A Project Report: Submitted in Practical Fulfillment of SAMBALPUR UNIVERSITY, 6th Semester

A PROJECT REPORT
ON
RECRUITMENT AND SELECTION PROCESS IN PRIVATE COMPANY
Submitted in Practical fulfillment of SAMBALPUR UNIVERSITY,
6th Semester
Bachelor of Commerce (HONOURS)
ACADEMIC SESSION 2020-2021
Submitted by
MOHAMMED SAQLAIN SAHBAZ ANSARI
S05818COM033
Under the guidance of:
Prof. ANJAN KUMAR DAS
SHARMA SHAKTI COLLEGE, BIRMITRAPUR

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DECLARATION BY THE STUDENT
I hereby declare that the project report entitled “Recruitment &
Selection” has been submitted in the partial fulfillment of the
requirement of the B.com degree. This is my original work not submitted
for the award of any other degree, diploma, fellowship or any other
similar title or prize.
_____________________________________________
(MOHAMMED SAQLAIN SAHBAZ ANSARI)
Course & semester: B.Com. 6th Semester
Date:-
Place:
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ACKNOWLEDGEME
NT
As far as the project, “Recruitment & Selection” is concerned. initially I
would like to express my deepest thanks to Prof. Mr. ANJAN KUMAR
DAS, the Faculty at Sharma Shakti College, Birmitrapur, for giving me
such a fantastic opportunity in working in this project. My project guide
Mohammad Hanjalah helped immensely to completely my project.
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TABLE OF CONTENTS
PART I PAGE NO.

Executive Summary 6
Literature Review 8
PART II
Organizational profile 15
Topic 17
Historical Development 18
Road Map 21
Objectives 22
Research Methodology 23
Factor Analysis 28
Observations/Findings 51
Suggestions & Recommendations 52
Limitations 53
Bibliography 54
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Part I EXECUTIVE SUMMARY
I opted for this particular topic named “Recruitment & Selection” because recruitment
and selection procedures have taken a dramatic change in the industry. Human
resource is responsible for giving birth to human embalmers. The core function of an
organization is Recruitment and Selection because the organization doesn’t want to be
a bad recruiter by selecting manpower that might have the potential to spoil the long
earned goodwill or corporate image and also incur heavy recruitment costs on them.
Selection on the other hand, is the process of picking individuals who have relevant
qualifications to fill jobs in an organization. The purpose of selection is to pick up the
most suitable candidate who would meet the requirements of the job in an
organization best, to find out which job applicant will be successful, if hired.
I have also applied few research tools in the project such as the questionnaire,
interview method to obtain views of the respondents and thereby, have analyzed the
factor by applying columnar, bar & pie charts. However, I faced a few limitations ---
such as sample constraint, time constraint, respondents didn‟t take the questionnaire
method seriously and so were very reluctant in answering the questions. Thus, I would
like to conclude that from my project I have definitely understood that employee
recruitment & selection is the basics of an organization.
Conclusion
As I have come to the end of my study I have had the following experiences while
conducting this study.
 It was a very enlightening experience for me as I got to learn many new things
through this study.
 Various visits to the companies (Luxmi group & Zedpoint) and ample
interaction with the people has broaden my horizon and taught me as to how
are the HR policies in such big organizations made.
I will thus always keep in mind the basic points necessary in our day-to-day life and thank
all the people who have helped me in the completion of my project.
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LITERATURE REVIEW
ARTICLE : EFFECTIVE RECRUITMENT BY REFERENCE
CHECK METHOD
AUTHOR : NGO VINET
SOURCE : http://EzineArticles.com/?expert=Ngo Vinet
OBJECTIVE : TO STUDY THE PURPOSE OF USING REFERENCE CHECK

METHOD IN THE RECRUITMENT PROCESS
SUMMARY: Checking candidates' information via reference is an essential step in a

recruitment process. However, many companies do not pay much attention to such an
important thing. Recruiters should check candidates' information like achievements,
behavior in their previous companies.
Information that needs checking is:
I. Candidates' behavior/ habits that can badly affect your department or

company's activities.
II. Achievements which candidates mention to be theirs but in fact, those
achievements belong to the whole team. Awfully, some candidates make up such
achievements.
III. Reasons why candidates do not work for the previous companies.
IV. Candidates' salary in their previous companies.
V. Relationship among candidates and their colleagues or managers.
RELEVANCE TO THE PROJECT: This article helps us to understand that

Reference check in recruitment process is a simple step that does not take so much
time but can help to save money and take some more information that is not
mentioned in the candidates' applications or interviews.
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ARTICLE : SETTING UP A FORMAL RECRUITMENT AND HIRING PROCESS
AUTHOR : JEROME BALADAD (WEB CONTENT WRITER AND

EX-HR PRACTITIONER)
SOURCE : http://EzineArticles.com/?expert=Jerome_Balada
OBJECTIVE : TO STUDY THE INFLUENCE TO THE DIRECTIONS ON

