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Executive Summary

This project report tries to comprehend the scope and the difficulties involved during the recruitment process
in Mahindra Logistics. Sourcing, which is a vital part of the recruitment process is thoroughly dealt with.
Sourcing the candidates suitable for the given job profiles is the core activity of recruitment and is a
comprehensive and complicated process in itself. Hence, this constitutes the prime objective of this report.
Rigorous sourcing was undertaken to understand the recruitment process. Candidates were interviewed and
then potential candidates were shortlisted. During the tenure of the project I learnt to put the candidates
under assessment tests and took the initial rounds of interview.
The following methodology was followed by me at Mahindra Logistics. To begin with the client
company’s or in-house requirement was received. All necessary data regarding the company, job profile,
salary, rewards, shift Timings and assessment tests were gathered and understood. Sourcing the candidates
from the job portals and databases. Putting them through an initial interview process. Short listing potential
candidates and selecting the best out of them.
Streamlining of Basic Minimum Wages as per the compliance was done by me to make sure that all the
recruited employees get the Minimum wages as decided by the state governments of each state.

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Company Profile

The Mahindra Group: a Microcosm of India

The Mahindra Group is a US $4.5 billion conglomerate is a leading manufacturer of multi-utility vehicles
with significant presence in key sectors like farm equipment, infrastructure, information technology,
logistics and financial services.

The Group completed 64 years in 2009. Set up in 1945 to make general-purpose utility vehicles, M&M first
became known as the maker of the iconic Jeep in India. The company branched out into manufacturing light
commercial vehicles and agricultural tractors. Mahindra & Mahindra rapidly grew from being a maker of
army vehicles and tractors to a major automobile manufacturer with a growing global appetite. Now the
Group has a leading presence in many other key sectors -- Trade and Financial Services (Mahindra
Intertrade, Mahindra & Mahindra Financial Services Ltd.), Systems & Technologies (Mahindra Engineering
Services, Mahindra Ugine), Information Technology (Tech Mahindra, Bristlecone), and Infrastructure
Development (Mahindra GESCO, Club Mahindra Holidays, Mahindra World City). Two Group companies
Mahindra Finance and Tech Mahindra made their debut on the bourses in 2006 in line with the commitment
that each of the business segments would have flagship companies that will be listed.

The Group employs over 55,000 people and has eight state-of-the-art manufacturing facilities in India.
M&M has made strategic acquisitions of plants in China and the United Kingdom, and has three assembly
plants in the USA. M&M has entered into partnerships with international companies like Renault SA,
France, Nissan and International Truck and Engine Corporation, USA.

Over the years, the Mahindra’s has transformed itself into a group that has a leadership position in all the
sectors it operates in and has a growing global footprint. Forbes has ranked the Mahindra Group in its Top
200 list of the World’s Most Reputable Companies and in the Top 10 list of Most Reputable Indian
companies.

 It is a significant players in both Urban & Rural Markets

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 Deep understanding across India of

 Consumers
 Markets
 Industries
 Environment
 Government & Regulation

 Invest in deepening our understanding of markets

 Eg. The Rural Centre of Excellence

 Like India pursuing Global excellence

… with diversified interests across sectors

IT
Infra &
Two Wheelers
Hospitality

Defence-related
Business Auto

Farm
Fin Services
Equipment

Trade, Retail & Media &

Logistics Entertainment
Systech
After Market

Mahindra Group’s Core Purpose

Indians are second to none in the world. The Founders of our nation and of our Company passionately
believed this. We will prove them right by believing in ourselves and by making Mahindra & Mahindra
Limited known world-wide for the quality of its products and services.

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Mahindra Group’s Core Values

 Good Corporate Citizenship

 Professionalism
 Customer First
 Quality Focus
 Dignity of the Individual

Leadership: All sectors of the Group have domestic market leadership

 Auto OEM: market share #1 in Utility Vehicles

 Tractors: market position #1 (One of the largest in volumes globally)
 Systech: Among top 4 auto component Indian groups, Among 5 largest forging companies in the
world
 Mahindra Finance: Leader in rural financing
 Mahindra World City: India’s first operating Corporate SEZ
 Mahindra Holidays: Most successful ‘lifetime holiday’ service provider
 Tech Mahindra: Market leader in Telecom IT software.

