SOURCING AND RECRUITMENT

IN MAPPLE BUSINESS SOLUTION

A Training Report
submitted in partial fulfilment of the requirements for

the award of the Degree of

BACHELORS OF BUSINESS
ADMINISTRATION
By

NAME: ABIRBHAV SARKAR

ROLL NO.: 20BC8672791

FACULTY OF BUSINESS MANAGEMENT & COMMERECE

2023
 DECLARATION CERTIFICATE

This is to certify that the work presented in the training

report entitled “SOURCING AND RECRUITMENT” in
partial fulfilment of the requirement for the award of
Degree of Bachelor of Business Administration of
Yogoda Satsanga Mahavidyalaya, Ranchi , Jharkhand is
an authentic work carried out under my supervision and
guidance.

To the best of my knowledge, the content of this training

report
does not form a basis for the award of any previous
Degree to
anyone else.

Date: (Guide’s Name &

Signature)

Department of Management
Yogoda Satsanga Mahavidyalaya,
Jharkhand.

Head
Department of Management
Yogoda Satsanga Mahavidyalaya, Jharkhand
 CERTIFICATE OF APPROVAL

The training report entitled “SOURCING AND

RECRUITMENT”, is hereby approved as a creditable
training report presented in satisfactory manner as
prerequisite to the degree for which it has been
submitted.

It is understood that by this approval, the

undersigned do not necessarily endorse any
conclusion drawn or opinion expressed therein, but
approve the training report for the purpose for
which it is submitted.

(Internal Examiner) (External Examiner)

 ACKNOWLEDGMENTS

Any job in this world, however tough cannot be

accomplished without the assistance of others. I
would hereby take the opportunity to express my
indebtedness to people who have helped me to
accomplish this task. With a deep sense of
gratitude, I once express my sincere thanks to
my project guide Prof. Bipul Dubey and other
teachers for their active support and continuous
guidance without which it would have been
difficult for me to sustain in this world. I would
also like to thank Sir, Mr Awesh Rawani for
providing me with the required data. I am very
much thankful to the whole consultancy for their
support and suggestions.

Abirbhav Sarkar.
 ABSTRACT

Project work in management is extremely important

for it gives a close view of the real business world
and bridges the gap between theory and practical.
For any BBA student who is striving to perform
outstanding, it is of paramount importance that
apart from theoretical knowledge one must also
gain practical knowledge which in turn widely
influences their conceptions and perceptions.

This project was undertaken towards the partial

fulfilment of the requirements of Yogoda Satsanga
Mahavidyalaya, Ranchi. This really provided me with
an opportunity to demonstrate my ability in applying
theory to practical business situations. The study
undertaken by me is Sourcing and Recruitment
(Mapple Business Solution). In this, I have tried to
perform my best. In these forthcoming pages an
attempt has been made to present comprehensive
report concerning different aspects of my project.
 INTRODUTION

Company history/ background

Mapple Business Solutions is a Global Management

Consultancy firm that serves leading businesses,

governments, non-governmental organizations and not-

for-profits. We help our clients making lasting

improvements to their performance and realize their

most important goals. Since opening the Ranchi office in

2013, Mapple Business has been one of the fastest

growing consultancy firms. The Mapple story continues

today by providing recruiting solutions, educational

support solutions, Event Management, Branding and

App Development in the specialty skill areas of clients

we serve.

Vision
Our vision is to be “the firm most respected by those we

serve.” To be our clients’ ’first Choice” and preferred

partner within our business segment.

Mission
Our mission is to be a nation’s best consulting firm in

matching demand for, and supply of our services to our

clients. To provide the best and most value-adding

advice of market issues and market strategies.

 Products/ Services

Recruitment & Staffing

Mapple roots in management consulting enable us to

bring a unique approach to recruitment. Its focus has
always been on middle and senior management talent
needs. It recruits across various industry segments for

multinational corporations as well as leading Indian

business houses and in the past 3 years, we are
successfully placed candidates to our clients. Mapple is
proud of its longstanding relationships in the industry
and the fact that 50% of its revenue comes from its
existing clients, which is a testimonial of happy clients.

