A Project on

Human Resources Recruitment

Submitted in the partial fulfillment of the requirement for

qualifying

Master of Management Studies

Of
University of Mumbai
Submitted by

LLLL MMMMM
Roll No.: 15
Specialization: Human Resources

College of Management, KKKKKK (East)

For Academic Year 20122013

A Project on

Human Resources Recruitment

Submitted in the partial fulfillment of the requirement for

qualifying

Master of Management Studies

Of
University of Mumbai
Submitted by

LLLL MMMMM
Roll No.: 15
Specialization: Human Resources

College of Management, KKKKKK (East)

For Academic Year 20122013

Project Guide: Prof. SSSSS

DECLARATION
To,
The Director,
College Of Management,
Vidyanagari, Chinchpada road,
Kmanivali, KKKKKK (East),
Dist. Thane 421 306.
Respected Sir,
I the undersigned hereby declare that the project report entitled
Human Resources Recruitment is an original work developed
and submitted by me under the guidance of Prof. Sssss
The empirical findings in this project report are not copied from
any report and are true and best of my knowledge.
DATE:
PLACE: Thane
ROLL NO.: 15
Signature of student
Llll Mmmmm

CERTIFICATE
This is to certify that the project entitled Human Resources
Recruitment submitted by Llll Mmmmm in partial fulfillment for
the award of Master of Management Studies; University of
Mumbai is her original work and does not form any part of the
projects undertaken previously.
Also it is certified that the project represents the original work on
the part of the candidate.
Place: Thane
Date:

Signature of the Director Signature of Guide

ACKNOWLEDGEMENT
With immense please we are presenting Human Resources
Recruitment Project report as part of the curriculum of Master of
Management Studies. We wish to thank all the people who gave
us unending support.
I express my profound thanks to Director and Prof. Sssss, project
guide and all those who have indirectly guided and helped us in
preparation of this project.
We also like to extend our gratitude to all staff and our colleagues
of College of Management, who provided moral support, a
conductive work environment and the muchneeded inspiration to
conclude the project in time and a special thanks to my parents
who are integral part of the project.
Thanking you.
Llll Mmmm

Project Contents:

INDEX
Page No.

i.
List of figures & diagrams
2 18
1
Organization Profile
2
Introduction of the study
19 37
2.1
Meaning, Definition, Concept

2.2
Objectives
3
2.3
Scope
38 40
Research Methodology
4
Data Analysis
41 47
5
Recruitment 'A theoretical frame work'

48 50
6
Findings
52
7
Limitation
52
8
Conclusion
53
9
Suggestions
53
10
Webliography & Bibliography
55
11
Questionnaire
56 59

List of Diagrams

Sr. No.:
PARTICULARS
Pg. No.
1
Form of Interview
42
2
Source of Candidate
43
3
Telephonic Interview Round
43
4
Track Candidate
44
5
Define Candidate
44
6
Time Spent
45
7
Different Process
45
8
Basic Questions
46
9
Cost Calculating System
46
10
Evaluation and control of Process
47
11

Facility for trainees

47

Executive Summary
The Human Resources are the most important assets of an organization. The success or failure of
an organization is largely dependent on the caliber of the people working therein. Without
positive and creative contributions from people, organizations 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, qualifications 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
requirements of the staffing schedule and to employ effective measures for attracting that
manpower in adequate numbers to facilitate 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 applicants and provide enough information for unqualified persons to self-select
themselves out.
The term HR recruiter may sound redundant, as both human resources managers and recruiters
both find job candidates and get them hired, this job is very specific.
Recruiters will work from resumes or by actively soliciting individuals qualified for positions. A
recruiter's job includes reviewing candidate's job experiences, negotiating salaries, and placing
candidates in agreeable employment positions. Recruiters typically receive a fee from the hiring
employers.

