Manikya BBA Final Project

A STUDY ON RECRUITMENT AND SELECTION PROCESS AND EMPLOYEE
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CHAPTER –1
INTRODUCTION
GLOBAL INSTITUTE OF MANAGEMENT SCIENCES 1

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INTRODUCTION
Recruitment and Selection
Recruitment is a process of attracting individuals on a timely basis in sufficient

numbers and with appropriate qualifications, to apply for jobs within an organization.
The process of searching prospective employees with multi-dimensional skills and
experience that suits organizations strategies in fundamental to the growth of the
organization, this demands more comprehensive strategy perspective recruitment.
Organizations require the services of large number of personnel, these personal
occupies the various positions created to the process of organization. Each position of
the organization has certain specific contributions to achieve the organizational
objectives. The recruitment process of the organization has to be strong enough to
attract and select the potential candidates with right job satisfaction. The recruitment
process begins with human resource planning and concludes with the selection of
required number of candidates, both HR staff and operating managers have
responsibilities in the process.
“Right person for the right job’ is the basic principle in recruitment and selection. Every
organization should give attention to the selection of its manpower, especially its
managers. The operator man part is equally important and essential for the orderly
working of an enterprise.
All business organization/ units need manpower for carrying different business
activities smoothly and effectively and for its recruitment and selection of suitable
candidates are essential. Your resource management in an organization will not be
possible if unsuitable person are selected and employment in a business unit.

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RECRUITMENT
Meaning
Recruitment means to estimate the available vacancies and to make suitable

arrangements board their selection an appointment. Recruitment is understood as
the process of searching for and obtaining applicants for the jobs, from among
whom the right people can be selected.
A formal definition states, “Is the process of finding an objecting capable applicant
for the employment. The process begins when new recruits are sought and ends
when dead applicants are submitted. The result is a pool of applicants from which
new employees are selected”. In this, the available vacancies are given wide
publicity and suitable candidates are encouraged to submit applications so as to
have a pool of eligible candidates for scientific selection.
In recruitment, information is collected from interested candidates. For these

different sources such as newspaper advertisement, employment exchanges
Internet promotion etc are used.
In the recruitment, a pool of eligible and interested candidates is created for

selection of most suitable candidates. Recruitment represents the first contact that
a company makes with potential employees.

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Definition
According to Edwin Flippo, “recruitment is the process of searching boy

prospective employees and stimulating them to apply for jobs in the organization.”
Need for recruitment
The need for recruitment maybe due to the following reasons/ situations:
• Vacancies due to promotions, transfer, retirement, termination, permanent

disability, death and labor turnover.
• Creation of new vacancy due to the growth, expansion and diversification

of business activities of an enterprise. In addition, new vacancies are
possible due to job satisfaction.
Purpose and importance of recruitment
• Determine the present and future requirements of the organization on

conjunction with its personnel planning and job analysis activities.
• Increase the pool of job candidates at minimum cost.

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• Help increase the success rate of the selection process by reducing the
number of visibly under qualified or over qualified job applicants.
• Help reduce the probability that job applicants, once recruited and selected,
will leave the organization only after a short period of time.
• Meet the organization’s legal and social obligations regarding the

composition of its work force.
• Begin identifying and preparing potential job applicants who will be

appropriate candidates.
• Increase organizational and individual effectiveness in the short term and

long term.
• Evaluate the effectiveness of various recruiting techniques and sources for

all types of job applicants.
• Recruitment is a positive function in which publicity is given to the jobs

available in the organization and interested candidates are encouraged to
submit applications for the purpose of selection.
Recruitment process
Recruitment refers to the process of identifying and attracting job seekers so as to

build a pool of qualified job applicants. The process comprises 5 interrelated stages
and they are;
• Planning
• Strategy development
• Searching
• Screening
• Evaluation and control.

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STAGE 1: RECRUITMENT AND PLANNING
The first stage in the recruitment process is planning. Planning involves the
translation of likely job vacancies and information about the nature of these jobs
into set of objectives or targets that specify the numbers and types of applicants to
be contacted.
Number of contacts: Organization, nearly always, plan to attract more applicants

than they will hire. Some of those contacted will be uninterested, unqualified or
both. Each time recruitment program is contemplated; one task is to estimate the
number of applicants necessary to fill all vacancies with the qualified people.
Types of contacts: it is basically concerned with the type of people to be informed

about job openings. The type of people depends on the task and responsibilities
involved in the qualifications and experienced expected. These details are available
through job description and job specification.
STAGE 2: STRATEGY DEVELOPMENT
When it is estimated that what types of recruitment and how many are required then
one has to concentrate in;
• Make or buy employees
• Technological sophistication of recruitment and selection devices
• Geographical distribution of labor markets comprising jobseekers
• Sources of recruitment
• Sequencing the activities in the recruitment process

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STAGE 3: SEARCHING
Once a recruitment plan and strategy are worked out, the search process can begin.
Searching process involves 2 steps;
• Source activation
• Selling
STAGE 4: SCREENING
Screening of applicants can be regarded as an integral part of the recruiting process,

though many view it as the first step in the selection process. Even the definition
on recruitment, be quoted in the beginning of this chapter, excludes screening from
its scope. However, we have included screening in recruitment for valid reasons.
The selection process will begin after the applications have been scrutinized and
short listed. Hiring of professors in a university is a typical situation. Application
received the response to advertisements is screened and only eligible applicants are
called for an interview. A selection committee comprising the vice chancellor,
registrar and subject experts conduct interview. Here, the recruitment process
extends up to screening the applications. The selection process commences only
later.
Purpose of screening
The purpose of screening is to remove from the recruitment process, at an early

stage, those applicants who are visibly unqualified for the job. Effective screening
can save a great deal of time and money.
In screening, clear job specifications are invaluable. It is both good practice and
legal necessities that applicant’s qualification is judged on the basis of their
knowledge, skills, abilities and interests required to do the job.