Education
At Mapple, we guide and counsel students to select the
most suitable institutions and courses which would help
students maximize their potential in gaining higher
education overseas to build a promising and rewarding
career. We assist students open the gates of
opportunities for themselves and stand with pride with a
global qualification. We provide guidance in the
following areas: Management, Engineering, Medical,
B.Ed, Hospitality, Fashion, Animation ,Film &Television.
Branding & Promotions
Our promotion framework integrates advertising, sales
promotion, direct marketing, and publicity together to
launch a full-fledged promotion campaign that captures
audience pulse. Our promotional activities are meant to
fulfil several of your business goals like:

• Big increase in sales portfolio

• New product acceptance in the market
• Creation of huge brand equity
• Brand positioning in niche
• Competitive corporate retaliations
• Creation of a vocal corporate image

Event Management
Any event management company can help you choose
linens, organize catering or find a hotel for your event. It
takes a real partner to get to know your business,
understand your objectives, and design and deliver an
event that will help you achieve your goals. At Mapple,
we believe that each event is unique, with its own
objectives and challenges. We also know that in order to
deliver a successful event, you need an event
management partner that understands this. “
We believe
events are so much more than parties and

conferences. Events connect people, breed

innovation, build communities, and spark change.”

Market research
To grow a business, it is very important to keep oneself
updated with the industry trends. This not only gives us
a competitive advantage, but also gives us flexibility in
the business. To stay in the competition, it is very
important to strategies everything according to the latest
trend.

Website & Mobile App Development

3+ years of industry experience in Custom Website

Design & Development make us the partner to great

businesses. As a digital agency India, we have been

working on numerous business ideas and have

essentially changed them to successful online ventures.

From day one, creative minds at Mapple have dedicated

their time and passion to deliver result-oriented solutions

to global clients. We have dwelt in different business

sectors — be it business, education, healthcare, fashion,

real estate, online deals store. We consider every

project as unique & provide them with equal professional

attention. We create highly polished Android apps for

start-ups and enterprise clients. We also know a thing or

two about branding, websites, and user acquisition.

Our Process:

Discovery -Design -Develop- Deploy

-Deliver
EXECUTIVE SUMMARY

The human resource department is the most important

asset of an organisation the success and failure of an

organisation largely depends on the calibre of the

employees working in, without a positive and creative

contribution form the employee, an organisation cannot

progress and prosper.

In order to achieve the goals of an organization,

therefore, we need to recruit people with requisite skills,
qualification and experience. While, doing so we have to
keep the present as well as the future requirement of the
organization in mind. Recruitment is defined as ‘a
process to discover the sources of manpower to meet
the requirement of staffing schedule and to employ
effective measures for attracting that manpower in
adequate numbers to facilitate effective selection of an
efficient workforce. In order to attract people, an
organization communicates the positions in such a way
that job seekers respond. To be cost effective, the
recruitment process should attract qualified applicants.
Recruiters work on resumes by actively soliciting
qualified individuals for positions. A recruiter’s job
includes reviewing candidates’ job experiences,
negotiating salaries and placing candidates in agreeable
employment positions. Recruiters typically receive a fee
from hiring employers.
My research project deals with SOURCING &
RECRUITEMENT as carried out by VPS Consultants which
is a consultant HR firm. During the execution of project
and research I have studied and evaluated the souring
and recruitment process which was practiced in the
organization. This exposure gave me opportunity to have
an insight to their practical application. I was working
under the guidance of HR and was assisting her with the
work.
It was a great experience for me to learn and get a real
experience of working in a corporate environment.
OBJECTIVE OF the STUDY

Primary objective
To study the sourcing and recruitment process.

Secondary objective
To understand the process of recruitment in Mapple
consultancy.
To know the various sources of recruitment.
To understand different aspect of sourcing and
recruitment
To understand the various strategies in maple
consultant to higher candidates according to the
recruitment of clients.
To study the satisfaction level of clients with
management of maple consultants
SWOT ANALYSIS
SWOT analysis is a strategic planning method used to
evaluate the Strengths, Weaknesses, Opportunities and

Threats involved in a project in a business venture. It

involves specifying the objectives of the business

venture or project, and identifying the internal and

external factors that are favourable and unfavourable to

achieve those objectives. A SWOT analysis helps

elucidate strategic advantages. Strengths are attributes

of the person or company helpful in achieving the

objective, while weaknesses are attributes of a person

or company, harmful in achieving the objective.

opportunities are the external conditions, helpful in

achieving the objective(s) and threats are external

conditions which could do damage in the objective.

