ISSN (Online): 2455-3662

EPRA International Journal of Multidisciplinary Research (IJMR) - Peer Reviewed Journal

Volume: 6 | Issue: 8 | August 2020 || Journal DOI: 10.36713/epra2013 || SJIF Impact Factor: 7.032 ||ISI Value: 1.188

A STUDY ON RECRUITMENT AND SELECTION

PROCESS WITH REFERENCE TO E-PUBLISHING
INDUSTRY, COIMBATORE

Dr. V. Vanaja Poornima Chandrasekar

1 2
Associate professor, Department of Student, Department of management studies,
management studies, Sri Ramakrishna Engineering College,
Sri Ramakrishna Engineering College, Coimbatore
Coimbatore.
.

ABSTRACT
The paper aims to analyze the study of recruitment and selection process in geniies it & services private limited, Coimbatore.
The article explores the role of recruitment and selection process in the organization. Percentage analysis and chi-square test
methods are used in this study with the sample size of 55 employees in the organization. The main objective is to understand
the different recruitment and selection activities, and to analyze the satisfactory level of employees with regard to
Recruitment and Selection Process. The data was collected through well-structured questionnaires.
KEYWORDS: Organization culture, recruitment and selection

I. INTRODUCTION THEORETICAL BACKGROUND OF

Human resource management is a function in STUDY
organizations designed to maximize employee
performance in service of employer’s strategic HR planning indicates need for additional
objectives. HR is primarily concerned with how labor, organizations have a number of choices to
people are managed within organizations, focusing make. This may be first step in a full-scale
on policies and systems. HR departments and units in recruitment and selection process, but sometimes
organizations are typically responsible for a number hiring additional employees is not best method to
of activities, including employee recruitment, training obtain additional labor.
and development, performance appraisal, and The recruitment practices have changed over
rewarding. HR is also concerned with industrial the years. Internal source of recruitment means
relations, that is, balancing of organizational looking for suitable candidates from among the
practices with regulations arising from collective current employee, in an organization.Job postings,
bargaining and governmental laws. In startup Succession Planning, Employee Referrals, and Hiring
companies, HR's duties may be performed by trained Employees, Advertising, Employment Exchanges,
professionals. In current global work environment, Private Consultants, Temporary agencies, Alternative
most companies focus on lowering employee staffing, Executive recruiters or headhunters, Campus
turnover and retaining talent and knowledge held by recruiting, Internet recruiting are some of the external
its workforce. New hiring not only entails a high cost sources of recruitment.
but also increases risk of newcomer not being able to
replace person who was working in that position II. REVIEW OF LITRATURE
before. HR departments also strive to offer benefits Neha Nazneen Siddiqui (2016), conducted a
that will appeal to workers, thus reducing risk of study on Recruitment & Selection Process of a
losing knowledge. Leading Telecom Company. This Study presents the
detailed analysis of recruitment and selection of a
leading telecom company. Main Objective is To
study the Recruitment and Selection procedure of
Bharti Airtel Services Ltd. To abstraction that

2020 EPRA IJMR | www.eprajournals.com | Journal DOI URL: https://doi.org/10.36713/epra2013 353

 ISSN (Online): 2455-3662
EPRA International Journal of Multidisciplinary Research (IJMR) - Peer Reviewed Journal
Volume: 6 | Issue: 8 | August 2020 || Journal DOI: 10.36713/epra2013 || SJIF Impact Factor: 7.032 ||ISI Value: 1.188

