required knowledge, skills,
education, experience and capabilities that you are seeking in your new employee. This
job description when further send to the shortlisted candidates will help them in
understanding the duties and responsibilities of the position for which they are applying.
b) JOB POSTINGS
SPECTRUM does job postings for recruiting candidates. They post jobs on the company
websites and also post job openings on various social media sites including linkedIn. The
recruiters search the professional networking sites most of the times to find about a right
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c) SOURCING CANDIDATES
Sourcing is the process of finding resumes within the recruitment process. Recruiters of
both the third party and corporate’s need to find qualified candidates for their open job
orders, often with some niche requirements. Sourcing is many times used to refer to
highly specialized talent searches. However, sourcing is also more than specialized
resume search and candidate name generation. It is also an integral part of any company’s
overall hiring and talent acquisition strategy. In the recruitment industry, therefore,
sourcing when referred to as a tactic, often means the practice of finding specialized
sourcing can mean a number of different broad hiring initiatives or approaches to labour
requirements in market.
SPECTRUM also follows its own pattern in sourcing candidates. The talent acquisition
team of SPECTRUM mainly follows internet sourcing tactics in recruiting its candidates.
The recruitment team sources candidates from different job portals and also takes help
from recruiting agencies. For sourcing at higher levels and that too for niche positions,
they source candidates from recruiting agencies and from internal links.
NAUKRI.COM
Naukri.com is one of the main and most used job portals of SPECTRUM
naukri.com and invites applicants from various firms with relevant qualification
and experience for the post. There is an employer zone page in naukri.com which
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is used by SPECTRUM, to post and source candidates. The advanced search
criteria in the employer zone page provide the recruiting team to source
candidate’s profile using specific keywords. The page gives the employer options
to specify his requirements and identify and target only particular candidates who
Keywords:
Experience required:
CTC range:
Educational qualifications:
Employers:
Designation:
Male/ Female:
Notice period:
Additional information’s:
There are some more options which will help you in sourcing right CV’s. The company
pays a good sum of money as fees to naukri.com annually to help them source CV’s from
them. By paying that much the company can source up to 35000 annually. The official e-
mail ID of the recruiter is synced with naukri.com and they will have a unique password
to access the portal and this is the only way to get access to the data. You can download
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the CV’s from the portal and even download the naukri.com CV which is uploaded by the
As we all know, LinkedIn is a social networking site designed specifically for the
also takes help of LinkedIn to source candidates and to generate leads and
Once the job opening is posted or the sourcing is done, then comes the process of
screening or shortlisting the required candidates only. The CV’s are reviewed by the
recruiters and they check that which all candidates fulfill their requirements. Finding out
candidates is not the real task of a good recruiter, finding qualified and talented
candidates is the main task. Even if the right CV’s are identified then also the recruiter
has to find out whether that particular is interested for a new job or is interested in our
telephonic rounds. SPECTRUM also does the first screening by conducting telephonic
interviews.
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e) CONDUCTING INTERVIEWS
Interviews are conducted by almost all organizations to select candidates to fill their job
openings. This method helps the recruiter in identifying who is best and who is not from
the lined up candidates. Not only the educational aspect but other traits of the candidates
are also identified while conducting interviews. Some of the benefits of conducting
- The body language and the smartness of the candidates can be checked.
- The recruiter can explain their job requirements and clarify everything beforehand.
interviews, face to face interviews, Skype interviews, technical interviews and written
test interviews.
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TELEPHONIC INTERVIEWS
Telephonic interviews are the first round of screening candidates done by many of the
interview conducted over the phone by the employer to screen the candidate on the
questions can allow you to speedily identify the most promising candidates. Some of
the questions that are mainly asked while conducting telephonic interviews at
What reasons do you have for leaving your current or recent job?
What is your notice period and how soon you can join as if you get selected?
The candidates shortlisted in this round is then invited for the face to face interview
by the HR by dropping him an e-mail which contains the interview call letter and the
job description.
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FACE TO FACE INTERVIEWS
communicates with the interviewee and try to find out information’s from him by
putting up different questions before him. This method enables the interviewer to
acquire factual information, attitudes, preferences and other information coming out
It is a hiring process that requires a systematic approach. The hiring manager who
will be conducting such type of interviews must be completely prepared, and well
organized. He may require good experience into conducting interviews, may ask
relevant questions to the candidate and should have the ability to identify potential
candidate.