For the purpose of SWOT analysis, following
methodology was adopted:
A Self structured questionnaire was prepared and
industry persons were asked to fill it up.
• The questionnaire comprised a number of statements
related to Strengths, weaknesses, opportunities and
threats, which were identified on the basis of literature
review and informal discussion with the firms
Executives.
The respondents were asked to rate these statements
on the basis of 5 Point liker scale. The highest rank Five
was to be given to the most favoured statement and the
lowest rank one was to be attributed to the least
preferred statement.
The statistical tool used for the purpose of SWOT

analysis was Weighted Mean, Standard Deviation; and

software used was Microsoft Excel.

The Weighted Mean for every statement was calculated
on the basis of rates given by respondents and then
every statement was ranked according to Weighted
Mean in order of preference.
Strength Analysis
Highly skilled, English – speaking workforce.
.• Cheaper workforce
.• Lower attrition rate.
• Dedicated work force aiming at making a long-term
career in the fields
.• Round the clock advantage
.• Lower response time with efficient and effective
service
.• Operational excellence
.• Conductive business environment.

Weaknesses Analysis
•. The cost of telecom and network infrastructure is
much higher
.• Manpower shortage
.• Cultural difference
.• Feeble infrastructure
.• Marketing problem.
Opportunities Analysis
•Mapple Consultants translates into an enormous

business opportunity. With many Companies, looking for

the chance to outsource.

To work closely with nation and international
companies.
• Mapple Consultants should work closely with western
governments and assuage their concerns and issues.
• Mapple Consultants can be branded as a quality
recruitment firm destination rather than low
•cost destination.
• The major factor for establishing a business was
infrastructure. Now a days there is a paradigm shift to
locations where people are available easily.

Threats Analysis

• Changing in technology very fast.

• Workers have protested against policies of work
• Other recruitment firm’s destinations could have an

edge on the cost factor
• Slowdown of demand.
REVIEW OF LITERATURE
Introduction to the topic Sourcing and
Recruitment

Sourcing is the process of finding resumes within the

recruitment process. Recruiters, both third party and

corporate, need to find qualified candidates for their

open job orders, oftentimes with very unique or niche

work experience. Sourcing refers to the initial part of

recruiting (actually finding the candidates through a

variety of methods.) Some recruiters perform the

sourcing function through to placement; other recruiting

professionals specialize in only one aspect of the

recruitment cycle. Professional recruiters who specialize

only in the initial procurement of names and candidates

are called sources. Many larger companies and

specialist staffing firms employ teams of sourcing

professionals that concentrate only on the initial

procurement of candidates. The sourcers then “hand off”

the candidates to a different department of team of

recruiters which handle qualification, interview, and

placement.
Different ways of Sourcing
• Sourcing candidates through a recruiting database
Of course, many hiring authorities and recruiters (both
in-house and third-part) maintain their own recruiting
database of candidates. When these hiring authorities
and recruiters have a job order, they often automatically
check their own database first as a way of sourcing
candidates. Of course, the better your recruiting
applicant tracking system is, the more quickly you’ll find
the candidates you need.
• Sourcing candidates through social media
LinkedIn has become all the rage during the last several
years, as countless companies and recruiters have
added it to their talent sourcing strategy. They “camp
out” within the social media platform on an almost daily,
hoping to source high-quality candidates and then
recruit them. While it’s true that they also use other
social media platforms for sourcing, LinkedIn is most
definitely the most effective and most popular method of
sourcing candidates through social media.

• sourcing candidates through online job postings

It seems almost everybody does this, right? Well, while
just about every company does it, not all recruiters do.
There is still a contingent of search consultants that
refuse to add job posting boards and job board
integration to their candidate sourcing methods. One
reason is that online job postings usually attract active
job seekers but aren’t great passive recruiting strategies.

The latter are usually top performers at their current

employer, are busy and compensated well, and aren’t

even looking at online job postings.so, do job boards

really work? The effectiveness of this candidate sourcing

method depends on who you ask. In addition to

searching candidates that have applied to job board

postings, try a Google resume search. Many people,

especially in the tech space, will have their own

websites that frequently host an updated copy of their
resume.

Sourcing candidates via referrals

Now this is one of the old-school sourcing strategies for

recruiters that never actually get old. That’s because it’s

so darn effective. Organizations have official employee

referral programs whereby employees are paid a referral

bonus if they refer a candidate who is actually hired.

Recruiters also employ such methods of sourcing.

