A Study On Candidates View On HR Consultancies

A study on candidates view on HR consultancies
Introduction
1
KANDULA SCHOOL OF MANAGEMENT, KADAPA
INTRODUCTION
The outsourcing history of India is one of phenomenal growth in a very

short span of time.
The idea of outsourcing has its roots in the 'competitive advantage' theory
propagated by Adam Smith in his book 'The Wealth of Nations' which was
published in 1776. Over the years, the meaning of the term 'outsourcing' has
undergone a sea-change. What started off as the shifting of manufacturing to
countries providing cheap labour during the Industrial Revolution, has taken on a
new connotation in today's scenario. In a world where IT has become the
backbone of businesses worldwide, 'outsourcing' is the process through which
one company hands over part of its work to another company, making it
responsible for the design and implementation of the business process under
strict guidelines regarding requirements and specifications from the outsourcing
company. This process is beneficial to both the outsourcing company and the
service provider, as enables the outsourcer to reduce costs and increase quality
in non core areas of business and utilize his expertise and competencies to the
maximum. And now we can see the benefit to the service companies in India as
they mature, prosper and build core capabilities beyond what would generally be
possible by the outsourcing company.
The major reasons behind India's success in BPO industry :
• Abundant, skilled, English-speaking manpower, which is being harnessed

even by ITES hubs such as Singapore and Ireland.
• Improving telecom and other infrastructure, which is at par with global

standards.
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• Strong quality orientation among players and their focus on measuring

and monitoring quality targets.
• Fast turnaround times and the ability to offer 24x7 services based on the
country's unique geographic location that allows for leveraging time zone
differences.
• Proactive and positive policy environment which encourages ITES/BPO

investments and simplifies rules and procedures.
• A friendly tax structure, which places the ITES/BPO industry on par with IT
services companies.
The ITES-BPO segment is estimated to have achieved a 54 percent

growth in revenues as compared to the previous year.
• ITES exports accounted for US$ 3.6 billion in revenues, up from US$ 2.5
billion in 2002-03.
• The ITES-BPO segment also proved to be a major opportunity for job

seekers, creating employment for around 74,400 additional personnel in
India during 2003-04.
• The number of Indians working for this sector jumped to 245,500 by

March, 2004.
• By the year 2008, the segment is expected to employ over 1.1 million
Indians, according to studies conducted by NASSCOM and leading
business Intelligence Company, McKinsey & Co. Market research shows
that in terms of job creation, the ITES-BPO industry is growing at over 50
percent.
3
Industry
Profile
4
HR Outsourcing:
Resume Miners Human Resources Outsourcing reduces the time you

spend on administration and allows you to focus on policy.
In our growing global economy, human resources functions are becoming
increasingly complex and resource-intensive. For an outsourcing solution to help
your company cut costs and manage human resources, you need a partner who
understands how to add value to your company.
Our HR Outsourcing programs such as Employee Recruiting and Contract

Staffing a solution free up valuable staff time and allow you to better
allocate your resources.
Resume Miners HR Outsourcing offers clients:

• Services that allow you to retain control over critical functions while
delegating non-critical time consuming functions.
• A Guarantee that an equity principal will work with you and your company
during every phase of our business relationship.
• Full range of Recruiting and Staffing Solutions tailored to your needs.
• Services that provide a cost saving benefit that directly impacts your
budget and your company's bottom line.
TOP BENEFITS OF OUTSOURCING :-
TOP FIVE STRATEGIC REASONS FOR OUTSOURCING
Improve Business Focus :-
Outsourcing allows companies to focus on broader business issues while having

operational details assumed by an outside expert. For many companies, the
single most compelling reason for outsourcing is that several of the “how” type
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issues are siphoning off huge amounts of resources and attention from
management.
Gain Access to World-Class Capabilities :-
By the very nature of their specialization, outsourcing providers bring extensive

world-class resources to meeting the needs of their customers. Partnering with
an organization with world-class capabilities can offer access to new technology,
tools and techniques that the organization may not currently possess; more
structured methodologies, procedures and documentation; and a competitive
advantage through expanded skills.
Accelerate Reengineering Benefits :-
Outsourcing is often a by-product of another powerful management tool;

