A

PROJECT REPORT
ON

“A STUDY OF RECRUITMENT & SELECTION PROCEDURE WITH

REFERENCE TO BIRLA CORPORATION LIMITED, SATNA”

SUBMITTED TO

AWADHESH PRATAP SINGH UNIVERSITY, REWA (M.P.)

FOR THE AWARD OF

BACHELOR OF BUSINESS ADMINISTRATION
BBA (SEMESTER-VI)

BY

MR. TILAKRAJ SINGH

UNDER GUIDANCE OF
PROF. K. P. TRIPATHI

VINDHYA INSTITUTE OF MANAGEMENT & SCIENCE,

SATNA (M.P.)
2014- 2015

1
VINDHYA INSTITUTE OF MANAGEMENT & SCIENCE,
SATNA (M.P.)

GUIDE’S CERTIFICATE
This is to certify that MR. TILAKRAJ SINGH has

satisfactorily completed the Project work on “A Study of Recruitment &

Selection Procedure with reference to Birla Corporation Limited, Satna”

under my guidance for the partial fulfillment of BBA (Semester-VI)

submitted to Awadhesh Pratap Singh University, Rewa during the academic

year 2014-2015.

To best of my knowledge and belief the matter presented by her is

original work and not copied from any source. Also this report has not been

submitted earlier for the award of any Degree of Awadhesh Pratap Singh

University, Rewa.

Place: Satna PROF. K. P. TRIPATHI

Date: / / 2015 (Project Guide)

2
VINDHYA INSTITUTE OF MANAGEMENT & SCIENCE,
SATNA (M.P.)

DECLARATION

I undersigned, hereby declare that this project report entitled “A Study

of Recruitment & Selection Procedure with reference to Birla

Corporation Limited, Satna” prescribed by AWADHESH PRATAP SINGH

UNIVERSITY, REWA during the academic year 2014-2015 under the guidance of

PROF. K. P. TRIPATHI is my original work.

The matter presented in this report has not been copied from any

source. I understand that any such copying is liable to be punishable in any

way the university authorities deem to be fit. Also this report has not been

submitted earlier for the award of any Degree or Diploma of Awadhesh Pratap

Singh University, Rewa or any other University.

This work humbly submitted to Awadhesh Pratap Singh University for

the partial fulfillment of Bachelor of Business Administration (Sem-VI).

PLACE: SATNA MR.

TILAKRAJ SINGH

3
DATE: / / 2015

VINDHYA INSTITUTE OF MANAGEMENT & SCIENCE,

SATNA (M.P.)

ACKNOWLEDGEMENT

Whenever we are standing on most difficult step of the dream of our

life, we often remind about The Great God for His blessings & kind help and
he always helps us in tracking off the problems by some means in our lifetime.
I feel great pleasure to present this project entitled “A Study of Recruitment &
Selection Procedure with reference to Birla Corporation Limited, Satna”.

I am grateful to those people who help me a lot in preparation of this

project report. It is their support and blessings, which has brought me to write
this project report. I have a deep sense of gratitude in my heart for them.

I am very thankful to my project guide Prof. K.P.Tripathi for his whole-

hearted support and affectionate encouragement without which my successful
project would not have been possible.

Finally, I am very grateful to Mighty God and inspiring parents whose

loving & caring support contributed a major share in completion of my task.

4
 Mr. Tilakraj Singh

TABLE OF CONTENTS

S.N. Contents Page No.

1 Introduction of Project 8-14

2 Company Profile 15-17

3 Review of Literature 18-20

4 Objectives 21-22

5 Research Methodology 23-26

6 Data Analysis & Interpretation 27-34

7 Findings & Suggestions 35-37

8 Limitations 38-39

9 Conclusion 40-41

10 Bibliography 42-43

Annexure
11 44-46
Questionnaire

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 CHAPTER-I

INTRODUCTION OF PROJECT

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INTRODUCTION:

Recruitment is the process of searching for prospective employees and stimulating them
to apply for jobs in the organization. Recruitment is concerned with developing suitable
techniques for attracting more and more candidates. Recruitment is a linkage activity
bringing together those with jobs and those seeking jobs. Recruitment is just one step in
the process of employment.

Recruitment is a process to discover the sources of manpower to meet the requirement of

the staffing schedule and to employ effective measures for attracting that manpower in
adequate number to facilitate effective selection of an efficient working force.

