A STUDY ON RECRUITMENT AND SELECTION PROCESS

AT SECURE METERS LIMITED

Submitted for
Partial Fullfillment of the requirenment of two years
Full time Programme in
Master of Business Administration (MBA)

2021-22

Supervised by: Submitted by

Dr. Neeru Rathore Bheru Lal Suthar
MBA 4th Semester

Faculty of Management Studies (FMS)

Janardan Rai Nagar Rajasthan Vidyapeeth Deemed to be University
Pratap Nagar, Udaipur (Raj.)
 TABLE OF CONTENT

1. Introduction
 Abstract
 Profile the Company
2. Research Methodology
 Rational of The Study
 Objectives of the study
 Hypothesis
RESEARCH DESIGN
 Sampling Design
 Data Collection
 Data Analysis tools and techniques
 Limitations of the study
3. Data analysis and Interpretation
4. Conclusions and Suggestion
Bibliography/Reference
Annexure
 DECLARATION

I hereby declare that the project entitled RECRUITMENT AND SELECTION PROCESS

Submitted to the Janardan Rai Nagar Rajasthan Vidhyapeeth Deemed To be University Udaipur , in partial

fulfillment of the requirements for the Degree of Master of Business Administration in Applied

Management is my original work and the project has not formed the basis for the award of any degree,

diploma, associate ship, fellowship or similar other titles. It has not been submitted to any

other university or institution for the award of any degree or diploma.

Place: Udaipur Name: Bheru Lal Suthar

Date : 05-07-2022 MBA 4th Semester
 EXECUTIVE SUMMARY
The objective of the Study is to understand the Recruitment and Selection process carried out by the
company. The Strategies used by the organization to retain their loyal employees and to attract new talents
inside and outside the organization. Communication media is checked, to know if the employees are aware
of the activities going on in the organization. Feedbacks are collected at the end to know the employees
view about the company.

Recruitment and Selection is the major part of the Human Resource Management. It is the gateway through
which employees are selected and hired into the organization. Recruitment process involves identifying the
vacant post, Posting Ads for vacant positions, Filtering and screening the candidates. Whereas Selection
process comes into action after the recruitment, which involves, Choosing the correct candidate for the vacant
position and provide training and evaluate their performance.

Recruitment is the process of attracting new talents using various sources and making that candidate apply
for the job, according to Edwin. D. Flippo. The Recruitment process vary from one company to another.
Companies follows different Recruitment strategies and Techniques to hire people. The one main concept
followed by all the companies is Recruitment Policy, based on this the candidates are selected for the further
rounds of interview. There are certain factors which will affect the recruitment process of the organization
and they are brand image, welfare, goodwill, etc.

Selection is the process of selecting the skillful candidate for the vacant position, by verifying if the candidate
meets all the requirements of the job. Selection process is time consuming and lengthy when compared with
Recruitment process. According to Yoder, Selection is classified into two categories, namely, selected and
not selected. The factors that affect Selection process in the organization are Background verification, Referral
checks, interviews and many more.

Ultimately the Recruitment and Selection (R & S) process is very essential for bringing change in organization
and it also helps in motivating the employees in the organization. It provides growth to the employee’s career.
Hence it is important both for organization as well as the employees.
 PROFILE OF AMICUS FOODTECH PVT LTD

Amicus Foodtech Private Limited is a Private incorporated on 02 January 2020.

It is classified as Non-govt. Company and is registered at Registrar of Companies, Jaipur.
Its authorized share capital is Rs. 5,000,000 and its paid up capital is Rs. 4,900,000.
It is inolved in Manufacture of other food products.
Directors of Amicus Foodtech Private Limited are Babu Lal Suthar and Sampat Lal Suthar.
Company Manufacturer of His Brand “Amicus Raabdi” in Four types of Variants
Like – Corn, Bajara ,Jowar and Multigrain.
Company also deal in snack and pickle based products.

SCOPE OF STUDY
Recruitment and selection process in an organization is important in order to attract an effective workforce.
This is important because it would determine the business success and would affect the whole organization
operation. One of the most valuable assets in an organization is the employees.

HUMAN RESOURCE MANAGEMENT

Human Resource plays a crucial role in the development process of the modern economics. Human resource

management is the management of employee’s skill, knowledge abilities, talent, aptitude, creativity, ability

etc. different terms are used for denoting Human Resource Management.
 RECRUITMENT
Recruitment is “hiring” of employees from outside. Recruitment has been regarded as the most
important function of the HR department, because unless the right type of people are hired, even the
best plans, organization chart and control system would not do much good.

