A

SUMMER INTERNSHIP REPORT

ON

“A STUDY ON RECRUITMENT AND SELECTION PROCESS”

In Partial Fulfilment for the Award of the Degree Of

BACHELOR OF BUSINESS ADMINISTRATION

(Three Years Full Time Regular Degree)

UNDER THE GUIDANCE OF: SUBMITTED BY:

Ms. Shalini Verma Khushi Mittal
(Assistant Professor) BBA 5th Semester
Roll No. 2102301043

Session: 2021-2024

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 ACKNOWLEDGEMENT

The successful completion of the project would not have been possible without the guidance and
support of many people. I express my sincere gratitude to Ms. SHILPA JETHLY, Branch
Manager, ZEPHYR VENTURES, for allowing to do my project at ZEPHYR VENTURES.
I thank the staff of ZEPHYR VENTURES, NEW DELHI for their support and guidance and
helping me in completion of the report.
I am thankful to my internal guide Assistant Professor Ms. SHALINI VERMA, for her constant
support and inspiration throughout the project and invaluable suggestions, guidance and also for
providing valuable information.
Finally, I express my gratitude towards my parents and family for their continuous support during
the study.

KHUSHI MITTAL

ROLL NO. 2102301043

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 DECLARATION

I, Khushi Mittal, hereby declare that the summer internship project report on "A Study of
Recruitment and Selection Process " with reference to "ZEPHYR VENTURES" prepared by me
under the guidance of Ms. SHALINI VERMA, faculty of QSB Department, Quantum University.

I also declare that this summer internship project report is towards the partial fulfilment of the
university regulations for the award of the degree of bachelor of Business Administration by
Quantum University, Roorkee, India.

I have undergone summer internship an industry project for a period of Eight Weeks.

I further declare that this report is based on the original study undertaken by me and has not been
submitted for the award of a degree/diploma from any other University / Institution.

Signature of Student

Place:

Date:

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 TABLE OF CONTENTS

SL. Number Contents Page Numbers

1 Executive summary

2 Chapter 1- Theoretical
Background of The Study

3
Chapter 2- Industry Profile &
Company Profile

4
Chapter 3- Research Methodology

Chapter 4- Data Analysis and

5 Interpretation

6
Chapter 5 - Summary of Findings,
Suggestion and Conclusion

7
Bibliography

8
Annexure

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 Executive Summary

During my internship I gained practical knowledge on how the human resource division of an
organization operates and coordinates its activities to ensure smooth functioning of the
organization at all levels by ensuring right numbers of people are available at the right time to do
the right job. Not only that I have also gained insight into the working culture of the organization
and observed how Zephyr Ventures handles its employees with value and empowerment to
ensure they are motivated to give their best to the organization.

The report starts with an organization profile of Zephyr Ventures giving its background, mission,
vision, its services, the hierarchy and organogram of the organization.

The next section comprises the project, Recruitment and Selection Process at Zephyr Ventures.
The project encompasses introduction to the topic, recruitment, selection, training and
development.

Each chapter contains detailed discussion of the HR functions followed by Organization Practice
at Zephyr Ventures which basically conveys how things are done in the HR Department.

The next part of the project carries out SWOT Analysis that touches upon strengths, weakness,
opportunities and threats to the organization followed by findings and recommendation on critical
factors regarding Human Resource Management of Zephyr Ventures. Finally there is the
conclusion followed by references.

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 Signature of Internal Guide Signature of HOD

1.1

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Introduction

I have select the topic of this report is “Recruitment and Selection Process at Zephyr Ventures”.

I tried to integrate my theoretical knowledge of HR and combine it with practical

examples as observed during my internship. I have tried to cover all the major functions of

Human Resource Management- recruitment, selection, compensation and benefits, training

and development and convey my understandings of the different functions of Human

Resource Management through this project. At the end of the report I have done a SWOT

Analysis on the HRM Practice of Zephyr Ventures followed by discussing critical points. I

have also tried to provide some recommendations based on my knowledge followed by the

conclusion which I gathered during my internship.