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Mahindra Logistics Limited:

Mahindra Logistics - a Mahindra group company* is focused on offering end-to-end Supply Chain Solutions
and People Logistics Solutions. Mahindra Logistics supply chain solutions focus on key industry verticals of
Automotive, Retail, Telecom, Pharmaceutical and Express logistics. Mahindra Logistics is a market leader in
People Logistics segment with dominance in the IT’s and BPO industry.
Mahindra Logistics is a leading established player in the Indian logistics industry with over 200 major
corporate clients. We hold a strong presence in the automotive sector and are currently managing more than
35 automotive plants. Having a warehousing capacity of more than 3 million sq ft, seconded by aggressive
plans for expansion to meet growing customer needs, Mahindra Logistics will soon have a dominant
presence in the warehousing segment.
*The Mahindra Group with revenue of US $6.7 billion is among the top 10 industrial houses in India.
Mahindra is the market leader in multi-utility vehicles in India and the only Indian company to figure
amongst the top tractor brands in the world.
The Group has a leading presence in key sectors of the Indian economy, including the financial services,
trade, retail and logistics, automotive components, after-market, information technology and infrastructure
development.

Vision:
“To be the leading edge logistics partner ensuring highest customer satisfaction in our selected
industry segments”

Mission:

 To be a Preferred logistics service provider for end to end solutions in select industry segments
 Be a strategic weapon for its customers - by enhancing customer revenue.
 Continuously offer customized, globally benchmarked, value added & end to end solutions.
 To play a Leadership role in building world class logistics infrastructure
 Attract capital, skills and partnerships for ongoing growth.
 Build sustainable, strategic partnership of service providers enabling extended competency portfolios
for appropriate end to end logistics offering.

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 To launch game changing initiatives through learning, transformation, innovation and synergy and
consistently provide higher value to all stakeholders.
 Provide employment to lowest strata of society- create wealth at bottom of the pyramid.
 Become a Rs 2000cr Revenue Company by F13.

Milestones
The genesis of Mahindra Logistics was in the Year 2000 as a strategic initiative of Mahindra and Mahindra
Ltd in the automotive sector to build new business around the life cycle of vehicles and their application in
various segments. It was soon engaged in servicing M&M's complex transportation requirements including
inbound - outbound logistics and inter-plant movement. While it initially focused on logistics opportunities
within Mahindra & Mahindra business, within a very short period of time it extended its services to external
clients. In a short span of 10 years Mahindra Logistics has become a leading logistics service provider in
Cargo and People Logistics
 2000 - Creation of TSG (Transport Solutions Group)
 2001 - New business vertical -CPM (Corporate People Movement) added.           Major
BPO/ITES become M&M's clients
 2004 - Extends presence to all major metros
 2005 - SCM (Supply Chain Management) vertical added
 2006 - Mahindra Logistics - an independent division created
 2006 - Renamed Mahindra Logistics with extended service offerings
 2007 - Forays into International Logistics
 2008 - Effective 1st Oct, becomes Mahindra Logistics Limited -
         100% subsidiary of M&M

Industry Verticals
Mahindra Logistics has a dominant position both in the Supply Chain Logistics and People Logistics space -
a unique amongst logistics service providers.
Our focus on select industry verticals ensures that we successfully partner with our customers and deliver
value to them by offering customised integrated logistics solutions. Our comprehensive and timely service
support allows them to focus on their core business areas.

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Supply Chain Solutions

Mahindra Logistics offers end-to-end supply chain solutions in key industry verticals of Automotive, Retail,
Telecom, Pharma & Express. After having developed expertise and proficiency in the automotive supply
chain we have successfully diversified into other industries like organised retail, infrastructure logistics for
telecom, specialised logistics requirements of Pharma & express industries.

People Logistics Solutions

The genesis of People Logistics started with the movement of passengers in rural India in the year 2000,
when fragmented and small service providers dominated the market. Today Mahindra Logistics enjoys a
leadership position in People Logistics Solutions with over 200 Corporate Clients, service delivery at more
than 300 locations, fleet of over 15,000 vehicles, a wide range of customised offerings, and a highly
experienced team.

