SUMMER TRAINING REPORT

ON

HR RECRUITMENT AT

Adamant HR Consulting Pvt Ltd

Submitted in the partial fulfilment of the requirements for the award degree of

BACHELOR OF BUSINESS ADMINISTRATION

NIRANKARI BABA GURUBACHAN SINGH MEMORIAL COLLEGE SOHNA

Under the Supervision of

Ms. Minakshi (Assistant Professor)

Submitted by: SANA

BBA 5th Semester

1
 Registration No: 122182301004

DECLARATION

I hereby declare that the work incorporate in this report entitled “ HR Recruitment for the award
of Bachelor of Business Administration ( 5th semester) of the outcome of original study
undertaken by me/us and it has not been submitted earlier to any university of institution for the
award of any degree of diploma.

Student signature

ROLL No: 122182301004

University NO 221320250045

Semester 5th Sem

2
 ACKNOWLEDGEMENT

Every endeavour in itself is an impression of the efforts of not only those who pursue it but of
those as well who provide guidance and motivation towards its successful completion.

Likewise this project bears an imprint of all those who helped me at various stages and it would
be unfair on my part not to thank them express my sincere gratitude to my company guide. For
his able guidance throughout my project without which the present work would not have been
possible.

I would also like to thank all the members of recruitment department of "Adamant hr solution
pvt ltd” for the constant support and help in the successful completion of my project. Also, I am
thankful to my company faculty member and friends for their continued guidance and invaluable
encouragement.

SANA

3
4
 INDEX

TOPICS AND CONTENTS Page No.

Table of content
Certificate of completion
Executive Summary
Introduction to topic
Objectives
Literature review
Company Profile
Research Methodology
Analysis & Interpretation
Findings & Inferences
Limitations
Recommendations and Conclusion
Bibliography

5
 CERTIFICATE OF COMPLETION

This is to certify that Ms. SANA (221320250045) BBA 5th semester

From, NIRANKARI BABA GURUBACHAN SINGH MEMORIAL COLLEGE SOHNA has

competed his project on the topic “RECRUITMENT AND SELECTION PROCESS” under my
guidance towards the partial fulfilment of Bachelor of Business Administration (BBA).

This Report is the result of his own work and to the best of my knowledge no part of it has earlier
comprised in any other report, monograph, dissertation or book. This project was carried out under
my overall supervision.

Signature of guide

6
 EXECUTIVE SUMMARY

Human resource is the most important part of the organisation. The success is also or failure
of an organization is the largely dependent on the calibre of the people working therein.
Without positive and creative contributions from the people, organization cannot progress
and prosper. In order to achieve the goals or the activities of an organization, therefore, they
need to recruit people with requisite skills, qualification and experience. While doing so, they
have to keep the present as well as the future requirements of the organization in mind.
Recruitment is defined as, “a process to discover the sources of manpower to meet the
requirement of the staffing schedule and to facilities effective selection of an efficient
workforce “.

In order to attract people for the jobs, the organization must communicate the position in such
a way that job seekers respond. To be cost effective, the recruitment process should attract
qualified applicant and provide enough information for unqualified person to self-select
themselves out

Chapter -1
7
 INTRODUCTION

It is not easy for an organisation to keep the good talent with them always. So as the job market
becomes increasingly competitive and the available skills grow more diverse, recruiters need to be
more selective in their choices, since poor recruiting
decisions can produce long-term negative effects, among them high training and development costs
to minimize the incidence of poor performance and high turnover which, in turn, impact staff
morale, the production of high quality goods and services and the retention of organizational
memory.

HR department plays a crucial role in this process. The backbone of any successful company
is the HR department, and without a talented group of people to hire, culture, and inform
employees, the company is doomed for failure.
Human resource is most valuable assets in the organization. Profitability of the organization
depends on its utilization. If there utilization is done properly will make profit otherwise it will
make loss. To procure right man at right place in right time, some information regarding job and job
doer is highly essential. This information is obtained through job analysis, job description and job
specification.
Without these recruitment will be unsuccessful.

A well planned and well managed recruitment will result in high quality applicants for the
company. The recruitment process should inform qualified individuals about employment
opportunities, create a positive image of the company, provide enough information of the jobs so
that applicants can make comparison with their qualifications and interests and generate enthusiasm
among the best candidates so that they will apply for vacant positions

8
 What distinguishes a successful company from unsuccessful one is the quality of manpower. The
role of management is to optimize the use of resource available to it. The role of HR is to
incorporate the planning and control of manpower resource into the corporate level plans so that all
resources are used together in the best possible combination.

Recruitment of people at work and control of human activities in employment is function that must
be performed in all societies. It is essential in every type of employment for every occupation and
every type of employed manpower.

Manpower management is essential in government as well as private employment under

socialism or communication in small business and in large.

Recruitment, as a human resource management function, is one of the activities that

impact most critically on the performance of an organization. While it is understood and
accepted that poor recruitment decisions continue to affect organizational performance
and limit goal achievement, it is taking a long time for public service agencies in many
jurisdictions to identify and implement new, effective hiring strategies.

Recruitment is a process which provides the organization with a pool of potentially

qualified job candidates from which judicious selection can be made to fill vacancies.
Successful recruitment begins with proper employment planning and forecasting. In this
phase of the staffing process, an organization formulates plans to fill or eliminate future
job openings based on an analysis of future needs, the talent available within and
outside of the organization, and the current and anticipated resources that can be
expended to attract and retain such talent.

Selection is a process of hiring the best among the pool of candidates available.

9
‘Right person for the right job’ is the basic principle in recruitment and selection.
Every organization should give attention to the selection of its manpower, especially its
managers. The operative manpower is equally important and essential for the orderly
working of an enterprise. Every business organization/unit needs manpower for
carrying different business activities smoothly and efficiently and for this recruitment
and selection of suitable candidates is essential. Human resource management in an
organization will not be possible if unsuitable persons are selected and employment in a
business unit.

SCOPE OF THE STUDY

10
1. The study is limited to the information given by the employees.

2. Meeting some of the top management associates in the senior cadre was difficult.

3. The study has been limited due to time constraint

.

