A Project Report on

‘Human Resources Recruitment’

Submitted In
Partial Fulfilment of Degree of

Master of Business Administration (MBA)

University School of Business

Chandigarh University

Submitted by

Aakriti Ishwar

UID No-16MBA1165

For Academic Year 2016-2018

 Declaration

I, hereby declare that the research project report titled “HUMAN

RESOURCESRECRUITMENT“ is my own original research
work and this report has not been submitted to any University/Institute for the
award of any professional degree or diploma.

Aakriti Ishwar
MBA 3rd semester
University School of Business,
Chandigarh University

Date:
Place:
 CERTIFICATE

This is to certify that the project entitled ‘Human Resources Recruitment’ submitted by ‘Aakriti
Ishwar’ in partial fulfillment for the award of Master of Management Studies;University School
of Business, Chandigarh Universityis 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: Mohali Signature of Guide

Date:
 ACKNOWLEDGEMENT

With immense please we are presenting “Human Resources Recruitment” Project report
as part of the curriculum of ‘Master of Business Administration ’. We wish to thank all the
people who gave us unending support.

I express my profound thanks to Mr Anurag Aneja(GM), project guide and all those who
have indirectly guided and helped me in preparation of this project.

I also like to extend my gratitude to all staff of Department of Management, who

provided moral support, a conductive work environment and the much-needed inspiration to
conclude the project in time and a special thanks to my parents who are integral part of the
project.

Thanking you.

Aakriti Ishwar
 INDEX

Project Contents: Page No

i. List of figures & diagrams

1 Organization Profile 2 - 18

2 Introduction of the study 19 - 37

2.1 Meaning, Definition, Concept

2.2 Objectives

2.3 Scope

3 Research Methodology 38 - 40

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
PROFILE

OF THE
COMPANY
Industry Profile
ANEJA`S TRAINING AND PLACEMENT SERVICES

Aneja’s Training & Placement Services

Address: SCF 76, 2nd Floor, Sec 65, Mohali

Email ID–hr@anejabusinessgroup.com
Contact No: 9988767373 / 0172-5097373
Website - www.anejabusinessgroup.com

About Company

Aneja’s Training & Placement Services is located at Mohali (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, ATPS is leading Indian and International companies for their
middle & senior management requirements. ATPS 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”

Anurag Aneja

Director – ATPS (Aneja’s Training & Placement Services)

Staffing Solution

Aneja Business Group is a recognized & reputed as one of the widespread & leading manpower
sources for domestic and overseas job opportunities.

We are a leading manpower recruitment agency, provides its clients the most effective solutions
with a committed approach. Empowered by the efforts & potential of our team, we have
established our self as a leader in domestic and international recruitment services.

We have a dedicated cell to select, recruit employees at all management levels across all
functions, departments and divisions. We can provide the manpower as per the client’s terms and
conditions. We believe in building relationships with our clients so that we can rise on heights
with our clients.

HR Requirements

We provide different programs and campaigns designed to address the problem of supply-
demand mismatch. This helps our clients in increasing recruitment efficiency and getting
additional people into the recruitment pool.

Please fill out the form below to provide requirement details, and we will get back to you within
24 to 48 hours.

Companies Procedure:

1. We shortlist the resumes as per requirements and guidelines of the organization.

2. We call the short listed candidates before forwarding their resumes so as to screen suitable
candidates and those who are willing to appear for interview.

3. The final short listed resumes are forwarded to organization for doing the needful.

4. We inform the short listed candidates for interview.

5.Fix a date for interview with the help of HR Department Of Organization or as suggested.

6.After approval,we do inform candidates about their selection and joining details if provided to
us.
What company Offer:

A team of experts who short-list the best candidates for our client.

We are specialized in dealing with Junior, Middle and Senior Management

We offer recruitment services for all types of Industry in all levels.

An excellent Database of all types of Personnel to fulfill your requirements

How company Operate:

We interview each candidate to assess him or her, before including their CV in our
database.

We interact with the candidates in detail and extract from them about their objectives and
expectations.

Once we get the requirement from the client we scrutinize the bio data and send them to
the client in least possible time.

Proper securitization takes place by matching the expectation of the client and the
expectation of the candidate.

After getting the short listed candidate's name, interview date and time, we call the
candidates to our place and brief them about the company, job profile etc.

If our client wants a particular professional from the industry, then on our client's behalf
we talk to the candidate and arrange for a meeting with the client
Companies Mission...

We aim to build a reputation with clients for providing a level of integrity and professionalism
unequalled in the consultancy and recruitment business.

