SUMMER TRAINING REPORT

ON
“A STUDY OF RECRUITMENT AND
SELECTION PROCESS OF RELIANCE JIO”

Submitted in partial fulfillment of the requirement for

the award of Degree of
Master of Business Administration from
Dr APJ Abdul Kalam Technical University, Lucknow

SUBMITTED BY
GARIMA MAURYA
Roll No: 2001240700055
MBA (Batch 2020-22)
3rd semester

Under the guidance of

Navin Chawla
Reliance Jio

INSTITUTE OF CO- OPERATIVE &

CORPORATEMANAGEMENT, RESEARCH AND TRAINING 21/467,

RING ROAD, INDIRA NAGARLUCKNOW-226016

COMPANY CERTIFICATE
I
II
 Phone: 2716431, 2716092
Fax: (0522) 2716092
E-mail: info@iccmrt.ac.in
Website: www.iccmrt.ac.in

Institute of Co-operative & Corporate Management,

Research and Training
467, Sector-21, Ring Road, Indira Nagar, Lucknow-226 016
bULVhV~;wV vkQ dksvkijsfVo ,.M dkiksZjsV eSustesUV] fjlpZ ,.M Vªsfuax
467] lsDVj&21] fjax jksM] bfUnjkuxj] y[kuÅ&226 016

CERTIFICATE

This is to certify that Garima Maurya, a student of Master of Business Administration

(MBA) Programme (Batch 2020-22) at this Institute has undergone a Summer Training in
the Reliance Jio from 10 June to 30 July, 2021 and carried out a study titled “A STUDY OF
RECRUITMENT AND SELECTION PROCESS IN RELIANCE JIO”. She has
prepared a report on the study carried out by her in the in the organization.

The student has also made a presentation before a panel of expert at the Institute.

(Dr. Reshma Farhat)

Assistant Professor

Certified

(Dr. K. Anbumani)

Principal, ICCMRT

III
 DECLARATION

I Garima Maurya, a student of Master of Business Administration (MBA) Programme at

the Institute of Co-operative & Corporate Management Research and Training, Lucknow
hereby declare that all the information, facts and figures used in this research project titled
“A STUDY OF A STUDY OF RECRUITMENT & SELECTION PROCESS IN
RELIANCE JIO” have been collected by me.

I also declare that this project report has been prepared by me and the same has never been
submitted by the undersigned either in part or in full to any other University or Institute or
published earlier. This information is true to the best of my knowledge and belief.

Date:-------------------

Garima Maurya

Roll No: 2001240700055

IV
 ACKNOWLEDGEMENT

I owe a great thanks to a great many people helped me and supported me during the writing
of this project. My deepest thanks to Navin Chawla for support and guidance. I express my
thanks to the director Mr. RAJEEV YADAV and Principal Dr K. ANBUMANI of
ICCMRT LUCKNOW, for extending his support my deep sense of gratitude, thanks and
appreciation to the helpful people at RELIANCE JIO and Dr. Reshma Farhat the guide of
the project for guiding and correcting various documents of mine with attention and care. She
has taken pain to come through the project and make necessary correction as when needed
for their support. I would also thank my institution and my faculty members without whom
this project would have been distant reality. I also extent my heartfelt thanks to my family
and well wishers.

V
 PREFACE

Progress is a continuous process. It is relative and absolute. We cannot stop at a certain

destination and declare that target has been achieved and we need not go further.

The Research reports are designed to give managers the future of the corporate happenings
and work culture. These real life situations are entirely different from the stimulated
exercises enacted in an artificial environment inside the research report are designed, so that
the managers of tomorrow do not feel ill case when the times comes to shoulders
responsibilities.

The experience that I have gathered during this period has certainly provide me with an
orientation which I believe will help me to shoulder my assignment successfully in near
future. During this period I have collected all the information regarding recruitment and
selection, in the organization.

On the basis of my research report, I tried my best to arrange the work in the systematic and
chronological way. However the cover every detailed information of organized media
industry in such a short period was not possible. Despite the inherent shortcomings of the
study, a genuine was made on my part to see that study was carried in the right respective.

VI
 TABLE OF CONTENTS

Sr. Particulars Page No.

No.

Company certificate I

Certificate II

Declaration III

Acknowledgement IV

V
Preface

1. Introduction of topic 1-22

2. Company Profile 13-64

3. Objective of study 65-66

4. Research Methodology 67-70

 Research Design
 Research Process
 Sample Size

5. Data Analysis & Interpretation 71-81

6. Findings 82-83

7. Suggestions & Conclusion 84-85

8. Limitation of the study 86-87

9. Bibliography 88-93

VII
10. Annexure 1-22

VIII
INTRODUCTION OF THE
COMPANY

1
 ABOUT THE ORGANIZATION

RELIANCE JIO

Jio's headquarters in RCP, Navi Mumbai

Formerly called  Infotel Broadband Services Limited (2009 - 2013)

 Reliance JioInfocomm Limited (2013 - 2015)

Type Subsidiary of Reliance Industries

Industry Telecommunications

Founded by 15 February 2007; 12 years ago

MukeshAmbani

Headquarters Maker Chambers IV 222 Nariman Point,

Mumbai, Maharashtra, India

Key people MukeshAmbani (Chairman)

Sandeepdass(Managing Director)
Jyotindra Thacker (Head of IT)

2
 AkashAmbani(Chief of Strategy)

Mobile telephony, broadband, Wifi,Router and 4G Data

services
Products
Jio Apps

MyJio, JioChat, JioPlay, JioBeats, JioMoney, JioDrive,

JioOnDemand, JioSecurity, JioJoin, JioMags,
JioXpressNews, JionetWiFi

Parent Reliance Industries

Subsidiaries LYF

www.jio.com

Website

Jio also known as Reliance Jio and officially as Reliance JioInfocomm Limited (RJIL),[is

an upcoming provider of mobile telephony, broadband services, and digital services in India..

Reliance JioInfocomm Limited (RJIL), a subsidiary of Reliance Industries Limited

(RIL), India’s largest private sector company, is the first telecom operator to hold pan

India Unified License. Formerly known as Infotel Broadband Services Limited(IBSL),Jio

will provide 4G services on a pan-India level using LTE technology. The telecom leg of

3
Reliance Industries Limited, it was incorporated in 2007 and is based in Mumbai, India. It is

headquartered in Mumbai.

RJIL is setting up a pan India telecom network to provide to the highly underserviced India

market, reliable (4th generation) high speed internet connectivity, rich communication

services and various digital services on pan India basis in key domains such as education,

healthcare, security, financial services, government citizen interfaces and entertainment.

RJIL aims to provide anytime, anywhere access to innovative and empowering digital

content, applications and services, thereby propelling India into global leadership in digital

economy.

RJIL is also deploying an enhanced packet core network to create futuristic high capacity

infrastructure to handle huge demand for data and voice. In addition to high speed data, the

4G network will provide voice services from / to non-RJIL network.

RJIL holds spectrum in 1800 MHz (across 14 circles) and 2300 MHz (across 22 circles)

capable of offering fourth generation (4G) wireless services. RJIL plans to provide seamless

4G services using FDD-LTE on 1800 MHz and TDD-LTE on 2300 MHz through an

integrated ecosystem.

Reliance Jio is part of the “Bay Of Bengal Gateway” Cable System, planned to provide

connectivity between South East Asia, South Asia and the Middle East, and also to Europe,

4
Africa and to the Far East Asia through interconnections with other existing and newly built

cable systems landing in India, the Middle East and Far East Asia.

RJIL’s subsidiary has been awarded with a Facility Based Operator License (“FBO License”)

in Singapore which will allow it to buy, operate and sell undersea and/or terrestrial fiber

connectivity, setup its internet point of presence, offer internet transit and peering services as

well as data and voice roaming services in Singapore.

R-Jio is also in the process of installing hundreds of monopoles, unlike the regular rooftop-

mounted telecom towers typically used by telcos, said the company executive quoted above.

Monopoles, or ground-based masts (GBMs), are expected to double up as street lights and

surveillance systems, and provide real-time monitoring of traffic and advertising

opportunities.

The company, which plans to roll out commercial telecom service operations from

December, is currently in the testing phase for most of its offerings including 4G services, a

host of mobile phone applications and delivery of television content over its fiber optic

network.

R-Jio, meanwhile, faces its share of challenges in terms of return on investment and

capturing market share. The company, according to industry analysts, is expected to spend

$8-9 billion for the 4G roll-out. The company will battle for subscribers with leading telcos

such as BhartiAirtel Ltd, Vodafone India Pvt Ltd and Idea Cellular Ltd.

The Dominant Players

5
  BhartiAirtel --- 23% Market Share

 Vodafone India --- 18% Market Share

 Idea Cellular --- 15% Market Share

 Reliance Communications --- 12% Market Share

 BSNL --- 10% Market Share

 Aircel --- 8% Market Share

 TATA Infocomm --- 7% Market Share

 Others --- 7% Market Share

The services were beta launched to Jio's partners and employees on 27 December 2015 on

the eve of 83rd birth anniversary of late DhirubhaiAmbani, founder of Reliance Industries. It

will commercially launch its services in the second half of 2016.