business process reengineering. It allows an organization to immediately realize
the anticipated benefits of reengineering by having an outside organization – one
that is already reengineered to world-class standards/process
Share Risks :-
There are tremendous risks associated with the investments an organization

makes in information technology. When companies outsource they become more
flexible, more dynamic and better able to change themselves to meet changing
opportunities.
Redirect IS Resources to more Strategic Activities :-
Every organization has limits on the resources available to it. Outsourcing

permits the redirection of resources from non-core activities toward activities that
provide a greater return in serving the customer.
TOP FIVE TACTICAL REASONS FOR OUTSOURCING
One time applications :-
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Applications that need to be developed or modified for a specified time require

high manpower resources at one point of time. For this the organizations need to
ramp up/ramp down in a relatively short notice. This in-turn is expensive. For this
outsourcing is the best solution. For e.g. Y2k, Euro, porting from one-platform to
another etc.
Reduce or Control Operating Costs :-
The single most important tactical reason for outsourcing is to reduce or control
operating costs. Access to an outside provider’s lower cost structure is one of the
most compelling short-term benefits of outsourcing. In a recent outsourcing
Institute survey, companies reported that on average they saw a 9% reduction in
costs through outsourcing.
Make Capital Funds Available :-
Outsourcing reduces the need to invest capital funds in non-core business

functions. This makes capital funds more available for core areas. Outsourcing
can also improve certain financial measurements by eliminating the need to show
return on equity from capital investments in non-core areas.
Generate a Cash Infusion :-
Outsourcing can involve the transfer of assets from the customer to the provider.
Equipment, facilities, vehicles and licenses used in current operations all have a
value and are, in effect, sold to the provider as part of the transaction, resulting in
a cash infusion
Secure Resources not available internally :-
Companies outsource because they do not have access to the required

resources within the organization. For example, if an organization is expanding
its operations, especially into a new geography, outsourcing is a viable and
important alternative to building the needed capability from the ground up.
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Company
Profile
8
Impranj
Outsourcing is the strategic use of external resources to carry out
activities conventionally handled by internal team and resources, none of which
are core to the functioning of the company but yet critical for the business. Thus
the service provider is not only responsible for carrying out a business process
but also for improving it. In outsourcing, the buyer focuses on communicating
what results it wants & not on how to perform its task; it leaves the process of
accomplishing those results to the supplier.
Companies are using outsourcing to reach wide range of objectives.

Outsourcing was once viewed as a way of “cost reduction” but today, enterprises
are looking at BPO services not only for “Cost Reduction” but also for “Value
Creation”.
Impranj Sampoorna Seva is the complete outsourcing company

incorporated keeping ADD (Ambition, Determination, and Devotion) as a key to
provide services which can fulfill both cost reduction & value creation objectives
of our clients. We provide world class outsourcing services in Finance &
Accounting, Call Centre, Banking, Insurance & Data Processing. We believe that
our differentiated domain experience, process expertise, and technical depth,
combined with thorough process-driven execution and a strong sense of values
makes us the ideal partner for outsourcing needs.
Overview
Impranj Sampoorna Seva is the complete outsourcing company promoted by

professionally qualified people having domain experience in different fields of
Finance & financial services. We are India's fastest growing outsourcing
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company providing services in Finance & Accounting, Call Centre, Banking,

Insurance & Data Processing.
We differentiate ourselves by our professional approach towards understanding

client needs, work methodologies, people practices to deliver results which go
beyond our client expectation & delight them.
Vision
“To be Ambitious, Determinant, Devoted to create valuable bond between our