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STAGE 5: EVALUATION AND CONTROL
Evaluation and control are necessary as considerable costs and incurred in the
recruitment process. The costs generally incurred are;
• Salaries for recruiters
• Management and professional time spent on preparing job description, job

specification, advertisements, license and so forth.
• The cost of advertisements or other recruitment methods that is agency fees.
• Recruitment overheads and administrative expenses.
• Cost of overtime and outsourcing while the vacancies remain unfilled.
• Cost of recruiting unsuitable candidates for the selection process.
SOURCES OF RECRUITMENT
Sources of managerial recruitment:
Internal source External source

• Promotion. • Campus recruitment.
• Transfers. • Press advertisement.
• Internal notification. • Management consultancy
• Retirement. services.
• Former employees. • Deputation of personal or
transfer from one enterprise to
another.
• Walk-ins, write-in, talk-ins.
The sources of recruitment can be broadly categorized into Internal and external
sources.

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1. Internal recruitment
Internal recruitment seeks applicants for positions from within the company. The
various internal sources include:
Promotions and transfers
Promotion is an effective means using job posting and personnel records. Job
posting requires notifying vacant positions by posting notices, circulating
publications and announcing at staff meetings and inviting employees to apply.
Personnel records help discover employees who are doing jobs below their
educational qualifications all skill levels. Promotions has many advantages like it
is good public relations, build morale, encourages competent individuals who are
ambitious, improves the probability of good selection since information on the
individual’s performance is readily available, is cheaper than going outside to
recruit, those chosen internally I'm familiar with the organization thus reducing the
orientation time and energy and also acts as a training device for developing middle
level and top-level managers.
Employee referrals
Employees can develop good prospects for their families and friends by acquainting
then with the advantages of a job with the company, furnishing then with
introduction and encouraging them to apply. This is a very effective means as many
qualified people can be reached at a very low cost to the company, the other
advantage is are that the employees would bring only those referrals that they feel
would be able to fit in the organization based on their own experience. In this way,
the organization can also fulfill social obligations and create good will.

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Former employees
These include retired employees who are willing to work on a part time basis,
individuals who left work and are willing to come back for their higher
compensations. Even retrenched employees are taken up once again. The advantage
here is that the people already known to the organization and there is no need to
find out their past performance and character.
Dependence of decreased employees
Usually, banks follow this policy. If an employee dies. His or her spouse or son or
daughter is recruited in their place. This is usually an effective way to fulfill social
obligation and create goodwill.
Recalls
When management faces a problem, which can be solved only by manager who has
proceeded on long leave, it may decide to recall that person after the problem is
solved, his leave maybe extended.
Retirements
At times, management may not find suitable candidates in place of the one who had
retired after meritorious. Under the circumstances, management may decide to call
retired managers with new extension.
2. External recruitment
External recruitment seeks applicants for positions from sources outside the
company. They have outnumbered the internal methods. The various external
sources include;

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Professional or trade associations
Many associations provide placement services to its members. It consists of

compiling job seeker’s lists and providing access to members during regional or
national conventions. Also, the publications of these associations carry classified
advertisements from employers interested in recruiting their members. These are
particularly useful for attracting higher educated, experienced or skilled person.
Advertisements
It is a popular method of seeking recruits, as many recruiters prefer advertisements

because of their wide reach. Want ads describe the job benefits, identify the
employer and tell those interested how to apply. Newspaper is the most common
medium but for highly specialized recruits, advertisements maybe placed in
professional or business journals. Advertisements must contain proper information
like the job content, working conditions, location of jobs, compensation including
fringe benefits, job specifications, growth aspects etc.
Campus recruitments
Colleges, universities, research laboratories, sports fields, institutes, are fertile

ground for recruiters, particularly the institutes. Campus recruitment is going global
with companies like Reliance, Motorola, HLL, HCL-CL, and Citibank looking for
global markets. Some companies recruit a given number of candidates from these
institutes every year. Campus recruitment is sought after that each college;
university department or institute will have a placement officer to handle
recruitment functions. However, it is often an expensive process, even if recruiting
process produces job offers and acceptances eventually.

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Walk-ins, write-ins and talk-ins
The most common and least expensive approach for candidate is direct
applications, in which job seekers submit unsolicited application letters or resumes.
Direct applications can also provide a pool of potential employees to meet future
needs. From employer's view point walk-ins are preferable as they are free from the
hassles associated with other methods of recruitment. While direct applications are
particularly effective in filling entry level and unskilled vacancies, some
organizations compile pools of potential employees from direct applications for
skilled positions. Write-ins are those who send return enquiries. These job seekers
are asked to complete applications forms for further processing. Talk-ins involves
the jobs aspirants’ meetings the recruiters for detailed talks. No application is
required to be submitted to the recruiters.
Consultants
They are in this profession of recruiting and selecting managerial and executive
personnel. They are useful as they have nationwide contacts and lend
professionalism to the hiring process. They also keep prospective employers and
employees anonymous. However, the cost can be a deterrent fact.
Head-hunters
They are useful in specialized and skilled candidates working in a particular

company. An agent in sent to represent the recruiting company and offer is made
to the candidate. This is a useful source when both the companies involved are in
the same field and the employee is reluctant to take offer since he fears, that his
company is testing his loyalty.