We aim to provide you with a single gateway to Punjab. Based on your specific requirements our
senior Human Resources Professionals can provide you FRONT END HR services in such areas

 Set up of HR Systems & Procedures for new companies .

 Recruitment & Retention Strategies

 HR Interventions & Advisory Services

 We thank you in anticipation that you will provide us with a chance to serve your
esteemed organization with our value added services at competitive prices.

Fact Sheet

Year of Establishment : 2008

Nature of Business : Service Provider

Company Profile

ATPS- Aneja’s Training & Placement Services s 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.

ATPS- Aneja’s Training & Placement Services is into Executive Search, Turnkey Projects &
Generic Resourcing.

ATPS-Aneja’s Training & Placement Services 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 ATPS

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 client’s 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

1. Competent synergy Pvt. Ltd

2. Serco BPO

3. Intelenet global pvt. Ltd.

4. Seasia InfoTech pvt. Ltd.

5. Tata business support services

6. HDFCBank

7. A.K speak wireless

8. Spark idea interactive

9. Techitechnology

10. Masscallnet
WHY ATPS?

 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

Aneja’s Training & Placement Services 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

ATPS handles the below 3 Levels of Recruitment:

 Middle & Senior Level of Management

 Junior & Middle Level of Management
 Junior & Senior Level of Management

ATPS deals with all & below mentioned are some of the Functional area of recruitment where
ATPS is specialized:

 Software Engineers (Core Java, JSP, J2ME, J2EE, C++, C#, VB, VB script, VB.net,
ASP.net, HTML, Autocad)
 Data entry solutions/ computer Operations
 Web designing
 PHP-java-.net
  Megento
 Content writing
 CorelDraw
 Android Application
 Web developer
 JOOMLA
 SEO
 Wordpress
BPO’s training in ATPS:-

 Call centers
 Marketing outsourcing
 Web designing
 IT & HR
 Housekeeping
 Tour & Travels
 Retail & Banking
 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 there. 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.
Functional Area of Recruitment Specialization

ATPS deals with all “IT Non requirements” & below mentioned are some of the Functional area
of recruitment where ATPS is specialized:

 Sales & Marketing (All areas): Executives, Regional Manager, Marketing Head, AM-
Sales, Branding Manager.
 Accounts & Finance (All areas)
 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
 GM, VP, AVP – Finance , Financial Analyst, Investor Relation
 HR & Admin: Manager HR, Sr.Exe. / Exe. HR.

Job Profile in ATPS:

 Sourcing resumes through different job portals like Naukri, monster, timesjobs, quikr, olx
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 client’s 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 ATPS

 Trainer in Soft Skills, Personality Development

 Urgent Opening for IT Helpdesk Engineer
 Urgent Opening for DATA Entry/computer Operator
 Accounts & Finance Training & Internship For BBA/MBA Students
 Urgent Opening for Android/i Phone Developer/ php
 Bulk hiring for fresher’s in BPO
 IT Sales & Business Development Executive- 1+yr Experience
 Urgent Opening for IT Helpdesk Engineer @ 9356927953

JD for Position:-

Job Title Requirement for a Trainer in Soft Skills, Personality Development,

Department Aneja Job Portal hiring for IT Company in Mohali, @ 9356927953

UG: Any Graduate - Any Specialization, Graduation Not Required

Qualification
PG:Any Postgraduate - Any Specialization, Post Graduation Not Required
Doctorate:Any Doctorate - Any Specialization, Doctorate Not Required
Experience 0 - 1 yrs

Role

The trainer will be responsible for implementing and executing training

programs to students.
2. Develop training material.
3. Conduct evaluation of students and maintain records.
Its Traveling Based Job,
Job Description contact @ 9356927953
walk in@ scf-76, sec-65

Salary:2,00,000 - 3,00,000 P.A. Salary + Insensitive+ over Time+ sitting

Job + Meet Suman Mam 9356927953 SCF 76 Sec 65,mohali Upload Your
Resume @ www.anejasjobportal.com
Industry: Fresher / Trainee / Entry Level
Functional Area: Teaching , Education , Training , Counseling
Role Category: Teachers
 Role :Soft Skill Trainer

Skills

1.Accent Training

2.Soft Skills

3.Personality Development

4.Communication Skills

5.Customer Service

6.Front Desk

7.Business Writing

Location Mohali

If this profile suits your candidature, kindly send the updated resume mentioning the following
details:-

1) Total Experience

2) Relevant Exp.

