Project Report

On

“To Study Recruitment and Selection in Radisson Blu

Marina Hotel”

(A Report Submitted in Partial Fulfilment of the Requirements for the

Degree of Bachelor of Business Administration in MDU University)

(SESSION-2017-2020)

INTERNAL SUPERVISOR SUBMITTED BY-

DR.MANISHA SAXENA Kshitij Deewan
Registration Number-
17F217206

JB KNOWLEDGE PARK
MDU UNIVERSITY, FARIDABAD, 121002
i
 Table of Contents

Preface

Acknowledgement

Declaration

Certificate

Chapter1: INTRODUCTION 1-14

 Company Description………....

 Conceptualisation…………….

Chapter2: REVIEW OF LITERATURE 15-47

Chapter3: RESEARCH METHODOLOGY 49-53

Chapter4: ANALYSIS & FINDING 55-65

Chapter 5: CONCLUSIONS & SUGGESTIONS 67-70

Bibliography

Questionnaire

ii
PREFACE

Human Resource is an important corporate asset and the overall performance of

company depends on the way it is put to use. In order to realize company
objectives, it is essential to recruit people with requisite skills, qualification and
experience. While doing so we need to keep present and future requirements of
company in mind.

Successful recruitment methods include a thorough analysis of the job and the
labour market conditions. 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 labour shortages, or problems in
management’s decision making.

Recruitment is however not just a simple selection process but also requires
management decision making and extensive planning to employee the most
suitable manpower. Competition among business organizations for recruiting the
best potential has increased focus on innovations, and management decisions
making and the selectors aim to recruit only the best candidates who would suit
the corporate culture, ethics and climate specific to the organization.

The process of recruitment does not however end with application and selection
of the right people but involves maintaining and retaining the employees chosen.
Despite a well-drawn plan on recruitment and selection and involvement of
qualified management team, recruitment processes followed by companies can
face significant obstacles in implementations. Theories of HRM may provide
insights on the best approaches to recruitment although companies will have to
use their in house management skills to apply generic theories within specific
organizational context.

iii
 ACKNOWLEDGEMENT

I take this opportunity to express my gratitude high regards and

s i n c e r e t h a n k s t o Dr.Manisha Saxena (Faculty Mentor) f o r her constant
support throughout the entire duration of my summer internship and also for giving
me the opportunity to do my internship. I h a v e g r e a t r e g a r d f o r a l l t h e
w e l l w i s h e r s w h o s e h e l p i s b e yo n d a c k n o w l e d g e m e n t .

KSHIT IJ DEEWAN
BBA (2017-2020)

iv
 DECLARATION

I KSHIT IJ DEWAN hereb y declare that the project entitled “To

Study Recruitment and selection in Radisson Blu Marina
Hotel” submitted for the BBA Degree is my original work and
the project has not formed the basis for the award of any degree,
associateship, fellowship or any other similar titles.

Submitted to: Submitted by:

Dr. Manisha saxena Kshitij Dewan

HOD,BBA DEPARTMENT BBA 5 th sem

Registration Number-
17F2172064

UNDER GUIDENCE:

Mrs. Shweta Bhardwaj

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 CERTIFICATE

This is to certify that the project entitled “ Recruitment and

selection in Radisson Blu Marina Hotel” is the original work
carried out by Kshitij Deewan student of BBA MDU University
(2017-2020), in partial fulfillment of the requirements for the
award of the Degree of BBA and that the project has not formed
the basis for the award previously of any degree, diploma,
associateship, fellowship or any other similar title.

Signature of the Guide :

Place:

Date:

vi
 CHAPTER 1
COMPANY DESCRIPTION

1
 RADISSON BLU MARINA HOTEL

In 1936 Radisson Blu marina was known as Hotel M arina then

in 2010 hotel became Radisson Blu Marina H otel

From Marina Hotel To The Radisson Blu Marina

Hotel Marina
• Established in the year 1936
• Part of original design of New Delhi

TO

The Radisson Blu Marina, Connaught Place

• Part of Carlson Rezidor Hotel Group

• Opened on 29th March 2010

• Delhi’s first boutique heritage hotel within the famous

Connaught Circus

LOCATION

The Radisson Blu Marina Hotel

 Part of Radisson Hotel Group

 Opened on 29th March 2010
 Delhi’s first boutique heritage hotel within the famous
Connaught Circus
 Shopping and dining options available nearby
 Metro Station: 50 meter s
 New Delhi railway station: 1 km
 Airport: 14.5 km (45 minutes drive)
 Airport express line: 150 meters

2
 HISTORY OF THE HOTEL

T h e h o t e l w a s b u i l t b y t h e J a p a n w a l a f a m i l y, a D e l h i f a m i l y
called so because of their business relations with Japan in 1934.
T h e r e a f t e r , i t w a s m a n a g e d b y a n I t a l i a n f a m i l y. B u t d u r i n g
World War 2, the family went back to Ital y and management
passed on to the families of Delhi businessman Sardari Lal and
Girdhari Lal.

The hotel first opened with 46 rooms which could accommodate

52 guests. It consisted of both single and double rooms, each of
which had a sitting room and a bedroom. Single room had one
bathroom and double rooms had two, one for ladies and the other
for gentlemen.

It had a restaurant and a large ballroom. The rest aurant had live
band along with traditional Indian music. The ballroom often
had a live western band. Marina was among the few hotels that
served continental food.

Hotel interiors and guest rooms were Victorian and had running
hot water. Among its clients were socialites including
Britishers, eminent businessmen, high functionaries of the
g o v e r n m e n t a n d e l i t e o f t h e c i t y. T a r i f f s i n t h o s e d a ys u s e d t o
be about Rs.12 a night. The staff of the hotel used to be a
health y mix of Indians and foreigners.

"The hotel was known to have a French pastry chef and foreign
cooks. Being in Delhi's centre, the hotel was the preferred
meeting place of many thinkers, politicians and social
r e f o r m e r s , " s a ys S h a s h a n k B h a g a t , m a n a g i n g p a r t n e r , M a r i n a ,
whose father RD Bhagat too k over hotel Marina's management
in the late 1970s. It underwent extensive renovation in 2008.

Built: 1934

3
 AWARDS AND ACCOLADES

 Booking.com award

 Best pricing – for rate parity

 Earth Hour Super Hero 2017

 By World Wide Fund (WWF)

 Best Hospitality Personality award to

 Mr. Vishal Rangan

Front Office Manager
 Ms. Hardeep Jas
Ex Training Manager

MANAGING PARTNERS

 Mr. Shashank Bhagat

 Mr. S.B.Mehta

 Mr. S.S.Kohli

 Dr. Ashwani Mehta

 Mr. Simranjeet Kohli

OUR GUIDING STARS

 Mr. Neeraj Balani ( General Manager)

 Mr. Vinod Patra ( HR Manager)

 Ms.Gargi Dey (Training Manager)

 Mr. Virender Lal (Asst. Security Manager )

4
  Mr. Vishal Rangan (Front Office Manager)

 Mr. Dinesh Kumar Singh (Executive Housekeeper )

 Mr. Rakesh Yadav (F&B Manager)

 Mr. Vishnu Chaauhan (Chief Engineer)

 Mr. Sudhanshu Yadav (Director of Sales)

 Mr. Harsh Bhatia (Revenue Manager)

 Mr. Sunil Patial (Purchase Manager)

 Mr. Gautam Ramrakhiani (Corporate IT Manager)

Uniform Exchange Policy(for employees)

 Two uniform set

 Not to be carried outside
 Exchange- clean against dirty
 To be deposited at the time of clearance

VISION OF RADISSON BLU

Our long-term vision is to be one of the top three hotel

companies in the world, and the company of choice for guests,
owners and investors, and talent. Whenever a guest plans a trip,
or an investor or owner is thinking of a partner, or whenever
someone is looking for a job in the hospitality industry, they
will all think of Radisson Hotel Group first.
As global travel continues to grow, the world becomes a village
and travel has the power to create meaningful connections and
mutual understanding between people and communities.

Radisson blu is an upper upscale hotel brand that delivers a

positive and person alized service in s t yl i s h spaces.

5
Characterized by attention to small details and a Yes I Can!
s e r v i c e p h i l o s o p h y, R a d i s s o n B l u h o t e l s a r e d e s i g n e d t o m a k e a
big difference and inspire unforgettable experiences with every
s t a y. T h r o u g h p e r s o n a l i z e d s e r v i c e a n d l o c a l n u a n c e , e a c h s t a y
at a Radisson Blu hotel offers a truly individual guest
experience. Radisson Blu hotels are in a major cities, key
a i r p o r t g a t e w a ys a n d l e i s u r e d e s t i n a t i o n s .