Offering a referral fee to candidates that suggest friends

or colleagues that are later placed successfully is a very

viable technique. The best place to find more candidates

like the one you just placed is to ask that individual who

they know.
Sourcing candidates from within the
organization
This is a technique that organizations often employ,

especially if they’re heavy into succession planning. Of

course, with this method, the organization does not need

the services of a third- party recruiter. That’s because

the talent is right there within the company. However,
the talent still needs to be convinced to make a move,

even though it’s with their current employer.

Sourcing candidates through a recruiter

network
We are currently in the midst of a “candidate’s” market.”

That means candidates have the upper hand in the

marketplace. That means the really good candidates are

interviewing with more than one company, they’re often

receiving multiple offers of employment, and they have

plenty of options from which to choose. On the other

hand, we have hiring managers and authorities who

never seem to find the candidate they want. A recruiting

network can provide a solution, since the recruiters

within the network share candidates and job orders.
Recruitment
Recruitment (hiring) refers to the overall process of

attracting, short listing, selecting and appointing suitable

candidates for jobs (either permanent or temporary)

within an organization. Recruitment can also refer to

processes involved in choosing individuals for unpaid

roles. Managers, human resource generalists and

recruitment specialists may be tasked with carrying out

recruitment, but in some cases public-sector

employment agencies, commercial recruitment

agencies, or specialist search consultancies are used to

undertake parts of the process. Internet- based

technologies to support all aspects of recruitment have

become widespread.
Process of recruitment
Recruiting employees whose talents are aligned with
business goals is critical to the success of an
organization. As such, human resources recruiters are
highly valued in virtually all organizations and
businesses. In simplest terms, human resources
recruiters develop and implement recruiting plans and
strategies designed to fulfill company staffing needs.
As part of a human resources team, recruiters (also
known as corporate recruiters and internal recruiters)
are responsible for leading the staffing efforts of a
company and building a strong workforce that adds to
the company’s bottom line. These highly skilled and
often equally highly educated HR professionals possess
knowledge of employment and labour law, have a deep
understanding of the organization and its staffing needs,
and possess strong interpersonal and communication

skills.
Most organizations view recruiters as being responsible
for the entire recruiting cycle. In other words, these
professionals are called upon to find potential
candidates, screen them, and recommend them for
placement. The process of recruiting may involve both
internal and external sourcing methods, thereby
requiring these HR professionals to be adept at
understanding where and how to locate candidates.
Process of recruiting

The process of recruiting is a creative one, as it involves

using both traditional and non- traditional resources and
a network of established contacts to identify and attract
talent. Resources often include community networking
events, job fairs, online sources, career fairs, and
advertising/marketing programs. Recruiting may also
involve headhunting, a term used to describe finding
candidates who are currently employed and convincing
them to change employers. The process of headhunting
is usually reserved for recruiters seeking to fill
professional and executive-level positions. However, a
recruiter’s role does not end with the discovery of
potential candidates. In fact, these HR professionals
must then engage in a number of subsequent activities:
Candidate Screening:
Recruiters are responsible for screening resumes to

determine which candidates meet the minimum

requirements. Recruiters then move chosen candidates

on to the next step in the hiring process.

Interviewing:
In some organizations, recruiters are responsible for
conducting initial interviews, which are then used to
narrow the number of potential candidates who will be
interviewed by the hiring manager. Often times,
recruiters will set up interview appointments between the
chosen candidates and the hiring manager.

Reference and Background Checks:

After interviews have taken place and the hiring
manager expresses an interest to hire a candidate, the
recruiter is often called upon to coordinate the reference
and background checks. Recruiters are often
responsible for conducting reference checks by verifying
employment information and contacting the professional
and personal contacts provided by the candidate.
DAILY JOB DUTIES OF HR RECRUITING
SPECIALISTS

The recruiting, interviewing, and screening

responsibilities of HR recruiters can be further broken

down by daily job duties, which include:

• Partnering with hiring managers to determine staffing
needs
• Screening resumes
• Performing in-person and phone interviews with
candidates
• Administering appropriate company assessments
• Performing reference and background checks
• Making recommendations to company hiring

managers
• Coordinating interviews with the hiring managers
• Following up on the interview process status
• Maintaining relationships with both internal and
external clients to ensure staffing goals
• Completing timely reports on employment activity
• Conducting exit interviews on terminating employees
Staffing Agency recruiter responsibilities
includes:
• Conducting intake meetings with clients to agree on

qualification criteria for candidates Publishing job ads on

careers pages, job boards and social media

• Sourcing and contacting passive candidates online
(eg. via LinkedIn).