3) Current CTC

4) Expected CTC

5) Notice Period
 Format of Candidate Interview Schedule details sent to Organization

Below mentioned is the interview schedule for Customer Care Executive:

Interv
Sr. Candidate Intervie Mod Locatio Consul
iew Position
No Name w Time e n tant
Date

17th
Veena 10.00
1 June F2F Mohali CCE ATPS
Kashelkar am
17

17th
11.00
2 Richa Mehta June F2F Mohali CCE ATPS
am
17

18th
11.00
3 Ragni Jethi June F2F Mohali CCE ATPS
am
17

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)

Aneja’s Training & Placement Services

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
Comparison of the Recruitment and Selection process with other company :-

The stages in relation to the method of recruitment and selection in respect of the two companies
are mentioned as under,

· Vacancy identification

. Positional description development

· Developing the recruitment plan

· Search committee selection

· Implementing the plan towards recruitment

· Re-evaluation of the candidates who are short-listed

· Carrying out the process of interview

· Selecting the manpower for hiring

· Finalizing the recruitment

The method of recruitment and selection that Aneja’s Training And Placement Servicesis
following is mentioned as follows,

After the applications are received or after the final stage get completed, the selected applicants
will appear for the process of interview in the company. The recruitment and selection team will
choose the most proper candidate from the various applications that were received. After deciding
on which candidates will get selected for the required posts, the information will be sent to the
candidates regarding their recruitment and selection and after that they will be given the letter of
appointment to initiate their job in the company. Then, there will occur the evaluation depending
on the outcome that will be carried out and will be requiring the development of the
circumstances in respect of the anticipated recruitment and selection method.
The other selected organisation is TDS Groupthat uses similar recruitment and selection processes
but with a very less number of prominent circumstances. The major distinguishing factor between
Aneja’s Training And Placement Servicesand TDS Groupis that the latter recommends a three
week’s induction phase for the staffs that are presently recruited by the company.

Another differentiating aspect between Aneja’s Training And Placement Servicesand TDS
Groupis that the latter company will not be sending any e-mails to the unselected candidates
during the screening stage.

Evaluate the effectiveness of the organisation recruitment and selection techniques with
another organisation
The two companies that are considered in this regard are Aneja’s Training And Placement
Servicesand TDS Group

Regarding the recruitment method that is more efficient, the better chosen process is taken into
consideration as the one that is more efficient. Therefore, in the initial stage of selection regarding
the vacancies, Aneja’s Training And Placement Serviceswill possess more advantages because it
is having important employee strength and therefore, the need evaluation for human resource is
arranged in a very proper way and in a precise manner also.

Regarding the method of preparation that is associated with description and specification of task,
Aneja’s Training And Placement Serviceswill have an increased number of staffs as well as
manpower that possesses the required abilities for functioning in a more effective as well as
perfect way. Aneja’s Training And Placement Serviceswhich is the bigger organization than TDS
Group, is possessing better alternatives in relation to the internal and external circumstances
where the other company i.e. TDS Grouphave the need to adhere to the external recruitment and
selection process as because the number of staffs is considered to be relatively less.

It can also be stated that the techniques of recruitment and selection at Aneja’s Training And
Placement Servicesis taken into consideration to be more productive and precise when
comparison is done with TDS Groupas because Aneja’s Training And Placement Servicesis
possessing the beneficial aspect to conduct an appropriate recruitment process.
Objectives
Of the
Study
Objectives of the study:

The main objectives of the study are as follows:

i. To understand the process of recruitment

ii. To know the sources of recruitment at various levels and various jobs

iii. To critically analyze the functioning of recruitment procedures

iv. To identify the probable area of improvement to make recruitment procedure more

effective

v. To search or headhunt people whose, skill fits into the company’s 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:

i. To Understand and analyze various HR factors including recruitment procedure at

consultant.

ii. To suggest any measures/recommendations for the improvement of the recruitment

procedures
 Human Resource Management and Human Resource Development

Definition:

HRM is the process of managing people in organizations in a structured and thorough

manner. This covers the fields of staffing (hiring people), retention of people, pay and perks
setting and management, performance management, change management and taking care of exits
from the company to round off the activities. This is the traditional definition of HRM which
leads some experts to define it as a modern version of the Personnel Management function that
was used earlier.We have chosen the term “art and science” as HRM is both the art of managing
people by recourse to creative and innovative approaches; it is a science as well because of the
precision and rigorous application of theory that is required.

