Ignou Project

A PROJECT REPORT ON
“STUDY OF RECRUITMENT AND SELECTION

PROCESS IN IT SECTOR”
SUBMITTED TO IGNOU FOR CONTINUING EDUCATION IN FULFILLMENT OF 2 YEARS

MBA COURSE OF OPERATIONS MANAGEMENT
(Approved by UGC AICTE of India)
ACADEMIC SESSION
(2022-2024)
Submitted by –
ENROLLMENT NO.- 2200983672

NAME- POOJA KUMARI
CONTACT- 6200043711
EMAIL- poojaamba30@gmail.com
BRANCH- MBA- OPERATION MANAGEMENT
1
DECLARATION
I hereby, declare that the Project Report entitled “Study of Recruitment and
selection process in IT sector” which is submitted to NMIMS Global Access
School for Continuing Education in partial fulfilment of the Requirement for the
award of the correspondence degree of Post Graduate Diploma in Business
Management is an authentic record of my original work and all the conclusions
are based on the information collected by me.
Place: PATNA POOJA KUMARI

Date:
2
ACKNOWLEDGEMENT
"It is impossible to prepare a project report without the help, support &
encouragement and involvement of other people. This project report is also
follows the same".
I want to express my genuine gratitude and obligation to all the people who
have supported me in this endeavour right at the beginning of this report. I
would not have advanced the project without their active direction, assistance,
cooperation, and encouragement.
It was a great pleasure for me to undertake this project.

I feel highly doing the project report- " Study of recruitment and selection in
IT sector".
First of all, I extend my gratitude to IGNOU for giving me this opportunity.
I would like to express my deep sense of gratitude and indebtedness to Mr

Sunny Suman software developer in Wipro for his invaluable support,
encouragement, suggestions and guidance from the early stage of this research
project and for providing me with the extraordinary experiences throughout the
project work.
Last but not the least, I also acknowledge with a deep sense of reverence, my
gratitude towards my parents who always supported me morally as well as
economically and all my friends who helped me to complete this project
report.
3
PREFACE
Human resources are the most valuable assets for any organization. Without
people, any high performing organization does not exist. People can make or
break the fortunes of a business by making a difference. In today's highly
competitive business environment, it becomes very critical to place the right
people in the right position for the success of any organization.
An effective recruitment and selection decision is very important for the

organization organizations success as it is the vehicle for acquiring the best
talent to fit the job requirements and contributes remarkably towards the
organizational effectiveness. Effective recruitment and selection decision
enables an organization to have performing employees who are satisfied with
their jobs; therefore they can positively contribute to the organization.
On the other hand, ineffective recruitment and selection process will result in
mismatches in hiring people skills, which can hurt an organization.
Organizations will post productivity if there is a bad hire because the hired
employees can't do their job effectively, that ultimately down the employee's
morale. One of the worst sequences of ineffective recruitment and selection
decisions is the waste of time and money invested in the recruitment process
and training a wrong hire can also be expensive. Therefore having an effective
recruitment and selection process is very necessary to step forward towards
organizational excellence and a cost-control mechanism is also equally
important.
Hence, the study researches the scope of the span of recruitment methodology
followed in the IT sector towards developing a unique model. The
recommendation would decrease the recruitment costs and time, and help the
organization in achieving the overall effective interests.
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TABLE OF CONTENTS -1
SR.NO TITLE PAGE NO.
1 EXECUTIVE SUMMARY 9-10

2 INTRODUCTION 11-38
3 OBJECTIVES OF THE PROJECT 39-40
4 SCOPE OF THE PROJECT 41-43
5 INDUSTRY PROFILE 44-48
6 COMPANY PROFILE 49-56
7 REVIEW OF LITERATURE 57-65
8 RESEARCH METHODOLOGY 66-68
9 DATA ANALYSIS 69-80
AND
INTERPRETATION
10 FINDINGS 81-82
11 CONCLUSION 83-84
12 RECCOMENDATION 85-86
13 BIBLIOGRAPHY 87-88
14 ANNEXTURE 89-92
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2. INTRODUCTION
SR.NO PARTICULARS TABLE & PAGE

CHART NO.
NO.
1 Recruitment and selection introduction 2.1 12-13
2 Recruitment definition 2.2 13-14
3 Forms of recruitment 2.3 14-15
4 Types of recruitment need 2.4 16
5 Purpose and importance of recruitment 2.5 17
6 Objectives of recruitment 2.6 18
7 Steps in recruitment process 2.7 19-20
8 Process of recruitment 2.8 21-22
9 Sources of recruitment 2.9 23-26
10 Advantages and disadvantage of 2.10 27-28
internal source of recruitment
11 Advantages and disadvantage of 2.11 28-29
external source of recruitment
12 Factors Influencing Recruitment 2.12 30-32
13 Selection 2.13 32-33
14 Process of Selection 2.14 33-37
15 Difference between recruitment and 2.15 38
selection
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9. DATA ANALYSIS AND INTERPRET
SR.NO PARTICULARS TABLE PAGE

& NO.
CHART
NO.
1 FORM OF RECRUITMENT AND 9.1 70
SELECTION
2 SOURCES USED IN RECRUITMENT 9.2 71
AND SELECTION
3 EXTERNAL SOURCE USED 9.3 72
IN RECRUITMENT
4 PERCEPTION OF EMPLOYEES 9.4 73
TOWARD RECRUITMENT PROCESS
5 APPROACH OF MANAGEMENT IN 9.5 74
THE RECRUITMENT PROCESS
6 METHOD USED DURING THE 9.6 75
SELECTION PROCESS
7 MANAGEMENT APPROACH IN 9.7 76
VERIFICATION DURING THE
SELECTION PROCESS
8 PERCEPTION OF EMPLOYEES OF 9.8 77
THE SELECTION PROCESS
9 RECRUITMENT AND SELECTION 9.9 78
PROCESS USED FOR DIFFERENT
GRADES OF EMPLOYEES
10 HR PRACTICES IN THE COMPANY 9.10 79
11 HR POLICY OF THE COMPANY 9.11 80
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1.
EXECUTIVE SUMMARY
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Executive Summary
Human resource management involves all management decisions and practices

that directly affect or influence the people or human resources, who work for
the organization. An organization can achieve its goals through its human
resource, so the management of human resources is very necessary for an
organization to achieve success.
The management of the human resource is carried out by the human resource
department. The main task of the HR department is to maximise employee
productivity and also prevent the organization from any issues that may arise
within the workforce. The objectives of the Human Resource Department are
Human Resource Planning, Recruitment and Selection, Training and
Development, Transfer and Promotion, Career Planning, Performance
Appraisal, Risk Management and so on. Every objective of HRD requires
proper planning, special attention, and good implementation.
Human resource planning is a systematic process of determining the

organization’s future workforce requirements. The main objective of human
resource planning is to fill vacant job positions, meet organizational goals in the
given time, and achieve the desired level of performance by recruiting the right
kind of people. Human resource planning helps the organization to ensure that
the right people with the right skills are placed at the right job position at right
time.
Human resource planning is an essential part of every organization to ensure the

availability of human resources for carrying out different organizational
activities. It addresses the problem of labor surplus and shortage in the
organization. Hence it is a vital ingredient for the success of the organization in
the long run. Shortage of skills and the use of new technology are putting
considerable pressure on how employers go about recruiting and selecting staff.
Therefore, it is recommended to carry out a strategic analysis of the recruitment
and selection procedure. Also, identification of training needs is necessary after
the selection process.
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The meaning of the word “RECRUITMENT” comes from the FRENCH word
“RECRUIT” which means to enroll somebody, to levy(charge), to hire for
money. Recruitment refers to identifying, attracting, screening, shortlisting, and
interviewing, Suitable candidates for jobs (either permanent or temporary)
within an organization.
Recruitment is the first step in building an organization's human capital. At a

high level, the goals are to locate and hire the best candidates, on time, and
within budget.
There could be various reasons for recruitment:
 The vacancy can be created due to growth, diversification and expansion

of the business activities.
 Vacancies due to the transfers, termination, retirement,

promotion, permanent disability, labour turnover and death.
Selection is the process of hiring employees among the shortlisted candidates

and providing
them a job in the organization.
The term ‘selection’ comes with the connotation of placing the right person in
the right job. Selection is the process in which various strategies are
employed to help recruiters decide which applicant is best suited for the job.
Selection is an HR process that helps differentiate between qualified and

unqualified applicants by applying various techniques.
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2.
INTRODUCTION
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2.1
Recruitment and selection
The success and failures of any organization depend on the calibre of its human
resource. An organization cannot grow without the positive and productive
contribution of its human resource. Hence an organization needs to hire people
with essential skills, qualities and expertise to perform its operations and
achieve the organizational goals and objectives. Staffing human resource is one
of the most important and necessary steps of human resource planning, job
analysis and job design.
It consists of two comprehensive concepts: Recruitment and selection. These

two critical phenomena in human resource management are used
interchangeably.
The most important part of the HR routine is the recruitment and selection
processes. The HR manager needs to understand the right way of recruitment
and selection process to retain the top talent and build a strong consistent team.
Nowadays, to increase performance success there is a system that applies
artificial intelligence in the recruitment and selection process. It is a system that
needs to be applied correctly to avoid employee turnover.
" Right person for the right job is the basic principle in recruitment and
selection. Every organization should give attention to the selection of its human
resource, especially its managers. The operative human resource is equally
essential for the organization to work in order.
There is a small difference between recruitment and selection.