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Radio, television and internet

Radio and television are used to reach certain types of job applicants such as skilled
workers. Radio and television are used but sparingly and that too by government
departments only. However, there is nothing inherently desperate about using radio
and television. It depends up on what is said and how it is delivered. Internet is
becoming a popular option for recruitment today. There are specialized sites like
naukri.com.
SELECTION
Selection process is a decision-making process. This step consists of a number of
activities. A candidate who fails to qualify for a particular step is not eligible for
appearing for the subsequent step. Employee selection is a process of putting right
men on the right job. It is a procedure of matching organizational requirements with
skills and qualifications of people. Effective selection can be done only where there
is effective matching. By selecting best candidate for the required job the
organization will get a quality performance of employees. Moreover, organization
will face less absenteeism and employee turnover problems. By selecting right
candidate for the required job, organization will also save time and money. Proper
screening of candidates takes place during selection procedure. All the potential
candidates who apply for the given job are tested.
SELECTION PROCESS
Selection is a long process, commencing from the preliminary interview of the

applicants and ending with the contract of employment.
• Preliminary test
• Selection test

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• Employment interview
• Reference and background
• Analysis
• Selection decision
• Physical examination
• Job offers
• Employment contract
STEP 1: PRELIMINARY INTERVIEW
The applicants received from job seekers would be subject to scrutiny so as to

eliminate unqualified applicants. This is usually followed by a preliminary
screening interview, the purpose of which is more or less the same as a scrutiny of
application that is elimination of unqualified applicants. Scrutiny enables the HR
specialists to eliminated unqualified jobseekers based on the information supplied
in their application forms. Preliminary interview, on the other hand helps reject
misfits for reason, which did not appear in the application forms.
STEP 2: SELECTION TEST
Jobseekers that pass the screening and preliminary interview are called for the tests.
Different types of tests may be administered, depending on the job and the
company.
Generally, tests are used to determine the applicant’s ability, aptitude and
personality.
The following are the types of tests taken;
• Ability tests

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• Aptitude tests
• Intelligence test
• Interest test
• Projective test
• General knowledge test
• Perception test
• Graphology test
• Polygraph test
STEP 3: INTERVIEW
The next step in the selection process is an interview. Interview in formal, in-depth
conversation conducted to evaluate the applicant’s acceptability. It is considered to
be excellent selection device. It is a face-to-face exchange of view is nothing but
an oral examination of candidates and interviewers. Basically, interview is nothing
but an oral examination of candidates. Interview can be adapted to unskilled,
skilled, managerial and professional employees.
TYPES OF INTERVIEWS
Interviews can be different types. These interviews employed by the company; they
are;
• Formal interview
• Informal interview
• Non-directive interview
• Depth interview

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• Stress interview
• Group interview
• Panel interview
• Sequential interview
• Structured interview
• Unstructured interview
• Mixed interview
• Telephonic interview
STEP 4: REFERENCE CHECK
Many employers request name, addresses and telephone numbers of references for
the purpose of verifying information and perhaps, gaining additional background
information of an applicant. Although listed on the application form, references are
not usually checked until an applicant has successfully reached the fourth stage of
sequential selection process. When the labor market is very tight, organizations
sometimes hire applicants before checking references.
STEP 5: SELECTION DECISION
After obtaining information from the preceding steps, selection decision- the most
critical of all the steps- must be made. The other stages in the selection process have
been used to narrow the number of candidates. The final decision has to be made
from the pool of individuals who passed the tests, interviewers and reference
checks.

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The view of the line manager will be generally considered in the final selection
because it is he or she who is responsible for the performance of the new employee.
The HR manager plays a crucial role in final selection.
STEP 6: PHYSICAL EXAMINATION
After the selection decision before the job offer is made, the candidate is required
to doer go a physical fitness test. A job offer is often contingent up on the candidate
being declared if after the physical examination. The results of medical fitness test
are recorded. These are several objectives behind a physical test.
Obviously, one reason for a physical test is to detect if the individual carries any
infectious disease. Secondly, the test assists in determining whether an applicant is
physically fit to perform the work. Thirdly, the physical capabilities which
differentiate successful employees. Finally, such as examination will protect the
employer from workers compensation claims that are not valid because the injuries
or illness were present when the employee was hired.
STEP 7: JOB OFFER
The next step in the selection process is job offer to those applicants who have
crossed all the previous hurdles. Job offer is made through a letter of appointment.
Such a letter generally contains a date by which the appointee must report on duty.
The appointee must be given reasonable time of reporting. Those are particularly
necessary when he or she is ready for employment, in which case the appointee is
required to obtain a receiving certificate from the previous employer.
The company may also want the individual to delay the date of reporting on duty.
If the new employee’s first job up on joining the company is to go company until
perhaps a week before such training begins.

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STEP 8: CONTRACT OF EMPLOYEMENT
There is also need for preparing a contract of employment. The basic information
that should be included in a written contract of employment will vary according to
the level of the job, but the following checklist sets out the typical headings;
• Job title
• Duties, including a phrase such as, “The employee will perform such duties
and will be responsible to such a person, as the company may from time to
time direct”.
• Date when continuous employment starts and the basis for calculating
service.
• Rate of pay, allowance, overtime and shift rates, method of payments.
• Hours of work including lunch break and overtime and shift arrangements
• Holiday arrangement
• Paid holidays per year
• Public holidays
• Special terms relating to rights to patents and designs, confidential

information and restraints on trade after termination of employment
The drawback with the contract is that it is almost to enforce them. A determined
employee is bound to leave the organization, contract or no contract.

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STEP 9: CONCLUDING OF SELECTION PROCESS
Contrary to purpose perception, the selection process will not end with executing
the employment contract. There is another step- a more sensitive one reassuring
those candidates who have not selected, not because of any serious deficiencies in
their personality, but because their profile did not match the requirements of the
organization. They must be told that those who were not selected have done purely
on relative merit.

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STEP 10: EVALUATION OF SELECTION PROGRAMME
The broad test of the effectiveness of the selection process is the quality of the
personnel hired. An organization must have competent and committed personnel.
DIFFERENCE BETWEEN RECRUITMENT AND SELECTION
• Recruitment is the process off searching for prospective candidates finds

motivating them to apply for the job in the organization. Whereas, selection
is the process of choosing the most suitable candidate out of those, who are
interested and also qualified for the job.
• In the recruitment sources, vacancies available are finalized, publicity is

given to them and applications are collected from interested candidates. In
the selection process, available applicants are scrutinized. Tests, interview
and medical examination are conducted in order to select most suitable
candidate.
• In recruitment the purpose is to attract maximum number of suitable and

interested candidates through applications fully stop in selection process the
purpose is that the best candidate out of those qualified and interested in the
appointment are selected.
• Recruitment is prior to selection. It creates proper base for actual selection.