6
 Mr. AkashAmbani is being launched in business as a chief of strategy in Reliance

JIO,involved in day to day operations in business or Ms. IshaAmbani is involved in branding

and marketing. And the key people are SandeepDass (Managing Director), JyotindraTacker

(Head of IT).

Reliance Industries Chairman MukeshAmbani committed an investment of Rs. 250,000

crores on "Digital India" and said he expected the group's initiatives under it will create over

500,000 direct and indirect jobs.

"Digital India as we have seen empowers them to fulfil their aspirations. We at Reliance will

invest over Rs. 2, 50,000crores across the Digital India pillars," he said, adding: "I estimate

Reliance's 'Digital India' investments will create employment for over 500,000

people.”Ambani said the launch of Digital India initiative was a momentous occasion in an

7
information age where digitization was changing the way one lives, learns, works and plays.

It can transform the lives of 1.2 billion Indians using the power of digital technology.And as

well as "So 80 percent of the 1.3 billion Indians will have high-speed, mobile Internet. And

by 2017, we would cover 90 percent. And by 2018, all of India would be covered by this

digital infrastructure,"

HISTORY OF THE ORGANIZATION

In June 2010, Reliance Industries (RIL) bought a 96% stake in Infotel Broadband Services

Limited (IBSL) for Rs 4,800cr. Although unlisted, IBBL was the only firm to win broadband

spectrum in all 22 zones in India in the 4G auction that took place earlier that year. Later

continuing as RIL's telecom subsidiary, Infotel Broadband Services Limited was renamed as

Reliance JioInfocomm Limited (RJIL) in January 2013.

Acquisition & Subsidiaries:

 Acquired Infotel Broadband Services Limited in 2010.

 Technology - Rancore Technologies

 ILD & NLD - Infotel Telecom.

Agreements:

 An agreement with Ascend Telecom for their more than 4,500 towers across India.

(June 2014)

 An agreement with Tower Vision for their 8,400 towers across India. (May 2014)

 An agreement with ATC India for their 11,000 towers across India. (April 2014)

 An agreement with Viom Networks for their 42,000 telecom towers. (March 2014)

8
  Agreement with BhartiAirtel for a comprehensive telecom infrastructure sharing

agreement to share infrastructure created by both parties to avoid duplication of

infrastructure wherever possible. (December 2013)

 A key agreement for international data connectivity with Bharti to utilize dedicated

fiber pair of Bharti’s i2i submarine cable that connects India and Singapore. (April

2013)

 Agreements with Reliance Communications Limited for sharing of RCOM’s

extensive inter-city and intra-city optic fiber infrastructure of nearly 1,20,000 fiber-

pair kilometers of optic fiber and 500,000 fiber pair kilometers respectively (April

2013 / April 2014), and 45,000 towers (June 2013)

Technology:

 Reliance JioInfocomm is currently laying OFC across the country to offer Fiber to

the home/premises (FTTH). This fiber backbone will also help them to carry huge

amount of data originated from their 4G network as well as public Wi-Fi network.

 Reliance Jio is deploying LTE-TDD technology for 2.3 GHz spectrum band,

acquired in 2010.

 Reliance Jio will deploy LTE-FDD for 1.8 GHz spectrum, which will ultimately

paved to roll out of LTE-A network aggregation of both technology and both

spectrum band.

 At present in different cities of India Reliance Jio offers Wi-Fi services. Most of

these cities are in Gujarat, where Reliance Industries also have one of the largest

petro-refinery.

9
  Once commercially launched, Jio users can have access to Reliance

Communications’ 2G & 3G network.

OPERATIONS

In June 2015, Jio announced that it will start its operations all over the country by the end of

2015. However, four months later in October 2015, the company's spokesmen sent out a

press release stating that the launch was postponed to the first quarter of the financial year

2016-2017.

Later in July, a PIL filed in the Supreme Court by an NGO called the Centre for Public

Interest Litigation, through PrashantBhushan, challenged the grant of pan-India license to Jio

by the Government of India. The PIL also alleged that Jio was allowed to provide voice

telephony along with its 4G data service, by paying an additional fees of just 165.8 crore

(US$25 million) which was arbitrary and unreasonable, and contributed to a loss of 2,284.2

crore (US$340 million) to the exchequer.

The Indian Department of Telecom (DoT), however, refuted all of CAG's claims. In its

statement, DoT explained that the rules for 3G and BWA spectrum didn't restrict BWA

winners from providing voice telephony. As a result, the PIL was revoked, and the

accusations were dismissed.

Beta Launch

The 4G services were launched internally to Jio's partners, its staff and their families on 27

December 2015. Bollywood actor Shah Rukh Khan, who is also the brand ambassador of Jio,

kickstarted the launch event which took place in Reliance Corporate Park in Navi Mumbai,

10
along with celebrities like musician A R Rahman, actors RanbirKapoor and Javed Jaffrey,

and filmmaker RajkumarHirani.The closed event was witnessed by more than 35000 RIL

employees some of whom were virtually connected from around 1000 locations including

Dallas in the US.

The company is expected to commercially launch its services in the second half of 2016.

STRUCTURE OF THE ORGANIZATION

11
 PRODUCT &

SERVICES

RELIANCE JIO 4G BROADBAND

The company will launch its 4G broadband services throughout India in the first quarter of

2016-2017 financial year. It was slated to release in December 2015 after some reports said

that the company was waiting to receive final permits from the government.MukeshAmbani,

owner of Reliance Industries Limited (RIL) whose Reliance Jio is the telecom subsidiary,

had unveiled details of Jio's fourth-generation (4G) services on 12 June 2015 at RIL's 41st

12
annual general meeting. It will offer data and voice services with peripheral services like

instant messaging, live TV, movies on demand, news, streaming music, and a digital

payments platform.

The company has a network of more than 250,000 km of fiber optic cables in the country,

over which it will be partnering with local cable operators to get broader connectivity for its

broadband services. With its multi-service operator (MSO) license, Jio will also serve as a

TV channel distributor and will offer television-on-demand on its network.

Pan-India Spectrum

Jio owns spectrum in 800 MHz and 1,800 MHz bands in 10 and 6 circles, respectively, of the

total 22 circles in the country, and also owns pan-India licensed 2,300 MHz spectrum. The

spectrum is valid till 2035.Ahead of its digital services launch, MukeshAmbani-led Reliance

Jio entered into a spectrum sharing deal with younger brother Anil Ambani-backed Reliance

Communications. The sharing deal is for 800 MHz band across seven circles other than the

10 circles for which Jio already owns.

Reliance jio’s vision for India is that broadband and digital services will no longer be a

luxury item ,Rather convert it into a basic necessity that can be consumed in abundance by

consumers and small businesses .The initiatives are truly aligned with the Government of

India's ‘Digital India’ vision for our nation.

• Digital Healthcare

13
 • Affordable Devices

• Jio Drive

• Digital Education

• Digital Currency

• Digital Entertainment and social connectivity

LYF SMARTPHONES

In June 2015, Jio tied up with domestic handset maker Intex to supply 4G handsets enabled

with voice over LTE (VoLTE) feature. Through this, it plans to offer 4G voice calling

besides rolling out high-speed Internet services using a fiber network, in addition to the 4G

wireless network.[ However, in October 2015, Jio announced that it would be launching its

own mobile handset brand named LYF.

14
On 25 January 2016, the company launched its LYF smartphone series starting with Water

1, through its chain of electronic retail outlets, Reliance Retail. Three more handset models

have been released so far, namely Water series, Earth series, and Flame series.

15
JionetWiFi

Prior to its pan-India launch of 4G data and telephony services, Jio has started providing free

Wi-Fi hotspot services in cities throughout India including Ahmedabad and Surat in Gujarat,

Indore, Jabalpur, Dewas and Ujjain in Madhya Pradesh, select locations of Mumbai in

Maharashtra, Kolkata in West Bengal, Lucknow in Uttar Pradesh, Bhubaneswar in Odisha,

Mussoorie in Uttarakhand, Collectorate's Office in Meerut, and at MG Road in Vijayawada

among others. Title=Reliance Jio rolls out Wi-Fi service at IP sigra Mall in Varanasi among

others.

In March 2016, Jio started providing free Wi-Fi internet to spectators at six cricket stadiums

hosting the 2016 ICC World Twenty20 matches. Jionet was made available in Wankhede

Stadium (Mumbai), Punjab Cricket Association IS Bindra Stadium (Mohali), Himachal

Pradesh Cricket Association Stadium (Dharamshala), Chinnaswamy Stadium (Bengaluru),

Feroz Shah Kotla (Delhi), and Eden Gardens (Kolkata) in India.

