INTRODUCTION

Acquiring and retaining high-quality talent is critical to an organization’s success. As the job market becomes
increasingly competitive and the available skills grow more diverse, recruiters need to be more selective in their
choices, since poor positive recruiting decisions can produce long-term negative effects, among them high training
and development costs to minimize the incidence of poor performance and high turnover which, in turn, impact staff
morale, the production of high quality goods and services and the retention of organizational memory. At worst, the
organization can fail to achieve its objectives thereby losing its competitive edge and its share of the market.

Human resource department plays a crucial role in this process. The backbone of any successful company is the HR
department, and without a talented group of people to hire, culture, and inform employees, the company is doomed
for failure.

Human resource is most valuable assets in the organization. Profitability of the organization depends on its utilization.
If there utilization is done properly will make profit otherwise it will make loss. To procure right man at right place
in right time, some information regarding job and job doer is highly essential. This information is obtained through
job analysis, job description and job specification. Without these recruitment will be unsuccessful.
A well planned and well managed recruitment will result in high quality applicants for the company. The recruitment
process should inform qualified individuals about employment opportunities, create a image of the company, provide
enough information of the jobs so that applicants can make comparison with their qualifications and interests and
generate enthusiasm among the best candidates so that they will apply for vacant positions.

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Human resource is most valuable assets in the organization. Profitability of the organization depends on its utilization.
If there utilization is done properly will make profit otherwise it will make loss. To procure right man at right place
in right time, some information regarding job and job doer is highly essential. This information is obtained through
job analysis, job description and job specification. Without these recruitment will be unsuccessful.
A well planned and well managed recruitment will result in high quality applicants for the company. The recruitment
process should inform qualified individuals about employment opportunities, create a positive image of the company,
provide enough information of the jobs so that applicants can make comparison with their qualifications and interests
and generate enthusiasm among the best candidates so that they will apply for vacant positions.

What distinguishes a successful company from unsuccessful one is the quality of manpower. The role of management
is to optimize the use of resource available to it. The role of HR is to incorporate the planning and control of manpower
resource into the corporate level plans so that all resources are used together in the best possible combination.
Managing people at work and control of human activities in employment is a function that must be performed in all
societies. It is essential in every type of employment for every occupation and every type of employed manpower.
Manpower management is essential in government as well as private employment under socialism or communication
in small business and in large.
Recruitment, as a human resource management function, is one of the activities that impact most critically on the
performance of an organization. While it is understood and accepted that poor recruitment decisions continue to affect
organizational performance and limit goal achievement, it is taking a long time for public service agencies in many
jurisdictions to identify and implement new, effective hiring strategies.

Recruitment is a process which provides the organization with a pool of potentially qualified job candidates from
which judicious selection can be made to fill vacancies. Successful recruitment begins with proper employment
planning and forecasting. In this phase of the staffing process, an organization formulates plans to fill or eliminate
future job openings based on an analysis of future needs, the talent available within and outside of the organization,
and the current and anticipated resources that can be expended to attract and retain such talent.

‘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 operative manpower is equally important and
essential for the orderly working of an enterprise. Every business organization/unit needs manpower for carrying
different business activities smoothly and efficiently and for this recruitment and selection of suitable candidates is
essential. Human resource management in an organization will not be possible if unsuitable persons are selected and
employment in a business unit.

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 SCOPE OF THE STUDY

1. The study is limited to the information given by the employees.

2. Meeting some of the top management associates in the senior cadre was difficult.

3. The study has been limited due to time constraint.

4. The study is limited based on the rules and regulations of the organizations.

OBJECITIVES OF THE STUDY

To get right person at right place and in right time, the organization should have the specific and clear policies and
recruitment and selection methods which are essential for the growth of the organization.

• To analyze the actual recruitment process in EMPHASIS WORLD PVT. LTD.

• To find whether the existing processes of recruitment and selection are taking place scientifically or not.

• To review the importance and needs of recruitment and selection process.

• State, explain and evaluate various methods of recruitment.

LITERATURE REVIEW
• To understand the placement structure in EMPHASIS WORLD Pvt. Ltd and to study about the further
aspects of improvement.

• To understand what is the advertising techniques which should be used by EMPHASIS WORLD Pvt.
Ltd. for the promotion of their courses.

• To study about the type of job needed in Corporates in respect to the EMPHASIS WORLD Pvt.
Ltd. courses.

• To find out the drawbacks in the development of EMPHASIS WORLD Pvt. Ltd. academy.

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Recruitment and Selection
By: - Duncan Brodie

The literature states about the problems faced by the organizations at the time of selecting the right candidate for a
particular position and the various ways the organizations can overcome these problems.

• Train those recruiting- It is necessary for the organizations to train those people who are involved in the
process of recruitment and selection, so that they take right decisions. They should be provided with
sufficient training so that they are confident about their decisions.
• Be clear on what you are looking for- If you are going to get the right person for the job, you need to be
clear on the skills, qualifications, experience, personal attributes and qualities that the right candidate
will have.
• Select The Most Appropriate Source for Securing Applicants- The key point here is to be sure you are
choosing the right place to advertise. Sometimes a local newspaper will work. At other times, you may
need to go to specialist publication or a recruitment consultant.
• Establish A Clear Framework For Short listing- The framework for short listing the candidate should be
clear to the recruiters and also to the candidates.
• Consider the Best Option for Selecting Candidates- In some cases you might just go for a traditional
interview and possibly add in a presentation. Otherwise the organization can adopt any other method of
which they are more confident.
• Remain Open Minded- Often people jump to conclusions about candidates within minutes. Remember
some of the best candidates might take a few minutes to get warmed up so don't discount people too
quickly.
• Be Professional- When interviewing you are representing your organization, its values, and beliefs.
Today's candidate if they don't get the job could be a customer or supplier in the future so give the best
impression you can.

• Give Feedback- Candidates takes good time in preparing themselves for the interviews therefore the
recruiters should also take out the time for giving them feedback whether they are successful or
unsuccessful candidates.