Selection is next to recruitment. It is out of candidates available or
interested.
• Recruitment is the positive function in which interested candidates are

encouraged to submit applications. Selection is a negative function in which
unsuitable candidates are eliminated and the best one is selected.

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• Recruitment is the short process. In recruitment publicity is given to

vacancies and applications are collected from different sources. Selection is
a lengthy process. it involves scrutiny of applications, giving tests,
arranging interviews and medical examination.
• In recruitment services of expert is not required whereas in selection

services of expertise required.
• Recruitment is not costly. Expenditure is required mainly for advertising the

posts. Selection is a costly activity, as expenditure is needed for testing
candidates and conduct of interviews.

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CHAPTER –2
RESEARCH METHODOLOGY

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RESEARCH METHODOLOGY
Research methodology is defined as human activity based on intellectual application in
the investigation of matter. The primary purpose of applied research is discovering,
interpreting, and development of methods and systems for the advancement of human
knowledge on a wide variety of scientific matters of our world and the universe.
Research can use the scientific method, but need not do so.
Scientific research relies on the application of the scientific method, a harnessing of

curiosity. This research provides scientific information and theories for the explanation
of the nature and the properties of the world around us. It makes practical applications
possible. Historical research is embodied in the historical methods. Scientific research
can be subdivided into different classifications according to their academic and
application disciplines.
AIM
To analyze the recruitment and selection process of Avana software Pvt Ltd company.
OBJECTIVES
• To study the existing recruitment and selection process followed at Avana

Software Pvt Ltd.
• To understand the need of recruitment and selection process in today's world.
• To understand the factors considered and to identify areas where there can be
scope of improvement.
• To understand the types of tests and interviews used in the process
• To analyze the effectiveness of this process and suggest measures to improve

their recruitment and selection process.

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SCOPE OF THE STUDY
To study the effectiveness of the recruitment and selection process followed at Avana
Software Pvt Ltd. This study is applicable to all the employees of this company.
• Research design
Descriptive research
• Source of data collection
The primary as well as secondary sources were used for collection of data.
Primary data
Questionnaire
Secondary data
Books and journals
Primary data
It involves the collection of data that does not already exist. This can be through
numerous forms, including questionnaires and telephonic interviews amongst others.
Secondary data
It involves the summary, collection and synthesis of existing research rather than
primary research, where data are collected from research subjects or experiments.
Thus the sources of data collection were as follows

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Primary
• Questionnaires
• Observation method
Secondary
• Company records
• Other records
• Website
Methodology
• Application forms and CVs
• Online screening and short listing
• Interviews
• Psychometric testing
• Ability and aptitude tests
• Personality profiling
• Group exercises
Data type
Primary as well secondary data was collected.

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Sample unit
Employees of Avana Software Pvt Ltd Company.
Sample size - 60
Sampling technique
Convenient sampling
Field of study
This project was carried out at Avana Software Pvt Ltd, Bangalore.

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CHAPTER-3
COMPANY PROFILE

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INTRODUCTION
THE ORGANIZATION
Avana is a leading provider of cutting-edge technology and services, offering scalable

solutions for companies of all sizes. Founded by a couple of friends who started by
scribbling their ideas on a piece of paper, today we offer smart, innovative services to
a dozen of clients. We have built our solutions by closely listening to our potential
clientele and understanding their expectations with our products. We know how to
analyze this information and customize our offering to changing market needs.
THE MISSION
At Avana Software, The Mission is to “Build Software Solution that will ease the life
of our customer” we will achieve the following guidelines to realize our mission.

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THE VISSION
Our vision is to create a successful organization based on simplicity and human values,
with a commitment to significantly improve the lives of as many people as possible.
THE BEGINNING
Avana is an organic off-shoot of Indtech Solution. The company was started by two
childhood friends Anikethan Sudarshan and Sajjith Srinivas who are young business
enthusiast who believe in creating a software revolution by building software at places
where software solutions are yet to penetrate the modern Indian society. The
enthusiasm for software started when the founders noticed the need for solution in the
Billing and Marketing sector of the apparel business. With their curious minds they
started to explore the sector and build their own billing solution as per their needs. This
kick started the major aim to focus on building tailor made solutions for their clients
by creating a process that achieves the delicate balance between efficiency and
productivity
COMPANY’S METHOD
On time delivery and customer satisfaction are the standing pillars of our company.
Our development process ensures that you are regularly updated with the status of the
projects and the SCRUM model entitles you to view small demonstrations that will
help you add new ideas along the way without a complex procedure or document
approval. With the Holarctic process, we have ensured that innovation in our company
has no boundaries and everyone is provided the right to push forward their ideas in all
projects. The diverse pool of employees and consultants ensure that your projects are
researched and no stone is left unturned.

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SOFTWEAR AS CHARITY
We are much aware that the world isn’t ideal and that by helping others we can make
a difference. We regularly attend humanitarian events, and provide Software as a Gift
to various occasions to the less privileged and donate our knowledge. It is our goal to
make a difference in this world by creating bespoke products and giving back to the
small business. When we face tough decision we never compromise our values and
principles. We do what is right and not the easiest.
IN THE FIELD OF DIGITAL MARKETING

The importance of digital marketing cannot be questioned in the modern era. Avana is
highly qualified with its experts to meet all your demands to widen your scope of
meeting new clients throughout the world. They are specialized in SEO Optimization,
Social Media Marketing and helping you establish a brand to be remembered.