client & their investor”
Mission
“Dream higher with strong willpower & involve completely adding value to our
client resources in order to keep their investors delighted”
Core Values
Our thinking & action are driven by our core values which in short we call as
“IMPRANJ”
Integrity - is the driving force for our conduct which motivates us to think.
Motivation – is the key factor which promotes participation in all our action.
Participation – of everyone helps them to get recognition.
Recognition – makes us accountable for our performance & deliverables.
Accountability – gives scope for novelty in our thought process.
Novelty – provides a chance for joyfulness at our workplace.
Joyful – environment helps us to retain our talent pool.
Core Strengths:
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• Domain expertise
• Trained personnel
• Customized, easy-to-interpret solutions
• Prompt and accurate response
• Total job accountability
Supportive Strengths:
• Highly secure network. Data confidentiality
• Constant talent and technology upgradation
• Periodic customer satisfaction surveys
• Offices in major IT hubs – Bangalore & Pune
• Spacious office. Well-equipped workstations
Our Team
Our investors comprise of professionally qualified MBA’s & MCA’s with vast
experience in finance & technical services. Their confidence in our business
model & ability helps us to easily access funds for scaling up our operations. Our
investor’s long term commitment towards company gives an edge for us to
manage & grow in a highly professional way.
Our advisory board has eminent people with tremendous experience & heir
guidance gives us to look forward in understanding & executing outsourced
processes effectively & efficiently.
Mr. S Nagarajan
Chartered Accountant, Bangalore
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Mr. M S Reddy
Financial Controller, Hotel Le meridian, Bangalore
Mr. Mallappa Bulla

Canara Bank (Retd), Bangalore
Services sponsored by the company
Easy Vethana ( Payroll outsourcing services):
Off-site / on-site services:

Marinating master files
Salary calculations
Statutory reporting
MIS handling
Handling queries
Payroll reconciliation
Payroll accounting
• Payroll
administration
Finance & Accounting
• Bills / Accounts receivable

• Bills / Accounts payable
• Reconciliation of debtors / creditors
• Bank Reconciliation Statement
• E-TDS Preparation
Tele Sampark (Call center outsourcing services)
· Inbound
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• Service help line

• Query Handling
• Helpdesk Services
• Complaint Handling
· Outbound Calls
• Lead generation
• Appointment Setting
• Telesales
• Tele marketing & Surveys
Banking
• Application processing
• Credit/Debit Card processing
• Cheque processing
• Change of records
• Customer Account Management
Insurance
• Annuities Processing
• Benefit Administration
• Claim processing
• Change of records
• Surrender of policies
• Claim Overpayment
Udyog Nidhi ( HR outsourcing services ):
HR Front-end services:
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• Recruitment / Permanent staffing

• Temporary staffing
• HR Leasing
HR Back-end services:
• Payroll processing
• Fringe / benefits administration
• HR communication services
• HR Tracking services
 Tracking employee file
 Tracking attendance
 Tracking attrition / flux
Our Approach
Impranj is the company which strongly believes in its intellectual capital & work
methodology. To achieve operational perfection it follows Seven Star Approach &
utilizes its intellectual capital to give greater benefits for its clients & their
investors.
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Work methodology – Seven Star Approach
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Whom we have served - Our Clients:
We have been serving many clients with our USP “Young and energetic minds
backed by experienced advisors”. Our client base has grown 20 times within a
short period of 6 months and following are few to name from our valuable
growing client base,
Ashok Travels & Tours (A Unit of ITDC)

Anthesis Technolgies Pvt LTd
Bank of Maharashtra
Dhakshani Apparels Pvt Ltd
DRS Management Consultants Pvt Ltd
Electronics Trade & Tech Development Corp
Indian Bank
Magnasoft Consulting Pvt Ltd
Magus Customer Dialog Pvt Ltd
Nascent Ventures Pvt Ltd
Nitco Terrazzo Tiles Pvt Ltd
State Bank of Hyderabad
Syndicate Bank
Tungabhadra Gramina Bank
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Research
Methodology
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RESEARCH METHODOLOGY
REASEARH DESIGN:
The research design indicates the type of research methodology under

taken to collect the information for study.
The research design selected for the study of candidates view on HR

consultancies is descriptive design. The purpose of descriptive research is to
know the candidate views and satisfaction towards HR consultancies.
A descriptive research design is the one that simply describes something