4. The study is limited based on the rules and regulations of the organizations.

CHAPTER 2

11
 OBJECTIVES

To get right person at right place and in right time, the organization should have the specific and
clear policies and recruitment and selection methods which are essential for the growth of the
organization.

• To analyse the actual recruitment process in NFCL.

• To find whether the existing processes of recruitment and selection are taking
place scientifically or not.

• To review the importance and needs of recruitment and selection process.

• State, explain and evaluate various methods of recruitment.

CHAPTER 3

12
 LITERATURE REVIEW

1. Best Practice Recruitment and Selection

The State Services Authority (the Authority) undertook a project in 2007 to

evaluate the effectiveness of recruitment selection techniques in the Victorian
Government.

The project aims to:

• Promote the systematic review of current recruitment selection techniques in the VPS

• Develop recommendations for the use of better practice tools, based on research and
case studies

• Promote better selection techniques to improve the quality and speed of recruitment
actions within the VPS and the public sector.

After the completion of the program the authority decided to adopt the Practice Recruitment and
Selection Toolkit and develop a training program which will help in the execution of this toolkit.
The training program guides participants through best practice recruitment and selection using
course booklets, PowerPoint presentations, practical exercises and additional reference material.

The similar is the direction of my project wherein I have to suggest various measures through which
the HR department at NFCL can practice the recruitment and selection process in the best efficient
manner. The HR department should be aware of the recent trends in Recruitment and Selection so

13
as to adopt them whenever required. They should be given proper training in adopting various
trends in the process.

2. Recruitment and Selection

The literature states about the problems faced by the organizations at the time of
selecting the right candidate for a particular position and the various ways the
organizations can overcome these problems.

• Train those recruiting- It is necessary for the organizations to train those

people who are involved in the process of recruitment and selection, so that
they take right decisions. They should be provided with sufficient training so
that they are confident about their decisions.

• Be clear on what you are looking for- If you are going to get the right person
for the job, you need to be clear on the skills, qualifications, experience,
personal attributes and qualities that the right candidate will have.

• Select The Most Appropriate Source for Securing Applicants- The key point
here is to be sure you are choosing the right place to advertise. Sometimes a
local newspaper will work. At other times, you may need to go to specialist
publication or a recruitment consultant.

• Establish a Clear Framework for Short listing- The framework for short
listing the candidate should be clear to the recruiters and also to the
candidates.

• Consider the Best Option for Selecting Candidates- In some cases you might
just go for a traditional interview and possibly add in a presentation.
14
 Otherwise the organization can adopt any other method of which they are
more confident.

• Remain Open Minded- Often people jump to conclusions about candidates

within minutes. Remember some of the best candidates might take a few
minutes to get warmed up so don't discount people too quickly.

• Be Professional- When interviewing you are representing your organization,

its values, and beliefs. Today's candidate if they don't get the job could be a
customer or supplier in the future so give the best impression you can.

• Give Feedback- Candidates takes good time in preparing themselves for the
interviews therefore the recruiters should also take out the time for giving
them feedback whether they are successful or unsuccessful candidates.

3. . Recruitment and Selection – Reasons for its Importance

The literature states about the importance of the recruitment and selection procedure and how even a
small mistake at the time of selecting the candidate can harm the organization. Any successful
business will have at its core efficient and caring employees who have complete job satisfaction and
a perfect fit for the jobs they are entrusted with. This is not an easy task to accomplish and full
credit goes to the selection and recruitment processes that the company has in place. On the
contrary, if these processes are not handled efficiently, the wrong sort of lethargic employee
appointments can prove fatal even to a well-established business. It is of utmost importance for an
employer to be absolutely clear on what they expect an employee to be. The skills required for the
job should be enumerated as precisely as possible. Transferable skills which the company could use
also deserve a mention. So the chances of zeroing in on the right candidate increase greatly if the
vacancy advertised is very specific as to the requirements. If recruitment agency service is opted for
by the employer, the agency or the consultant should get very precise instructions from the
employer. It is necessary that an exact framework for short listing applicants for a vacancy is
formulated in advance. This is the first step of the selection and recruitment process. This entails
that the employers are very clear as to what sort of qualifications and experience they expect to see
on the CV of the potential employee. The process of selection and recruitment needs to spell out
very clearly the absolute requirements vis-à-vis qualifications and qualities necessary to fill the
vacancy. Based on this one can shortlist the candidate. The next step is to take a decision on the

15
number of interviews and/or presentation needed to finally select the employee. If the employers
give very concise and accurate description of what they expect the employees to be, the recruitment
consultant or the agency can choose a candidate very easily. The recruitment consultant or the
agency also needs to have knowledge of the employer’s in-built processes of selection of the right
candidates. Finally, it is in the fitness of things that a feedback is provided on the interview by the
interviewer either to the applicant or 17 the agency through which he has come. Before proceeding
with the interview which may or may not be followed by a presentation, the interviewer on behalf of
the company should have reached a decision as to what package of remuneration he is willing to
offer to the right person. This is a very vital but easily overlooked point in the process of selection
and recruitment. The employers would do well to remember that the potential candidate would most
definitely be sizing up the prospective employer as well during the selection and recruitment
process.

Behind every attrition there is recruitment! Whenever an employee leaves an

organization without informing and without giving notice or leaves the organization in the
middle of the project it should be known that he or she is joining some other organization.
Many times the employees of the recruitment consultants are hired by their own clients and
are asked to join at a very short notice period. They are been told that “relieving letter” is not
required and some even offer incentives for early joining. There must be some guidelines and ethics
for recruitment so that there can be fair recruitment policies. There must be some ethical guidelines such
as Notice period must be served and nobody must be hired without relieving letter or providing proof of
serving the notice period.

a) Corporate should not hire anyone who has spent less than one year in his current organization.
The logic is obvious. Employees six months to begin their contribution and at least one year is
required to recover recruitment process. More importantly if somebody is hired who has worked
less than a year with the current organization, that individual will ditch in even shorter period.

b) Corporate should not head hunting from competition. They should advertise and encourage
employees seeking change to voluntarily respond to this advertisement.
c) Corporate should not bail out the prospective employee commitments such as employment bond
etc. the corporate should realize that employee signed the bond and if he wants to break it, he
should do at his own cost and the corporate should not reimburse or compensate him for violating
the 18 employment contracts says Mr. T. MURALIDHARAN who is the chairman
Of TMI NETWORK one of the India’s leading recruitment consultancies.