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Managed IT Services
Avana provides a variety of innovative and comprehensive IT solutions. We deliver
quality services in the most efficient way, and their experts will work collaboratively
with you to customize our offerings to your particular needs.
Small Scale Solutions

Avana values your solutions; we have a dedicated team and strategy to ensure that your
small business in on the map with our innovative solutions designed to meet your small
time business.
Bespoke Development
The company is expert in providing a tailor fit solution to you. They handle all aspects
of the software development. Their solutions go above and beyond to meet your
expectations.
Application Development
We at Avana know the need of a mobile based solution for your business; our team is
experienced and talented to provide you with a world class. Design, development and
support for your entire application.
Support Consulting
Avana, is a one stop hub for all your IT solutions, we provide an end to end consultation
to ensure that your problems are met with the right solution.
WHY AVANA?
Avana Software provides a delicate balance between high efficiency, productivity and
low cost to the customer. We have incorporated a Holarctic system in which everyone
can drive the company forward with innovation and technology. We have ensured that

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the simplified humane touch exists with our employees, and the same humane touch
once reached the customer, changes their lives forever.
WHAT’S NEXT?
In the year 2017 Indtech was started by a group of incumbent engineers. In 2018, our
first project was completed successfully. In 2019, Avana Software signed 3 plus
projects and by the end of 2019; Avana became an organic offshoot and our first
expansion with 25 plus employees. With our expertise in the Bespoke Development of
ERP, Ordering & Purchasing Solution, Stock Analysis System we would like to expand
our same services along with our expertise in Android Application Development,
Machine Learning, Artificial Intelligence, Cloud Based services and Entrepreneur
Development program across the world. Product Based expansion, our Plug and Play
Service Application ensures end customers to easily integrate the services they provide
to a wider market and faster growth. Ambulance EMT is a futuristic technology that is
aimed to boost our much-needed health infrastructure to overcome the ill effects of
urbanization such as traffic and time management. E-school application will redefine
the way of learning by giving better synchronization between the students, teachers,
parents and the management. International Scale and channels Avana is a company of
standards we set ourselves aside from other companies by our trust in the process. We
strictly abide by the ISO rules and we are a 9001 certified company. We have further
upgraded ourselves to protect the privacy and data security of our clients with our
accreditation into the ISO 27001. Avana plans to move to a global scale and we are
training ourselves towards a CMMI Level 3 certification by the end of 2021 to meet
the global standards.

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RESULTS FROM LAST YEAR
Avana’s growth is a startup, we are concentrating in building solutions and building

products to expand the reach of technology to the society we have successfully
implemented ERP solutions to facilitate logistics, Stock Analysis solution to help
brokers to better plan their finances and Ordering - Purchasing Solution to retail stores
to ease business transactions. Avana has also ventured into creating innovative products
for the mutual benefit of the society and the company. Using modern technology Avana
wishes to build products that will change the life of our customers forever, simplifying
complex processes ensuring us a guarantee in the market.

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RECRUITMENT PROCESS AT AVANA SOFTWARE PVT LTD

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APPRAISAL PROCESS

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CHAPTER - 4
DATA ANALYSIS AND INTERPRETATION

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Sources used in Recruitment and Selection process
1. Which of the sources of recruitment and selection are used?
• Internal
• External
• Both
Table of analysis:
Options Internal External Both Total
Responses 6 21 33 60
Percentages 10 35 55 100%

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Table 4.1
60
50
40
Responses
30
Percentages
20
10
0
Internal External Both Total
Source: Questionnaires
INTERPRETATION:
It was found that 55% of the recruitment and selection is done by both internal and
external sources; while as external sources are used more than the internal sources.
Employees are hired mostly from external sources like job portals, consultancy etc.

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External sources used in recruitment

2. Which of the following external sources used for recruitment?
• Advertisement
• Internet
• Campus recruitment
• Consultancies
• All of the above
Table of analysis:
All of
Campus
Options Advertisement Internet Consultancy the Total
drive
above
Responses 15 9 6 24 6 60
Percentage 25 15 10 40 10 100%

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Table 4.2
60
50
40
30
Responses
Percentage
20
10
INTERPRETATION:
It was found that 40% of the employees are recruited through the consultancies and
20% of the employees are selected by the advertisement followed by internet with 15%
and campus selections with 10 %. Consultancy and internet are the major sources which
provide eligible candidates for the hiring at Avana Software Pvt Ltd.

SATISFACTION
Form of recruitment and selection used

3. Which form of recruitment and selection is used?
• Centralized
• Decentralized
Table of analysis:
Options Centralized Decentralized Total
Responses 60 0 60
Percentage 100 0 100%

SATISFACTION
Table 4.3
100
90
80
70
60
Responses
50
Percentage
40
30
20
10
0
Centralized Decentralized Total
INTERPRETATION:
It was found that recruitment is centralized. At Avana Software Pvt Ltd recruit their
employees according to their number of vacancies available in the company.

SATISFACTION
Employee’s perception about recruitment process

4. Are the employees satisfied with the recruitment process?
• Yes
• No
Table of analysis:
Options Yes No Total
Responses 48 12 60

SATISFACTION
Table 4.4
80
70
60
50
Responses
40
Percentage
30
20
10
0
Yes No Total
INTERPRETATION:
It was found that 90% of the employees are satisfied with the recruitment process
adopted by the company. However, some of the respondents thought there should be
some changes in the existing recruitment process of the organization.

SATISFACTION
Methods used during selection process
5. Which of the following methods does Avana Software Pvt Ltd uses during selection?
• Written
• Group discussion
• Personal interview
• Group discussion and personal interview
Table of analysis:
Options Written GD PI GD and All Total

PI
Responses 3 9 18 24 6 60
Percentage 5 15 30 40 10 100%
Table 4.5

SATISFACTION
60
50
40
Responses
30
Percentage
20
10
0
Written GD PI GD and PI All Total
INTERPRETATION:
It was found that 40% of selection is done by GD and PI. However, personal interview
is mostly used method of selection followed by group discussion. Employees selected
in Avana Software Pvt Ltd are finally selected by a personal interview take by the head
of the organization.