such as demographic characteristics of groups (or) consumers of the product.
Descriptive research study provides clear specifications of who, what, when,
where, why and how aspects of the research. It involves more specific
hypothesis and testing of them through statistical inference techniques. How ever
the descriptive does not find the causes and effect relationships among
variables.
DATA COLLECTION METHODS:
PRIMARY DATA:
The primary data are those which are collected a fresh and for the
first time and thus happens to be original in characteristics. Primary data are data
gathered for specific purpose or for a specific research project. The instrument
used to collect the primary data to carry out the survey is structured
questionnaire which is administered to personal interview.
SECONDARY DATA:
The secondary data are those which have already been collected
by some other centers and which have already been processed. General
speaking, secondary data are collected by some organization to satisfy its only
but it is being used by various department for different reasons.
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PILOT STUDY:
The researcher before conducting the main study found it appropriate to

conduct a pilot survey to check the reliability of the questionnaire.
POPULATION FOR THE STUDY:
The aim of the study is to analyze the candidates view towards HR

consultancies. For this purpose the sample were selected from the total
employees in Bangalore on the basis of Simple random sampling. The total
population for the study is infinite.
SAMPLE SIZE:
From the infinite population a sample size 120 has been chosen for the
questionnaire interview on the basis of simple random sampling. The sample
have been framed as follows
TYPE OF UNIVERSE: Infinite universe
SAMPLE UNIT: Employees in Bangalore.
SIMPLE RANDOM SAMPLING:
The method is very flexible. It is not restricted to the type of respondents,

genders, income levels and other variables. The techniques allow the researcher
to pickup sample respondents from the universe of the study irrespective of class
barriers. However, the maximum and minimum sample size needs to be defined.
DATA COLLECTION TOOL:
The researcher used a questionnaire method as a data collection tool to

collect various data from the candidates for the research work.
QUESTIONNAIRE DESIGN:
The questionnaire framed for the research study is a structured

questionnaire in which all the questions are predetermined before conducting the
survey. The form of the questionnaire is of both closed and open type. The
closed type of questions is of;
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• Dichotomous scale (Yes or No)

• Category scale (Multiple items)
Multiple choices are given for closed type of questions for which the
candidates can respond for one or more than one alternatives. The questions in
the questionnaire were arranged in a sequence manner, which help the
researcher to get apt answer from the respondents.
The researcher has framed the questionnaire in the clear manner such
that it makes the respondents to understand and to answer the questions easily.
The researcher has designed questionnaire in such a way it is short and simple
questions are arranged in a logical manner.
QUESTIONNAIRE:
A questionnaire is simply formalized set of questions for eliciting

information.
TYPES OF QUESTIONS:
The different types of questions used for the study are:

• Open – ended Questions
• Closed – ended Questions
• Multiple Choice Questions
TOOLS FOR ANALYSIS:
Percentage analysis
Formula
Percentage = (No. of responses / Total No. of respondents) * 100
Weighted average method
Formula
Mean score = Total score / No. of Responses

Where Total score = No. of responses * Weighted average
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Chi – square test:
Formula
Ψ² = Σ (O – E) ² / E
O – Observed frequency
E – Expected frequency
Ψ² is used to test whether difference observed & expected frequencies are

frequent.
To find Ψ² table value degree of freedom should be calculated. Degree of

freedom is calculated using formula (r – 1)(c – 1). The table value for this degree
of freedom is seen using 5% or 1% significant level. If Ψ² table value is greater
than Ψ² calculated value, Null Hypothesis is accepted or Null Hypothesis is
rejected.
• ANOVA TEST:
F – For variance between columns = Variance between columns /

Residual variance
F – For variance between rows = Variance between rows /

Residual variance
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Objectives
22
Objectives of Questionnaire:
PRIMARY OBJECTIVE:
The main objective of the project is “A Study on Candidate’s
View on HR Consultancies”.
SECONDARY OBJECTIVE:
1. To study the candidates view about the privacy to their personal

information in HR consultancies.
2. To know what type of information required by candidate from HR