16
 In one of the study conducted on recruitment and selection process at BIOLOGICAL-E LTD conducted by
Manik Rao in the year 2005. It was found that company has used internal search for recruiting the
employees into more higher or the positions in different departments who can fit into the job. It was
found that the company has done it by considering it as the most cost effective way of filling the
vacancies. It has also been found that the company opted for external sources such as advertisement
agencies to fill vacancies. Employee referrals were also one of the internal sources of recruitment.

In another study on recruitment and selection in DW PRACTICE LLC which is a HR consultancy, it was
found that most of the employees felt that the telephonic interview is not effective and instead direct
interviews are more feasible.

These are some of the studies conducted earlier on the recruitment and selections.

17
 Chapter – 4

Company profile

Our Agency is committed to your success Hey!! What brings you here at Adamant?
Certainly there is a reason behind finding us. We are the leader of our domain – We offer
result oriented, real world it solutions. We are a complete agency dealing in the IT Sector
solving the IT related things of our clients.

People admire and endorse organizations with the consumer experiences that best meet their
requirements. At Adamant we create all these experiences by blending creative and strategic
though process with in-depth knowledge of emerging technologies and expert data analysis.

Vision

.
Appreciating the full prospective of the connected era -- world-wide access to explore
and edification, full contribution in values -- to energize a new age of growth,
improvement, and efficiency.

Mission

Adamant’s mission is to improve a crescendos of digital revolution that balances

financial performance and human development. Working at the junction between
expertise, corporate, arts and social change we will make sure that no client..

Beliefs
Think- Creative, Innovative
Explore-The Infinite Potentials
 Chapter-5

RESEARCH METHODOLOGY

Introduction
The research was conducted in order to understand the Recruitment and Selection
Process followed at NFCL and the perception of the employees from all the cadres regarding it. To
know how an organization performs in terms of productivity and this should be directly proportional to
quality and quantity of its human resource. In order to get the right kind of people in right place in the
right time the organization should have the specific and clear personnel, policies and recruitment
methods which are essential for the growth of the organization.

Hence it was necessary to conduct a research on the process.

Sample
The sample undertaken to conduct research study consist of fifty people which is
approximately one tenth of the total strength working in the organization. The sample
covered the employees from all the cadres, encompassing the senior most officers to the
workers. The sample was collected from all the departments of the organization.

Tools and Methods of Data Collection

The primary method of data collection was the questionnaire method which was circulated to the sample
undertaken and the information was collected with its help. Also a general discussion with the employees
helped to gain information

Regarding the study. The secondary source used to collect data was the
company’s policy manual which contains the policy related to the topic. 24

Limitations of the Study: Although attempt was made to gather all relevant
Information in connection to the study there were many shortcomings and difficulties,
which could not overcome.
 • The research sample was limited to one tenth of the total employees hence the
information gathered could be limited.
The conclusions are derived from the response of the employees which are expected to be
unbiased

RECRUITMENT

Recruitment is an important part of an organization’s human resource planning and

their competitive strength. Competent human resources at the right positions in the
organization are a vital resource and can be a core competency or a strategic advantage
for it. Recruiting the top talent for a job takes time and attracting the quality candidates
who have the knowledge and skills needed to help the company’s growth.

Recruitment and selection are two of the most important functions of personnel
management. Recruitment precedes selection and helps in selecting a right
candidate .Right person at the right job s the basic principle in recruitment and
selection. Every organization should give attention to the selection of its manpower,
especially its managers. The operative manpower is equally important and essential for
the orderly working of an enterprise. Every business organization/unit needs manpower
for carrying different business activities smoothly and efficiently and for this
recruitment and selection of suitable candidates is essential. Human resource
management in an organization will not be possible if unsuitable persons are selected
and employment in a business unit.

Meaning of recruitment

“It is the process of finding and attracting capable applicants for the employment. The
process begins when new recruits are sought and ends when their applicants are
submitted. The result is a pool of applicants from which new employees are selected”.
In this, the available vacancies are given wide publicity and suitable

Candidates are encouraged to submit applications so as to have a pool of eligible

candidates for scientific selection. Recruitment refers

To the process of attracting, screening, and selecting qualified people for a job at an
organization or firm.

Recruitment process involves a systematic procedure from sourcing the candidates to

arranging and conducting the interviews and requires many resources and time.
A general recruitment process is as follows:

1) Identifying the vacancy:

The recruitment process begins with the human resource department receiving
requisitions for recruitment from any department of the company.

These contain:

• Posts to be filled
• Number of persons
• Duties to be performed
• Qualifications required
2) Preparing the job description and person specification.

3) Locating and developing the sources of required number and type of employees
(Advertising etc.).

4) Short-listing and identifying the prospective employee with required characteristics.

5) Arranging the interviews with the selected candidates.

6) Conducting the interview and decision making

 To anticipate and find people for positions that does not exist yet.

Factors affecting Recruitment:

 • The size of the organization.
• The employment conditions in the community where the organization is located.
• The effects of past recruiting efforts which show the organization’s ability to
locate and retain the good performing people.
• Working conditions, salary and benefit packages offered by the organization.
• Rate of growth of the organization.
• The future expansion and production programs. • Cultural, economic and legal
factors.
However these factors may be divided specifically as:

• Internal factors
• External factors

Internal Factors:

• Recruitment policy of the organization

• Human resource planning strategy of the company
• Size of the organization and number of people employed
• Cost involved in recruiting employees
• Growth and expansion plans of the organization
• Company pay package
• Career planning and growth
• Quality of work life
• Role of trade union

External Factors:
28
• Supply and demand of specific skills in the labour market.
• Political and legal factors like reservations of jobs for specific sections of society
etc.