Products & Services

Mahindra Logistics Products & Services are designed to support the complete customer value chain. We
leverage our infrastructure, networks, industry knowledge and experience to deliver integrated solutions for
complex business needs. Our expert team works closely with you to understand your unique business flow,
challenges and needs. Our experience in Logistics helps you get the most effective solution customised to
give your business the cutting edge advantage.

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Mahindra Logistics: Company at a glance:

CEO
SARKARI PIROJSHAW

Supply Chain
Management M&M Business
People Logistics
D.C Selvan Anupam Bhatnagar
Anupam Bhatnagar

Zonal manager
(S.M Hussain) Zonal manager East Commercial Head Deepak Acharya
North zone (Sanjay Choudary) Zone
Zonal manager
(Mahindra Malladi) Zonal manager West
West Zone
(Soman Nambiar) Zone
Zonal manager
(Richard Chelli) South zone Zonal manager South
(Santosh Kanaran) Zone
Zonal manager
(I.Asfak) South Zone-2 North
Zonal manager
Zone
(D.C Selvan)
Zonal manager
(Sanjay Choudary) East Zone

Rohit Bindal LovinderSaggu

(Delhi) (Punjab)

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MAHINDRA LOGISTICS, FROM MY DESK

The strength of the company is its people, working together with a common purpose. Although methods,
equipment and procedures are important, and they constantly strive to improve them, the most valuable
assets are loyal and capable people.

They seek, through the use of the impartial employment and promotion practices, to have a diverse
workforce. The organization is strengthened by capable individuals with diverse backgrounds.

They assign responsibilities and duties to secure the full benefit of an individual’s
Talent and abilities and to provide each person with an opportunity to develop Further.

All the people, and the jobs they perform, can make important contributions to the company. They maintain
an environment that enables them to obtain personal Satisfaction from their work.

The employees have been given a list of forms that need to be submitted as a formality and certain
procedures are also stated which they need to follow during their tenure with us.

Employees use to send the following back to the HR department:

 Filled in Application Blank with photograph
 Joining form
 Copies of: educational certificates, extra-curricular awards/achievement certificate,
 Past training records (if any)
 Service certificate,
 Relieving letter from previous organization
 Details of nomination transfer from previous organization of
i. PF
ii. Gratuity
iii. Superannuation

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iv. Medical insurance

v. Personal accident insurance
vi. Premiums, etc.

 Medical Fitness certificate

 Application for Identity card
 Leave card
 Bank account opening form

Working guidelines

They are an equal opportunity employer. The company expects each officer, to participate equally in all
daily activates such as morning meetings. The guidelines mentioned below help us to create an orderly and
safe workplace.

1. Working environment
 The working environment at Mahindra Logistics to the staff is of critical importance to the
success. They provide an atmosphere where the employees can concentrate on their work and
provide quality results. They request you to please refrain from extended conversations or other
activities that may disturb others.

2. Office Timings:
 Officer timings are between 9:00 to 18:00.
 Lunch time is for 30 minutes and Employees may avail this staggered anytime between 12.30
p.m. and 2.00 p. m.

3. Job Duties:
 During the evaluation period, the supervisor explains the responsibilities and performance
standards expected of the employee .
 Please be informed that the job responsibilities may change at any time during the employment.
 Mahindra Logistics reserves the right at any time, with or without notice, to alter or change job
responsibilities, reassign or transfer job positions, or assign additional responsibilities.

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4. Inspection
 All officers should be open to inspection of their bags and other packages when required.
 Officers are not allotted to bring out documents, parcels or any other company property
without the gate pass duly signed by other superiors.
 All vehicles leaving the company premises may be subject to inspection.

5. Uniform
 Officers are required to be in company uniform in the office premises at the manufacturing
facilities.
 For others the dress code is as follows:
o Monday through Thursday:
 Men: Formal theyar with tucked shirts, formal shoes
(sneakers/chappals/floaters not allotheyd).
 Women: Formal theyar, shirts/kurta, salwar kameez etc.
o Friday/Theyekends:
 Men: Business casuals, shirts/collared t-shirts only, shoes or sneakers
(chappals/floaters not allotheyd)
 Women: Business casuals.

