SUMMER PROJECT REPORT

ON

A DETAIL STUDY ON
RECRUITMENT AND SELECTION
PROCESS

In Partial Fulfillment of Award of

Post Graduate Diploma in Management (HUMAN RESOURCE)

By
(AVNEESH KUMAR)

Under the guidance of

(Prof. Garima Yadav)

PGDM (HUMAN RESOURCE)

Entrepreneurship and Management Processes International

New Delhi – 74
2018-2020
 STUDENT DECLARATION

I, AVNEESH KUMAR, hereby declare that the presented report of internship titled “A DETAIL STUDY ON
RECRUITMENT AND SELECTION PROCESS” is prepared by me under the guidance of Mr. NAGENDRA
MISHRA after the completion of two months’ of internship at CHRONICLE IVENTURES.

The information and data given in the report is authentic to the best of my knowledge.

This summer training report is not being submitted to any other University for award of any other Degree, Diploma
and Fellowship.

Student Name: - AVNEESH KUMAR

Roll No: - 123
Batch: - 2018-2020
S.no. Table of Contents pages

1. INTRODUCTION 1-9
1.1 Background of the Organization 2-7
1.2 Introduction of the study 8-9

2. LITERATURE REVIEW 10-22

2.1 History of Human Resource Management 11
2.2 Functional area of HRM 12
2.3 Responsibility of HR department in large organization 13
2.4 Responsibility of HR department
14-22

3. METHODOLOGY 23-26
3.1 sources of data 25
3.2 Sampling procedure 25
3.3 Statistical tools used
26
3.4 limitations 26
4. FINDINGS AND ANALYSIS 27-35

5. CONCLUSIONS AND RECOMMENDATIONS 36-38

6. BIBLIOGRAPHY 39-40

7. APPENDIX 41-44
 ACKNOWLEDGEMENT

I take this opportunity to express my profound gratitude and deep regards to my guide MS.GARIMA YADAV
for her exemplary guidance, monitoring and constant encouragement throughout the course of this project. The
blessing, help and guidance given by her time to time shall carry me a long way in the journey of life on which I
am about to embark.
Last but not least, my sincere thanks to my parents and friends for their wholehearted support and
encouragement.
I also hereby declare that the project work entitled “A DETAIL STUDY ON RECRUITMENT AND
SELECTION PROCESS” is my original work and it has not been submitted earlier in any other university or
institution.

AVNEESH KUMAR
 Executive Summary

The project titled “RECRUITMENT AND SELECTION” Undertaken in CHRONICLE

IVENTURES.

The project report is about recruitment and selection process that’s an important part of any
organization. Which is considered as a necessary asset of a company? In fact, recruitment
and selection gives a home ground to the organization acumen that is needed for proper
functioning of the organization. It gives an organizational structure of the company. It’s a
methodology in which the particular organization works and how a new candidate could be
recruited in such a way that he/she would be fitted for the right kind of career.
There are two types of factors that affect the Recruitment of candidates for the company
Internal factors
External factors

The objective of selection decision is to choose the individual who can most successfully
perform the job from the pool of qualified candidates. Selection process or activities
typically follow a standard patter, beginning with an initial screening interview and
concluding with final employment decision.
 CHAPTER 1
INTRODUCTION
1.1 BACKGROUND OF THE ORGANIZATION

Chronicle Iventures is a Private incorporated on 06 September 2018. It is classified as Non-government

Company and is registered at Registrar of Companies, Kanpur. Its authorized share capital is Rs. 100,000 and
its paid up capital is Rs. 100,000. It is inolved in Real estate activities with own or leased property.
Directors of Chronicle Iventures Private Limited are Nagendra Mishra and Nishant Ojha. Chronicle
Iventures is under the vertical of Chronicle Publications Pvt. Ltd.
Chronicle Publications Pvt. Ltd. was established in 1990 with a vision to provide the best guidance to the
ambitious Indian youth. With the largest number of magazines on career and education in the market, Chronicle
Group is now well-known as the trend setter in career media. In the over last two decades group has branch out
in distinctive dome which marked an impact of excellence in their respective trade.
Spanning over more than two decades, the group has been a strong advisor and a companion to millions of
aspirants in shaping their professional career.
And it is they who by their trust and confidence in Chronicle have helped it to be one of the most trusted brands
in the legacy of competitive success from last two Decades.
Chronicle has pioneered the field of nurturing talents by planning, designing and framing the best of
resources for preparation of competitive examinations. Be it UPSC Civil Services examinations like IAS, IPS,
IFS, IRS etc. or preparation for CAT and other MBA entrances, Chronicle have always been the mentor to the
aspirants.
To keep pace with a fast moving lifestyle, Chronicle has come up with online tutorials and digital learning to
reach out to more aspirants.
In Chronicle, they are committed to craft the success stories of your career.
After achieving success path in to the Education Industry, Chronicle explored to itself through Media, Online
Services, and Multi- State Society as well as in NGO also.