PROFILE

OF THE
ORGANIZATIO
N

Address: Office No.2, A-wing, GN Apt, XXXXX (W), Mumbai - 400070 Email ID
hrd@emcxxxxx.in Contact No: 9223300000 / 022 26520000 Website - www.emcxxxxx.in

About Company
Executive Management Consultant is located at Mumbai (India) Assists companies in search of
qualified and experienced professionals across sectors and industries.
We are a prominent executive search & selection company, providing a wide range of
recruitment solutions for various requirements. We are a team of dedicated professionals offering
services across India.
Established in 2006 with licenses, EMC is leading Indian and International companies for their
middle & senior management requirements. EMC caters to both domestic placements across
India as well as international locations. We have turnover of 10 lakhs.
Our team of 25 head hunters have extensive previous professional work experience and currently
specialize in different domains across industries and professionally head hunt and source
candidates based on specific client requirements.
Recruiting at a Speed using the best technology,
We believe Time is Money hence sourcing the right resource in shorts
Mohammad Shaikh
Director EMC-Executive Management Consultant

Fact Sheet
Year of Establishment : 2006
Nature of Business : Manufacturer, Service Provider
Major Markets: Indian Subcontinent, East Asia, Middle East and South East Asia

Contact Details
Company Name:

EMC- Executive Management Consultant

Contact Person:

Mrs. Shaikh

Contact No.: + (91)-9223300000

Address:

Block No.2, A-Wing, Garib Nawaz Apt, Pipe Line Rd, xxxxx (W),

Mumbai, Maharashtra - 400000 (India)

Web Site:

http://www.emc.in/

Company Profile
EMC- Executive Management Consultants process driven, recruitment firm that assists
organizations in achieving business objectives through understanding and effectively addressing
the "people" issues in their business. Our focus is on desired outcomes and bottom line success.
EMC- Executive Management Consultant is into Executive Search, Turnkey Projects & Generic
Resourcing.
EMC-Executive Management Consultant is specialized in Head Hunting, Resourcing and
Screening of candidates from & across Industries.
Our point of difference is that we are a focused, professional, ethical and proactive team!

DATA BANK
We have a fairly large data bank comprising of candidates in Managerial functions, HRD,
Accounts, Finance, Engineering, Information Technology and Marketing to suit the requirements
of Management at all levels of functions. Our data bank consists of candidates from different
locations and in various countries. They could even supply candidates with very rare skill sets
and experience from their data bank. This is helpful to identify candidates for specific locations
within short notice.
FACILITIES
A completely computerized Network environment with sophisticated software for maintaining
and accessing data bank - An extensive library covering almost all subjects relating to business. Three telephone lines, Fax, Internet and email facility. - A good job site on the web to publicize
the requirements immediately. - Dedicated Team of Consultants and staff who believe in
Right People!! Right Solutions!!
Aim & Approach of EMC
Aim
Aim is to ensure we match you with your ideal job every time. With an ethos that focuses on the
needs and aspirations of each individual candidate, rather than simply filling jobs, we make
sure we understand what you want first before discussing any relevant career options.
If our clients are looking for full time, part time, permanent or temporary opportunities, our
specialist consultants are on hand to guide you through the options to match you with your ideal
job.
Our aim is to offer our clients the best consultancy services in India. This means that we provide
clients with full consultancy service, from identifying the relevant candidate, to closing the
position at short span of Time.
Initiatives
We proactively seek grant schemes that match your needs and help you tailor your projects to
take maximum advantage of grant opportunities.

Our extensive professional network and experience in a wide range of grant schemes ensure that
we track the latest developments in incentive schemes and identify opportunities as they arise.
You can then adapt your decisions to better fit public objectives.
Partnership
Close collaboration with clients regularly leads to long-lasting partnerships. The better we know
you and your organization, the better we can advise you. This leaves you free to focus on your
core business while we deal with grants acquisition, administration and project management. We
also partner with clients in their consortia, technological platforms and other public-private
partnerships.
Approach
Our Approach towards Client is distinctive. Large amount of support teams, provide clients with
the complete range of fully integrated recruitment solutions from each site. True client
partnerships, an advanced internet development strategy and our focus on placing people are part
of what makes us different.
Quality Policy / Processes
Quality Policy
Our consultants go through a stringent pre-qualification phase to ensure that they have the
expertise that the clients require. We select experienced personnel with established professional
consulting experience. We put strong emphasis on Attitude, Communication and Team Player
skills and demonstrated ability to stretch themselves to contribute to the successful completion of
projects. We engage in reference checks, drug tests, and background checks before deploying our
manpower to the project.
Our Philosophy Service to the customers and the candidates is our motto. Each employer is
important to us and gets personalized attention, irrespective of size or even volume of business
generated. Similarly, every candidate is treated with warmth and understanding. We make every
effort required to find suitable placement for the job seekers. It is essentially this philosophy
which has enabled us to attain our present stature.