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Recruitment and Selection – Reasons for its Importance

By-: Abhishek

The literature states about the importance of the recruitment and selection procedure and how even a small mistake
at the time of selecting the candidate can harm the organization. Any successful business will have at its core efficient
and caring employees who have complete job satisfaction and a perfect fit for the jobs they are entrusted with. This
is not an easy task to accomplish and full credit goes to the selection and recruitment processes that the company has
in place. On the contrary, if these processes are not handled efficiently, the wrong sort of lethargic employee
appointments can prove fatal even to a well established business. It is of utmost importance for an employer to be
absolutely clear on what they expect an employee to be. The skills required for the job should be enumerated as
precisely as possible. Transferable skills which the company could use also deserve a mention. So the chances of
zeroing in on the right candidate increase greatly if the vacancy advertised is very specific as to the requirements. If
recruitment agency service is opted for by the employer, the agency or the consultant should get very precise
instructions from the employer. It is necessary that an exact framework for short listing applicants for a vacancy is
formulated in advance. This is the first step of the selection and recruitment process. This entails that the employers
are very clear as to what sort of qualifications and experience they expect to see on the CV of the potential employee.
The process of selection and recruitment needs to spell out very clearly the absolute requirements vis-à-vis
qualifications and qualities necessary to fill the vacancy. Based on this one can shortlist the candidate. The next step
is to take a decision on the number of interviews and/or presentation needed to finally select the employee. If the
employers give very concise and accurate description of what they expect the employees to be, the recruitment
consultant or the agency can choose a candidate very easily. The recruitment consultant or the agency also needs to
have knowledge of the employer’s in-built processes of selection of the right candidates. Finally, it is in the fitness
of things that a feedback is provided on the interview by the interviewer either to the applicant or the agency through
which he has come. Before proceeding with the interview which may or may not be followed by a presentation, the
interviewer on behalf of the company should have reached a decision as to what
package of remuneration he is
willing to offer to the right person. This is a very vital but easily overlooked point in the process of selection and
recruitment. The employers would do well to remember that the potential candidate would most definitely be sizing
up the prospective employer as well during the selection and recruitment process.

Behind every attrition there is recruitment! Whenever an employee leaves an organization without informing and
without giving notice or leaves the organization in the middle of the project it should be known that he or she is
joining some other organization. Many times the employees of the recruitment consultants are hired by their own
clients and are asked to join at a very short notice period. They are been told that “relieving letter” is not required and
some even offer incentives for early joining. There must be some guidelines and ethics for recruitment so that there
can be fair recruitment policies. There must be some ethical guidelines such as

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 a) Notice period must be served and nobody must be hired without relieving letter or providing proof of serving the notice
period.
b) Corporate should not hire anyone who has spent less than one year in his current organization. The logic is obvious.
Employees six months to begin their contribution and at least one year is required to recover recruitment process. More
importantly if somebody is hired who has worked less than a year with the current organization, that individual will
ditch in even shorter period.
c) Corporate should not head hunting from competition. They should advertise and encourage employees seeking change
to voluntarily respond to this advertisement.
d) Corporate should not bail out the prospective employee commitments such as employment bond etc.
These are some of the studies conducted earlier on the recruitment and selections.

ABOUT EMPHASIS WORLD PVT. LTD.

Recruitment is one of the most critical human resource functions for organisations. Attracting the right people, with the
right blend of skills and experience into the right jobs, and aligning this to the organization’s overall objectives is crucial to
organization success.

Whether the economic environment is booming, and attraction and retention of a talented and flexible workforce is essential
for competitive advantage, or is in a downturn and the survival of the organization depends on the productivity of staff, it
is essential that the recruitment function is clearly identified.

PROFILE OF COMPANY
Emphasis World is HRM firm which provide Human resource Solutions to our clients for PAN India location, services like Recruitment
service, Human Resource service, payrolls, HRM solutions etc.

The working forces of Emphasis World Pvt. Ltd. all play a significant role in the continuous progress of the company.
Hence it is essential to keep them motivated and keep their spirits high. The broad objective of the study was to provide the
working forces of Emphasis World Pvt. Ltd. with some new companies for student placement.
Therefore in order to have a deep knowledge and understanding about what should constitute the placement schemes for the working force;
a study was conducted (with the help of questionnaires)
100 students in “Right person for the right job” the basic principle in giving placements to the candidates.

EMPHASIS WORLD VISION

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Vision of our‘ s - To reduce the gap between candidate skills & knowledge and the industry needs by discovering competent
resources equipped with personality development and campus recruitment training along with professional etiquettes &
providing them the best possible opportunities to thrive in their career & explore the hidden talents also.

EMPHASIS WORLD MISSION

Emphasis Team is dedicated towards achieving 100% placements and leaves no stone unturned in preparing Recruitment
schedule of the year by inviting HR Teams of different corporate to ensure the smooth functioning of the Campus-
Recruitment process. The Entrepreneurship Development area also is encouraged & monitored with the view making Job-
Creators apart from Job-Seekers.

EXPERTISE:

SERVICES:
 RECRUITMENT, OUTSOURCING
 HEAD HUNTING
 TRAINING & DEVELOPMENT

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 CAMPUS RECRUITMENT, BULK HIRING
 DSA
 HR SERVICES
 CONTRACTUAL STAFFING

RECRUITMENT CYCLE

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 HR SERVICE PROVIDING SECTORS

✓ Banking / NBFC
✓ Manufacturing
✓ FMCG
✓ IT & Non IT
✓ Telecom
✓ Pharmaceutical
✓ Media & Entertainment
✓ Retail
✓ Insurance
✓ Trawl and Hospitality
✓ Education
✓ Real Estate and Construction
✓ BPO/ KPO
✓ E-Commerce
.

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 The Policies Related to Recruitment
and Selection Process
TALENT ENGAGEMENT POLICY:

The company is having a talent engagement policy which describes the approving authority for recruitment, selection
methods followed by the company. Talent engagement form attached as Annexure-1.

For all recruitment engagement of talents in the organization, the process shall be initiated through human potential
department (HPD) only. Group HPD is the process owner and shall be issuing the guidelines on this from time to
time.

The recruitment of new associates is based on the vacancies in the approved organization structure of the company.

For recruitment of any position in the organization, a manpower requisition duly filled in by the format shown in the
annexure-1 has to be sent by the department head. Based on the request, the HPD will initiate the process.

OBJECTIVES OF THE EMPHASIS WORLD’S RECRUITMENT AND SELECTION POLICY:

• To create sound procedure to appoint employees within the stipulations of the approved policy.
• To recruit, select and place competent and suitably skilled people who will contribute to the achievement of
the EMPHASIS WORLD’s strategic and operational requirements.

• To attract talented and motivated people who will achieve and contribute to the
EMPHASIS WORLD’s continued business success while enjoying long term carrier success.
• To recruit and select employees, but also to ensure the full utilization and continued development of human
resources.

• To ensure that all recruitment activities are handled according to best practice and professional guidelines. •
To create positive image of the company.

METHODS FOLLOWED BY THE COMPANY FOR RECRUITING ITS HUMAN RESOURCES:

1) INTERNAL JOB POSTING:

• Whenever there is a job opening in the organization, it would be posted internally for the associates to
apply.
• The applications will be short-listed based on the competency required for the position. The process of
inviting and screening resumes of external candidates would also be carried out parallel to it.