Recruitment is a positive process that involves attracting and obtaining
applications from potential job seekers. It aims at creating a pool of qualified
and competent workforce required by the organization. On the other hand, the
selection is the process of staffing the right type of candidates for different
positions in the organization. Selection is a negative process because it involves
screening applicants to identify and employ only those candidates who fit the
best in the specified job.
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Recruitment and selection play a crucial role in shaping the performance of the
organization because recruiting and selecting effectively minimise the unwanted
costs incurred in high labour turnover, poor performance etc. Therefore, human
resource management in an organization will not be possible if unsuitable
candidates will be Recruited and selected in a business unit.
2.2
Recruitment
Is it logically possible for any organization to continue its operations with its
existing pool of employees?
The answer will be no because there is a cycle where people work, they
resign, they get retirement, and sometimes they become incapable of performing
their duties and assigned jobs due to permanent disabilities like accidents and
due to various personal and professional issues. The organization cannot stop its
workflow due to such reasons. Therefore, to maintain the continuous workflow
of business, the organization requires new people every time. Hence the
recruitment process comes into action.
The process of finding and attracting talented applicants for a particular job
position in an organization is called recruitment. Recruitment is an integral part
of the HR department. Recruiting new people helps the organization to get jobs
done to meet the organizational goals and objectives and improve its
productivity.
To attract a large pool of candidates for a job vacancy, the organization should
have a strong recruitment policy. An effective recruitment policy always
focuses on providing clear job details to candidates or prospective employees
and establishing a positive image of the organization and helping in getting the
best person for the vacant job position.
Many leading companies like CTS, WIPRO, INFOSYS, IBM etc. have very
well-formulated recruitment policies in place. These companies have an
effective employee referral system, strong links with management
consultants, regular walk-in drives, etc.
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These leading companies have structured their recruitment policy in such a way
that they attract the interest of many candidates at a time to apply for job
openings.
The formal definition states: " recruitment is a process of attracting the most
qualified and talented candidates for a job from a large pool of interested
candidates. Recruitment focuses on catching the attraction of people by making
them apply for jobs; thereby facilitating the selection process.
According to Dale S. Beach: " recruitment is the development and maintenance

of adequate manpower resources and it involves the creation of a pool of
available labour upon whom the organization can depend when it needs
additional employees.
As we know, human resource is the lifeblood of organizations. So it is very

important to find and attract the best candidates because a poor recruitment
process can lead to unfilled job vacancies and also there will be a loss of
revenue. While a successful and effective recruitment process will bring the
right candidates at the right time for the right position and ensure the business
moves forward.
An effective recruitment strategy can minimize the risk of employee turnover

because nowadays in a competitive business market employee Retention can be
so tricky. So organizations need to develop good recruitment strategies to hire
the best people.
2.3
Forms of Recruitment
Different organizations have different departments with their different types
of needs hence each department follows its recruitment process. The
recruitment process differs across different organizations depending on their
size, business activities and practices.
There are broadly two types of recruitment followed in an
organization, namely centralised and decentralised.
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(1) centralised recruitment
The recruitment process is centralised when the HR head office performs all
functions of recruitment. The recruitment decisions for all the business
verticals and departments of an organization are carried out by one central HR
or recruitment department. Government organizations followed the centralised
form of the recruitment process.
The benefits of the centralised form of recruitment are:
 Every department sends requisitions for recruitment to their

central office.
 Reduce administration costs
 Better utilisation of specialists
 Uniformity in recruitment
 Interchangeability of staff
 Reduce favouritism
(2) decentralised recruitment
Decentralised recruitment practices are in conglomerates operating in

different and diverse and geographically spread business areas. Each
department carries out its recruitment.
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2.4
Needs for recruitment
The need for recruitment arises due to the following reasons or situations.
 Creation of new Vacancies due to the transfers, termination,

retirement, promotion, permanent disability, labour turnover and death
 vacancies due to growth, diversification and expansion of the

business activities.
The need for recruiting new talent in the organization can arise in the following
three types of the condition:
1. Planned need
2. Anticipated need
3. Unexpected need
• the needs arising from changes in organization

and retirement policy.
• Anticipated needs are those movements in personnel,

which an organization can predict by studying trends
in internal and external environment.
• Resignation, deaths, accidents, illness give rise

to unexpected needs.
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2.5
Purpose and importance of recruitment
 Attract and encourage a good number of candidates to apply for
the organizational vacancies.
 Create a talent pool of prospective candidates that enables the selection of

the best candidates to suit the organizational need.
 Determine present and future organizational requirements taking into

consideration of personnel planning and job analysis activities.
 Links the employers with the potential employees.
 Increase potential candidates’ pool at less cost.
 Increases the success rate of the selection process by reducing the

number of underqualified or overqualified job applicants.
 Reduce the probability of leaving the organization only after a

short period, once recruited and selected.
 Meet the organization’s legal and social obligations while maintaining

its workforce composition.
 Determine the appropriateness of the candidates by identifying

and preparing potential job applicants.
 Increase organizational and individual effectiveness regarding the

application of various recruitment techniques and taping different
sources of recruitment concerned.
 Cooperation and coordination with colleges, universities and

various other educational institutes can be strengthened through
recruitment.
 Recruitment helps HR personnel and managers to adapt to changes

taking place in the internal and external environment.
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2.6
Objectives of recruitment
 To attract people with multi-dimensional skills and experience that

suit the present and future organizational strategies.
 To obtain a pool of suitable candidates for vacant posts.
 To ensure that all the recruitment activities contribute to company

goals and a desirable company image.
 To induct outsiders with a new perspective to lead the company.
 To develop an organizational culture that attracts competent people to

the company.
 To devise methodologies for assessing psychological traits.
 To design entry pay that competes on quality but not on quantum.
 To search for talent globally and not just within the company.
 To search or headhunt/head punch people whose skills fit the

company's values.
 To infuse fresh blood at all levels of the organization.
 To conduct recruitment activities in an efficient and cost-effective

 Manner.
 To use and be seen to use a fair process.
 It represents the first contact between the organization and

prospective employees.
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2.7
Stages of the Recruitment Process
(1) Recruitment Planning

The first stage of the recruitment process is Recruitment planning. In
recruitment planning, the HR personnel determine the number of people needed
for a particular job as well as the skills that are required to perform the job.
Many organizations use a recruiting yield pyramid to estimate the number of
applicants they must generate for recruiting the desired number of new
employees. Recruiting yield pyramid shows the percentage of job candidates at
the beginning of the step in the recruitment process who moves to the next
process.
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(2) Strategy development
Strategy development is the next step of the recruitment process. In this stage,
the HR management develops a recruitment strategy, which focuses on how,
when and where to search for the right candidate for the role.
(3) Searching
Searching is the third stage of the recruitment process. In this step, a large pool
of candidates is grouped to screen the right candidates later.
(4) Screening
This is the fourth stage of the recruitment process in which the HR department
considers the organizational goals and objectives, job description and
specifications and compares with the candidate's profile to check whether it is
matching or not. This process helps the HR personnel in contacting the most
suitable candidates for the vacant job position. It is one of the most crucial steps
in the recruitment process.
(5) Evaluation and control