RADISSON HOTEL GROUPS

HOTEL CONTAIN

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 Main Lobby
 Reception
 Guest Rooms
 Bar
 Coffee Shop Restaurant
 Banquet hall – Great Kabab Factory
 Sohum Spa
 Fittness Centre
 Board rooms

GUEST ROOMS
• Rooms designed by internationally renowned architect,
Thom Catallo from Singapore
• Private terrace garden with guest rooms
• Complementary high speed WiFi

Interconnecting rooms
# 106 and # 108
# 109 and # 111
# 115 and # 117

7
 CATEGORIES OF GUEST ROOMS

Category Size Inventory Floor

Superior
235 sq ft 24 Second
Room

Deluxe Room 235 sq ft 24 Second

Business
314 sq ft 38 First
Class

Executive
430 sq ft 1 First (#140)
Suite

Second
Deluxe Suite 760 sq ft 1
(#270)

Presidential
850 sq ft 1 First (#150)
Suite

P h ys i c a l l y Second
235 sq ft 1
Challenged (#202)

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 ROOM FEATURES
• Four marbles used: Raffle Gold, Calcutta Gold, Dark
Empardor, Danish Beige
• M a t t r e s s : S l u m b e r l a n d ( M a l a ys i a )
• Curtains: 100% silk curtains
• Television: LCD Samsung
• Tea coffee facility
• Three telephones of beetle
• Toiletries: vive & This works company
• Equinox weighing scale on first floor
• Well equipped mini bar
• Iron & board in all rooms
• El safe in all rooms

PHYSICALLY CHALLENGE ROOM FEATURES

• Bigger bathroom size
• No bathtub
• Less furniture in room
• Light indication bell
• Antiskid floor in bathroom
• Height of bed equal to height of wheel chair
• Cordless phone in room
• Furniture of low height

FOOD AND BEVERAGE FACILITIES

 Fifty 9
 The Great Kabab Factory
 The Connaught Bar

FIFTY 9
• S t yl i s h a n d c o n t e m p o r a r y ‘ A l l D a y D i n i n g ’ r e s t a u r a n t
• Serves world cuisines - Chinese, Indian, & Continental
• Location: Lobby Level
• Covers: 88
• Timings: 0630 am- 01 am
• Breakfast buffet @ 799 plus tax.
W e e k d a ys : 0 6 3 0 a m t o 1 0 3 0 a m
On weekends: 0630 am to 1100am

GRAB N RUN (0500 hrs – 0630 hrs)

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 Take away breakfast
 Tea and coffee in disposable cups with fresh fruits and
energy bars available on special table in lobby
 Packed breakfast available at INR 300++
 Muffin -1no.
 Danish pastry-1no.
 Donut – 1no.
 Croissant -1no.
 Apple- 1no.
 Banana- 1no.
 Water bottle – 1 (250ml)

THE GREAT KABAB FACTORY

• Indian Specialt y Re staurant
• Location : Second Floor
• Covers : 62
• Timings: 07.00 pm- 11.45 pm
• Sit down buffet @ 1299 plus tax
• Live Kitchen
• 7 different set menus for each day of the week
• Host private get together at lunch with this unique concept

THE CONNAUGHT BAR

• Location: Lobby Level
• Covers : 32
• Timings : 11.00 am- 01.00 am
• Livel y Bar Counter
• Selection of Single Malts, Cognacs & Wine to inspire
conversations
• Can host private get together up to 40 guest

BAKER’S TABLE
• Open from 10 am to 10 pm, located in lobby

IN ROOM DINNING

• A n y c r a v i n g s f o r h o m e - s t yl e c u i s i n e s h a l l b e a t t e n d e d t o
by our kitchen that never sleeps.

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 • Dining options from the specialty restaurants are
available during their operational hours
• 24 hours Room Service & round the clock menu

MEETING ROOM

An ideal location for boardroom and senior management

meetings

• Two Board Rooms with a capacity for 15 -20 guests

• Location: Lobby level

• LCD Screen

• Tea Coffee Service

• Waiting Lounge

• Well equipped audio - video facilities and internet facility

THE SPA – SOHUM SPA

Timings: 08.00 am to 09.00 pm

(last treatment at 08.00 pm)

Facilities available:

• Health Club (06.00 am- 11.00 pm)

• Steam facility

• Therapies: Skin Refinement therapies, detox therapies,

body massage

• Two Treatment Room

SUPER BREAKFAST

Timings: 06:30 am- 01:00 am

W e e k d a ys : 0 6 3 0 a m t o 1 0 : 3 0 a m

On weekends : 0630am to 1100 am

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 3 HOUR EXPRESS LOUNDARY

Hotels are to indicate on the existing laundry lists which items

( o r a l l ) a r e a v a i l a b l e f o r 3 - h o u r e x p r e s s l a u n d r y.

The recommended premium for the 3 -hour express laundry

service is 50% on regular pricing.

EXPRESS CHECKOUT

Some guests cannot spare the time to check -out in the morning.
For our guests in a rush we offer Express Check -out service to
save valuable time and ensure an efficient and accurate check-
out.

An imprint of the guest's credit card is made or the card is

swiped for pre authorization and the guest completes the special
Express Check-out form or card prior to departure, signs it and
r e t a i n s a c o p y.

MUSIC MOODS

Some guests cannot spare the time to check-out in the morning.

For our guests in a rush we offer Express Check -out service to
save valuable time and ensure an efficient and accurate check -
out.

12
An imprint of the guest's credit card is made or the card is
swiped for pre authorizatio n and the guest completes the special
Express Check-out form or card prior to departure, signs it and
r e t a i n s a c o p y.

100% GUEST SATISFACTION

It is Radisson blu's vision to be a brand that consumers trust.

Our focus is on quality in our product and in ou r service
d e l i v e r y. O u r s t r a t e g y t o a c c o m p l i s h t h i s i s t h e 1 0 0 %
s a t i s f a c t i o n g u a r a n t e e . I n c r e a s i n g g u e s t l o ya l t y, e n h a n c i n g
market share and building greater brand equity is our goal.

One of the minimum requirements of the 100% satisfaction

guarantee is that an in room tent card with the guarantee
statement is displayed in all guest rooms prominently at all
times. In addition, the program and logo can be displayed at
multiple places throughout the hotel (website, folio etc) and
o t h e r p o t e n t i a l d i s p l a y o p t i o n s i n c l u d e k e yc a r d s m e s s a g e o n
hold, phone script and elevator signage.

13
INTRODUCTION

The purpose of the study of recruitment and selection in

RADISSON BLU MARINA HOTEL is to experience the quality
a n d q u a n t i t y r e q u i r e d b y t h e c o m p a n y. T h e r e c r u i t m e n t p r o c e s s
i s t h e o n e o f t h e w a ys t h a t a n o r g a n i z a t i o n c a n c o p e u p w i t h
shortcoming in its human resources needs. Recruitment refers
t o t h e a c t i v i t i e s t h a t i n f l u e n c e t h e n u m b e r a n d t yp e o f a p p l i c a n t s
accept jobs that are offered. Selection is a term by which an
organization chooses the right candidate for the right job at the
right time, at the right place. In fact the organization shortlists
candidate as a person who best meets the selection criteria for
the position available, considering current environment
conditions. This project is based on survey as well as experience
in the hotel.

OBJECTIVE OF THE STUDY

The objective behind the study of this project report is: -

 To know the perception of e m p l o ye e s regarding

recruitment process

 T o k n o w t h e p e r c e p t i o n o f e m p l o ye e s r e g a r d i n g s e l e c t i o n
process

 To know the concept of recruitment.

 To know the concept of selection.

 To know the difference between recruitment and selection

process in hotel Radisson Blu Marina Hotel.

 To have an idea about the growth rate and attri tion rate in
t h i s c o m p a n y.

14
SCOPE OF THE STUDY

This study has a wide scope as it explores the entire recruitment

and selection process of the Radisson blu marina hotel along
with formats and explanations.

Primary data which was collected f r o m e m p l o ye e s

was depending upon the responsiveness, attitude, aptitude, and
ethical values and constraints on account of internal rules,
regulations, norms, and perception level and understanding
level, leadership, experience, expectations and generally
prevailing market trends. Hence dependent assumptions were to
b e m a d e t h r o u g h t h e a n a l ys i s .

Many a time things could not get opened because of limited

transparency and openness, as a trainee is semi outsider for an
organization.

The scope of the research is very va st; however the total time
p e r i o d a v a i l a b l e w a s v e r y l i m i t e d f o r t h e p u r p o s e o f s t u d y,
observations, analysis, and conclusion. Second important thing
i s o n a c c o u n t o f e t h i c a l a n d m o r a l o b l i g a t i o n s , a n a l ys i s a n d
manager disclosure of all pertinent and parti cular policies has
got limitations because of his positional accountability and
r e s p o n s i b i l i t y.

15
 CHAPTER 2

REVIEW OF LITERATURE

16
 REVIEW OF LITERATURE

Recruitment and Selection is an important operation in HRM,

d e s i g n e d t o m a x i m i z e e m p l o ye e s t r e n g t h i n o r d e r t o m e e t t h e
e m p l o ye r ' s s t r a t e g i c g o a l s a n d o b j e c t i v e s . I n s h o r t , R e c r u i t m e n t
and Selection is the process of sourcing, screening, short listing
and selecting the right candidates for the filling the required
vacant positions.

Recruitment refers to the process of finding possible candidates

for a job or function, undertaken by recruiters. It may be
u n d e r t a k e n b y a n e m p l o ym e n t a g e n c y o r a m e m b e r o f s t a f f a t
the business or organization looking for recruits. Advertising is
commonly part of the recruiting process, and can occur through
several means: through newspapers, using newspaper dedicated
to job advertisement, through professional publication, using
advertisements placed in windows, through a job center,
through campus interviews, etc.

S u i t a b i l i t y f o r a j o b i s t yp i c a l l y a s s e s s e d b y l o o k i n g f o r s k i l l s ,
e . g . c o m m u n i c a t i o n s k i l l s , t yp i n g s k i l l s , c o m p u t e r s k i l l s .
Evidence for skills required for a job may be provided in the
form of qualifications (educational or professional), experience
in a job requiring the relevant skills or the testimony of
references. Employment agencies may also give computerized
tests to assess an individual's "off -hand" knowledge of software
p a c k a g e s o r t yp i n g s k i l l s . A t a m o r e b a s i c l e v e l w r i t t e n t e s t s
m a y b e g i v e n t o a s s e s s n u m e r a c y a n d l i t e r a c y. A c a n d i d a t e m a y
also be assessed on the basis of an interview. Sometimes
candidates will be requested to provide a résumé (also known
as a CV) or to complete an application form to provide this
evidence.

