VISVESVARAYA TECHNOLOGICAL UNIVERSITY

“JNANA SANGAMA” , BELAGAVI-590018, KARNATAKA

Project Report
On
S

“RECRUITMENT PROCESS OF COMPANY SAP”

Submitted in the partial fulfillment of the requirement for the award of degree of

BACHELOR OF ENGINEERING
In
COMPUTER SCIENCE AND ENGINEERING

Submitted By

Name: SURAJ B GUDI USN: 1VA19CS054

Under the Guidance of

Prof. Pradeep Kumar K
Assistant Professor,
Dept. Of CSE

DEPARTMENT OF COMPUTER SCIENCE AND ENGINEERING

SAI VIDYA INSTITUTE OF TECHNOLOGY
(Affiliated to Visvesvaraya Technological University, Belagavi | Recognized by Govt. of Karnataka | Approved by AICTE, New Delhi)

RAJANUKUNTE, BENGALURU – 560 064

2021-22
 SAI VIDYA INSTITUTE OF TECHNOLOGY
(Affiliated to Visvesvaraya Technological University, Belagavi | Recognized by Govt. of Karnataka | Approved by AICTE, New Delhi)

Rajanukunte, Bengaluru- 560 064

DEPARTMENT OF COMPUTER SCIENCE AND ENGINEERING

CERTIFICATE

Certified that the Case Work Study entitled “Management & entrepreneurship for IT”
carried out by SURAJ B GUDI (1VA19CS054) bonafide students of SAI VIDYA
INSTITUTE OF TECHNOLOGY, Bengaluru, It is certified that all
corrections/suggestions indicated for Internal Assessment have been incorporated in the
Case Study Report. The Case Study report has been approved as it satisfies the academic
requirements in respect of Subject Course work.

Prof. Pradeep Kumar K Dr. Shantakumar B Patil

Assistant Professor, Dept. of CS&E, HOD,
SVIT Dept. of CS&E, SVIT
 RECRUITMENT AND SELECTION PROCESS AT RITTAL

ABSTRACT

Recruitment is the process of finding, screening, hiring and eventually onboarding qualified job
candidates. The recruiting process can be relatively straightforward, but advances in technology, a
tight labor market and a workforce pool that might span five generations can make the first step --
finding potential candidates -- particularly challenging. Recruitment is a key part of human
resource (HR) management and supported by the hiring manager and others involved in the hiring
process. Skilled recruitment efforts will make a company stand out and be more attractive to
potential employees, a strategy that can directly impact a company's bottom line.

Why recruitment is important?

Employees are the lifeblood of companies, so finding and attracting the best candidates possible is
of utmost importance. A poor recruitment effort can result in unfilled jobs and a loss of revenue,
while successful recruitment will bring in the right candidates on a timely basis, ensuring a
business is able to continue to move forward.

Also, in a competitive hiring market, employee retention can be tricky, but an effective recruitment

strategy can minimize that risk by ensuring the right people are hired into the right roles.

When recruiting is done well, your workforce is engaged, employees are in the most suitable
position for them to succeed, your organization thrives, you can attract better candidates, you have
good ratings on sites such as Glassdoor, you can reduce turnover, you can build a talent pipeline
and more.

INTRODUCTION

 Since its foundation in 1961, Rittal has continuously evolved into the world's leading
systems provider for enclosures, power distribution, climate control, IT infrastructure and
software & services.
 Today, "Rittal – The System." offers you a perfectly coordinated system platform. It unites
innovative productions, pioneering engineering solutions and global service to accommodate
the most diverse requirements. It caters to a whole host of industries, from machinery and
plant engineering, to the automotive industry, through to information technology.
 All from a single source, all in top quality.
 A workforce of 10,000 manufactures and develops "Rittal – The System." on your behalf.
Ensuring you stay on track for success. Tap into synergy potential with our sister company
Eplan, the leading manufacturer of software for cross-disciplinary engineering solutions.
 Rittal never loses sight of our responsibility to the environment and society.
CAREER:
The companies of the Friedhelm Loh Group are leading technology pioneers in their sectors
worldwide. We invent intelligent solutions for industry, business and trade.
Among the companies in our Group are the leading system supplier of enclosures, power
distribution, climate control and IT infrastructure, Europe’s number one developer of engineering
software and cutting-edge manufacturing companies. Our customers include the global players in
almost all sectors, from mechanical and plant engineering to automotive and IT.
A Group that has strong ties with the local region and a global player – for us, those two things are
not mutually exclusive. As family-run businesses, the companies in the Friedhelm Loh Group have
the traits of a mid-size company – and that also applies to their cooperation.

RECRUITMENT PROCESS

RECRUITMENT SOURCES:
 Internal posting.
 Online job boards.
 Social media sites (Facebook and LinkedIn).
 Newspaper advertising.
 Retained agency search.
 Temporary agency placement.
 Employee referrals.
 The HR department and hiring manager will review resumes of qualified candidates to
identify the most appropriate candidates for interviewing.
 The HR department will conduct telephone pre-screens of identified candidates and schedule
in-person interviews with the hiring manager.

THIRD PARTY METHODS:

 Private employment search firms
 Gate hiring and contractors
 Internet recruiting

 More than half of the approximately 11,500 employees in Group work outside Germany.
Due to the global outlook of customers and the sheer variety of industries involved,
activities are becoming increasingly international.
 This creates an environment that offers a diverse range of opportunities and prospects,
including in terms of intercultural collaboration. You will get to know new people,
markets and cultures and lay the foundations for your own career – regardless of whether
you are a trainee, student or professional.