• Chronicle Realty
Chronicle Group started a new vertical of Real Estate “Chronicle (I) Ventures Pvt. Ltd.” in 2018 for Real Estate
Portfolio Management to explore the Real Estate industry and redefine the transparency as well as Working
pattern of the industry through using all the modern & friendly technologies for its customers, Associates and
Employees.
Company has an intention to give the right Property to the right person at the right time within the RERA
boundaries.

• Chronicle Realty is a Distribution & Consultancy Company located in Noida, Uttar Pradesh.
• It provides Real Estate Portfolio Management with an option of Modern, Luxury, Authentic, Neat and Clean
Real Estate Investment Opportunities

Vision Statement

“To be the first choice for Affordable, Diverse, Innovative, Modern & Luxurious Residential and Commercial
project providers to our valuable Customer as well as Investors with “IndianNews”.
Mission Statement

The Mission is to provide the highest level of Real Estate Portfolio Services & Customer satisfaction, in all over
Endeavour's may it be the development or the marketing of Real Estate Products.

“We are a values driven company,

We will be the values driven company….”

Core Values at Chronicle

❖ Excellent customer service.

❖ Nurturing the Talent.
❖ Changing limitations in to Possibilities.
❖ Entrepreneurial spirit.
❖ Strengthening the Relationships.
❖ Fostering team work.
❖ Continual Improvement.
❖ Educational Based Working Module.
❖ To care our Relationships.
❖ Being Eco Friendly in our Real Estate Developments.
In the late 80s, there was no trusted magazine for those preparing for the IAS exams. Realizing this, after
extensive research under the aegis of the Chairperson of the Group Company Mr. NN Ojha, Chronicle Group came
out with Civil Service Chronicle.
It was widely welcomed and since then it has grown exponentially as has been changing according to the changing
pattern of IAS exam.
Later on, the Group added Business & Management Chronicle for MBA aspirants and students and Chronicle Year
Book, a must for all competitive exams.
Today the Chronicle Group magazines are undisputed market leaders in their fields.

Chronicle’s USP’s

➢ Database of more than 800+ IAS/IPS/IRS/PCS after serving 28 years to its area.
➢ We are a Real Estate portfolio Management company hence we love to serve the inventories of all types of
genuine projects to our customers/Investors.
➢ Customized solutions according to your need and Portfolio.
➢ All Real Estate Products (Residential, Commercial, Land etc.) are well researched.
➢ We promote only those real estate projects which are RERA approved & As well as authentic.
➢ We ensure our Clients are not cheated.
➢ We facilitate to help you to choose the best options, even before the Sales as well after the Sales.
 Parameters to Promote the Property

➢ Project Approvals as per RERA Guidelines

➢ Developer’s Reputation
➢ Previous Deliveries
➢ Connectivity
➢ Nearby Infrastructures
➢ Future Development
➢ Location Advantages
➢ Close Vicinity
➢ Possession Timing
➢ Educational Institutes/Schools/Colleges
➢ Hospitals/Nursing Homes
➢ Nearby Daily use Market
➢ Shopping Mall
They also provide Freedom to choose

• As per customers wish.

• As per customer’s Budget
• As per location they belong
• As per category
• As per destinations they want to live

Basic Terminologies of Real Estate

Two types of properties in India:

1. Leasehold: Property acquired by Government for developing themselves or by others. For this, certain lease rent is
given. Basically, for 99 years tenure it is given. The possession can be extended further by giving a pay to the
government for limited land rent. The benefit of this is it increases revenue.
2. Freehold: When a person acquires the property from another person for ever.
Measurable unit of Real Estate= Acres

1 acre=4048.32sqm=n 435660 sq. ft

1 m=10.76 sq. ft

1 sq.yard=9 sq.ft

3. Allotee: The person who is allotted a property either by government body or developer or authorities.

4. Agent: Also known as real estate agent/realtor/broker. It plays the role of a facilitator for capital or property
transaction

5. Apartment: Every flat can be an apartment but not all apartment can be a flat. It is a part of any property. It can be
a multi-storey wherein in one floor two or more flat, can be of different sizes.

6. Appraisal: A written report about the nature of property by government or authorised appraiser or valuer.
7. In some location, same property can have different prices.
8. Appreciation: An increase in the value of the property due to change in market condition or other cause over a
period of time.

9. Depreciation: It is a decrease in the value of the property over a period of time.

10. Benami Ownership: When the title of the property and the actual ownership differs.

11. Beneficiary: The person/Persons/institutions designated to receive the income from a trust.

12. Bhoomidaar: Delhi land reform happened in 1954.Some people were allotted land where they can do farming,
poultry, cropping, pisciculture, dairy etc. but it can’t be used for commercial and industrial purpose.

13. Built up area: Area for which we pay only for staying in the building.

14. Capital Transaction: Self purchase of properties is called capital transaction.

15. Carpet Area: The usable area in which we can walk/ can spread a carpet.

16. CBD (Central Business District): It should be in the centre of any city. Radius = 2-3 kms. Integration of commercial
retaining is done.