Recruitment is the discovering of potential applicant for actual or anticipated organizational

vacancies. Accordingly, the purpose of recruitment is to locate sources of manpower to meet the job
requirements and job specification.

It is defined as “a process to discover the sources of manpower to meet the requirements of

staffing schedule and to apply effective measures for attracting the manpower to adequate
number to facilitate effective selection of an effective workforce‟

Yoder points out that recruitment is a process to discover the sources of manpower to meet the
requirement of the staffing schedule and to employee effective measures to attracting that
manpower in adequate number to facilitate effective selection of an effective workforce.

Edwin B Flippo defines recruitment as “the process of searching for prospective

employees and stimulating them to apply for the jobs in the organization.”

“It is the process of finding and attracting capable applicants for employment. The process
begins when new recruits are sought and ends when their application are submitted. The result is
a pool of applicants from which new employees are selected.”
 METHODS OF RECRUITMENT

Dunn and Stephens summaries the possible recruiting methods into three categories, namely

1. Direct method

2. Indirect method

3. Third party method

DIRECT METHOD
The direct method includes sending of the recruiters to different educational and professional
institutions, employees contact with public, and mannered exhibits.
One of the widely used
methods are sending the recruiters to different colleges and technical schools. This
is mainly done with the cooperation of the placement office of the college. Sometimes,
firms directly solicit information form the concerned professors about student with an outstanding
records.

Other direct methods include sending recruiters to conventions and seminars, setting up exhibits
at fairs, and using mobile offices to go the desired centers.
 INDIRECT METHOD
Indirect method involves mainly advertising in newspapers, on the radios, in trade and
professional journals, technical magazines and brochures. Advertisements in newspapers and or
trade journals and magazines are the most frequently used methods. Senior post is largely filled
with such methods. Advertising is a very useful for recruiting blue color and hourly worker, as
well as scientific, professional, and technical employees.
Local newspaper can be good sources of blue collar workers, clerical employees, and lower level
administrative employees. The main point is that the higher the position in the organization the
more dispersed advertisement is likely to be. The search for the top executive might include
advertisement in a national periodical, whereas the advertisement of the blue color jobs usually
confines to the daily newspaper.
According to the Advertisement tactic and strategy in personnel Recruitment, three main points
need to be borne in the mind before an advertisement in inserted.
First, to visualize the type of applicants one is trying to recruit.
Second, to write out a list of advantages the company offers, or why should the reader join the
company.

Third, to decide where to run the advertisement, not only in which area, but also in Which newspaper
having a local, state or a nation- wide circulation.
 THIRD PARTY

These include the use of commercial or private employment agencies, state agencies, and
placement offices of schools colleges and professional associations recruiting firms, management
consulting firms, indoctrination seminars for college professors, and friends and relatives.

Private employment agencies are the most widely used sources. They charge a small fee from the
applicant. They specialize in specific occupation; general office help, salesmen, technical
workers, accountant, computer staff, engineers and executives.

State or public employment agencies are also known as the employment or labor exchanges, are
the main agencies for the public employment. Employers inform them of their personnel
requirement, while job seekers get information for them about the type of job are referred by the
employer.

Schools and colleges offer opportunities for recruiting their student. They operate
placement services where complete bio data and other particular of the student are
available.

Professional organization or recruiting firms maintain complete information records about

employed executive. These firms maintain complete information records about employed
executives. These firms are looked upon as the „head hunters ‟raiders”, and
“pirates” by organization which loose their personnel through their efforts.
 EVALUATION OF THE RECRUITMENT METHOD
 The following are the evaluation of the recruitment method.
 Number of initial enquires received which resulted in completed application forms.
 Number of candidates recruited.
 Number of candidates retained in the organization after six months.
 Number of candidates at various stages of the recruitment and selection process, especially
those short listed.

OBJECTIVE OF RECRUITMENT
 To attract with multidimensional skills and experience that suite the present and future
organization strategies.
 To induct outsider with new perspective to lead the company.
 To infuse fresh blood at all levels of organization.
 To develop an organizational culture that attracts competent people to the company.
 To search or headhunt people whose skill fit the company’s values.
 To seek out non-conventional development grounds of talent
 To devise methodology for assessing psychological traits.
 To search for talent globally not just with in the company.
 To design entry, pay that competes on quality but not on quantum.
 To anticipate and find people for position that doesn’t exists yet.

Recruitment represents the first contact that a company makes with potential employees. It is
through recruitment that many individuals come to know about the company and eventually
decide whether they wish to work for it.
The recruitment process should inform qualified individuals about the job so that applicant
can make comparison with their qualification and interest.
 FACTORS AFFECTING RECRUITMENT

There are two types of factors that affect the Recruitment of candidates for the company.