In SPECTRUM , the HR recruiter invites the candidates for the face to face interview
after they have been screened by telephonic interview. The first round of face to face
interview is taken by the HR itself and he/she screens the candidate on their own
basis and then sends the right candidate’s to the concerned person in the concerned
In the second round of face to face interview, the interviewer interviews the candidate
and selects the right candidate amongst the lined up candidates and thus informs the
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Technical interviews
A technical round of interview typically features that are specific to the role you have
applied for. These might include brain teaser questions/ or numerical reasoning
questions.
f) BACKGROUND CHECK
Once the candidates are shortlisted, then the main task before the recruiter is to conduct
the background verification and the references of the candidates. It is noted that many
organizations and recruiters miss this step in the recruitment process. Hiring a wrong
SPECTRUM also does background verification of its employees before placing an offer
to the selected candidates. References, or any other related documents are collected by
the operations team before they give them the offer letter.
g) PLACING OFFER
Once the background verification is also done then the HR manager offers the OFFER
employee and the employer. It must provide the employee with all the details regarding
his job.
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h) FOLLOW UP
This is one of the most important step in the recruitment process. Some people believe
that recruitment process stops with the employee accepting the offer letter. But the truth
In SPECTRUM we take follow up of the candidates to whom the offer letter was offered.
We asked them about their on boarding session ,or any other issue they are facing so that
the candidate easily adjust with the environment of the organization and don’t think about
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MY KEY RESPONSIBILITIES IN SPECTRUM
My job was to create talent pool for SPECTRUM by uploading the CV’s in the software
I had to source candidates from naukri.com for various profile like sales executive ,Area
To prepare Job Description for the above mentioned profiles and understanding the
To conduct initial round of telephonic round of interviews for the above mentioned
profiles based on the candidates communication skills, their current job role, CTC, and
To draft and send interview call letter for clients for clients by sending E- mails.
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To coordinate in the selection procedures of the above profiles with the client teams.
To check the joining formalities of the new employees and help then in their document
To source CV’S and conduct initial round of face to face interview for various business
heads.
To prepare Job Description for the above mentioned profiles and understanding the
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LEARNING OUTCOMES FROM INTERNSHIP
Learned about the organization’s culture, values, atmosphere, various policies, vision,
Helped in understanding how to source candidates for a particular position and how to
conduct telephonic round of interviews for different designations and job profiles.
particular post
Got knowledge about the various positions for which I sourced candidates.
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INTRODUCTION ABOUT THE
COMPANY
SPECTRUM TALENT
MANAGEMENT
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INTRODUCTION
spanning the entire talent life cycle including Recruitment, On boarding, Payroll and Flexible
Staffing.
Founded in 2008, we are a continuously growing, yet mature service firm specializing in
recruitment and staffing requirements of global organizations. Our leadership and high
acceptance in the market is evident by the phenomenal growth that we have demonstrated in just
few years of our inception. From Permanent recruitment to Flexi staffing, Payroll management to
RPO, the orbit of the value add that we provide our customers with has always evolved, and
diversified from time to time. This has enabled us to become a preferred vendor with most of our
clients.
Key pointers:
Established in 2008
Automotive
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Management Consulting and Research
Pharmaceuticals/Healthcare
Offerings Include :
Contingent recruitment
Contract Staffing
Global Migrations/recruitment
IT Staff Augmentation
Payroll Management
RPO
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OFFERINGS
Offerings
1-Contingent recruitment
2-Contract Staffing
4-Global Recruitment
6-Payroll Management
7-RPO
Contingent Recruitment
Sometimes it makes sense to pay only when the process is complete and your new hire is on
board. Contingency recruiting is particularly appropriate for companies looking to fill mid-level
The critical success factor in contingency recruitment is in establishing the right specifications
for both job roles and candidate profiles. These specifications include company background and
structure and detailed information about the precise skills required. It’s our experience and the
investment of time at this stage that enables the process to run to pre-arranged interview dates,
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At STM, we treat contingency recruiting with thoroughness, professionalism and discretion. We
market research and analytics, a holistic communications process and deep industry knowledge.
The experience of our team ensures quality of service throughout the recruitment process. Our
recruitment consultants are dedicated to understanding both the requirements of the role and each
candidate’s skills and experience. During the in-depth pre-screening we also examine and
document the candidate’s personality and motivation, which is particularly useful to clients, and
normally present no more than four candidates for any one position. This ensures both sufficient
Our search methodology separates us from others in the contingency recruiting space and
ensures that you receive the focused insight and dedicated commitment to hiring success that you
and your business deserve. We identify and evaluate prospective candidates who meet your
precise hiring criteria. We thoroughly vet and pre-qualify every candidate for your consideration.