How much does RITTAL in the United States pay?

 The average RITTAL salary ranges from approximately $24,000 per year for Purchaser to
$31,000 per year for Material Handler. Average RITTAL hourly pay ranges from
approximately $13.00 per hour for Warehouse Associate to $19.75 per hour for
Transportation Coordinator.
 Salary information comes from 8 data points collected directly from employees, users, and
past and present job advertisements on Indeed in the past 36 months.
 Please note that all salary figures are approximations based upon third party submissions
to Indeed. These figures are given to the Indeed users for the purpose of generalized
comparison only. Minimum wage may differ by jurisdiction and you should consult the
employer for actual salary figures.

SELECTION PROCESS:

 The selection process is aimed at finding and hiring the best candidates for job openings.
This process is often depicted as a funnel. 50 candidates may apply to a function, five of
them are invited for an in-person interview, and one person is selected in the end.

 The selection process always starts with a job opening. This job opening should have a
clearly defined function profile that includes criteria like minimum years of work
experience, educational background, and being proficient in certain skills.

 Once this job opening is published and advertised, candidates flow in – hopefully! This is
where the selection funnel starts.

THE SELECTION PROCESS CONSISTS OF SEVEN STAGES:

1. APPLICATION:

After the job opening has been posted, candidates can apply. The amount of people
applying depends on the company, the specific function, and the availability of work
and workers.
2. SCREENING & PRE-SELECTION:

I. Resume Screening

The most commonly known technique is resume or CV screening. Resume

screening helps to assess if candidates comply with the criteria needed for the
job.

II. Phone Screening/ Chatbot

After the resume screening, often a phone screening happens. This helps to
align expectations between the candidate and employer.

III. Pre-selection

Pre-selection is a powerful screening method that helps to weed out potential

mismatches. Pre-selection tools provide assessments that can include cognitive
testing, a job sample, or other tests that help to predict the quality of the new
hire. 

3. INTERVIEW:

The third step in the selection process is the best known and most visible of them all:
the job interview. The job interview involves the candidate being interviewed by their
direct manager or the recruiter to assess how well-suited they are for the job.

Besides having standardized questions, a common method used in interviews is

the STAR method. This method offers a structured way to retrieve information from
the candidate. STAR is an acronym for:

 Situation- Have the candidate describe the situation that they were in.

 Task-What goal was the candidate working towards?

  Action-Have the candidate describe in detail what actions they took to make
the best of the situation and complete their task.

 Result-Have the candidate describe the outcome of the action and ask what
the candidate learned.

4. ASSESSMENT:

We already briefly discussed assessments in the second step. Where the pre-selection,
or screening, is used to roughly weed out the least suitable candidates, the full
assessment usually is more accurate (although pre-employment assessments can be
very accurate too nowadays). When used well it is a highly accurate and reliable tool to
select the best candidates. Indeed, the scientific literature shows that an assessment is
just as reliable in predicting job performance as the structured interview.

5. REFERENCES AND BACKGROUND CHECK:

In this stage, you have reduced the long list of candidates to a shortlist of one to three
candidates. An essential step is the reference check.

Reference checks are a way to confirm your perception of the candidate. Ask the
candidate to give you references and follow up on these. If during the interview you
have doubts about a certain competency or skill, the reference check is an excellent
way to gather more information from different perspectives.

A background check is commonly used for government functions and other jobs that
involve access to highly confidential information. The use of background checks is
also culturally determined. Countries like the U.S. use it more than most European
countries for example.

6. DECISION:
 The next step is making the decision and choosing the candidate with the greatest
future potential for the organization. Sometimes this means picking someone less
qualified at the moment – but who is committed to growing and staying with the
organization longer.

The decision is best made based on a data-driven approach. In practice, this means pre-
defined criteria on which each candidate is rated during the selection process. The best
candidate is then chosen and given an offer.

IMPORTANCE OF SELECTION:
 Selection is an important process because hiring good resources can help increase the
overall performance of the organization. In contrast, if there is bad hire with a bad selection
process, then the work will be affected and the cost incurred for replacing that bad resource
will be high.
 The purpose of selection is to choose the most suitable candidate, who can meet the
requirements of the jobs in an organization, who will be a successful applicant. For meeting
the goals of the organization, it is important to evaluate various attributes of each candidate
such as their qualifications, skills, experiences, overall attitude, etc. In this process, the most
suitable candidate is picked after the elimination of the candidates, who are not suitable for
the vacant job.

Selection is an important aspect for the organization due to the following reasons :

 It helps in identifying the right candidates for a company

 It analyses the performance of work in each candidate
 It helps in avoiding false negatives and false positives of the candidates

CONCLUSION
 Understanding the importance of choosing the right candidates is easy; however, having
a streamlined recruitment and selection process is also important.
 The recruitment and selection processes are both expensive and time-consuming for
a company.
 Then staff will have to use precious time to interview and evaluate workers and see if
they’re qualified and right for the job.
 However, there is an alternative; you could use a recruitment company to help find the
best candidates for your business. A recruiting firm has an efficient and cost-effective
recruitment and selection process already in place.

REFERENCES

 en.wikipedia.org/wiki/Recruitment
 searchhrsoftware.techtarget.com/definition/recruiter
 rittal.com/in-en/content/en/start/
 rittal.com/in-en/content/en/unternehmen/careers/jobs/jobs_1.jsp
 indeed.com/cmp/Rittal/reviews
 aihr.com/blog/selection-process-practical-guide/
 Tutorialspoint.com/recruitment_and_selection/what_is_selection.htm
 contrain.biz/contact/