Human Resource Development (HRD) means to develop available manpower through

suitable methods such as training, promotions, transfers and opportunities for career
development. HRD programs create a team of well-trained, efficient and capable managers and
subordinates. Such team constitutes an important asset of an enterprise. One organisation is
different from another mainly because of the people (employees) working there in. According to
Peter F. Drucker, "The prosperity, if not the survival of any business depends on the performance
of its managers of tomorrow." The human resource should be nurtured and used for the benefit of
the organisation.
Uses of Human Resource Management in an organization:

 Human Resource Management (HRM) is the function within an organization that focuses
on recruitment of, management of, and providing direction for the people who work in
the organization. It can also be performed by line managers.

 Human Resource Management is the organizational function that deals with issues
related to people such as compensation, hiring, performance management, organization
development, safety, wellness, benefits, employee motivation, communication,
administration, and training.

 HRM is also a strategic and comprehensive approach to managing people and the
workplace culture and environment. Effective HRM enables employees to contribute
effectively and productively to the overall company direction and the accomplishment of
the organization's goals and objectives.

 Human Resource Management is moving away from traditional personnel,

administration, and transactional roles, which are increasingly outsourced. HRM is now
expected to add value to the strategic utilization of employees and that employee
programs impact the business in measurable ways. The new role of HRM involves
strategic direction and HRM metrics and measurements to demonstrate value.

 The Human Resource Management (HRM) function includes a variety of activities, and
key among them is responsibility for human resources -- for deciding what staffing needs
you have and whether to use independent contractors or hire employees to fill these
needs, recruiting and training the best employees, ensuring they are high performers,
dealing with performance issues, and ensuring your personnel and management practices
conform to various regulations. Activities also include managing your approach to
employee benefits and compensation, employee records and personnel policies. Usually
small businesses (for-profit or nonprofit) have to carry out these activities themselves
because they can't yet afford part- or full-time help. However, they should always ensure
that employees have -- and are aware of -- personnel policies which conform to current
regulations. These policies are often in the form of employee manuals, which all
employees have.
  HRM is widening with every passing day. It covers but is not limited to HR planning,
hiring (recruitment and selection), training and development, payroll management,
rewards and recognitions, Industrial relations, grievance handling, legal procedures etc.
In other words, we can say that it’s about developing and managing harmonious
relationships at workplace and striking a balance between organizational goals and
individual goals.

Advantages / Importance of HR:

 Meeting manpower needs: Every Organization needs adequate and properly qualified
staff for the conduct of regular business activities. Imaginative HRP is needed in order to
meet the growing and changing human resource needs of an organization.

 Replacement of manpower: The existing manpower in an Organization is affected due to

various reasons such as retirement and removal of employees and labour turnover. HRP
is needed to estimate the shortfall in the manpower requirement and also for making
suitable arrangements for the recruitment and appointment of new staff.

 Meeting growing manpower needs: The expansion or modernization programme may be

undertaken by the enterprise. Manpower planning is needed in order to forecast and meet
additional manpower requirement due to expansion and growth needs through
recruitment and suitable training programs.

 Meeting challenges of technological environment: HRP is helpful in effective use of

technological progress. To meet the challenge of new technology existing employees
need to be retrained and new employees may be recruited.

 Coping with change: HRP enables an enterprise to cope with changes in competitive
forces, markets, products, and technology and government regulations. Such changes
generate changes in job content, skill, number and type of personals.
  Increasing investment in HR: An employee who picks up skills and abilities becomes a
valuable resource because an organization makes investments in its manpower either
through direct training or job assignments.

 Adjusting manpower requirements: A situation may develop in; an organization when

there will be surplus staff in one department and shortage of staff in some other
department. Transfers and promotions are made for meeting such situations.

 Recruitment and selection of employees: HRP suggests the type of manpower required in
an organization with necessary details. This facilitates recruitment and selection of
suitable personnel for jobs in the Organization. Introduction of appropriate selection tests
and procedures is also possible as per the manpower requirements.

 Placement of manpower: HRP is needed as it facilitates placement of newly selected

persons in different departments as per the qualifications and also as per the need of
different departments. Surplus or shortage of manpower is avoided and this ensures
optimum utilization of available manpower.

 Training of manpower: HRP is helpful in selection and training activities. It ensures that
adequate numbers of persons are trained to fill up the future vacancies in the
Organisation.