1: Internal factors: These includes Company’s pay package

Quality of work life
Organizational culture
Company’s size
Company’s product
Growth rate of the company
Role of trade unions
Cost of recruitment
2: External factors: These include

Supply and demand factors

Employment rate
Labor market condition
Political, legal and government factors
Information system

FACTORS TO BE UNDERTAKEN WHILE FORMULATING

RECRUITMENT POLICIES
The following factors should be undertaken while formulating the policies -

Government polices
Recruitment sources
Recruitment needs
Recruitment cost
Organizational and personal policies
 THEORIES REGARDING RECRUITMENT
Recruitment is two way street: it takes a recruiter has a choice whom to recruit, same way the
prospective employee also has taken the decision whether or not to apply for the given job
vacancy. The individual
take the decision usually on three different basic:

 The objective factors

 The critical contact
 The subjective factor

The objectives theory views that the process of organizational choice as being one of weighing and
evaluating set of measurable characteristic of employment offers, such pay, benefits, location,
opportunity for advancement, the nature of job to performed, and education opportunities.

Whereas, the critical contact theory suggests that the typical candidates are unable to make a
meaningful differentiation of organization’s offers in terms of objective or subjective
factors, because of his limited or very short contact with the organization. Choice can be
made only when applicant can readily perceive the factors such as the behavior of the
recruiters, the nature of the physical facilities, and such as the efficiency in processing
paper work association with the application.

On the other hand, the subjective theory emphasizes the congruence. Here the choices are made on
highly personal and emotional basis.
 RECRUITMENT PROCESS

The actual steps involved in recruitment follow a well- defined path:

Application shortlist: In this step, we shortlist the resume received from various
sources based on the suitability for the requirement.

Preliminary Assessment: The short listed candidates go through a preliminary round of

interviews. This interview lays more emphasis on functional competencies. To have more data
on the functional skills, the candidates may be given a business case for analysis and presentation
(This is done for certain positions only).

Final interview: Here the candidates who successfully clear the first round of interview go
through another round of interview with one or more of the functional heads.

Medical Evaluation: Candidates who are selected by big bazaar are asked to undergo a medical test.

PHILSOPHIES OF RECRUITEMT

Basically there are two Philosophies of recruitment. These are as follows:

Realistic Job Previews

Realistic Job Previews provides complete job related information to the applicants so that they
can make the right decision before taking up the jobs. It includes positive and the negative aspects of the
job.
JOB COMPATIBILITY QUESTIONNAIRE: (JCQ)

Job compatibility Questionnaire was developed to determine whether an applicant’s preference

for the work match the characteristic of the job. The JCQ is designed to collect information on all
aspects of the job which have a bearing in on employee performance absenteeism, turnover and
job satisfaction. The underlying assumption of JCQ is that, greater the compatibility between an
applicant’s preference for the job and characteristic of the job as perceived by the job seeker, the
greater the probability of employee
effectiveness and longer the tenure.

SELECTION
Selection is a negative process and involves the elimination of candidates who do not have the
required skills and qualification for the job proposed. Also it is a process of differentiating
between applicants in order to identify and hire those with greater likelihood of success in job.

The objective of selection decision is to choose the individual who can most successfully perform
the job from the pool of qualified candidates. It is the system of function and devise adopted in a
given company to ascertain whether the candidate’s specifications are matched with the job
specifications and recruitment or not.
Selection process or activities typically follow a standard patter, beginning with an initial screening
interview and concluding with final employment decision. The traditional selection process
includes: preliminary screening interview, completion of application form, employment test,
comprehensive interview, background investigation, physical examination and final employment
decision to hire.
 ORGANIZATION FOR SELECTION

It facilitates contact with applicants because issues pertaining to employment can be cleared
through one central location.

It helps operating managers to concentrate on their operating responsibilities. This is

especially helpful during the chief hiring period.

It can provide for better selection because hiring is done by specialist trained in staffing
techniques. Until recently the basic hiring process was performed in a rather unplanned manner
in many organizations. In some companies, each department screened and hired its own
employees. Many mangers insisted on screening their own employees as they thought no one else
could do that as efficiently as they themselves.

But now selection is centralized and handled by the Human Resource Department. This type of
arrangement is also preferred due to some of these advantages:
It is easier for the application because they can send their applications to a single
centralized department.