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THE SCOPE OF RECRUITMENT AND SELECTION

The scope of Recruitment and Selection is very wide and it

consists of a variety of operations. Resources are considered as
most important asset to any organization. Hence, hiring right
resources is the most important aspect of Recruitment. Every
company has its own pattern of recruitment as per their
recruitment policies and procedures.

The scope of Recruitment and Selection includes the

following operations –

1. Dealing with the excess or shortage of resources

2. Preparing the Recruitment policy for different categories

o f e m p l o ye e s

3 . A n a l yz i n g t h e r e c r u i t m e n t p o l i c i e s , processes, and
procedures of the organization

4 . I d e n t i f yi n g t h e a r e a s , w h e r e t h e r e c o u l d b e a s c o p e o f
improvement

5. Streamlining the hiring process with suitable

recommendations

6. Choosing the best suitable process of recruitment for

effective hiring of resources

7. Any organization wants it future to be in good and safe

hands. Hence, hiring the right resource is a very important
task for any organization.

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RECRUITMENT

CONCEPT

In human resource management, “recruitment” is the process of

finding and hiring the best and most qualified candidate for a
job opening, in a timel y and cost -effective manner. It can also
be defined as the “process of finding and attracting capable
a p p l i c a n t s f o r e m p l o ym e n t . T h e p r o c e s s b e g i n s w h e n n e w
recruits are sought and ends when their applications are
submitted. The result is a pool of applicants from which new
e m p l o ye e s a r e s e l e c t e d .

When we speak of the recruitment process, we immediately

t h i n k o f a c t i v i t i e s s u c h a s t h e a n a l ys i s o f t h e r e q u i r e m e n t s o f a
specific job, attracting candidates to apply for that job,
screening the applicants and selecting among them, hiring the
c h o s e n c a n d i d a t e s t o b e c o m e n e w e m p l o ye e s o f t h e
organization, and int egrating them into the structure.

O b v i o u s l y, t h e m a i n r e a s o n w h y t h e r e c r u i t m e n t p r o c e s s i s
implemented is to find the persons who are best qualified for
t h e p o s i t i o n s w i t h i n t h e c o m p a n y, a n d w h o w i l l h e l p t h e m
towards attaining organizational goals.

RECRUITMENT NEEDS ARE O F THREE TYPES: -

 Planned :- the needs arising from changes in the

o r g a n i z a t i o n a n d r e t i r e m e n t p o l i c y.

 Anticipated :- anticipated needs are those movements in

p e r s o n n e l , w h i c h a n o r g a n i z a t i o n c a n p r e d i c t b y s t u d yi n g
trends in internal and external environment.

 Unexpected :- resignations, deaths, accidents, illness

give rise to unexpected needs.

FEATURES OF RECRUITMENT

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 Recruitment is a process or a series of activities rather
than a single act or event.

 Recruitment is a linking activit y as it brings together

those with jobs (recruiter) and those seeking jobs
(prospective employees) .

 Recruitment is a positive function as it seeks to develop

a pool of eligible persons from which most suitable person
can be selected.

 Recruitment is an impo rtant function as it makes it

p o s s i b l e t o a c q u i r e t h e n u m b e r a n d t yp e o f p e r s o n s
necessary for continued function of the organization.

 Recruitment is a pervasive function.

 Recruitment is a two way process -recruiter choose whom

t o r e c r u i t , p r o s p e c t i v e e m p l o ye e c h o o s e s w h e r e t o a p p l y.

 Recruitment is a complex job as many factor affect it, e.g.

image of the organization, nature of jobs offered,
organizational policies etc.

 Recruitment is not a profit centre. It serves all other

functional departments. But the basic responsibility lies
with the human resources managers.

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PURPOSE AND IMPORTANCE OF RECRUITMENT

 Attract and encourage more and more candidates to apply

in the organization.

 Create a talent pool of candidates to enable the selection

of best candidates for the organization.

 Determine present and future requirements of the

organization in conjunction with its personnel planning
a n d j o b a n a l ys i s a c t i v i t i e s .

 R e c r u i t m e n t i s t h e p r o c e s s w h i c h l i n k s t h e e m p l o ye r s w i t h
t h e e m p l o ye e s .

 Increase the poo l of job candidates at minimum cost.

 Help increase the success rate of selection process by

decreasing number of visibly under qualified or
overqualified job applicants .

 Help reduce the probability that job applicants once

recruited and selected will leave the organization only
after a short period of time.

 Meet the organizations legal and social obligations

regarding the composition of its workforce.

 B e g i n i d e n t i f yi n g a n d p r e p a r i n g p o t e n t i a l j o b a p p l i c a n t s
who will be appropriate candidates.

 Increase organization and individual effectiveness of

v a r i o u s r e c r u i t i n g t e c h n i q u e s a n d s o u r c e s f o r a l l t yp e s o f
job applicants.

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FACTORS AFFECTING RECRUITMENT

There are number of factors that affect recruitment. These are

broadly classified into two categories:-

Internal factors

The internal factors also called endogenous factors within the

organization that affect recruiting personnel in the
organization. Some of these mention here: -

a) Size of the organization :- the size of organization

affects the recruitment process. Experiences suggest that
larger organizations find recruitment less problematic
than organizations with smaller size.

b) Recruiting policy:- the recruiting policy of the

organization i.e., recruiting from internal sources (from
o w n e m p l o ye e s ) a n d f r o m e x t e r n a l s o u r c e s ( f r o m o u t s i d e
the organization) also affect recruitment process.
G e n e r a l l y, r e c r u i t m e n t t h r o u g h i n t e r n a l s o u r c i n g i s
p r e f e r r e d , b e c a u s e o w n e m p l o ye e s k n o w t h e o r g a n i z a t i o n
and they well fit into the organizatio n’s culture.

c) Image of the organization: - image of the organization is

another internal factor having its influences on the
recruitment process of the organization. Good image of
the organization earned by a number of overt and covert
actions by management, helps attract potential and
competent candidates. Managerial actions like good
public relations, rendering public services like building
roads, public parks, hospitals and schools help earn good
image and goodwill for the organization. That is why blue
chip companies large numbers of applicants .

22
 d) Image of job:- just as image of organization affects
recruitment, so does the image of the job also. Better
remuneration and working conditions are considered the
characteristic of good image of a job. Besides,
promotions and career development policies of
organization also attract potential candidates.

External factors

Like internal factor, there are some factors external to

organization which have there influence on recruitment
process. some of these are given below:-

a) Demographic factor:- as demographic factors are

i n t i m a t e l y r e l a t e d t o h u m a n b e i n g s , i . e . , e m p l o ye e s , t h e s e
are profound influence on recruitment process.
D e m o g r a p h i c f a c t o r s i n c l u d e s e x , a g e , l i t e r a c y, e c o n o m i c
status etc.

b) Labour market:- labour market conditions i.e., supply

and demand of labour is of particular importance in
affecting recruitment process. For example, if the demand
f o r a s p e c i f i c s k i l l i s h i g h r e l a t i v e t o i t s s u p p l y, r e c r u i t i n g
e m p l o ye e s w i l l i n v o l v e m o r e e f f o r t s . O n t h e c o n t r a r y, i f
supply is more than demand for a particular skill,
recruitment will be relatively easier .

In this context, the observation made b y 11PM in regard

to labour market in India is worth citing: “The most
striking feature in the Indian Labour market is the
a p p a r e n t a b u n d a n c e o f l a b o u r – ye t t h e ‘ r i g h t t yp e ’ o f
labour is not too easy to find.

c ) U n e m p l o y m e n t S i t u a t i o n : T h e r a t e u n e m p l o ym e n t i s ye t
another external factor having its influence on the
r e c r u i t m e n t p r o c e s s . W h e n t h e u n e m p l o ym e n t r a t e i n a
23
 given area is high, the recruitment process tends to be
simpler. The reason is not difficult to seek. The number
of applicants is expectedly very high which makes easier
to attract the best qualified applicants. The reverse is also
t r u e . W i t h a l o w r a t e o f u n e m p l o ym e n t , r e c r u i t i n g p r o c e s s
tends to become difficult.

d) Labour Laws:-There are several labour laws and

regulations passed by the Central and State Governments
t h a t g o v e r n d i f f e r e n t t yp e s o f e m p l o y m e n t . T h e s e c o v e r
working conditions, compen sation, retirement benefits,
and safety and health of employees in industrial
undertakings.
Child Labour (Prohibition and Regulation) Act, 1986, for
e x a m p l e , p r o h i b i t s e m p l o ym e n t o f c h i l d r e n i n c e r t a i n
e m p l o ym e n t s . S i m i l a r l y, s e v e r a l o t h e r a c t s s u c h a s
E m p l o ym e n t E x c h a n g e ( C o m p u l s o r y N o t i f i c a t i o n o f
Vacancies) Act, 1959, the Apprentices Act, 1961; die
Factory Act, 1948 and the Mines Act, 1952 deal with
recruitment.

e) Legal Consideration:-Another external factor is legal

considerations with regard to employment. Reservation of
jobs for the scheduled castes, scheduled tribes, and other
backward classes (OBCs) is the popular example of such
legal consideration. The Supreme Court of India has given
its verdict in favour of 50 per cent of jobs and seats. This
is so in case of admissions in the educational institutions
also.

24
SOURCES OF RECRUITMENT

The various sources of recruitment are classified into two broad

categories:-

Internal Recruitment

Internal recruitment seeks applications for positions from those

w h o a r e c u r r e n t l y e m p l o ye d . I n t e r n a l s o u r c e s i n c l u d e p r e s e n t
e m p l o ye e s , e m p l o y e e r e f e r r a l s , f o r m e r e m p l o ye e s a n d f o r m e r
applicants.