Jio apps

In May 2016 , Jio launched a bundle of multimedia apps on Google Play as part of its

upcoming 4G services. While the apps are available to download for everyone, a user will

require a JioSIM card to use them. Additionally, most of the apps are in beta phase.

Following is a list of the apps:

 MyJio - Manage Jio Account and Digital Services associated with it

 JioPlay - A live TV channel service

16
  JioOnDemand - An online HD video library

 JioChat Messenger - An instant messaging app

 JioBeats - A music player

 JioJoin - A VoLTE phone simulator

 JioMags - E-reader for magazines

 JioXpressNews - A news and magazine aggregator

 JioSecurity - Security app

 JioDrive - Cloud-based backup too

 JioMoney Wallet - An online payments/wallet app

JIO MIFI WIFI ROUTER

17
JIO PREVIEW OFFER FOR HP LAPTOPS:

 3 Months Free Unlimited 4G Internet (Connected with 31 Devices)

 3 Months Free Unlimited Calling (At any network)

 3 Months Free Unlimited SMS

 Life time Roaming Free (All India)

 Registration in E-mail is compulsory

 Available in Reliance store and Digital mini express store.

JIO PREVIEW OFFER (JPO)

 3 Months Free Unlimited 4G Internet in LYF smartphones and others all 4G smartphones

(Samsung,Micromax, ,Karbon,Lava,HTC,Gioni etc.)

 3 Months Free Unlimited Calling (At any network)

18
  3 Months Free Unlimited SMS

 Life time Roaming Free (All over India)

 2 Years Warranty (LYF handsets only)

Branding and Marketing

On December 24, 2015, Bollywood actor Shah Rukh Khan was appointed as Jio's brand

ambassador.

19
 SWOT ANALYSIS OF RELIANCE JIO

Reliance Jio Infocomm Limited or Jio as it is popularly known as a mobile network service

based on LTE technology owned by the Reliance Industries. The company whose

headquarters is in Navi Mumbai offers wireless 4 G network services and has the credit of

being the only VoLTE operator in India currently.

The network covers the whole of India and is the largest Internet Service provider in the

country. Reliance Jio launched its services for the first time in 2015 and became commercial

in September 2016. The company currently has a gross revenue of 108.9 million as of the

year 2016-17.

Strengths in the SWOT analysis of Reliance Jio :

 Strengths are defined as what each business does best in its gamut of operations

which can give it an upper hand over its competitors. The following are the strengths

of Reliance Jio:

 Strongest Customer Acquisition strategy – Reliance Jio probably has the best

customer acquisition strategy till date. The brand offered their services for free for 3-6

months to all their users. This resulted in millions of users using Reliance Jio and

resulted in one of the best customer acquisition strategy in the history of telecom.

 Strong customer base – Jio boasts of a whopping 100 million subscribers in the first

170 days of its launch a record which no other provider has been able to register. This

has also made Reliance Jio India’s largest Internet Service Provider.

 Technology – Jio currently uses the latest 4 G LTE technology which is one of the

world’s best technologies for the future. This is supported by Voice over LTE which

20
 makes it scalable and supportive of 5G and 6 G technologies which are expected to be

the future in wireless communication.

 Strong backing of parent company Reliance Industries: Reliance Industries is a

credible brand which echoes with Indian sentiments and has high trust amongst

customers. The association of Jio with Reliance acts as a core strength.

 Brand Management – The reason for the huge customer base of Reliance Jio is the

brand management strategies that it has adopted. The right promotion backed by

lucrative offers and credible brand ambassadors like ShahRukh Khan and Amitabh

Bachchan have helped in building connectivity with the customers.

 Fast and wide network – Reliance Jio has a presence in all 22 telecom circles in India

and is known to be a robust and fast network with zero connectivity issues.

 Multiple offerings under a single name – Reliance Jio offers a variety of services like

movies, games, shopping, chats, and messenger etc. giving the customer a lot of

options to choose from.

Weaknesses in the SWOT analysis of Reliance Jio :

 Weaknesses are used to refer to areas where the business or the brand needs

improvement. Some of the key weaknesses of Reliance Jio are:

 Late entry into the market: Reliance Jio has made a late foray into the market which

already had established players like Airtel and Vodafone who had occupied a place in

the minds of the customer.

 Activation Issues – Reliance Jio faced numerous gestation issues owing to not being

able to contain the huge volumes of customers it had acquired. On such was delays in

SIM Card activation during the period that followed its launch.

21
  Pricing Controversies – Reliance Jio was criticised for having lowered its prices

beyond what was ethical to penetrate into the market and this stirred allegations like

corruption and money laundering against them.

 Too many freebies – Reliance Jio currently offers many services for free and this was

one reason for share increase in sales. However, the company may not be able to

afford all of them in the long run which may affect the business negatively.

 Data connection poor – The data connection is many times poor from Reliance Jio

and the range is less causing slower loading speeds in selected regions.

Opportunities for the SWOT analysis of Reliance Jio :

 Opportunities refer to those avenues in the environment that surrounds the business

on which it can capitalize to increase its returns. Some of the opportunities include:

 Future driven technology – Reliance Jio uses VoLTE 4G network which is scalable to

accommodate

 5G and 6G technologies.This offers numerous avenues to Jio or future expansion of

bandwidth.

 Apps – Reliance Jio has VoLTE which has a lot of scope in terms of bandwidth.Thus

they can offer apps to customers which are chargeable or even free initially and pay

per use later.

 Competitive Pricing Strategies – Reliance Jio prides itself on being a low-cost

Internet service provider and mobile operator. This can be used as a positioning to

target more markets and grow their market share since most of their competitors’

cannot afford their prices.

22
  Expansion to other countries – Currently Reliance Jio is operational only in India.

There is, however, a lot of scope for expansion to foreign countries at least in the

neighboring regions.

Threats in the SWOT analysis of Reliance Jio :

 Threats are those factors in the environment which can be detrimental to the growth

of the business. Some of the threats include:

 Risk of loss of customers – Customers prefer Jio primarily because of the low prices

that they offer. At a stage when the company increases its price there may be a loss of

customers.

 Removal of free services – Jio currently is associated with a lot of freebies.Once these

are removed there may be a drop in sales for the company.

 Criticism and negative image – Reliance Jio has been embroiled in a lot of

controversies from the time it was started. These have resulted in a negative brand

image for the company.

 Poor Code of ethics – Many of the strategies adopted by Reliance Jio such as the low

pricing, free bandwidth and market penetration strategies have been showcased as

unethical and this may affect the goodwill of the business in the long run.

23
 INTRODUCTION TO

RECRUITMENT & SELECTION

24
 RECRUITMENT

According to Flippo, "Recruitment is the process of searching for prospective employees and

stimulating and encouraging them to apply for jobs in an organization."

In the words of Yoder, "Recruitment is a process to discover the sources of manpower to

meet the requirements of the staffing schedule and to employee effective measured for

attracting that manpower in adequate numbers to facilitate effective selection of an efficient

working force."

The human resources are the most important assets of an organization. The success or failure

of an organization is largely dependent on the caliber of the people working therein. Without

25
positive and creative contributions from people, organizations cannot progress. In order to

achieve the goals or perform the activities of the organization, therefore, we need to recruit

people with requisite skills, qualifications and experience.

Definition:

Recruitment is the process of locating and encouraging potential applicants to apply for

existing and anticipated job openings. It is actually a linking function, joining together those

with jobs to fill and those seeking jobs. Recruitment, logically, aims at:

(i) Attracting a large number of qualified applicants who are ready to take up the job if it’s

offered and

(ii) Offering enough information for unqualified persons to self-select themselves out.

METHODS OF RECRUITMENT

The following are the most commonly used methods of recruiting people.

26
INTERNAL METHODS:

1. Promotions and Transfers

This is a method of filling vacancies from within through transfers and promotions.

A transfer is a lateral movement within the same grade, from one job to another. It may

lead to changes in duties and responsibilities, working conditions, etc., but not necessarily

salary. Promotion, on the other hand, involves movement of employee from a lower level

position to a higher level position accompanied by (usually) changes in duties,

responsibilities, status and value. Organisations generally prepare badli lists or a central pool

of persons from which vacancies can be filled for manual jobs. Such persons are usually

passed on to various departments, depending on internal requirements. If a person remains

on such rolls for 240 days or more, he gets the status of a permanent employee as per the

Industrial Disputes Act and is therefore entitled to all relevant benefits, including provident

fund, gratuity, retrenchment compensation.

2. Job Posting

Job posting is another way of hiring people from within. In this method, the

organisationpublicises job opening on bulletin boards, electronic method and similar outlets.

One of the important advantages of this method is that it offers a chance to highly qualified

applicants working within the company to look for growth opportunities within the company

to look for growth opportunities within the company without looking for greener pastures

outside.