The applicant is better assured of consideration for a greater variety of jobs. Hiring cost
is cut because duplication of efforts is reduced.
With increased governmental regulation on selection process, it is important that people who
know about these rules handle a major part of the selection process.
Ideally, a selection process involves mutually decision making. The organization decides
whether or not to make a job offer and how attractive the job offer should be.
 BARRIERS TO EFFECTIVE SELETION

The main objective of selection process is to hire people having competence and commitment
towards the given job profile. But due to some reason the main purpose of effectively selecting
candidates is defeated. These reasons are:

Perception or the Halo effect: Many times the interviewer selects a candidate according to the
perception he has or he made up while talking or looking at the individual. This way he does
not see through the caliber or the efficiency of the individual and many times it leads to the
selection of the wrong candidates.

Fairness: During the selection process the interviewer does not select the individual on the basis
of his knowledge and hence the right type of the candidates is not selected.

Pressure: The people from the HR department and also have a lot of pressure from the top
management and from other top class people for selecting the candidates they want. These ways
the purpose of effective selection process of effective selection process is defeated as they have to
select that individual whether or not he is capable of the job. that
is being offered.

ESSENTIAL OF SELECTION PROCEDURE

Someone should have the authority to select.

There must be sufficient number of applicants from whom the required number of
employees to be selected.
There must be some standards of personnel with which a prospective employee may be
compared.
 FACTORS EFFECTING SELECTION DECISION
 Includes:

 Profile matching

 Organization and social environment

 Multi correlations

 Successive hurdles

RESEARCH METHODOLOGY :

RESEARCH DESIGN:

Primary Data:

The information is collected through the primary sources like:

observation with the employees of the department Questionnaire
Discussion with the head of the departments

Secondary Data:

The data is collected through the secondary sources like:

Company site
Books
DATA COLLECTION METHOD AND INSTRUMENTS:
Data collected through Questionnaire filled by 50 employees of the company.

DATA ANALYSIS TECHNIQUES:

Charts, tables, graphs etc.

LIMITATIONS OF STUDY:

 The study duration is limited to 8 weeks only and it’s not possible to observe and analyze
every aspect of Recruitment and Selection process of the company.

• As an intern it was difficult for researcher collect information about the company’s internal
policies.
• It was very difficult to collect the information from various personnel for their job constraint
• Since the officers and HR Manager had to respond to my questionnaire while they were busy were
busy with their hectic work.
• Some of the officers were less interested to respond to my questionnaire.
• Due to shortage of time it was not possible to pull all kind of information in this report.
 DATA ANALYSIS AND INTERPRETATION

Data Analysis and interpretation is conducted on 50 employees of Local Companies.

1. How long you are working in the organization?

Finding:
From the chart that 24 employees are working for more than 10 years. Even no. of employees
working between 5-10 years are 15. This shows that most of the employees are satisfied with
their job. The attrition rate of the company is very low. This indicates that employee are satisfied
and their respondent were interviewed and it was found that employee to know while they are
continuing in their company for more than 10 years and followed that they are overall satisfied.
2. Are you comfortable with the working environment?

Finding:
50% of employee express as a good environment remain. From the remaining 50% about 40%
says a satisfactory job environment only about 10% feels bad working environment is there.
There are not satisfied with the way they are given the work. They feel there is the bias is there.
3. What are the various sources of recruitment in your organization?

Finding:
About 58% of recruitment through both internal and external source and 26% of recruitment
through internal source and 16% of recruitment through external source.
4. Whether the employees are satisfied with the health, safety, welfare facilities
provided by the Company?

Finding:
It shows that 76% are satisfied and 24% give a negative reply. After further interviewing
the respondent that there has to be the further health check-up like cancer and other test
health policy.
4. Are you satisfied with recruitment process of the company?

Finding:
About 64% of employee are satisfied with recruitment process in the company because as per
their vacancy in the organization the manager checks the C.V of that candidate whatever they
want from the candidate is to be there or not and then personal and technical interview and 36%
are satisfied recruitment process as the candidate may have competence but it is not mention in
the CV and may not have preferred well were rejected.
6. Are you satisfied with your organization salary increment policy?
H0: The organization salary increment policy is not effective.
H1: The organization salary increment policy is effective.