We present top candidates to you through comprehensive profiles, and we arrange interviews for
We are retained by our clients to find employees for key positions and are retained to hunt key
resources for further openings. We are the vendors of choice for many companies and stay
committed to serve them whenever and wherever they need. We have over the years developed
competencies to search and recruit key executives spread across multiple skills, domains and
across levels, right from the Junior Executive to Top Management professionals.
We partner organizations in major metros and tier I & II towns, so that you can relax while your
recruitment needs are taken care of. Our delivery capability is spread across sectors as wide as IT
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/ ITES, KPO, Automotive, Auto Ancillary, Consumer Businesses, EPC, Pharma, Audit and
CONTRACTS STAFFING
STM works across industry verticals, catering to requirements of leading names in BFSI,
and healthcare sectors. A combination of people, process & technology focus enables us to
enhance business productivity by enabling our clients to outsource their staffing requirements
and allowing them to focus on operating and growing their core businesses.
This has resulted in STM dedicating its efforts towards developing resources and specialist
expertise to source and retain highly-skilled teams for projects of all sizes. Our teams have
employed these essential tools to deliver excellence across various activities in the human
resource industry:
Payroll management
Grievance management
Engagement programs
Exit formalities
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Manpower availability at all times
No permanency claim
Anytime anywhere access to payroll data through a comprehensive Online Employee Self
Service (ESS) / Mobile app /HRSS which empowers employees and HR teams to view
relevant information
Centralization and standardization of the entire payroll management process for the
We at STM believe & Follow a phrase that in this competitive Staffing Market : “You’ll never
have a product or price advantage again. They can be easily duplicated, but a strong customer
We believe in developing a specific & dedicated Client Servicing Team as per Client needs
We all understand that true strategic advantage is difficult to imitate. Customer service is one of
those things that can deliver strong competitive advantage. We all know the examples of Apple,
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Flexible to be “perfectly staffed”
No Cash handling.
“Here is a simple but powerful rule: always give people more than what they expect to get.”
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Executive Search (PRO-Spect)
As an organisation, we are enablers. If there are several leaders whom we have helped to move
into their current roles, there are several others who have grown into leadership from the roles
we helped them access years ago. Our approach is to move you into the best path, not just the
PRO-Spect, the executive search arm of STM is a boutique executive search firm specializing in
CXO and specialist searches across functions and levels for a number of global and Indian
companies.
Executive search and selection requires the application of a rigorous methodology, and a
comprehensive approach taking into account and targeting across such factors as specific
competitors, industry, job function, management style and future potential. We differentiate
ourselves by offering our clients a “hands-on”, timely and cost effective approach that
emphasizes client communication and learning, process management and quality control.
We specialise in the search and recruitment of top-notch professionals at middle and senior
management levels across a broad range of industries. With well established offices, widespread
network and a dedicated team of qualified consultants, we help blue-chip world leaders to fill
We manage a limited number of engagements and offer best in class expertise, coupled with
deep local market knowledge and intuition that has been built over a decade of search experience
in India. Certified and compliant, we operate out of offices in Dubai, Noida, Mumbai, Bengaluru,
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Engagements are personalized and bespoke, and always managed by an experienced consultant
with industry knowledge and extensive networks. Unmatched in the industry, our core team of
partners and researchers has worked together unconditionally, and our research and engagement
Committed to the diversity agenda, over 15% of all our placements to date have been women and
minorities. We also provide additional bespoke services in the areas of market mapping and
diversity searches.
STM has been perennially focusing on people and their knowledge. Specializing in Recruitment
Solutions and business consultancy, STM serves the private and public sectors in the Middle
East and North Africa. Driven by some of the most qualified consultants and recruiters, highly
specialized in their own market sectors, we are dedicated to meeting and exceeding its clients’
demands and needs. Based in India and UAE, STM has a network stretched across the region. It
has also built strategic partnerships with comparable recruitment and training corporations
From the very beginning, STM has fostered the spirit of creativity, innovation and excellence
that continues to underlie all of the company’s success and was driven by the belief that quality
is the best route to maximize productivity. Our Middle East office was founded in December
2012, headquartered in Dubai UAE. We deal with clients in the UAE, Qatar, Oman, Bahrain,
Saudi Arabia, Nigeria, Egypt and other key areas in the MENA region. Our consultants’ sector-
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specific knowledge and unique understanding of the local market allows us to offer an
STM is a well established recruitment firm that provides specialized contingency and retained
Banking Technology
Energy
Engineering
Global Markets
IT and Media
Legal
Supply Chain
Telecommunications
We have had the privilege of having enjoyed continuous growth over the past 8 years and a
widely connected network of desirable professionals across the globe. We are prominently
regarded as one the leading executive recruitment consultancies offering unparalleled training,
career progression and support to our consultants. This enables best in class service delivery
STM is committed to developing long term business relationships in the MENA region and take
pride in the provision of quality recruitment support to our clients. Firms driven by a need to
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attract the best candidates from the local and international community use us repeatedly to gain
competitive advantage in the acquisition of hard to find skill sets across the MENA region.