SATISFACTION
Perception of employees towards selection process
6. Are the employees satisfied with the selection process?
• Yes
• No
Table of analysis:
Responses 48 12 60

SATISFACTION
Table 4.6
80
70
60
50
Responses
40
Percentage
30
20
10
0
Yes No Total
INTERPRETATION:
It was found that about 80% of the employees are satisfied with the selection process.
However, the remaining is of the opinion that there should be some change in the
recruitment and selection process of the organization.

SATISFACTION
Techniques used for selection
7. Innovative techniques like stress test, psychometric test and personality test should
be used for selection?
• Yes
• No
Table of analysis:
Opinions Yes No Total
Responses 12 48 60
Table 4.7

SATISFACTION
80
70
60
50
Responses
40
Percentage
30
20
10
0
Yes No Total
INTERPRETATION:
It was found that 20% of the respondents were of the opinion that innovative techniques
should be used for the selection, while the others were satisfied with the existing
recruitment and selection process.

SATISFACTION
Recruitment process used for different grades of employees
8. Does the company follow different recruitment process for different grades of
employees?
• Yes
• No
Table of analysis:
Responses 60 0 60
Table 4.8

SATISFACTION
100
90
80
70
60
Responses
50
Percentage
40
30
20
10
0
Yes No Total
INTERPRETATION:
It was found that from the different recruitment process is adopted for different grades
of employment. Like, for the recruitment of trainers in the organization theoretical
knowledge is considered more for the developer's technical knowledge is given
importance.

SATISFACTION
Company’s HR practices
9. How do you rate company's HR practices?
• Excellent
• Good
• Average
• Bad
Table of analysis:
Options Respondents Percentage
Excellent 30 50%
Good 24 30%
Average 3 10%
Bad 3 10%
Total 60 100%

SATISFACTION
Table 4.9
60
50
40
Respondents
30
Percentage
20
10
0
Excellent Good Average Bad Total
INTERPRETATION:
50% of the employees feel that HR department is excellent and 30% say that it is good
whereas 10% says its average and 10% employees feel it's bad. Some employees are
not happy as they have to spend little more time if they have to take demo and training
sessions.

SATISFACTION
Contract signed while joining the organization
10. Is there any contract signed by the employees while joining the organization?
• Yes
• No
Table of analysis:
Yes 54 90%
No 6 10%
Total 60 100%

SATISFACTION
Table 4.10
60
50
40
Respondents
30
Percentage
20
10
0
Yes No Total
INTERPRETATION:
It shows that 10% employees said no and remaining 90% said yes, they have to sign a
bond while joining the organization. Employees have to submit one of their original
certificates in the time of their joining and they cannot leave this company before one
year. If the employees agree to these conditions then they are moved to next round of
interview.

SATISFACTION
HR Policy of the organization
11. Are you comfortable with the HR policies of the company?
• Yes
• No
Table of analysis:
Yes 54 90%
No 6 10%
Total 60 100%

SATISFACTION
Table 4.11
60
50
40
Respondents
30
Percentage
20
10
0
Yes No Total
INTERPRETATION:
It was found that 10% employees were not comfortable with the policies of the
organization and 90% employees are happily working with the current HR practices of
the organization. Some of the employees were not comfortable with the policy as they
find risk in submitting their original documents to the company.

SATISFACTION
Factors considered for recruitment process
12. What are the factors considered for recruitment?
• Qualification
• Experience
• Knowledge and skills
Table of analysis:
Options No of respondents %
Qualification 15 25
Experience 6 10
Knowledge and skills 9 15
All of the above 30 50
Total 60 100

SATISFACTION
Table 4.12
100
90
80
70
60
50
40 No of respondents
%
30
20
10
INTERPRETATION:
It shows that for 25% of the employees qualification was considered as an important
factor, and for 10% it was past experience and for 15% it was knowledge and skills.
But over 50% of the employees feel that all three factors were given importance during
this process.

SATISFACTION
Types of test used for assessment
13. What are the types of test used for assessment?
• Aptitude test
• Job knowledge test
• Personality test
Table of analysis:
Options Respondents %
Aptitude test 24 40
Job knowledge test 15 25
Personality test 12 20
Group discussion 9 15
Total 60 100

SATISFACTION
Table 4.13
100
90
80
70
60
50
Respondents
40
%
30
20
10
INTERPRETATION:
The graph clearly shows that all three tests namely aptitude test, job knowledge test,
personality test are being used as a part in selection process. In few circumstances group
discussion is used for selecting the employees.

SATISFACTION
Information about the job
14. Was the information about the job was provided?
• Yes
• No
Table of analysis:
Yes 48 80
No 12 20
Total 60 100

SATISFACTION
Table 4.14
100
90
80
70
60
50
Respondents
40
%
30
20
10
INTERPRETATION:
It is clear that the majority of the employees are provided with the efficient information
about their job profile during the interview.

SATISFACTION
Nature of questions asked during interview
15. What is the nature of the questions asked at the time of interview?
• Relevant
• Irrelevant
Table of analysis:
Relevant 54 90
Irrelevant 6 10
Total 60 100

SATISFACTION
Table 4.15
100
90
80
70
60
Respondents
50
%
40
30
20
10
0
Relevant Irrelevant Total
INTERPRETATION:
Almost all employees are of the opinion that relevant questions were asked during the
time of interview except few.

SATISFACTION
Question the interviewer
16. Was any opportunity given to question the interviewer?
• Yes
• No
Table of analysis:
Yes 36 60
No 24 40
Total 60 100

SATISFACTION
Table 4.16
100
90
80
70
60
Respondents
50
%
40
30
20
10
0
Yes No Total
INTERPRETATION:
From the above analysis we can say that more number of employees got an opportunity
to ask questions to the interviewer. Only few of them didn't get such opportunity.