The job seekers image perception of the company

 • Information system like employment exchange/ tele recruitment like internet. •
Labour market conditions.

Recruitment checklist:

• Before going to actual recruitment a checklist to be made which helps the

recruiter till the end of the process.
• Whether the vacancy has been agreed by the responsible manager
• Availability of the job description
• What are the conditions of employment for the vacant position
• Whether the candidate specification been prepared
• Whether the notice of vacancy been submitted earlier
• Whether the job advertisement been agreed
• What arrangement have been made for drawing a shortlist of candidates
• Whether the interview arrangement have been made
• Whether offers letters been agreed and dispatched
• Whether rejection letters sent to the unsuccessful candidates
• Whether confirmation letter received from the selected candidate to why
Om offer letter has been sent.

Recruitment policy:

In today’s rapidly changing business environment, a well-defined recruitment policy is

necessary for organizations to respond to its human resource requirements in time.
Therefore, it is important to have a clear and concise recruitment policy in place, which
can be executed effectively to recruit the best talent pool for the selection of the right
candidate at the right place quickly. Creating a suitable recruitment policy is the first
step in the efficient hiring process. A clear and concise recruitment policy helps ensure
a sound recruitment process. 29
Most of the companies are having personnel policies for the organization.
Recruitment policy is a part of the personnel policy. But before making the recruitment
policy the organization must consider the government policies, personnel policies of
other organization, social responsibility of the organization etc.

Sources of recruitment:
 INTERNAL SOURCES: The most common internal sources of internal recruitment are
1. Personal recommendations
2. Notice boards
3. Newsletters
4. Memoranda
1) Personal References

The existing employees will probably know their friends or relatives or colleagues
who could successfully fill the vacancy. Approaching them may be highly efficient
method of recruitment but will almost certainly offend other workers who would
have wished to have been considered for the job. To keep employees satisfied make
sure that potentially suitable employees are informed of the vacancy so that they can
apply. Also anyone else who is likely to be interested is told about it as well so that
they can apply for the job.

2) Notice Boards

This is the convenient and simple method of passing on important messages to the
existing staff. A job advertisement pinned to a notice board will probably be seen
and read by a sufficient number of appropriate employees at little or no cost.
However many of the staff will probably not learn of the vacancy in this way either
because the notice board poorly located or is full of out dated notices that they don’t
bother to look at it, as they assume there is nothing new to find out. A notice board
must be ensured that it is well suited. Wherever it is been placed it should be certain
that it is seen by everyone. It means there must be equal opportunity to see to 30it
and this happens when they know that just important topical notices are on display.
Attention must be paid to the design and contents of the notice if it is to catch the
eye and make the employee read on and then want to apply for the job.

3) Newsletters

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

4) Memoranda

Possibly the best way of circulating news of the job vacancy is to send memoranda
to department managers to read out to the teams or to write all employees perhaps
enclosing memoranda in wage packets if appropriate. However it can be a time
consuming process to contact staff individually, especially if there is a large work
force. It should also be kept in mind as to in which way the memorandum is phrased
out so that the job appeals to likely applicants.

EXTERNAL SOURCES

There are many sources to choose from if you are seeking to recruit from outside the
company.
1. Word of mouth
2. Notices
3. Job centres
4. Private agencies and consultants
5. Education institutions
6. The press
7. Radio 31
8. Television

1) Word of Mouth

Existing employees may have friends and relatives who would like to apply for he
job. Recruiting in this way appears to be simple, inexpensive and convenient. Never
use word of mouth as a sole or initial source of recruitment if the work force is
wholly or predominantly of one sex or racial group. Also employing friends and
relatives of present employees may be imprudent because it is not certain that they
are as competent as the current staff.
 2) Notices

Displaying notices in and around business premises is a simple and often overlooked
method of advertising a job vacancy. They should be seen by a large number of
passer-by, some actively looking for work. It can also be inexpensive with a notice
varying from a carefully hand written post card up to a professionally produced
poster. Pay attention to the appearance and contents of the notice if it is intended
that it is applied by the right people.

3) Job Centres

Most large towns have a job centre which offers employers a free recruitment
service, trying to match their vacancies to job seekers. Staff will note information
about a post and the types of person sought and then advertise the vacancy o notice
boards within their premises. Job centre employees can further help if requested to
do so by issuing and assessing application forms and thus weeding out those
applicants who are obviously unsuitable for the position. Short listed candidates are
then sent out for the employer to interview on his business premises.

4) Private Agencies and Consultants

There are various types of private organization that can help to find the right person
for a particular job. Employment agencies exist in many town and cities. Some
handle all general vacancies from junior unto supervisory level

32 while others specialize in various occupations such as accountancy, clerical or computer

personnel and marketing or sales. Since they maintain a register of job seekers, they initially
attempt to find applicants from this list. A short list will be drawn up by reading through
applications and conducting interviews on client organization’s behalf. Although fees vary,
it is expected to pay around 10 to 15% of the annual salary offered if a suitable person is
found for the job. This will be partly refundable if he leaves within a certain period of time.
For temporary staff, it is normally charged on hourly, daily or weekly rate by the agency.
They will then pay the employee. Recruitment agencies are similar to employment agencies
in the services that they offer. The main difference is that recruitment agencies tend to
operate at a higher level, concentrating on technical, managerial and executive appointment.
Accordingly, increased time, effort and expertise are needed to compile a quality short list.
This will be reflected in the fees charged, often between 18 and 22% of the annual salary of
the staff recruited. Again a proportion of this may be refundable if the employees proves to
be unsatisfactory and subsequently departs.

Search consultants, also known as Head-hunters, specialize in finding candidates

for senior positions. They normally head hunt people currently at work in similar
 posts, possibly at rival companies. Discrete approaches, by telephone, are made
direct to the persons involved. Such a process is time consuming and requires
considerable tact and diplomacy if it is to be successful. Charges may be in excess
of 30% of the annual salary. Before opting for this source attention must be paid
about those agencies who brashly promise to give a lengthy list of candidates very
quickly. It may sound impressive but suggests that they are simply pulling names
from a register perhaps of dubious quality and are not actively searching for and
screening applicants properly. A good shortlist will take time to compile. It must be
ensured that the agency with which the organizations contracting must follow a
good refund system in case the new recruit resigns or needs to be dismissed shortly
after joining. Also a free replacement warranty up to six months must be provided
by the recruiting agency. When employing an agency or consultant, make sure that
they know exactly what they are expected to do. A 33

Clear job description and employee specification, must be provided so that they
could screen by referring to the employee specification and so on. Full up to date
information about the job and person required. Supply all details and all instructions
in writing to avoid subsequent misunderstandings and disagreements.