3. Employee Referrals

27
 Employee referral means using personal contacts to locate job opportunities. It is a

recommendation from a current employee regarding a job applicant. The logic behind

employee referral is that “it takes one to know one”. Employees working in the organization,

in this case, are encouraged to recommend the names of their friends, working in other

organizations for a possible vacancy in the near future. In fact, this has become a popular

way of recruiting people in the highly competitive Information Technology industry

nowadays. Companies offer rich rewards also to employees whose recommendations are

accepted – after the routine screening and examining process is over – and job offers

extended to the suggested candidates. As a goodwill gestures, companies also consider the

names recommended by unions from time to time.

28
External (direct) Methods

Campus Recruitment

It is a method of recruiting by visiting and participating in college campuses and their

placement centres. Here the recruiters visit reputed educational institutions such as IITs,

IIMs, colleges and universities with a view to pick up job aspirants having requisite technical

or professional skills. Job seekers are provided information about the jobs and therecruiters,

in turn, get a snapshot of job seekers through constant interchange of information with

respective institutions.

A preliminary screening is done within the campus and the short listed students are

then subjected to the remainder of the selection process. In view of the growing demand for

young managers, most reputed organizations (such as Hindustan Lever Ltd., Proctor &

Cable, Citibank, State Bank of India, Tata and Birla group companies) visit IIMs and IITs

regularly and even sponsor certain popular campus activities with a view to earn goodwill in

the job market. Advantages of this method include: the placement centre helps locate

applicants and provides resumes to organizations; applicants can be prescreened; applicants

will not have to be lured away from a current job and lower salary expectations. On the

negative front, campus recruiting means hiring people with little or no work experience.

The organizations will have to offer some kind of training to the applicants, almost

immediately after hiring. It demands careful advance planning, looking into the placement

weeks of various institutions in different parts of the country. Further, campus recruiting can

be costly for organizations situated in another city (airfare, boarding and lodging expenses of

recruiters, site visit of applicants if allowed, etc.).

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 If campus recruitment is used, steps should be taken by human resource department to

ensure that recruiters are knowledgeable concerning the jobs that are to be filled and the

organizations and understand and employ effective interviewing skills.

Guidelines for campus recruiting: companies using college campuses as recruitment

source should consider the following guidelines:

 Identify the potential candidates early: The earlier that candidate with top potential

can be identified, the more likely the organization will be in a position to attract them.

 Employ various means to attract candidates: These may include providing research

grants; consulting opportunities to faculty members, funding university infrastructural

requirements, internships to students, etc. in the long run these will enhance the

prestige of the company in the eyes of potential job seekers.

 Use effective recruitment material: Attractive brochures, films, computer diskettes,

followed by enthusiastic and effective presentations by company officials,

correspondence with placement offices in respective campus in a friendly way – will

help in booting the company image in the eyes of the applicants. The company must

provide detailed information about the characteristics of entry – level positions,

especially those that have had a major positive impact on prior applicants’ decisions

to join the company.

 Offer training to campus interviews:It’s better to devote more time and resources to

train on campus interviewers to answer specific job –related questions of applicants.

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  Come out with a competitive offer: Keep the key job attributes that influence the

decisions of applicants such as promotional avenues, challenging assignments, long

term income potential, etc., while talking to candidates.

 Internal Recruitment Benefits: - The internal recruitment process has a lot of

benefits and it is always difficult to decide whether to use internal or external

recruitment process. The internal recruitment is a right recruitment process for the

large organization, which promote friendliness in their corporate culture.

The corporate culture, which supports the employees to look for the opportunities in the

organization, is well designed for the internal recruitment process and the process can be a

big benefit for the organization. The corporate culture, which is focused on a strong

competition among employees and with the external environment, this corporate culture does

not support the internal recruitment process.

The corporate culture should drive the decision process. In case of two candidates for the

position, the corporate culture should navigate the HRM Function and the hiring manager to

decide correctly about the winning job candidate. The corporate culture has to provide

guidance for the last decision about the winning candidate.

The career development is a huge benefit of the internal recruitment process. The career

development has to be communicated openly and the employees cannot be worried about

their application for a new position within the organization. The career development can

define special rules for the application for the new position. The rule is usually about the

necessity to stay at one position for a defined period of time before applying for a new one. 

In case of necessity, the HRM Function can act quicker, but the current manager of the

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employee has to agree to allow the transfer. When the career development functions well, the

employees are motivated to train themselves to get more skilled and develop their

competencies as they see the career opportunity in the organization.

Another internal recruitment benefit is a smaller pressure for the compensation and

benefits. The moving employees get promoted and they do not press for a higher

salary for just being with the organization.

 Internal Recruitments Process Weaknesses:-

The Internal Recruitment Process does not have just benefits; this process has some

disadvantages as well. The Internal Recruitment Process is a very powerful tool, but it can be

misused in hands of some employees and managers.

The Internal Recruitment Process is not a process to steal the best employees from their

departments. These employees should be treated as a very scarce resource and the internal

recruitment procedures should work differently for them.

The managers use the internal recruitment process as a tool to transfer their own issues to the

other departments. This is very dangerous as other managers will not trust the internal

recruitment process and will block the ambitions of employees to be transferred.

The employee can enjoy the benefit of quick internal job hopping and the results achieved

are very difficult to be recognized by the organization. No manager is able to make a full

performance appraisal as the whole year in one department is unique then. The employee is

just focused on his or her promotion in the organization and the salary can be increased in

every step.

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The internal recruitment process cannot solve all the recruitment issues in the organization,

but there should be a right mixture of the internal and external recruitment to keep the

organization in a healthy shape.

 Internal Versus External Job Candidate:-

The efficient internal recruitment needs clear rules for the decision about the winning

candidate. The organization has to clearly define the condition for the final decision based on

the corporate culture and habits inside the organization.

The corporate culture should be the main driver of the final decision. The internal candidate

has to be sure about the evaluation not to become de-motivated. The clear rules for the

preference of the internal candidate over the external candidate will help to set the clear

expectations.

The common rule is the “winner takes it all”. This rule can be applied in the organizations

focused on the internal and external competition. The organization makes no difference

between internal and external candidates. This approach looks fair to the employees, but it

can bring a lot of confusion as the employees feel no preference of the internal and existing

employees and they feel no interest of the organization in their own personal career

development.

Other organizations provide the internal candidates with some kind of the preference – in

time or their competencies. The advantage in time is the simplest one to implement. The

HRM Function does not look for the job candidate externally for a defined period of time and

the employees in the organization have a chance to be quicker. The advantage in

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competencies needs to define an ideal competencies profile for the position and the internal

candidate does not have to meet all to be a winning candidate. This approach is quite usual as

well.

On the opposite side some organizations always prefer internal candidates for job positions

and they do not have to compete with the external candidates. This is also very dangerous

approach as the external candidate can bring a new knowledge or the approach to the

organization.

Right Internal Recruitment Job Posting:-

The Internal Recruitment Job Posting is a key to the fair, transparent and efficient

internal recruitment process. The issue is to let the employees know about new vacant

positions and on the other hand not to over-communicate the vacancies in the organization.

The organizations use different techniques to announce internal vacant positions. The most

common technique is an email message to all the employees. This technique is simple, but

has several disadvantages. The employees are confused about the number of emails they

receive and have to handle with. This email is another one and most of the employees are not

interested in such kind of information. They would rather not receive any email from the

HRM Function. The email cannot be specifically focused on the target group of employees

and the overloaded employees can easily miss the right position for them.

The other distribution channel for the internal recruitment is the Intranet of the organization.

In the basic mode, just a list of vacant position is posted on the Intranet and the employees

can apply for the selected position via email client. But, the Intranet can do even more for the

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employees. The Intranet can work as a real job website and it can be easily linked with the

HRIS.

The employee can select the job position and the system can work as the basis for monitoring

of the recruitment process. The HRIS system can put all the fields like name and surname

and also a career path in the organization can be taken from the HRIS system and the

employee can see a huge benefit from providing the organization with so much information.

The last good old channel for the internal recruitment is the black board at the entrance to the

building where every single employee has to go.

Indirect methods (General Recruitment):-

General Recruitment SWOT Analysis:-

The HRM Function has to prepare the Recruitment SWOT Analysis to know the position of

the internal and external recruitment process in comparison with the competition on the job

market.

The Recruitment SWOT Analysis should be prepared just by the HRM Function with the

potential validation from the line management as the line management tends to over or

underestimate the real position of the organization on the job market.

The areas covered in the Recruitment SWOT Analysis should cover the following areas:

 External market position – the supply of the potential hires, universities in the area,

the structure of inhabitants, modern industries, etc.