17. Clear Title: Free title from any claim or legal question about the ownership of the property.

18. Collateral: Assets/Car/Home/ property which is a guarantee to repay the loan.

19. Commencement certificate: This is issued by local government so that to give certification for construction may
commence.

20. Commercial Property: Building/ property used for the purpose of carrying out commercial activity/trading.

21. Common areas: That portion of land/building/ amenities owned or managed by a plant unit development or home
owner’s association that are used all of the unit owners.

22. Comprehensive development plan: It is a master plan approved by a local authority.

23. Co-ownership/Joint Ownership: It is that type of ownership where more than one owner exists for an immovable
property.

24. Deed: A legal document conveying title to an owner.

25. Deflecto possession: It is also called constructing possession. The actual physical possession is called Deflecto
possession and it should not be held by force or any fraud.

26. Dejure possession: It is also called a judicial possession which means possession in the eyes of law.

27. Deposit: A sum of property given to bind the sale of Real Estate.
28. Depreciation: A decline in the value of the property brought by age, physical condition, functional/economic or
obsolesces.

29. Due diligence: Verification of the authority of the title or property.

30. Earnest money deposit: Token amount to hold or buy or to rent.

31. Effective age: The actual age of the building may be shorter /longer than its effective age.

32. Encroachment: Physical disturbances is called encroachment.

33. Fare value: Value decided by market forces.

34. Farm houses: These are also called as outhouses/ outside houses.

35. Farm prop

36. Freehold property: I t can be transferred by the registration of sale deed for lifetime for its buyer.

37. FSI (Floor Space Index): The setbacks left, open area how much left.

38. FAR (Floor area ratio): How high the building will be completely decide by local authority.

39. Industrial property: Manufacturing purpose approved by local authority.

40. Investment property: That property for which we can use them for income but not for self-use.

41. Joint ownership agreement: The ownership may differ in proportions i.e., rights, responsibility, agreement are well
defined.

42. Leasehold property: A property brought for a certain period of time and after the leasehold period it will go back
to the actual owner.

43. Loan to value ratio: Loan given against the market value of the property.

44. Mortgage: Synonymous of collateral.

45. No objection certification: Certificate issued by authority concerned for having no objection on construction.

46. Occupancy Certification: The local authority issues to ensure that is fit to stay now.

47. Real assets: Real property owned by individual/business.

48. Refinancing: The process of paying of one loan with the process from a new loan using same property as security.
49. Residential property: Any property used for residential purpose and supposed to be defined for the residential
purpose.

50. Super built up area: Total area including the staying portion and area which we use.

51. Zone: A part of city/town are allocated and categorised into the zones which in term will have a bearing on factors
like type of property that can be constructed for number of floors.

Payment Mode:

1. Down Payment Plan: More than 90% + money is paid within 60 days. When property is handed over,
then the rest money is paid. Property can be under construction. It is the most cheap payment mode.

2. Construction Linked Plan: The builder construct, the payment is paid according to the construction
progress. When we reach to top floor then 90%, rest 10% payment when possession is given.

3. Flexi payment Plan: Half of the payment is time bound, remaining payment is according to construction.

4. Subvention Payment Plan: Bank’s flexibility payment plan. Builder will do setting with bank. Customer
and investor’s peace of mind is there. 90%payment builder will take, full possession will be given after
10%, and builder will pay to bank on behalf of the customer.

5. Customised Payment Plan: Customised according to period.

1.2 INTRODUCTION OF THE STUDY

Recruitment is the set of activities takes place in an organization to attract job candidates possessing the

appropriate characteristics to help the organization reach its objectives. It involves seeking and attracting a

pool of people from where suitable qualified candidates can be chosen for vacancy. The basic purpose is to

collect a group of potentially qualified people. Selection is the process of finding out the most suitable

candidates for the suitable job. After identifying the sources of manpower, searching for prospective

employees and stimulating them to apply for jobs in the organization, the management has to perform the

function of selecting the right employees at the right time and at the right post.

Sample size taken for study is 100. A. questionnaire is prepared according to the parameters like human

resource planning, cost effectiveness, induction recruitment and selection. The questionnaire is distributed to the

executives of Chronicle Iventures and basing on the obtained data, conclusions, suggestions & recommendations

are drawn.

Every organization follows the process of recruitment and selection. In CHRONICLE IVENTURES, this

process shall be initiated on receiving a requisition in the prescribed format duly approved by the MD/

executive director. It should contain the particulars of role, responsibilities reporting relationship,

qualification etc. The selection methodology for various positions shall be based on personal interviews

the recruitment and selection process followed in CHRONICLE IVENTURES is comparatively well

defined. Most of the candidates are recruited through Employee Reference and Consultancy. Candidates

selected are given a probationary period. The suggestions drawn through the project study are like before

posing the candidates to personal interviews, tests like aptitude, achievement, situational, interest, group

discussion and personality development interview should be conducted. This helps the company in

retaining employees for long time.