The recruiting agency or consultant must be in touch with the client company throughout the
recruitment process to ensure that the agency is following the instructions and doing its job
well. Also it must be ensured that they are maintaining equality of opportunity and avoiding
unlawful discrimination

Against applicants of a particular sex, marital status or any racial group. All
applicants should be judged solely on their ability to do the job.

5) Educational Institutions Or Campus Recruitment

Those companies which require a steady intake of young person’s for new Youth
Training to trainee management positions ought establish and maintain close contact
with colleges and universities. The advantage of campus recruitment is, it is known
that who the audience to be addressed are. Promotional literature in the form of
posters, broachers, catalogues; press releases and so on can be issued to the audience
so that the company’s name remains prominent and their student’s minds all the
time.

6) The Press
 Advertising for the new staff through the press has proved successful for many
companies. Choose between local newspapers, national newspapers and the
magazines. All will put in touch with different audience. Local newspapers, read by
a large cross-section of the immediate population, may be most suitable if there is
sufficient talent in the area.
National newspapers, with their mass circulations and differing attitudes to news
coverage appealing to various tastes, could be better when looking out to fill the
senior position.
Trade Magazines often under estimated as useful source of recruitment might

34 be worth considering if looking out to recruit someone for a specialized job

which possibly requires previous experience of the particular industry.

Naturally there are some drawbacks to newspaper advertising. It is expensive in relation to

other, often equally good source such as job and careers centres, which advertise free. Other
drawbacks of newspaper advertising include a high level of wastage (the vast majority of
readers will not be job hunting) and a short life span. The daily or evening newspaper is
invariably discarded at the end of the day. A short series of advertisement incurring extra
expenses may sometimes be required and multiplying one advert by three or four starts to
make this source prohibitively costly. Trade magazines could be a better

Way of recruiting staff depending upon the circumstances. Most will include employment
advertisements within a classified section which will be read by a small but select and
interested number of people. There some disadvantages, however the financial outlay is still
considerable. If the magazine is published bi-monthly or quarterly, may have to wait sometime
before the advertisement is seen. It may be intended to fill the vacancy as soon as possible.

7) Radio

Many radio stations broadcast special job finder’s advertisements throughout the day for
companies looking for new recruits. Advertising through the radio has got many advantages
as it will be transmitted to over a wide geographical area to potentially large audience.
Variety of age groups listens thus making it a suitable medium for different types and levels
of jobs. Advertisements can be broadcast very quickly sometimes within hours. Nevertheless
there are some disadvantages that must be considered carefully. As few have tune in to hear
advertisements and their thoughts invariably wander when they are on, or they may start
station hopping to find more music. The radio is also transient medium. An advertisement
lasts for perhaps 30 seconds, which is a very short period in which to put across all the
important points, and is then finished. It is usually difficult to remember (What was the
company’s name? what was its phone number?) most listeners will not have a pen and pad
handy to make notes. 35

8) Television

You can advertise on a regional or national basis. Recruiting staff through the Television is
still widely regarded as a new and innovative approach. Companies which use this medium
may therefore be seen as go-ahead and dynamic. Thus, this medium may not be an immediate
choice if there is only just one vacancy to be filled, although shorter and expensive one
month contracts could be negotiable and worth considering.

SELECTION

The selection procedure is concerned with securing relevant information about the applicant.
This information is secured in number of steps. The objective of selection process 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.

The hiring procedure is not a single act but it is essentially a series of methods by which
additional information is secured about the applicant. At each stage facts, which came to
light, make the acceptance or rejections of the candidate clear. Some selection processes are
quite easy and some with many hurdles this increases with the level and responsibility of the
positions to be filled.

Essentials of Selection Procedure

The selection process can be successful if the following requirements are satisfied:

Someone should have the authority to select. This authority comes from the employment
requisition as developed by an analysis of the work-load and work force.

There must be some standard of personnel with which a prospective employee may be
compared i.e., a comprehensive job description and job specification should be available
beforehand.
There must be sufficient number of applicants from whom the required

Number of employees may be selected. 36

PROCESS OF SELECTION

Selection

Preliminary screeningInterview

Completion of application or form if not done previously

Employment tests

Comprehensive interview

Back ground investigation

Final employment decision

Preliminary Interview or Screening

The initial screening is usually conducted by a special interviewer a high caliber receptionist
in the employment office. These interviews are short and are known as stand-up interviews.
The main objective of such interviews is to screen out

Undesirable/unqualified candidates at very outset. Such interviews conducted by

37

Someone who inspires confidence, who genuinely interested in people, and whose judgment
in the “sizing up” of the applicant is fairly reliable.

Basic criteria that must be met for an application to be eligible for consideration. If these
criteria are not met, there is no obligation on the employer to consider such applications. The
screening process therefore seeks to identify those applications that meet the basic entry-level
requirements applications that are therefore incomplete or do not meet the basic appointment
criteria are considered unsuccessful applications. In order to be fair and objective in the
screening of

Candidates, it is essential that a fixed set of valid criteria be applied in terms of each and every candidate
that applies for a position.

Certain conditions should be met in relation to the format and content of -

Application forms

Curricula Vitae (CV’s) and

All other relevant documentation.

What is the purpose of short-listing?

After having completed the screening process and eliminated those applicants that do not meet the
basic requirements, the next objective should be to identify a manageable size (pool) of applicants (a
short-list) who are best suited to fill the position successfully and from whose ranks the most suitable
candidate(s) is/are to be selected. It is about identifying a manageable pool of best suited candidates for
a specific position, in the interest of the State, taking into account Affirmative Action and Employment
Equity objectives.