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  External position of the organization – the feeling of the external audience about the

organization (brand name, generally known as a good employer and many other

factors)

 Agencies - the recruitment agencies operating in the area and their potential, the

Recruitment SWOT Analysis should also cover the agencies cooperating with the

organization

 Employees in the HRM Function and their seniority - every important aspect for the

Recruitment SWOT Analysis as the mature HR Employees can handle the

recruitment process better and they can react quicker to the changed conditions

 Processes in the recruitment and selection area

 Budget available - money can help a lot, but the HRM Function has to make an

appropriate estimate of the available budgets at the competitors as it limits the chance

to bring an innovative solution

 Creative mind - the mindset of HR employees

 Corporate Culture - the corporate culture can support many job candidates to apply

for the position with the organization as it can fit their personal preferences and needs

The list of areas for coverage in the Recruitment SWOT Analysis is not a definite one, the

concrete situation in the organization can easily generate other topics, which has to be

covered, and the list contains just the most important ones.

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The role of the Recruitment SWOT Analysis is not to confirm the position of the

organization on the job market, the SWOT Analysis is a tool for finding creative answers to

the issues, the recruitment process can face.

The recruitment SWOT Analysis can help the HRM Function to identify gaps and

opportunities in the recruitment and staffing process to improve the process and to increase

the ability of the organization to compete on the job market.

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 RECRUITMENT SOURCES

The Recruitment Sources in the recruitment process are the sources of candidates.

Generally, the HRM Function recognizes two main sources of candidates for the job

positions: internal and external sources of candidates.

The internal recruitment sources are very important, but they cannot be used to fill every

vacancy in the organization. It is very important to realize, that in many organization, the

internal recruitment is divided into two separate processes: internal recruitment and

promotions. The promotion is the move of the employee when the organization initiates the

whole process. The real internal recruitment is than a move of the employee initiated by the

employee him or herself.

The external recruitment sources bring job candidates from the external environment using

different techniques. The oldest, but still pretty efficient is a newspaper job advertisement.

Many HRM Professionals do not believe in the power of the newspaper advertising, but for

many jobs it is still one of the best techniques with the best cost/income ratio.

The modern recruitment source fully managed by the organization is the web job

advertisement. It is very cheap, but it can flood the organization with many useless job

resumes. This can make the final decision almost impossible. The cost/income ratio is always

attractive, but the success rate can be really low.

The other external recruitment sources are the recruitment agencies and executive search

companies. Their services are not cheap, but the organization does not have to handle all that

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job resumes and the good agency also make follow ups of the job candidates in the

recruitment process.

A very special kind of the recruitment source is the referral recruitment, when the

employees are paid to provide the organization with their friends as potential employees.

Internet recruiting

Merits and demerits of hiring people from within

Merits

Economical: The cost of recruiting internal candidates is minimal. No expenses are incurred

on advertising.

 Suitable: The organization can pick the right candidates having the requisite skills.

The candidates can choose a right vacancy where their talents can be fully utilized.

 Reliable: The organization has knowledge about the suitability of a candidate for a

position. ‘Known devils are better than unknown angels!’.

 (iv) Satisfying: A policy of preferring people from within offers regular

promotional avenues for employees. It motivates them to work hard and earn

promotions. They will work with loyalty, commitment and enthusiasm.

Demerits

(i) Limited choice:The organization is forced to select candidates from a limited

pool. It may have to sacrifice quality and settle for less qualified candidates.

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(ii) Inbreeding:It discourages entry of talented people, available outside an

organization. Existing employees may fail to behave in innovative ways and inject

necessary dynamism to enterprise activities.

(iii) Inefficiency: Promotions based on length of service rather than merit, may prove to

be a blessing for inefficient candidates. They do not work hard and prove their worth.

(iv) Bone of contention:Recruitment from within may lead to infighting among

employees aspiring for limited, higher-level positions in an organization. As years

roll by, the race for premium positions may end up on a bitter note.

Merits and Demerits of External sources of Recruitment

Merits Demerits

Wide Choice: The organization has the Expenses: Hiring costs could go up

freedom to select candidates from a large substantially. Tapping multifarious sources

pool. Persons with requisite qualifications of recruitment is not an easy task either.

could be picked up.

Time consuming: It takes time to

Infection of fresh blood: People with advertise, screen, to test and test and to

special skills and knowledge could be hired select suitable employees. Where suitable

to stir up the existing employees and pave ones are not available, the process has to be

the way for innovative ways of working. repeated.

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Motivational force: It helps in motivating De-motivating: Existing employees who

internal employees to work hard and have put in considerable service may resist

compete with external candidates while the process of filling up vacancies from

seeking career growth. Such a competitive outside. The feeling that their services have

atmosphere would help an employee to not been recognized by the organization,

work to the best of his abilities. forces then to work with less enthusiasm

and motivation.
Long term benefits: Talented people

could join the ranks, new ideas could find Uncertainty: There is no guarantee that the

meaningful expression, a competitive organization, ultimately will be able to hire

atmosphere would compel people to give the services of suitable candidates. It may

out their best and earn rewards, etc. end up hiring someone who does not fit and

who may not be able to adjust in the new

setup.

41
NEED OF RECRUITMENT

The recruitment needs can be classified into-

 Planned.

 Anticipated.

 Unexpected.

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FEATURES OF RECRUITMENT

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

 It is a linking activity as it brings together the employers and employees.

 It is positive process because in this activity the employers want to have the

maximum number of job seekers so as to have a wider scope for choice ultimately

leading in spotting right persons for job.

 It is an important function as it makes it possible to acquire the number and type of

persons required for the effective functioning of the organization.

 It is an ongoing function in all the organizations, but the volume and nature of

recruitment varies with the size, nature and environment of the organization.

 It is a complex process because a number of factors affect it --the nature of the job

offered, image of the organization, organizational policies, working conditions etc

RECRUITMENT PROCESS

The sources of recruitment may be broadly classified into two categories: internal sources

and external sources.

The recruitment process is the HR Process, which has to react to the challenges coming from

the external job market and the internal changes in the organization. The recruitment process

is flexible and HRM Function has to make proper recruitment analyses and changes in the

recruitment process design.

The challenge for the recruitment process is the elderly population. The recruitment process

is currently focused on the young graduates and employees with limited work experience, but

43
the future of the recruitment process is about older job candidates. The selection procedure

has to be adjusted to fit the needs of older potential candidates. The tests and assessments

working for young graduates are not suitable for the older potential employees. Also the

focus on the young graduates has to be changes to cover the more wide range of the job

candidates.

The job market gets more competitive. The employees get less loyal with the organization

and keeping employees in touch with the employer is harder every day. The organizations get

more aggressive in the search of the good potential. The organizations spend more money on

executive search consulting services and the final result is uncertain. The organization has to

develop more clever approach to reach the best potential on the job market and better ways of

protecting their own potential inside the organization. The organization with the best supply

of the potential from the job market will be the winner in the long term competition on the

market.

The recruitment process future is in the shortening the time to fill measure. The jocandidates

get less patient with the length of the recruitment process. They want the final decision as

soon as possible and the HRM Function has to find more creative ways of hiring new

employees. The job candidates get fewer patients with the response rate of the job market and

the organization with the quickest response rate usually wins. The organizations are under a

huge pressure to shorten the time to fill.

Internal Recruitment process

Persons who are already working in an organization constitute the internal sources.

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After manpower requisition is received from the HOD’s, list of employees is checked that are

being identified for job rotation. Whenever any vacancy arises internally, someone from

within the organization can be shifted from one department to another depending on their

performance and records, this is called STAFFING. The competency level is checked of the

identified personnel.

Process for Staffing Plan

Objective:

To arrange resources to achieve company targets.

 Receive manpower requirement from HOD’s.

 Find out the availability through internal sources to fulfill the requirement.

 Conduct written test and interview for potential applicants.

 Final selection of the candidate.

 Transfer to new department or area.

 Plan and provide training as required to take up new assignments.

Third Party Methods

 Private Employment Search Firms:-

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 As search firm is a private employment agency that maintains computerized lists of

qualified applicants and supplies these to employers willing to hire people from the list for a

fee. Firms like Arthur Anderson, Boble and Hewitt, ABC consultants, SB Billimoria,

KPMG; Ferguson Associates offers specialized employment-related services to corporate

houses for a fee, especially for top and middle level executive vacancies. AT the lower end,

a number of search firms operate – providing multifarious services to both recruiters and the

recruitees.

 Employment Exchanges:-

AS a statutory requirement, companies are also expected to notify (wherever the

Employment Exchanges Act, 1959, applies) their vacancies through the respective

Employment Exchanges, created all over India for helping unemployed youth, displaced

persons, ex-military personnel, physically handicapped, etc. AS per the Act all employers

are supposed to notify the vacancies arising in their establishments form time to time – with

certain exemptions – to the prescribed employment exchanges before they are filled. The

Act covers all establishments in public sector and nonagricultural establishments employing

25 or more workers in the private sector. However, in view of the practical difficulties

involved in implementing the provisions of the Act (such as filing a quarterly return in

respect of their staff strength, vacancies and shortages, returns showing occupational

distribution of their employees, etc.) many organizations have successfully fought court

battles when they were asked to pick up candidates from among those sponsored by the

employment exchanges.