Objectives of Recruitment

 Attract people with multi-dimensional skills

 Induct outsiders with a new perspective
 Head hunt for people whose skills match company values
 Seek out non-conventional development grounds of talent
 Anticipate & find people for positions that do not exist yet
 Anticipate & find people for positions that do not exist yet

Factors Affecting Recruitment

 Size of the organization

 Employment conditions where the organization is located
 Effects of past recruiting efforts – a reflective
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  Working conditions & pay packages offered
 Growth rate of organization
 Company image
 Future expansion programmes
 Organization culture
 Cost of recruitment
Sources of Recruitment
When commencing recruitment it is essential for the manager to have knowledge of
sources of employee supply. The organization should consider the most likely source of
the type of employee it needs. There are two sources

 Internal source
 External source

Internal source

These are the most obvious sources. They include the present working force. Whenever
any vacancy occurs, somebody from within the organization is upgraded, transferred,
promoted. This source also includes personnel who were once on the payroll wherein the
company would like to rehire, such as those on leave of absence, those who quit or those
on production lay-offs.

 Present work force

 Present temporary / casual employees
 Retrenched / retired employees
 Dependants of deceased, disabled employees

Merits:

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 1. Improves moral of employees because the y are assured of preference over
outsider s during vacancies.
2. The employer is in a better position to evaluate those presently employed than
outsider.
3. Promotes loyalty among employees as it gives them a sense of job security and
opportunities for advancement.
4. Little training is required as the persons are acquainted with the company’s
policies and operating procedures.
5. The persons can be relied upon.
6. It is less costly.

Demerits
1. Leads to inbreeding and discourages new blood from entering the organization.
2. Internal sources may dry up, as it may be difficult to find the requisite personnel
from within.
3. As promotion is based on seniority, it can occur that capable hands may not be
chosen.

This source is used by many organizations, but a large no. also ignore this source
especially for middle management jobs. It is not only reasonable but also wise to use this
source if the vacancies to be filled are within the capacity of present employees.

External source

This sources lie outside the organization. They include….

 New entrants to the labour force – inexperienced potential employees. The labour
market is a source for the employers to recruit their work force. It is a highly
unstructured and unorganized market where the forces of demand and supply
interact.
 The unemployed – with a wide range of skills and abilities
 Retired experienced persons.
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  Others not in the labour force- married women and minority groups.
 Advertising as a source of candidates – involves ad’s in newspapers, radio, trade
and professional journals, magazines etc. For a good ad one has to address two
issues i.e. the media to be used & the ad’s construction.
 Employment agencies as a source - govt. employment agencies that exist in every
state maintain a database. Privately owned agencies are an important source too.
 Executive recruiters as a source - (head hunters) are special employment agencies
retained by employers to seek out top management talent.
 Campus recruitment as a source – important source for management trainees.
Sometimes these programs are relatively expensive and time consuming, as
schedules must be set well in advance, company brochures printed, interview
records maintained and much time spent on campus.
 Referrals and walk-ins as source - walk-ins are direct applications made at the
company’s office. Some companies encourage the employee referral campaigns,
wherein existing employees refer candidates who could be relatives or friends for
the vacant position.
 Trade unions - provide manuals and skilled workers.

Merits

1. External sources provide the requisite type of personnel having skill, training and
education.
2. The best selections can be made from a large no. of candidates without any
distinctions.
3. Economical in the long run because potential employees do not need extra training.

Demerits
1. The system suffers from what is called as “brain drains” especially when experienced
persons are raided by other concerns.

SELECTION:

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Selection is the process of picking up individuals (out of the pool of job applicants) with
requisite qualifications and competence to fill jobs in the organization.

The selection process is a tool in the hands of management to differentiate between the
qualified and unqualified applicants by applying various techniques such as interviews,
tests etc. Selection procedure may be compared to a series of barriers which an applicant
is required to cross before he is finally selected.

Selection process is concerned with the development of selection policies and procedure
and the evaluation of potential employees in terms of job specifications. This process
includes the development of application blanks, valid and reliable tests, interview
techniques employee reversal systems, evaluations and selections of personnel in terms of
jobs specifications the making up of final recommendations to the hire management and
the sending of offers and rejection latter’s.

“Selection is the process of examining the applicants with regard to their suitability for
the given job or jobs, and choosing the best candidate and rejecting the others.” Good
recruitment practices are only one key to generating a pool of top job candidates. Equally
important is having a strong basis from which to recruit. If an organization’s policies and
practices are unattractive to candidates, the organization’s ability to generate good
candidates will be limited regardless of the specific recruitment practices they employee.