HOW RECRUITMENT AND SELECTION IS DONE IN ANY ORGANISATION
SUMMARY: Some organizations called the process "recruitment and selection." But
there is consensus among credentialed HR Practitioners on how to best put in place the
most effective recruitment and hiring process to help accomplishing the goals of the
organization. The author has culled from his many years of experience doing HR
recruitment and hiring work to suggest steps that he believes would be helpful to those
interested in having formal recruitment and hiring process in place.
On the over-all, the following steps are followed when one would like to put in place a
formal recruitment and hiring process:
1) First, define and clarify the strategy of the organization related to Human Resource
(HR) management. This strategy has to come from the top-level leaders and managers
of the organization, following the size.
2) Depending on the size of the organization there has to be someone responsible to take
charge for recruitment and hiring activities in the organization. He will also be
empowered to make decisions related recruitment and hiring. This person has to be a
direct report of the CEO and the Chief HR Executive in the meantime.
3) Assign who else will be involved in the recruitment and hiring process. This can be a
standing committee of leaders and managers or a separate group..
4) Come up with “organizational chart," the job descriptions, and the pay scale and its
different grades.
5) The responsible person who is empowered to do recruitment and hiring will have to
identify the vacancies, or the jobs that have not been filled up, or without incumbents.
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RELEVANCE TO THE PROJECT : This article helps to understand the steps of
formal recruitment and hiring process that would be helpful in making a company‟s
efficiency, development and profit. It helps in assessing the employees for their
integration & retention and also influences the existing employees & the organization's
performance.
ARTICLE : RECRUITMENT AS THE MOST IMPORTANT ASPECT OF

HUMAN RESOURCE MANAGEMENT
AUTHOR : JONES, DAVID A.; SHULTZ, JONAS W.; CHAPMAN; DEREK S.

(2006)
SOURCE : RECRUITING THROUGH JOB ADVERTISEMENT: THE

EFFECT OF COGNITIV ELABORATION ON DECISION MAKING
INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT,
VOLUME 14, NUMBER 2, pp . . . . 167-179(13)
OBJECTIVE : TO STUDY THE RECRUITMENT AND SELECTION

PROCESS AS THE MOST IMPORTANT ASPECT OF HUMAN RESOURCE
MANAGEMENT
SUMMARY: Human Resource Management theories focus on methods of recruitment

and selection and highlight the advantages of interviews, general assessment and
psychometric testing as employee selection processes. The recruitment process could
be internal or external or could also be online and involves the stages of recruitment
policies, advertising, job description, job application process, interviews, assessment,
decision making, legislation selection and training. Successful recruitment methods
include a thorough analysis of the job and the labor market conditions and
interviews as well as psychometric tests to determine the potentialities of applicants.
Various techniques of selection include various types of interviews, in tray exercise,
role play, group activity, etc.
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Luxmi Group of Companies
Luxmi Group of Companies was established in the year 1912 by Paresh Chandra
Chatterjee. From that inspired first step, today under the stewardship of Dipankar, his
son, Luxmi has made confident strides financially. Today the group produces about 15
million kgs of tea from 17 estates in Assam, North Bengal & Tripura.
Luxmi group is a Private Sector Organization that offers services in

Construction / Real Estate / Infrastructure with Annual Total Turnover of 0-10 crore
and with employee Strength of 51-100.
ZEDPOINT
Zedpoint is a leading end-to-end provider of HR solutions and process outsourcing
that enable organizations to recruit more effectively and retain employees. The
Company was established and formed in 2005, by young result oriented professionals,
who have vast exposure in working with well cultured professionally managed
organizations. Our talent acquisition solutions are based on our number of years of
experience helping clients to maximize the performance of their HR department
resulting to the overall growth of the organization.
Zedpoint assessment solutions include skill testing, psychometric and personality

assessment, structured interviews, phone screening, competency modeling etc. that
helps organizations to select right person for the job resulting in producing potential
successors in the organization.
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Historical Development of Recruitment & Selection
In the earliest stages of an intervention, recruitment decisions often get made on the
basis of who is standing in the right place at the right time with the right look on
his/her face. As the situation matures, we have to think more carefully about picking
the right people for longer-term roles including middle and senior management. The
integrity of the recruitment and selection process helps to ensure sustainability by
building a strong and balanced team, demonstrating the Organizations neutrality,
promoting its good name and serving as an example for partners. You may find that
one of the first roles you need to fulfill is a HR administrator to help achieve these
goals.
Here are the major stages in this cycle:
1. Defining the Requirement

Decide what vacancy you have. If you need to fill a new role quickly you might find
it helpful to adapt one of the models provided here:
Task analysis: Draw up a detailed list of tasks that the person will have to do.
This helps in determining the qualities and qualifications genuinely required for the
job.
Job description: produce an outline of the broad responsibilities (rather than

detailed tasks) involved in the job.
Person specification: decide what skills, experience, qualifications and attributes

someone will need to do the job as defined in the task analysis and job description.
2. Attracting applications
Your file of previous applicants can be a good place to start.
Advertising: phrase your announcement in a way that makes clear what the job
involves and the type of person needed. Avoid any stipulations, which could be
seen as discriminatory e.g.
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applying an age restriction, which is not necessary. You can display a notice internally
and/or at your gate, in the local newspaper or with a message on the local radio station.
Application Form: a well-designed form can elicit information about the person's
ability and willingness to do the job. Do not ask for irrelevant information. Make it
clear on the form that applicants should consider the points in the job description and
person description when applying. Allow enough space on the form for applicants'
answers, and indicate whether continuation sheets can be used. State
clearly on the form the closing date for applications. For senior positions a supporting
letter or CV may also be required; if this is the case indicate the kind of information
sought.
Background information: provide applicants with clear, up-to-date and accurate