1. Present Employees:- Promotions and transfers from among

the present employees can be a good source of recruitment.
Promotion to higher positions has several advantages. They
are-: (i) it is good public relations; (ii) it builds morale; (iii)
it encourages competent individuals who are ambitious; (iv)
it improves the probability of a good selection, since
information on the individual’s performance is readily
available; (v) it is cheaper than going outside to recruit; (vi)
those chosen internally are familiar with the organization;
and (vii) when carefully planned, promoting from within can
also act as a training device for developi ng middle-level and
top-level managers.

Promotion, to be effective, requires using job posting,

personnel records, and skill banks. Job posting means
n o t i f yi n g v a c a n t p o s i t i o n s b y p o s t i n g n o t i c e s , c i r c u l a t i n g
publications or announcing at staff meetings an d inviting
e m p l o ye e s t o a p p l y . T h i s p r a c t i c e i s n o t f o l l o w e d f o r s e n i o r
positions which are generally filled with people hired from
outside. Personnel records are also useful to effect
promotions. Examining personnel records may help discover
e m p l o ye e s w h o a r e d o i n g j o b s b e l o w t h e i r e d u c a t i o n a l
qualifications or skill levels.

25
 It may also help to track persons who have the potential for
further training or those who have the right background for
the vacant positions. Some companies develop skill banks
t h a t l i s t c u r r e n t e m p l o ye e s w h o h a v e s p e c i f i c s k i l l s .
A n o t h e r w a y t o r e c r u i t f r o m p r e s e n t e m p l o ye e s i s t r a n s f e r
without promotion. Transfers are often important in
providing employees with a broad -based view of the
c o m p a n y, n e c e s s a r y f o r f u t u r e p r o m o t i o n s .

2. Employee Referrals :- This can be a good source of internal

recruitment. Employees can develop good prospects for their
families and friends by acquainting them with the advantages
o f a j o b w i t h t h e c o m p a n y, f u r n i s h i n g c a r d s o f i n t r o d u c t i o n ,
a n d e v e n e n c o u r a g i n g t h e m t o a p p l y.

3 . F o r m e r E m p l o y e e s : - F o r m e r e m p l o ye e s a r e a l s o a n i n t e r n a l
s o u r c e o f a p p l i c a n t s . S o m e r e t i r e d e m p l o ye e s m a y b e w i l l i n g
to come back to work on a part -time basis or may recommend
someone who would be interested in working for the
company. Sometimes, people who have left the company for
some reason or the other are willing to come back and work.
Individuals who left for other jobs, might be willing to come
back for higher emoluments. An advantage with this source
is that the performance of these people is already known.

4. Previous Applicants :- Although not truly an internal source,

those who have previously applied for jobs can be contacted
by mail, a quick and inexpensive way to fill an unexpected
opening. Although ‘walk -ins’ are likely to be more suitable
for filling unskilled and semi -skilled jobs, some professional
openings can be filled by applicants to previous jobs.

26
External Recruitment

External sources far outnumber the internal methods.

S p e c i f i c a l l y, s o u r c e s e x t e r n a l t o a f i r m a r e p r o f e s s i o n a l o r t r a d e
associations, advertisements, e m p l o ym e n t exchanges,
c o l l e g e / u n i v e r s i t y/ i n s t i t u t e p l a c e m e n t s e r v i c e s , w a l k - i n s a n d
write-ins, consultants, contractors, displaced persons, radio and
television, acquisitions and mergers, and competitors.

1) Professional or Trade Associations :- Many associations

provide placement services for their members. These
services may consist of compiling job seekers’ lists and
providing access to members during regional or national
conventions. Further, many associations publish or sponsor
trade journals or magazines for their members. These
publications often carry classified advertisements from
e m p l o ye r s interested in recruiting their members.
Professional or trade associations are particularly useful for
attracting highly educated, experienced or skilled personnel.
Another advantage of these sources is that recruiters can zero
in on specific job seekers, especially for hard -to-fill
technical posts.

2) Advertisements:-These constitute a popular method of

seeking recruits as many recruiters prefer advertisements
because of their wide reach.

Want ads describe the job and the benefits, identify the
e m p l o ye r , a n d t e l l t h o s e w h o a r e i n t e r e s t e d a n d h o w t o a p p l y.
T h e y a r e t h e m o s t f a m i l i a r f o r m o f e m p l o ym e n t a d v e r t i s i n g .
For highly specialized recruits, advertisements may be
placed in professional/business journals. Newspaper is the
most common medium.

27
 A number of factors influence the response rate to
advertisement. There are three important variables -
i d e n t i f i c a t i o n o f t h e c o m p a n y, l a b o r - m a r k e t c o n d i t i o n s , a n d
the degree to which specific requirements are included in the
advertisement.

3 ) E m p l o y m e n t E x c h a n g e s : - E m p l o ym e n t e x c h a n g e s h a v e b e e n
set up all over the country in deference to the provisions of
t h e E m p l o ym e n t E x c h a n g e s ( C o m p u l s o r y N o t i f i c a t i o n o f
Vacancies) Act, 1959. The Act applies to all industrial
establishments having 25 workers or more each. The Act
requires all the industrial establishments to notify the
vacancies before they are filled. The major functions of the
exchanges are to increase the pool of possible applicants and
t o d o p r e l i m i n a r y s c r e e n i n g . T h u s , e m p l o ym e n t e x c h a n g e s
a c t a s a l i n k b e t w e e n t h e e m p l o ye r s a n d t h e p r o s p e c t i v e
e m p l o ye e s . T h e s e o f f i c e s a r e p a r t i c u l a r l y u s e f u l i n r e c r u i t i n g
blue-collar, white-collar and technical workers.

4) Campus Recruitment:- Colleges, universities, research

laboratories, sports fields and institutes are fertile ground
for recruiters, particularly the institutes. In fact, in some
companies, recruiters are bound to recru it a given number of
candidates from prestigious institutes every year. The IIMs
are an important source for recruiting management trainees.

5) Walk-ins, Write-ins and Talk-ins:- The most common and

least expensive approach for candidates is direct
applications, in which job seekers submit unsolicited
application letters or resumes. Direct applications can also
p r o v i d e a p o o l o f p o t e n t i a l e m p l o ye e s t o m e e t f u t u r e n e e d s .
F r o m e m p l o ye e s ’ v i e w p o i n t , w a l k - i n s a r e p r e f e r a b l e a s t h e y
are free from the hassles associ ated with other methods of
recruitment. While direct applications are particularly
effective in filling entry-level and unskilled vacancies, some
c o m p a n i e s c o m p i l e p o o l s o f p o t e n t i a l e m p l o ye e s f r o m d i r e c t
applications for skilled positions.

28
 Write-ins are those who send written enquiries. These job
seekers are asked to complete application forms for further
further processing.

T a l k - i n s a r e b e c o m i n g p o p u l a r n o w a d a ys . J o b a s p i r a n t s a r e
required to meet the recruiter (on an appropriated date) for
detailed talks. No application is required t o be submitted to
the recruiter.

6) Consultants:- ABC Consultants, Ferguson Associates,

Human Resource Consultants, Head Hunters, Batliboi and
C o . , A n a l yt i c C o n s u l t a n c y B u r e a u , A i m s M a n a g e m e n t
Consultants and The Search Hous e are some among the
numerous recruiting agencies. These and other agencies in
the profession are retained by organizations for recruiting
and selecting managerial and executive personnel.

Consultants are useful in as much as they have nation -wide

contacts and lend professionalism to the hiring process. They
a l s o k e e p p r o s p e c t i v e e m p l o ye r a n d t h e e m p l o ye e
a n o n ym o u s . B u t , t h e c o s t c a n b e a d e t e r r e n t f a c t o r . M o s t
consultants charge fees ranging from 20 to 50 per cent of the
f i r s t ye a r s a l a r i e s o f t h e i n d i v i d u a l s p l a c e d .

7) Contractors:-Contractors are used to recruit casual workers.

The names of the workers are not entered in the company
records and, to this extent, difficulties experienced in
maintaining permanent workers are avoided.

8) Displaced Persons:- Siting and implementation of a project

in an area would result in displacement of several hundred
inhabitants. Rehabilitating the displaced people is a social
responsibility of business. Such people are a source of
recruitment, not only for the project which caus ed the
displacement, but also for other companies located
elsewhere.

29
 Rehabilitation of displaced persons is mandated by the
government, and the World Bank has made it a conditionality
f o r g r a n t i n g a s s i s t a n c e t o t h e c o n c e r n e d c o u n t r y.

9) Radio and Television :- Radio and television are used but

s p a r i n g l y, a n d t h a t t o o , b y g o v e r n m e n t d e p a r t m e n t s o n l y.
Companies in the private sector are hesitant to use the media
because of high costs and also because they fear that such
advertising will make the companies look desperate and
damage their image.
R a d i o a n d t e l e v i s i o n c a n b e u s e d t o r e a c h c e r t a i n t yp e s o f
job applicants such as skilled workers. Besides, there is
nothing inherently desperate about using radio or television.
Rather it depends upon what is said and how it is delivered
that implies some level of desperation.