HR TOPICS - FUNCTIONS

Recruitment and Selection Process

Complete Recruitment life cycle

 Levels of Companies
 Technologies and Domineer
 Portal Explanation
 Explanation of Job Description and Analyzing of Requirement
 Sourcing of Profiles from Portals
 Screening of profiles as per the requirement
  Calling the Candidates
 Formatting of profiles and Tracker’s Preparation
 Maintenance of Database

Training and Development

 Concept of Training and Development

 Training Needs Identification Process
 Designing Annual Training Plans
 Training Execution
 Designing Employee Development Initiatives
 Designing Supervisory Development Programs
 Designing Management Development Programs
 What is Training ROI and how to Calculate
 Introduction to Best Trainer Skills, Knowledge and Abilities

Induction and Orientation

 How to Design Induction Programs and Execution

 How to Design on the Job Training Programs and Monitoring
 How to evaluate effectiveness of Induction and on the Job Training Programs
 Probation Confirmation and HR Role

Team Management Skills

 Understanding What is a Team

 Understanding Team Development Stages
 What is your Team Membership Orientation
 How to improve your effectiveness as Team Member
 What is Team Leadership
 Understanding my Orientation
HR Recruitment:

According to Edwin Flippo, "Recruitment is the process of searching for prospective employees
and stimulating them to apply for jobs in the Organization."

Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified
applicants for the future human resources needs even though specific vacancies do not exist.
Usually, the recruitment process starts when a manger initiates an employee requisition for a
specific vacancy or an anticipated vacancy.

It is the process to discover sources of manpower to meet the requirement of staffing schedule
and to employ effective measures for attracting that manpower in adequate numbers to facilitate
effective selection of an efficient working force.

Recruitment of candidates is the function preceding the selection, which helps create a pool of
prospective employees for the organization so that the management can select the right candidate
for the right job from this pool. The main objective of the recruitment process is to expedite the
selection process.

Recruitment is almost central to any management process and failure in recruitment can create
difficulties for any company including an adverse effect on its profitability and inappropriate
levels of staffing or skills. Inadequate recruitment can lead to labor shortages, or problems in
management decision making and the recruitment process could itself be improved by following
management theories. The recruitment process could be improved in sophistication with Rodgers
seven point plan, Munro-Frasers five-fold grading system, psychological tests, personal
interviews, etc. Recommendations for specific and differentiated selection systems for different
professions and specializations have been given. A new national selection system for
psychiatrists, anesthetists and dental surgeons has been proposed within the UK health sector
Need for Recruitment

The need for recruitment may be due to the following reasons / situations
 Vacancies: due to promotions, transfers, retirement, termination, permanent disability,
death and labour turnover.

 Creation of new vacancies: due to growth, expansion and diversification of business

activities of an enterprise.

 In addition, new vacancies are possible due to job respecification.

The recruitment and selection is the major function of the human resource department and
recruitment process is the first step towards creating the competitive strength and the strategic
advantage for the organizations. 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:

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

 Preparing the job description and person specification.

 Locating and developing the sources of required number and type of employees
(Advertising etc).
 Short-listing and identifying the prospective employee with required characteristics.
 Arranging the interviews with the selected candidates.
 Conducting the interview and decision making
Changing Role of Recruitment Intermediaries:

Recruitment consultancies, agencies or intermediaries are witnessing a boom in the demand of

their services, both by the employers and the job seekers. With an already saturated job market,
the recruitment intermediaries have gained a vital position acting as a link between the job
seekers and the employers.
But at the same time, one of the major threats faced by this industry is the growing popularity of
e-recruitment. With the changing demand, technologies and the penetration and increasing use of
internet, the recruitment consultancies or the intermediaries are facing tough competition. To
retain and maintain their position in the recruitment market, the recruitment intermediaries or
consultants (as they are commonly known) are witnessing and incorporating various changes in
terms of their role, functions and the services.
According to a survey amongst top employers, most of them agree with the growing influence of
technology and the Internet on the recruitment processes. 70 per cent of employers reported the
use of application portal on their company’s official website. Apart from that, the emerging
popularity of the job portals is also growing.
But the fact that the intermediaries or the consultants are able to provide their expert services,
economies of scale, up to 40 percent savings in the recruitment costs, knowledge of the market,
the candidates, understanding of the requirements, and most importantly, the assess to the
suitable and talented candidates and the structured recruitment processes. The recruitment
intermediaries save the organizations from the tedious of weeding out unsuitable resumes, co-
coordinating interviews, posting vacancies etc. give them an edge over the other sources of
recruitment.
To retain their position as the service providers in the recruitment market, the recruitment
intermediaries are providing value added services to the organizations. They are incorporating
the use of internet and job portals, making their services more efficient.
Despite of the growing use of the internet, the recruitment intermediaries are predicted to
continue dominating the recruitment market in the anticipated future.
Recruitment Management System

Recruitment management system is the comprehensive tool to manage the entire recruitment
processes of an organization. It is one of the technological tools facilitated by the information
management systems to the HR of organizations. Just like performance management, payroll and
other systems, Recruitment management system helps to contour the recruitment processes and
effectively managing the ROI on recruitment.
The features, functions and major benefits of the recruitment management system are 4explained
below:

 Structure and systematically organize the entire recruitment processes.