1.2 Scope of the Report

This report has been prepared through extensive discussion with company employees.

Prospectus provided by the event management company also helped in preparing the

report. At the time of preparing the report, I had a great opportunity to have an in depth

knowledge of all the human resource activities practiced by the Zephyr Ventures.

1.3 Objective of the Report

There have been some objectives set forward in doing this report so that it can be

determined what tasks have to be done. The objectives of the report are:

 To familiarize with the Zephyr Ventures, its operation and activities, management style and
endeavour to realised the gap between the theoretical knowledge with the real business world.

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  Analyse the current performance appraisal format & compensation.

 Identifying inherent problems associated with the format.

 Propose changes mainly in the guidelines, format and management philosophy by keeping
relevance with other processes.
 Employee Personnel practice.
 Developing Employees practices.

1.4 Sources of information

All the information incorporated in this report has been collected from primary sources as

well as secondary sources.

Primary sources:

 Interview with assistant manager of administration & HR-In Charge

 Operations manager and some other employees
 Discussion sessions with senior officers as well

Secondary Sources:

 Zephyr Ventures Event Management Company Annual Report

 Job description for each employees of Zephyr Ventures Event Management Company,
 HR Division.
 Performance appraisal format
 Performance appraisal guideline provided by the Human Resources division

1.5 Limitations

 Limitation of employment personal.

 Lack of practices in human resource management.

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  Human resources department was hesitant to provide information, because of difficulty in
accessing sensitive data and information.
 Non-availability of some previous statistical data.
 The term of the internship period is brief time whereas Human Resources Division is a vast area,
after doing the regular office works from 9:00 AM to 4:00 PM it is difficult to go through in
depth within this short duration of time.
 The secondary source of information was not enough to complete the report.
 Confidentiality.

1.6 LITERATURE REVIEW

 To understand the placement structure in ZEPHYR VENTURES and to study about the
further aspects of improvement.

 To understand what is the advertising techniques which should be used by ZEPHYR

VENTURES for the promotion of their courses.

 To study about the type of job needed in Corporates in respect to the ZEPHYR
VENTURES Courses.
 To find out the drawbacks in the development of ZEPHYR VENTURES academy.

1.7 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.
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 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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1.8 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
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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

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.

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xiv
 Chapter - 2
Industry Profile & Company Profile

Zephyr is a brand experience agency with a decade of shaping most exquisite events, experiences,
and itineraries. Zephyr is best known for consulting, organising and advisory services for creative
event production and design, venue sourcing, destination weddings, corporate event management. It
also specialise in travel management, public events, product launch and trade shows. It want to share
our zeal for innovation and knowledge with you and guarantee that your event creates an incredible
and lasting impact. It truly understand what it takes to deliver real life experiences and have an in-
house creative team that works to give life to your fancies. So, whether you’re looking for a stately
venue, customised travel, luxury accommodation or someone to manage your event, it tick all boxes.

2.2 Key facts about Zephyr Event Management Company:

Some important facts about Zephyr are given below:

Name of company Zephyr Ventures (Event Management Company)

Legal form Event management

Registered office R-1 Greater Noida 1, New Delhi-110048

Web page Contact@zephyrventures.com

Managing director Mr. Hitin Sethi

Company secretary Mr. Ishank Taneja

Auditor Ms. Kriti Ahuja

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2.3 ORGANIZATION VISION

Their vision statement is-

 To revolutionize the service industry and set standards that are challenging and
difficult to surpass.
 To make every event delightfully unique through creative vision, beautiful artistry
and unparalleled services.

2.4 ORGANIZATION MISSION

Its mission statement is-

Zephyr Ventures wishes to create memorable customer experiences. We aspire to provide
peerless customer service quality along with challenging ourselves to constantly strive to be
extraordinary. We partner in your quest for curating the event and produce the finest of its
kind.

2.5 THE VALUES:

 Customer Focus
 Reliability
 Teamwork
 Respect for individual
 Quality
 Responsible Citizenship

VENUE MANAGEMENT

With a diverse, global network of partners and industry connections, we can recommend innovative
solutions specific to your objectives, needs and preferences.