SATISFACTION
Nature of communication with the interviewer
17. What is the nature of communication with the interviewer?
• Informal and friendly
• Formal
Table of analysis:
Option Respondents %
Informal and friendly 39 65
Formal 21 35
Total 60 100

SATISFACTION
Table 4.17
100
90
80
70
60
50 Respondents
%
40
30
20
10
0
Informal and Formal Total
friendly
INTERPRETATION:
From the graph it is evident that the communication between the employees and the
interviewer was informal and friendly. But 35% of them disagreed.

SATISFACTION
Time consumed for the process

18. What was the time taken for the entire process?
• 5-10 days
• 10-15 days
• More than 15 days
Table of analysis:
5-10 days 42 70
10-15 days 12 20
More than 15 days 6 10
Total 60 100

SATISFACTION
Table 4.18
100
90
80
70
60
50 Respondents
%
40
30
20
10
0
5-10 days 10-15 days More than Total
15 days
INTERPRETATION:
From the above analysis the time consumed for the entire process was 5-10 days. Only
few extended for 10-15 and more than 15 days. So the normal duration of this process
is around 5-10 days.

SATISFACTION
Information given during the time of interview
19. What was the nature of information given during interview?
• Salary
• Benefits
• Terms and condition
• Work rules
Table of analysis:
Salary 6 10
Benefits 3 5
Terms and conditions 6 10
Work rules 6 10
All of the above 39 65
Total 60 100

SATISFACTION
Table 4.19
100
90
80
70
60
50
Respondents
40
%
30
20
10
INTERPRETATION:
From the above analysis it is clear that most of the employees were informed about all
the above nature of information during the time of interview.

SATISFACTION
Medical examination of the employees
20. Does the company conduct medical examinations for their employees?
• Yes
• No
Table of analysis:
Yes 60 100
No 0 0
Total 60 100

SATISFACTION
Table 4.20
100
90
80
70
60
Respondents
50
%
40
30
20
10
0
Yes No Total
INTERPRETATION:
From the above analysis the company conducts medical examination to all of its
employees.

SATISFACTION
Training to the employees
21. Was training given to the new employees at the time of joining?
• Yes
• No
Table of analysis:
Yes 51 85
No 9 15
Total 60 100

SATISFACTION
Table 4.21
100
90
80
70
60
Respondents
50
%
40
30
20
10
0
Yes No Total
INTERPRETATION:
From the above graph we can infer that nearly 85% of the employees were given
training at the time of joining and few were not given, we can assume that they were
already experienced.

SATISFACTION
Information about the job
22. Was the advertisement given by the company provided sufficient information about
the job?
• Yes
• No
Table of analysis:
Yes 39 65
No 21 35
Total 60 100

SATISFACTION
Table 4.22
100
90
80
70
60
Respondents
50
%
40
30
20
10
0
Yes No Total
INTERPRETATION:
From the above graph it is clear that more number of employees is of the view that the
company's advertisement had sufficient information about the job. But nearly 35% of
the employees disagreed as they were expecting something more.

SATISFACTION
Company's recruitment process
23. Does the company follow any particular recruitment process?
• Yes
• No
Table of analysis:
Yes 60 100
No 0 0
Total 60 100

SATISFACTION
Table 4.23
100
90
80
70
60
Respondents
50
%
40
30
20
10
0
Yes No Total
INTERPRETATION:
According to the employees it is clear that the recruitment of Avana Software Pvt Ltd
is standardized and follows a particular recruitment process.

SATISFACTION
CHAPTER-5
FINDINGS, SUGGESTIONS, CONCLUSIONS

SATISFACTION
FINDINGS
The collected data are analyzed and general observations have proven that Avana
Software Pvt Ltd has done a remarkable job in its HR department.
The main findings are as follows:
• In Avana Software Pvt Ltd employees feel that the HR department is good.
• The recruitment and selection process is centralized
• About 85% of the employees are satisfied with the recruitment and selection
process.
• Mostly external sources of recruitment are considered.
• Most of the employees feel that they are comfortable working with the HR
policies of the company.

SATISFACTION
SUGGESTION
From the findings I can suggest that Avana Software Pvt Ltd, Bangalore follows things
for that more effectiveness of recruitment and selection process and HR policies.
• Recruitment must be done by analyzing the job firstly which will make it easier
and will be beneficial from the company's point of view.
• More emphasis should be given on internet and advertisement so that more

candidates apply for the jobs and it will be easy to find the right employee
among them.
• The recruitment and selection procedure are a bit time consuming.
• The company should amend some parts of their HR policies for better
effectiveness.

SATISFACTION
CONCLUSION
Recruitment is the process of searching for prospective employees and stimulating and
encouraging them to apply for jobs in an organization. And selection is selection the
right candidate at right time in the right place.
Employees of Avana Software Pvt Ltd Company are satisfied with the recruitment and
selection process. Avana Software Pvt Ltd is recruiting their employees mainly through
consultancies. Consultancies are the mediator between the organization and the
candidates as it serves the recruitments of employees as well as the organization.
Also, Avana Software Pvt Ltd Company has to consider internet sources of recruitment
so that it could motivate the employees. Employees are also well aware about the
various sources and methods of recruitment and selection. The company has to
implement innovative techniques in selection process like group discussion, stress
interview etc.

SATISFACTION
ANNEXURE
A study on recruitment and selection process at Avana Software Pvt Ltd.
Respected sir/madam
I Manikya P Annadani pursuing BBA at GIMS college working on a project titled " A
study on recruitment and selection process at Avana Software Pvt Ltd". I request you
to kindly fill the questionnaire which would help me complete my study and I assure
you that the information provided by you would be kept confidential and used only for
academic purpose.
Age:
• 18-25
• 26-35
• 36-45
• Above 45
Sex
• Male
• Female
Qualification:
Designation:
Department:
Total year of service:
1. Sources of recruitment and selection used?
• Internal
• External
• Both

SATISFACTION
2. External sources used for recruitment?