STM has the most extensive database of experienced and qualified candidates available for
regional deployment. We have been working closely with the region’s leading organizations
providing candidates with excellent career path development and unrivaled employment
opportunities.
Spectrum Talent Management serves the Far East Asian countries including Singapore,
Malaysia, Thailand and Indonesia And Australia & New Zealand for their local recruitment
needs. We work with our clients to profile the successful candidates by focusing on outcomes not
qualifications. Our proven method for selecting the right talent for the right companies has been
cultivated from 8 years of success. When you work with us, you retain the benefit of our
experience! Whether you need contract personnel, permanent or both we’ll overcome your talent
management challenges.
lifestyle and business practices in each country has enabled us to introduce and place many
Through our highly-specialized consultants, we have gained the reputation for matching people
Our network of branches throughout Asia and in Australia allows us to source the highest caliber
professionals from all over the world for clients, and enables us to find international
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appointments for candidates with the aspirations, skills and language ability to work overseas in
As a major recruitment agency, we make the most of our size and track record, our global
network and our corporate culture to deliver recruitment solutions to our clients.
When you have the right people on board, wonderful things happen! Call us to discuss your
vacancies.
Global HR Backend
Corporate recruiting departments and staffing firms have a continual need to lower costs while
outsourcing. Outsourcing can take many forms including retaining an overseas-based recruitment
process outsourcing firm, sending job orders to staffing agencies, participating in split-fee
an offshore recruiting firm. The cost of an offshore sourcer or recruiter is generally about one-
third to one-half the cost of a Local-based contract sourcer or recruiter. Offshore recruiting firms
allow overseas-based in-house recruiters to offload time-consuming, but important tasks, such as
candidate sourcing and screening. With the additional time, in-house recruiters can work on and
close more open positions, focus on complex tasks requiring the greatest skills, provide a more
positive experience for candidates, and delight hiring managers by presenting higher quality
candidates.
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At Spectrum Talent Management, we provide professional HR outsourcing solutions for your
business with the ideal administrative methods that ensure a smooth progression of your
company’s management.
Our team of expert recruiters at Spectrum Talent Management source CVs of potential talents
from multiple leading Job Boards of the world to match job requirements of your business
precisely. Our team will source candidates from global job boards, internal candidate database
and from the internet to find active candidates to meet the specific job requirements of your
organization’s human resource services to your company. Our effective methods of recruiting
and selection processes; policy development & management; employee training and
development programs, help you gain an efficient ascendancy over your enterprise.
IT STAFF AUGMENTATION
At Spectrum Talent Management our verticals are designed according to industry needs and one
large need of the industry is IT Staff augmentation. This is a separate offering as needs for IT
Key Highlights
24X7 Global recruiting team with national level network of highly qualified and pre-
screened IT talent
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Robust candidate screening process with in-house technical and business experts
STM provides the right talent – at the right time – to enable our customers to meet their IT
staffing needs. Our team screens and interviews all candidates to determine their technical
capabilities, the relevance of their experience for a specific role, and cultural fit within our
customer’s organizations.
Further, the personnel and HR needs of the deployed resources are required to be managed
through the tenure to their utmost satisfaction. Our uniqueness is to ensure meticulous
various ways although all of them work at client sites or end-user sites.
To achieve all the above, we have 3 specialized functionaries working from 5 different locations
The functionaries at each location consist of a team of Business Development people for close
interaction with clients, a team of Recruiters to locate the right profiles and dedicated operations
teams. They are appropriately supported by corporate Shared services teams that perform
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centralized activities from contract reviews and background checks to salary payment and
statutory compliance (PF, ESI etc.) to documentation needs like Appointment Orders and
Release letters.
We help organizations in this augmentation process by placing staff – with positive background
– that can work as turnkey resources and also endowed with the required skill sets and
experience to handle functions from Day One. STM staff has the skills and expertise to support a
business intelligence and data warehousing, software engineering, software testing, project
management, business analysis, training, support and more. STM offers high quality staffing
IT Contract-to-Hire Model
PAYROLL MANAGEMENT
Whether you need a vanilla payroll processing capability; or your requirement is that of
integrated, on-demand SaaS based payroll services – Spectrum shall be able to provide you with
a fully compliant managed service along with the necessary technology platforms to suit your
needs. Our team of highly motivated payroll processors believe in delivering payroll on time and
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with complete accuracy, thereby ensuring that your HR team can focus on core HR issues and
With our targeted services you can focus on your business and leave the entire payroll process on
us. You can also get in touch with our team to avail our premium online payroll services.