Evaluation and control is the last stage of the recruitment process. In this step of
the process, the entire process of recruitment is monitored to check for any
loopholes. After getting any loopholes the corrective measures are taken.
Because in recruitment process considerable costs are incurred. The costs
generally incurred are:
 Salaries for recruiters
 The cost of advertisement and other recruitment methods, that is agency
fees.
 Overtime costs and outsourcing costs while the vacancies
remain unfilled.
 Costs of recruiting unsuitable candidates for the selection process
 Administrative expenses
 Management and professional time spent on preparing a job
description, job specifications, advertisements etc.
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2.8
Steps of the recruitment process
6. Face to
7. Short
face
listing
interview
2. Job 5. Telephonic
description 8. Selecting
interview
4. Resume
3. Job posting
screening
Job Requirements
 Job requirements are job qualifications and skills necessary for a certain
position
Job Description
 A job description is a document intended to provide job applicants with

an outline of the main duties and responsibilities of the role for which
they are applying
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Job posting
 A job posting is an advertisement created by an employer, his
administrative or human resources staff, or a recruiter that alerts current
employees or the public of an immediate or future job opening within a
company.
Screening resumes
 Screening resumes are the process of sorting resumes to disqualify
candidates using successively more detailed examinations of the
resumes. The objective is to locate the most qualified candidates for an
open job.
Telephone interview
 Telephone interviews are often conducted by employers in the initial
interview round of the hiring process, this type of interview allows an
employer to screen candidates on the candidate's experience,
qualifications, and salary expectations about the position and the
company.
face to face interview

 The face-to-face interview is when the employer will decide if they
think you're right for the job, and the right fit within their company
Shortlisting
 Shortlisting is the process of identifying the candidates from your
applicant pool who best meet the required and desired criteria for the
open request and whom you want to move forward onto the next step of
your recruitment process, which is usually some form of interview
Selection
 Selection is the process of picking or choosing the right candidate, who
is most suitable for a vacant job position in an organization.
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2.9
Sources of recruitment
Internal Sources External sources
Promotion Management Consultant

Transfers Public Advertisements
Internal Advertisements Campus Recruitment
Former Employees Social sourcing
Employee Walk-ins, write-ins, talk-ins

Referral/recommendation
Internal sources
An internal source is the type of recruitment source in which the applications

are invited for a job vacancy without an organization.
Promotions
Promotions are a type of internal source in which employees move to a higher

position with higher responsibilities, facilities, status, and salary within the
organization according to their performance and efficiency. The most reliable
sources of internal recruitment are promotion. To boost the morale of staff and
to increase their productivity and performance many leading IT companies have
promoted several staff.
Transfer
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The transfer is a type of internal source recruitment which involves shifting
employees from one job to another, from one branch to another or from one
department to another. In this Recruitment process, the nature of work, benefits,
salary and other parameters may remain the same. The transfer process takes
place when there is a surplus of human resources in a particular department or
plant. Recently in India Ericsson company has transferred a number of its
human resource to different sites in India to boost the performance and
efficiency of its staff.
Internal Advertisement/ job posting
Internal Advertisement is a type of internal recruitment process in which a job

vacancy is advertised within an organization. In the internal Advertisement
process, only the internal employees can apply for the vacancy. In this process
the organization post all the details of available positions, nature of work, the
skill required, job specification etc through memos, email, magazines,
newsletters, etc. Interested employees can apply for a particular position by
informing their superiors. Therefore, employees are intimated about different
procedures that they need to follow for the same. There are many organizations
like GE, Siemens, Philips etc who encourage their internal employees to apply
for a higher job position through their internal job posting within the
organization.
Former employees
Former employees are a type of internal source of recruitment in which the

retired management personnel are called up to perform a specific job for a
certain period. Sometimes it's become very difficult for the organization to fill
the vacant positions in that case the management personnel or senior
employees are recalled from their holidays, especially in emergency cases or in
case of extreme needs. In due course, when the vacancy is finally filled up, the
person is given the extra additional leave. There is an Indian organization name
24/7 customer Pvt ltd which has adopted this method of recruitment.
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Employee referral/ recommendation
In this type of internal recruitment, the existing employees of an organization

refer their friends, relatives or other close acquaintances for a job vacancy. It is
one of the most effective methods of recruiting reliable candidates because it
helps in decreasing employee turnover as people like to work with their dear
ones, but the unfair practice may rise in selecting their favourite candidates.
Some Indian banks follow the employee Referral method to recruit the
employees like Axis Bank, HDFC, and ICICI Bank.
External Source
Sometimes the recruitment requirements of an organization cannot be fulfilled

through the internal source of recruitment. Therefore, the organization needs
to use external sources of recruitment to meet the requirements.
Management consultant
A management consultant is a type of external source of recruitment in which

the management experts are consulted to recruit and select prospective
candidates for higher-level positions in an organization. The management
consultant charges a certain amount of money from the concerned organization
which depends depending on the type of services they are looking for. For
example, management consultants from Hay Group provide recruitment
consultancy services to ITC Limited.
Public Advertisement
Sometimes organizations post the job vacancy through advertisements in

newspapers, the internet, social media, job portals etc. This advertisement
contains all the details related to the job vacancy like the nature of work,
job description, job specification etc. The public Advertisement method is one
of the best methods to save the time and efforts of organizations compared to
other methods. But at the same time, it has one disadvantage also that they are
quite expensive. Many Indian public sectors use public Advertisements to post
25
their job vacancies and recruit candidates like Steel Authority of India ( SAIL),
Bharat Heavy Electricals Limited (BHEL), etc.
Campus recruitment
Campus recruitment is referred to as the main source of recruitment for entry-

level positions. To get the list of prospective candidates, many large
organizations or reputed industrial houses contact the educational
institutions. These institutions provide the list of candidates with all the details
of students like their specialisation, and the courses offered on campus to the
organizations. Further, the organizations contact students and communicate the
company's mission, vision, business activities, work culture, career growth
opportunities, nature of the job, products and services to the students.
In the campus recruitment method, organizations conduct interviews of all
students in one place which helps in saving time and effort. Organizations like
HCL, HP, and Infosys recruit candidates through the campus recruitment
method.
Social sourcing
Nowadays social media like LinkedIn and other social networks along with
technology tools such as RemarkableHire, TalentBin, Gild and Entelo help
organizations to acquire information about prospective candidates.
Organizations create a profile of prospective employees and map their
competencies level based on professional, personal and social data that is
provided by candidates on social sites.
Walk-ins and write-ins
In the self-initiated walk-ins and write-ins method, the interested candidates get
opportunities to apply for a job by writing or applying online or registering their
interest through email to the organization. Organizations also conduct walk-in
drives to encourage people to approach directly to the company and undertake
the recruitment rounds. Organizations like Genpact, and HCL conduct walk-in
drives to recruit candidates.
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2.10
Advantages and disadvantages of an internal source of
recruitment
Advantages
(1) Economical
The cost of recruiting internal candidates is minimal. No expenses are incurred

on advertising.
(2) Suitable
The organization can choose the right candidates with the requisite skills and
talents.
(3) Reliable
The organization can select as per the knowledge and the suitability of a
candidate for a position.
(4) Satisfying
A policy of preferring people from within offers motivates employees to work

hard and earn promotions. Loyalty, commitment and enthusiasm are enhanced.
Disadvantages
(1) Limited choice
The organization has to select from a limited pool of candidates. May have to
select the less qualified candidate.
27
(2) Inbreeding
The talented people available outside an organization are not entertained.

Innovations and dynamism may be less in the existing employees to enterprise
activities.
(3) Inefficiency
Promotions based on length of service rather than merit may discourage the
efficient candidate but will be a boon to the inefficient employees.
(4) Disagreement
Recruitment from within the organization may encourage conflict among

employees aspiring for limited, higher-level positions in an organization.
2.11
Advantages and disadvantages of the external source of
recruitment
Advantages
(1) Wide choice
The organization has the freedom to select candidates from a large pool.
Candidates with requisite qualifications, knowledge, skills and aptitude can be
selected.
(2) Induction of young blood
people with requisite skills and knowledge could be hired to stir up the existing
employees and pave the way for innovative ways of working.
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(3) Motivational force
It helps in motivating internal employees to work hard, who are seeking career
growth. Such a competitive atmosphere would motivate an employee to work to
the best of his abilities.
(4) Long term benefits
Talented people could join with new ideas, and meaningful expression and a
competitive atmosphere would compel people to give their best and earn
rewards.
Disadvantages
(1) Expensive
Tapping varied sources of recruitment costs higher.
(2) Time consuming
It takes time to advertise, screen, test and select, suitable employees.
(3) Demotivating
Existing employees who have requisite skills and qualifications and experience
and considerable services may resist the process of filling up vacancies from
outside. This feeling, that their services have not been recognised by the
organization, may force them to work with less enthusiasm and motivation.
(4) Uncertainty
There is no guarantee that the organization, would get a suitable candidate. It