information about the organization, its work, its priorities and the job. Clearly indicate
the closing date for applications and the short listing and interview dates.
3. Selection
Select your candidate. Be objective and unbiased. Choose the person who best fits
your person specification.
Short listing: assess applications on the basis of the person specification (standard
forms can be very helpful at this stage). Guard against bias and discrimination - ensure
that you select for interview those who match the specifications, regardless of age,
sex, race etc, and that the specifications are not themselves discriminatory.
Interviews: Interview your short-listed candidates. Remember that your job is not only
to assess the best candidate for the job, but also to create a great impression of your
organization.
4. Candidate assessments: The interview will provide you with some information but
check it out before offering a job. Ways in which you could do this include:
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ROADMAP OF FACTOR ANALYSIS
RECRUITMENT & SELECTION
RECRUITMENT SELECTION
RECRUITMENT FACTORS
SOURCES RESPONSIBLE FOR SELECTION
RECRUITMENT STRATEGY
UTILITY IN
HRM
TYPES OF CONDITIONS
INTERVIEWS FOR MAKING THE SELECTION PROCESS
SUCCESSFUL
COMPETENCY
BASED RECRUITMENT
STEPS IN
RECRUITMENT SELECTION PROCESS
PROCESS
INDUCTION
RECRUITMENT
POLICY
CHALLENGES
OF HR IN RECRUITMENT
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OBJECTIVES
1. To make a study on the most preferably used recruitment source in the
companies. (internal/external) whether is it in case of junior, middle or senior
level.
2. To understand the recruitment strategies followed by the companies.
3. To identify the types of interviews conducted by the companies.
4. To take into consideration the different types of competency based practices
conducted by the companies.
5. To understand the steps of recruitment procedure followed by the companies.
6. To study the importance of the factors that influences the recruitment policy.
7. To analyze the challenges the countered by the HR of the companies.
8. To make a study on the crucial factors responsible for the selection process.
9. To assess the conditions responsible for making the selection procedure successful.
10. To know the steps of the selection process followed by the companies.
11. To know whether induction is carried on by the companies.
12. To assess the importance of both recruitment & selection in HRM.
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Research Methodology
Definition of Research
Research is an organized and systematic way of finding answers to questions.
SYSTEMATIC because there is a definite set of procedures and steps which you will
follow. There are certain things in the research process which are always done in order
to get the most accurate results.
ORGANIZED because there is a structure or method in going about the research. It is

a planned procedure, not a spontaneous one. It is focused and limited to a specific
scope.
FINDING ANSWERS is the end of all research. Whether it is the answer to a

hypothesis or even a simple question, research is successful when we find answers.
Sometimes the answer is no, but it is still an answer.
QUESTIONS are central to research. If there is no question, then the answer is of no

use. Research is focused on relevant, useful, and important questions. Without a
question, research has no focus, drive, or purpose.
THE OBJECTIVES OF RESEARCH
 To gain familiarity with a phenomenon or to achieve new insights into it –

Exploratory or Formulative Research.
 To portray accurately the characteristics of a particular individual, situation or a

group
– Descriptive Research.
 To determine the frequency with which something occurs or with which

it is associated with something else – Diagnostic Research.
 To test a hypothesis of a causal relationship between variables –

Hypothesis-Testing Research.
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CHARACTERISTICS OF RESEARCH
 Research is directed towards the solution of a problem.
 Research is based upon observable experience or empirical evidence.
 Research demands accurate observation and description.
 Research involves gathering new data from primary sources or using existing
data for a new purpose.
 Research activities are characterized by carefully designed procedures.
 Research requires expertise i.e., skill necessary to carryout investigation,

search the related literature and to understand and analyze the data gathered.
 Research is objective and logical – applying every possible test to

validate the data collected and conclusions reached.
 Research involves the quest for answers to unsolved problems.
 Research requires courage.
 Research is characterized by patient and unhurried activity.
 Research is carefully recorded and reported.
RESEARCH DESIGN
Research design can be thought of as the structure of research -- it is the "glue"

that holds all of the elements in a research project together. The elements of a
research design include:
 Observations or Measures: These are symbolized by an 'O' in design

notation. An O can refer to a single measure (e.g., a measure of body weight),
a single instrument with multiple items (e.g., a 10-item self-esteem scale), a
complex multi-part instrument (e.g., a survey), or a whole battery of tests or
measures given out on one occasion. If you need to
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distinguish among specific measures, you can use subscripts with the O, as in
O1, O2, and so on.
 Treatments or Programs: These are symbolized with an 'X' in design

notations. The X can refer to a simple intervention (e.g., a one-time surgical
technique) or to a complex hodgepodge program (e.g., an employment training
program). Usually, a no- treatment control or comparison group has no symbol
for the treatment (some researchers use X+ and X- to indicate the treatment
and control respectively). As with observations, you can use subscripts to
distinguish different programs or program variations.
 Groups: Each group in a design is given its own line in the design structure.
if the design notation has three lines, there are three groups in the design.
 Assignment to Group: Assignment to group is designated by a letter at