May short-listing be used to reduce a vast number of applications to a manageable size? As stated, the
primary objective of the short-listing process is to reduce the number of qualifying applicants to a
manageable size for purposes of selecting the most suitable candidate. A further objective with short-
listing is to rank candidates, and to determine a cut-off point below which candidates will not be
interviewed. The criteria utilized for shortlisting purposes should therefore be in sufficient detail to allow
for this and should

Be applied consistently.

38

Application Form

Application form is also known as application blank. The technique of application blank is
traditional and widely accepted for securing information from the prospective candidates. It
can also be used as a device to screen the candidate at the preliminary level. Many companies
formulate their own style of application forms depending upon the requirement of
information based on the size of the company, nature of business activities, type and level of
job etc. they also Formulate different application forms for different jobs, at different levels,
so as to solicit the required information for each job. But few companies in our companies in
our country do not have prescribed application forms

Psychological Testing

Test is defined as a systematic procedure for sampling human behaviour Tests are used in business for
three primary purposes.

For the selection and placement of new employees

For appraising employees for promotion potentials and

For counselling employees if properly used psychological tests can be of paramount importance for each
of these purposes.

Classification of Tests on the Basis Of Human Behaviour

A. Aptitude or potential ability test

Such tests are widely used to measure the latent ability of a candidate to learn new jobs or skills. They
will enable us to know whether a candidate if selected, would be suitable for a job, which may be clerical
or mechanical. These tests may take one of the following forms.

Mental or Intelligence Test - measures and enables to know whether 39 he or she has mental capacity
to deal with new problems.

Mechanical Aptitude Test - measures the capacity of a person to learn a particular type of mechanical
wok. This could help in knowing a person’s capability for spatial visualization, perceptual speed manual
dexterity, visual motor coordination or integration, visual insights etc.

Psychometric tests – these tests measures a person’s ability to do a specific job

B. Achievement test

Also known as proficiency tests they measure the skill, knowledge which is acquired as a result of a
training program and on the job experience they determine the admission feasibility of a candidate and
measure what he/she is capable of doing.

Tests for measuring job knowledge – this type of test may be oral or written. These tests are
administered to determine proficiency in shorthand and in operating calculators adding machines
dictating and transcribing machines and simple mechanical equipment.

Work sample tests – demand the administration of the actual job as a test. A typing test provides the
material to be typed and notes the time taken and mistakes committed.

C. Personality tests

These tests aim at measuring those basic make up or characteristics of an individual which are non-
intellectual in their nature. In other words they probe deeply to discover clues to an individual’s value
system, his emotional reactions and maturity and motivation interest his ability to adjust himself to the
illness of the everyday life and his capacity for interpersonal relations and self-image.

Objective tests – it measures neurotic tendencies self-sufficiency dominance submission and self-
confidence. These are scored objectively. They are paper and pencil tests or personality inventors.

Projective tests – it is a test in which a candidate is asked to project his own interpretation into certain
standard stimulus situation. The way 40 in which he/she responds to these stimuli depends on his own
values, motives and personality.

Situation tests – these tests measures an applicant’s reaction when he is placed in a peculiar situation his
ability to undergo stress and his demonstration of ingenuity under pressure. Such tests usually relate to
leaderless group situations, in which some problem is posed to a group and its members are
asked to reach some conclusion without the help of a leader.

Interest tests – these tests aim at finding out the types of work in which a candidate is
interested. They are inventories of the likes and dislikes of the people of some occupation
hobbies and recreational activities. They are useful in vocational guidance and are assessed in
the form of answers to a well prepared questionnaire.

Interviews

Interviews are a crucial part of the recruitment process for most organizations. Their purpose
is to give the selector a chance to assess the candidate and to demonstrate their abilities and
personality. It’s also an opportunity for an employer to assess them and to make sure the
organization and position are right for the candidate. An interview is an attempt to secure
maximum amount of information from candidate concerning his suitability for the job under
consideration.

The recruitment process for most organizations follows a common theme: Applications/CVs
are received, either online or by post; and candidates are shortlisted and invited for interview.
The interview format can vary considerably and may include an assessment centre and/or
tests. The number of interviews also varies. Some companies are satisfied after one interview,
whereas others will want to recall a further shortlist of candidates for more. If successful at
the final interview stage, an official job offer is sent to the candidate. Interview format is
determined by the nature of the organization, but there are various standard formats.

Chronological Interviews -These work chronologically through the candidate’s life to date
and are usually based on the CV or a completed application form. 41

Competency-Based Interviews -These are structured to reflect the competencies that an

employer is seeking for a particular job (often detailed in the recruitment information). This
is the most common type of interview for graduate positions today.

Technical Interviews - If a candidate has applied for a job or course that requires technical
knowledge (e.g. positions in engineering or IT) it is likely, at some stage

in the selection process, that the candidate will be asked technical questions or have a
separate technical interview to test his/her knowledge. Questions may focus on the final
year project and his/her choice of approach to it or on real/hypothetical technical
problems. It seen that the candidate proves himself/herself but also they admit to what
they don’t know.

Kinds of Interviews:
1. One to one interview: in this type of interview one selector interviews one
candidate alone.

2. Informal interview: in this type there are discussions between the candidate and
two or more interviewers.

3. Panel of interviews: in these pre planned standard questions ranging overall

aspects of the job are asked. They focus directly on elements of person
specification.

4. Direct planned interview: this interview is straight forward, face to face,

question and answer situation intended to measure the candidate’s knowledge and
background.

5. Indirect and direct interview: in this type of interview the interviewer refrains
from asking direct and specific questions but creates an atmosphere in which the
interviewee feels free to talk and go into any subject he considers important. The
object of the interview is to determine what individual himself considers of
immediate concern, what he thinks about these problems, and how he conceives
of his job and his organization.

6. Patterned interview: in this interview a series of questions which illuminates

validated against the record of employees who have succeeded or failed on the
job.