• Advertisement
• Internet
• Campus recruitment
• Consultancies
3. Form of recruitment and selection?
• Centralized
• Decentralized
4. Are you satisfied with the recruitment process?
• Yes
• No
5. Methods used during selection process?
• Written
• Personal interview
• Group discussion and personal interview
6. Are you satisfied with the selection process?
• Yes
• No
7. Should innovative techniques like stress test, psychometric test etc used for
selection?
• Yes
• No

SATISFACTION
8. Does the company follow different recruitment process for different grades of
employees?
• Yes
• No
9. How do you rate company's HR practices?
• Excellent
• Good
• Average
• Bad
10. Is there any contract signed by the employees while joining the organization?
• Yes
• No
11. Are you comfortable with the HR policies of the company?
• Yes
• No
12. What are the factors considered for recruitment process?
• Qualification
• Experience
• Knowledge skills

SATISFACTION
13. What are the types of test used for assessment?

• Aptitude test
• Job knowledge test
• Personality test
14. Was the information of the job provided?
• Yes
• No
15. Nature of the questions asked during the time of interview?
• Relevant
• Irrelevant
16. Was any opportunity given to ask questions to the interviewer?
• Yes
• No
17. Nature of the communication with the interviewer?
• Informal and friendly
• Formal
18. Time taken for the entire process?
• 5-10 days
• 10-15 days
• more than 15 days
19. Nature of information given during interview?
• Salary
• Benefits

SATISFACTION
• Terms and conditions

• Work rules
20. Does the company conduct medical examination for the employees?
• Yes
• No
21. Was training given at the time of joining?
• Yes
• No
22. Was the advertisement given by the company provided sufficient information about
the company?
• Yes
• No
23. Does the company follow any particular recruitment process?
• Yes
• No

SATISFACTION
BIBILIOGRAPHY
Websites:
www.google.com
www.en.wikipedia.org
www.avanasoftware.com
https://sprigghr.com/blog/hr
https://www.tutor2u.net/
https://www.economicsdiscussion.net/
Books references
1. K.Ashwathappa - 1997 Human Resource and personal management.
2 .C.B. Gupta – 1996 Human Resource Management.

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A STUDY ON RECRUITMENT AND SELECTION PROCESS AND EMPLOYEE

GLOBAL INSTITUTE OF MANAGEMENT SCIENCES 1

Recruitment is a process of attracting individuals on a timely basis in sufficient

GLOBAL INSTITUTE OF MANAGEMENT SCIENCES 2

Recruitment means to estimate the available vacancies and to make suitable

In recruitment, information is collected from interested candidates. For these

In the recruitment, a pool of eligible and interested candidates is created for

GLOBAL INSTITUTE OF MANAGEMENT SCIENCES 3

According to Edwin Flippo, “recruitment is the process of searching boy

Need for recruitment

• Vacancies due to promotions, transfer, retirement, termination, permanent

• Creation of new vacancy due to the growth, expansion and diversification

Purpose and importance of recruitment

• Determine the present and future requirements of the organization on

• Increase the pool of job candidates at minimum cost.

GLOBAL INSTITUTE OF MANAGEMENT SCIENCES 4

• Meet the organization’s legal and social obligations regarding the

• Begin identifying and preparing potential job applicants who will be

• Increase organizational and individual effectiveness in the short term and

• Evaluate the effectiveness of various recruiting techniques and sources for

• Recruitment is a positive function in which publicity is given to the jobs

Recruitment refers to the process of identifying and attracting job seekers so as to

GLOBAL INSTITUTE OF MANAGEMENT SCIENCES 5

STAGE 1: RECRUITMENT AND PLANNING

Number of contacts: Organization, nearly always, plan to attract more applicants

Types of contacts: it is basically concerned with the type of people to be informed

STAGE 2: STRATEGY DEVELOPMENT

• Make or buy employees

• Technological sophistication of recruitment and selection devices

• Geographical distribution of labor markets comprising jobseekers

• Sequencing the activities in the recruitment process

GLOBAL INSTITUTE OF MANAGEMENT SCIENCES 6

GLOBAL INSTITUTE OF MANAGEMENT SCIENCES 7

Screening of applicants can be regarded as an integral part of the recruiting process,

The purpose of screening is to remove from the recruitment process, at an early

GLOBAL INSTITUTE OF MANAGEMENT SCIENCES 8

STAGE 5: EVALUATION AND CONTROL

• Salaries for recruiters

• Management and professional time spent on preparing job description, job

• The cost of advertisements or other recruitment methods that is agency fees.

• Recruitment overheads and administrative expenses.

• Cost of overtime and outsourcing while the vacancies remain unfilled.

• Cost of recruiting unsuitable candidates for the selection process.

Sources of managerial recruitment:

Internal source External source

GLOBAL INSTITUTE OF MANAGEMENT SCIENCES 9

Promotions and transfers

GLOBAL INSTITUTE OF MANAGEMENT SCIENCES 10

Dependence of decreased employees

GLOBAL INSTITUTE OF MANAGEMENT SCIENCES 11

Professional or trade associations

Many associations provide placement services to its members. It consists of

It is a popular method of seeking recruits, as many recruiters prefer advertisements

Colleges, universities, research laboratories, sports fields, institutes, are fertile

GLOBAL INSTITUTE OF MANAGEMENT SCIENCES 12

Walk-ins, write-ins and talk-ins

They are useful in specialized and skilled candidates working in a particular

GLOBAL INSTITUTE OF MANAGEMENT SCIENCES 13

Radio, television and internet

Selection is a long process, commencing from the preliminary interview of the

GLOBAL INSTITUTE OF MANAGEMENT SCIENCES 14

• Reference and background