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 • The internal candidates would be screened first for the particular opening, in case no internal candidate is
found suitable for the particular position, the screened resumes of the external candidates would be used
for the recruitment process.
• There is no predefined time limit for which the internal vacancy would be posted; the duration for which
the vacancy would be posted would depend on the nature and criticality of the job.
• This policy is applicable to all the full time associates of the company who have completed one year of
service in the organization.

EMPLOYEE REFERRAL PROGRAM PROCESS:

• All the job opportunities with the required job and skill profile will be posted on the notice boards.
• The associates have to forward the CVs of the referral to the recruitment in-charge in the HPD department
of his perusal.
• Even if there are no opportunities available, associates can send in referrals, which will be kept in the
recruitment database.
• The candidate will be contacted directly if considered appropriate for the position. HPD/P&A will
however not be able to provide the associate a status update, and will also not be able to share information
of the interview details with the refereeing associate.

REWARD TO EMPLOYEES FOR REFERRING CANDIDATES:

If the referral candidate is selected (except in case of trainees), the concerned associate referring the candidate will
be eligible for a reward money equivalent to 5% of the CTC.(excluding PF, Superannuation &performance pay) of
the referral candidate. The amount will be discussed as mentioned below:

❖ 30% of the reward money will be paid soon after the candidate joins the organization. In case the candidate
leaves the organization before 6 months of his joining, the same will be removed from the referring associate.

❖ Balance 70% of the amount will be given after the 1 st performance review of the candidate is over and on

candidate getting at least “GOOD” or equivalent rating in the review

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1. RECRUITMENT AGENCY:

❖ The company is having written agreements with some of the agencies for manpower recruitment.

❖ Details of the position required, will be intimated to the agency through email/phone by the HPD.

❖ Based on the required, the agency will send the suitable profiles to HPD.

❖ The agency must guarantee the candidate for at least 3 months, if within 3 months the candidate resigns the agency
must provide alternate source with free of cost.

2) ADVERTISING :

Vacancy advertisement will be given in the reputed national news papers, based on the type of the vacancy. Generally
this method will be used only to recruit the senior management cadre.

3) RELATIVES OF ASSOCIATES:

Relatives of associates can work in the organization, the associate needs to declare in case of referring a relative for
a particular job position.

4) RE-JOINING OF EX-EMPLOYEES:

In general the organization does not encourage joining of ex-employees who have voluntarily left the organization
left the organizations to join back. However, in case an associate possesses exceptional skills and if the organization
feels that by joining, the associate would be adding tremendous value to the organization, the organization may
consider the associate for the required position upon approval of the VC & MD.

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SELECTION PROCESS AT EMPHASIS WORLD

STEP 1:
• The preliminary short-listing of candidates will be made by HPD/ P& A along with concerned departmental
head based on:
• Minimum qualification required

• Experience except (for fresher) STEP 2:

• Once the short-list is completed it will be return to HPD. HPD will inimate all the short- list candidate by
phone or email advising them of their interview date, venue, time etc.

STEP 3:

• The company is having a full-fledged “Talent Engagement Form” which should be filled by all the candidates
at the time of interview. This form contains all the details of the candidate i.e. his/ her family background,
qualification, experience details, references, salary particulars etc.
• The short-listed candidates will go through a selection process consists of all/ one combination of the
following based on the need.
• Written-test
• GD (in case of campus selection)
• Interview

INTERVIEW PANEL WILL CONSIST OF:

• Functional experts from within/outside the organization
• Department/ division head
• Representative from HPD/ P & A STEP 4:
• After 1st round interview, the interview panel short lists the candidates (if the no. Of candidates attended are
high compare to the available positions) for the final round interview.

STEP 5:
• HPD will conduct the referral verification of the selected candidate by consulting the references given by the
candidate at the time of the interview. If any complaints received against the candidate during referral
verification, that candidate will be ‘deleted’ from the selected list. If the candidate found good in referral
verification also, offer will be sent to the candidate.

‘Offer Letters’ will be sent to the selected candidates by HPD. After getting the letter the candidate has to
confirm his joining and accordingly confirmation must be sent to the HPD.

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STEP 6 (ON THE DAY OF JOINING)

• On the day of joining the candidates will be sent for Medical checkup, based on the cadre they have selected.
• The candidate must submit the following documents to HPD. HPD will verify these documents and will be
filed in the individual fie of the candidate.
• Acceptance of the offer of the appointment duly signed.
• Original education certificate along with one photocopy set for file copy( the original certificates will be
return immediately to the associates after verification)
• Relieving letter, in original from past employer- if applicable
• Last pay-slip, in original from previous employer , if applicable.
• Copies of service certificates of previous employers, if applicable.
• 4 passport size photographs.

All associates are required to open a saving bank account with company nominated bank.
Their salary and other re-imbursement would be credited directly to their bank accounts.

STEP 7:

ORIENTATION

To understand who’s who in the organization, functions of various departments and the work culture and induction
programme will be arrange to the new recruitee. The induction programme of the new employee will be circulated
to all the concerned departments. The main purpose of this program is to get:

• Knowledge about the organization ( history and present, vision and values)
• Knowledge about his/her job( roles and responsibility)
• Knowledge about relevant people • Knowledge about policies, systems and practices of the organization.

STEP 8:

COMMENCEMENT OF SERVICE:

Service of an associate will start from the day he/she reports to the duty in terms of appointment letter.

Associate who are joined below General Manager level has to be under probationary for 6 months from the date of
joining. After successful completion of the probationary period based on the recommendation of the concerned HOD,
associates will be taken in permanent roles.

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FITMENT OF TRAINEES:

The company recruits various categories of trainees from different educational backgrounds for pre- defined training
period. The company shall have no obligation to regularize the trainee in the regular roles of the company after
completion of the training period. The performance/ progress of the trainee will be evaluated every 3 months during
his/ her training.

OTHER HR POLICIES OF THE COMPANY:

The company is having other HR policies which are formulated for the benefit its associates as well as the company.

WORK LIFE POLICY: This policy explains the associates working days, time, attendance, dress code,
personnel data, and facilities to the employees at work place.

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 RESEARCH METHODOLOGY

INTRODUCTION

The research was done in order to understand the Recruitment and Selection Process followed at EMPHASIS
WORLD and the perception of the employees from all the cadres regarding it. To know how an organization performs
in terms of productivity and this should be directly proportional to quality and quantity of its human resource. In
order to get the right kind of people in right place in the right time the organization should have the specific and clear
personnel, policies and recruitment methods which are essential for the growth of the organization. Hence it was
necessary to conduct a research on the process.