6. Personal favors
 Officers are not allotheyd to receive personal gifts or any kind of benefit from customers,
suppliers, dealer’s pr any other business partners.
 Officers are not allotheyd to provide gifts or entertainment to customers, suppliers, dealers or
any business partner, either personally or on behalf of the company without approval from
concerned director.

7. Safety and House keeping

 If at any time, an unsafe or unsanitary condition exists, report to the administration
department.

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 Follow all established safety regulations laid down from time to time.
 All injuries, regardless of how insignificant, including near- miss situations, are to be reported
to the superior immediately.
 Office equipments, tool, furniture, fixtures and development parts are to be properly handled,
arranged, and kept clean, orderly and in their proper location. These should not be transferred
or taken out of their place of work without proper authorization.
 All personal belongings should be stored in the assigned lockers or other designated places.
Smoking is strictly prohibited within the work premises.
 Always follow good housekeeping practices and keep all common areas and work areas clean
and orderly at all times. Put all waste and trash into the designated trash container.

8. Personal property
 Company is not responsible for the personal property of officers.
 To minimize the chances of loss through theft or otherwise, officers are advised not to bring
large amounts of money or valuable personal belonging to work.

9. Tools and equipments

 Company provides all tools and equipments required to perform the job.
 All tools and equipments will remain with the company property and are not to be removed
from their proper place without being authorized by the divisional/ departmental head.

10. Handling of confidential documents

 Officers may be entrusted with confidential information such as business plans, financial
statements, model changes, research and development projects, long range production
schedules or personal data etc.
 The nature of the business is highly competitive and release or leakage of this type of
information can be damaging to the company.
 Officer is obligated to keep any such information as strictly confidential.

11. Intellectual Property Rights

 All inventions, discoveries’, creations will be transferred to the company as it’s the sole and
exclusive property. Covered information included but is not limited to, all computer operating

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systems, software and related development, codes, flow charts, manuals, marketing
technique/ model and data, technology and any other proprietary information. Company may
choose to protect the same through trademark, patent or copy right.

12. Telephone usage or personal mails.

 Officers are disctheaged from using company telephone for personal communications.
 Company mail service should not be used for personal correspondence.
 Officers provided with electronic mail facility are expected to use it only for official purpose.

13. Visitors
 All official visitors are required to make entry in the register kept for the purpose at the
security gate. Officers should give prior intimation to the security gate regarding the visit.
 Officer will ensure that the visitor displays visitor identity card.
 Visitors are generally not allowed to enter the work area.
 Company discharges officers meeting personal visitors during office hours.

14. General Etiquettes

a) Communication
 They Promote an Open Door Approach to Managing People. Every person should feel free to
discuss matters with management people in the company.
 Accessibility, however, does not relieve anyone of the obligation to respect delegated lines of
authority.
 Employees are engaged to discuss their ideas or try to resolve a disputed matter with their
immediate supervisor before seeking the counsel of others.
 One of the company’s strengths is the development of professional relationships among
everyone, regardless of authority or responsibility level.
 Communication should be as follows:
o Call out cheerfully to each other- good morning, thank you etc. listen actively to the
other person.
o Respect the other person’s opinion.
o Understand the person with whom you are dealing with

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o Do not hesitate to ask about what you do not know.

o Do not hesitate to express their opinion. Be frank.

b) Dealing with people

o Do not keep the visitors waiting too long
o Deal with the visitors efficiently so as not to waste time.
o Deal with visitors courteously and understand their position
o Take care of their appearance and language

c) Making visits
o Make an appointment before you visit.
o Arrive at least 5 minutes before the appointment time.
o If due to some urgency you will be late for the appointment, inform the person you are
visiting.
o Inform the receptionist of the company of ythe arrival.
o Take care of you appearance and language.

o Perform their business efficiently so that you can finish it in a short time.
o Make a phone call to the person promptly after visit and express the gratitude for his/ her
co-operations.