Job brief
Staffing Agency Recruiter are responsible to source,

interview and select qualified job candidates for their

clients. Staffing Agency Recruiter responsibilities include

placing job ads in various online channels, evaluating

applications and providing shortlists of qualified

candidates based on established criteria. To be

successful in this role, they should have experience

filling a variety of jobs for different departments and

seniority levels.
Ultimately, they help their clients reduce time to hire by
providing high-quality candidates in a timely manner.
Responsibilities
•Conduct intake meetings with clients to agree on
qualification criteria for candidates Publish job ads on
careers pages, job boards and social media
• Source and contact passive candidates online (eg. via
LinkedIn, naukri.com)
• Network with candidates offline during job fair
• Screen resumes and job applications
• Interview candidates and provide shortlists of qualified
potential hires
•Update clients on hiring status (e.g. number of
screened candidates) Prepared candidates before
interviews with clients
• Create talent pipelines with high-potential candidates
for future job opportunities
• Keep detailed records of past applicants’ information,
including resumes, assignments and
• interview evaluations Manage a portfolio of clients and
maintain good relationships with them.
REQUIREMENTS
•Proven work experience as a Staffing Agency
Recruiter, Recruiter or similar role ability to manage the

first hiring stages (job posting, sourcing, screening,

interviewing)
• Experience with various interview formats, including
phone screening calls, in-person
• interviews and group interviews Experience evaluating
candidates for various roles and seniority levels
• Knowledge of resume databases and Applicant
Tracking Systems
• Excellent communication and relationship-building
skills
• Solid organizational and time-management abilities
• BSc in Human Resources Management,
Organizational Psychology or relevant field.
Research methodology
Research Methodology Research methodology is simple

framework or plan for the study that is as guide in

collection and analying the data. It is the blue print that

is followed in completes the study. Thus, good research

methodology ensures the completion of the project

efficiency and effectively since there are many aspect of

research methodology, the line of action has to be

chosen from the variety of the alternative, to choose the

suitable method through the assessment of various

alternatives.
Research methodology gives the researcher and
opportunity to put forward his argument for having opted
for certain alternatives and also at the same time he can
justify his ruling out some other possibility likes. Why
research study has been under taken, how the research
problem has been formulated what data has been
collect what particular technique if analyzing the data
has been used and lot of similar type question are
usually answered when we talk of research problem in
study.
Method of data collection

1. PRIMARY DATA
2. SECONDARY DATA
Primary data may be described as those data that
have been observed and recorded by the
researcher for the first time to their knowledge. It is
called primary data.
Collection of primary data (questionnaire method)

Secondary data are statistics not gathered for the

immediate study at hand but for some other
purpose. They may be describing as those data that
have been compiled by some other agencies other
than the user. The secondary data are those which
have already been collected by someone else and
which have already been passed through the
statistical process.
Collection of secondary data (Libraries, Books,
Websites, Brochures).
 Research Design
A research design is a simply the frame work or

plan for a study that is used as a guide in collecting

and analysing the data. It is blue print that is

followed in completing a study.

Probability sampling
Probability is which each and every unit of universe

of population has equal chance to include in the

sampling. Simple random

• Multistage
• Cluster
• Area
• Sequential
Non-Probability Sampling
The non-probability sampling is each and every
unit have doesn’t equal chance to including in the
sampling. Judgment
• Snowball
• Convenience
Sample
The small part of population is called sample.
Sampling
Sampling is a process, techniques by which find the
sample. Sample is a result of sampling. Sampling is
significant because it safe time and money etc.
Sample unit
All those unit, which are under the study for providing

constitution that it sampling unit.

Sample size
The sample size means total number of sample unit
includes in the sample size and gathering information to
another people.

Table data interpretation

Sample technique Convenience sampling

Sample size 50
Sample areas Delhi
Sample unit Candidates and clients
Primary data Responses through
questionnaire
Secondary data Websites
Magazines
Brochures, pamphlets
Question 1. What are the sources used for recruitment in mapple
consultants?

No. of In
Sources respondents percentage(%)
Facebook 5 10
LinkedIn 15 30
Job portals 30 60
Others 0 0
Total No. of 50 100
responses

160
140
120
100 Series7
80

Series6
60

40
Series5
20 Series4
0
Series3
Series2
Series1

Interpretation- above chart shows the various sources form from

where recruiters find candidates at mapples. Mostly they use job
portals like naukri.com and then LinkedIn and face book the
respectively.
Question2. Are the clients happy with the recruitment services of
mapple?