Processing of salary as per the inputs received from client like Attendance, New Joinees,
Resignee, Salary Increment, Incentive, Advance, Loan etc. thru our own developed in-
Preparation of salary registers Department wise, location wise and cost centre wise etc. as
Providing monthly salary slips, Tax Projection sheet & Reimbursement slip to the
Reimbursement Management.
Providing of Bank Statement file module for salary Transfer as per the Bank´s format.
Generating monthly salary reports in Excel and PDF file format like Pay register, Pay
Slip, Loan statement, Tax Projection, Reimbursement Slip. YTD, Summary sheet etc.
Providing of Statutory dues statement like PF Challan thru ECR, ESI challan,
49
Handling queries of the employees related to their salary, reimbursement, Tax related
issues etc.
Single Contract, Single Point of Contact and a Single Centralized Solution for a multi
country environment
Open Integration Platform and Single Sign on (SSO) for integration with client systems
Saas platform for Employee Self Service (ESS) /Mobile app/HRSS, and Localization
50
RPO (Managed Recruitment Services)
STM offers the most comprehensive recruiting services in the industry. We deliver the
precise, customized blend of people, process and technology to your talent acquisition
function and align those services with your corporate business objectives to ensure you
have the right people to grow your business. Service excellence is the foundation to
service delivery and our client teams have extensive experience delivering recruitment
technology.
STM esteems itself in Recruitment Process Outsourcing support and establishes the
Manager(s) who will consistently support the client Hiring Managers throughout the
Recruiting and sourcing specialists who will use basic and advanced sourcing
capabilities, including the use of major and niche job boards, social networking, ATS and
resume database mining, cold calling, direct recruiting, industry outreach and more to
Scalable resources that will provide sourcing expertise and transactional support,
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A well oriented recruitment and hiring process, from job profiling through the entire
by STM as the RPO-enabling system of record that shall be used to track and report on
STM shall undertake delivery and accountability of entire recruitment function for its
clients, from requisition to on-boarding. As an RPO partner for our clients, we act as the
Salient features:-
Dedicated specialist recruitment team without the headcount cost on balance sheet.
consultative/strategic activities.
Leveraging supply chain benefits & best practices across our RPO client base enabling
continuous improvement.
52
In addition, we will also undertake qualification checks with tertiary institutions, credit and
criminal record checks. The entire process is relevant Labour Legislation compliant. The
production of a short-list is only part of the process for our team. They will facilitate the
interview process to its conclusion. To this end they provide guidance and support to your hiring
managers during the interview process. Reference checking is an integral part of our process.
Our belief is that a candidates historic behavior patterns are likely to be repeated. To this end we
undertake comprehensive reference checks to validate our interview findings. The thoroughness
of the process reduces, significantly, the likelihood of any surprises once a candidate commences
duties and therefore reduces the risk inherent in every new hire.
Cost Reduction and on Demand Service — RPO can accommodate your needs on your
Improved and Relevant Reporting — Ability to better manage the recruiting efforts in
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Optimize the Best Technology — Eliminates the need to update existing systems or
Predictable and Reliable Results — Take the guess work out of recruiting functions
that applies to all team members, at all levels and in one location
Broaden the Talent Search — By increasing your reach you can attract a greater range
Dedicated and Knowledgeable Professionals — Let the experts perform their magic to
find you the best talent, and reduce unneeded stress and additional work for your
54
OFFICES OF SPECTRUM -
CORPORATE OFFICE
C-142 Sector 63
Noida, UP 201301
PUNE
Koregaon Park
Pune - 411001
BENGALURU
2nd Floor
Koramangala Bengaluru
Karnataka-560034
CHENNAI
55
UAE
Al Barsha 1, Dubai
MUMBAI
56
SWOT ANALYSIS OF THE COMPANY
The strengths, weakness, opportunities and threats for the spectrum talent management has been
tabulated below-
STRENGTHS
WEAKNESSES
OPPORTUNITIES
THREATS
Increasing competitions.
individuals.