 Gate Hiring and Contractors:-

46
 Gate hiring (where job seekers, generally blue collar employees, present themselves at

the factory gate and offer their services on a daily basis), hiring through contractors,

recruiting through word-of-mouth publicity are still in use – despite the many possibilities

for their misuse – in the small scale sector in India.

 Unsolicited Applicants / Walk-ins:-

Companies generally receive unsolicited applications from job seekers at various

points of time; the number of such applications depends on economic conditions, the image

of the company and the job seeker’s perception of the types of jobs that might be available

etc. Such applications are generally kept in a data bank and whenever a suitable vacancy

arises, the company would intimate the candidates to apply through a formal channel. One

important problem with this method is that job seekers generally apply to number of

organizations and when they are actually required by the organizations, either they are

already employed in other organizations or are not simply interested in the position.

 Alternatives to Recruitment:-

Since recruitment and selection costs are high (search process, interviewing agency

fee, etc.) firms these days are trying to look at alternatives to recruitment especially when

market demand for firm’s products and services is sluggish. Moreover, once employees are

placed on the payroll, it may be extremely difficult to remove them if their performance is

marginal. Some of the options in this regard may be listed thus:

 Evaluation of Alternative Sources

47
 Companies have to evaluate the sources of recruiting carefully – looking at cost,

time, flexibility, quality and other criteria – before earmarking funds for the

recruitment process. They cannot afford to fill all their vacancies through a

particular source. To facilitate the decision making process in this regard,

companies rely on the following:

Surveys and studies: Surveys may also be conducted to find out the suitability of a

particular source for certain positions. For example, as pointed out previously, employee

referral has emerged as popular way of hiring people in the Information Technology

industry in recent times in India. Correlation studies could also be carried out to find out

the relationship between different organizational positions. Before finally identifying the

sources of recruitment, the human resource managers must also look into the cost or

hiring a candidate. The cost per hire can be found out by dividing the recruitment cost by

the number of candidates hired.

EXTERNAL RECRUITMENT PROCESS:-

The External Recruitment is the source of the fresh blood for the organization. As a very

critical HR Process, the external recruitment process has to be set up very carefully. The

external recruitment is a process, which is very sensitive to changes on the external market

and the managers are very sensitive about that as well.

The external recruitment process is mainly about:

 How to be successful with the External Recruitment

 The Job Market Analysis

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  Sources for the External Recruitment

o Newspapers

o Agencies

o Headhunting

o Internet

o Recommendation

 What kind of the sources to be used? Decision process

 Pre-screening

 Assessment

 Job offer

 Process monitoring

External Recruitment Success Factors:-

The external recruitment is the HR Process, which is not fully manageable by the HRM

Function. The external recruitment involves other external parties and they have to cooperate

closely to bring a common success for the organization. The external recruitment is a

difficult HR Process when it has to be done properly and meeting stretching requirements

and goals of the top management.

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The HRM Function has to take initiatives in four important areas to make the external

recruitment efficient, quick and bringing the right quality of candidates:

 Organization Brand Name

 Correct Positioning of Job Posting

 Channels Used to promote the job vacancy

 Speed of the Recruitment Process

The brand name is very important for the external recruitment. The potential job candidates

will not apply for the position with the organization, which has no name. The trust of the

candidates is the essential for the successful external recruitment. The only way how to hide

“no name” organization is the use of the recruitment agency, which can work without

announcing the name of the client.

Correct Positioning of the job vacancies is a role of the HRM Function. The HR Recruiter

has to recognize the correct media and approach to the advertisement of the job vacancy. The

job posting is the same as the commercial advertisement. The target group has to have a

chance to be approached by the job advertisement to know about it.

The channels used to advertise the job vacancy. The common answer of the HR Recruiters

is - use the Internet, you cannot lose anything. But the candidates for the position do not have

to browse the Internet every day to look for the vacancies. The HR Recruiter has to know the

habits and emotions of the target group to select the best channel, which mix the quality of

the candidates and the price per one candidate.

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The speed of the external recruitment process is crucial condition for the success. The

candidates have to catch and followed very quickly not to lose them in favor of a different

organization. When the candidate decides to look for a new career opportunity, then he or she

expects to find a solution pretty quickly. The candidate will not wait for a long time to be

invited for the job interview and then for the final decision of the organization. The HRM

Function has to arrange everything before the external recruitment starts.

External Recruitment Channel:-

The External Recruitment Channels are the channels used to communicate job vacancies

to the public audience and the correct usage of the external recruitment channels brings the

right candidates for the positions.

Generally, the HRM Function is responsible for monitoring the job market and react

appropriately to the changes on the job market with the right mix of the channels used to

bring the expected level and number of candidates at the affordable costs. The external

recruitment is a very costly HR Process and it is under the pressure for the cost savings all

the time.

The HR Recruiter has always to make a complex decision based on the following criteria:

 Speed

 Cost

 Quality

 Confidentiality

51
  Job Position Requirements

 Job Openings Plan and Forecast

 Available external recruitment budget

At first, the external recruitment channels are restricted by the available funds in the

allocated budget and the overall job openings plan and forecast. The HRM Function has to

prepare the recruitment plan in the beginning of the year as it can allocate funds per channel.

Some channels are paid on case-by-case basis, but other channels (mainly the Internet ones)

can run on the flat fee basis. The HRM Function has to make the analysis of the cost per hire

and to take the right decisions on the level of the whole organization.

Corporate Website as an External Recruitment Job Posting Tool:-

The corporate website of the organization can be used as a very efficient job posting tool as

the audience of the website usually attracts the potential new hires, who are attracted to work

for the organization and they have some kind of the knowledge about it.

The vacancies posted on the corporate website are not fighting with the job vacancies from

other competitors and the HRM Function has a free choice how to present its vacancies.

The corporate website should not be used as a tool for just posting the vacancies, the

organization should have also a promotion of its HR Processes, and the career path the

potential new hire can expect in the organization.

The corporate website brings very focused traffic of the audience interested in the

organization and the HRM Function has to use the benefits of such a traffic. The HRM

52
Function has to prepare an overview of the organization, the structure and the description

of the main departments in the organization. The job candidates have to get a chance to see

the position in the frame of the whole organization and the assigned tasks to it.

The HRM Function is usually worried of publishing the HR Processes on the Internet, but the

worry is useless. The competitors can find the information easily and the details are not

published and these details play a significant role in making a difference from the

competitors.

The description of the corporate values and the description of the corporate culture should be

published as well as the job candidates can find their match with the company. The smart

solution is to provide the job candidates with some kind of the interactive quiz to find out

their own match with the organization.

Generally, the corporate website brings interesting job candidates to the organization, but

the corporate website is not able to fill all the positions within the organization. The positions

with the need for a quick reaction need another channel to be used as well.

PROCESS FOR RECRUITMENT:

1. Receive manpower requisition from HOD’s:

A manpower requisition form s being filled by the HOD of different departments. In

the manpower requisition form details of manpower required are given like:

 No. of persons

 Name of the post

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  Job summary

 Qualification and experience required

2. Check availability from internal sources:

After manpower requisition is received from the HOD’s, list of employees is checked

that are being identified for job rotation. Internal employees can be shifted from one

department to another depending on their performance and records. The competency

level is checked of the identified personnel.

3. Check availability from external sources:

It includes employee referrals, educational institutions, placement agencies,

newspapers and web sites.

If the person is recruited from the placement agency then a certain percentage of the

employee’s salary is being given to the placement agency.

In case of web sites, different packages are there for the jobs.

4. Shortlist the potential applicants:

First, the HR manager shortlists the potential applicants then the approval by the

concerned HOD is taken and in the last CEO or MD gives the approval by conducting

a personal interview with the applicant.

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5. Select as per SPRL recruitment process:

 The schedule for written test and interview is finalized.

 Written test is being conducted.

 Candidates are short listed for interview by panel.

 Final interview/discussion is done with the CEO/MD.

 Reference check is being done.

 A letter of intent is sent to the short listed candidate.

 Final selection of the candidate is done.

 Medical check-up is being done.

 Appointment letter is being given to the selected candidate.

6. Joining Formalities:

 Introduction programme is being conducted.

 Induction programme is being prepared, normally it is for 2-3 days.

7. Training and Placement:

Training is given to the candidate for a specific time period and after that he is being

placed in the concerned department.

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8. Feedback: Feedback about the training programme is being taken from the employee.

RECRUITMENT STRATEGY

To raise the attraction and to make the people to send their resume for a consideration.

The recruitment strategy is a complete mix of techniques and procedures used by the HRM

Function in the recruitment and staffing area to bring value added to the organization. The

recruitment strategy can be simple or very complex and it depends on the sector of the

market, the organization lives in.

The recruitment strategy should be one for the whole organization and it should cover

internal and external recruitment in one document to show consistency and links between

these two recruitment sources. Many organizations do not distinguish between the internal

and external recruitment, but the majority of organization does.