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The selection process is followed immediately after undertaking the recruitment function.
The selection procedure is concerned with securing relevant information about an
applicant in a no. of stages. The objective here is to determine whether an applicant meets
the qualifications for a specific job and to choose the applicant who is most likely to
perform well in that job.
At each stage in the selection procedure, facts may come to light leading to the rejection
of the applicants. The procedure can be compared to a series of successive hurdles that an
applicant has to cross. The complexity of a process usually increases with the level and
responsibility of the position to be filled.

STEPS IN SELECTION PROCEDURE

There is no shortcut to an accurate evaluation of a candidate and therefore the selection

process may be generally long and complicated. The following is a popular procedure
though which can be modified to suit individual situation.

1. Reception /preliminary interview/screening

2. Application blank
3. Tests
4. A comprehensive interview
5. Reference check
6. Physical examination
7. Final selection

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 CHAPTER-II

COMPANY PROFILE

COMPANY PROFILE:

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Birla Corporation Limited (BCL) has been ranked 6 th amongst India’s ten “Most
Admired Companies” in the Cement Sector by Fortune India, the eminent business
magazine. The ranking has been based on a number of criteria, including “size,
contribution GDP, growth rate, maturity of industry and sufficient competition”. The
ranking of the company has gone up to 6th in 2013 from 8th in 2012. This is Fortune
India’s second survey of India’s “Most Admired Companies”.

Birla Corporation Limited is the flagship Company of the M.P. Birla Group.
Incorporated as Birla Jute Manufacturing Company Limited in 1919, it was Late Mr.
Madhav Prasad Birla who gave shape to it. As Chairman of the Company, Mr.
Madhav Prasad Birla transformed it from a manufacturer of jute goods to a leading
multi-product corporation with widespread activities. Under the Chairmanship of Mrs.
Priyamvada Birla, the Company crossed the Rs. 1300 - crore turnover mark and the
name was changed to Birla Corporation Limited in 1998.

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After the demise of Mrs. Priyamvada Birla, the Company continued to consolidate in
terms of profitability, competitiveness and growth under the leadership of Mr. Rajendra
S. Lodha, late Chairman of the M.P. Birla Group. Under his leadership, the Company
posted its best ever results in the years ended 31.3.2006, 31.3.2007 and 31.3.2008.

The Company continued to record impressive growth in 2008-09 and 2009-10. Mr H V

Lodha is now Chairman of the company.

Birla Corporation Limited has products ranging from cement to jute goods, PVC floor
covering, as well as auto trims (jute felt-based car interiors).
 
 Installed Capacity and Production

Product Installed Capacity Production (2009-2010)

Cement 6.46 Mill. Tons. 5.69 Mill. Tons.
Jute Goods 38000 M T 27,300 MT
PVC Floor Covering 48.60 lakh sq. mtrs 1.09 lakh sq. mtrs.
Auto Trim Parts 7.80 lakh Pcs 0.64 lakh Pcs
Iron & Steel Casting 3,750 tons 1,078 tons

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 CHAPTER-III

REVIEW OF LITERATURE

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Review of Literature:

This chapter presents the literature pertaining to role and the importance of recruitment
sources. A diverse range of studies have been conducted by various scholars, which
present different perspectives with regard to the role of recruitment and recruitment
sources.

Most employers recognize the fact that their staff is their greatest asset, and the right
recruitment and induction processes are vital in ensuring that the new employee becomes
effective in the shortest time. The success of an organization depends on having the right
number of staff, with the right skills and abilities. Organizations’ may have a dedicated
personnel/human resource function overseeing this process, or they may devolve these
responsibilities to line managers and supervisors. Many people may be involved, and all
should be aware of the principles of good practice. Even it is essential to involve others in
the task of recruitment and induction.

Ms. Ambika Verma(2009) in their survey research on the use of technologies in

recruiting, screening, and selection processes for job candidates conducted in Dimension
group found that most organizations implemented technology based recruitment and
selection tools to improve efficiency, reduce costs, and expand the applicant pool.

The meta-analysis of the research conducted by Chapman, Uggersler, Carroll,

Piasentin & Jones (2005) concluded that timely responses from HR managers were
linked to greater applicant attraction to a job with an organization.

According to Robins, in his study revealed that, “The ideal recruitment effort will attract
a large number of qualified applicants who will take the job if it is offered. So recruiting
is a process of discovering the potential candidates for actual organizational vacancies”.