whether Recruitment & Selection is bare in IV. OBJECTIVES OF THE STUDY

organizations. To what measurement Recruitment &  To understand different recruitment and
Selection should be done and how can it fabricated selection activities adopted by Geniies IT
be able to access the abundance of advisers in Bharti and services private limited.
Airtel.  To analyze the satisfactory level of the
Susairaj and Laura Jenifer (2018), conducted a employees with regard to Recruitment and
study on employee challenges towards recruitment Selection process.
and selection process. The aim of the study is to
understand the different types of selection V. RESEARCH METHODOLOGY
procedure followed by mri seed syngenta and to Methodology of research used is descriptive
analyze the performance of recruitment and study. This method was suitable for the
selection procedure adopted by mri seed syngenta. study because of the voluminous of data
Also to measure challenges faced by mri seed available and suits the title of the study.
syngenta related to recruitment and selection. Questionnaires were administered for the
Neeraj Kumari (2012) conducted a study on respondents, tabulated and analyzed.
Recruitment and Selection process: SMC Global
Better recruitment and selection strategies result in VI. RESEARCH DESIGN
improved organizational outcomes. With reference
to this context, the research paper entitled Out of the total availability of the employees,
Recruitment and Selection has been prepared to put a sample size based on randomness and
a light on Recruitment and Selection process. convenience is chosen. For this study a
Syamala Devi Bhoganadam and Dasaraju stratified random sampling is used for 55
Srinivasa Rao (2014) conducted a study on respondents.
Recruitment and Selection process of Sai Global
Yarntex (India) Private Limited. The aim of the VII. METHODS USED FOR DATA
paper is to study the recruitment and selection ANALYSIS:
process followed at Sai Global Yarntex Private The tools used for data collection are:
Limited. The best human capital availability in  Percentage Analysis
organizations makes them competitive advantage
 Chi-square Test
and as well as they become the real life blood of
the organizations.
Tamanna Parvin Eva (2018) has conducted a VIII. LIMITATIONS OF THE STUDY
study on Recruitment and Selection Strategies and
The limitations of the study are given below,
Practices in the Private Sector Commercial Banks
of Bangladesh: Evidence from Human Resource
 The study was need based and suitable for
Practitioners. The aim of the study is to fill the gap today’s context only
with identifying mostly used recruiting sources,
 The response may be biased.
selection methods, developing a selection model
for the entry-level position along with identifying  Interviews were held only with respondents
perceived major barriers and strategies for who were ready to spare time for it.
maintaining the effectiveness of recruitment and  Time is main limiting factor.
selection practices.
III. SCOPE OF THE STUDY IX. STATEMENT OF PROBLEM
 This study helps to make decision in Employee recruitment and selection levels differs as
selecting the right candidates for the right per their expectations so in order to study the
job. organizational objectives are met, in addition the
 This study helps the organization to study value added selection process been studied in this
the area of problem and suggest ways to research, Therefore this study is initiated. It is a
improve the recruitment and selection difficult task for organizations to search, recruit, and
process. select talented people in today’s tight labor market.
As there are fewer qualified talents available, the
 This study focus on understanding
competition is intensifying. This shortage leads to
recruitment and selection process.
absolutely essential for organizations to conduct
 effective recruitment, selection, and retain quality

2020 EPRA IJMR | www.eprajournals.com | Journal DOI URL: https://doi.org/10.36713/epra2013 354

 ISSN (Online): 2455-3662
EPRA International Journal of Multidisciplinary Research (IJMR) - Peer Reviewed Journal
Volume: 6 | Issue: 8 | August 2020 || Journal DOI: 10.36713/epra2013 || SJIF Impact Factor: 7.032 ||ISI Value: 1.188

talents. What is more is that acquiring the right talent

is becoming an increasingly complex and challenging
activity. Recruiting staff is a very costly practice. It is 60
also a mandatory part of any business to conduct this 50 Highly
practice in order to survive in the marketplace. The Satisfied
40
cost of simply finding the right person to hire can be
30 Satisfied
hefty. Human Resources share this commitment and
work with the hiring supervisor to facilitate an 20
efficient and effective process. With a pool of 10 Neutral
applicants, the next step is to select the best 0
candidates for the job. This usually means whittling Dissatisfied
down the applicant pool by using the screening tools
such as tests, assessment centers and background & Highly
reference checks. dissatisfied

X. DATA ANALYSIS AND DISCUSSION

Table: 1 Demographic profile of the
respondent
Chart:1 Satisfaction with regard to recruitment
Demographic profile % procedure

Gender Male 55 It is understood from the above table that:

Female 45  Most (40%) of the respondents are satisfied
Age Below 30 years 71 with the recruitment procedure in the
organization.
31-40 years 16
 Most (33%) of the respondents are satisfied
41-50 years 6
with the interviewing process and other
Above 50 years 7
selection instruments such as testing
Monthly income Below 10000 22
 Most (33%) of the respondents are satisfied
(in Rs.) 10001 – 20000 18 with the HR department’s performance in
20001-30000 42 recruitment and selection.
30001- 40000 9
Above 40000 9 Table : 3 Satisfaction with regard to
Work experience 0-5 years 52 recruitment process
5-10 years 33 (HDS – Highly Satisfied; DS – Dissatisfied; N –
10-15 years 9 Neutral; S- Satisfied; HS – Highly Satisfied)
More than 15 years 6 Source HDS DS N S HS %

Identification of 10 3 14 22 10 40%
Table: 2 Satisfaction with regard to good candidates
recruitment procedures Time taken to 4 8 20 19 4 37%
respond
(HDS – Highly Satisfied; DS – Dissatisfied; N – Time taken to send 6 4 16 16 13 30%
Neutral; S- Satisfied; HS – Highly Satisfied) offer letters

Source HDS DS N S HS %

Recruitment 5 7 17 22 4 40%
procedure
Interviewing 4 8 12 19 12 33%
process
HR department 5 6 14 18 12 33%
performance

2020 EPRA IJMR | www.eprajournals.com | Journal DOI URL: https://doi.org/10.36713/epra2013 355

 ISSN (Online): 2455-3662
EPRA International Journal of Multidisciplinary Research (IJMR) - Peer Reviewed Journal
Volume: 6 | Issue: 8 | August 2020 || Journal DOI: 10.36713/epra2013 || SJIF Impact Factor: 7.032 ||ISI Value: 1.188