Overall manpower planning in CHRONICLE IVENTURES is conducted systematically and selection

procedure is done through experts. This makes the company to lower the employee turnover at the same

time developing the selected candidates for future organizational goals.

 OBJECTIVES OF THE STUDY:

The objectives of the project study include:

To know the various sources of recruitment and their availability at CHRONICLE IVENTURES.

To obtain the feedback of the employees about the recruitment and selection procedures followed in

the company.

To review the recruitment process and to make improvements to the forthcoming recruitment

programs at CHRONICLE IVENTURES .

To find out the effectiveness of the selection procedure at CHRONICLE IVENTURES .

To know various methods of selection procedures adopted by CHRONICLE IVENTURES .

To suggest measures accordingly

SCOPE OF THE STUDY

The scope of the study includes the following aspects of recruitment and selection

The feedback of an employee.

Proper utilization of human resource planning.

Effectiveness of recruitment process and techniques.

The selection procedure is effective or not.

Cost effectiveness
 CHAPTER
2
LITERATURE
REVIEW
 LITERATURE REVIEW

2.1 History of Human Resource Management

The History of Human Resource Management is the strategic and coherent approach to the
management of an organization's most valued assets - the people working there who individually
and collectively contribute to the achievement of the objectives of the business. The terms "human
resource management" and "human resources" (HR) have largely replaced the term "personnel
management" as a description of the processes involved in managing people in organizations.
Human Resource management is evolving rapidly. Human resource management is both an
academic theory and a business practice that addresses the theoretical and practical techniques
of managing a workforce. Human resource management has its roots in the late and early 1900's.
When there are less labor then there are more working with machinery. The scientific
management movement began. This movement was started by Frederick Taylor when he wrote
about it a book titled ‘The Principles of Scientific Management’. The book stated, "The
principal object of management should be to secure the maximum prosperity for the employer,
coupled with the maximum prosperity for each employee.” Taylor believed that the management
should use the techniques used by scientist to research and test work skills to improve the
efficiency of the workforce. Also around the same time came the industrial welfare movement.
This was usually a voluntary effort by employers to improve the conditions in their factories.
The effort also extended into the employee’s life outside of the work place. The employer would
try to provide assistance to employees to purchase a home, medical care, or assistance for
education. The human relations movement is the major influence of the modern human resource
management. The movement focused on how employees group behavior and how employee
feelings. This movement was influenced by the Hawthorne Studies.
2.2 Functional area of HRM

• Human resource auditing

• Human resource strategic planning
• Human resource planning
• Manpower panning
• Recruitment / selection
• Induction
• Orientation
• Training
• Management development
• Compensation development
• Performance appraisals
• Performance management
• Career planning / development
• Coaching
• Counseling’s
• Staff amenities planning
• Event management
• Succession planning
• Talent management
• Safety management
• Staff communication
• Reward
2.3 Responsibility of HR department in large organization

Position Job Responsibilities

HR Executive committee, organization planning, HR planning &
policy, Organization development

Manager, recruitment & Recruiting, Interviewing, Testing, Placement &

employment Termination

Manager , Job analysis and evaluation, surveys, Performance appraisal,

compensation & compensation administration, bonus, Profit sharing plans,
benefits Employee benefits.

Manager, Training & Orientation, Training, Management development, Career

Development Planning & development

Manager, Employee EEO relations, contract compliance, staff assistance

relations programs, Employee counseling.
2.4 Responsibility of HR department

Recruitment

Recruitment refers to the process of attracting, screening, and selecting qualified people
For a job at an organization or firm. It is undertaken by recruiters. It also may be undertaken by an employment
agency or a member of staff at the business or organization looking for recruits.

Job analysis

The proper start to a recruitment effort is to perform a job analysis, to document the actual or
intended requirement of the job to be performed. This information is captured in a job
description and provides the recruitment effort with the boundaries and objectives of the search.
Oftentimes a company will have job descriptions that represent a historical collection of tasks
performed in the past. These job descriptions need to be reviewed or updated prior to a
recruitment effort to reflect present day requirements. Starting recruitment with an accurate job
analysis and job description insures the recruitment effort starts off on a proper track for success.