The recruitment strategy describes the position of the organization on the job market and

finds the best ways to bring the right candidates to the organization. The recruitment strategy

clearly defines the preference of the channels to be used and it states the relationship of the

internal and external recruitment.

The recruitment strategy describes the ideal candidate. The ideal candidate has the set of

values and skills, which are requested by the organization. The salary requested is clearly in

the boundaries defined by the organization. The mindset is compatible with the organization.

The ideal candidate usually does not exist.

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The recruitment strategy describes the recruitment sources used in the organization and

proposed steps to improve their performance. The pressure for the cost cutting is expressed

and the HRM Function is then monitored against these cost cutting goals.

The recruitment strategy is not just for the HRM Function. It usually gives some role the

line management as without their cooperation, the HRM Function cannot succeed in the

implementation of the recruitment strategy.

Recruitment Strategy to Differentiate the position of the Organization on the job Market:-

The Recruitment Strategy is a strategy, which is then followed by the HRM Function to

successfully hire the new hires from the internal or external job market and it defines the

approach to the competition on the job market. The role of the recruitment strategy is to

define the position of the organization on the job market and the approach toward the job

candidates. The approach of the recruitment strategy has to be consistent and attractive for

the defined group of targeted job candidates to apply for the position in the organization.

The recruitment strategy has to be developed based on the results of the initial recruitment

analysis, which helps to uncover main gaps in the recruitment process and the top

management can understand better the whole recruitment strategy.

The recruitment strategy helps to identify the recruitment opportunities, which exist for the

organization on the job market. As the recruitment strategy is based on the recruitment

analysis, it has to go through a detailed analysis of the opportunities in different recruitment

sources and the groups of job candidates. For many organizations, the young graduates can

be the best sources of the new potential. The recruitment opportunities cannot be discovered

57
without a proper recruitment analysis and the recruitment strategy should really follow the

recruitment analysis.

The recruitment strategy has to uncover the potential around the organization and the main

sources of the potential candidates. The recruitment strategy has to identify the gaps in the

leadership potential in the organization and the recruitment strategy has to show the way how

to fix it. The organization can decide to recruit the unskilled staff and invest money into their

internal development or it can decide to buy the leadership potential from the external job

market and the recruitment strategy has to react to it.

The recruitment strategy has to define the recruitment process. It has to define the main

points during the selection process. The organization with the recruitment strategy to fill all

the vacancies quickly has to adapt the recruitment process to be as quick as possible, but the

recruitment strategy has show the risk of making a mistake and the potential risk of a bad

selection has to be shown to the top management to accept it.

It is almost impossible to make a sample recruitment strategy, but the questions to answer

are always the same.

SELECTION

Selection is the process of choosing the best candidate out of the all the applicants. In this

process, relevant information about the applicants is collected through a series of steps so as

to evaluate their suitability for the job to be filled.

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It is the process of matching the qualifications with those required for the job so that the

candidate can be entrusted with the task that matches with his credibility.

It is a process of weeding out unsuitable candidates and finally identifying the most suitable

candidates.

This process divides the candidates into two categories-the suitable ones and the unsuitable

ones. The suitable people prove to be the asset for the organization.

The size of the labour market, the image of a company, the place of posting, the nature of

job, the compensation package and a host of other factors influence the manner in which job

aspirants are likely to respond to the recruiting efforts of a company. Through the process of

recruitment, a company tries to locate prospective employees and encourages them to apply

for vacancies at various levels. Recruiting thus provides a pool of applicants for selection.

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Definition

To select means to choose. Selection is the process of picking individuals who have relevant

qualifications to fill jobs in an organization. The basic purpose is to choose the individual

who can most successfully perform the job, from the pool of qualified candidates.

Purpose:

The purpose of selection is to pick up the most suitable candidate who would best meet the

requirements of the job and the organization- in other words, to find out which job applicant

will be successful, if hired. To meet this goal, the company obtains and assesses information

about the applicants in terms of age, qualifications, skills, experience, etc. The needs of the

job are matched with the profile of candidates. The most suitable person is then picked up

after eliminating the less suitable applicants through successive stages of the selection

process. How well an employee is matched to a job is very important because it directly

affects the amount and quality of the employee’s work. Any mismatch in this regard can cost

an organization a great deal in terms of money, time and trouble, especially, by way of

training and operating costs.

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SELECTION PROCESS

61
RECEPTION:It is the initial screening done to weed out the undesirable candidates. This

is mainly a sorting process in which the prospective candidates are given the necessary

information about the nature of the job and the organization.

Necessary information about the candidate is also taken. If the candidate is found suitable

then he is selected for further screening else he is dropped. This stage saves the time and

effort of both the company and the candidate. It avoids unnecessary waiting for the candidate

and waste of money for further processing of an unsuitable candidate.

APPLICATION BLANK: Application Form is a traditional and widely used device for

collecting information from candidates. This form asks the candidates to fill up the necessary

information regarding their basic information like educational name, address, references,

date of birth, marital status, qualifications, experience, salary structure in

previousorganization and other such information.

This form helps in scrutiny and formulation of questions, which will be asked in the

interview. These forms can also be stored for future references thus maintaining a databank

of the applicants.

SELECTION TESTS:Selection Tests are being increasingly used in employee

selection. Tests are sample of some aspect of an individual's attitudes, behaviour and

performance. It also provides a systematic basis for comparing two or more persons.

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The tests help to reduce bias in selection by serving as a supplementary screening device.

These are also helpful in better matching of candidate and the job. These reveal the

qualifications, which remain covered in application form and interview.

SELECTION INTERVIEW: Selection Interview involves the interaction of the

employer and the employee. Selection involves a personal, observational and face-to-face

appraisal of candidates for employment. It is an essential element of the selection procedure.

The information obtained through application form and test can be crosschecked in the

interview.

MEDICAL EXAMINATION:The applicants who have crossed the above stages have

to go through Physical Examination either by the company's physician or the medical officer

approved for the purpose. The main aim is to ensure that the candidate is physically fit to

perform the job. Those who are found physically unfit are rejected.

REFERENCE CHECK:The next stage marks of checking the references. The applicant

is asked to mention in his application form the names and addresses of two or three person

who know him well. The organization contacts them by mail or telephone.

They are requested to provide their frank opinion about the candidate without incurring a

liability. The opinion of the references can be useful in judging the future behaviour and

performance of a candidate.

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HIRING DECISION: The executives of the concerned departments then finally approve

the candidates short-listed by the human resource department. Employment is offered in the

form of an appointment letter mentioning the post, the rank, the salary grade, the date by

which the candidate should join and other terms and conditions in brief.

Appointment is generally made on probation of one or two years. After satisfactory

performance during this period the candidate is finally confirmed in the job on permanent

basis or regularized.

EMPLOYMENT: Selection is an important function as no organization can achieve its

goals without selecting right persons for the required job.

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 .STUDY OF THE PROBLEM

The scope of study is to observe the degree of satisfaction levels of the employer as well as

the employees towards the process of recruitment and selection techniques adopted by the

company.

It will also show the deviations if any, towards this affect that will be experienced in

research.

Apart from getting an idea of the techniques and methods in the recruitment procedures it

will also give a close look at the insight of corporate culture prevailing out there in the

organization.

This would not only help to equivalent with the corporate environment but it would also

enable to get a close look at the various levels authority responsibility relationship prevailing

in the organization.

Also the stipulated time for the research is insufficient to undergo an exhaustive study about

the topic assigned and moreover the scope of the topic (recruitment and selection) is wide

enough, so it is difficult to cover the entire topic within the stipulated time.

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OBJECTIVE OF THE STUDY

66
 OBJECTIVE OF THE STUDY

• To understand the Satisfaction level of the customer using Reliance Jio

• To determine the future expectation towards services provide by Reliance Jio.

• To analyse demographic factors of Reliance Jio users.

• To determine the performance of the services provided by Reliance Jio.

Scope of the study:

This is an initiative in order to connect with people who are related to the organisation i.e.

Customers. The organisation had difficulties to connect with the people related to the

problems which the clients face so the research is based on the satisfaction level of the

customers and there feedback being recorded for the improvement of the service and the

company.

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RESEARCH METHODOLOGY

68
 RESEARCH METHODOLOGY

The purpose of the methodology is to describe the research procedure. This includes overall

research design, the sampling procedure, the data collection method, and analysis procedure.

The sample procedure chosen for this are statistical sampling method. Here randomly

employees are selected and interviewed. Information, which I collected, was based on the

questionnaires filled up by the sample employees.

Under secondary method I took the help of various reference books which I have mentioned

in bibliography and also by way of surfing through the company website.

Research is an organized inquiry designed and carried out to provide information to solve the

problem. The fact, search is an art of scientific investigation of a certain problem. “Research

is the process of systematically

Sample size:

Obtaining accurate answers to significant and pertinent questions by the use of the scientific

methods gathering and interpreting information”.