 Venue recommendations
 Site visits
 Rate and contract negotiation
 Venue logistics
 Insurance and licensing policies
 Floor plans
 Health and safety
 Security

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PRODUCTION

Working with trusted suppliers around the world, we’ll ensure all your production needs are taken care
of, overseeing everything from cost negotiations to pre- and post-event logistics.

 Audio
 Video and live streaming
 Lighting
 Staging
 Set design
 Furniture and décor
 Wi-Fi

GROUP ACTIVITIES & ENTERTAINMENT

Utilising our global network across a breadth of industries, we provide tailored experiences and
entertainment solutions to suit your objectives, clientele and location.

 Arts and theatre

 Gourmand
 Film
 Fashion
 Music
 Sport
 Travel and adventure
 Tailor-made

PROCESSES & REPORTING

We are committed to assisting in the smooth running of any event, large or small. We can
implement efficient processes and produce tailored reports to inform future decision-making.

 Cost forecasts
 Budget management
 Contact sheets
 Event run sheets
 On-site assistance
 Group travel reports

DESIGN & CREATIVE

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Zephyr Studio, our in-house creative agency, can elevate the look and feel of your event with
impactful concepts and premium design.

 Branding and identity

 On-site branding and décor
 Print design and production
 Digital design
 Merchandise concepts, design, and sourcing.

GROUP & EVENT TRAVEL

Working alongside Zephyr Travel, our in-house travel division, we can meet all requirements of
an event, providing strategic and cost-effective travel support.

 Transportation (flights, ground transportation)

 Accommodation across all property types
 Discounted corporate rates
 Advance room reservations
 Airline seats reserved at initial price
 Rooming list management
 Itineraries
 Exclusive accommodation benefits and amenities

2.8 Strategic objectives of Zephyrr Vertures:

 Zephyrr Vertures Event Management Company objectives are to carry out transparent and
high quality business operation based on market mechanism within the legal and
social framework spelt in their mission and reflected in their vision.
 Their greatest with qualitative business as a sustainable ever growing organization
and enhance fair returns to their shareholders.

xviii
  They are committed to their community as a corporate citizen and contributing
towards the progress of the nation as their corporate social responsibility.
 Their employees are the backbone. Zephyrr Vertures promote employees well
being through attractive compensation package, promoting staff morale through
training, development and career planning.
 Zephyrr Vertures strive for fulfilment of their responsibility to the government
through paying entire range of taxes and duties and abiding the other rules.

2.9 Customer Charter

 Zephyrr Vertures seek to build long-term, sustainable beneficial relationship with all the
customers based on the service-commitments and on their underlying values of mutual
respect, the pursuit of excellence and integrity in all their dealings.
 Primary concern is to understand and satisfy customer’s needs and expectations.
 Promise to use all means open to establish and understand these needs which are both
mutually beneficial and respect the values and principles in all aspects.
 Promise to deal quickly, courteously and accurately with all correspondence.
 Should disagreement arise between customer and company they undertake to seek a
speedy and equitable solution, which takes account of the rights and obligations, both
parties and is framed in the context of a long term and enduring relationship.
 Believe in openness, integrity, transparency and accountability and provide high
standard of services to the valued customers.

2.10 Organogram of Zephyrr Vertures:

The Managing director heads the management team of Zephyrr Vertures, Event Management
Company. Several management committees have been formed to handle and managing the operation.
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2.11 Organizational structure of Zephyr Ventures
Organizational hierarchy and Designations are in ascending order:

Chairman
Top Management Board of Directors
Managing Director

Vice–President / Head of Operations/ Chief

Event
Executive Level Management Officer
Senior Assistant Vice-President
Assistant Vice-President

Mid Level Management Manager

Associate Manager
Assistant Manager

Officer
Junior Level Management Junior Officer
Trainee assistant
Probationary Officer

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GOAL OF INNOVATIVE

RECRUITMENT CYCLE

2
2.12 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

2.13 The Policies Related to Recruitment and Selection Process

At ZEPHYR VENTURES the recruitment and selection policy has been named “Talent
Engagement Policy” and the company will recruit the required human resources through
policy.