Robert (2005), in his study titled, “Strategic HR Review, 2004”, states that successful
recruitment and selection can improve organization performance”.

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Bowen, et al (1991), in his study examined “that integrated recruitment and selection
process helps recruiters to choose the candidates to fit the characteristics of an
organization culture”

Beardwell, et al (2003) in his study examined that, “Selection is carried out by

organizations as a means of candidates’ potential and actual performance and the intake
of employees will make the most appropriate contribution to organization-now and in
future”.

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 CHAPTER-IV

OBJECTIVES OF THE STUDY

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OBJECTIVES

This research is based on the study of recruitment and selection procedure of Birla
Corporation Limited, Satna. The objectives of my study are as follows:

1. To study the recruitment and selection procedure in Birla Corporation

Limited, Satna.

2. This study helps in selecting best and qualified candidates for the jobs in an
organisation.

3. To study the different methods of recruitment & selection depending on the

requirements of the organization.

4. To find the relationship whether jobs offered based on qualification to the

employees in the organization.

5. To study the level of job satisfaction in the organization.

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 CHAPTER-V

RESEARCH METHODOLOGY

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Research Methodology:

This project is prepared with the help of theoretical knowledge as well as practical
knowledge & a crumb of advises & suggestions from the concerned professors. As far as
practical is concerned, all the information about the companies information available on
internet. The theoretical pert taken from the various books & magazines available on this
subject. And other recent happing in marketing is taken from magazines & news paper.
Overall this mission has been completed with the combination of all those things & it had
been with the best of my facts & information.

Research methodology refers to search for knowledge. Redman and Mory define research
as a “Systematized effort to gain new knowledge. Research is an academic activity and
such the term should be used in technical sense. According to Clifford Woody, Research
comprises defining and redefining problem, formulating hypothesis or suggested
solutions; collecting, organizing and evaluating data; making deductions and research
conclusions; and at last carefully testing the conclusions to determine whether they fit the
formulating hypothesis.

Research is thus an original contribution to the existing stock of knowledge making for
its advertisement. It is pursuit of truth with the help of study, observation, comparison
and experiment. In short the search for knowledge through objective and systematic
method of finding solution to problem is research.

RESEARCH DESIGN

A Research design is the arrangement of conditions for collection and analysis of data in
a manner that aims to combine relevance to the Research purpose with economy in
procedure. In fact the Research design is the conceptual structure within which Research
is conducted: it constitutes the blueprint for the collection measurement and analysis of
data.

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It must be able to define clearly what they want to measure and must find adequate
methods for measuring it along with a clear cut definition of population wants to study.
Since the aim is to obtain complete and accurate information in these studies, the
procedure to be used must be carefully planned. The research design must make enough
provision for protection against bias and must maximize reliability with due concern for
the economical completion of the search study.

Descriptive research is adopted for this study. It includes surveys and fact finding
enquires of different kinds. The major purpose of descriptive research is description of
the state affairs as it exists at present. The main characteristic of this method is that the
researcher has no control over the variables. He can only report what has happened or
what is happened.

SAMPLING DESIGN

A sample design is a definite plan for obtaining a sample from the sampling frame, it
refers to the technique or procedure the researcher would adopt in selecting some
sampling units from which interferences about the population is drawn. Sampling type
used is Simple Random sampling technique.

POPULATION AND SAMPLE SIZE

A decision has to be taken concerning sampling unit before selecting sample. The
population for this study includes the employees from Birla Corporation Limited, Satna.
100 employees were undertaken for the study.

DATA COLLECTION

For achieving the specific objectives of this study, data were gathered from both primary
and secondary sources.

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Primary Sources:

 Direct conversation with the employees.

 Employee’s opinion towards recruitment and selection procedure of the company.

Secondary Sources:

 Various records of the Company.

 Different Types of system information.
 Website of BCL.
 Different newsletters.
 Annual Performance Appraisal Form of company.

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 CHAPTER-VI
DATA ANALYSIS & INTERPRETATION

25
Data Analysis & Interpretation:

This chapter includes the primary data collected during the training period through the
observations and the analysis drawn by the interviewer through questionnaire. The
analysis of data was done on the basis of unit, age and number of years of
experience and factors. Analysis was done using the simple average method so
that, finding of the survey was easily comprehensible by all.

1. Employees were asked about the time period, for which they were employed, for
which following the responses were obtained.