may end up hiring someone who does not 'fit ' and who may not be able to
adjust to the new setup.
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2.12
Factors Influencing Recruitment
Internal Factors External Factors
Recruitment policy of an Labour Market
organization
Size of the organization Image/Goodwill
Recruitment costs Political/ legal/ social
Environment
Human Resource Planning Level of Competition
Internal factors
Internal factors are those factors which come under the control of the
organization. Like if any organization wants to expand its business operation
locally, nationally, or internationally, then it would need more human resources
to carry out the operations. Hence, they will start the recruitment process, but
there are some internal factors which will influence that process.
 The recruitment policy of an organization
This factor outlines the objectives of recruitment and provides a structure for a
recruitment program. The recruitment policy of an organization focuses on
developing a system for the implementation of recruitment programs and
procedures by filling vacant job positions with the right candidate at the right
time.
 Size of the organization
The size of the organization also plays a significant role in influencing the
recruitment process. If an organization wants to expand its business operations,
it needs to recruit more human resources to carry out the operations. For
30
example, a new location of the Business would need the right number of human
resource resources for the right job positions.
 Recruitment cost
Recruitment cost is another factor that influences the recruitment process

because there is a high cost involved in recruiting a candidate. Therefore,
organizations need to use the recruitment method that incurs the lowest cost per
candidate.
 Human resources planning
HRP also plays a role in influencing the recruitment process. An effective HRP
identifies the gaps between the existing workforce of an organization. It also
helps in forecasting the number of workforces needed to fill those gaps and also
ensures the right people get the right job according to their skills and
competencies.
External factors
External factors are those factors which are not under the control of the
organization. For example, if the demand for labour is more compared
compared-compare compared compare compared to the supply of labour in
the market, organizations will find difficulty in recruiting people. This would
ultimately affect the recruitment policy of the organization to a large extent.
Apart from these there are some other major external factors influencing the
recruitment process these are as follows:
 Labour market
The labour market is one of the most important factor factors that influence the
recruitment process. The labour market plays a very important role in
recruitment. The availability of labour in the location of the organization
influences its recruitment policy to a large extent. If the supply of labour is less
than the demand of labour in the market it will create problems. Organizations
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may find it difficult to recruit if there is a lack of suitable people at that
particular location.
 Image / goodwill
A positive image and goodwill of an organization play a significant role in

influencing the recruitment process. Because organization having a positive
image and goodwill helps to attract the people easily to apply for a job. People
always prefer to apply to an organization which has a good reputation in the
market and also who are well established in the market.
 Political - legal- social environment
There are various government rules and regulations that prohibit discrimination
in recruitment and have affected recruitment practices in organizations. For
example, the government has introduced legislation for reservation in
employment for scheduled castes, scheduled tribes, physically handicapped etc.
it becomes an obligation for the employer. Also due to the trade union, the
management restricts the freedom to select the people whom it believes would
be the best performers.
 Level of Competition
In today’s competitive business environment organizations need to constantly

monitor and analyse the recruitment strategies of their competitors to stay
competitive in the market. The high level of competition forces the
organizations to change their recruitment policy.
2.13
Selection
The selection procedure is concerned with securing relevant information about

an applicant. The objective of the selection decision is to choose the individual
who can most successfully perform the job from the pool of qualified
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candidates. The selection procedure is the system of functions and devices
adopted in a given company to ascertain whether the candidate's specifications
are mat he'd with the job specification and requirements or not.
 The selection procedure cannot be effective until and unless:

 Recruitment of the job to be filled has been specified.
 Employee specifications have been specified.
 Candidates for screening have been attracted.
The main purpose of selection is to find the best candidate available from a
large pool of people after the recruitment process to do the required job. Most
people view selection as a negative process because there are a lot of candidates
who are rejected in the selection process. Sometimes due to lack of experience
and skills and negligence, candidates having good skills are denied the
opportunity to work with the organization. Thus it is very important to have
capable HR personnel who can ensure the right talent with the right potential
should be hired. Organizations need to have efficient people if they want to
grow and expand in the future.
The formal definition of selection: selection is the process of choosing

candidates who have the required knowledge and skills to do a particular job.
According to Cooper et al. (2003), Selection involves the sorting out of

applicants for a vacant job and the elimination of those applicants who do not fit
the requirements of the job or the organization.
2.14
Process of Selection
The process of selection is different from one organization to the other

depending on the nature of work, and the jobs involved. There are a few
common steps in the selection process:
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Conducting preliminary interviews
Filling an application blank
Conducting employment tests
Conducting Employment Interviews
Performing reference checks
Conducting physical examinations
Offering the appointment letter
Making final selection
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Step 1: Conducting preliminary interviews
This is the first step of the selection process which involves conducting
interviews with the pool of candidates after the recruitment process to reject
the non-suitable applicants based on the information given in their profiles. It is
also known as an initial 'meet and greet' step. In this step, the candidates are
checked for their academic qualifications, family background, skillset and
interest in working with the organization. The preliminary interview is less
formal.
Step 2: Filling an application blank:
In this step, an application form is a fill-up by the candidates after a preliminary

interview. These application forms ask for the details such as education
background, personal information, work experience, etc. That is to be filled up
by the candidates. After that, the screening of application forms is carried out to
eliminate all the unwanted or unsuitable applications. Candidates of the
selected Application forms are again called up for the further process.
Step-3: Conducting employment tests
The applicants who have successfully passed the application screening round
are invited to participate in the further employment test round to check the
mental ability and skill set of a candidate. This step helps the HR personnel
judge whether the candidate would be able to perform the required job or not.
The employment tests are designed according to the organization's
requirements and the nature of the job. Several tests are conducted during this
step these are as follows:
Aptitude test
Ability test
Intelligence test
Personality test
General knowledge test
Graphology test
Medical test
Polygraph test
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Perception test
Projective test
Interest test
Step -4: Conducting employment interviews
In this step, the qualified candidates for the employment test are called up for
the interviews. This interview is one to one session with the candidate that
helps the HR personnel to gain more insight about him. The motive of this
interview is to discover more about the candidate by asking questions and also
give him a clear picture of what kind of job he or she has to perform. These
interviews are managed by the HR personnel of the organization. Employment
interviews, used for selecting the candidates can be structured or unstructured.
In structured interviews, all the questions are prepared in advance that has been
asked in interviews from the applicants. On the other hand, unstructured
interviews do not have any specific format or sequence for asking questions in
the interview. Some of the interviews types are:
Formal interview
Informal interview
Depth interview
Group interview
Sequential interview
Panel interview
Stress interview
Non-directive interview
Step-5: Performing Reference checks
The fifth step of the selection process involves checking the previous
employment records, education background, and various other personal details
of candidates who have qualified for the employment interview. A reference
check is generally done to verify whether the information given by the applicant
is correct or not. This step is commonly performed by contacting the employer
of the candidates of their present organization, by contacting their family
members, and friends through telephone, emails and letters.
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Step-6: Conducting a physical examination
In this step, the qualified candidates have to go through a medical examination.

Many organizations need a medical certificate from a well-known hospital or a
doctor to ensure that the qualified candidate is physically and medically fit to
perform the job properly.
Step-7: Offering the appointment letter
This is the final step of the process that involves providing the appointment
letter to the candidates who have successfully qualified in the previous round of
the selection process. The appointment letter must have a provision for a
reasonable time for reporting for the appointee. This provision provides proper
time for the new appointee to prepare themselves for relocation as required by
the job or to obtain the reliving certificate from the previous employer. The
appointment letter generally includes the date on which the candidate must join
the job.
Step-8: Making the final selection
This is the final step of the selection process in which the candidate is
finally selected after he or she handed in the signed and accepted
appointment letter and now the candidate is ready to join the new
organization.
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2.15
Difference between recruitment and selection
BASIS FOR RECRUITMENT SELECTION

COMPARISON
Recruitment is an activity Selection refers to the
Meaning of searching candidates and process of selecting
encouraging them apply for the best
it. candidates and offering
them
job.
Approach Positive negative
Inviting more and more Picking up the most
Objective candidates to apply for suitable
the vacant post. candidate and rejecting
the
rest.
Key Factor Advertising the job Appointment of
the candidate
Sequence First Second
Vacancies are notified by The firm makes
Process the firm through various applicant pass through
sources and application various levels
form is made available to like submitting form,
the candidate. written
test, interview, medical
test
and so on.
Contractual As recruitment only implies Selection involves the
Relation the communication of creation of contractual
vacancies, no contractual relation between the
relation is established. employer and employee.
Method Economical Expensive
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3.
OBJECTIVES
39
OBJECTIVES
Every job has its objective. Without any objective, the job or the task is
rendered meaningless.
The main objectives for preparing this project are:
(1) To know the perception of employees concerning recruitment

and selection
(2) To evaluate and analyse the recruitment process that is followed by
Accenture.
(3) To evaluate and analyse the selection process that is followed by
Accenture.
(4) To review the HR policies for recruitment and selection.
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4
SCOPE OF THE PROJECT
41
Scope of the project
Attracting and retaining the right talent has become very critical in today's
changing business environment. To meet the demands of today's competitive
environment, it becomes very essential to build an efficient staff for the higher
growth of the organization. The organization always focuses on adding the right
people to the team, so that they can efficiently contribute toward competitive
advantage. At the same time, adding the wrong people to the team will create
difficulty in meeting the strategic objectives of the organization. All the
recruitment and selection activities are organised and handled by the HR
department so sometimes it becomes challenging for them.
The first challenge for the HR department is to create a pool of