CLIENTEL

ROLTA

NETWORK18

ADLABS FILMS

PROCESSWARE ZENTA POLARIES

WHY EMC?
A perfect mix of Business focus and technology which is backed with a specialized team of
Professional recruiters who are continuously updated with technical training and high end
support.
State of the art Infrastructure, Well equipped & Air-conditioned work station.
Capability to source high number of candidates for the Clients, scale up and double
candidates when needed for project works.
Critical strength to always stand up on efficiency and quality in fulfilling commitments at the
workplace.

Executive Management Consultant takes care of:

Quality
Our consultants go through a stringent pre-qualification phase to ensure that they have the
expertise that the clients require. We select experienced personnel with established professional
consulting experience. We put strong emphasis on Attitude, Communication and Team Player
skills and demonstrated ability to stretch themselves to contribute to the successful completion of
projects. We engage in reference checks, drug tests, and background checks before deploying our
manpower to the project.
Cost
We keep our overheads low and therefore we can compete with the biggest of staffing firms to
provide a fair and competitive rate.
On Time Delivery
That is a promise we made to ourselves. We have taken extreme care to ensure that delivery is
met and we are proud of our track record that shows 90% of the candidates selected take up our
projects. Our support function facilitates our consultants to move from project to project. This
ensures that they are ready to work when and where our clients need them.

Retention
Our retention level of consultants on the project is at an enviable rate of 95%. This does not
happen accidentally. We spend quality time on the staffing needs and ensure that the staffing
solution we provide really fulfills the clients needs.
Specialization in level of recruitment
EMC handles the below 3 Levels of Recruitment:
Middle & Senior Level of Management
Junior & Middle Level of Management
Junior & Senior Level of Management

EMC deals with all IT requirements & below mentioned are some of the Functional area of
recruitment where EMC is specialized:
Software Engineers (Core Java, JSP, J2ME, J2EE, C++, C#, VB, VB script, VB.net, ASP.net,
HTML, Autocad)
Manual Testing Engineers (Performance Testing (Web Load), Functional Testing, Integration
Testing ,White box Testing , Database testing (SQL, Oracle) )
Automation Testing Engineers (Winrunner, Loadrunner, Rational Robot, QTP, Skilktest)
Project Lead/Lead Management/Project Manager
Informatica, Autosys, Database Administrator (Oracle , SQL, DB2,DB Attritions)
Network / System support/System Integration
Symbian, Brew, Android, iphone, Blackberry, Fixed line data
Data center Operations
.net (VB/ ASP/ VC/ C#/ Sharepoint)
Sr. Ops Engineer/Ops Manager
Assistant Manager Service Delivery (Networking / System Integration / IT Operation)
Crystal Report
Weblogic / Websphere / WAP
Java / JSP / J2ee / J2me / Junit

Siebel / PHP / Perl / People soft

SAP (FICO / BASIS / ABAP / SRM / CRM)
UML / XML / HTML / DHTML
Unix / Linux / Windows
QTP / Win Runner / Load Runner
SQL / Oracle / DB2 / PL SQL / D2K / Dbase
Lotus / Mainframes
3DMax / Coral Draw / Adobe Photoshop
Adobe Pagemaker / Adobe Illustrator
Apache
Cold Fusion
Matlab / Labview
Rational Robot / MQC / Silk Test
C / C++ / C# / VB / VC / VC++ / ASP / Foxpro
Network / System / Support / Implementation Engineer
Delivery Managers (PMP & ITIL certified)

Functional Area of Recruitment Specialization

EMC deals with all IT Non requirements & below mentioned are some of the Functional area
of recruitment where EMC is specialized:
Sales & Marketing (All areas): Executives, Regional Manager, Marketing Head, AM-Sales,
Branding Manager.
Accounts & Finance (All areas)
Engineers Civil / Mechanical / Chemical
Draftsman / Interior Design Engineer
Secretary to CFO / MD / VP
Process Trainers / VNA Trainers

Admin Executive / Front Office Exec

Project Manager, Sr. Mgr / Mgr Production & Planning, DGM Operation, Manager Contract &
Planning, Manager Design

Commercial Head, Piping Engineer, Manager Quality, Executive Procurement, Architects

Road Surveyor
GM, VP, AVP Finance , Financial Analyst, Investor Relation
HR & Admin: Manager HR, Sr.Exe. / Exe. HR.
Legal : Manager Legal , Compliance Manager, Company Secretary

How does recruiters/consultant get paid?