7. Stress interview: in this interview the interviewer deliberately creates 42 stress

to see how an applicant operates in stress situation. To induce stress, the
interviewer responds to the applicant’s answers with anger, silence and criticism.
This interview aims attesting the candidate’s job behaviour and level of
withstanding during the period of stress and strain.

8. Depth interview: in this type of interview, the candidate would be examined

extensively in core areas of knowledge and skills of the job
Background Checks and Enquiries

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

Final Selection Decision

Those individuals who perform successfully on the employment tests and the interviews, and
are not eliminated by development of negative information on either the background
investigation or physical examination are now considered to be eligible to receive an offer of
employment. Who makes that employment offer? For administrative purposes the personnel
department should make the offer. But their role should be only administrative. The actual
hiring decision should be made by the manager in the department that had the position open.
 CHAPTER 6

ANALYSIS AND INTERPRETATION

DATA ANALYSIS

Observation made during the study and analysis of the company policy

The company is having all over India branches/area offices. Initial interviews will be
conducted at the area office by the concerned area manager. As the HR Department is located
in the corporate office so all the final interviews & selection will be done at its corporate
office i.e. in Hyderabad.

Sometimes screening will be done by telephonic interview which is conducted by the HR

department in corporate office.

The candidate will be filtered based on merit and experience.

The company is recruiting its manpower through consultancy also. The consultancy will be
selected based on the process used by them before sending the candidate to the company.

The company is tie up with job portal – Naukari.com also. This is helpful for the process of
recruitment in collection of resumes.

The candidate will be selected based on the communication and their presentation at the time
of interview. Subject knowledge is also essential based on type of the vacancy.

The time lag between recruitment and placing will be done within one month.

The company will pay the applicants expenses for attending the interview, based on the
grade.

Rejected candidates will be intimated and their profile will be kept in data bank for a period
of 6 month.
 1. The recruitment and selection process of company meets the current legal
requirements.

4%
4% 19%
14%
Strongly Agree
Agree
No opinion
Disagree
59%
Strongly disagree

Response Pattern Remark Percentage

e
Strongly Agree 10 19%
Agree 30 59%
no opinion 7 14%
disagree 2 4%
strongly disagree 2 4%

Interpretation:

Near about 20% of the respondents are strongly agree with the statement that recruitment and selection
process of company meets the current legal requirements, and 60% are agree only so, total 80% of the
respondent are in favour that the process of recruitment & selection meets the current legal
requirement.

Observation:

The process of recruitment & selection which is followed by the company is 46 helpful to meet the
company’s manpower requirement.

1. Recruitment & Selection Policy of company is clearly stated.

 4% 2%

10% 25%
Str Gly Gree
Gree
Pi I

59% Disagree
ST Gly Disagree
R

Response Pattern Remark Percentage

e
Strongly Agree 13 25%
Agree 30 59%
no opinion 5 10%
disagree 2 4%
strongly disagree 1 2%

Interpretation:

The question was raised to know that employees are aware about the company’s
recruitment & selection policy or not. Near about 85% are agreed that the recruitment &
selection policy is clearly stated and only 8% are disagree.
Observation:

So the recruitment & selection policy of company is clearly stated but it requires little
bit change. But the company policy should be updated time to time.

1. Internal source is better for company

 4% 2%

22% 35% Strongly Agree

Agree
No Opinion
Disagree
37%
Strongly disagree

Response Pattern Remark Percentage

Strongly Agree 18 35%
Agree 19 37%
no opinion 11 22%
disagree 2 4%
strongly disagree 1 2%

Interpretation:

As per the respondent response near about 70% are agree with the statement that internal
source is better for company, 22% having no response and 6% are disagree with the
statement.

Observation:

After analysis it is better to get the manpower by internal source as they are aware about
that candidate skill and behaviour but sometimes company will not get right 48 candidate.

1. External source is better for company.

 18% 4%
30% Strongly Agree
Agree
No opinion
40% 8% Disagree
Strongly disagree

Response Pattern Remark Percentage

e
Strongly Agree 2 4%
Agree 15 30%
no opinion 4 8%
disagree 20 40%
strongly disagree 9 18%

Interpretation:

Near about 55% are disagree with the statement that external source is better for
company’s recruitment process and about 34% are in favour of this statement.
Observation:

From this question respondent are satisfied with the internal source but some are not
satisfied and they preferred external source.

1. I feel scarcity of manpower at my working place.

 12% 10%
10% Strongly Agree
Agree

43% 25% No opinion

Disagree
Strongly disagree

Response Pattern Remark Percentage

Strongly Agree 5 10%
Agree 5 10%
no opinion 13 25%
disagree 22 43%
strongly disagree 6 12%

Interpretation:

Near about 60% are disagree with this statement, means they are not feeling scarcity of
manpower and Only 20% are agree with this statement.
Observation:

This shows that HR department fulfils all the requirements of human resource in the
organization as soon as required. But as some are disagree with this statement means the
recruitment process needs change.
 1. I feel that the right job is being performed by the deserved person at my
working environment.

8% 17%
14% Strongly Agree
Agree
18%
No opinion
43%
Disagree
Strongly Disagree

Response Pattern Remark Percentage

e
Strongly Agree 9 17%
Agree 22 43%
no opinion 9 18%
disagree 7 14%
strongly disagree 4 8%

Interpretation:

It is very important for any organization to recruit skilled manpower, to achieve its
business target. The question was raised to know the opinion that right job is performed
by right person. So 60 % are agree and near about 20% are disagree.
Observation:

This shows company is recruiting right candidate for right job but some respondent are
disagree so selection process need improvement and proper verification of recruiter.

1. The employee’s competency matches with the job specification.

 2%

8%
10%
39% Strongly Agree
Agree
No opinion
41% Disagree
Strongly Disagree

Response Pattern Remark Percentage

k e
Strongly Agree 1 2%
Agree 20 39%
no opinion 21 41%
disagree 5 10%
strongly disagree 4 8%

Interpretation:

Nearly 45% are agree with this statement and 20% are disagree but surprisingly
40% gave no opinion this means they are not aware about other competencies,

Observation:

This interpret ate that company’s recruitment process is helpful in getting right
candidate for right job but as per of the some respondent dissatisfaction the recruitment
should be more filter.