talent which should be large enough for the organization. The second challenge
comes with the effective process of screening and selecting the best
candidate for the role. In today's competitive business environment it is very for
the organization to find a large number of efficient talent and encourage them
to apply for the jobs in the organization. With the help of effective recruitment
and selection procedures, organizations will be able to:
 Reduce the cost of the selection process:
An organization can reduce the cost of selecting the desired candidate by

adopting a good recruitment and selection process.
 Motivate employees:
An effective recruitment strategy can help in hiring the best-motivated

employees in the organization.
 Reduction in training cost:
By adopting a good recruitment and selection process, an organization

can reduce the training cost because the efficient candidates do not
require any additional training for their better performance.
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 Reduce employee turnover:
Employee turnover will be automatically reduced when the right people

will be hired for the right position. The right job will make employees
satisfied which results in better performance and higher productivity.
This project is based on Accenture information and their recruitment and

selection procedure. This project report will help to learn and understand
Accenture, their strategy to make the recruitment process efficient and their
business activities around the world. The project report will also help to learn
the difference between theoretical knowledge and practical implications in an
organization.
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5
INDUSTRY PROFILE
44
OVERVIEW OF INDIA’S IT INDUSTRY
BACKGROUND
Information technology services, consulting, and outsourcing is all part of

India's huge information technology industry. In 2020, the IT industry will
contribute 8% of India's GDP. The revenue of the IT and BPM business is
expected to reach US$194 billion in FY 2021, up 2.3 per cent year on year. In
FY 2021, the IT industry is expected to generate US$45 billion in domestic
sales and US$150 billion in export income. As of March 2021, the IT-BPM
sector employs 4.5 million workers. Employee attrition is highest in the Indian
IT-BPM business. In recent years, the business has seen a surge in resignations
from all levels of the organization. The Indian IT industry is notorious for
abusing cheap labour as a worldwide outsourcing powerhouse. Many people
are concerned that, as the IT-BPM sector evolves, artificial intelligence (AI)
will drive major automation and job loss in the future years. Two-thirds of
India's IT services exports are to the United States.
Growth of Information technology in India
The information technology (IT) industry is a critical component of the 21st

century's technology-driven knowledge economy. In reality, India's remarkable
IT industry has earned it global recognition as a knowledge economy. IT
services, IT-enabled services (ITES), e-commerce (online business), software,
and hardware items are all part of the IT sector. This industry also contributes to
the development of infrastructure for storing, processing, and exchanging data
for critical corporate activities and other organizations. IT-based services and
solutions have become critical to the growth and success of any business. This
industry has a noticeable impact on boosting the productivity of practically
every other area of the economy, and it also has a lot of room to grow and
improve. Information technology has not only aided the country's economic
progress but has also improved governance efficiency and responsiveness. It has
made government services and information more accessible and affordable.
Information technology has also improved the management and delivery of
government services (such as health care and consumer rights) by increasing
openness.
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India's IT industry has grown at an unprecedented rate in the world's economies.
In the previous two decades, all sub-sectors of this industry (hardware products
have seen less success) have increased revenue and driven the rise of the Indian
economy. The government of India's liberalisation initiatives, such as lowering
trade barriers and abolishing import levies on technological products, have
played an important role in the expansion of the IT industry. Other government
measures, such as the establishment of Software Technology Parks (STP),
Export Oriented Units (EOU), Special Economic Zones (SEZ), and foreign
direct investment (FDI), have also aided this industry in gaining a prominent
position in the global IT industry.
Evolution of the Indian IT industry
India had no guiding policy or structure for computer/software technology after

independence until 1970. During this time, however, the government took
various measures to begin the design and manufacture of computers in
educational institutions. The Bhabha Committee, which was established in
1963, emphasised the importance of electronics and computers in India's
development. The Government of India established the Department of
Electronics (DoE) in 1970 to promote the growth of electronics and computers
in India, based on the recommendations of the Bhabha Committee. The
government created a new software scheme in 1972, allowing the import and
export of software devices. In 1974, Tata Consultancy Services (TCS) had its
first overseas client, Burroughs Corporation from the United States, and this
plan is considered the first breakpoint in the history of the Indian IT industry.
IT industry boosting India’s growth/CONTRIBUTION OF IT

INDUSTRY IN INDIA’S GROWTH
Following the 1991-92 economic reforms, the Indian IT industry grew at an

exponential rate. Thousands of centres have been established by Indian IT
companies in India and about 80 countries across the world. The Indian IT
industry, which accounts for about 55 per cent of the global service sourcing
market (US$ 200-250 billion) in 2019-20, is sourcing IT-ITES from the bulk of
global firms. The IT industry’s market size (particularly export) has increased
dramatically from approximately 67 billion dollars in 2008-09 to 191 billion
46
dollars in 2019-20. (Graph 1). Revenue is predicted to expand at a faster rate in
the following years, reaching 350 billion US dollars by 2025.
The amazing aspect of India’s IT industry is that, while it grows in terms of
market size, it is also incrementally adding a major share of India’s gross
domestic product (GDP), so helping the country’s growth and development.
The IT industry generated roughly 8% of India’s overall GDP in 2017-18, up
from a meagre 0.4 per cent in 1991-92. (Graph 2). By 2025, this percentage is
predicted to rise to 10%.
CHALLENGES IN THE INFORMATION

TECHNOLOGY INDUSTRY
For the twenty-first-century generation, Information Technology is a

buzzword and a boon. It is a growing field that has influenced our lives and
functioned as a catalyst for globalisation. However, while we enjoy the
benefits of the digital age, we also face some challenges.
Talent Shortage
One of the most difficult difficulties facing the IT business is employee

retention. Software businesses hire employees and train them, but then
employees quit after they've gained enough experience on the job. Employers
invested money to integrate them into the workflow. There is a significant
disparity between the abilities that employers require and the talents that job
seekers possess. Our educational system still requires improvement. This has
ramifications for industries that require highly qualified workers. Our country's
unemployment rate is high, but many businesses are having difficulty filling
open positions.
Cloud Computing
Data backup, disaster recovery, email, virtual desktops, software development,

and testing are all things that firms in the IT industry use the cloud for. Rather
47
than purchasing or maintaining actual data centres and servers, cloud providers
can supply services such as processing power, storage, and databases.
However, there is a slew of challenges and concerns with cloud computing,

including cost, service provider reliability, downtime, data overload, password,
security, and, most importantly, data privacy.
Remote Workplace
Due to the lack of a boss or teammates to consult or provide fast responses or

sources, working remotely might create distinct obstacles. Infrastructure is the
most important requirement for completing such activities, however, to obtain
such infrastructure, enormous sums of money are spent on acquiring assets that
can sustain, control, and handle large amounts of data. However, these
arrangements are vulnerable to hacking and data theft, which necessitates the
use of sophisticated firewalls and software. This is the additional expense
incurred by the IT industry.
Government rules of different countries
Companies in the United States seek highly skilled individuals from other
countries for specific projects. These employees were granted H1-B visas, but
the Trump administration modified the H1-B visa programme, negatively
impacting businesses that rely on the US market. The US government's new
rules for obtaining H1-B visas made it difficult for employers to demonstrate
that employees/workers travelling on an H1-B visa is expected to serve a
purpose in the project and are not travelling for personal gain or hidden benefits.
Risks of outsourcing
Outsourcing is becoming more popular as a result of a skills scarcity or a desire

to save money. Outsourcing, on the other hand, has brought with it a slew of
problems, including security risks, legal obstacles, and cultural and time zone
issues.
48
6
COMPANY PROFILE
(IT services and consulting company)
49
Introduction
Accenture is one of the Fortune Global 500 companies all over the world and
one of the world's major professional services firms, with expertise in
consulting, strategy, digital, technology, and operations. With over 319,500
employees, Accenture serves clients in over 200 cities across 120 countries.
Accenture helps organizations maximise their performance and accomplish their
vision by combining exceptional experience, comprehensive skills across all
industries and business functions, and deep research on the world's most
successful firms. Accenture works with clients to help them grow into high-
performing companies and governments.
ACCENTURE BUSINESS INCLUDES
ACCENTURE STRATEGY:
Accenture's strategy combines strong business expertise with an awareness of