SAMPLE SIZE

The sample undertaken to conduct research study consist of fifty people which is approximately one tenth of the total
strength working in the organization. The sample covered the employees from all the cadres, encompassing the senior
most officers to the workers. The sample was collected from all the departments of the organization.

TOOLS AND METHODS OF DATA COLLECTION

The primary method of data collection was the questionnaire method which was circulated to the sample undertaken
and the information was collected with its help. Also a general discussion with the employees helped to gain
information regarding the study. The secondary source used to collect data was the company’s policy manual which
contains the policy related to the topic.

LIMITATIONS OF THE STUDY:

Although attempt was made to gather all relevant information in connection to the study there were many
shortcomings and difficulties, which could not overcome.
• The research sample was limited to one tenth of the total employees hence the information gathered could be limited.
• The conclusions are derived from the response of the employees which are expected to be unbiased.

RECRUITMENT
Recruitment is an important part of an organization’s human resource planning and their competitive strength.
Competent human resources at the right positions in the organization are a vital resource and can be a core
competency or a strategic advantage for it. Recruiting the top talent for a job takes time and attracting the quality
candidates who have the knowledge and skills needed to help the company’s growth.

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Recruitment and selection are two of the most important functions of personnel management.
Recruitment precedes selection and helps in selecting a right candidate. ‘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 operative manpower is equally important and essential for the orderly working of an
enterprise. Every business organization/unit needs manpower for carrying different business activities smoothly and
efficiently and for this recruitment and selection of suitable candidates is essential. Human resource management in
an organization will not be possible if unsuitable persons are selected and employment in a business unit.

Meaning of recruitment

“It is the process of finding and attracting capable applicants for the employment. The process begins when new
recruits are sought and ends when their 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.

Recruitment refers to the process of attracting, screening, and selecting qualified people for a job at an organization
or firm.

Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the
interviews and requires many resources and time.

A GENERAL RECRUITMENT PROCESS IS AS FOLLOWS:

1) Identifying the vacancy:

The recruitment process begins with the human resource department receiving requisitions for recruitment from any
department of the company. These contain:

• Posts to be filled
• Number of persons
• Duties to be performed
• Qualifications required

2) Preparing the job description and person specification.

3) Locating and developing the sources of required number and type of employees (Advertising etc).

4) Short-listing and identifying the prospective employee with required characteristics.

5) Arranging the interviews with the selected candidates.

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6) Conducting the interview and decision making

1. Identify vacancy

2. Prepare job
description and person
specification 3. Advertising the
vacancy
4. Managing the
response

5. Short-listing

6. Arrange interviews

7. Conducting interview and

decision making

RECRUITMENT IS A CONTINUOUS PROCESS BECAUSE OF:

a) Staff departures (e.g. retirements, resignation )

b) Changes in business requirements (e.g. new products, markets, expended operations)
c) Changes in business location (are relocation often triggers the need for substantial recruitment)
d) Promotions
e) Transfers

OBJECTIVES OF THE RECRUITMENT PROCESS

• To obtain the number and quality of employees that can be selected in order to help the organization to
achieve its goals and objectives.

• It helps to create a pool of prospective employees for the organization so that the management can select
the right candidate for the right job from this pool.

• To induct the outsiders with new perspectives to lead the company.

• To recruit people whose skill fit the company values?

• To search for talent globally not just within the company.
• To device methodology for assessing psychological traits. • To anticipate and find people for positions
that does not exist yet.

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FACTORS AFFECTING RECRUITMENT:

• The size of the organization.

• The employment conditions in the community where the organization is located.

• The effects of past recruiting efforts which show the organization’s ability to locate and retain the good
performing people.
• Working conditions, salary and benefit packages offered by the organization.

• Rate of growth of the organization.

• The future expansion and production programs. • Cultural, economic and legal factors. However these
factors may be divided specifically as:

• Internal factors

• External factors
INTERNAL FACTORS:

• Recruitment policy of the organization

• Human resource planning strategy of the company

• Size of the organization and number of people employed

• Cost involved in recruiting employees

• Growth and expansion plans of the organization

• Company pay package

• Career planning and growth

• Quality of work life

• Role of trade union

EXTERNAL FACTORS:

• Supply and demand of specific skills in the labor market.

• Political and legal factors like reservations of jobs for specific sections of society etc

• The job seekers image perception of the company.

• Information system like employment exchange/ tele recruitment like internet. • Labor market conditions.
RECRUITMENT CHECKLIST:

• Before going to actual recruitment a checklist to be made which helps the recruiter till the end of the process.
• Whether the vacancy has been agreed by the responsible manager

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 • Availability of the job description

• What are the conditions of employment for the vacant position

• Whether the candidate specification been prepared

• Whether the notice of vacancy been submitted earlier

• Whether the job advertisement been agreed

• What arrangement have been made for drawing a shortlist of candidates

• Whether the interview arrangement have been made

• Whether offers letters been agreed and dispatched

• Whether rejection letters sent to the unsuccessful candidates

• Whether confirmation letter received from the selected candidate to whom offer letter has been sent.

RECRUITMENT POLICY:

In today’s rapidly changing business environment, a well defined recruitment policy is necessary for organizations
to respond to its human resource requirements in time. Therefore, it is important to have a clear and concise
recruitment policy in place, which can be executed effectively to recruit the best talent pool for the selection of the
right candidate at the right place quickly. Creating a suitable recruitment policy is the first step in the efficient hiring
process. A clear and concise recruitment policy helps ensure a sound recruitment process.

Most of the companies are having personnel policies for the organization. Recruitment policy is a part of the perssonel
policy. But before making the recruitment policy the organization must consider the government policies, personnel
policies of other organization, social responsibility of the organization etc.

SOURCES OF RECRUITMENT:

INTERNAL SOURCES: The most common internal sources of internal recruitment are
1. Personal recommendations

2. Notice boards

3. Newsletters

4. Memoranda
1) Personal References

The existing employees will probably know their friends or relatives or colleagues who could successfully fill
the vacancy. Approaching them may be highly efficient method of recruitment but will almost certainly offend
other workers who would have wished to have been considered for the job. To keep employees satisfied make
sure that potentially suitable employees are informed of the vacancy so that they can apply. Also anyone else who
is likely to be interested is told about it as well so that they can apply for the job.