A recruitment consultant primarily acts from a position of self interest. Their job is to generate
revenue by making sales. Sales mean selling their service, their ability to find the right candidate,
to prospective employers. In effect they are selling you. This means they will be eager to
champion you, their product, to the employer, likewise they will be keen to ensure that you will
accept the position if offered.
Exactly how a recruitment consultant is paid depends on whether it is a permanent or contract
position. Generally for a permanent placement the company receives a proportion of your salary,
or a set fee agreed with the employer. The more you earn the more they stand to make. Knowing
this should ease any concerns you have; in this you are both on the same side. For a contract the
consultant will receive a margin of your rate.

Job Profile in EMC:

Sourcing resumes through different job portals like Naukri, monster etc.
Based on the clients requirements screening the resumes and judging the Candidates to meet the
particular requirement.
Initial phone screening of candidates to judge communications and background.
Short listing the candidates as per clients requirements and then scheduling up the interviews.
Regular follow up with the selected candidates to confirm their joining dates, ensuring the
maximum of them are placed successfully with the respective organization
Maintaining and updating database of potential, prospective and rejected candidates
Constantly be in touch with the candidate until he/she joins.
Co-ordinate with other recruiters to work as a team.
Maintaining a database of candidates.
Handling end to end recruitments.

Requirements I worked on in EMC

Relationship Officers / Sr. Relationship Officers / Territory Manager for the Location of Delhi
and Mumbai(Lower parel), for the Quikr India Pvt Ltd
Sales Manager for the Location of Ahmedabad, for Quikr India Pvt Ltd
Asp.Net for the Location of Mumbai(Malad), for the 3G Services
Project Engineer for the location of Mumbai, for Sigma Byte
Secretary to MD for the location of Mumbai(Andheri),for Financial Technologies
Project Co-ordinator with Onmobile Global Ltd.
Techlead Position for Atidan Technologies

Recruitment Email sent to candidate regarding the same

Dear Candidate,

This is to bring to your kind notice that we have an opening for the post of Relationship Officer/ Sr.
Relationship Officer with Quikr.com
URL: - http://www.quikr.com/html/about.php
Location: Delhi

Sr. Relationship Officer/ Relationship officer

Designation:

2+ Years

Experience:

Excellent Communication Skill, Positive attitude, passionate, highly

motivated,
Should come from online, yellow pages, space selling and should have
a good idea about online sales/marketing

Essential
Qualities:

Responsible for monitoring accessing, improving the ad sales, revenue

monitoring
Job
Responsibility:

Able to independently ideate and came out with solution to client and
ad sales team
Monitoring All ad positions, ad campaignings, sales etc. Monitoring
their sales / telesales team.

If your candidature suits the mentioned profile then kindly send us the following details:
your updated resume in MS Word format.
Present CTC
Expected CTC
Notice Period

As the requirement is a bit urgent, an early response on this would be highly appreciated.
Alternatively if you know someone suitable and available then Please
refer (or) let us know their contact details. We shall check their willingness for this opportunity.
Please, respond at the earliest.
Best regards,

Llll |HR| EMC-Executive Management Consultant

Direct: 9223499000 || llll@emc.in

Recruitment Email sent to candidate

Hi,
Opening with Onmobile Global Ltd for Project Co-ordinator
OnMobile [NSE: ONMOBILE] is one of the largest white-labelled Data and Value Added
Services [VAS] companies for Mobile, Landline and Media Service Providers. OnMobile
touches the lives of over 1 billion mobile users across 55 countries every month.With our
diverse product portfolio of Mobile Music, multi-screen Video Gateway and delivery
solutions, Phone Backup and Personal Cloud Management solutions, Voice and Video portals,
M-Commerce products and services, we generate 2 5% contribution for top customers and
top line revenues of over US $800 million for over 92 customers globally. We deliver our
products by the best combination of a hosted Cloud with on-site operations at the customer
premises or through products deployed in customer networks.Founded in 2000, OnMobile
has 1500 employees spread across India, U.S., LATAM, Africa, Australia, Middle East and
Europe. The company was publicly listed in India in 2008. Recent acquisitions include
Voxmobili (2007), Telisma (2008), and Dilithium Networks (2010).
Location: Bangalore
Website: http://www.onmobile.com/

JD for Position:Job Title

Project Coordinator

Department
India Private Operators - PMO

Qualification
B.Tech / BE / MCA / MBA

Experience
1-3years

Role

Project co-ordinator is a Project Management Office role.