 Recruitment management system facilitates faster, unbiased, accurate and reliable
processing of applications from various applications.
 Helps to reduce the time-per-hire and cost-per-hire.
 Recruitment management system helps to incorporate and integrate the various links like
the application system on the official website of the company, the unsolicited
applications, outsourcing recruitment, the final decision making to the main recruitment
process.
 Recruitment management system maintains an automated active database of the
applicants facilitating the talent management and increasing the efficiency of the
recruitment processes.
 Recruitment management system provides and a flexible, automated and interactive
interface between the online application system, the recruitment department of the
company and the job seeker.
 Offers tolls and support to enhance productivity, solutions and optimizing the recruitment
processes to ensure improved ROI.
 Recruitment management system helps to communicate and create healthy relationships
with the candidates through the entire recruitment process.
 The Recruitment Management System (RMS) is an innovative information system tool
which helps to sane the time and costs of the recruiters and improving the recruitment
processes
HR Recruitment Process
1. Client need assessment
 Define objectives and specifications
 Understand client's business and culture
 Understand the job/position specifications
 Understand roles and responsibilities of the prospective candidate
 Develop a search plan and review with the client
2. Candidate Identification
 Identify target sources
 Extensive organization mapping, research & database search of the profile
 Provide status report to client about the available talent pool
3. Candidate assessment and Presentation
 Screen and evaluate candidates
 Personal Interviews with Candidates wherever possible - assess skills, interest level and
cultural fit
 Discuss the shortlist with the client and send resumes
4. Candidate interview, selection & Presentation of Offer
 Facilitate interviews with the client
 Obtain feedback
 Participate in decision making process
 Provide inputs on candidate's desired compensation
5. Closure & Follow up
 Negotiate offer acceptance
 Execute Reference check, Compensation & Job Level Discussions
 Coordinate Joining Formalities and on boarding as per predefined date
 Closing review to understand client's level of satisfaction.

HR Telephonic Interview Questions:

 Tell me about yourself?
 Tell me about your job profile?
 How much current CTC, you’re getting in current organization?
 How much you’re expecting form new organization?
 How the notice period you required if you are selected?
 Why did you want to resign from your previous job?
HR Challenges in Recruitment
Recruitment is a function that requires business perspective, expertise, ability to find and match
the best potential candidate for the organization, diplomacy, marketing skills (as to sell the
position to the candidate) and wisdom to align the recruitment processes for the benefit of the
organization. The HR professionals – handling the recruitment function of the organization- are
constantly facing new challenges. The biggest challenge for such professionals is to source or
recruit the best people or potential candidate for the organization.
In the last few years, the job market has undergone some fundamental changes in terms of
technologies, sources of recruitment, competition in the market etc. In an already saturated job
market, where the practices like poaching and raiding are gaining momentum, HR professionals
are constantly facing new challenges in one of their most important function- recruitment. They
have to faceand conquer various challenges to find the best candidates for their organizations.

The major challenges faced by the HR in recruitment are:

 Adaptability to globalization – The HR professionals are expected and required to keep in
tune with the changing times, i.e. the changes taking place across the globe. HR should
maintain the timeliness of the process

 Lack of motivation – Recruitment is considered to be a thankless job. Even if the

organization is achieving results, HR department or professionals are not thanked for
recruiting the right employees and performers.

 Process analysis – The immediacy and speed of the recruitment process are the main
concerns of the HR in recruitment. The process should be flexible, adaptive and
responsive to the immediate requirements. The recruitment process should also be cost
effective.

 Strategic prioritization – The emerging new systems are both an opportunity as well as a
challenge for the HR professionals. Therefore, reviewing staffing needs and prioritizing
the tasks to meet the changes in the market has become a challenge for the recruitment
professionals.
 REVIEW
OF
LITERATURE
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 Behling’s 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.

Personality–Job Fit Theory

The personality–job 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
person–environment 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.
 DATABASE
AND
METHODOLOGY
 Research Methodology

RESEARCH is a ‘careful investigation or inquiry especially through search for new facts in any
branch of knowledge’.