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2) Notice Boards

This is the convenient and simple method of passing on important messages to the existing staff. A job
advertisement pinned to a notice board will probably be seen and read by a sufficient number of appropriate
employees at little or no cost. However many of the staff will probably not learn of the vacancy in this way either
because the notice board poorly located or is full of out dated notices that they don’t bother to look at it, as they
assume there is nothing new to find out. A notice board must be ensured that it is well sited. Wherever it is been
placed it should be certain that it is seen by every one. It means there must be equal opportunity to see to it and
this happens when they know that just important topical notices are on display. Attention must be paid to the
design and contents of the notice if it is to catch the eye and make the employee read on and then want to apply
for the job.

3) Newsletters

Many companies regularly produce in-house newsletters, magazines or journals for their staff to read. It is hoped
that latest company news sheet is read avidly by all staff thus ensuring that everyone is aware of the job
opportunity advertised in it. Unfortunately this is not always so, because it is sometimes not circulated widely
enough and employees may find it boring and choose not to read it. Newsletter can be utilized as the source of
recruitment if it is convinced that everybody will see a copy.

4) Memoranda

Possibly the best way of circulating news of the job vacancy is to send memoranda to department managers to
read out to the teams or to write all employees perhaps enclosing memoranda in wage packets if appropriate.
However it can be a time consuming process to contact staff individually, especially if there is a large work force.
It should also be kept in mind as to in which way the memorandum is phrased out so that the job appeals to likely
applicants.

EXTERNAL SOURCES

There are many sources to choose from if you are seeking to recruit from outside the company.
1. Word of mouth
2. Notices
3. Job centers
4. Private agencies and consultants
5. Education institutions
6. The press

21
 7. Radio
8. Television

1) Word of Mouth

Existing employees may have friends and relatives who would like to apply for he job. Recruiting in this way
appears to be simple, inexpensive and convenient. Never use word of mouth as a sole or initial source of recruitment
if the work force is wholly or predominantly of one sex or racial group. Also employing friends and relatives of
present employees may be imprudent because it is not certain that they are as competent as the current staff. 2)
Notices
Displaying notices in and around business premises is a simple and often overlooked method of advertising a job
vacancy. They should be seen by a large number of passerby, some actively looking for work. It can also be
inexpensive with a notice varying from a carefully hand written post card up to a professionally produced poster.
Pay attention to the appearance and contents of the notice if it is intended that it is applied by the right people.

3) Job Centers

Most large towns have a job center which offers employers a free recruitment service, trying to match their
vacancies to job seekers. Staff will note information about a post and the types of person sought and then advertise
the vacancy o notice boards within their premises. Job center employees can further help if requested to do so by
issuing and assessing application forms and thus weeding out those applicants who are obviously unsuitable for
the position. Short listed candidates are then sent out for the employer to interview on his business premises.

4) Private Agencies and Consultants

There are various types of private organization that can help to find the right person for a particular job.
Employment agencies exist in many town and cities. Some handle all general vacancies from junior unto
supervisory level while others specialize in various occupations such as accountancy, clerical or computer
personnel and marketing or sales. Since they maintain a register of job seekers, they initially attempt to find
applicants from this list. A short list will be drawn up by reading through applications and conducting interviews
on client organization’s behalf. Although fees vary, it is expected to pay around 10 to 15% of the annual salary
offered if a suitable person is found for the job. This will be partly refundable if he leaves within a certain period
of time. For temporary staff, it is normally charged on hourly, daily or weekly rate by the agency. They will then
pay the employee. Recruitment agencies are similar to employment agencies in the services that they offer. The
main difference is that recruitment agencies tend to operate at a higher level, concentrating on technical,
managerial and executive appointment. Accordingly, increased time, effort and expertise are needed to compile
a quality short list. This will be reflected in the fees charged, often between 18 and 22% of the annual salary of

22
 the staff recruited. Again a proportion of this may be refundable if the employees proves to be unsatisfactory and
subsequently departs.

It may sound impressive but suggests that they are simply pulling names from a register perhaps of dubious
quality and are not actively searching for and screening applicants properly. A good shortlist will take time to
compile. It must be ensured that the agency with which the organizations contracting must follow a good refund
system in case the new recruit resigns or needs to be dismissed shortly after joining. Also a free replacement
warranty up to six months must be provided by the recruiting agency. When employing an agency or consultant,
make sure that they know exactly what they are expected to do. A clear job description and employee
specification, must be provided so that they could screen by referring to the employee specification and so on.
Full up to date information about the job and person required. Supply all details and all instructions in writing to
avoid subsequent misunderstandings and disagreements.

The recruiting agency or consultant must be in touch with the client company throughout the recruitment process
to ensure that the agency is following the instructions and doing its job well. Also it must be ensured that they
are maintaining equality of opportunity and avoiding unlawful discrimination against applicants of a particular
sex, marital status or any racial group. All applicants should be judged solely on their ability to do the job.

5) Educational Institutions or Campus Recruitment

Those companies which require a steady intake of young person’s for new Youth Training to trainee management
positions ought establish and maintain close contact with colleges and universities. The advantage of campus
recruitment is, it is known that who the audience to be addressed are. Promotional literature in the form of posters,
broachers, catalogues; press releases and so on can be issued to the audience so that the company’s name remains
prominent and their student’s minds all the time.

6) The Press

Advertising for the new staff through the press has proved successful for many companies. Choose between local
newspapers, national newspapers and the magazines. All will put in touch with different audience. Local
newspapers, read by a large cross-section of the immediate population, may be most suitable if there is sufficient
talent in the area.

National newspapers, with their mass circulations and differing attitudes to news coverage appealing to various
tastes, could be better when looking out to fill the senior position.

Trade Magazines often under estimated as useful source of recruitment might be worth considering if looking out
to recruit someone for a specialized job which possibly requires previous experience of the particular industry.

Naturally there are some drawbacks to newspaper advertising. It is expensive in relation to other, often equally
good source such as job and careers centers, which advertise free. Other drawbacks of newspaper advertising
include a high level of wastage (the vast majority of readers will not be job hunting) and a short life span. The

23
 daily or evening newspaper is invariably discarded at the end of the day. A short series of advertisement incurring
extra expenses may sometimes be required and multiplying one advert by three or four starts to make this source
prohibitively costly. Trade magazines could be a better way of recruiting staff depending upon the circumstances.
Most will include employment advertisements within a classified section which will be read by a small but select
and interested number of people. There some disadvantages, however the financial outlay is still considerable. If
the magazine is published bi-monthly or quarterly, may have to wait sometime before the advertisement is seen.
It may be intended to fill the vacancy as soon as possible.