consultancies.
3. To estimate satisfactory level of candidates.
4. To analyze the area of dissatisfaction in HR consultancies.
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SCOPE AND SIGNIFICANCE OF THE STUDY
This project is total attempt to study the customer satisfaction to analyze the
Candidate’s view towards HR Consultancies. The survey covers 120 candidates basis of
simple random sampling.
The study can be overlooked in qualitative nature rather than quantitative. Since it
aims to know the opinion, views, expectations and satisfaction of the candidates towards
the products also maximum effort has been taken to see the final result of the work which
becomes a reliable one.
One of the effective strategies to differentiate and offer from competitive is to excel
candidate satisfaction towards the improved service.
Candidate satisfaction and candidate preference will be the major issue in determining
the competitive edge of the organization. Candidate’s satisfaction is the key to market
penetration and growth. Candidate’s satisfaction towards the service going to get in a long
run toward a candidate focused firm. The present day market is characterized by
competition in every field.
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Limitations
25
LIMITATION
 As the study was conducted with sample size of 120 Candidates, the
study cannot generalized to entire population of Banglore city.
 Candidates spent little time in answering questions due to busy with their
jobs.
 Due to various factors the findings may change time to time.
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Data analysis &
Interpretation
27
ANALYSIS AND INTERPRETATION
1. Candidates approached HR consultancies during their career
1.1 Percentage analysis:
SI. NO Factors Response Percentage
1 Yes 92 76.7
2 No 28 23.3
1.2 Interpretation:
The above table clearly indicates that 76.7% of candidates approached

HR consultancies during their career, only 23.3% of candidates not approached
HR consultancies during their career.
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1.3 Graphical representation:
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YES
NO
92
29
2. Factors influenced to approach HR consultancies
SI. NO Factors Responses Percentage
1 Myself 19 15.8
2 Friends 41 34.2
3 Family members 8 6.6
4 College faculty 4 3.3
5 Advertisements 12 10.0
6 HR consultants 10 8.3
2.2 Interpretation:
The above table clears that 34.2% of candidates are influenced by friends,
15.8% by themselves, 10% by advertisements, 8.3% by HR consultants, 6.6% by
family members and 3.3% by college faculty.
30
45 41
40
35
30
25 19
20
15 12
8 10
10 4
5
0
TS
TS
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F
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EL
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R
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EN
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YS
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EM
FR
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31
3. Reasons of approaching HR consultancies

1 Skills 55 45.8
2 Experience 20 16.6
3 Expected domain 27 22.5
4 Expected location 13 10.8
5 Expected pay scale 16 13.3
6 Personality 4 3.3
3.2 Interpretation:
The above table clears that 45.8% of candidates approached HR

consultancies to find the best job to suit their skills, 22.5% to suit their expected
domain, 16.6% to suit their experience, 13.3% to suit their expected pay scale,
10.8% to suit their expected location and 3.3% to suit their personality.
32
P E R S O N A LITY
E XP E C TE D P A Y S C A LE
E XP E C TE D LO C A TIO N
E XP E CTE D D O M A IN
E XP E R IE C E
S K ILLS
0 10 20 30 40 50 60
33
4. Most preferable mode of communication

1 Post / courier 0 0.0
2 Phone 49 40.8
3 E-mail 66 55.0
4 Online application 13 10.8
4.2 Interpretation:
The above table clears that 55% of candidates prefer E-mail, 40.8% of
candidates prefer phone and 10.8% prefer online application to communicate
with HR consultancies.
34
ONLINE 13
APPLICATION
66
E-MAIL
49
PHONE
0
POST/COURIER
0 10 20 30 40 50 60 70
35
5. Within how many days candidates got response from HR consultancies
1 Within a week 14 11.6

2 1 – 2 weeks 47 39.2
3 2 – 3 weeks 23 19.2
4 More than 3 weeks 7 5.8
5.2 Interpretation:
The above table clears that 39.2% of candidates got response within a
week, 11.6% of candidates got in between 1 – 2 weeks, 19.2% of candidates got
in between 2 – 3 weeks and 5.8% of candidates got response after 3 weeks.
36
50 47
45
40
35
< W EEK
30
23 1 - 2 W EEKS
25
2 - 3 W EEKS
20
14 > 3 W EEKS
15
10 7
5
0
1
37
6. Privacy of candidate’s personal information
1 Definitely not 12 10.0