Sample size is 80. Data was analyzed by surveying employees from different departments.

Sample design:

This part is done through discussing and analyzing with my project guide and referring to the

subject regarding this topic. It was a random sampling.

Mode of analysis:
69
The methods used to analyze the data are as follows:

1. To gather information from employees relating to the importance of recruitment and

selection in the organization and present the same in the form of graphs, diagrams,

etc.

2. To measure employee satisfaction with the present system of recruitment and

selection by comparative analysis through the pie charts.

3. Interpret and analysis of the data and present it in a proper manner.

4. Uses of Microsoft excel for preparation of graph.

Data Collection is the collection of necessary detail to gain further information. This

requires both primary and secondary data.

A. Primary data:

Questionnaire and personal interview.

B.Secondary data:

Periodicals, journals, newsletters and official documents of RELIANCE JIO, helped

me in secondary data collection.

Field Work:

Fieldwork is done for the purpose of collection of data. The fieldwork involved here are:

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 Regular research to gather information on the relevant topic and have them compiled

according to the project specification.

For getting proper guidance for the project, often discussion with the guide was done.

LIMITATIONS OF THE RESEARCH

 The main limitation of the study is the collection of information. Because most of the

information are confidential. So they don’t want to disclose them. And I am not able

to show any forms which they use in the time of joining or we use to upgrade the

files.

71
DATA ANALYSIS

&

INTERPRETATION

72
 DATA ANALYSIS & INTERPRETATION

Q1) How do you find the written test conducted before your selection?

A) Easy

B) Average

C) Difficult

D) NA

14 out of 150 find it easy, 35 find it average and 65 find it difficult. So from the above

we can deduce that it was difficult as most of them found it so.

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Q2) How do you find the interview?

A) Easy

B) Average

C) Difficult

D) Learning

Difficulty of Interview

Easy
Average
Difficult
Learning

Most of the

people found it difficult but still some of them found that it was learning means interview

made them learn. A same amount of people found it average which shows the diversified

population.

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Q3) How do you find the EQ test conducted after the written test?

A) Easy

Average

B) Difficult

EQ Test Status

Easy
Average
Difficult

EQ test is used to measure the Personality and traits of the respondent. This is really helpful

in measuring the feasibility of prospective employees. Most of the sample found the EQ test

Average.

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Q4) How do you find the training given to you before you are placed in the concerned

department?

A) Good

B) Average

C) Below Average

D) Excellent

Training Difficulty Status

Good
Average
Below average
Excellent

Most of the sample found it good means the training given before hand is helpful in attaining

the targets given them. There were also people who found it really excellent.

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Q5) How do you find the staff members of the HR department?

A) Co-operative

B) Motivating

C) Responsible

D) Goal oriented

Attributes of HR employees

Co-operative
Motivating
Responsible
Goal Oriented

The HR department is the backbone of any organization. They are the one who not only

prepare but choose prospective employees. A big chunk of people found it responsible and

goal oriented. But it came as a result that they were not too motivatin which is a prerequesite

of HR.

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Q6) Were you made aware of your roles & responsibilities at the time of joining?

A) Yes

B) No

Awareness of Roles

Yes
No

The HR were responsible and most of the employees in time got the information regarding

their joining dates.

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Q7) Are you completely aware of the welfare policy, leave policy, rules & regulations of the

company?

A) YES

B) NO

Awareness of Rules & Regulations

yes
no

Again the HR played a good role and most of the sample was aware of responsibilities they

have to take up. They have been told clearly the roles and they were aware of the policies etc.

79
Q8) Do you think that uniform should be made compulsory?

A) Yes

B) No

107 out of 150 voted for uniform as they feel comfortable in it. They need not to arrange or

choose outfits everyday

80
Q9) How do you find the Induction programme conducted by the company?

A) Good

B) Average

C) Below Average

D) Excellent

Induction Programme

Good
Average
Below Average
Excellent

About half of the sample found the induction program excellent. Least votes were for

below average. Means the induction program was successful.

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Q10) How do you rate the overall selection process of the company?

A) Good

B) Average

C) Below Average

D) Excellent

Selection Process

Good
Average
Below Average
Excellent

All the components of HR made it success as more than half of sample said that the selection

process was excellent. No one voted for below average. So it was a successful process.

82
FINDINGS

83
 FINDINGS

 After the study it was concluded that 9% of the total people felt that the written test

were easy, 23% felt it was average, 44% felt it was difficult and rest 24% did not

attempt the question.

 Most of the people found it difficult but still some of them found that it was learning

means interview made them learn. A same amount of people found it average which

shows the diversified population.

 EQ test is used to measure the Personality and traits of the respondent. This is really

helpful in measuring the feasibility of prospective employees. Most of the sample

found the EQ test Average.

 Most of the sample found it good means the training given before hand is helpful in

attaining the targets given them. There were also people who found it really excellent.

 The HR department is the backbone of any organization. They are the one who not

only prepare but choose prospective employees. A big chunk of people found it

responsible and goal oriented. But it came as a result that they were not too motivatin

which is a prerequesite of HR.

 The HR was responsible and most of the employees in time got the information

regarding their joining dates.

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 SUGGESTIONS

AND

RECOMMENDATIONS

85
 SUGGESTIONS AND RECOMMENDATIONS

 During the selection process not only the experienced candidates but also the fresh

candidate should be selected so as to avail.

 In the organization where in research report facility prevailing then such kind of

practices must be adopted so that the student can learn and again from their practical

views

 Candidates should be kept on the job for some time period, if suitable they should be

recruited. During the selection process, the candidate should be made relaxed and at

ease.

 A company should follow all steps of recruitment and selection for the selection of

the candidates.

 Selection process should be less time consuming.

 The interview should not be boring, monotonous. It should be made interesting. There

must be proper communication between the interviewer and interviewee any the time

of interview.

 Evaluation and control of recruitment and selection should be done fair judgment.

86
CONCLUSION

87
 CONCLUSION

In the new millennium when the corporate world is designing newer techniques for

developing employees and retaining them, behind and the organizational structure is such

that people work hand in hand to align the organizational goals with the individuals’ goals.

Evaluation of employees’ performance is helpful as to strengthen the employees’

productivity, their promotion, transfer, training and development needs etc. The organization

has implemented the evaluation process not only to evaluate the performance of employees

but also for their increment and promotion. The company follows a transparent recruitment

and selection system with no personal bias because it is wholly based on individuals’

contribution towards the organization. But there are some loopholes in the system that should

be analyzed and corrective measures should be taken.

To sum it up, this project has provided me with opportunities to learn different areas of the

HR function and has given me stepping-stones to climb up to reach the summit of HR at the

end of my career

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QUESTIONNAIRE

89
 QUESTIONNAIRE

Q1) How do you find the written test conducted before your selection?

E) Easy

F) Average

G) Difficult

H) NA

Q2) How do you find the interview?

E) Easy

F) Average

G) Difficult

H) Learning

Q3) How do you find the EQ test conducted after the written test?

C) Easy

D) Average

E) Difficult

Q4) How do you find the training given to you before you are placed in the concerned
department?

E) Good
F) Average
G) Below Average
H) Excel

90
Q5) How do you find the staff members of the HR department?

E) Co-operative

F) Motivating

G) Responsible

H) Goal oriented

Q6) Were you made aware of your roles & responsibilities at the time of joining?

C) Yes

D) No

Q7) Are you completely aware of the welfare policy, leave policy, rules & regulations of

the company?

C) YES

D) NO

Q8) Do you think that uniform should be made compulsory or should it not be there?

C) Yes

D) No

91
Q9) How do you find the Induction programme conducted by the company?

E) Good

F) Average

G) Below Average

H) Excellent

Q10) How do you rate the overall selection process of the company?

E) Good

F) Average

G) Below Average

H) Excellent

Q11) If you use caller tune then how do you subscribe it?

 Handset/Sim card menu

 copy

 SMS

 Voice Portal

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Q12) How frequently do you change your caller tunes?

 Weekly

 Fortnightly

 Monthly

 Occasionally

Q13) What kind of caller tunes do you prefer?

 Latest hits

 Devotional songs

 Old melodies

 English songs

 Regional Songs

 Others (Specify)………………………

Q14) Which of the following services would you prefer?

 Mobile internet
 Mobile banking
 Live T.V.
 Travel
 Health/Beauty tips
 Stock/Share
 Job opportunities
 Exam results
 Mandi Rates
 Others (Specify)………………………….

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Q15) If you are a Reliance user then how frequently do you browse R-World?

 Daily

 3-5 times a week

 Fortnightly

 Monthly

 Never

16 ) What is your monthly expenditure (in Rs.) on Value Added Services (VAS)?

 1-25

 25-50

 50-100

 Above 100

17) Through which source would you like to have information about VAS?

 T.V./Newspaper

 Hoardings

 Calls

 SMS

 Through your retailer

94