Sourcing
Sourcing involves the following steps:

Internal sources:

The most common internal sources of internal recruitment are

1. personal recommendations
2. notice boards
3. newsletters
4. memorandum

1) Personal References
The existing employees will probably know their friends or relatives or colleagues who could
successfully fill the vacancy. Approaching them may be highly efficient method of recruitment
but will almost certainly offend other workers who would have wished to have been considered
for the job. To keep employees satisfied make sure that potentially suitable employees are
informed of the vacancy so that they can apply. Also anyone else who is likely to be interested
is told about it as well so that they can apply for the job.
2) Notice Boards
This is the convenient and simple method of passing on important messages to the existing
staff. A job advertisement pinned to a notice board will probably be seen and read by a
sufficient number of appropriate employees at little or no cost. However many of the staff will
probably not learn of the vacancy in this way either because the notice board poorly located
or is full of out dated notices that they don’t bother to look at it, as they assume there is nothing
new to find out. A notice board must be ensured that it is well sited. Wherever it is been
placed it should be certain that it is seen by everyone. It means there must be equal
opportunityto see to it and this happens when they know that just important topical notices are
on display. Attention must be paid to the design and contents of the notice if it is to catch the
eye and make the employee read on and then want to apply for the job.

3) Newsletters
Many companies regularly produce in-house newsletters, magazines or journals for their staff
to read. It is hoped that latest company news sheet is read avidly by all staff thus ensuring that
everyone is aware of the job opportunity advertised in it. Unfortunately this is not always so,
because it is sometimes not circulated widely enough and employees may find it boring and
choose not to read it. Newsletter can be utilized as the source of recruitment if it is convinced
that everybody will see a copy.

4) Memorandum
Possibly the best way of circulating news of the job vacancy is to send memorandum to
department managers to read out to the teams or to write all employees perhaps enclosing
memorandum in wage packets if appropriate. However it can be a time consuming process
to contact staff individually, especially if there is a large work force. It should also be kept in
mind as to in which way the memorandum is phrased out so that the job appeals to likely
applicants.
External sources:
There are many sources to choose from if you are seeking to recruit from outside the
company.
1. word of mouth
2. notices
3. job centers
4. private agencies and consultants
5. education institutions
6. the press
7. radio
Two or three points are discussed below.
1) Word of Mouth
Existing employees may have friends and relatives who would like to apply for his job.
Recruiting in this way appears to be simple, inexpensive and convenient. Never use word of
mouth as a sole or initial source of recruitment if the work force is wholly or predominantly
of one sex or racial group. Also employing friends and relatives of present employees may be
imprudent because it is not certain that they are as competent as the current staff.
2) Notices
Displaying notices in and around business premises is a simple and often overlooked method
of advertising a job vacancy. They should be seen by a large number of passerby’s, some
actively looking for work. It can also be inexpensive with a notice varying from a carefully
hand written post card up to a professionally produced poster. Pay attention to the appearance
and contents of the notice if it is intended that it is applied by the right people.
3) Job Centers
Most large towns have a job center which offers employers a free recruitment service, trying
to match their vacancies to job seekers. Staff will note information about a post and the types
of person sought and then advertise the vacancy of notice boards within their premises. Job
center employees can further help if requested to do so by issuing and assessing application
forms and thus weeding out those applicants who are obviously unsuitable for the position.
Short listed candidates are then sent out for the employer to interview on his business
premises.
Recruiting internally and externally
Internal

Recruiting
Recruiting from among the existing workforce offers many advantages. Seeing
Your employees at work on a day-to-day basis will enable you to evaluate their particular
strengths and weakness accurately and choose the most suitable person for the position. When
the company recruits from within the organization the employees will feel important and
highly valued since it appears that the organization immediately turns to them whenever a
vacancy occurs. Their work rate and performance should improve as well as they will realize
that increasing job opportunities are available to them if they are industrious and successful at
their jobs. However any method has its own merits and demerits.

Merits

➢ It improves the morale of the employees

➢ The employee is in better position to evaluate those presently employed than

outside conditions.

➢ It promotes loyalty among the employees, for it gives them a sense of job
security and opportunities of advancement.

➢ These people are tried and can be relied upon

Demerits

➢ It often leads to inbreeding and discourages new blood from entering into an
organization.

➢ There are possibilities that internal sources may “dry up” and it may be difficult
to find the requisite personnel from within an organization.

➢ No innovation are made no new thinking so on new inputs which is very much
essential for the growth of the organization

➢ Usually promotions are based on seniority so the danger is that really capable
hands may not be chosen.
External Recruiting:

When a company is involved in large expansions and is more oriented towards achieving
high growth and high market share, with more focus on quality of the product and high
customer satisfaction then it is inevitable for any organization to go for external recruiting.
External recruiting is nothing but recruiting the people in your organization from outside the
company. It will help the company to make best use of other sources that are lying outside the
organization like for example campus recruits is an effective and efficient way of recruiting
when a company wants new minds that are more creative and go-getters for any task. If a
company wants to concentrate only on its core activities and wants to relieve the burden of the
task of recruitment then the more feasible option would be third party recruiting or recruitment
process outsourcing RPO. The experienced persons but unemployed can be recruited into the
company which may reduce the training cost if they are from same industry. Retired and
experienced people can yield more by enhancing their prior experience in new business
situations.

Merits

➢ New entrant to the labor force i.e., young mostly inexperienced potential employee’s fresh graduates
or postgraduates can be taken and mold in accordance with company’s culture.