Options No. Of. .Respondents Percentage

Short time period 6 10
Long time period 48 80
Daily wages 0 0
Particular project only 6 10
Total 60 100

INTREPRETAION:

Out of 60 employees who were asked about the time period for which they were
recruited, 80% of employees are recruited for long time period where as 10% of
employees are recruited only for particular projects.

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2. Employees were asked whether they found any relations their qualifications and the
job offered to them, for which they responded in the following.

Options No. Of. .Respondents Percentage

Yes 48 80
No 12 20
Total 60 100

INTERPRETATION:
Out of 50 respondents who are asked whether they found any relation between
their qualification and the jobs offered to them, 80% of the respondents said that they
found a relation where as 20% of the respondents said that they did not find any relation.

27
 3. CANDIDATES WILLINGNESS TO JOIN THE COMPANY

INTERPRETATION
From the chart it can be understood that most of the employees are inspired by the
working environment of the company which resembles the personal traits of the Indians. I
can also see that matters much followed reputation of the company and salary package
which comprised 11% and 16% respectively. Job prospect plays a minor role in the
minds of a candidate who had already joined the company. Location of the company
(which comprised 5% of the sample size) where majority of the employees are qualified
with technical who in most of the cases dare to bother it.

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4. MOST RELIABLE TYPE OF INTERVIEWS

INTERPRETATION

From the above chart it is clear that out of 100 respondents, a maximum of 36%
employees said behavioral and structural is the reliable type of interview.

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5. BEST WAY TO RECRUIT PEOPLE

INTERPRETATION

This chart shows that most of the peoples are recruited by advertisement that is 40%.
25% peoples are recruited by walk-in-interview. 20% peoples are recruited by variable
and only 15% peoples are recruited by search firms.

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6. HOW CANDIDATES ARE RECRUITED IN THE COMPANY?

There are various ways of recruiting candidates in the company as depicted in the chart
below:

INTERPRETATION

From the chart it is quite clear that the company adopts various processes for recruiting
the right candidate. Actual recruitment procedure followed by the company is by
conducting written examination followed by interview which comprised 85% of my
sample survey of 36 employees. But still some candidates are also chosen through written
exam, GD& interview comprising only 6% and others comprising only 3%. These
‘others’ include the reference of the existing employees within the organization itself.

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7. THE ATTITUDE OF H.R. MANAGER

INTERPRETATION

The chart below depicts that most of the employees are doing service as per my survey of
20 employees. Most of the employees are satisfied with the attitude of H.R. Manager.
13% says Good attitude, 30% says Very Good and 57% says the attitude of H.R.
Manager is excellent.
From the chart it is crystal clear that the attitude & working of H.R. Manager is whole
heartedly accepted to all the employees of the company. This will definitely boost the
morale of the employees, which ultimately will increase efficiency, & working of the
employees resulting in better growth of the company. Thus by every means company is
profitable. Moreover such behavior of H.R. Manager can become the ideal of their
colleagues & subordinates.

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 CHAPTER-VII
FINDINGS & SUGGESTIONS

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FINDINGS:

 The most significant finding of the study on Recruitment strategy prevailing in

the organization is very effective. The employees are quite satisfied with the
current recruitment methods.
 92% of the employees have been working in the organisation for a long period
which signifies the job security and satisfaction offered by the company to its
employee.
 The company’s approach to its recruitment policy shows that the right person is
very essential for the right job, as nearly 88% of the employees felt that they
were offered jobs according to their qualification and experience. Thus setting a
relationship between qualification and job offered.

 Proper induction is not given to all the employees. It reserves to only a few levels.

 Salary comparison is not justifies. Old employees are demoralized by getting less
surely then new employee.

 Manpower’s are recruited from private placement consultancy, who are demanding
high amount of fees, where as HRD Department is not fully utilized to recruit
manpower by advertisement.

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SUGGESTIONS

The suggestions and recommendations are made by the observed data with the
theoretical data, and also from the findings of the survey. During my tenure of
the summer training I studied a complete review of recruitment & selection
process in Birla Corporation Limited and I found that the system is efficient and
organized.

The outcome of the study illustrates that BIRLA has a good recruitment policy
where the employees are recruited by each department as per the requirement from
time to time. But there is still a scope for improvement of its recruitment policy.
The following are the suggestions which enable the company to enhance its recruitment
methodology.

 The company should focus its attention more on campus interviews to attract
young potential employees who have the zeal to achieve goal for themselves and
the company.