The role requires the person to plan, drive, co-ordinate and
track projects with various internal stakeholders.
Schedule regular meetings with the action owners for status
tracking.
Update the senior members of the organization on the status of
the projects, highlight Requirements, risks and gating issues
and probable resolutions.

 Prepare and analyse the data collected from various reports

Job Description
and present it to the leaders for further analysis and decision
making.

Skills

1) Good Analytical, negotiation and communication skills.

2) Good skills in Excel and ppt. Should have good ability to analyze
data, prepare and present analysis to internal stakeholders.
3) Ability to plan, drive, co-ordinate and track projects with various
internal stakeholders and report the progress to the AVP.
4) Should possess good Project management skills. Telecom
Knowledge and System level knowledge preferred.

Location
Bangalore

If this profile suits your candidature, kindly send the updated resume mentioning the
following details:Total Experience
Relevant Exp.

Current CTC
Expected CTC
Notice Period
Best regards,

Lllll |HR| EMC-Executive Management Consultant

Direct: 9223499000 || lllll@emc.in

Recruitment Email sent to candidate

From: Lllllll Mmmmm < lllll@emc.in>
To:
Sent: Tuesday, 15 May 2012 3:15 PM
Subject: Opening with Atidan Technologies for Tech Lead
Hi,
As per the discussion, I am sending the Companys profile and Job Description. Opening with Atidan
Technologies for the post of Tech Lead
Atidan Technologies is an IT industry. Its an U.S. based multinational company. Atidan combines
offshore cost-efficiency and 24 hour work cycles with direct team interaction at different location-delivering
low-risk, high-performance solutions to help you improve communications, streamline workflow and
increase productivity.
URL: - http://www.atidan.com/Pages/index.aspx
Location: - Mumbai
Job Description:Candidate must have atleast 6 yrs of experience.
Exp working on web based projects is a must.
Exposure on SharePoint is preferable.
Exposure working with US clients is a must.
Applicant should be working as a tech lead.
Interview: - On Saturday (19th May 2012)
Timing: - 9 AM TO 12 PM
Interview Procedure:Aptitude Test (HR Interview)
Computer Programming Test (.Net Test)
Technical Interview 1
Technical Interview 2
If this profile suits your candidature kindly send the following details:Updated Resume in word format.
Total Exp.

Relevant Exp.
Current CTC.
Expected CTC.
Notice Period.
Best regards,
Lllll |HR| EMC-Executive Management Consultant
Direct: 9223499000 || llll@ emc.in

Format of Candidate Interview Schedule details sent to Organization

Hi,
Below mentioned is the interview schedule for AM / Manager HR:
Sr.
Candidate
Interview
Interview
Contact No
Mode
Location
Position
Consultant
No
Name
Date
Time

1
Veena
17th May 12
10.00 am
98000000
F2F
Mumbai
AM/Manager
EMC
Kashelkar

HR

2
Richa Mehta
17th May 12
11.00 am
9833000000
F2F
Mumbai
AM/Manager
EMC

HR

2
Ragni Jethi
18th May 12
11.00 am
9833900000
F2F
Mumbai
AM/Manager
EMC

HR

Weekly Status Report

Date
Candidate's
Contact No

Client

Position Applied for

Location

CV Sent

Name

29-May-12
Soham Raval

97277000000
Quikr
SM
Ahmedabad
CV sent

Tracker sent to Company consists of the following elements:

Status (CV sent or not), Source (Consultant Name), Candidate Name, Current Company (candidate is
working with), Yrs Of Experience, Location, Education, Current Designation, Current CTC, Expected
CTC, Position Applied For, Contact No., Profile Sent Date, Line Manager, 1st Level - Resume
Screening, Mode, Date, 2nd Level - PI or TI, Date, 3 Level PI, Date, Final Status, Client CTC if
offered.