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.

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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 ZEPHYR VENTURE’s
strategic and operational requirements.
• To attract talented and motivated people who will achieve and
contribute to the ZEPHYR VENTURES’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.
 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.

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  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.

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  Balance 70% of the amount will be given after the 1st performance
review of the candidate is over and on candidate getting at least

“GOOD” or equivalent rating in the review

1. RECRUITMENT AGENCY:

 The company is having written agreements with some of the agencies

formanpower 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.
SELECTION PROCESS AT ZEPHYR VENTURES:

STEP 1:

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 • 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.

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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.

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.

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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.

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

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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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 Chapter – 3
RESEARCH METHODOLOGY

3.1 INTRODUCTION

The research was done in order to understand the Recruitment and Selection Process
followed at ZEPHYR VENTURES 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.

3.2 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.

3.3 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.

3.4 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.

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 • 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.
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:

12
 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

1. Preparing the job description and person specification.

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

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

4. Arranging the interviews with the selected candidates.

5. 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

3.5 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)

13
 c. Changes in business location (are relocation often triggers the need for substantial
recruitment)
d. Promotions
e. Transfers

3.6 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.

3.7 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

14
 • 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.

3.8 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
• 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.

15
3.9 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.

3.10 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.

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

16
 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 centres
4. Private agencies and consultants
5. Education institutions
6. The press
7. Radio
8. Television

17
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 passes by,
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 Centres:

Most large towns have a job centre 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 centre 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

18
the fees charged, often between 18 and 22% of the annual salary of 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.

19
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 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.

20
 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.

3.11 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.
There must be sufficient number of applicants from whom the required number of
employees may be selected.

21
3.12 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.

3.13 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.

22
3.14 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 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.

3.15 Psychological Testing

Test is defined as a systematic procedure for sampling human behaviour

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 counselling employees if properly used psychological tests can be of
paramount importance for each of these purposes.

3.16 Classification of Tests on the Basis Of Human Behaviour

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

23
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.

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 interity
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

24
 occupation hobbies and recreational activities. They are useful in vocational
guidance and are assessed in the form of answers to a well prepared questionnaire.

3.17 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 for most organizations follow 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
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.

25
 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 behaviour 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.

3.18 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.

3.19 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.

26
 Chapter – 4
DATA ANALYSIS
OBSERVATION MADE DURING THE STUDY AND ANALYSIS OF
THE COMPANY POLICY

• 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.

27
 1) The recruitment and selection process of company meets the current legal
requirements.

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 favour 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.

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

28
 4% 2%

10 25
% Strongly agree
o
Agreee
No
Opinion
59
% disagree
e

Response Pattern Remark Percentage

Strongly Agree 13 25%

Agree 30 59%

no opinion 5 10%

Disagree 2 4%

strongly disagree 1 2%

Interpretation:

29
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.
2) Internal source is better for company

4% 2%
Response Pattern Remark Percentage
22 35
Strongly Agree 18 35%
Strongly Agree
Agree
Agree 19 37%
no
opinion
no opinion
37 11 22%
disagree
Disagree 2 4%

strongly disagree 1 2%

30
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 behaviour but sometimes company will not get right candidate.

3) External source is better for company.

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

Response Pattern Remark Percentage

Strongly Agree 2 4%

Agree 15 30%

31
 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 favour of this statement.
Observation:

From this question respondent are satisfied with the internal source but some are not
satisfied and they preferred external source.

4) I feel scarcity of manpower at my working place.

32
 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 fulfils 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.

5) I feel that the right job is being performed by the deserved person at
my working environment.

33
 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 recruited.
6) The employee’s competency matches with the job specification.

2
8
10 %
% 39 Strongly Agree
Agree
no opinion
41 disagree
%
strongly

34
 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.