METHODOLOGY OF STUDY:
The project is a systematic presentation consisting of the enunciated problem, formulated
hypothesis, collected facts of data, analyzed facts and proposed conclusions in form of
recommendations.
The data has been collected from both the sources primary and secondary sources.

DATA COLLECTION:
Primary Data:
Primary data was collected through survey method by distributing questionnaires to employees.
The questionnaires were carefully designed by taking into account the parameters of my study.
Secondary Data:
Data was collected from web sites, going through the records of the organization, etc. It is the
data which has been collected by individual or someone else for the purpose of other than those
of our particular research study. Or in other words we can say that secondary data is the data
used previously for the analysis and the results are undertaken for the next process.

KIND OF RESEARCH
The research done by

EXPLORATORY RESEARCH
This kind of research has the primary objective of development of insights into the problem. It
studies the main area where the problem lies and also tries to evaluate some appropriate courses
of action.
Sample Design:
A complete interaction and enumeration of all the employees was not possible so a sample was
chosen that consisted of 25 employees. The research was taken by necessary steps to avoid any
biased while collecting the data.

Tools of Analysis:
The data collected from both the sources is analyzed and interpreted in the systematic manner
with the help of statistical tool like percentages.

RESEARCH DESIGN:
A research design is the arrangement of the condition for collection and analysis of data
in a manner that aims to combine relevance to the research purpose with economy in procedure.

A research design is the specification of methods and procedure for acquiring the information
needed to structure or to solve problems. It is the overall operation pattern or framework of the
project that stipulates what information is to be collected from which source and be what
procedures.

1 What is study about?

2 What is study being made?

3 Where will the study be carried out?

4 What type of data is required?

5 Where can the required data be found?

6 What will be the sample design?

7 Technique of data collection.

8 How will data be analyzed?

 Data Analysis
And Interpretation
The analysis of the data is done as per the survey finding. The data is represented graphically in
percentage. The percentage of the people opinion were analyzed and expressed in the form of
charts.

Question 1: What form of interview do you prefer?

Sr No Preferences No Of Employees Percentage

1 Personal Interview 10 40%
2 Video Conferencing 6 24%
3 Telephonic Interview 8 32%
4 Other 1 4%

No Of Employees
1 Personal Interview 2 Video Conferencing 3 Telephonic Interview 4 Other

4%

32% 40%

24%

Interpretation:-
Most of the manager Prefer Personal interviews, 24% prefer to take video conferencing where as
only 32% goes for telephonic Interviewand rest 4% adopt some other means of interviews.
Question 2: Which source you adopt to search candidates?

Sr No Sources No Of Employees Percentage

1 Candidate Referral 4 16%
2 Advertising 1 4%
3 Job Portal 20 80%

No Of Employees
1 Candidate Referral 2 Advertising 3 Job Portal

16%
4%

80%

Source: Compiled from questionnaire data

Interpretation:
This analysis indicates that most of the respondent i.e. 80% responded for Job Portal, 16%
responded for Candidate referral and 4% responded for Advertising.
Question 3: How many stages are involved in selecting the candidate?

Sr No Stages No Of Employees Percentage

1 One 2 8%

2 Two 10 40%

3 Three 9 36%

4 Four 4 16%

No Of Employees
1 One 2 Two 3 Three 4 Four

16% 8%

40%
36%

Interpretation:-
Most of the Executives Prefer two stages of interview, 36% prefer to take three stages interviews
where as only 16% goes for four rounds and rest 8% sometimes opt for one round of interviews.
Question 4: How do you track the source of candidate?

Sr No Preferences No Of Employees Percentage

1 Software 1 4%

2 Online 20 80%

3 Data 4 16%

No Of Employees
1 Software 2 Online 3 Data

4%

16%

80%

Interpretation:-
Most of the Executives 80% prefer online, 16% prefer Data where as only 4% goes for software
to source a candidate.
Question 5: Does the organization clearly define the position objectives, requirements and
candidate specifications in the recruitment process?

Sr No Opinion No Of Employees Percentage

1 Yes 24 96%

2 No 1 4%

No Of Employees
1 Yes 2 No

4%

96%

Interpretation:-
This analysis indicates that most of the respondent i.e. 96% responded for Yes and 4% responded
for No.
Question 6: What is the average time spent by executives during recruitment (each
candidate)?