15. Harassment:
 Mahindra Logistics is committed to providing a work environment free of unlawful harassment.
 Mahindra Logistics’ policy prohibits sexual harassment and other harassment based on race, religion,
creed, color, nationality, ancestry, physical handicap, medical condition, marital status, age or any
other basis protected by federal, state or local law or ordinance or regulation.
 All such harassment is unlawful. For more information do go through the Policy on Sexual
Harassment

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LITERATURE REVIEW

Human resource management (HRM) is the strategic and coherent approach to the management of an
organization's most valued assets - the people working there who individually and collectively contribute to
the achievement of the objectives of the business terms "human resource management" and "human
resources" (HR) have largely replaced the term "personnel management" as a description of the processes
involved in managing people in organization. In simple words, HRM means employing people, developing
their capacities, utilizing, maintaining and compensating their services in tune with the job and
organizational requirement.

Features
Its features include:
 Organizational management
 Personnel administration
 Manpower management
 Industrial management

But these traditional expressions are becoming less common for the theoretical discipline. Sometimes even
employee and industrial relations are confusingly listed as synonyms, although these normally refer to the
relationship between management and workers and the behavior of workers in companies.
The theoretical discipline is based primarily on the assumption that employees are individuals with varying
goals and needs, and as such should not be thought of as basic business resources, such as trucks and filing
cabinets. The field takes a positive view of workers, assuming that virtually all wish to contribute to the
enterprise productively, and that the main obstacles to their endeavors are lack of knowledge, insufficient
training, and failures of process.
Human Resource Management(HRM) is seen by practitioners in the field as a more innovative view of
workplace management than the traditional approach. Its techniques force the managers of an enterprise to
express their goals with specificity so that they can be understood and undertaken by the workforce, and to
provide the resources needed for them to successfully accomplish their assignments. As such, HRM

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techniques, when properly practiced, are expressive of the goals and operating practices of the enterprise
overall. HRM is also seen by many to have a key role in risk reduction within organizations

The goal of human resource management is to help an organization to meet strategic goals by attracting, and
maintaining employees and also to manage them effectively. The key word here perhaps is "fit", i.e. a HRM
approach seeks to ensure a fit between the management of an organization’s employees, and the overall
strategic direction of the company (Miller, 1989).

The basic premise of the academic theory of HRM is that humans are not machines, therefore we need to
have an interdisciplinary examination of people in the workplace.
Fields such as psychology, industrial relations, industrial engineering, sociology, economics, and critical
theories: postmodernism, post-structuralism play a major role.

Human resources management involves several processes. Together they are supposed to achieve the above
mentioned goal. These processes can be performed in an HR department, but some tasks can also be
outsourced or performed by line-managers or other departments. When effectively integrated they provide
significant economic benefit to the company.

 Workforce planning
 Recruitment (sometimes separated into attraction and selection)
 Induction, Orientation and On boarding
 Skills management
 Training and development
 Personnel administration
 Compensation in wage or salary
 Time management
 Travel management (sometimes assigned to accounting rather than HRM)
 Payroll (sometimes assigned to accounting rather than HRM)
 Employee benefits administration
 Personnel cost planning
 Performance appraisal
 Labor relations

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Research Methodology

Introduction to Topic
Finding the right people is a make-or-break factor for success in business today. Recruiting the top talent for
a job takes time and you have to attract quality candidates who have the knowledge and skills needed to help
your company grow.

To start, you want to be sure that your potential candidate truly understands the job. The clearer you are with
the task description, working conditions and advantages, the less time you will waste examining and
rejecting applications.
The essentials of any job description are:
 A brief description of your company
 Detailed outline of the tasks involved
 Qualifications and experience required
 Equipment and resources used to do the work
 Skills required to use them.
However, you should also include work benefits (e.g., vacation, travel and perks), general working
conditions (e.g., scheduling, outside work) and the specific traits required.

Advertising is a toss of the dice. If it goes well, it can help you find ideal candidates in a regional, national,
or international pool. If not, it's a costly investment yielding few results. Make sure to factor in the time it
takes to go through a large number of resumes.