how technology will impact industry and business models to shape their clients'
futures. Accenture is a business and technology consulting firm that brings
together strengths in business, technology, operations, and function planning to
help customers develop and implement industry-specific strategies that support
enterprise-wide transformation.
ACCENTURE CONSULTING
Accenture consulting is made up of employees from five different operational

groups: Communications, Media & Technology, Financial Services, Health &
Public Service, and nd Products and Resources. They are industry specialists
with the knowledge and skills to assist in the transformation of the world's most
successful businesses. Accenture Consulting is in charge of orchestrating and
bringing together the best of Accenture from across the enterprise, as well as
developing and maintaining long-term customer relationships.
ACCENTURE DIGITAL:
50
It combines its digital marketing, analytics, and mobility expertise to help
clients use technology to change their organizations. They assist clients in
using digital technologies to provide more meaningful and relevant consumer
experiences across all channels and customer groups, as well as develop new
products and business models and improve the efficiency and effectiveness of
their internal processes.
ACCENTURE TECHNOLOGY:
This utilises technology to stimulate innovation, create cutting-edge solutions,
and boost productivity. It is divided into two sections: Technology Delivery,
which includes global delivery capabilities as well as application services—
including systems integration and application outsourcing—and our software
solution portfolio; and Technology Innovation & Ecosystem, which includes
R&D activities in our Technology Labs and management of our ecosystem
alliance relationships.
ACCENTURE OPERATIONS:
Business process outsourcing, infrastructure consulting, infrastructure
outsourcing, security, and cloud services, notably the Accenture Cloud
Platform, are all provided by this company. Accenture helps clients enhance
efficiency and performance by transforming, building, and operating IT
infrastructure and business processes for them.
TRUSTED CLIENT RELATIONSHIPS:

Accenture works in the heart of their client's operations, assisting them in
dealing with their most complex and mission-critical issues. Accenture works
with 89 of the Fortune Global 100 and more than three-quarters of the Fortune
Global 500. We are delighted to say that 95 of our top 100 clients have been
with us for more than ten years.
INDUSTRY DIFFERENTIATION:
half of Accenture is noted for its breadth of knowledge across more than 40
sectors, with more than its employees having industry certifications or being
aligned with a specific industry. Accenture delivers end-to-end business
services that are adaptable and scalable and handle industry-specific business
and performance concerns, as well as specialised enterprise functions across
industries.
Global footprint:
Accenture has a global footprint that is organised around three geographic
regions: North America, Europe, and Growth Markets, and it serves clients in
51
over 120 countries. Accenture is both global and local, delivering local
execution and market relevance everywhere they operate.
TECHNOLOGY LEADERSHIP:
Accenture has a privileged position in the ecosystem as the biggest independent
technology services provider, and several significant firms, including asap,
Oracle, Microsoft, HP, and Salesforce.com, consider Accenture to be their #1
partner. Accenture's Global Delivery Network is unrivalled in terms of scale
and breadth, with 237,000 individuals operating from more than 50 delivery
centres and client locations across the world.
OPERATIONAL EXCELLENCE:
Accenture operates as a high-performance organization. Accenture manages its
operations with rigour and discipline to improve efficiency and competitiveness
to meet our long-term aim of providing sustainable, profitable growth.
Overview of company
Accenture is a worldwide professional services firm that specialises in digital,
cloud, and security solutions. We offer Strategy & Consulting, Interactive,
Technology, and Operations services, all driven by the world's biggest network
of Advanced Technology and Intelligent Operations centres, with unparalleled
experience and specialised capabilities across more than 40 sectors. Every day,
our 569,000 employees fulfil the promise of technology and human
inventiveness for clients in more than 120 countries. For our customers, people,
shareholders, partners, and communities, we believe in the potential of
transformation to produce value and shared success.
Top 5 Competitors
(1) Deloitte
(2) IBM
(3) Capgemini
(4) Cognizant
(5) Infosys
Mission
52
“To deliver on the promise of technology and human ingenuity. We embrace
the power of change to create long-lasting value in every direction for our
clients, people and communities.”
Culture
Work Environment and Culture

Accenture places a premium on employee diversity and distinctive
contributions. Accenture's culture is one of trust, openness, and inclusion. Every
employee is handled with respect and by Accenture's values. Integrity is
extremely crucial in most businesses. At Accenture, this means being morally
reliable, honest, and inspiring trust by stating precisely what you mean,
following through on promises, and taking responsibility for your actions.
Accenture provides a variety of workplace solutions and new tools that let
you stay connected internationally, allowing you to combine your
professional and personal lives:
Flexible Schedules: Accenture offers a variety of optional alternatives,

including job-sharing, part-time, and flex-time schedules.
Telecommute: Working from a place other than an Accenture office or

project site is acceptable.
Client-Site Flexibility: Fly-back flights, reduced workweeks, extended

weekends, and client time may all help you manage your time away from
home.
Values
"Our principles form our organization's culture and determine our company's
character." Individual behaviours help us to live out the main ideas. They set the
tone for how we behave and make decisions..”
 Client Value Creation

 One Global Network
53
 Respect for the Individual
 Best People
 Integrity
 Stewardship
Industries Served
 Aerospace and Defence
 Automotive
 Banking
 Capital Markets
 Chemicals
 Communications and Media

 Consumer Goods and Services
 Energy
 Health
 High Tech
 Industrial
 Insurance
 Life Sciences
 Natural Resources
 Public Service
 Retail
 Software and Platforms

 Travel
 Utilities
Services
 Application Services
 Artificial Intelligence
 Automation
54
 Business Process Outsourcing
 Business Strategy
 Change Management
 Cloud
 Customer Experience
 Data & Analytics
 Digital Commerce
 Ecosystem Services
 Finance Consulting
 Industry X
 Infrastructure
 Marketing
 Mergers & Acquisitions (M&A)

 Operating Models
 Security
 Supply Chain Management

 Sustainability
 Technology Consulting
 Technology Innovation
 Zero Based Budgeting (ZBB)
Student Opportunities
Students can make their careers at Accenture in the following fields:
1. Consulting
 Drive end-to-end transformation

 Lead epic disruption
 Partner with the biggest clients
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2. Strategy
 Advise C-suite and industry leaders.

 Focus on business. Fuelled by technology
 Lead with insight
3. Digital
 Industry X: Build incredible experiences by applying powerful

solutions across industries
 Interactive:
Provide end-to-end marketing solutions—from creative
design and digital production to customer experience and e-
commerce development
4. Technology
 Cloud
 Data & Analytics

 Microsoft
 Salesforce
 SAP
 Security
5. Operations
Utilize the power of rich data for decision-making, innovative technology, and
powerful machine intelligence to rethink how people work and businesses
operate.
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6
LITERATURE REVIEW
57
LITERATURE REVIEW
Recruitment
Recruitment is a process of attracting the most qualified and talented candidates
for a job from a large pool of interested candidates. Recruitment is an integral
part of the HR department. Recruiting new people helps the organization to get
jobs done to meet the organizational goals and objectives and improve its
productivity.
Selection
Selection is the process of choosing candidates who have the required
knowledge and skills to do a particular job. The main purpose of selection is to
find the best candidate available from a large pool of people after the
recruitment process to do the required job.
Recruitment and selection method in

Accenture
The right person for the right job is the basic principle in recruitment and
selection Every organization should give attention to the selection of its human
resource, especially its managers. Recruitment and selection play a crucial role
in shaping the performance of the organization because recruiting and selecting
effectively minimise the unwanted costs incurred in high labour turnover, poor
performance etc.
Direct method
In the direct method of recruitment, the representative of the organization who
works in cooperation with placement cells in the institutions is sent to the
potential candidates in the educational and training institutes they communicate
58
and establish contacts with the candidates who are seeking jobs. Sometimes the
employers establish direct contact with the professor and ask for information
about the students having excellent academic experience and records.
Indirect method
In an indirect method of recruitment, the organization use advertisement in
newspapers, on television or the radio, or use professional journal and
magazines to recruit people.
This method of recruitment is useful in the case of:
 When an organization does not find suitable candidates through

internal hiring to promote them to the higher position.
 When organization desires to reach a large number of people.
 When the organization has to fill up scientific, professional and
technical posts.
Third-party
In a third-party method of recruitment, the organization take the help of private
employment agencies, professional associations, data bank, management
consultants, employee Referrals, trade union etc to fill the vacant positions.
These third-party parties act as a mediator to establish contact with the job
seekers.
E-recruitment
E-recruitment or internet recruitment refers to the practice of advertising the job

vacancies online and the formal sourcing of information about the jobs online.
Through the e-recruitment process, organizations can reach a large number of
potential candidates. Organizations may build their in-house e-recruitment
platforms and use e-recruitment HR software to source the candidates.
Major Fundamental Elements of the E-recruitment Process
Tracking
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It's useful for keeping track of a candidate's position in the jobs he or she has
applied for.
Employer’s Website
Provides information about job openings as well as data gathering for the same.
Job portals
These websites, such as Career Age, Indeed, Monster, Naukri, Times Jobs, and
others, feature job postings from businesses and agencies.
Online Testing
Candidates are evaluated over the internet based on numerous job profiles to
assess them on a variety of aspects.
Social networking
Candidates are assessed online based on several job profiles to assess them on a
variety of factors.
Process of recruitment and selection

in Accenture
Steps in the recruitment process:
Step-1:
The requisition is the first step in the recruitment process. The project manager
understands the need for requisition first and requests the recruiting department
when there is a need for new staff in any department.
Step-2:
Once the HR department gets the request from the project manager and
approval from the general manager they ask for the Job description from the
concerned manager to start the further process of recruitment.
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Step-3
This step involves posting the job vacancy to the various platforms after getting
approval with the proper job description. HR uses both external as well internal
sources in the recruitment process, however, they give priority to the internal
employees.
Sources of recruitment in Accenture
Requisition
Internal External
Employee Retired management social media campus