the beginning of each line (i.e., group) that describes how the group was
assigned. The major types of assignment are:
 R = random assignment
 N = nonequivalent groups
 C = assignment by cutoff
 Time: Time moves from left to right. Elements that are listed on the left
occur before elements that are listed on the right.
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Steps in the Research Design Process
The steps in the design process interact and often occur simultaneously. For
example, the design of a measurement instrument is influenced by the type of
analysis that will be conducted. However, the type of analysis is also
influenced by the specific characteristics of the measurement instrument.
Step 1: Define the Research Problem: Problem definition is the most critical part
of the research process. Research problem definition involves specifying the
information needed by management. Unless the problem is properly defined, the
information produced by the research process is unlikely to have any value. The basis
goal of problem clarification is to ensure that the decision maker‟s initial description of
the management decision is accurate and reflects the appropriate area of concern for
research. If the wrong management problem is translated into a research problem, the
probability of providing management with useful information is low.
Step 2: Estimate the Value of the Information: A decision maker normally

approaches a problem with some information. If the problem is, say, whether a new
product should be introduced, enough information will normally have been
accumulated through past experience with other decisions concerning the introduction
of new products and from various other sources to allow some preliminary judgments
to be formed about the desirability of introducing the product in question.
Step 3: Select the Data Collection Approach: There are three basic data
collection approaches in marketing research: (1) secondary data, (2) survey data, and
(3) experimental data. Secondary data were collected for some purpose other than
helping to solve the current problem, whereas primary data are collected expressly to
help solve the problem at hand.
Step 4: Select the Measurement Technique: There are four basic

measurement techniques used in marketing research: (1) questionnaires, (2) attitude
scales, (3) observation, and (4) depth interviews and projective techniques.
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A. Rating Scales – require the respondent to place the object being rated at some
point along a numerically valued continuum or in one of a numerically ordered series
of categories.
B. Composite Scales – require the respondents to express a degree of belief

concerning various attributes of the object such that the attitude can be inferred from
the pattern of responses.
C. Conjoint analysis – derive the value an individual assigns to various attributes

of a product.
I. Observation – the direct examination of behavior, the results of behavior, or

physiological changes.
II. Projective Techniques and Depth Interview – designed to gather

information that respondents are either unable or unwilling to provide in response to
direct questioning.
A. Projective Techniques – allow respondents to project or express their own

feelings as a characteristic of someone or something else.
B. Depth Interviews – allow individuals to express themselves without any fear

of disapproval, dispute, or advice from the interviewer.
Step 5: Select the Sample: Most marketing studies involve a sample or

subgroup of the total population relevant to the problem, rather than a census of the
entire group.
Step 6: Select the Model of Analysis: It is imperative that the researcher select
the analytic techniques prior to collecting the data. Once the analytic techniques are
selected, the researcher should generate fictional responses (dummy data) to the
measurement instrument.
Step 7: Prepare the Research Proposal / Report: The research design

process provides the researcher with a blueprint, or guide, for conducting and
controlling the research project.
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Factor Analysis
Factor 1: Recruitment sources used by the Companies.
Every Company has its own criteria of enumerating recruitment sources which are in
favour of the employees and also supports the organization in the long run.
Observation: Respondents from the Companies Surveyed has responded in the following
way:
75% of the respondents reflected that they are in favour of internal recruitment while
25% of the respondents‟ supports external recruitment.
Conclusion: As observed earlier 75% of the employees of Luxmi Group & Zedpoint
are in favour of the internal recruitment.
I wish to suggest that the lion share of the percentage of respondents who are agreeing
to the internal recruitment denotes that they are satisfied with the jobs internal
recruitment provides them the opportunity of career growth. Companies should take
care of those individuals who are supporting the external recruitment as external
recruitment brings additional cost for the organization.
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Factor 2: Internal recruitment sources that support junior/entry level.
Every Company has its own criteria of enumerating internal recruitment sources
which are in favour of the employees and also supports the organization in the long
run.
way:
Transfer is the most preferred source of internal recruitment, followed by inclusion of

retired employees, demotion & dependents of the deceased employee.
are in favour of the internal recruitment source, i.e. transfer.
to the transfer denotes that they are satisfied with the jobs as it provides them the
opportunity to be placed in a better prospective area. Companies can take into
consideration the option of inclusion of the deceased employee‟s dependents as it
would enhance the companies reputation.
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Factor 3: Internal recruitment sources that support middle level.
run.
way:
Promotion is the most preferred source of internal recruitment, followed by transfer,

inclusion of retired employees & dependents of the deceased employee.
are in favour of the internal recruitment source, i.e. promotion.
to the promotion denotes that they are satisfied with the jobs it provides them the
reward & recognition of their hard work. Companies can take into consideration the
option of inclusion of the deceased employee‟s dependents as it would enhance the
companies‟ reputation.
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Factor 4: Internal recruitment sources that support senior level.
run.
way:
Promotion is the most preferred source of internal recruitment, followed by transfer,