No. of In
Options respondents percentage(%)
Strongly Agree 20 40
Moderately Agree 18 36
Disagree 10 20
Can't say anything 2 4
Total No. of
50 100
responses

160
140
120
100 Series7
80

60
Series6
40
Series5
20
Series4
0
Series3
Series2
Series1

Interpretation- it shows the response of client towards the services

of mapple. The option provided strongly agree, moderately agree,
disagree, can’t say anything on the basis of which clients shows
there response accordingly.
Question3. Do Mapple recruiters take any technological support for
the process of recruiting?

No. of In
Responses respondents percentage(%)
Telephone 20 40
Video conferencing 15 30
Online supports 10 20
Others 5 10
Total No. of 50 100
responses

250

Total no. of respondents

200

150
others

100

Online supports
50

0 4
1 2 3 5 6 7 8 9

Interpretation-according to above graph, telephone

is used more for recruitment purpose by mapple
consultants.
Question4. Does Mapple consultant helps your company in finding

the right candidate for the right job?

No. of In
Responses respondents percentage(%)
Strongly Agree 20 40
Moderately Agree 20 40
Disagree 10 20
Can't say anything 2 4
Total No. of
50 100
responses

250
Total no ofrespondents

200

150 Cant say anything

100

disagree
50

0
1 2 3 4 5 6 7 8 9 1011

Interpretation- above information shows that clients

believe that Mapple consultant helps in finding the

right candidate for the right job.

Finding of the Study
•According to the survey, major sources of

searching candidates are online portals

(naukri.com), LinkedIn etc. used in Mapple.

• Mapple consultants work as a middleman
between candidates and companies
• More than 60% candidates and clients are
satisfied with the work of Mapple consultants
• Mostly clients are satisfied with the price charged
from them
• Candidates find their service of recruitment
satisfactory and in well processed way
• In comparison, services provided by Mapple
Consultants are better than the competitors.
SUGGESTION AND RECOMMENDATION

• Time management is very essential and it should

not be ignored at any level of process
• Recruitment policy can be better than current
policy
• Walk in should be entertained
• Communication, personal and technical skills
need to be tested for employees.
• Telephonic interviews are usually biased
• Employees should be more active towards follow
ups of candidates
LIMITATIONS
• Time has been a major constraint throughout the study.
• Sample size for the survey is small as compared to

customers in the study, therefore there

• Will be scope for deviation from the actual facts. Few
questions are not answered biased by the respondents
• Certain factors may not be taken into consideration due to
which the conclusion drawn
• May not be absolute.
CONCLUSION
After the completion of this project and based on the

responses of the respondents, we can conclude that the

clients and candidates are more or less happy with the

current recruitment service of Mapple consultants.

However, they would welcome a few changes in the

procedure. The main aim of recruitment is to provide

best suitable candidates within a short period of time to

their clients. So that they can meet their requirements of

manpower with a less cost and in short time.

Recruitment firms are the best and cheapest form of

recruiting candidates for a company. And also

considered as time saving procedure. Candidates also

prefer consultancies for finding the right jobs where they

are quite satisfied with the recruitment services provided

by Mapple consultancy. Mapple Consultants is achieving

their goal of providing best services to its clients and

candidates and growing with a rapid speed in this

sector.
BIBLOGRAPHY
There was extensive need and flow of information while

conducting the analysis as well as while writing report, which

was gathered through various sources, listed below:

BOOKS-
S.N Maheshwari “Human Resource Department”
S.Subha Rao “Human Resource Development’
WEBSITES
www.google.com

www.mapplebusinesssolutions.in

www.scribed.com
ANNEXURES

Question 1: What are the sources used for recruitment in Mapple

consultants?
Question 2: Are the clients happy with the recruitment service of
Mapple?
Question3: Which type of services would clients like to take?

Question4: What is the result of recruitment service done by Mapple

Consultants for candidates?
Question5: Do Mapple recruiters take any technological support for the
process of recruiting?
Question 6: How would you rate services of Mapple Consultants?

Question7: Are you happy with the price charged by Mapple consultants
for the services?
Question8: Does Mapple consultants helps your company in finding the
right candidate for the right job?
Question9: Does Mapple provide a right platform for the candidates in
finding the right job?
Question10: How would you rate the Mapple Consultants?