➢ External recruiting results in best selection from the large source

➢ In the long run this source proves economical because potential employees do not extra training.

➢ Many different ways of recruiting is available.

➢ The excess applications generated for current requirement may be utilized for future vacancies.

Demerits

➢ Extra time is required by the people to adjust themselves to the present working situations.

➢ If the recruiting is done from large source then it will be more time taking as the applications
generated are more and short listing becomes critical.

➢ Cost of recruiting will be comparatively more than internal recruiting.

➢ Sometimes it creates employee dissatisfaction as there may be mismatch between the employee
expectation with the company and the company’s expectation with the employee.
Before making a choice and making decisions as to which source should be adopted for
recruiting both the sources should be thoroughly assessed and must be studied carefully the wide
variety of individual sources of recruitment that are available whether Internal or External.

Recruitment mistakes
There are a number of methods companies should avoid when putting their recruitment plans into
practice. For instance, many businesses have the necessary talent within their organizations, but
are too busy looking outside to recruit the skilled employees they already have. Others try to
look for a mirror-replacement to the employee they have lost, duplicates with the same attitudes
and skills, when companies can benefit more from employees with new experience and outlooks
on the position. Some employers forget to include their employees in the recruitment process,
or attempt to find the “perfect” employee without noticing the talents of the job seekers they
interview.

Selection

Employee Selection is the process of putting right men on right job. It is a procedure of matching
organizational requirements with the skills and qualifications of people. Effective selection can
be done only when there is effective matching. By selecting best candidate for the required job,
the organization will get quality performance of employees. Moreover, organization will face
less of absenteeism and employee turnover problems. By selecting right candidate for the
required job, organization will also save time and money. Proper screening of candidates takes
place during selection procedure. All the potential candidates who apply for the given job are
tested.

But selection must be differentiated from recruitment, though these are two phases of
employment process. Recruitment is considered to be a positive process as it motivates more
of candidates to apply for the job. It creates a pool of applicants. It is just sourcing of data.
While selection is a negative process as the inappropriate candidates are rejected here.
Recruitment precedes selection in staffing process. Selection involves choosing the best
candidate with best abilities, skills and knowledge for the required job.
Essentials of Selection Procedure
The selection process can be successful if the following requirements are satisfied:
1. Someone should have the authority to select. This authority comes from the
employment requisition as developed by an analysis of the work- load and work
force.
2. There must be some standard of personnel with which a prospective employee
may be compared i.e., a comprehensive job description and job specification
should be available beforehand.

There must be sufficient number of applicants from whom the required number of employees
may be selected.

PROCESS OF SELECTION

Preliminary Interview or Screening

Application Form
Written test

Employment Test Aptitude Test

Achievement

Technical Interview Personality Test

Background Checks and Enquiries

Medical examination

Final Selection Decision

The Employee selection Process takes place in following order-

1. Preliminary Interview or Screening

It is used to eliminate those candidates who do not meet the minimum eligibility criteria laid
down by the organization. The skills, academic and family background, competencies and
interests of the candidate are examined during preliminary interview. Preliminary interviews
are less formalized and planned than the final interviews. The candidates are given a brief up
about the company and the job profile; and it is also examined how much the candidate knows
about the company.

2. Application Form
The candidates who clear the preliminary interview are required to fill application blank. It
contains data record of the candidates such as details about age, qualifications, reason for
leaving previous job, experience, etc.

3. Employment Tests
• Written Tests-
Various written tests conducted during selection procedure are aptitude test, intelligence test,
reasoning test, personality test, etc. These tests are used to objectively assess the potential
candidate. They should not be biased.

Classification of Tests on the Basis of Human Behavior

• Aptitude or potential ability test
Such tests are widely used to measure the latent ability of a candidate to learn new
jobs or skills. They will enable us to know whether a candidate if selected, would
be suitable for a job, which may be clerical or mechanical. These tests may take one
of the following forms.
a) Mental or Intelligence Test - measures and enables to know whether he or she
has mental capacity to deal with new problems.
b) Psychometric tests – these tests measures a person’s ability to do a specific
job

• Achievement test
Also known as proficiency tests they measure the skill, knowledge which is acquired
as a result of a training program and on the job experience they determine the
admission feasibility of a candidate and measure what he/she is capable of doing.
 • Personality tests
These tests aim at measuring those basic make up or characteristics of an individual
which are non-intellectual in their nature. In other words they probe deeply to
discover clues to an individual’s value system, his emotional reactions and maturity
and motivation interest his ability to adjust himself to the illness of the everyday life
and his capacity for interpersonal relations and self- image.

4. Technical Interviews - If a candidate has applied for a job or course that requires technical
knowledge (e.g. positions in engineering or IT) it is likely, at some stage in the selection
process, that the candidate will be asked technical questions or have a separate technical
interview to test his/her knowledge. Questions may focus on the final year project and his/her
choice of approach to it or on real/hypothetical technical problems. It seen that the candidate
proves himself/herself but also they admit to what they don’t know.