inclusion of retired employees & dependents of the deceased employee.
are in favour of the internal recruitment source, i.e. promotion.
to the promotion denotes that they are satisfied with the jobs it provides them the
reward & recognition of their hard work. Companies can take into consideration the
option of inclusion of the deceased employee‟s dependents as it would enhance the
companies‟ reputation.
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Factor 5: External recruitment sources that support junior/entry level.
Every Company has its own criteria of enumerating external recruitment sources
run.
way:
Employee referrals are the most preferred source of external recruitment, followed by
advertisements, unsolicited applicants, labour contractors & employment exchange.
are in favour of the external recruitment source, i.e. employee referrals.
to the employee referrals denotes that the company has complete faith & believe on
the employees. Companies should also pay attention to unsolicited applicants.
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Factor 6: External recruitment sources that support middle level.
run.
way:
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Factor 7: External recruitment sources that support senior level.
run.
way:
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Factor 8: Recruitment procedure followed by the Companies.
Every Company has its own criteria of enumerating recruitment procedure which
depends upon the company‟s capacity & financial ability.
way:
The most preferred recruitment procedure is centralization. The reason behind

such cause is company‟s capacity & financial ability.
Conclusion: As observed earlier 60% of the employees of Luxmi Group &

Zedpoint are in favour of the centralization as it keeps them under the contact of
with the head quarters.
I wish to suggest that the companies should pay attention to follow the decentralized
procedure as it enable the company to expand itself & at the same time it releases the
pressure on the top level management.
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Every Company has its own criteria of enumerating the role of academic marks in the
recruitment procedure.
way:
85% of the respondents had given their vote to either somewhat/strongly agree or
remain neutral. Surprisingly 15% have not given their vote in favour of academic
marks.
are in favour of the academic marks.
I wish to suggest that the companies should pay attention to those individuals who are
against the favour of use of academic marks & understand the reason why they are
against the company‟s recruitment strategy.
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Factor 10: Employment test to be conducted in junior level.
Every Company has its own criteria of enumerating employment test which
depends upon the company‟s decision & to a certain degree company‟s financial
stability.
way:
The most preferred employment test is aptitude test, followed by intelligence test,
graphology test, polygraph test & achievement test.
Conclusion: As observed earlier 45% of the employees of Luxmi Group &

Zedpoint are in favour of the aptitude test as it enables them to prove their suitability
for the job.
I wish to suggest that the companies should also pay attention to the achievement
test as it will enable a fresher to showcase his achievement in the academic area.
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Factor 11: Employment test to be conducted in middle level.
Every Company has its own criteria of enumerating employment test which depends
upon the company‟s decision & to a certain degree company‟s financial stability.
way:
The most preferred employment test is intelligence test, followed by aptitude test,
graphology test, polygraph test & achievement test.
are in favour of the intelligence test as it enables them to apply their experience &
handle a critical situation.
I wish to suggest that the companies should also pay attention to the achievement test
as it will enable an employee to showcase his achievement in the academic &
corporate area.
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Factor 12: Employment test to be conducted in senior level.
Every Company has its own criteria of enumerating employment test which depends
upon the company‟s decision & to a certain degree company‟s financial stability.
way:
The most preferred employment test is achievement test, followed by intelligence test,
aptitude test, polygraph test & graphology test.
are in favour of the achievement test as it enables them to showcase their achievement
in the corporate sector.
I wish to suggest that the companies should also pay attention to the intelligence test
as it will enable an employee to use the experience to handle a critical situation.
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Factor 13: Should reference check be an integral part of recruitment procedure?
Every Company has its own criteria of enumerating the role of reference check in the
way:
96% of the respondents had given their vote to either somewhat/strongly agree or
remain neutral. Only 4% have not given their vote in favour of academic marks.
are in favour of the academic marks.
I wish to suggest that the companies should pay attention to those individuals who are
against the favour of use of reference check & understand the reason why they are
against the company‟s recruitment strategy.
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Factor 14: Is e-recruiting a suitable way of recruiting?
Every Company has its own criteria of enumerating the usage of e-recruitment in the
way:
Surprisingly 62% of the respondents remain neutral.16% has given their vote against
such type of recruitment.
are in a neutral position.
I wish to suggest that the companies should make this form of recruitment more
popular & aware to the employees.16% against such recruitment should also be taken
into consideration to know the reason of not supporting the company‟s recruitment
strategy.
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Factor 15: Performance of e-recruitment.
Every Company has its own criteria of enumerating the measurement of the
performance of e- recruitment.
Observation: Respondents from the Companies Surveyed has responded in the
following way: Surprisingly 72% of the respondents have voted for average & 15%
for bad.
had opted for average & bad performance in e-recruitment.
I wish to suggest that the companies should make this form of recruitment more
popular & aware to the employees.80% supporting the below performance of such
recruitment should also be taken into consideration to know the reason of not
supporting the company’s recruitment strategy.
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Factor 16: Key drivers of e-recruitment.
Every Company has its own criteria of enumerating the key drivers of e-recruitment in
the recruitment procedure.
way:
Improvement of the corporate image & profile is the most preferred key driver of e-
recruitment, followed by reduction of recruitment cost, employee better tool for
recruitment team & increasing the speed of time.
are in favour in the improvement of corporate image & profile.
I wish to suggest that the individuals supporting the corporate image & profile denotes
their loyalty & satisfaction towards their company & job respectively. Employees
should also takes into consideration the matter of reduction in recruitment cost which
will also benefit the companies at large.
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Factor 17: Importance given to the factors while recruiting the junior level.
Every Company has its own criteria of enumerating the factors to be taken into
consideration while recruiting the junior level.
way:
Qualification is the most preferred factor to be taken into consideration while