35
Response Pattern Remark percentage

Strongly Agree 3 7%
Agree 4 9%

no opinion 22 49%
Disagree 15 33%

strongly disagree 1 2%

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

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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.

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:

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60% of respondent are in favour of the statement that they are satisfied with the employee’s
referral, this helps in getting known candidates as company knows the skill and behaviour
of the recruited. 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.

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.

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39
 Chapter – 5
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 updating 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 recruiter.

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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 behaviour but
sometimes company will not get right candidate.

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 Chapter – 6
CONCLUSION

At this moment, I have reached the end of this research on placement and policies in ZEPHYR
VENTURES. 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
ZEPHYR VENTURES 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.

6.1 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.

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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.

6) Depend on the application bank as the major source for the details of

the candidate for recruitment purpose. It should also consider other

sources which could provide them better options.

7) Follow up to be done to the newly engaged employees to ensure that

they have settled in and to check on how well they are doing. If they

have any problems it is better to identify them at an early stage rather

than allowing them to fester.

8) Internal job posting to be preferred to reduce cost of recruitment.

9) Organization should use social networking sites for creating pool of

good candid

43
 Bibliography
Books:

 K. Aswathappa, Human Resource Management, New Delhi, Tata McGraw Hill, 2010

 H. John Bernardin “ Human Resource Management”, Fourth Edition, Mc Graw Hill,2000.

 Angelo S Denisi , “Human Resource Management” ,Second Edition, Biztantra, 2005.

 GaryDessler, “Human Resource Management” Tenth Edition, Pearson Education, 2007,pg.

 no.423-530.

 C.R. Kothari, “Research Methodology Methods and Techniques”, Second Edition, New Age
International Publishers, 2004.

 Information from Company Policy Manual

 Abhishek Agarwal - EzineArticles.com Expert Author ❖ Recruitment and Selection by
 Duncan Brodie- EzineArticles.com Expert Author.

Journals & Articles:

 Articles by T.V Rao Learning Systems. ❖ Policies of CMC Ltd. ❖ Documents of CMC
Ltd.

Websites:

 www.cmcltd.com
 www.ask.com
 www.wikipedia.com
 www.hrgroup.com
 www.ppspublishers.com

 www.agi-glaspac.com
 www.management.org
 http://www.ssa.vic.gov.au

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 Annexure
Questionnaires for associates:

I am Ms. Khushi Mittal student of BBA- 3RD Year of Quantum University; Roorkee, and I
am doing project on RECRUITMENT AND SELECTION in the field of Human Resource
Department. I would be grateful if you could spare few minutes and answer the questions
below. The answer will be kept confidential and used for academic purpose only.

QUESTIONNAIRE [Kindly tick ( √ ) the options you think are right ]

1) The recruitment and selection process of company meets the current

legal requirements?
a) Strongly Agree b) Agree c) no opinion d) disagree e) strongly
disagree

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

a) Strongly Agree b) Agree c) no opinion d) disagree e) strongly
disagree

3) Internal source is better for company.

a) Strongly Agree b) Agree c) no opinion d) disagree e) strongly
disagree

4) External source is better for company.

a) Strongly Agree b) Agree c) no opinion d) disagree e) strongly
disagree

5) I feel scarcity of manpower at my working place.

a) Strongly Agree b) Agree c) no opinion d) disagree e) strongly
disagree

6) I feel that the right job is being performed by the deserved person at my
working environment.
a) Strongly Agree b) Agree c) no opinion d) disagree e) strongly
disagree

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

a) Strongly Agree b) Agree c) no opinion d) disagree e) strongly disagree

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 8) To what extent you are satisfied with the external source (job portals)
for recruitment process.
a) 0% b) 25% c) 50% d) 75% e) 100%

9) To what extent you are satisfied with the employee’s reference for
recruitment process.
a) 0% b) 25% c) 50% d) 75% e) 100%

10) To what extent the selection procedure followed for your recruitment is
suitable to your job.
a) 0% b) 25% c) 50% d) 75% e) 100%

THANK YOU

Date: Department:

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