Form attached along with candidate resume while forwarding to the Client (i.e.
organization)

Executive Management Consultant

Name
Position applied for
Current Company
Current Position
Highest qualification
Total Exp
Relevant Exp
Current CTC
Expected CTC
Notice period
Current Location
Willing to work in Location
Opted for (Y/N)
Reason for Job Change
Why the Client (e.g. Tata/FT)
Why Consultant has shortlisted the CV

Introducti
on
Of the
Study

Objectives of the study:

The main objectives of the study are as follows:
To understand the process of recruitment
To know the sources of recruitment at various levels and various jobs
To critically analyze the functioning of recruitment procedures
To identify the probable area of improvement to make recruitment procedure more effective
To know the managerial satisfaction level as well as to know the yield ratio
To search or headhunt people whose, skill fits into the companys values

Scope of study:
The benefit of the study for the researcher is that it helped to gain knowledge and experience and
also provided the opportunity to study and understand the prevalent recruitment procedures.
The key points of my research study are:
To Understand and analyze various HR factors including recruitment procedure at consultant.
To suggest any measures/recommendations for the improvement of the recruitment procedures

Question 6: What is the average time spent by executives during recruitment (each
candidate)?
more than 15
1
- 5 minutes

mins

10%
5
- 10 mins

10 - 15 mins

10 - 15 mins

more than 15 mins

10%

5 - 10 mins
20%
1 - 5 minutes
60%
This analysis indicates that most of the respondent i.e. 60% responded for 1 to 5 minutes, 20%
responded for 5 to 10 mins, whereas 10% responded for 10 15 mins and rest 10% responded
for more than 15 mins.
Question 7: Do you follow different recruitment process for different grades of employees?

No 5%

Yes
No

Yes 95%
This analysis indicates that most of the respondent i.e. 95% responded for Yes and 5% responded
for No.

Question 8: What are the basic questions you ask to the candidate?

Current Job
Notice Period
Current /
Profile
0%
Expected CTC
0%
Experience (Total
0%

/ Relevent)

0%

Experience (Total / Relevent)

Current / Expected CTC

All of the Above

Current Job Profile

100%
Notice Period

All of the Above

This analysis indicates that the entire respondent i.e. 100% responded for asking all the basic
questions.
Question 9: Do you have any system to calculate cost per recruitment?

Yes

No
No

Yes
70%

30%

This analysis indicates that most of the respondent i.e. 70% responded for No and 30%
responded for Yes.

Question 10: Is there any provision for evaluation and control of recruitment process?

No
Yes

55%
No

Yes 45%
This analysis indicates that most of the respondent i.e. 55% responded for No and 45%
responded for Yes.
Question 11: Is there any facility for absorbing the trainees in your organization?

No

Yes
Yes

No
70%

30%

This analysis indicates that most of the respondent i.e. 70% responded for Yes and 30%
responded for No.

THEORITICAL FRAMEWORK:
THEORIES REGARDING RECRUITMENT

RECRUITMENT IS TWO WAY STREET:

It takes recruiter and a recruitee: It takes a recruiter and a recruitee recruiter has a choice whom
to recruit and whom not;
As per Behling et al, there are three ways in which a prospective employee makes a decision to
join an organization.
Accordingly, the following three theories of recruitment have been evolved:
Objective factor theory
Subjective factor theory
Critical contact theory
These theories can be explained as follows:
Objective Factor Theory
It assumes that the applicants are rational. As per this theory, the choice of organization by a
potential employee depends on objective assessment of tangible factors such as;
Pay package, Location, Opportunity per career growth, Nature of work and Educational
opportunities. The employer according to this theory considers certain factors among others;
educational qualification, years of experience and special qualification/experience.
Subjective Factor Theory
The decision making is dominated by social and psychological factors. The status of the job,
reputation of the organization and other similar factors plays an important role.
According to this theory, compatibility of individual personality with the image of organization
is decisive factor in choosing an organization by individual candidate seeking for employment.
These subjective factors are; Personal compatibility for the position, Competence and Best fit.