7) Radio

Many radio stations broadcast special job finders advertisements throughout the day for companies looking for
new recruits. Advertising through the radio has got many advantages as it will be transmitted to over a wide
geographical area to potentially large audience. Variety of age groups listens thus making it a suitable medium
for different types and levels of jobs. Advertisements can be broadcast very quickly sometimes within hours.
Nevertheless there are some disadvantages that must be considered carefully. As few have tune in to hear
advertisements and their thoughts invariably wander when they are on, or they may start station hopping to find
more music. The radio is also transient medium. An advertisement lasts for perhaps 30 seconds, which is a very
short period in which to put across all the important points, and is then finished. It is usually difficult to remember
(What was the company’s name? what was its phone number?) most listeners will not have a pen and pad handy
to make notes.

8) Television

You can advertise on a regional or national basis. Recruiting staff through the Television is still widely regarded
as a new and innovative approach. Companies which use this medium may therefore be seen as go-ahead and
dynamic. Thus, this medium may not be an immediate choice if there is only just one vacancy to be filled,
although shorter and expensive one month contracts could be negotiable and worth considering.

SELECTION
The selection procedure is concerned with securing relevant information about the applicant. This information is
secured in number of steps. The objective of selection process is to determine whether an applicant meets the
qualifications for a specific job and to choose the applicant who is most likely to perform well in that job.

The hiring procedure is not a single act but it is essentially a series of methods by which additional information is
secured about the applicant. At each stage facts, which came to light, make the acceptance or rejections of the
candidate clear. Some selection processes are quite easy and some with many hurdles this increases with the level
and responsibility of the positions to be filled.

24
Essentials of Selection Procedure

The selection process can be successful if the following requirements are satisfied:
1. Someone should have the authority to select. This authority comes from the employment requisition as developed by
an analysis of the work-load and work force.
2. There must be some standard of personnel with which a prospective employee may be compared i.e., a comprehensive
job description and job specification should be available beforehand.
3. There must be sufficient number of applicants from whom the required number of employees may be selected.

25
 PROCESS OF SELECTION

Selection

Preliminary screening interview

Completion of application or form if not done previously

Employment tests

Comprehensive interview

Back ground investigation

Final employment decision

26
Preliminary Interview or Screening

The initial screening is usually conducted by a special interviewer a high caliber receptionist in the employment
office. These interviews are short and are known as stand-up interviews. The main objective of such interviews is to
screen out undesirable/unqualified candidates at very outset. Such interviews conducted by someone who inspires
confidence, who genuinely interested in people, and whose judgment in the “sizing up” of the applicant is fairly
reliable.

Basic criteria that must be met for an application to be eligible for consideration. If these criteria are not met, there is
no obligation on the employer to consider such applications. The screening process therefore seeks to identify those
applications that meet the basic entry-level requirements applications that are therefore incomplete or do not meet
the basic appointment criteria are considered unsuccessful applications. In order to be fair and objective in the
screening of candidates, it is essential that a fixed set of valid criteria be applied in terms of each and every candidate
that applies for a position.

Certain conditions should be met in relation to the format and content of -

a) Application forms
b) Curricula Vitae (CV’s) and
c) All other relevant documentation.

What is the purpose of short-listing?

After having completed the screening process and eliminated those applicants that do not meet the basic requirements,
the next objective should be to identify a manageable size (pool) of applicants (a short-list) who are best suited to fill
the position successfully and from whose ranks the most suitable candidate(s) is/are to be selected. It is about
identifying a manageable pool of best suited candidates for a specific position, in the interest of the State, taking into
account Affirmative Action and Employment Equity objectives.

May short-listing be used to reduce a vast number of applications to a manageable size. As stated, the primary
objective of the short-listing process is to reduce the number of qualifying applicants to a manageable size for
purposes of selecting the most suitable candidate. A further objective with short-listing is to rank candidates, and to
determine a cut-off point below which candidates will not be interviewed. The criteria utilized for short-listing
purposes should therefore be in sufficient detail to allow for this and should be applied consistently.

Application Form

Application form is also known as application blank. The technique of application blank is traditional and widely
accepted for securing information from the prospective candidates. It can also be used as a device to screen the
candidate at the preliminary level. Many companies formulate their own style of application forms depending upon

27
the requirement of information based on the size of the company, nature of business activities, type and level of job
etc. they also formulate different application forms for different jobs, at different levels, so as to solicit the required
information for each job. But few companies in our companies in our country do not have prescribed application
forms.

Psychological Testing
Test is defined as a systematic procedure for sampling human behavior

Tests are used in business for three primary purposes.

1) For the selection and placement of new employees

2) For appraising employees for promotion potentials and
3) For counseling employees if properly used psychological tests can be of paramount importance for each of
these purposes.

Classification of Tests on the Basis Of Human Behavior

A. Aptitude or potential ability test

Such tests are widely used to measure the latent ability of a candidate to learn new jobs or skills. They will
enable us to know whether a candidate if selected, would be suitable for a job, which may be clerical or
mechanical. These tests may take one of the following forms.
a) Mental or Intelligence Test - measures and enables to know whether he or she has mental capacity to deal
with new problems.
b) Mechanical Aptitude Test - measures the capacity of a person to learn a particular type of mechanical wok.
This could help in knowing a person’s capability for spatial visualization, perceptual speed manual dexterity,
visual motor coordination or integration, visual insights etc.

c) Psychometric tests – these tests measures a person’s ability to do a specific job

B. Achievement test

Also known as proficiency tests they measure the skill, knowledge which is acquired as a result of a training
program and on the job experience they determine the admission feasibility of a candidate and measure what
he/she is capable of doing.

28
 a) Tests for measuring job knowledge – this type of test may be oral or written. These tests are administered to
determine proficiency in shorthand and in operating calculators adding machines dictating and transcribing
machines and simple mechanical equipment.
b) Work sample tests – demand the administration of the actual job as a test. A typing test provides the material
to be typed and notes the time taken and mistakes committed.

C. Personality tests

These tests aim at measuring those basic make up or characteristics of an individual which are non-
intellectual in their nature. In other words they probe deeply to discover clues to an individual’s value
system, his emotional reactions and maturity and motivation interest his ability to adjust himself to the illness
of the everyday life and his capacity for interpersonal relations and self image.
a) Objective tests – it measures neurotic tendencies self-sufficiency dominance submission and self-confidence.
These are scored objectively. They are paper and pencil tests or personality inventors.
b) Projective tests – it is a test in which a candidate is asked to project his own interpretation into certain
standard stimulus situation. The way in which he/she responds to these stimuli depends on his own values,
motives and personality.
c) Situation tests – these tests measures an applicant’s reaction when he is placed in a peculiar situation his
ability to undergo stress and his demonstration of ingenuinity under pressure. Such tests usually relate to
leaderless group situations, in which some problem is posed to a group and its members are asked to reach
some conclusion without the help of a leader.
d) Interest tests – these tests aim at finding out the types of work in which a candidate is interested. They are
inventories of the likes and dislikes of the people of some occupation hobbies and recreational activities. They
are useful in vocational guidance and are assessed in the form of answers to a well prepared questionnaire.