Finding:
About 48% of employee are satisfied the organization salary increment policy because most of
the employee in the organization consider that the salary increment policy is good, 22% of
employees are not satisfied the organization salary increment policy because most of the
employee is not agree what increment they had given is not up to the mark as per their profession
and 30% of employee can’t say anything because they want to do the work what salary
organization provide to the employee they are happy. So alternative hypothesis is accepted.
7. Are you satisfied training procedure given in the organization?
H0: THE TRAINING PROCEDURE IS NOT EFFECTIVE
H1: THE TRAINING PROCEDURE IS EFFECTIVE

Finding
About 68% of employee are satisfied training procedure given in the organization because the
trainee should understand each and every thing what trainer should teach in the organization is
about the internal training as well as external training and 32% of employee are not satisfied
training procedure given in the organization because the training provided to the trainees which
is not as per the aptitude and attitude, proficiency level of an employee. So alternative hypothesis
is accepted.
8. Are you getting regular training in your company?
H0: THE REGULAR TRAINING IS NOT EFFECTIVE
H1: THE REGULAR TRAINING IS EFFECTIVE

Finding:
About 62% of employee says ‘yes’ should get the regular training in the organization because on
these training trainee should understand each and every thing what trainer should teach in the
organization and 38% of employee says ‘no’ shouldn’t get the regular training in the
organization because training is provided once in the career and if they don’t perform they are
terminated from a job. So alternative hypothesis is accepted.
9. Does the present performance appraisal meet your career advancement?
H0: The present performance of an employee is not being appraised through career
advancement.
H1: The present performance of an employee is being appraised through career
advancement.

Finding:
About 68% of employee says ‘yes’, 6% of employee says ‘no’ and 26% of employee says can’t
say. So that present performance appraisal is used in the organization for charting their career
planning and so alternative hypothesis is accepted.
10. Are you satisfied with promotion activities in the organization?
H0: The promotion activities are not satisfied in the organization.
H1: The promotion activities are satisfied in the organization.

Finding:
About 76% of employees are satisfied with the promotion activities in the organization
because the ranking method is used in the organization for the promotion activities and 24% of
employees are not satisfied with the promotion activities in the organization. According to that
ranking method is used for appraising the performance and there is no individual initiated which
can focus on development. So alternative hypothesis is accepted.
 QUESTIONNAIRE
Q1. Since how many years have you been working with this organization?
a. 0-5 Years
b. b. 5-10 Years
c. c. 10 to 15 Years
d. d. More than 15 Years
Q2. Does the organization clearly define the position objectives, requirements and candidate
specifications in the recruitment process?
a. Yes
b. No
Q3. How well are the organization’s affirmative action needs clarified and supported in the
selection process?
a. Poor
b. Adequate
c. Excellent
Q4. Is the organization doing timeliness recruitment and Selection process?
a. Yes
b. No

Q5. Does HR provide an adequate pool of quality applicants?

a. Yes
b. No
Q6. Rate the effectiveness of the interviewing process and other selection instruments, such as
testing?
a. Poor
b. Adequate
c. Excellent

Q7. Does the HR team act as a consultant to enhance the quality of the applicant pre-screening Process?

a. Yes
b. No
Q8. Does HR train hiring employees to make the best hiring decisions?
a. Yes
b. No
Q9. Rate how well HR finds good candidates from non-traditional sources when Necessary?
a. Poor
b. b. Adequate

Q10. How would you rate the HR department’s performance in recruitment and selection?
a. Poor
b. Adequate
c. Excellent
 REFERENCES
Books:-
1. Dessler Gary (2004). Human Resource Management. Pearson Education.
2. DeCenzo, D. A. and Robbins, S. P. (8th ed., 2005). Fundamentals of Human Resource
Management. John Wiley.

Website: -
https:\\www.amicusfoodtech.com
Linkdin
Google Reviews
Ambition Box Website.

CONCLUSION
This presents the summary of the study and survey done in relation to the Recruitment and Selection in
AMICUS FOODTECH PVT LTD. The conclusion is drawn from the study and survey of the company
regarding the Recruitment and Selection process carried out there. The recruitment process at AMICUS
FOODTECH PVT LTD to some extent is done objectively and therefore lot of bias hampers the future of
the employees. Most of the employees were satisfied but changes are required according to the changing
scenario as recruitment process has a great impact on the working of the company as a fresh blood, new
idea enters in the company. Selection process is good but it should also be modified according to the
requirements and should job profile so that main objective of selecting the candidate could be achieved

SUGGESTIONS
• Manpower requirement for each department in the company is identified well in advance.
• If the manpower requirement is high and the recruitment team of the HR department alone
cannot satisfy it, then help from the placement agencies is needed.
• Time management is very essential and it should not be ignored at any level of the process.
• The recruitment and selection through placement agencies as the last resort and is utilised only
when need.
• The recruitment and selection procedure should not to lengthy and time consuming.
• The candidates called for interview should be allotted timings and it should not overlap with
each other.