Employment agencies cost more but generally provide a good range of candidates. The employment advisors
look at your needs, screen a number of candidates, and only send you the applications that meet your
requirements. Bear in mind that the largest employment agencies do not necessarily offer the best choice of
candidates. There are numerous agencies that specialize in recruitment in specific sectors.

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Recruiting online such as monster.com, workopolis.com, and jobboom.com. These can provide inexpensive,
worldwide access to employees. In fact, 65% of job seekers now have access to these types of services.
Online recruiting is also on the rise in the government sector.

Using the Internet for recruiting usually involves regular visits to specialized recruitment sites, joining
newsgroups, and posting your job openings on recruitment sites, electronic publications and on your own
Web site.

Many specialized online recruitment services that allow you to post your job openings and access a bank of
resumes. Some companies will screen candidates and put you in contact only with those who meet all your
requirements. Other companies can even offer interactive tests to help identify the applicants' real
competencies and aptitudes, such as solving analytical problems, interpersonal skills and ability to manage
stress.

Key tips
 You could establish a presence on websites aimed at members of a particular profession in order
to reach the type of candidate you are looking for.
 Ensure that you post an accurate job description to reduce the number of inappropriate
applications.
 Research directly on recruitment sites. Use general search engines like google.ca and yahoo.ca to
locate candidates with resumes on their own websites.
 Register with several recruitment services like jobboom.com (don't forget foreign recruitment
services with an international section). Make sure you classify your job correctly, preferably
under more than one heading.
Make the interview deliver. Since the purpose of an interview is to identify and verify the candidate's
potential, it should be structured to bring out all the desired competencies and aptitudes.

Here are a few points to consider when structuring an interview:

 Make a list in advance of the points for discussion and corresponding questions.

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 Present the candidates with a situation they could face on the job and ask them how they would
react. This will enable you to evaluate the candidates' knowledge, skills and work methods.
 Ask the candidates to describe some difficult situations encountered in previous jobs and to
explain the way in which they were resolved. This will give you the chance to gauge the
candidates' self-confidence, creativity and problem-solving skills.
 Ask the candidates to describe a difficult situation involving colleagues and how it was resolved.
This will enable you to test their aptitude for teamwork.
 Ask the candidates about their ambitions and plans to ensure they fit your company profile.
Beware of asking questions about personal interests. They can get the interview off track or annoy people
who want to keep their work and private lives separate.

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Recruitment

It is positive process as it attracts suitable candidates to apply for available jobs. This is the
recruitment process followed by me at Mahindra Logistics.

RECRUITMENT PROCESS

Planning of how many people company needs and which qualification is

REQUIRED

NOTIFICATION OF EMPLOYMENT EXCHANGE

RECEIPT OF APPLICATION

CALL FOR INTERVIEW

CONDUCTING INTERVIEW

EVALUATION ON BASIS OF INTERVIEW

SELECTION

PLACEMENT

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Sources of Recruitment At Mahindra Logistics

The various sources of recruitment in are as follows

1. INTERNAL SOURCES
 Transfer
 Promotion

2. EXTERNAL SOURCE
 Advertisements
 Education institutions
 Recommendations
 Job portals

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Selection

The process of selection leads to employment of person who possesses the ability and
qualification to perform the jobs for the particular department.
The basic purpose of the selection process is choosing right type of candidates to various
positions in the organization. In order to achieve this purpose a well-organized selection procedure involves
many steps. At each step more and more information is obtained about the candidates so as to reject the
unsuitable candidates. This was the selection procedure at Mahindra Logistics

STEPS IN SELECTION PROCEDURE

RECEIVING APPLICATIONS

SCREENING OF APPLICATIONS

INTERVIEW

REFERENCE CHECKING

MEDICAL EXAMINATION

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FINAL SELECTION

THE MINIMUM WAGES ACT, 1948 ACT NO. 11 OF 1948

An Act to provide for fixing minimum rates of wages in certain employments. Whereas it is expedient to
provide for fixing minimum rates of wages in certain employments. This Act may be called the Minimum
Wages Act, 1948. It extends to the whole of India. Though Minimum Wages Act is a Central legislation the
enforcement and fixing of minimum wages is done by the State government. Therefore, rates will be
different from state to state. Similarly, different states have different scheduled employment coming under
the Act. However, there is one common element and that is components of wages. As such wages should
consist of a basic minimum rate and variable dearness allowance which varies according to changes in
consumer price index.