10) Acquisitions and Mergers:-Another method of

staffifirms is a result of the merger or acquisition process.
When organizations combine into one, they have to handle a
l a r g e p o o l o f e m p l o ye e s , s o m e o f w h o m m a y n o l o n g e r b e
n e c e s s a r y i n t h e n e w o r g a n i z a t i o n . C o n s e q u e n t l y, t h e n e w
company has, in effect, a pool of qualified job applicants
( a l t h o u g h t h e y a r e c u r r e n t e m p l o ye e s ) . A s a r e s u l t o f t h e
merger or acquisition, however, new jobs may be c reated as
well. Both new and old jobs may be readily staffed by
drawing the best -qualified applicants from this employee
pool.

11) Competitors:- Rival firms can be a source of recruitment.

Popularly called ‘poaching or ‘raiding’, this method involves
i d e n t i f yi n g t h e r i g h t p e o p l e i n r i v a l c o m p a n i e s , o f f e r i n g
them better terms and luring them away .

12) E-Recruiting:- E-recruiting involves screening

c a n d i d a t e s e l e c t r o n i c a l l y, d i r e c t i n g p o t e n t i a l h i r e s t o a
30
special website for online skill assessment, conducting
background checks over the Internet, interviewing
candidates via videoconferencing, and managing the entire
process with web-based software.

Perhaps no method has ever had as revolutionary an effect

on recruitment practices as the Internet. There are respective
company websites devoted in some manner to job posting
a c t i v i t i e s . C u r r e n t l y, e m p l o ye r s c a n e l e c t r o n i c a l l y s c r e e n
candidates’ soft attributes, direct potential hires to a special
website for online skill assessment, conduct background
checks over the Internet, interview candidates via
videoconferencing, and manage the entire process with web -
based software. Companies benefit immensely through cost
savings, speed enhancement and extended worldwide
candidate reach which the Internet offers. From th e job
seekers’ perspective, the Internet allows for searches over a
broader array of geographic and company postings than was
possible before.

31
RECRUITMENT PROCESS

The five steps involved in recruitment process are as follows:

(i) Recruitment Planning (i i) Strategy Development (iii)

Searching (iv) Screening (v) Evaluation and Control.

These are depicted in Figure

Now, a brief description of these follows:

1. Recruitment Planning:- The first step involved in the

recruitment process is planning. Here, planning involves to
draft a comprehensive job specification for the vacant
position, outlining its major and minor responsibili ties; the
skills, experience and qualifications needed; grade and level
o f p a y; s t a r t i n g d a t e ; w h e t h e r t e m p o r a r y o r p e r m a n e n t ; a n d
m e n t i o n o f s p e c i a l c o n d i t i o n s , i f a n y, a t t a c h e d t o t h e j o b t o
be filled ”
32
2. Strategy Development:- Once it is known how many with
what qualifications of candidates are required, the next step
involved in this regard is to devise a suitable strategy for
recruiting the candidates in the organization.
The strategic considerations to be considered may inclu de
issues like whether to prepare the required candidates
t h e m s e l v e s o r h i r e i t f r o m o u t s i d e , w h a t t yp e o f r e c r u i t m e n t
method to be used, what geographical area be considered for
searching the candidates, which source of recruitment to be
practiced, and what sequence of activities to be followed in
recruiting candidates in the organisation.

3. Searching:- This step involves attracting job seekers to the

organization. There are broadl y two sources used to attract
candidates. These are:

1. Internal Sources, and

2. External Sources

These have been just discussed, in detail, under 6.3 Sources of

Recruitment.

4. Screening:- Though some view screening as the starting

point of selection, we have considered it as an integral part of
recruitment. The reason being th e selection process starts only
after the applications have been screened and shortlisted. Let it
be exemplified with an example.
In the Universities, applications are invited for filling the post
of Professors. Applications received in response to invitation,
i.e., advertisement are screened and shortlisted on the basis of
e l i g i b i l i t y a n d s u i t a b i l i t y. T h e n , o n l y t h e s c r e e n e d a p p l i c a n t s
are invited for seminar presentation and personal interview. The
selection process starts from here, i.e., seminar presentation or
interview.

Job specification is invaluable in screening. Applications are

screened against the qualification, knowledge, skills, abilities,
interest and experience mentioned in the job specification.

33
Those who do not qualify are straightway eliminated from the
selection process.

The techniques used for screening candidates vary depending on

the source of supply and method used for recruiting.
Preliminary applications, de-selection tests and screening
interviews are common techniques used for screening the
candidates.

5. Evaluation and Control:- Given the considerable cost

involved in the recruitment process, its evaluation and
control is, therefore, imperative.
The costs generally incurred in a recruitment process
include:

(i) Salary of recruiters

( i i ) C o s t o f t i m e s p e n t f o r p r e p a r i n g j o b a n a l ys i s , a d v e r t i s e m e n t

(iii) Administrative expenses

(iv) Cost of outsourcing or overtime while vacancies remain

unfilled

(v) Cost incurred in recruiting unsuitable candidates

I n v i e w o f a b o v e , i t i s n e c e s s a r y f o r a p r u d e n t e m p l o ye r t o t r y
to answer certain questions like: whether the recruitment
methods are appropriate and valid? And whether the recruitment
process followed in the organization is effective at all or not?
In case the answers to these que stions are in negative, the
appropriate control measures need to be evolved and exercised
to tide over the situation.

However, such an exercise seems to be only rarely carried out

i n p r a c t i c e b y t h e o r g a n i z a t i o n s e m p l o ye r s . H a v i n g d i s c u s s e d
recruitment process, it will be now relevant to have an idea
about recruitment practices in India. The following section
delineates the same.

34
METHODS OF RECRUITMENT

Some of the most important methods of recruitment are as

follows:

1. Direct Method

2. Indirect Methods

3. Third Party Methods.

Recruitment methods refer to the means by which an

organization reaches to the potential job seekers. In other
words, these are ways of establishing contacts with the potential
candidates.lt is important to mention that the recruitment
methods are different from the sources of recruitment.

The major line of distinction between the two is that while the
former is the means of establishing links with the prospective
candidates, the latter is location where the prospective
e m p l o ye e s a r e a v a i l a b l e . D u n n a n d S t e p h e n h a v e b r o a d l y
classified methods of recruitment into three categories:-

1. Direct Method:- In this method, the representatives of the

organization are sent to the potential candidates in the
educational and training institutes. They establish contacts with
the candidates seeking jobs. These representatives work in
cooperation with placement cells in the institutions Persons
pursuing management; engineering, medical etc. programmes
are mostly picked up in this manner.
S o m e t i m e s , s o m e e m p l o ye r f i r m s e s t a b l i s h d i r e c t c o n t a c t w i t h
the professors and solicit informa tion about students with
excellent academic records. Sending the recruiter to the
conventions, semi nars, setting up exhibits at fairs and using
mobile office to go to the desired centers are some other
methods used to establish direct contact with the job se ekers.

35
2. Indirect Methods:- Indirect methods include advertisements
in news papers, on the radio and television, in professional
journals, technical magazines etc.

This method is useful when: - (i) Organisation does not find

suitable candidates to be promoted to fill up the higher posts(ii)
w h e n t h e o r g a n i z a t i o n w a n t s t o r e a c h o u t t o a v a s t t e r r i t o r y,
and(iii) when organization wants to fill up scientific, profes -
sional and technical posts.

The experience suggests that the higher the position to be filled

up in the organization, or the skill sought by the more
sophisticated one, the more widely dispersed advertisement is
likely to be used to reach to many suitable candidates.

Sometimes, many organizations go for what is referred to as

blind advertisement in which only Box No. is given and the
identity of the organization is not disclosed. However,
organizations with regional or national repute do not usually
use blind advertisements for obvious re asons.

While placing an advertisement to reach to the potential

candidates, the following three points need to be borne in mind:

1 . F i r s t , t o v i s u a l i z e t h e t yp e o f t h e a p p l i c a n t o n e i s t r y i n g t o
recruit.

2. Second, to write out a list of the advantages the job will offer

3. Third, to decide where to run the advertisement, i.e.,

newspaper with local, state, nation -wide and international reach
or circulation.

36
3. Third Party Methods:-

T h e s e i n c l u d e t h e u s e o f p r i v a t e e m p l o ym e n t a g e n c i e s ,
management consultants, professional bodies/associations,
e m p l o ye e r e f e r r a l / r e c o m m e n d a t i o n s , v o l u n t a r y o r g a n i z a t i o n s ,
trade unions, data banks, labour contractors etc., to establish
contact with the job - seekers.

Now, a question arises: which particular method is to be used

t o r e c r u i t e m p l o ye e s i n t h e o r g a n i z a t i o n ? T h e a n s w e r t o i t i s
that it will depend on the policy of the particular firm, the
p o s i t i o n o f t h e l a b o u r s u p p l y, t h e G o v e r n m e n t r e g u l a t i o n s i n
this regard and agreements with labour organizations.
Notwithstanding, the best recruitment method is to look f irst
within the organization.

37
 SELECTION

CONCEPT

Selection is hiring best candidate from the pool of applications.

It refers to the process of offering jobs to one or more
applicants/candidates from the applications received through
recruitment, in other words, it is process of picking the suitable
candidates from the pool job applications to fill various jobs in
the organization.

Finding the interested candidates who have submitted their

profiles for a particular job is the process of recruitment, and
choosing the best and most suitable candidates among them is
the process of selection. It results in elimination of un suitable
candidates. It follows scientific techniques for the appropriate
choice of a person for the job.

Yoder defines “selection is the process by which candidates for

e m p l o ym e n t a r e d i v i d e d i n t o c l a s s - - t h o s e w h o w i l l b e o f f e r e d
e m p l o ym e n t a n d t h o s e w h o w i l l n o t .