2 Probably not 65 54.1
3 May be 30 25.0
4 Probably 9 7.5
5 Definitely 3 2.5
6.2 Interpretation:
Majority of the candidates, 54.1%, are probably not worried about privacy
of their personal information, 25% of candidates may be feeling worry about
privacy, 10% of candidates are definitely not feeling worry about privacy, 7.5% of
candidates are probably feeling worry about privacy and 2.5% of candidates are
definitely worrying about privacy of their personal information.
38
70 65
60
50
40
30
30
20
12
9
10
3
0
1
DEFINITELY NOT PROBABLY NOT MAY BE

PROBABLY DEFINITELY
39
7. Information required from HR consultancies

1 Pay scale 53 44.2
2 Designation / Role 47 39.2
3 Responsibilities 53 44.2
4 Facilities 19 15.8
5 Interview process 24 20.0
6 Appraisal methods 29 24.2
7 Location 39 32.5
7.2 Interpretation:
Majority of the candidates, 44.2%, require pay scale and responsibilities of

a particular job, 39.2% of candidates require designation / role of the job, 32.5%
of the candidates require location information, 24.2% of the candidates require
appraisal methods, 20% require interview process and 15.8% of candidates
require information about facilities in the company.
40
P A Y S CA LE
35 53 DE S IG NA TIO N / RO LE
29 RE S P O S IB ILITIE S
FA CILITIE S
24 47 INTE RV IE W P RO CE S S
19 A P P RA IS A L M E THO DS
53
LO CA TIO N
8. More convenient days for communication
41

1 Monday 24 20.0
2 Tuesday 8 6.7
3 Wednesday 10 8.3
4 Thursday 14 11.7
5 Friday 16 13.3
6 Saturday 52 43.3
7 Sunday 63 52.5
8.2 Interpretation:
From the above table, it is clearly indicating that 52.5% of candidates feel
convenient on Sunday to communicate, 43.3% of candidates on Saturday, 20%
of candidates on Monday, 13.3% of candidates on Friday, 11.7% of candidates
on Thursday, 8.3% of candidates on Wednesday and 6.7% of candidates feel
convenient on Tuesday to communicate with HR consultants.
42
70
63
60
52
M O ND A Y
50
TUE S DA Y
40 W E DNE S DA Y
THURS DA Y
30 24 F RIDA Y
20 14 16 S A TUDA Y
8 10 S UNDA Y
10
0
1
9. Candidates satisfaction with the service of the HR consultancies
43

1 Fully satisfied 6 5.0
2 Satisfied 79 65.8
3 Dissatisfied 12 10.0
4 Fully dissatisfied 1 0.8
9.2 Interpretation:
The above table indicates that 65.8% of candidates satisfied with the
service of the HR consultancies, 10% of candidates dissatisfied, 5% of
candidates fully satisfied and 0.8% candidates fully dissatisfied with service of
HR consultancies.
44
79
80
70
60
50 F ULLY S A TIS F IE D
S A TIS F IE D
40
DIS S A TIS F IE D
30 F ULLY DIS S A TIS F IE D
16
20
6
10 1
0
1
10. Candidates dislikes in HR consultancies
45
SI.NO Factors Response Percentage

1 Lack of 11 9.2
communication
2 Fees to be paid 36 30.0
3 Doesn’t match with 31 25.8

expectations
4 Not providing proper 34 28.3
information
5 Interview process 10 8.3
6 Delayed response 42 35.0
7 Repeated calls for 28 23.3

the same post
10.2 Interpretation:
The above table clears that 35% of candidates feel that response from HR
consultancies is delay, 30% of candidates feel that fees to be paid is high, 28.3%
of candidates feel that HR consultants are not providing proper information,
25.8% candidates feel that HR consultants call repeatedly for the same post,
9.2% of candidates feel that there is no regular communication by HR
consultants and 8.3% of candidates doesn’t like interview process that are
conducted by HR consultants.
46
45 42
40
36
34
35
31
30 28
25
20
15
11 10
10
5
0
LO C FP MMW E NP P I IP DR RCS P
LOC – Lack of communication FP – Fees to be paid
MMWE – Mismatch with expectations NPPI – Not providing proper information
IP – Interview process DR – Delayed response
RCSP – Repeated calls for the same post
11. Candidates view on written tests in selection process
47
1 Arithmetic ability 27 22.5