recruiting a fresher, followed by communication skills, leadership qualities &
experience.
are in favour of the qualification factor to be taken into consideration while recruiting
a fresher.
I wish to suggest that the individuals supporting the qualification factor denotes they
are favoring a fresher‟s academic achievements. Companies should also value the
fresher‟s communication skills equally with that of qualification factor as it is very
much associated with qualification.
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Factor 18: Importance given to the factors while recruiting the middle level.
consideration while recruiting the middle level employees.
way:
Qualification is the most preferred factor to be taken into consideration while

recruiting a middle level employee, followed by, experience, communication skills &
leadership qualities.
a middle level employee.
I wish to suggest that the individuals supporting the qualification factor denotes they
are favoring a middle level employee’s academic achievements. Companies should
also value the employee’s experience higher than that of qualification factor as a
middle level employee adds value to the organization by means of experience not by
academic achievements.
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Factor 19: Importance given to the factors while recruiting the senior level.
consideration while recruiting the senior level employees.
way:
Experience is the most preferred factor to be taken into consideration while recruiting
a senior level employee, followed by, leadership qualities, and qualification &
communication skills.
a senior level employee.
I wish to suggest that the individuals supporting the experience factor denotes they are
favoring a senior level employee‟s corporate achievements. Companies should also
value the employee‟s communication skills higher than that of qualification factor as a
senior level employee adds value to the organization by communication skills not by
academic achievements.
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Factor 20: Number of interviews to be conducted to provide offer letter.
Every Company has its own criteria of enumerating the number of interviews to be
taken into consideration while recruiting employees.
Observation: Respondents from the Companies Surveyed has responded in the
following way: The most preferred number of interviews is two, followed by one,
three & more than three.
are in favour of the number of interviews to be taken into consideration while
recruiting an employee is two.
I wish to suggest that the individuals supporting the two numbers of interviews denote
that they want to face seldom number of interviews as possible. Companies should
limit the numbers of interviews to three in order to decrease the recruitment & at the
same time reduce the pressure on the selected employee/s.
39
Factor 21: Type of interviews to be conducted to provide offer letter.
Every Company has its own criteria of enumerating the types of interviews to be taken
into consideration while recruiting employees.
way:
The most preferred interview is one-to-one interview, followed by telephonic

interview, group interview, panel interview & stress interview.
are in favour of the „one-to-one interview‟ to be taken into consideration while
recruiting an employee.
I wish to suggest that the individual supporting the „one-to-one‟ interview indicates
that they want to face seldom pressure as possible. Companies should pay attention to
the stress interview where an individual‟s stress facing can be exposed.
40
Factor 22: Type of competency based practices.
Every Company has its own criteria of enumerating the types of competency based
practices to be carried on.
way:
The most preferred competency based practices is role play, followed by reference
checking guides, notices of job requirements, template interview & portfolio reviews.
are in favour of the role play to be practiced in organizations.
I wish to suggest that the individual supporting the role play indicates that they want
to keep themselves ready for any role they have to face, if needed. Companies should
also practice the notices of job requirements so that individuals can be kept informed
by the organization-a two way communication.
41
Factor 23: Reasons for vacancy identification.
Every Company has its own criteria of enumerating the reasons of vacancy identification.
way:
The most preferred reason for vacancy identification is the duties to be performed,
followed by posts to be filled, number of persons required & qualification required.
are in favour of the duties to be performed.
I wish to suggest that the individual supporting the duties to be performed indicates
that they are laying more stress on the duty from where they can derive job
satisfaction. Companies should look at the qualification required as it would reduce
the number of unwanted applicants to apply for the vacancy.
42
Factor 24: Factors affecting recruitment policy.
Every Company has its own criteria of enumerating the factors affecting the recruitment
policy.
way:
The most preferred factor affecting the recruitment policy organizational need
followed by organizational goals, recruitment costs, preferred recruitment source &
personnel policies.
are in favour of the organizational need.
I wish to suggest that the individuals supporting the organizational needs indicates that
the working environment is good as they are keeping their individual needs behind
organizational need. Companies should also pay attention to recruitment source as
adoption of internal recruitment will cost less than the external recruitment.
43
Factor 25: Major challenges faced by HR in recruitment.
Every Company has its own criteria of enumerating the challenges faced by HR in
recruitment.
way:
The most preferred challenge faced by a HR in recruitment is adaptability to

globalization, followed by process analysis, lack of motivation & strategic
prioritization.
are in favour of the adaptability to globalization.
I wish to suggest that the individuals supporting the adaptability to globalization