IMPORTANCE OF SELECTION PROCESS

1 . P r o p e r s e l e c t i o n a n d p l a c e m e n t o f e m p l o ye e s l e a d t o g r o w t h
and development of the company. The company can
s i m i l a r l y, o n l y b e a s g o o d a s t h e c a p a b i l i t i e s o f i t s
e m p l o ye e s .

2 . T h e h i r i n g o f t a l e n t e d a n d s k i l l e d e m p l o ye e s r e s u l t s i n t h e
swift achievement of company goals.

3. Industrial accidents will drastically reduce in numbers when

t h e r i g h t t e c h n i c a l s t a f f i s e m p l o ye d f o r t h e r i g h t j o b s .

38
4. When people get jobs they are good at, it creates a sense of
satisfaction with them and thus their work efficiency and
quality improves.

5. People who are satisfied with their jobs often tend to have
high morale and motivation to perform better.

SELECTION PROCESS

Selection process or selection procedure involves a series of

steps to be followed for choosing the suitable person for the
vacant job. This process starts after recruitment and divides the
candidates in two parts those who will be offered job and those
will not be. There is a need of well -organized selection process
b e c a u s e o n l y t h e n r i g h t t yp e o f c a n d i d a t e c a n b e s e l e c t e d a n d
unsuitable candidates are rejected. The selection process varies
from organization to organization and even from department to
department within the same organization. Like in some
organizations medical examination is done after final selection
while in other it may be done before final selection. However
every organization designs the selection process as per its need.
The main selection process steps are

39
1. Preliminary interview: the selection process generally
starts with this step where the totally unsuitable applicant
is eliminated. Thus the organization is saved from the
expenses of processing the applicant through the
remaining steps of selection. The candidates who pass this
step are only asked to fill the application form.

2. Receiving applications: after passing the preliminary

interview the candidate is asked to fill the standard
application form. The application form generally consists
the information about the age, qualification, experien ce
etc. of the candidate on the basis of which the interviewer
gets the idea about the candidate and this information also
helps in formulating questions.

3. Screening of applications: after receiving the

applications the screening committee screens the
applications. Only the candidates who qualify the criteria
40
 of the screening committee are called for the interview.
Usually the candidates selected for interview are four to
six times than the number of posts. Interview letter is sent
t o t h e m o r t h e y a r e c a l l e d t e l e p h o n i c a l l y.

4. Employment test: after getting the interview letter and

before going to the interview there is one more step and
t h a t i s t h e e m p l o ym e n t t e s t s . T h e s e t e s t s a r e d o n e t o c h e c k
the ability of the candidate. These tests vary from
organization to organization and change as per the need
of the particular job. these tests are intelligence tests,
aptitude tests, trade tests, interest test, personality tests
etc. these tests must be designed properly otherwise they
will not good indicator of one know ledge.

5. Employment interview: the candidates who qualify the

a b o v e t e s t s a r e c a l l e d f o r t h e e m p l o ym e n t i n t e r v i e w . T h i s
interview is done to get more information about the
candidate, to give him the actual picture of what is
required from him, to check the c ommunication skill of
the candidate etc. for senior position post; a panel is
prepared who take the interview.

At the end of interview of each candidate the members of

panel discuss about the candidate and give him the grades.
There may be direct interview or indirect interview.

The interview should be conducted in a room free from

the noise and disturbance only than the candidates will be
a b l e t o s p e a k f r e e l y a n d f r a n k l y.

6. Checking references: before selecting the employ the

prospective employee generally look out for the referees
given by the candidate. To check about the candidate’s
past record, reputation, police record etc.

7. Physical examination: The organizations generally

prefer medical examination to be incurred of the person
to avoid time and expenditure spend on the medically unfit

41
 person. Sometimes the organization may ask the candidate
to get them examined from the medical expert.

8. Final selection: after all these steps the candidate is

s e l e c t e d f i n a l l y. H e i s a p p o i n t e d b y i s s u i n g a p p o i n t m e n t
letter. Initiall y he is appointed on probation basis after
finding his work satisfactory he is appointed as permanent
e m p l o ye e o f t h e o r g a n i z a t i o n o r o t h e r w i s e h e m a y b e
terminated.

Thus, all the above said steps of selection are important for the
appointment of right kind of person for the right job.

42
DIFFERENCE BETWEEN RECRUITMENT AND
SELECTION
BASIS FOR
RECRUITMENT SELECTION
COMPARISON

Selection refers to
Recruitment is an
the process of
activity of searching
selecting the best
Meaning candidates and
candidates and
encouraging them
offering them job.
apply for it.

Negative
Approach Positive

Picking up the
Inviting more and
most suitable
more candidates to
Objective candidate and
apply for the vacant
rejecting the rest.
post.

Appointment of the
Key Factor Advertising the job candidate

Sequence First Second

The firm makes

Vacancies are notified applicant pass
by the firm through through various
various sources and levels like
Process
application form is submitting form,
made available to the written test,
candidate. interview, medical
test and so on.

43
 BASIS FOR
RECRUITMENT SELECTION
COMPARISON

As recruitment only Selection involves

implies the the creation of
Contractual communication of contractual
Relation vacancies, no relation between
contractual relation is t h e e m p l o ye r a n d
established. e m p l o ye e .

Method Economical Expensive

44
 RECRUITMENT AND SELECTION PROCESS IN
RADISSON BLU MARINA HOTEL

 MAIL FROM HR MANAGER OR EXECUTIVE HR

ABOUT THE VACANCY (NEW/REPLACEMENT)

This is the starting point of the recruitment process. The HR

m a y f e e l t h e n e e d f o r t h e c a n d i d a t e s ( e m p l o ye e s ) w i t h
various job qualifications in accordance to the fulfillment of
vacant posts within the organization. The candidates may be
appointed for a new post or may be appointed to replace an
e x i s t i n g e m p l o ye e ’ s d u e t o v a r i o u s r e a s o n s s u c h a s t r a n s f e r s ,
promotions, terminations, etc. a job requisition format is to
be followed for requirement of candidates.

 RESOURCING TEAM SOURCES PROFILES

The HR Manager/ executive hr search for the specific

candidates profiles as required by the hotel by going through
the CV’s (curriculum vitae) of various candidates by
sourcing then at various job sites(active search), completion
m a p p i n g ( a t t r a c t i n g e m p l o ye e s f r o m o t h e r o r g a n i z a t i o n s t o
our organization), internal reference or through networking
and head hunting i.e., picking up the individuals out of the
pooln of job applicants with requisite qualifications &
competence to fill up the job in organization.

 SCREENING OF SOURCED PROFILES

Once the candidate profile with requisite qualification as per

requirement in the hotel are obtained, a proper screening of
those profiles is carried out and a list of such candidates
profiles is made which need to be further pro cessed.

45
  TELEPHONIC INTEREST CHECK & UPDATING OF
SHORTLISTED PROFILES

Selected candidates from the list made are then interviewed on

telephone about their profiles and their interest, whether they
would like to join our hotel as we have an opening. A telephonic
interview questionnaire format if followed and on the basis of
the telephonic interview interested candidates are shortlisted
and their profiles are carried forward to the next step of
recruitment and the uninterested candidates profiles are ke pt in
the hiring tracker ( the date of contacting the person as a
database of the hotel) for any future reference.

 CANDIDATE IS CALLED FOR THE FIRST ROUND

OF THE INTERVIEW

The first round of interview is conducted with the approved

profiles and the JAF (job application form) is filled by them. In
JAF the candidate need to fill his/her details such as
 personal details
 Education qualification
 Work experience

 HR ROUND OF INTERVIEW

This round of interview may be conducted by well experienced

HR heads or their assistants with the help of interview question
bank & interview score card where job related questions are
asked and the skills of the interviewee is tested. On the basis
of this interview the selected profiles are carried forward and
the rejected ones are kept are kept at hiring tracker and at
rejected hard copy files for future reference.

46
  SHARING OF HR/ EXECUTIVE HR FINDINGS &
SCORECARDS WITH RESPECTIVE DEPARTMENT
MANAGER

After conducting the HR round interview the HR/ executive HR

opinions and interview scorecard regarding selected profiles are
shared with respective department manager (in which the
candidate is interested) as to know the department manager’s
opinion about the profiles. The rejected profiles by the
department managers are too send to the hiring tracker and
selected ones are carried forward.

 INTERVIEW WITH DEPARTMENT MANAGER

The selected profiles at this stage are called for a personal

interview with the department manager. The selected by
department manager by personal meeting the candidates are
carried forward and the rejected profiles are kept in hiring
tracker/ rejected hardcopy files for future references.

 FINALLY SELECTED CANDIDATES

The selected candidates are carried forward for other official

documentations which are needed by the hotel and rejected
candidates profiles are kept in hiring tracker and rejected
hardcopy files for future reference.

 REFERENCE CHECK TO BE CARRIED OUT BY HR

The candidates who is finally selected or who is getting the job

is asked for a reference check. This reference check is
conducted to know more about the candidate, his background,
his behavior and to check whether the information provided by
him is correct or not. This reference is carried out by following
the reference check format. If the reference check is negative
the profiles is kept at the hiring tracker/ rejected hard copy files
and if it is positive his profile is carried forward.

47
  MAKING OFFER & NEGOTIATION

Profiles having positive reference checks are called up for

making final offer and negotiation with them regarding their
job, organizational structure, his/her current salary structure in
the organization, explaining about the company goals and
objectives, rules and regulations of the hotel, allowances given
by the hotel etc. he is also given his final approval mail or offer
letter from the hotel.