57
RESEARCH METHODOLOGY
EXPLORATORY RESEARCH
A research design is the specification of methods and procedures for acquiring the information
needed to solve the problems. It is the overall operational pattern or framework of the project
that stimulates what information is to be collected from which source and by what procedure. On
the basis of major purpose of my investigation the EXPLORATORY RESEARCH was found to
be most suitable. This kind of research has the primary objective of development of insights into
the problem. It studies the main area where the problem lies and also tries to evaluate some
Primary Data:
The data that is collected firsthand by someone specifically for the purpose of facilitating the
study is known as primary data. So in this research the primary data is collected from
PRIMARY SOURCES:
The data required for the study has been collected from employees working at SPECTRUM.
58
Secondary data:
Secondary data refers to information gathered by someone other than the researcher conducting
the current study. Such data can be internal or external to the organization and accessed through
Secondary sources of data provide a lot of information for research and problem solving. This
SECONDARY SOURCES:
b) Research journals
SAMPLING METHOD:
SAMPLING AREA:
Noida
SAMPLING UNIT:
59
ANALYSIS AND INTERPRETATION OF DATA
Analysis
Analysis is a process of inspecting, cleaning, transforming and modeling data with the goal of
highlighting useful information, suggesting conclusions, and supporting decision making. It has
multiple facets and approaches, encompasses diverse techniques under a variety of names, in
Interpretation
It is a communication process, designed to reveal meanings and relationships of our cultural and
60
DATA INTERPRETATION OF RECRUITMENT AND
1 Strongly agree 10
2 Moderately agree 9
3 Disagree 1
4 Can’t say 0
STRONGLY AGREE
MODERATELY AGREE
DISAGREE
CAN'T SAY
61
CONCLUSION
An organization must have a well-defined recruitment policy corresponding to the company and
vacancy requirements. Existing employees can give a fair feedback on the suitability
of the policy. 50% employees feel thatthe organization’srecruitment policy is strong & well
defined. And 45% employee feel that the organization recruitment policy is moderately agree .
Majority of employees feels that policy is well defined which is a great morale victory on the
part of management.
Q2) Principle of right man on the right job is strictly followed/a detailed job-analysis is
1 Strongly agree 9
2 Moderately agree 10
3 Disagree 1
4 Can’t say 0
62
STRONGLY AGREE
MODERATELY AGREE
DISAGREE
CAN’T SAY
CONCLUSION
Job Analysis is the process of studying and collecting information relating to theoperations and
responsibilities of a specific job. The immediate products of thisanalysis are job descriptions and
job specifications. Recruitment needs to bepreceded by job analysis. The objective of employee
hiring is to match the rightpeople with the right jobs. The objective is too difficult to achieve
% employees say that theprinciple of right man on the right job is strictly followed prior to
detailed job analysis is not being done prior recruitment which in futureaffects performance of
new recruit.
63
Q3) Do you think the need for manpower planning is given due consideration inyour
1 Strongly agree 4
2 Moderately agree 8
3 Disagree 2
4 Can’t say 1
STRONGELY AGREE
MODERATELY AGREE
DISAGREE
CAN'T SAY
64
CONCLUSION
demand for, and supply of, the right type of people in theright number.27% say that manpower
advance. 13% employees disagree. They think that nodue consideration is given to manpower
planning in advance.
(Q4) Which internal source of recruitment is followed by the company and givenmore
priority?
1 Internal 11
promotion
2 Employee referral 0
3 Transfer 1
4 Job posting 3
INTERNAL
PROMOTION
EMPLOYEE REFERRAL
TRANSFER
JOB POSTING
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CONCLUSION
Internal Recruitment seeks applicants for positions from those who are currently employed.
Prefers internal promotion as internal source of recruitments. And rest 20% say that Job
posting is preferred. Majority of employees actually thinks that internal promotion is given
Q5) Which external source of recruitment is followed by the company and givenmore
priority?
1 Advertisements 1
3 consultancy 1
4 Employment 1
exchange
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ADVERTISEMENTS
ONLINE JOB
PORTALS
CONSULTANCY
EMPLOYMENT
EXCHANGE
CONCLUSION
External Sources of recruitment lie outside the organization87% employees think that Online
job portals source is given more priority and 7%employees tell that consultancy is preferred .
1 Internal 9
2 External 6
INTERNAL
EXTERNAL
67
CONCLUSION
Every organization has the option of choosing the candidates for its recruitmentprocesses from
two kinds of sources: internal and external sources.Responding to recruitment source question,
almost all the employees tell thatinternal sources are relied upon when there is any immediate
manpower requirement in company.Analysis clearly represents that 80% say that internal sources
are better to beopted for immediate opening in organization as company can have
1 Strongly agree 5
2 Moderately agree 4
3 Disagree 4
4 Can’t say 2
68
STRONGLY AGREE
MODERATELY AGREE
DISAGREE
4th Qtr
CONCLUSION
that they may eventually assume top-level positions.In respond to Succession Planning question,
Q8) The sorting of candidate applications is done by some pre set criteria?