5. Background Checks and Enquiries

Offers of appointment are subject to references and security checks. The references given in
the candidate’s application will be taken up and a security check will be conducted.
Security checks can take a while if the candidate has lived abroad for any period of time.

6. Medical examination-
Medical tests are conducted to ensure physical fitness of the potential employee. It will
decrease chances of employee absenteeism.

7. Final Selection Decision

Those individuals who perform successfully on the employment tests and the interviews, and
are not eliminated by development of negative information on either the background
investigation or physical examination are now considered to be eligible to receive an offer
of employment. Who makes that employment offer? For administrative purposes the personnel
department should make the offer. But their role should be only administrative. The actual
hiring decision should be made by the manager in the department that had the position open.
A reference check is made about the candidate selected and then finally he is appointed by
giving a formal appointment letter.
 CHAPTER 3
METHODOLOGY
 METHODOLOGY

At Chronicle Iventures, the recruitment process is initiated on receiving a requisition in the prescribed format

duly approved by the MD/Executive director. The requisition shall contain particulars of designation, role

and responsibility reporting relationship, qualification and experience required and critical skills that are

essential for effective performance.

Recruitment process shall commence with an internal search, which shall be initiated by the HR department.

In case no suitable person is identified from within, search from the application data bank shall be resorted to

like placement agencies or release of advertisements.

Applications will be collected either by post or personal. Intimation for interviews shall normally be sent

through mail/courier in the prescribed format. In other cases, it may be sent through other modes like

telegram, telephone, etc.

The project work done in Chronicle Iventures was based on the questionnaire which was filled by the

executives of the company. The questionnaire was prepared based on the recruitment and selection techniques

and was filed on behalf of the following sample size by their executives.

They were:

Recruitment techniques: Advertisements in media

Placements agencies.

Campus recruitment

Employment exchanges

Employee reference

online recruitment
 Sample size : 100 employees working at executive

level in the corporate office.

The sample was selected randomly.

In Chronicle Iventures the above said techniques are used to search for suitable candidates.

Parameters used in the questionnaire are as follows

Human Resource Planning

Recruitment

Selection

Cost effectiveness

Basing on the ratings of the employees, the effectiveness of the recruitment and selection process in the

Chronicle Iventures will be clearly known.

1.1 SOURCES OF DATA:

1. Primary data
2. Secondary data
3. Analysis of data
Primary data is collected in order to avoid any mistakes due to transcription which may arise when collected
through secondary sources. The data is collected by questionnaire method.
Secondary data is collected from the companies’ reports, manuals and brochures.
Through company records, books, HR reports etc.

1.2 SAMPLING PROCEDURE:

The sampling method used was random sampling. The sampling method was used because of lack of time and
lack of knowledge about the universe. The sample size was fixed to 100 respondents; the sampling procedure
is response form.
1.3 STATISTICAL TOOLS USED: PIE CHART

PERCENTAGE ANALYSIS:

In this research, various percentages are identified in the analysis and they are presented pictorially by way
of bar diagrams and pie charts in order to have a better quality.

1.4 LIMITATIONS

The superior may not dedicate much time to fill up the questionnaire which results in not so

authentic data or information.

The employees may not reveal the secrets of the company.

As the questionnaire is restricted to only 11 questions, the study could not cover
the other aspects of the topic
CHAPTER 4
FINDINGS
AND
ANALYSIS
 DATA ANALYSIS

1. How did you come to know about Chronicle Iventures?

1) Employee reference
2) walk-in interview
3) website
4) newspaper
5) Consultancy.

INTERPRETATION

50% of Candidates are coming through consultancies.

30% are coming through employee reference.
10% are through walk-in interview.
5% through website
5% through news paper
 2. Were you explained about the number of rounds to be conducted in the selection process?

1) yes

2) no

30%

70%

INTERPRETATION

70% of the people were informed about the number of rounds in selection process

3. What do you prefer in the selection process?

1) Group discussion

2) Role play

3) Written examination

4) Face to face interview

5) Telephonic interview
 INTERPRETATION

Most candidates prefer face-to-face interview which is the current selection process at
Chronicle Iventures.

4. How much time is taken for the interview process?

1) Less than 2 hours

2) 2-6 hours

3) 6-8 hours

4) more than a day

INTERPRETATION

Chronicle Iventures takes more than a day to complete the whole interview process for a candidate.