Referreal employee consultants recruitment job portals
Internal source:
 Present permanent employees
The organization always considers the candidates from their industry because:
a) There is an availability of the most suitable candidates.
b) Also, fulfil the policy of the organization to motivate the
present employees.
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 Retired employees
management personnel are called up to perform a specific job for a certain
period. Organizations re-employee the retired employees as a token of their
loyalty to the organization.
External source
 Management consultant
Organizations use management consultants to hire people for higher positions.

These experts charge some amount of money from the organization.
 Social media
Nowadays social media is a modern mode of recruitment and one of the best
options to connect with candidates. For example, LinkedIn, Facebook etc.
 Campus Recruitment
To get the list of prospective candidates, many large organizations or reputed

industrial houses contact the educational institutions. These institutions provide
the list of candidates with all the details of students like their specialisation, and
the courses offered on campus to the organizations.
 Job portals
There are many job portals like Naukri.com, monster.com, and firstnaukri.com
available nowadays that connect the employer with the job seekers.
Organizations use these portals to recruit the people for the job.
62
Factors affecting the recruitment process in
Accenture
Internal factor External factor

HR planning Level of competition
Size of the organization Labour market
Recruitment cost Political/ legal/ social
Environment
Recruitment policy Image of the organization
Selection Process in Accenture
 Internal Selection
The candidate who is recruited internally does not need to go through the
selection process because the employer is already aware of their skills and
abilities.
The basic criteria followed by the company in the internal selection are as
follows:
 Employee’s efficiency
 Work experience
 Total revenues made by the employee.
 Technical knowledge
63
 External Selection
The candidates who are recruited externally have to go through the selection
process. With the help of the selection, procedure employers would be able to
pick the best-qualified candidate for the job.
The external candidates are generally in two categories. There are different
steps of the selection process are designed for both the category.
 Fresher candidates
 Experience candidates
Selection steps for fresher candidates:
64
Selection steps for experienced candidates:
Members involved in the Selection process:
Selection process Members

Test Technical Engineer
Technical Interview Tech Lead
Panel Interview HR manager, Tech lead,
Technical Manager
Final Interview HR manager, Project Manager
65
8.
RESEARCH
METHODOLOGY
66
RESEARCH METHODOLOGY
Research is referred to as human activity based on intellectual application in the

investigation of the matter. It comprises a series of steps that are designed and
executed to find answers to the issues. The basic goal of the research is to
uncover, understand, and create techniques and systems to enhance human
knowledge on a wide range of scientific topics in our world and the universe.
Scientific research is based on the use of the scientific method, as
well as a sense of wonder and curiosity. This study contributes scientific
knowledge and hypotheses to the understanding of nature and the qualities of
the world we live in.
Research methodology is a systematic approach to solving a research problem.
Research methodology outlines the purpose of the study, how it will be
conducted, how progress will be measured, and what constitutes success in
terms of the goal set for the study. The study will be undertaken to meet the
aforementioned aims and objectives, and it will be exploratory and descriptive
in character that includes personal interviews based on a questionnaire format.
 AIM
To study the recruitment and selection process of IT employees in Accenture

and review HR policies related to recruitment and selection.
 Research design
Descriptive research
 Source of data collection:
Both the primary and secondary source was used for the collection of
data.
 Primary data:
Questionnaire and interview
 Secondary data:
67
Books and journals
Primary data: The collecting of primary data entails gathering information

that does not previously exist. This may be accomplished in a variety of ways,
including surveys and phone interviews, among others.
Secondary data: Rather than collecting data from research and

experiments, secondary data entails summarising, collecting, and synthesising
previously published findings.
 The sources of data collection are as follows:
Primary data Secondary data

Questionnaire Magazines
Observation method Company Records
Discussion Website of
Company
Interview schedule Other Records
 Data type:
Primary and secondary data were collected.
 Sample unit:
IT employees of Accenture
 Sample Size:
20
 Sampling Technique:
Convenient sampling
 Field of Study:
This project was accomplished at Accenture, Pune.
68
9.
DATA ANALYSIS AND
INTERPRETATION
69
9.1 FORM OF RECRUITMENT AND SELECTION
9.1 Which form of recruitment and selection is used in Accenture?
(a) Centralised
(b) Decentralised
Table: 9.1
Options Centralised Decentralised Total
Responses 3 17 20
Percentage 15 85 100%
Chart:9.1
Centralised
Decentralised
Interpretation:
It was found that 85% of the recruitment and selection is carried out in Decentralised form
which means that all the units of Accenture recruit their employees according to the vacancy
available at the unit. Only 15 % of recruitment is centralised there to recruit the higher
management employees.
70
9.2 SOURCES USED IN RECRUITMENT AND SELECTION
9.2 Which source of recruitment and selection process is used in Accenture?
(a) External
(b) Internal
( c) Both
Table:9.2
Options External Internal Both Total

Responses 5 3 12 20
Percentage 25 15 60 100%
Chart:9.2
External
Internal
Both
Interpretation:
It was found that 60% of the recruitment and selection is carried out by both internal and
external sources, whereas 25% of recruitment is carried out by external consultants or job
portals and the rest is carried out internally.
71
9.3 EXTERNAL SOURCE USED IN RECRUITMENT
9.3 Identify the external source from where you came to know about the job?
(a) Advertisement
(b) Consultant
(c) Personal reference
(d) Campus Recruitment
Table:9.3
Options Advertisement Consultant Personal Campus Total

Reference Recruitment
Response 5 10 3 2 20
Percentage 25 50 15 10 100%
Chart:9.3
10%
25%
15%
Advertisement
Consultant Personal
Reference
50% Campus Recruitment
Interpretation:
It was found that 50% of the employees are hired through the consultancies and 25% of
employees came to know about the vacancy through advertisement with 15% coming
through personal references and 10 % came coming through the campus came coming.
Therefore we can say that the Consultancy and advertisement are the major external
source of recruitment in Accenture.
72
9.4 PERCEPTION OF EMPLOYEES TOWARD RECRUITMENT
PROCESS
9.4 Does HR provide an adequate pool of quality candidates?
(a) Yes
(b) No
Table:9.4
Options Yes No Total

Response 17 3 20
Chart:9.4
15%
Yes
No
85%
Interpretation:
It was found that 85% of the employees are satisfied with the recruitment process and
happy with the adequate pool of quality candidates. Whereas, 15% of employees want
some changes in the recruitment process of the Accenture.
73
9.5 APPROACH OF MANAGEMENT IN THE RECRUITMENT
PROCESS
9.5 What was the approach of management during the recruitment process in
Accenture?
(a) Serious & positive

(b) Casual
(c) Negative
Table:9.5
Options Serious & Casual Negative Total

Positive
Response 16 3 1 20
Chart:9.5
5%
15%
Serious &
Positive
Casual
80%
Interpretation:
According to the data, 80% of the employees found the approach of management during the
recruitment process was serious and positive during the recruitment process. Whereas, 15%
found management was casual and the rest 5% of employees found the approach of
management during the recruitment process was negative due to any incident.
74
9.6 METHOD USED DURING THE SELECTION PROCESS
9.6 Are you satisfied with the resume screening and shortlisting method used by the
organization?
(a) YES
(b) NO
Table:9.6

Response 14 6 20
Chart:9.6
30%
Yes
70% No
Interpretation:
According to the data, 70% of the employees were satisfied with the resume screening and
shortlisting method, however, 30% of employees found the method to be lengthy and
complex.
75
9.7 MANAGEMENT APPROACH IN VERIFICATION DURING THE
SELECTION PROCESS
9.7 What was the management approach during verification before and after
selection?