Interviews

Interviews are a crucial part of the recruitment process for most organizations. Their purpose is to give the selector a
chance to assess the candidate and to demonstrate their abilities and personality. It’s also an opportunity for an
employer to assess them and to make sure the organization and position are right for the candidate. An interview is
an attempt to secure maximum amount of information from candidate concerning his suitability for the job under
consideration.

The recruitment process ƒor most organizations ƒollows a common theme: Applications/CVs are received, either
online or by post; and candidates are short-listed and invited for interview. The interview format can vary
considerably and may include an assessment centre and/or tests. The number of interviews also varies. Some
companies are satisfied after one interview, whereas others will want to recall a further shortlist of candidates for

29
more. If successful at the final interview stage, an official job offer is sent to the candidate. Interview format is
determined by the nature of the organization, but there are various standard formats.
Chronological Interviews -These work chronologically through the candidate’s life to date and are usually based on
the CV or a completed application form.

Competency-Based Interviews -These are structured to reflect the competencies that an employer is seeking for a
particular job (often detailed in the recruitment information). This is the most common type of interview for graduate
positions today.

Technical Interviews - If a candidate has applied for a job or course that requires technical knowledge (e.g. positions
in engineering or IT) it is likely, at some stage in the selection process, that the candidate will be asked technical
questions or have a separate technical interview to test his/her knowledge. Questions may focus on the final year
project and his/her choice of approach to it or on real/hypothetical technical problems. It seen that the candidate
proves himself/herself but also they admit to what they don’t know.

Kinds of Interviews:
1. One to one interview: in this type of interview one selector interviews one candidate alone.
2. Informal interview: in this type there are discussions between the candidate and two or more interviewers.
3. Panel of interviews: in these pre planned standard questions ranging overall aspects of the job are asked. They focus
directly on elements of person specification.
4. Direct planned interview: this interview is straight forward, face to face, question and answer situation intended to
measure the candidate’s knowledge and background.

5. Indirect and direct interview: in this type of interview the interviewer refrains from asking direct and specific
questions but creates an atmosphere in which the interviewee feels free to talk and go into any subject he considers
important. The object of the interview is to determine what individual himself considers of immediate concern, what he
thinks about these problems, and how he conceives of his job and his organization.
6. Patterned interview: in this interview a series of questions which illuminates validated against the record of employees
who have succeeded or failed on the job.
7. Stress interview: in this interview the interviewer deliberately creates stress to see how an applicant operates in stress
situation. To induce stress, the interviewer responds to the applicant’s answers with anger, silence and criticism. This
interview aims attesting the candidate’s job behavior and level of withstanding during the period of stress and strain.
8. Depth interview: in this type of interview, the candidate would be examined extensively in core areas of knowledge
and skills of the job.

30
Background Checks and Enquiries

Offers of appointment are subject to references and security checks. The references given in the candidate’s
application will be taken up and a security check will be conducted. Security checks can take a while if the candidate
has lived abroad for any period of time.
Final Selection Decision

Those individuals who perform successfully on the employment tests and the interviews, and are not eliminated by
development of negative information on either the background investigation or physical examination are now
considered to be eligible to receive an offer of employment. Who makes that employment offer? For administrative
purposes the personnel department should make the offer. But their role should be only administrative. The actual
hiring decision should be made by the manager in the department that had the position open.

31
 DATA ANALYSIS
OBSERVATION MADE DURING THE STUDY AND ANALYSIS OF

• Initial interviews will be conducted at the area office by the concerned area manager.
• Sometimes screening will be done by telephonic interview which is conducted by the HR department in
corporate office.
• The candidate will be filtered based on merit and experience.
• The company is recruiting its manpower through consultancy also. The consultancy will be selected based
on the process used by them before sending the candidate to the company.

• The candidate will be selected based on the communication and their presentation at the time of interview.
Subject knowledge is also essential based on type of the vacancy.
• The time lag between recruitment and placing will be done within one month.
• Rejected candidates will be intimated and their profile will be kept in data bank for a period of 6 month.

32
 1) The recruitment and selection process of company meets the current legal requirements.

4
%
4 19
14 % %
% Strongly
Agree
Agree
no opinion
disagree
59
% strongly

Response Pattern Remark Percentage

Strongly Agree 10 19%

Agree 30 59%

no opinion 7 14%

Disagree 2 4%

strongly disagree 2 4%

Interpretation:

Near about 20% of the respondents are strongly agree with the statement that recruitment and selection process of
company meets the current legal requirements, and 60% are agree only so, total 80% of the respondent are in favor
that the process of recruitment & selection meets the current legal requirement.

Observation:

The process of recruitment & selection which is followed by the company is helpful to meet the company’s manpower
requirement.

2) Recruitment & Selection Policy of company is clearly stated.

33
 4% 2%

10 25
% Str gly gree
gree
pi i
disagre
59
% e

Response Pattern Remark Percentage

Strongly Agree 13 25%

Agree 30 59%

no opinion 5 10%

4%
Disagree 2

strongly disagree 1 2%

Interpretation:

The question was raised to know that employees are aware about the company’s recruitment & selection policy or
not. Near about 85% are agreed that the recruitment & selection policy is clearly stated and only 8% are disagree.

Observation:

So the recruitment & selection policy of company is clearly stated but it requires little bit change.
But the company policy should be updated time to time.

3) Internal source is better for company

34
 4% 2%

22 35 Strongly Agree
Agree
no
opinion
37
disagree

Response Pattern Remark Percentage

Strongly Agree 18 35%

Agree 19 37%

no opinion 11 22%

Disagree 2 4%

strongly disagree 1 2%

Interpretation:

As per the respondent response near about 70% are agree with the statement that internal source is better for company,
22% having no response and 6% are disagree with the statement.

Observation:

After analysis it is better to get the manpower by internal source as they are aware about that candidate skill and
behavior but sometimes company will not get right candidate.
4) External source is better for company.

35
 18 4
% %
30 Strongly Agree
Agree
no
40 8 opinion
% %
disagree

Response Pattern Remark Percentage

Strongly Agree 2 4%

Agree 15 30%

no opinion 4 8%

Disagree 20 40%

strongly disagree 9 18%

Interpretation:

Near about 55% are disagree with the statement that external source is better for company’s recruitment process and
about 34% are in favor of this statement.