denote their inability to come in terms with changing global environment. So the
companies should train those individuals & make them habituated with the changing
environment.
44
Factor 26: Factors affecting selection process (junior level).
Every Company has its own criteria of enumerating the factors affecting the selection
process (junior level).
way:
The most preferred factor affecting the selection process (junior level) is the industry
type, followed by salary budget, willing to relocate, domain experience & relevant
experience.
are in favour of the industry type.
I wish to suggest that the individuals supporting the industry type indicates that
Organizations are unwilling to take individuals from different industry. Employees
should also rate the salary factor equivalent to the industry type.
45
Factor 27: Factors affe
cting selection process (middle level).
process (middle level).
way:
The most preferred factor affecting the selection process (middle level) is the domain
experience, followed by relevant experience, salary budget, industry type & willing to
relocate.
are in favour of the domain experience.
I wish to suggest that the individuals supporting the domain experience indicates that
Organizations are unwilling to take individuals from different domain. Employees
should also rate the salary factor equivalent to the domain experience.
46
Factor 28: Factors affecting selection process (senior level).
process (senior level).
way:
The most preferred factor affecting the selection process (senior level) is the relevant
experience, followed by industry type, domain experience, willing to relocate & salary
budget.
are in favour of the relevant experience.
I wish to suggest that the individuals supporting the relevant experience indicate that
Organizations are unwilling to take individuals from different domain. Employees
should also rate the salary factor equivalent to the relevant experience.
47
Factor 29: Essentials to make the selection procedure successful.
Every Company has its own criteria of enumerating the essentials of the selection
procedure.
way:
60% of the respondents have voted for strongly/somewhat agree but 20% have gone
for neutral. Surprisingly 10% of the respondents are against it.
are in favour of the essentials (having the authority to select, job description & job
specification, availability of sufficient number of applicants) of the selection
procedure.
I wish to suggest that the individuals supporting the essentials indicate that they are
very much satisfied with the organization. According to me, if the duties to be
performed are also included the 10% of rejection would decrease.
48
Factor 30: Should induction procedure be carried on?
Every Company has its own criteria of enumerating the induction procedure.
way:
95% of the respondents have voted for the induction procedure & surprisingly 5% are
against such procedure which is very much useful for a new comer. One thing is to be
mentioned here is that 5% includes mainly the top level employees.
are in favour of the induction procedure.
I wish to suggest that the individuals supporting the induction denote that it helps
them to get accustomed with the working environment, subordinates & the immediate
supervisor. As mentioned that top level employees (5%) are against it as the company
has to bear a certain degree of cost.
49
Factor 31: Form of induction procedure.
Every Company has its own criteria of enumerating the form of induction procedure.
way:
90% of the respondents have voted for the informal induction procedure &
surprisingly 10% are against such procedure which is very much helpful for a new
comer. One thing is to be mentioned here is that 10% includes mainly the top level
employees.
are in favour of the informal induction procedure.
I wish to suggest that the individuals supporting the informal induction denote that it
helps them to get accustomed with the working environment, subordinates & the
immediate supervisor quickly in comparison to formal induction. As mentioned that
top level employees (10%) are against it as they believes that being formal enables an
employee to get accustomed with formal corporate culture quickly.
50
Factor 32: Major feature of the approach to selection interviewing.
Every Company has its own criteria of enumerating the major feature of the approach
to selection interviewing.
way:
The most preferred feature of the approach is objective-reliable-methodological,

followed by use of panels to share information & reduce bias, focusing attention to
competencies most critical to success & all of them
are in favour of being objective, reliable & methodological.
I wish to suggest that the individuals supporting the objective, reliable &
methodological indicate that they want to face as much as objective questions as
possible in comparison to elaborate ones.
51
OBSERVATIONS/FINDINGS
I) 75% of the employees of Luxmi Group & Zedpoint are in favour of the internal
recruitment.
II) 51% of the employees of Luxmi Group & Zedpoint are in favour of the internal
recruitment source, i.e. transfer (junior level).
III) 35% of the employees of Luxmi Group & Zedpoint are in favour of the internal
recruitment source, i.e. promotion (middle level).
IV) 40% of the employees of Luxmi Group & Zedpoint are in favour of the
internal recruitment source, i.e. promotion (senior level).
V) 46% of the employees of Luxmi Group & Zedpoint are in favour of the external
recruitment source, i.e. employee referrals (junior level).
VI) 50% of the employees of Luxmi Group & Zedpoint are in favour of the
external recruitment source, i.e. employee referrals (middle level).
VII) 52% of the employees of Luxmi Group & Zedpoint are in favour of the
external recruitment source, i.e. employee referrals (senior level).
VIII) 60% of the employees of Luxmi Group & Zedpoint are in favour of the
centralization as it keeps them under the contact of with the head quarters.
IX) 85% of the respondents had given their vote to either somewhat/strongly agree
or remain neutral. Surprisingly 15% have not given their vote in favour of academic
marks.
X) 45% of the employees of Luxmi Group & Zedpoint are in favour of the
aptitude test as it enables them to prove their suitability for the job (junior level).
XI) 47% of the employees of Luxmi Group & Zedpoint are in favour of the
intelligence test as it enables them to apply their experience & handle a critical
situation (middle level).
52
SUGGESTIONS AND RECOMMENDATIONS
1) I wish to suggest that the lion share of the percentage of respondents who are
agreeing to the internal recruitment denotes that they are satisfied with their jobs as
internal recruitment provides them the opportunity of career growth. Companies
should take care of those individuals who are supporting the external recruitment as
external recruitment brings additional cost for the organization.
agreeing to the transfer denotes that they are satisfied with the job as it provides them
the opportunity to be placed in a better prospective area. Companies can take into
would enhance the companies‟ reputation.
agreeing to the promotion denotes that they are satisfied with the job as it provides
them the reward & recognition of their hard work. Companies can take into
would enhance the companies‟ reputation.
agreeing to the promotion denotes that they are satisfied with the job as it provides
them the reward & recognition of their hard work. Companies can take into
consideration the option of inclusion of the deceased employee’s dependents as it
would enhance the company’s reputation.
agreeing to the employee referrals denotes that the company has complete faith &
believe on the employees. Companies should also pay attention to unsolicited
applicants.
agreeing to the employee referrals denotes that the company has complete faith &
believe on the employees. Companies should also pay attention to unsolicited
applicants.
53
LIMITATIONS
1) Sample constraint.
2) Time constraint.
3) Respondents did not take the questionnaire method seriously.
4) Respondents were very much reluctant in answer the question.
54
BIBLIOGRAPHY
1) http://EzineArticles.com/?expert=Ngo Vinet
2) http://EzineArticles.com/?expert=Jerome_Baladad
3) RECRUITING THROUGH JOB ADVERTISEMENT: THE EFFECT OF