1. To what extent you are satisfied with the external source (job portals) for
recruitment process.
 2%
7%
9%
33%
Strongly Agree
Agree
No opinion
Disagree
49%
Strongly disagree

Response Pattern Remark percentage

e

Strongly Agree 3 7%
Agree 4 9%
no opinion 22 49%
disagree 15 33%
strongly disagree 1 2%

Interpretation:

some respondent are satisfied with the external source of recruitment ,It is observed that
most of the candidates are recruited through “Reference” or other internal source and
about 50% have no opinion the external sources like job portals, consultancies.

1. To what extent you are satisfied with the employee’s reference for
recruitment process.
 14% 20%

Strongly Agree
22%
Agree
No opinion
4% 40% Disagree
Strongly disagree

Response pattern Remark percentage

Strongly Agree 10 20%
Agree 20 40%
no opinion 2 4%
disagree 11 22%
strongly disagree 7 14%

Interpretation:

60% of respondent are in favour of the statement that they are satisfied with the
employee’s referral, this helps in getting known candidates as company knows the skill
and behaviour of the recruitee. But near about 35% are disagree with the statement so,
recruitment process need good external sources for recruitment process.

1. To what extent the selection procedure followed for your recruitment is

suitable to your job.
 8%
28%
20%
Strongly
Agree
4%
Agree no
opinion
disagree
40%
strongly
disagree

Response pattern Remark percentage

Strongly Agree 14 28%
Agree 20 40%
no opinion 2 4%
disagree 10 20%
strongly disagree 4 8%

Interpretation:

Near about 70% of the candidates are satisfied with the selection procedure and this
shows right person is in right job but near about 30 % are not satisfied so this shows that
selection process also needs some changes.

CHAPTER -7

LEARNINGS AND INFERENCES

LEARNINGS AND INTERPRETATION

After a thorough study and discussion on the companies recruitment & selection policy,
to know its effectiveness in the organization a self-designed questionnaire has been
prepared to gather the views of employees.

The questionnaire contains 10 questions related to recruitment & selection topic. The
questionnaire has been distributed to 50 employees from various departments (HPD,
Marketing, Legal (SCM), PNS, and Finance & Logistic) and asked them to answer the
questions by selection the given choices.

The responses of all the questions were summed up from all the answered
questionnaires. These summed up responses were calculated to derive the percentages to
make the interpretation more meaningful, being represented in the form of pie chart.

These are the findings:

1. The process of recruitment & selection which is followed by the company is

helpful to meet the company’s manpower requirement to some extent.

2. The recruitment & selection policy of company is clearly stated but no updating
according to the company’s objective.

3. Company is highly dependent on employee’s referral for higher position and for
lower posts company prefers job portals and outsourcing.

4. Company is recruiting right candidate for right job but some respondent are
57
disagree so selection process needs improvement and proper verification
of recruitee.

5. Candidates are not timely informed for their selection and also for their
rejection.
 6. Too much time taken by the HPD in recruiting some important urgent posts.

7. Some respondent are satisfied with the external source of recruitment ,It is
observed that most of the candidates are recruited through “Reference” or other
internal source and about 50% have no opinion the external sources like job
portals, consultancies.

8. After analysis it is better to get the manpower by internal source as they are
aware about that candidate skill and behaviour but sometimes company will not
get right candidate.

CHAPTER -8

LIMITATIONS
LIMITATION OF THE STUDY

This study also include some limitation which have been discussed as follows:
 1. The employees and candidate proves a limitation because of difficulty in
generalization

2. To collect the data from various companies been quite difficult due to non-
cooperation of some companies. This proved to be major limitation of the study

3. To access such a large number of employee were difficult because of non-cooperation

attitude of respondents

4. There was limitations in this research study. The maximum efforts were made to
overcome these limitation in the study

CHAPTER -9

RECOMMENDATION AND CONCLUSION

Recruitment is the process of searching for prospective employees and stimulating and encouraging them
to apply for jobs in an organization. And selection is selecting the right candidate at the right time in the
right person.

Employees of Adamant are satisfied with the current/existing recruitment and selection process.
Adamant is recruiting their employees mainly through consultancies are the mediator between the
organisation and the candidates as it serves the requirements of employees as well as the organization.
Adamant recruits their employees in a decentralised way

Also Adamant has to consider internet sources for recruitment of employees so that it could
motivate the employees. Employees are also well aware about the various sources and methods of
recruitment and selection. Adamant has to implement innovative techniques in selection process like
group discussion, stress interview, etc.

RECOMMENDATION

1. After concluding the study of the companies recruitment policy, interaction with some
of the recruitment manager, company associates and based on the responses received from
the associates the following suggests are made to the company for further improvement of
the policy.
2. The organization should not majorly Clear job description is given to the candidates at
the time of interview itself, to avoid disappointment after joining.
3. The candidate should be informed in time whether they have been selected or not.
There should not be any delay in informing the candidate.
4. There should be reliability on external sources.

5. Recruitment feedback should be taken by the candidates to improve the recruitment

process.
6. The employees should be called for the interview only after checking their educational
qualifications and job experience in a proper way so as to save the time and cost involved in
the recruitment process.
7. Depend on the application bank as the major source for the details of the candidate for
recruitment purpose. It should also consider other sources which could provide them better
options

8. Follow up to be done to the newly engaged employees to ensure that they

have settled in and to check on how well they are doing. If they have any problems
it is better to identify them at an early stage rather than allowing them to fester.
 9. Internal job posting to be preferred to reduce cost of recruitment.

10. Organization should use social networking sites for creating pool of good
candidates.

Bibliography

Books:

 Six competencies for the future of human resources by Dave Ulrich, Jon
younger, Wayne Brock bank, mike Ulrich
 The hr scorecard by brain Becker, huselid, Dave Ulrich
 Victory through organisation by Dave Ulrich, David kryscynski, Wayne Brock
bank, mike Ulrich
 The talent delusion by Tomas Chamorro-premuzic
 Work rules by Laszlo bock

Websites: ww.air.bloghrm webside link

www.wikipedia.com webside link