2 Reasoning 43 35.8
3 Subject related 41 34.2
4 Essay type 3 2.5
5 Puzzles 15 12.5
6 Case study analysis 9 7.5
From the above table, it is clear that 34.2% of candidates suggest Subject
related questions, 35.82% suggest Reasoning, 22.5% suggest Arithmetic ability,
12.5% suggest Puzzles, 7.5% suggest Case study analysis and 2.5% suggest
Essay type questions in the written tests.
48
45 43
41
40 ARITHMETIC ABILITY
35
REASONING
30 27
SUBJECT RELATED
25
20 ESSAY TYPE
15 14
PUZZLES
10 9
CASE STUDY
5 3 ANALYSIS
0
1
12. Candidates view on oral tests in selection process
49
1 Group discussions 34 28.3

2 Personal interview 55 45.8
3 Quiz 3 2.5
4 General knowledge 15 12.5
5 Current affairs 16 13.3
6 Case study analysis 20 16.7
From the above table, it is clear that 45.8% of candidates suggest

Personal interview, 28.3% suggest Group discussions, 16.7% suggest Case
study analysis, 13.3% suggest Current affairs, 12.5% suggest General
knowledge and 2.5% suggest Quiz in the oral tests.
50
CASE STUDY
20
ANALYSIS
CURRENT AFFAIRS
6
GENERAL
15
KNOW LEDGE
1
QUIZ
3
PERSONAL
55
INTERVIEW S
GROUP DISCUSSIONS
34
0 20 40 60
13. Additional favours came across during the career
51
1 Money favours 40 33.3

2 Gift / Gift vouchers 14 11.7
3 Treat 22 18.3
4 Pleasure trips 23 19.1
Most of the candidates, 33.3%, came across money favours, 19.1% of

candidates came across pleasure trips, 18.3% of candidates came across treat
and 11.7% of candidates came across gifts / gift vouchers to accept a particular
job.
52
PLEA SURE TRIPS 23
TRE AT 22
GIFT / GIFT
14
VOUCHERS
M ONE Y
40
FAVOURS
0 10 20 30 40 50
53
Findings
Findings:
54
1. Approximately 77% of the candidates are approaching HR consultancies in the

way of searching jobs.
2. 34% of candidates are influenced by friends, 16% by themselves, 10% by
advertisements, 8.3% by HR consultants, 6.6% by family members and 3.3% by
college faculty
3. 46% of candidates approached HR consultancies to find the best job to suit their
skills, 22.5% to suit their expected domain, 16.5% to suit their experience, 13% to
suit their expected pay scale, 11% to suit their expected location and 3% to suit
their personality.
4. 55% of candidates prefer E-mail, 41% of candidates prefer phone and 11% prefer
online application to communicate with HR consultancies.
5. 39% of candidates got response within a week, 12% of candidates got in between
1 – 2 weeks, 19% of candidates got in between 2 – 3 weeks and 6% of candidates
got response after 3 weeks.
6. Majority of the candidates, 54%, are probably not worried about privacy of their
personal information, 25% of candidates may be feeling worry about privacy,
10% of candidates are definitely not feeling worry about privacy, 7.5% of
candidates are probably feeling worry about privacy and 2.5% of candidates are
definitely worrying about privacy of their personal information.
7. Majority of the candidates, 44%, require pay scale and responsibilities of a
particular job, 39% of candidates require designation / role of the job, 32% of the
candidates require location information, 24% of the candidates require appraisal
methods, 20% require interview process and 16% of candidates require
information about facilities in the company.
8. 52% of candidates feel convenient on Sunday to communicate, 43% of candidates
on Saturday, 20% of candidates on Monday, 13% of candidates on Friday, 12% of
candidates on Thursday, 8% of candidates on Wednesday and 7% of candidates
feel convenient on Tuesday to communicate with HR consultants.
55
9. 66% of candidates satisfied with the service of the HR consultancies, 10% of