Observation:

From this question respondent are satisfied with the internal source but some are not satisfied and they preferred
external source.
5) I feel scarcity of manpower at my working place.

36
 12%
10 Strongly Agree
%
Agree

43 25 no
opinion
disagree

Response Pattern Remark Percentage

Strongly Agree
5 10%

Agree 5 10%

no opinion 13 25%

Disagree 22 43%

strongly disagree 6 12%

Interpretation:

Near about 60% are disagree with this statement, means they are not feeling scarcity of manpower and Only 20% are
agree with this statement.

Observation:

This shows that HR department fulfills all the requirements of human resource in the organization as soon as required.
But as some are disagree with this statement means the recruitment process needs change.
6) I feel that the right job is being performed by the deserved person at my working environment.

37
 8 17
14 % Strongly Agree
%
Agree
18
% no opinion
43
disagree
strongly

Response Pattern Remark Percentage

Strongly Agree 9 17%

Agree
22 43%

no opinion 9 18%

Disagree 7 14%

strongly disagree 4 8%

Interpretation:

It is very important for any organization to recruit skilled manpower, to achieve its business target.
The question was raised to know the opinion that right job is performed by right person.
So 60 % are agree and near about 20% are disagree.

Observation:

This shows company is recruiting right candidate for right job but some respondent are disagree so selection process
need improvement and proper verification of recruitee.

7) The employee’s competency matches with the job specification.

38
 2

8
10 %
% 39 Strongly Agree
Agree
no opinion
41 disagree
%
strongly

Response Pattern Remark Percentage

Strongly Agree 1 2%

Agree 20 39%

no opinion 21 41%

Disagree 5 10%

strongly disagree 4 8%

Interpretation:

Nearly 45% are agree with this statement and 20% are disagree but surprisingly 40% gave no opinion this means they
are not aware about other competencies,

Observation:

This interpret ate that company’s recruitment process is helpful in getting right candidate for right job but as per of the
some respondent dissatisfaction the recruitment should be more filter. 8) To what extent you are satisfied with the
external source (job portals) for recruitment process.

39
 2
7
9
33 %
Strongly
Agree
Agree
no opinion
disagree
49
% strongly

Response Pattern Remark percentage

Strongly Agree 3 7%

Agree 4 9%

no opinion 22 49%

Disagree 15 33%

strongly disagree 1 2%

Interpretation:

some respondent are satisfied with the external source of recruitment ,It is observed that most of the candidates are
recruited through “Reference” or other internal source and about 50% have no opinion the external sources like job
portals, consultancies.

9) To what extent you are satisfied with the employee’s reference for recruitment process.

40
 14 20
%
Strongly
22 Agree
Agree
no opinion
4 40 disagree
% % strongly

Response pattern Remark percentage

Strongly Agree 10 20%

Agree 20 40%

no opinion 2 4%

Disagree 11 22%

strongly disagree 7 14%

Interpretation:

60% of respondent are in favor of the statement that they are satisfied with the employee’s referral, this helps in
getting known candidates as company knows the skill and behavior of the recruitee. But near about 35% are disagree
with the statement so, recruitment process need good external sources for recruitment process.
10) To what extent the selection procedure followed for your recruitment is suitable to your job.

41
 8
% 28
20
Strongly
Agree
4 Agree
%
no
opinion
40 strongly
% disagree

Response pattern Remark percentage

Strongly Agree 14 28%

Agree 20 40%

no opinion 2 4%

Disagree 10 20%

strongly disagree 4 8%

Interpretation:

Near about 70% of the candidates are satisfied with the selection procedure and this shows right person is in right job
but near about 30 % are not satisfied so this shows that selection process also needs some changes.

42
 FINDINGS AND INTERPRETATION

After a thorough study and discussion on the companies recruitment & selection policy, to know its effectiveness in the
organization a self designed questionnaire has been prepared to gather the views of employees.

The questionnaire contains 10 questions related to recruitment & selection topic. The questionnaire has been
distributed to 50 employees from various departments (HPD, Marketing, Legal (SCM), PNS, and Finance & Logistic)
and asked them to answer the questions by selection the given choices.

The responses of all the questions were summed up from all the answered questionnaires. These summed up responses
were calculated to derive the percentages to make the interpretation more meaningful, being represented in the form
of pie chart.
These are the findings:

1. The process of recruitment & selection which is followed by the company is helpful to meet the company’s
manpower requirement to some extent.

2. The recruitment & selection policy of company is clearly stated but no updation according to the company’s
objective.

3. Company is highly dependent on employee’s referral for higher position and for lower posts company
prefers job portals and outsourcing.

4. Company is recruiting right candidate for right job but some respondent are disagree so selection process
needs improvement and proper verification of recruitee.

5. Candidates are not timely informed for their selection and also for their rejection.

6. Too much time taken by the HPD in recruiting some important urgent posts.

7. Some respondent are satisfied with the external source of recruitment ,It is observed that most of the
candidates are recruited through “Reference” or other internal source and about 50% have no opinion the
external sources like job portals, consultancies.
8. After analysis it is better to get the manpower by internal source as they are aware about that candidate skill
and behavior but sometimes company will not get right candidate.

43
 CONCLUSION

At this moment, I have reached the end of this research on placement and policies in EMPHASIS WORLD Ltd. Now I
have an idea of how placement department in HR works. And how candidates are placed. I have also learned the
methodology by which client companies are contacted for placing the students. By research I also came to know that the IT
courses in EMPHASIS WORLD have high market demand in Corporates. Students are placed on daily basis. Now I am
having a clear ideology of approaching different companies for placement and the entire procedure of the placement
departments.
I have a deeper understanding of its logical design.

As a whole, it’s hoped that this paper work has introduced benefits in the placement procedure. May this research helps in
understanding students mind set in further development in the promotion and advertising of the company.

SUGGESTIONS
After concluding the study of the companies recruitment policy, interaction with some of the recruitment manager,
company associates and based on the responses received from the associates the following suggests are made to the
company for further improvement of the policy.

1. The organization should not majorly Clear job description is given to the candidates at the time of interview
itself, to avoid disappointment after joining.

2. The candidate should be informed in time whether they have been selected or not. There should not be any
delay in informing the candidate.

3. There should be reliability on external sources.

4. Recruitment feedback should be taken by the candidates to improve the recruitment process.

5. The employees should be called for the interview only after checking their educational qualifications and job
experience in a proper way so as to save the time and cost involved in the recruitment process.

44