1 Strongly agree 6
2 Moderately agree 6
3 Disagree 1
4 Can’t say 2
69
STRONGLY AGREE
MODERATELY AGREE
DISAGREE
CAN'T SAY
CONCLUSION
Majority of employees, 40% believe that there is some pre-set criteria according towhich sorting
of candidate application is done. 7% feel that sorting is not done byany preset criteria. Rest 13%
Q9) Which are the parameters on which candidates are evaluated (give ratings outof 10)?
1 Intelligence 4
2 Aptitude 4
3 Skills 5
4 Experienced 10
70
INTELLIGENCE
APTITUDE
SKILLS
EXPERIENCED
CONCLUSION
Responding to this question, 22% weightage is given to experience first thensecond most
weighted parameter is skills then process knowledge and aptitudeand lastly attainments are
considered.
Above analysis represents that employees believe that experience and skills aremostly preferred
71
Q10) To identify the employee’s capabilities and aptitude, psychological testing is
1 Strongly agree 9
2 Moderately agree 5
3 Disagree 1
4 Can’t say 1
STRONGLY AGREE
MODERATELY AGREE
DISAGREE
CAN'T SAY
72
CONCLUSION
1 Patterned 8
2 Stressed 2
3 Depth 5
4 Others 0
73
PATTERNED
STESSED
DEPTH
OTHERS
CONCLUSION
questions that will be asked from each candidate for a position. TheSTRESS INTERVIEWis the
technique that allowsperson to person discussion. It can lead to increased insight into
people'sthoughts, feelings, and behavior on important issues. This type of interview isoften
are generally taken. 33% employees have the opinion that depthinterviews are often used. Rest
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Q12) The view of the concerned department head is given special attention whileselecting
1 Strongly agree 6
2 Moderately agree 8
3 Disagree 0
4 Can’t say 1
STRONGLY AGREE
MODERATELY AGREE
DISAGREE
CAN'T SAY
75
CONCLUSION
Above analysis clearly shows that almost all the employees believe that the viewsof concerned
department head is given special attention while selecting theemployee of the department.Only
40% employees agree for giving due consideration to concerned departmentalhead opinion.
1 Strongly agree 9
2 Moderately agree 2
3 Disagree 4
4 Can’t say 0
STRONGLY AGREE
MODERATELY AGREE
DISAGREE
CAN'T SAY
76
CONCLUSION
Most of the employees think that physical examination is necessary after finalinterview.27%
employees feels that it is not so important and rest 60% employees feel thatphysical examination
is important .
1 Written test 55
2 Group discussion 15
3 Final interview 30
WRITTEN TEST
GROUP DISCUSSION
FINAL INTERVIEW
77
CONCLUSION
1 Yes 14
2 No 1
YES
NO
CONCLUSION
organization.Almost all the employees admit that induction as well as training program
78
isconducted after joining of employees. It is healthy sign for any organization.7% employees tell
Q16) Doyou think the present selection process is feasible for selecting theemployees?
1 Strongly agree 6
2 Moderately agree 8
3 Disagree 1
4 Can’t say 0
STRONGLY AGREE
MODERATELY AGREE
DISAGREE
CAN'T SAY
79
CONCLUSION
Selection is a long process, commencing from the preliminary interview of theapplicants and
that the present selectionprocess is not feasible for selecting the employees. 40% employees
80
FINDINGS
Internal Promotions and Job Portals( naukri.com) are mostly used recruitment source for
Written test is given weightage during selection process because it is a tool to analyse
applications.
Concerned departmental head is given special attention while selecting acandidate of the
department because the head of the department has the deep knowledge about the
Employees are in the favor of physical examination and reference check afterselection of
candidate.
Present selection process need improvement in terms of its procedure, testsand interview
type.
81
LIMITATION OF THE SURVEY
As the strength of the company is big, it was not possible to draw samplefrom each and
every department.
82
RECOMMENDATION
After analyzing the collected data, the following recommendations were madeto improve the
First of all the management should review their recruitment policy and look forthe areas
processes.
hire.
links like the application system on the official website of the company,the unsolicited
applications, outsourcing recruitment, the final decision making tothe main recruitment
process.
83
Recruitment management system should maintain an automated activedatabase of the
recruitment processes.