COGNITIV ELABORATION ON DECISION MAKING INTERNATIONAL
JOURNAL OF SELECTION AND ASSESSMENT, VOLUME 14, NUMBER 2, pp . . .
. 167-179(13)
55
56

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A PROJECT REPORT

Submitted in Practical fulfillment of SAMBALPUR UNIVERSITY,

Prof. ANJAN KUMAR DAS

SHARMA SHAKTI COLLEGE, BIRMITRAPUR

Course & semester: B.Com. 6th Semester

would like to express my deepest thanks to Prof. Mr. ANJAN KUMAR

DAS, the Faculty at Sharma Shakti College, Birmitrapur, for giving me

such a fantastic opportunity in working in this project. My project guide

Mohammad Hanjalah helped immensely to completely my project.

PART I PAGE NO.

Suggestions & Recommendations 52

AUTHOR : NGO VINET

SOURCE : http://EzineArticles.com/?expert=Ngo Vinet

OBJECTIVE : TO STUDY THE PURPOSE OF USING REFERENCE CHECK

SUMMARY: Checking candidates' information via reference is an essential step in a

Information that needs checking is:

I. Candidates' behavior/ habits that can badly affect your department or

RELEVANCE TO THE PROJECT: This article helps us to understand that

AUTHOR : JEROME BALADAD (WEB CONTENT WRITER AND

OBJECTIVE : TO STUDY THE INFLUENCE TO THE DIRECTIONS ON

ARTICLE : RECRUITMENT AS THE MOST IMPORTANT ASPECT OF

AUTHOR : JONES, DAVID A.; SHULTZ, JONAS W.; CHAPMAN; DEREK S.

SOURCE : RECRUITING THROUGH JOB ADVERTISEMENT: THE

OBJECTIVE : TO STUDY THE RECRUITMENT AND SELECTION

SUMMARY: Human Resource Management theories focus on methods of recruitment

Luxmi group is a Private Sector Organization that offers services in

Zedpoint assessment solutions include skill testing, psychometric and personality

1. Defining the Requirement

Job description: produce an outline of the broad responsibilities (rather than

Person specification: decide what skills, experience, qualifications and attributes

Background information: provide applicants with clear, up-to-date and accurate

RECRUITMENT & SELECTION

Research is an organized and systematic way of finding answers to questions.

ORGANIZED because there is a structure or method in going about the research. It is

FINDING ANSWERS is the end of all research. Whether it is the answer to a

QUESTIONS are central to research. If there is no question, then the answer is of no

THE OBJECTIVES OF RESEARCH

 To gain familiarity with a phenomenon or to achieve new insights into it –

 To portray accurately the characteristics of a particular individual, situation or a

 To determine the frequency with which something occurs or with which

 To test a hypothesis of a causal relationship between variables –

 Research is directed towards the solution of a problem.

 Research is based upon observable experience or empirical evidence.

 Research demands accurate observation and description.

 Research activities are characterized by carefully designed procedures.

 Research requires expertise i.e., skill necessary to carryout investigation,

 Research is objective and logical – applying every possible test to

 Research involves the quest for answers to unsolved problems.

 Research requires courage.

 Research is characterized by patient and unhurried activity.

 Research is carefully recorded and reported.

Research design can be thought of as the structure of research -- it is the "glue"

 Observations or Measures: These are symbolized by an 'O' in design

 Treatments or Programs: These are symbolized with an 'X' in design

 Assignment to Group: Assignment to group is designated by a letter at

Step 2: Estimate the Value of the Information: A decision maker normally

Step 4: Select the Measurement Technique: There are four basic

B. Composite Scales – require the respondents to express a degree of belief