Sr No Time No Of Employees Percentage

1 1-5 min 15 60%
2 5-10 min 5 20%
3 10-15 min 2 8%
4 more than 15 min 3 12%

No Of Employees
1 1-5 min 2 5-10 min 3 10-15 min 4 more than 15 min

12%
8%

20% 60%

Interpretation:-
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 8% responded for 10 – 15 mins and rest 12% responded for
more than 15 mins.
Question 7: Do you follow different recruitment process for different grades of employees?

Sr No Opinion No Of Employees Percentage

1 Yes 23 92%

2 No 2 8%

No Of Employees
1 Yes 2 No

8%

92%

Interpretation:-
This analysis indicates that most of the respondent i.e. 92% responded for Yes and 8% responded
for No.
Question 8: What are the basic questions you ask to the candidate?

Sr No Questions No Of Employees Percentage

1 Experience 0 0
2 Current/Expectation CTC 0 0
3 Current Job Profile 0 0
4 Notice Period 0 0
5 All Of The Above 25 100%

No Of Employees
1 Experience 2 Current/Expectation CTC 3 Current Job Profile
4 Notice Period 5 All Of The Above

0% 0% 0% 0%

100%

Interpretation:-
This analysis indicates that the entire respondent i.e. 100% responded for asking all the basic
questions.
Question 9: Is there any provision for evaluation and control of recruitment process?

Sr No Opinion No Of Employees Percentage

1 Yes 11 44%

2 No 14 56%

No Of Employees
1 Yes 2 No

44%

56%

Interpretation:-
This analysis indicates that most of the respondent i.e. 56% responded for No and 44%
responded for Yes.
Question 10: Is there any facility for absorbing the trainees in your organization?

Sr No Opinion No Of Employees Percentage

1 Yes 20 80%

2 No 5 20%

No Of Employees
1 Yes 2 No

20%

80%

Interpreation:-
This analysis indicates that most of the respondent i.e. 80% responded for Yes and 20%
responded for No.
CONCLUSION
 FINDINGS

 According to the Survey, Recruitment differs from company to company for each
category.

 According to the Survey, Aneja`s Training and placement service 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 company’s employees remaining are equally applicable.

 In some cases data is collected from the companies past records.

 CONCLUSIONS

 Polices adopted by Aneja`s Training and placement service 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 Aneja`s Training and placement service but the
periodicity of recruitment is being more which needs to be reduced.

 Communication, personal and technical skills need to be tested for employees

BIBLIOGRAPHY
 WIBLIOGRAPHY

http://recruitment.naukrihub.com/meaning-of-recruitment.html

http://www.fempower.co.za/01/index.php?option=com_content&task=view&id=19&Itemid=34

http://en.wikipedia.org/wiki/Recruitment

https://www.google.co.in/

http://www.anejabusinessgroup.com

BIBLIOGRAPHY

 C.B Mamoria and S.V. Gankar (2004), Personal Management Text and Cases. Himalaya
Publication.

 Essentials of HRM and IR - P.Subba Rao.

 Personal Management - C.B.Memoria.

 Research Methodology -C.R.Kothari.

 Personnel and Human Resource Management – P. Subba Rao, Himalaya Publication

QUESTIONNAIRE
 Questionnaire on Recruitment Process

Name –

Company’s name –

Designation –

Date-

Note – Please fill the appropriate option.

Question 1: What form of interview do you prefer? ( )

a. Personal interviews b. telephonic interviews c. video conferencing d. Other

Question 2: Which source you adopt to search candidates? ( )

a. Candidate referral b. Advertising c. Job portals

Question 3: How many stages are involved in selecting the candidate? ( )

a. 1 b. 2 c. 3 d. 4 e. More

Question 4: How do you track the source of candidate? ( )

a. Software b. Online c. Data

Question 5: Does the organization clearly define the position,objectives, requirements and
candidate specifications in the recruitment process? ( )
a. Yes b. No

Question 6: What is the average time spent by executives during recruitment (each
candidate) ? ( )
a. 1mins to 5mins. b. 5 to 10 mins.
c. 10 to 15mins. d. More
Question 7: Do you follow different recruitment process for different grades of employees?
( )
a. No b. Yes

Question 8: What are the basic questions you ask to the candidate? ( )
a. Experience (Total/Relevant)
b. Current CTC/Expected CTC
c. Job Profile
d. Notice period
e. All the Above

Question 9: Is there any provision for evaluation and control of recruitment process?
( )
a. Yes b. No

Question 10: Is there any facility for absorbing the trainees in your organization?
a. Yes b. No ( )