Critical Factor Theory

The critical factors observed by the candidate during his interaction with the organization play a
vital role in decision making. Recruiter being in touch with the candidate, promptness of
response and similar factors are important. This theory is more valid with the experienced
professionals.
There are instances when a candidate is unable to choose an organization out of alternative based
on Objective and Subjective factor(s) listed above. This is due to many reasons such as limited
contact and insufficient data with regards to the organization or its own inability to analyze and
come to ant conclusion. In such cases, certain critical factors observed by the manager during
interview and contact with personnel of the organization will have profound influence in his
decision process.
It must be noted that, the theoretical base given above by Behling et al was mostly influenced by
the working condition which existed in developed countries like The United States of America
and European countries. In these countries, vacancies are many and there is scarcity of suitable
hands unlike in developing countries like Cameroon where vacancies are less and hands are more
resulting to large scarce unemployment. The theoretical base given above cannot be applied in
developing countries except in hid paid jobs where higher skills and better knowledge are the
prerequisites. In such cases, candidates have variety of choices and he is the master of his choice.
In production, servicing and clerical jobs, unemployment is where the number of job seekers far
exceeds the vacancies.
In such a situation, candidates have little choice and such, grab whatever organization call him or
her for employment. In such a case, the potential organization is in a better place to choose the
candidates from the many available.
Hence, the recruitment process should be that of filtering and re-distributing potential candidates
not only, for actual or anticipated organization vacancies but also searching for prospective
employee.
From Behlings review, it could be assessed that workers output will increase due to certain
objectives of motivating them through regular payment. This will help to influence their working
conditions thereby making them to be effective at work.
Problems arise when unemployment rate is high and the number of those seeking for jobs far
exceeds the vacancies that exist. In this case, candidates have little choice to be offered the job in

the institution. Though they possess the knowledge, education, the process should be to filter and
re-discover their potentials.
When this happens, right (qualified) employees should be placed in the right positions and as a
result, it will lead to an increase in productivity.
Due to the subjective factor of a candidate being best fit for the job, it is not the best procedure to
determine whether his output will increase or decrease but it should be assessed from the critical
factor observed during interview and the contact with the personnel of the organization that will
influence his productivity and his decision making.
PersonalityJob Fit Theory
The personalityjob fit theory postulates that a person's personality traits will reveal insight as to
adaptability within an organization. The degree of confluence between a person and the
organization is expressed as their Person-Organization (P-O) fit. This also referred to as a
personenvironment fit. A common measure of the P-O fit is workplace efficacy; the rate at
which workers are able to complete tasks. These tasks are mitigated by workplace environs- for
example, a worker who works more efficiently as an individual than in a team will have a higher
P-O fit for a workplace that stresses individual tasks (such as accountancy). By matching the
right personality with the right company workers can achieve a better synergy and avoid pitfalls
such as high turnover and low job satisfaction. Employees are more likely to stay committed to
organisations if the fit is 'good'.
In practice, P-O fit would be used to gauge integration with organizational competencies. The
Individual is assessed on these competencies, which reveals efficacy, motivation, influence, and
co-worker respect. Competencies can be assessed using various tools like psychological tests,
competency based interview, situational analysis, etc.
If the Individual displays a high P-O fit, we can say that the Individual would most likely be able
to adjust to the company environment and work culture, and would be able to perform at an
optimum level.

Findings,
Conclusio
n,
Suggestio
ns,

Limitatio
n

FINDINGS
According to the Survey, Recruitment differs from company to company for each category.
According to the Survey, the company do utilize internet sites for the recruitment process and for
finding the talent candidate
According to survey it is observed that the company are utilizing the job description in order to
make screening process more efficient

Limitation of the study:

The study is subjected to the following limitations
The study is based on the data provided by the company statements so, the limitations of the
companys employees remaining are equally applicable.
In some cases data is collected from the companies past records.

CONCLUSIONS
Polices adopted by EMC are transparent, legal and scientific.
Recruitment is fair.
The recruitment should not be lengthy.
To some extent a clear picture of the required candidate should be made in order to search for
appropriate candidates.
Most of the employees were satisfied but changes are required according to the changing
scenario as recruitment process has a great impact on the working of the company as a fresh
blood, new idea enters in the company.

SUGGESTIONS
Time management is very essential and it should not be ignored at any level of the process.

Recruitment policy is satisfactory in EMC but the periodicity of recruitment is being more
which needs to be reduced.
Communication, personal and technical skills need to be tested for employees