 The company needs to further focus on talent auditions and job fairs.

 H.R Department should be more practical and efficient so that the recruitment
and selection become more effective

 The company should follow new traits / trends in the recruitment process.

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CHAPTER-VIII
LIMITATIONS

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LIMITATIONS:

To study on recruitment and selection procedure at Birla corporation ltd. Involves the
study of all the division of Birla corporation due to time constrains the study was not
extended to recruitment.

Due to time constraints a discussions could not be held with other employees as to their
personnel level of satisfaction from recruitment and selection procedure and practices.
Also there is a lot of heavy bias attached with the responses because of personnel
experience. Hence, the inputs would vary greatly amongst them due to the difference in
level of authority experience.

 The study thus conducted is restricted to the “BIRLA CORPORATION LTD.

SATNA only.

 The accuracy of the study is based on the information given by the respondents.

 Data collected cannot be asserted to be free from errors because of bias on behalf
of the respondents.

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CHAPTER-IX
CONCLUSION

38
Conclusion:

With the liberalization bringing in new talents and increased competition, recruitment has
taken strategic dimensions. The overall aim of the recruitment and selection process
should be obtain at minimum cost, the number and quality of employees required to
satisfy the human resource needs of the company.

It is evident from the study that organizations which have responded to the change in the
environment by reviewing its functions have attained success. In case of recruitment
through advertisement the candidates are screened via written test, which is outsourced to
an agency. This agency is broadly communicated about the requirements. The final
interview is held by the organization. The top management is involved in the recruitment
process. The evaluation process involves the assessment of all factors from education to
experience, mobility; the weightage differs depending upon the nature of the job.
Birla Corporation Ltd. also has taken lead to make its recruitment and selection procedure
more and more efficient.

This presents the summary of the study and survey done in relation to the Recruitment
and Selection in Birla Corporation Limited. The conclusion is drawn from the study and
survey of the company regarding the Recruitment and Selection process carried out there.
The source of recruitment in the organization is totally based in both the factors i.e.
internal and external. The recruitment of the prospective candidate for a particular post is
based in experience, age, qualification and percentage in the academic year. The selection
process is totally based on skills, communication and technical qualities.

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CHAPTER-X
BIBLIOGRAPHY

40
 BIBLIOGRAPHY

BOOKS

1. Mishra, K.V., Personnel Management, Aditya Publishing House Madras, 1992.

2. Chhabra, T.N, Principles & Practices of Management, Dhanpat Rai and Co. (P)
Ltd., Delhi, 2000.
3. Manuals from the Dimension Group.
4. Prasad, L.M , Organizational Behaviour, New Delhi: Sultan Chand & Sons, 2008

Websites:-

1) www.dimensioncorporateservices.com.
2) www.dimensiongroup.co.in
3) www.citehr.com
4) www.hrindia.com
5) www.scribd.com

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CHAPTER-XI
ANNEXURE

42
Questionnaire

RESEARCH SURVEY QUESTIONNAIRE ON RECRUITMENT & SELECTION PROCEDURE

I am a student of A.P.S University, Rewa pursuing B.B.A. with Marketing Specialization.

I am currently doing a survey regarding “A Study of Recruitment & Selection
Procedure with reference to Birla Corporation Limited, Satna”. Please spend your
precious time by filling up this questionnaire. Your feedback will be kept confidential.
Your answers are valuable to my research. Thank you for your kind cooperation.

(** Please tick only ONE answer for each question.)

1. Employees were asked about the time period, for which they were employed, for
which following the responses were obtained.
(a) Short time period
(b) Long time period
(c) Daily wages
(d) Particular project only

2. Employees were asked whether they found any relations their qualifications and
the job offered to them, for which they responded in the following.
(a) Yes
(b) No

3. Candidates willingness to join the company

(a) Reputation of the company
(b) Job prospect
(c) Working environment
(d) Location of the company

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 (e) Salary package
(f) Career growth opportunity

4. What is the most reliable type of interview?

(a) Behavioral
(b) Situational
(c) Structured
(d) Stress

5. What is the best way to recruit people?

(a) Advertisements
(b) Walk-ins
(c) Variable
(d) Search firms

6. How candidates are recruited in the company?

(a) Written Exam
(b) Written Exam and Interview
(c) Written Exam, G.D. & Interview
(d) Others

7. The attitude of H.R. Manager?

(a) Good
(b) Very Good
(c) Excellent

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THANK YOU!

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