It is mandatory that all employees should be paid at least the minimum wages (basic + VDA). If your
industry is not coming under any of the scheduled employment you have to pay at least the least minimum
wages of the notified scheduled employment.

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Learning’s & Findings

Every endeavour undertaken to accomplish challenging goals, can only be Successful under the experienced
and encouraging guidance. I am privileged to have undergone training at Mahindra logistics Limited. As
learning never stops, my learning at MLL has come from a lot of exposure, on the job training and close
interaction with the HR department. In brief my learning’s and achievements can be summarized as under:
 Observed the Interview Process for Product Support & Sales vacancy.
 Understanding of profiles.
 Following up with the candidates during the recruitment process.
 Communicating with the HR Manager regarding the process.
 Learnt the effective use of communication tools.

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Recommendations

Recruiting is a very crucial process as it involves talent management. It’s all about involving the right talent
at the right place at the right time. The company success directly depends on the talent pool. Hence, it is
essential to follow strategic process recruitment by following this strategy the company can go above by
leaps and bounds. The company should also maintain a database of people who have applied for the
important positions in the company as they can recruit them in future if there arises a need. The company
should recruit people who can give the company that added advantage over their competitors.

 Ensure an up-to-date job description.

 Evaluate the recruitment strategy periodically.
 Compress the "white space" in your process
o White Spaces are delays in hiring process that are unproductive, waste time, and virtually
assure you'll lose talented candidates. Often the longest delays occur between critical
selection events. For example, a recruiter may need several weeks to screen a few resumes
from the Web job boards, or candidates who make it through screening may wait weeks to
interview with a hiring manager. Here at Mahindra Logistics Limited, the delays occur when
the outstation candidates are called for interviews at Regional branches like Delhi and
Faridabad. Sometimes, because of busy schedule of senior managers and sometimes because
of tight schedule of candidate, the interview has to be postponed. This delay could be
minimized by scheduling interviews in the regional locations. It is recommended to reduce
the turnaround time for the recruitment and selection process. It must be made mandatory for
the candidates to take the test, filling up forms etc within the stipulated time, this will make
sure that the candidates do not hold casual attitude and take the recruitment process more
seriously. Additionally it will send across a positive image about the company.
 Reduce the pre offer formalities.

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Conclusion

I conclude saying that the whole process of recruitment from Mahindra Logistics, is a very exhausting one. It
is detail oriented in nature. The reason why every employee gets motivated to do the job is because of the
knowledge that at that particular moment that particular recruiter was responsible for giving job to these
candidates. To generate employment is one thing but to recruit the right kind of workforce for a job is
another thing. It not only needs the basic understanding of the client company’s need to fill the position in a
period of time but it also requires the recruiter to be sensitive of the needs of the candidate to find the right
job for himself. All this needs a great profundity of intellect. During my tenure at Mahindra Logistics, I
learnt to work as professional. The one thing that got profoundly clear is that text books do not help in the
actual corporate world. There are unwritten policies and standard operating procedures that each employee
has to abide to. No matter what, profit maximization is the core purpose of the existence of every business.
Meeting targets on your level dedicatedly is your contribution to the revenue generation of the company.

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Bibilography

 http://mconnect/Pages/default.aspx
 http://mconnect/Document%20Library/Mahindra%20Group.aspx
 http://www.mahindra.com/
 http://mconnect/Document%20Library/Employee%20Referal%20Scheme.aspx
 http://mconnect/sites/Live/default.aspx
 http://mconnect/People%20Corner/Pages/default.aspx?sdupgwelredir=1
 http://mconnect/Mahindra%20Newsletter/Pages/default.aspx
 http://mconnect/Fact%20File/Pages/default.aspx
 http:///wikipedia.com
 www.citehr.com

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