If the applicant rejects or does not agree to the terms &

conditions of the company his profile is kept at hir ing tracker/
rejected hard copy files and if he accepts the term & conditions
he is given the job and his profile is updated and he is updated
in the organizational structure

 MEDICAL CHECKUPS AND TRAINNG

The selected applicant have to submit medical report to the

h o t e l t h a t h e o r s h e i s p h ys i c a l l y f i r o r n o t a n d c a n d o h i s o r h e r
w o r k p e r f e c t l y. A n d t r a i n i n g i s g i v e n t o h i m a b o u t t h e a b o u t t h e
work and hotel.

48
CHAPTER -3
RESEARCH
METHODOLGY

49
 RESEARCH METHODOLOGY

CONCEPT
The study will be conducted to achieve the aforesaid
objectives including ex ploratory in nature and survey is based
on the questionnaire format. A research methodology defines
the purpose of the research, how it proceeds, how to measure
progress and what constitute success with respect to the
o b j e c t i v e s d e t e r m i n e f o r c a r r yi n g o u t r e s e a r c h s t u d y.

Research is defined as human activity based on intel lectual

application in the investigation of matter. The primary purpose
for applied research is discovering, interpreting, and
d e v e l o p m e n t o f m e t h o d s a n d s ys t e m s f o r t h e a d v a n c e m e n t o f
human knowledge on a wide variety of scientific matters of our
world and the universe, research can be use the scientific
method, but need not do so.

 The research methodology for the present study has been

adopted to reflect these realities and help to reach the
logical conclusion in an objective and scientific manner
 The present study contemplated an explanatory design

AIM:-
T o a n a l yz e t h e r e c r u i t m e n t a n d s e l e c t i o n p r o c e s s i n R a d i s s o n
blu marina hotel

 SOURCES OF DATA COLLECTION

PRIMARY DATA:- the primary is the data collected afresh

&first time and happens to be the first hand information ‘OR’
The primary data is the data which is collected by researcher
directly from the respondent.

There are various methods of primary data collection, such as: -

50
 i. Observation method
ii. Interview method
iii. Questionnaire
iv. Schedules

SECONDARY DATA:- The data which is collected by someone

and gone through the statistical process is called secondary data.

There are various sources of secondary data, such as:-

i. Internet, websites
ii. Organizational reports
iii. Business magazines
iv. Books, etc.

In this project primary data as well as secondary data is used.

 RESEARCH DESIGN

EXPLANATORY RESEARCH DESIGN :- In ex ploratory

research design, the researcher’s ideas and thoughts are key as
primarily dependent on their personal inclination about a
particular topic. Explanation about unexplored aspects of a
subject is provided along with details about what, how and why
related to the research questions.

The research design applied in thi s project is explanatory

design.

 SAMPLING TECHNIQUE

PROBABILITY:- This sampling techniques uses randomization

to make sure that every element of the population gets an equal
chance to be part of the selected sample. It’s alternativel y
known as random sampling.

T h e r e a r e d i f f e r e n t t yp e s o f p r o b a b i l i t y s a m p l i n g , s u c h a s : -
i. Simple random sampling

51
 ii. Stratified sampling
iii. S ys t e m a t i c s a m p l i n g
iv. Cluster sampling
v. Multi stage sampling

1) SIMPLE RANDOM TECHNIQUE:- Every element has an

equal chance of getting selected to be the part sample. It
is used when we don’t have any kind of prior information
about the target population.

The sampling technique applied for this project is simple

random technique.

 SAMPLE SIZE

It means the number of persons or items selected from the

universe to constitute a sample.

The sample size of this project is 10 . Employees of Radisson

blu marina hotel

 SAMPLING METHOD

QUESTIONNAIR:- we have seen that questionnaire is a set of

questions used mainly in direct interview and to gather data
from the respondent. We can put it this way that a questionnaire
is simply a formalized schedule to obtain and record specified
and relevant informati on with tolerable accuracy and
correctness, in other words it directs the questioning process
and promotes clear and proper recording .

In this project the survey is done by questionnaire

52
 PRIMARY AS WELL AS
SECONDARY DATA WAS
DATA TYPE
DONE

RESEARCH DESIGH/ EXPLANATORY

SAMPLE DESIGHN - RESEARCH DESIGN

SAMPLE SIZE- 10

PROBABILITY (SIMPLE
SAMPLING TECHNIQUE –
RANDOM SAMPLING)

SURVEY WAS DONE BY

SAMPLEING METHOD QUESTIONNAIRE
METHOD

SAMPLE AREA DELHI

EMPLOYEES OF
SAMPLE UNIT RADISSON BLU MARINA
HOTEL

53
 CHAPTER -4
ANALYSIS & FINDING

54
 DATA ANALYSIS OF THE SURVEY

Q1) Are you satisfied with recruitment and selection process

in Radisson Blu Marina H otel?

S.NO. OPTIONS NUMBER

a) Not satisfied 1
b) Satisfied 6
c) Totally satisfied 3

10%
30%
a) Not satisfied
b) Satisfied
60% c) Totally satisfied

Interpretation :-

Recruitment and Selection is a long process, commencing from

searching the candidates to preliminary interview of the
a p p l i c a n t s a n d e n d i n g w i t h t h e c o n t r a c t o f e m p l o ym e n t .

Responding to recruitment and selection process, 60%

e m p l o ye e s a r e s a t i s f i e d a n d 3 0 % e m p l o ye e s a r e s t r o n g l y
satisfied with the present recruitment and selection process .
1 0 % e m p l o ye e s a r e n o t s a t i s f i e d w i t h t h e r e c r u i t m e n t a n d
s e l e c t i o n p r o c e d u r e i n c o m p a n y.

55
Q2) Whether the recruitment is documented?

S.NO. OPTIONS NUMBER

a) Yes 10
b) No 0

0%

a) Yes
b) No

100%

Interpretation :-

I n r e c r u i t m e n t , d o c u m e n t a t i o n i s i m p o r t a n t . 1 0 0 % e m p l o ye e
f e e l s t h a t r e c r u i t m e n t p r o c e s s i s d o c u m e n t e d i n t h e c o m p a n y.
No one feels that recruitment process is not documented.

56
Q3) Are you comfortable with HR policies of the hotel?

S.NO. OPTIONS NUMBER

a) Yes 7
b) No 3

30%

a) Yes
70% b) No

Interpretation :-

I t w a s f o u n d t h a t 3 0 % e m p l o ye e s w e r e n o t c o m f o r t a b l e w i t h t h e
p o l i c i e s o f t h e c o m p a n y a n d 7 0 % e m p l o ye e s a r e h a p p i l y w o r k i n g
with the current HR practices of the company with the policy as
they find risk in submitting their original documents to the
c o m p a n y.

57
Q4) Is there any contract signed by employees after their
selection?

S.NO. OPTIONS NUMBER

a) Yes 10
b) No 0

0%

a) Yes
b) No

100%

Interpretation :-

I n a b o v e c h a r t i t s h o w s t h a t n o o n e s a i d n o a n d 1 0 0 % s a i d ye s
they have sign a bond while joining the hotel.

58
Q5) The view of the concerned department head is given
special attention while selecting the employee of the
department?

S.NO. OPTIONS NUMBER

a) Strongly agree 5
b) Moderately agree 2
c) disagree 1
d) Can’t say 2

20%
50% a) Strongly agree
10%
b) Moderately agree
c) disagree
20%
d) Can’t say

Interpretation :-

A b o v e a n a l ys i s s h o w s t h a t 5 0 % e m p l o y e e s s t r o n g l y b e l i e v e a n d
2 0 % e m p l o ye e m o d e r a t e l y b e l i e v e t h a t t h e v i e w o f t h e c o n c e r n e d
department head is given special attention while selecting the
e m p l o ye e o f t h e d e p a r t m e n t . A n d 1 0 % e m p l o ye e d o e s n ’ t b e l i e v e
that the view of the concerned department head is given special
a t t e n t i o n w h i l e s e l e c t i n g t h e e m p l o ye e o f t h e d e p a r t m e n t . A n d
rest 20% don’t know about this.

59
Q6) Principle of right man at the right job is strictly
followed/ a detailed job analysis is done prior recruitment?

S.NO. OPTIONS NUMBER

a) Strongly agree 5
b) Moderately agree 2
c) disagree 2
d) Can’t say 1

10%
20% 50% a) Strongly agree
b) Moderately agree
c) disagree
20%
d) Can’t say

Interpretation :-

J o b A n a l ys i s i s t h e p r o c e s s o f s t u d yi n g a n d c o l l e c t i n g
information relating to the operations and responsibilities of a
s p e c i f i c j o b . T h e i m m e d i a t e p r o d u c t s o f t h i s a n a l ys i s a r e j o b
descriptions and job specifications. Recruitment needs to be
p r e c e d e d b y j o b a n a l ys i s . T h e o b j e c t i v e o f e m p l o ye e h i r i n g i s
to match the right people with the right jobs. The objective is
too difficult to achieve without having adequate job information.
R e s p o n d i n g t o d e t a i l j o b a n a l ys i s p r i o r r e c r u i t m e n t , 5 0 %
e m p l o ye e s s t r o n g l y a g r e e a n d 2 0 % e m p l o ye e m o d e r a t e l y a g r e e
that the principle of right man on the right job is strictly
f o l l o w e d p r i o r t o r e c r u i t m e n t . A n d 2 0 % e m p l o ye e d i s a g r e e w i t h
that and 10% don’t know about it
60
Q7) Does your company follow different recruitment process
for different grade of employees?

S.NO. OPTIONS NUMBER

a) Yes 10
b) No 0

0%

a) Yes
b) No

100%

Interpretation :-

It was found that different recruitment process is adopted for

d i f f e r e n t g r a d e s o f e m p l o ym e n t . 1 0 0 % e m p l o ye e t h i n k s t h a t i n
hotel the different recruitment process is adopted for different
g r a d e s o f e m p l o ym e n t .