induction programme is properly implemented

after the selection process.
60
50 The chi-square analysis highlights the
Highly
40 following findings
Satisfied
30 Satisfied H01 : There is no significant relationship between
20 the age of the respondents and their opinion about
10 the recruitment and selection process.
Neutral
The calculated Chi square value is more than the
0 table value at 0.05% confidence level, therefore the null
Dissatisfied hypothesis is rejected. Therefore, it is understood that
there is significant relationship between the age of the
Highly respondents and their level of satisfaction with regard to
dissatisfied their opinion that the organizations clearly define the
details in the recruitment process, HR provides an
adequate pool of quality applicants, training to
employees in hiring job to make the best hiring
Chart: 2 Satisfaction with regard to decisions, HR department has efficient selection policy
recruitment process of the employees, Innovative techniques should be
adopted in the selection process, Internal hiring helps in
It is understood from the above table that: motivating the employees, employees are aware of man
 Most (40%) of the respondents are satisfied power planning procedure in organization and induction
with the identification of good candidates programme is properly implemented after the selection
from non-traditional sources when necessary process.
 Most (37%) of the respondents remain The calculated Chi square value is less than the
neutral with regard to their opinion about the table value at 0.05% confidence level; therefore the null
time taken to respond to the application. hypothesis can be accepted. It can be concluded that
 Most (30%) of the respondents are satisfied there is no significant relationship between age of the
with the time taken to send offer letters to respondents and their level of satisfaction with regard to
the candidates their opinion that the organization is using satisfactory
methods of interview, facility for absorbing the trainees
XI. RESULTS AND FINDINGS in the organization, provision of educational assistance,
induction and orientation programme and satisfaction
 Majority of the respondents (67%) expressed
with the recruitment and selection process in
that the personal interview as the selection
organization.
procedure and method followed in Geniies IT
H02 : There is no significant relationship between
solution.
the gender of the respondents and their opinion
 Most of the respondents (45%) have accepted
about the recruitment and selection process.
the offer for the reason of growth opportunity
The calculated Chi square value is more than the
in the organization.
table value at 0.05% confidence level, therefore the null
 Most of respondents (44%) mentioned job hypothesis is rejected. It can be understood from the
portals as a source for recruitment. above table that there is no relationship between gender
 Most of the respondents (43%) have expressed of the respondents and their opinion about the
that the company takes less than 5-10 days to recruitment and selection process.
respond application.
 Most of the respondents stated that the HR H03 : There is no significant relationship between
department takes one week’s time to send the work experience of the respondents and their
offer letters. opinion about the recruitment and selection
 Most (40%) of the respondents are satisfied process.
with the identification of good candidates from The calculated Chi square value is more than the
non-traditional sources when necessary table value at 0.05% confidence level, therefore the null
 Most (48%) of the respondents remains neutral hypothesis is rejected. Therefore, it can be concluded
with regard to their opinion about that the that there is significant relationship between the

2020 EPRA IJMR | www.eprajournals.com | Journal DOI URL: https://doi.org/10.36713/epra2013 356

 ISSN (Online): 2455-3662
EPRA International Journal of Multidisciplinary Research (IJMR) - Peer Reviewed Journal
Volume: 6 | Issue: 8 | August 2020 || Journal DOI: 10.36713/epra2013 || SJIF Impact Factor: 7.032 ||ISI Value: 1.188

experience of the respondent and their level of The calculated Chi square value is less than the
satisfaction with regard to opinion about satisfactory table value at 0.05% confidence level and therefore the
methods of interview in organization, clear definition of null hypothesis can be accepted. It can be concluded
the position objectives, requirements and candidate that there is no relationship between salary of the
specifications in the recruitment process, efficient respondents and their level of satisfaction with regard to
selection policy of the employees, E-Recruitment is a their opinion that E-Recruitment is a must to survive in
must to survive in the competitive market, facility for the competitive market, innovative techniques (like
absorbing the trainees in the organization, provision of stress level & psychometric test) should be adopted in
educational assistance, induction programme is properly the selection process and satisfaction with the
implemented after the selection process and satisfaction recruitment & selection process in your organization.
with the recruitment and selection process in your
organization. XII. CONCLUSION
The study was conducted among the workers of
The calculated Chi square value is less than the the Geniies covering 55 respondents. The data was
table value at 0.05% confidence level; therefore the null collected by means of questionnaire and the data. From
hypothesis can be accepted. It can be understood from the analysis, it has been found that the most of the
the above table that there is no significant relationship employees in the company were satisfied but changes are
between experience of the respondents and their level of required according to the changing scenario of
satisfaction with regard to opinion about provision of recruitment process that has a great impact on working
adequate pool of quality applicants, provision of training of the company as a fresh blood, new idea enters in the
to employees in hiring job to make the best hiring company. The company’s recruitment department is
decisions, innovative techniques (like stress level & doing well in placing the candidates and filling the job
psychometric test) should be adopted in the selection vacancies for all levels of positions. Some of the
process, internal hiring helps in motivating the suggestions were mentioned to enhance the
employees and employees are aware of manpower organizational policies, strategies, procedures and
planning procedure in the organization and their level of process.
satisfaction with regard to the induction and orientation
programme. REFERENCES
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employees, enough facility for absorbing the trainees in
your organization, provision of educational assistance,
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2020 EPRA IJMR | www.eprajournals.com | Journal DOI URL: https://doi.org/10.36713/epra2013 357