5. How much time is given to you to join the organization?

1) Immediate spot interviews

2) 1-2 weeks

3) 2-4 weeks

4) more than one month

INTERPRETATION

50% of the Candidates are asked to join organization within 2 weeks

6. What is the motive behind choosing the job at Chronicle Iventures?

1) Financial support

2) Knowledge gaining

3) Skill enhancement

4) Career growth

20%

50% 10%

20%

INTERPRETATION

Most of the candidates choose Chronicle Iventures for career growth

 7. Do you agree candidates with more experience should be given preference regardless to merit level?

1) strongly disagree

2) disagree

3) neither agree nor disagree

4) agree

5) Strongly agree

5% 2%
10%

53%

INTERPRETATION

Candidates with more experience should be given preference

8. Are you satisfied by the way the vacancies are advertised by the HR department

1) Yes

2) No
INTERPRETATION:

78%of the people are satisfied with the way the vacancies were advertised

9. Do you think Chronicle Iventures spends too much in term of time and cost for the
recruitment process?

1) Strongly disagree

2) Disagree

3) Neither agrees nor disagrees

4) Agree

5) Strongly agree

INTERPRETATION:

35% of the employees feel that Chronicle spends too much of time and cost for recruitment

10. Does the selection process at Chronicle Iventures bring in the right candidate for the right job?

1) Strongly disagree

2) Disagree

3) Neither agree nor disagree

4) Agree

5) Strongly agree
INTERPRETATION:

Most people feel that Chronicle bring in right candidates through recruitment process

11. How did you feel when you were facing the interview at Chronicle Iventures?

1) Confident

2) Tensed

3) Stress

4) Relaxed

INTERPRETATION:

Most of the candidates felt relaxed during their interview

 FINDINGS

1. Most of the recruitment at Chronicle Iventures is done through consultancy, followed by employee

referrals.

2. The candidates are informed about the number of rounds in the selection process.

3. Most of the candidates prefer face to face interview.

4. Chronicle Iventures takes more than a day to complete the interview process.

5. Most employees feel that the candidates with more experience should be given reference regardless to

merit level.

6. It is found that the cost of recruitment process is high

7. It is found that the interview process is conducted in an open climate and helps them to express

themselves freely.

8. It is found that the selection process of Chronicle Iventures is effective in getting the right
Candidate
 CHAPTER 5
CONCLUSION
AND
RECOMMENDATIONS
 CONCLUSION

1. At Chronicle Iventures most of the recruitment is done through consultancies which in turn leads to

high HR cost

2. Candidates are satisfied by the way the present selection process is conducted most of the candidates

choose for face to face interview which is the current selection process at Chronicle Iventures

3. At Chronicle Iventures the delay in the interview process is mainly due to the client round where the

recruiter needs to line the candidate for an interview based on the client’s availability.
 RECOMMENDATIONS

• It would be more effective for Chronicle Iventures to choose as Employee Referral process for

recruitment rather than consultancies as it would help them to reduce the cost.

• It was felt that there is a shortage of recruitment personnel as the candidates had to wait for long time

to finish the initial rounds.

• It is advised that Chronicle Iventures has to increase the recruitment personnel or manage the

selection process effectively.

• The recruitment and selection time for a candidate can be reduced when the internal recruitments are

conducted in lieu with the client interviews.

• It was found that the Management Information System of Chronicle Iventures is not effective as the

candidates themselves had to call back to confirm their status of appointment.

BIBLIOGRAPHY
 BIBLIOGRAPHY

INTERNET:

www.google.com

www.wikipidea.com

www.recruitmenyskills.com

BOOKS:

• Cushway, B. (2004), Human Resource Management, Kogan Page India

• K.Aswahthappa (2001),Human Resource and Personnel Management
• Human Resource Management, (2005), Dr.P.C. Pardeshi
• C.B Gupta (2005)
APPENDIX
 APPENDIX
1. How did you come to know about Chronicle Iventures?

1) Employee reference
2) walk-in interview
3) website
4) newspaper
5) Consultancy.

2. Were you explained about the number of rounds to be conducted in the selection process?

1) yes

2) no

3. What do you prefer in the selection process?

1) Group discussion

2) Role play

3) Written examination

4) Face to face interview

5) Telephonic interview

4. How much time is taken for the interview process?

1) Less than 2 hours

2) 2-6 hours

3) 6-8 hours

4) more than a day

5. How much time is given to you to join the organization?

1) Immediate spot interviews

2) 1-2 weeks

3) 2-4 weeks

4) more than one month

6. What is the motive behind choosing the job at Chronicle Iventures?

1) Financial support

2) Knowledge gaining

3) Skill enhancement

4) Career growth

7. Do you agree candidates with more experience should be given preference regardless to merit level?

1) strongly disagree

2) disagree

3) neither agree nor disagree

4) agree

5) Strongly agree

8. Are you satisfied by the way the vacancies are advertised by the HR department

1) Yes

2) NO

9. Do you think Chronicle Iventures spends too much in term of time and cost for the
recruitment process?

1) Strongly disagree

2) Disagree

3) Neither agrees nor disagrees

4) Agree

5) Strongly agree

10. Does the selection process at Chronicle Iventures bring in the right candidate for the right job?

1) Strongly disagree

2) Disagree

3) Neither agree nor disagree

4) Agree

5) Strongly agree
11. How did you feel when you were facing the interview at Chronicle Iventures?

1) Confident

2) Tensed

3) Stress

4) Relaxed