61
Q8) Do you think innovative techniques like stress test,
psychometric test and personality test should be used for
selection?

S.NO. OPTIONS NUMBER

a) Yes 2
b) No 8

20%

a) Yes
b) No
80%

Interpretation :-

It was found that 20% of the respondents were of the opinion

that stress test, psychological test and personality tests should
b e u s e d f o r t h e s e l e c t i o n , w h i l e 8 0 % e m p l o ye e s w e r e s a t i s f i e d
with the existing recruitment and selection process .

62
Q9) Which of the sources of recruitment and selection are
used in Radisson blu marina hotel?

S.NO. OPTIONS NUMBER

a) Internal sources 0
b) External sources 0
c) Both 10

0%

a) Internal sources
b) External sources

100% c) Both

Interpretation :-

I t w a s f o u n d t h a t 1 0 0 % e m p l o ye e t h i n k s t h a t r e c r u i t m e n t a n d
selection is done by both internal and external sources, while
external sources are used more than the internal sources.
E m p l o ye e s a r e h i r e d m o s t l y f r o m e x t e r n a l s o u r c e s l i k e j o b
portals, consultancy, etc.

63
Q10) Is the physical examination necessary after final
interview?

S.NO. OPTIONS NUMBER

a) Strongly agree 6
b) Moderately agree 2
c) disagree 2
d) Can’t say 0

0%

20%
a) Strongly agree

20% b) Moderately agree

60%
c) disagree
d) Can’t say

Interpretation :-

M o s t o f t h e e m p l o ye e s t h i n k t h a t p h ys i c a l e x a m i n a t i o n i s
necessary after final interview.
2 0 % e m p l o ye e s f e e l s t h a t i t i s n o t s o i m p o r t a n t a n d r e s t 8 0 %
e m p l o ye e s f e e l t h a t p h ys i c a l e x a m i n a t i o n i s i m p o r t a n t .

64
FINDINGS

T h e c o l l e c t e d d a t a a r e a n a l yz e d a n d g e n e r a l
observation has proven that Radisson blu marina hotel
has done remarkable job in its human resources
department

the main findings are as follows: -

 A majority of e m p l o ye e s feel that recruitment

process carried out in the company is satisfactory and
S o m e e m p l o ye e s a r e m o d e r a t e l y o r n o t m u c h s a t i s f i e d w i t h
the process.
 Most of the candidates do not turn up when they are called
up for the interview.
 Many a time the interview calls are spontaneous the result
yielded is the prospective candidate does not have time
to prepare for interview.
 Internal Promotions and Job Portals are mostl y used
recruitment source.
 To some extent company has pre set -criteria for sorting
the candidate’s applications.
 Concerned departmental head is given special attention
while selecting a candidate of the department.
 E m p l o ye e s a r e i n t h e f a v o r o f p h ys i c a l e x a m i n a t i o n a n d
reference check after selection of candidate.
 Most of the managers prefer personal interview.
 A b o u t 7 0 % o f e m p l o ye e s f e e l t h a t t h e y a r e c o m f o r t a b l e
working with the current hr policies.

65
CHAPTER 5:
CONCLUSIONS &
SUGGESTIONS

66
 SUGGESTIONS

From the findings I can suggest following things for the

more effectiveness of recruitment and selection
process :-

 The process should be future oriented, which can be done

by keeping attitude and knowledge in consideration
instead of just emphasizing on qualification and
experience.

 While following the process the time and economy factor

should be taken into consideration.

 First of all the management should review their

recruitment policy and look for the areas of improvement
for ensuring the best hiring.
 R e c r u i t m e n t m a n a g e m e n t s ys t e m s h o u l d f a c i l i t a t e f a s t e r ,
unbiased, accurate and reliable processing of applications
from various applications.
 R e c r u i t m e n t m a n a g e m e n t s ys t e m s h o u l d h e l p s t o r e d u c e
the time-per-hire and cost-per-hire.
 R e c r u i t m e n t m a n a g e m e n t s ys t e m s h o u l d h e l p s t o
communicate and create healthy relationships with the
candidates through the entire recruitment process.
 Internal Promotions should be done on regular basis
during specified time-period.
 P h ys i c a l e x a m i n a t i o n a n d r e f e r e n c e c h e c k s h o u l d b e g i v e n
due consideration after selecting a candidate.
 The recruitment and selection process should not be too
lengthy and time consuming.
 Company should try to use the internal recruitment
process first because it incurs less cost and act as a
m o t i v a t i o n a l f a c t o r t o t h e e m p l o ye e s .

67
 CONCLUSION

 Recruitment is the first step in the process of acquiring

and retaining human resources for an organization. In
t o d a y' s rapidly changing business environment
organizations have to respond quickly to requirement for
people.

 The purpose of recruitment is to carry out effective

recruitment of strong candidates as in to retain them in
the organization and achieve there required goals of it.

Improper recruitment can prove very costl y for the organization

a n d c a n l e a d t o l o s s t o c o m p a n y. B u t R A D I S S O N B L U M A R I N A
HOTEL takes into consideration the time allotted for fulfilling
the requirements and fulfills them in an appropriat e manner
w i t h i n t h e s t i p u l a t e d t i m e . I t b e l i e v e s i n q u a l i t y n o t q u a n t i t y.
It realizes the value of manpower and tries the best not to waste
t h e m a n p o w e r . H e n c e e a c h a n d e v e r y e m p l o ye e i s g u i d e d t o
follow the process taking this into consideration. Ensuring the
quality of the persons to be recruited is a very difficult task
because there are several diff influential factors impacting on
t h e s ys t e m , i n c o n t e x t t o t h e r e c r u i t m e n t , s o t h e b a s e o f
selection is considerably broad.

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 SUGGESTIONS

From the findings I can suggest following things for the

more effectiveness of recruitment and selection
process :-

 The process should be future oriented, which can be done

by keeping attitude and knowledge in consideration
instead of just emphasizing on qualification and
experience.

 While following the process the time and economy factor

should be taken into consideration.

 First of all the management should review their

recruitment policy and look for the areas of improvement
for ensuring the best hiring.
 R e c r u i t m e n t m a n a g e m e n t s ys t e m s h o u l d f a c i l i t a t e f a s t e r ,
unbiased, accurate and reliable processing of applications
from various applications.
 R e c r u i t m e n t m a n a g e m e n t s ys t e m s h o u l d h e l p s t o r e d u c e
the time-per-hire and cost-per-hire.
 R e c r u i t m e n t m a n a g e m e n t s ys t e m s h o u l d h e l p s t o
communicate and create healthy relationships with the
candidates through the entire recruitment process.
 Internal Promotions should be done on regular basis
during specified time-period.
 P h ys i c a l e x a m i n a t i o n a n d r e f e r e n c e c h e c k s h o u l d b e g i v e n
due consideration after selecting a candidate.
 The recruitment and selection process should not be too
lengthy and time consuming.
 Company should try to use the internal recruitment
process first because it incurs less cost and act as a
m o t i v a t i o n a l f a c t o r t o t h e e m p l o ye e s .

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BIBLOGRAPHY

BOOKS

 Human resources management , by S.S.Khanka , S.Chand

 Research Methodology techniques and trends by
V.V.Khanzonde
 Research methodology in management by C.Murthy

WEBSITES
 www.bms.co.in
 W w w . yo u r a r t i c l e l i b r a r y. c o m
 www.managementation.com
 www.scribd.com
 Www.slideshare.net
 www.wikipedia.com

PDFs
 Final induction which is used in the hotel

70
ANNEXTURE

71
 QUESTIONNAIRE

Name of the organization

N a m e o f e m p l o ye e
Designation
Age
Date

Q 1 ) A r e yo u s a t i s f i e d w i t h r e c r u i t m e n t a n d s e l e c t i o n p r o c e s s i n
Radisson blu marina hotel?
a) Not satisfied
b) Satisfied
c) Totally satisfied

Q2) Whether the recruitment is documented?

a) Yes
b) No

Q 3 ) A r e yo u c o m f o r t a b l e w i t h H R p o l i c i e s o f t h e h o t e l ?
a) Yes
b) No

Q 4 ) I s t h e r e a n y c o n t r a c t s i g n e d b y e m p l o ye e s a f t e r t h e i r
selection?
a) Yes
b) No

Q5) The view of the concerned department head is given special

a t t e n t i o n w h i l e s e l e c t i n g t h e e m p l o ye e o f t h e d e p a r t m e n t ?
a) Strongly agree
b) Moderately agree
c) Disagree
d) Can’t say

Q6) Principle of right man at the right job is strictly followed/

a detailed job analysis is done prior recruitment?

72
 a) Strongly agree
b) Moderately agree
c) Disagree
d) Can’t say

Q 7 ) D o e s yo u r c o m p a n y f o l l o w d i f f e r e n t r e c r u i t m e n t p r o c e s s f o r
d i f f e r e n t g r a d e o f e m p l o ye e s ?
a) Yes
b) No

Q 8 ) D o yo u t h i n k i n n o v a t i v e t e c h n i q u e s l i k e s t r e s s t e s t ,
p s yc h o m e t r i c t e s t a n d p e r s o n a l i t y t e s t s h o u l d b e u s e d f o r
selection?
a) Yes
b) No

Q9) Which of the sources of recruitment and selection are used

in Radisson blu marina hotel?
a) Internal sources
b) External sources

Q10) I s t h e p h ys i c a l e x a m i n a t i o n n e c e s s a r y a f t e r f i n a l i n t e r v i e w ?
a) Strongly agree
b) Moderately agree
c) Disagree
d) Can’t say

73