Present employee should be encouraged to refer their friends and relatives.This source is
usually one of the most effective methods of recruiting becausemany qualified people are
reached at a very low cost to the company. And referredindividuals are likely to be
similar in type to those who are already working for thecompany. Management can
84
Internal Promotions should be done on regular basis during specified time-period.
All selection tests i.e. Ability tests, Aptitude tests, Personality tests, Interesttests, written
selecting a candidate.
Induction should be properly done for selected candidate. The idea is to makethe new
availability of competent and committed personnel. In order to do so, aperiodic audit can
be done.
85
CONCLUSION
Every company looks for an employee , who can work effectively. They are in search of a person
who has the maximum skill required for the job. After selecting the right person , the company
main aim is to place that person at the right job. The main strength of any company is its
employees .effective worker are the best route to success . For this reason , companies strives to
attract and hire the best , and to provide the best place to work .
Some of the biggest and most constant challenges that plague organization is people related
Because they don’t place more emphasis on getting the recruitment process right . If they get
right person at the right job at the right time , bottom line and many other business benefits are
immediate , tangible and significant. If they get the wrong person in the wrong job, then
productivity, culture and retention rates can all take a hit in a big way.
Spectrum talent management has competent and committed workforce , still there are scope for
more improvements. To ensure that company recruits the right people, it has to identify essential
skills and behaviors that applicants should demonstrate . For each position there should be a job
description outlining typical duties and responsibilities and a person specification defining
personal skills and competences. The emphasis should be on matching the needs of the
company to the needs of the applicants .this would minimize employee turnover and enhance
satisfaction .
86
It is important for the company to have a clear and concise recruitment policy in place , which
can be executed effectively to recruit the best talent pool for the selection of the right candidate
at the right place quickly . creating a suitable recruitment policy is the first step in the efficient
hiring process . A clear and concise recruitment policy helps ensure a sound recruitment process.
Management should structure and systematically organize the entire recruitment processes. It
should offers tolls and support to enhance performance, solutions and optimizing the recruitment
processes to ensure improved ROI . The recruitment management system (RMS) should be such
that it helps to save the time and costs of the HR recruiters in company and improving the
recruitment processes.
87
BIBLIOGRAPHY
BOOKS REFFERED
WEBSITES REFFERED
www.recruitment.naukrihub.com
https://www.google.co.in/search?q= +www.recruitment.naukrihub.com&oq
www.hrmguide.co.uk
https://www.google.co.in/search?q= +www.hrmguide.co.uk&oq
www.oneclickhr.com
www.google.co.in/search?q= +www.oneclickhr.com
www.wikepidia.com
https://www.google.co.in/search?safe=strict&q
OFFICIAL
88
ANNEXTURE
a) Strongly agree
b) Moderately agree
c) Disagree
d) Can’t say
Q2) Principle of right man on the right job is strictly followed/a detailed job-analysis is done
prior recruitment?
a) Strongly agree
b)Moderately agree
c)Disagree
d)Can’t say
89
Q3) Do you think the need for manpower planning is given due consideration inyour
a) Strongly agree
b)Moderately agree
c)Disagree
d)Can’t say
(Q4) Which internal source of recruitment is followed by the company and givenmore priority?
a) Internal promotion
b) Employee referral
c) Transfer
d) Job posting
90
Q5) Which external source of recruitment is followed by the company and givenmore priority?
a) Advertisements
c) Consultancy
d) Employment exchange
a) Internal
b) External
a) Strongly agree
b)Moderately agree
c)Disagree
d)Can’t say
91
Q8) The sorting of candidate applications is done by some pre set criteria?
a) Strongly agree
b)Moderately agree
c)Disagree
d)Can’t say
Q9) Which are the parameters on which candidates are evaluated (give ratings outof 10)?
a) Intelligence
b) Aptitude
c) Skills
d) Experienced
92
Q10) To identify the employee’s capabilities and aptitude, psychological testing is
a) Strongly agree
b)Moderately agree
c)Disagree
d)Can’t say
a) Patterned
b) Stressed
c) Depth
d) Others
93
Q12) The view of the concerned department head is given special attention while selecting the
a) Strongly agree
b)Moderately agree
c)Disagree
d)Can’t say
a) Strongly agree
b)Moderately agree
c)Disagree
d)Can’t say
94
Q14) What is the weightage given to the following (out of 100%)?
a) Written test
b) Group discussion
c) Final interview
a) Yes
b) no
Q16) Doyou think the present selection process is feasible for selecting theemployees?
a) Strongly agree
b)Moderately agree
c) Disagree
d)Can’t say
95