candidates dissatisfied, 5% of candidates fully satisfied and 1% candidates fully
dissatisfied with service of HR consultancies.
10. 35% of candidates feel that response from HR consultancies is delay, 30% of
candidates feel that fees to be paid is high, 28% of candidates feel that HR
consultants are not providing proper information, 26% candidates feel that HR
consultants call repeatedly for the same post, 9% of candidates feel that there is
no regular communication by HR consultants and 8% of candidates doesn’t like
interview process that are conducted by HR consultants.
11. 34% of candidates suggest Subject related questions, 36% suggest Reasoning,
22.5% suggest Arithmetic ability, 12.5% suggest Puzzles, 7.5% suggest Case
study analysis and 2.5% suggest Essay type questions in the written tests.
12. 46% of candidates suggest Personal interview, 28% suggest Group discussions,
17% suggest Case study analysis, 13% suggest Current affairs, 12.5% suggest
General knowledge and 2.5% suggest Quiz in the oral tests.
56
Suggestions
57
Suggestions:
 Company has to find job opportunities according to their expectations.

 Company need to select the communication modes as E-mail and phone.
 Company has to keep the candidate’s information confidentially.
 Company need to give information regarding to pay scale, responsibilities,
designation etc when candidates contact them.
 Company should prefer to communicate the candidates on holidays.
 Company has to improve their service in the area of responding to candidates,
providing information, not giving repeated calls for the same post and regular contact
with candidates.
58
Questionnaire
59
QUESTIONNAIRE FOR “CANDIDATES VIEW ON

HR CONSULTANCIES”
I declare that the information provided by you will be used purely for academic purpose and
will be kept confidential; however project report may be circulated to relevant people.
So, please feel free to express your views
Name :
E-mail :
Phone No. :
Designation :
Work experience :
1) Did you come across any HR consultancies during your career?
Yes No
2) Why should you approach job consultants?
HR consultants will help me to find the best job to suit my

Skills Experience Personality
Expected pay scale Expected location Expected domain
Any other specify_____________________________________________
3) Who influenced you to approach consultancies?

Myself Friends Family members
College faculty Advertisements HR consultants
Any other specify_______________________________________________
4) Most preferable mode of communication:

Post/courier Phone E-mail Online Application
Any other specify ______________________________________________
5) Within how many days you got response from HR Consultancies:

Within a week 1-2 weeks 2-3weeks More than 3 weeks
6) Are you worried about privacy of your personal information with HR consultancies?
Definitely not Probably not May be Probably Definitely
7) What type of information you require from HR consultancies? (Mark any three)
Pay scale Designation/Role Responsibilities
Facilities Interview process Appraisal methods
Location Any other specify _______________________________
8) Which days are more convenient in a week for communicating?

60
Mon Tue Wed Thu Fri Sat Sun
9) How are you satisfied with the service of HR consultancies?

Fully satisfied Satisfied Dissatisfied Fully Dissatisfied
10) Specify what you do not like in HR consultancies?

Lack of communication Fees to be paid by candidate
Doesn’t match with expectations Not providing proper information
Interview process Delayed response
Repeated calls for the same post
Any other specify ______________________________________________________
11) According to your view, what type of written test will be useful in selection process?
Arithmetic ability Reasoning Subject related
Essay type Puzzles Case study analysis
Any other specify_______________________________________________________
12) According to your view, what type of oral test will be useful in selection process?
Group discussions Personal interviews Quiz
General knowledge Current affairs Case study analysis
Any other specify_______________________________________________________
13) What are the additional favors you came across to accept any particular job?
Money favors Gift/ Gift vouchers Treat Pleasure Trips
Any other, specify_______________________________________________________
14) Please give suggestions if any to improve this project / research

_____________________________________________________________________
_____________________________________________________________________
61
Bibliography
62
BIBLIOGRAPHY
 Marketing Management - Philip Kotler, Prentice hall of Indian Private
Limited, 11th edition, New Delhi – 2001
 Research Methodology, G.C. Beri, Tata Mcgraw hill publishing Ltd., 3rd
edition, New Delhi - 2001.
 Fundamentals of mathematical statistics, S.C. Guptha, V.K. Kapoor,
Sulthan Chand & Sons Educational Publishers 9th edition, New Delhi.
 Marketing Research, Donald S. Tull, Del I Hawkins, Prentice hall of India
Private Limited, 11th edition, New Delhi - 2001.
63

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