(b) Casual
(c) Negative
Table:9.7
Options Serious & Casual Negative Total

positive
Response 18 2 0 20
Chart:9.7
10% 0%
Serious & Positive

Casual
Negative
90%
Interpretation:
According to the data, it was found that Accenture is very serious and positive towards the
employee verification during the selection process. However out of 100
% only 10% feel the verification process is casual.
76
9.8 PERCEPTION OF EMPLOYEES OF THE SELECTION PROCESS
9.8 How do you rate the selection process of the organization?
(a) Good
(b) Average
(c) Poor
Table:9.8
Options Good Average Poor total

Response 12 7 1 20
Chart:9.8
5%
35%
Good
60%
Average
Poor
Interpretation:
It was found that 60% of the employees have rated Good as they are very satisfied with the
selection process of the organization, whereas, 35% of employees rated average means they
are satisfied but still they want some changes in the selection process, rest 5% have rated
poorly as they are not satisfied with the selection process in Accenture.
77
9.9 RECRUITMENT AND SELECTION PROCESS USED FOR
DIFFERENT GRADES OF EMPLOYEES
9.9 Does Accenture follow different recruitment processes for different grades of
employment?
(a) Yes
(b) No
Table:9.9

Response 20 0 20
Chart:9.9
0%
Yes
No
100%
Interpretation:
It was found that different recruitment and selection process is followed for the different
grades of employment in Accenture. As for fresher candidates, there are different recruitment
and selection criteria than the candidates who are experienced.
78
9.10 HR PRACTICES IN THE COMPANY
9.10 How would you rate the HR department’s performance in the recruitment and
selection process??
(a) Poor
(b) Adequate
(c) Excellent
Table:9.10
Options Poor Adequate Excellent total

Response 2 4 14 20
Chart:9.10
10%
20%
Poor
Adequate
70%
Excellent
Interpretation:
It was found that 70% of the employees feel that the HR department is excellent, and 20% of
employees feel that the HR performance is just Adequate, the rest 10% of employees are not
happy with the HR performance in Accenture.
79
9.11 HR POLICY OF THE COMPANY
9.11 Are you satisfied with the HR policy of the organization?
(a) Yes
(b) No
Table:9.11
Options Yes No total

Response 18 2 20
Chart:9.11
10%
Yes
No
90%
Interpretation:
It was found that 90% of the employees in Accenture are happily working with the current HR
policy as they are satisfied, but 10% of the employees are not happy with the current HR
policy of the company because some employees have issues related to their documents.
80
10.
FINDINGS
81
FINDINGS
According to the collected data and general observation, I came to know that the
Human Resource Department of Accenture is doing a wonderful job.
The main findings are as follows:
 The form of recruitment and selection process is decentralised in

Accenture.
 Most of the employees are hired through an external source

of recruitment.
 Around 50% of the employees are sourced through consultancies.
 There is a very strict verification process followed by Accenture

during the selection procedure.
 Most of the Employees in Accenture find the screening and

shortlisting method very lengthy and complex.
 Around 80% of the employees found the positive approach of

management during the recruitment process.
 There is a different recruitment and selection process that is followed for

the different grades of employment in Accenture.
 Around 90% of the employees are happy with the HR policies but 10%
are not happy because they do not have proper documentation that is
very much needed in the organization.
82
11.
CONCLUSIONS
83
CONCLUSIONS
Recruitment is a process of finding and hiring the best-qualified candidate for

the position in a timely and cost-effective manner, whereas selection is the
process of picking up the right candidate for the right job at the right time.
Recruitment is the main function of human resource management and it's only
about hiring the best candidate for a suitable job in the organization. The
competent staff helps in increasing the productivity of the organization.
Accenture recruits its employees in a decentralised way, every unit of Accenture

has its Recruitment policy. Employees in Accenture are happy with their human
resource department and satisfied with the recruitment and selection process
followed in the company. Accenture mostly recruits its employees through the
management consultant as they spend a good amount of money on recruiting the
best talent. Management consultant act as the mediator between Accenture and
the job seekers and charges some amount of money in exchange for recruiting
employees on the behalf of the company.
Also nowadays, Accenture uses e-recruitment techniques to recruit people like

job portals, employer's websites, and social networking. E-recruitment helps
organizations to be equipped with competent staff. E-recruitment helps
organizations in reducing the hiring cost, it makes recruitment easy and also
reduces the paperwork.
In Accenture, there are different steps of the selection process through which
employees have to go. There are different selection processes designed for the
fresher candidates and the experienced candidates. In Accenture, there is a very
strict verification rule before the selection.
84
12.
RECOMMENDATION
85
RECOMMENDATION
For more effectiveness of recruitment and selection process I would suggest

Accenture the following things:
 Accenture should Focus more on E-recruitment technology as

nowadays people are getting technologically very updated.
 The recruitment and selection process should not be too lengthy, complex
and time-consuming.
 Accenture should try to source employees internally as they reduce

the hiring cost and also motivate the current employees.
 The company should provide proper training to the employees where ever
it is required so that the employees can enhance their skills and abilities.
 The entire job description and job specification should be very clear to
the candidates before the selection procedure starts.
 Human resources planning should be done to achieve effective

recruitment and selection decisions that will reduce the cost and
time.
 There should be a little modification in HR policies to make

people comfortable who are well qualified and experienced but
have some documentation issues.
86
13.
BIBLIOGRAPHY
87
BIBLIOGRAPHY
Books:
 Human Resource Management TAXMANN’S Prof. (Dr. Shikha Kapoor)

 Essentials of HRM (Paramjeet Lamba)
 Human Resource Management (K.Aswathapa)
 Research Methodology (Uma Sekaran, Roger Bougie)
Websites:
 www.google.com
 www.en.wikipedia.org
 https://articles.jobconvo.com/en/recruitment-and-selection-what-it-is-
steps-strategies-and-techniques/
 https://www.techtarget.com/searchhrsoftware/definition/recruiter
 https://businessjargons.com/selection-process.html
 https://diplomatist.com/2020/08/29/it-industry-boosting-indias-growth/
 https://mbakarlo.com/challenges-it-industry/
 https://unstop.com/c/accenture-recruiter-career-interview-selection-process-job-
profile-articles-videos-15
 https://www.yourarticlelibrary.com/recruitment/methods-of-recruitment-direct-
indirect-and-third-party-method/35255
 https://jonnasuresh.wordpress.com/tag/basic-information-about-
accenture-company-for-interview/
88
14.
ANNEXURE
89
ANNEXURE
Questionnaire:
Recruitment and selection process of IT employees in Accenture.
This questionnaire survey is totally for academic purposes. Information

collected through this survey would not be shared with anyone other than the
people involved in this study.
Name: …………………………………………………………………………..
Age: …………………………….Qualification: ……………………………….
Department: ………………………Designation: …………………………….
Please answer the following questions:
Q1. Which form of recruitment and selection is used in Accenture?
(a) Centralised
(b) Decentralised
Q2. Which source of recruitment and selection process is used in Accenture?
(a) External
(b) Internal
(c) Both
Q3. Identify the external source from where you came to know about the job?
(a) Advertisement
(b) Consultant
(c) Personal reference
(d) Campus Recruitment
90
Q4. Does HR provide an adequate pool of quality candidates?
(a) Yes
(b) No
Q5. What was the approach of management during the recruitment process in
Accenture?

(b) Casual
(c) Negative
Q6. Are you satisfied with the resume screening and shortlisting method used
by the organization?
(a) YES
(b) NO
Q7. What was the management approach during verification before and after
selection?

(b) Casual
(c) Negative
Q8. How do you rate the selection process of the organization?
(a) Good
(b) Average
(c) Poor
Q9. Does Accenture follow different recruitment processes for different grades
of employment?
(a) Yes
(b) No
91
Q10. How would you rate the HR department’s performance in the recruitment
and selection process??
(a) Poor
(b) Adequate
(c) Excellent
Q11. Are you satisfied with the HR policy of the organization?
(a) Yes
(b) No
92

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A PROJECT REPORT ON

“STUDY OF RECRUITMENT AND SELECTION

SUBMITTED TO IGNOU FOR CONTINUING EDUCATION IN FULFILLMENT OF 2 YEARS

(Approved by UGC AICTE of India)

ENROLLMENT NO.- 2200983672

Place: PATNA POOJA KUMARI

It was a great pleasure for me to undertake this project.

First of all, I extend my gratitude to IGNOU for giving me this opportunity.

I would like to express my deep sense of gratitude and indebtedness to Mr

An effective recruitment and selection decision is very important for the

SR.NO TITLE PAGE NO.

1 EXECUTIVE SUMMARY 9-10

SR.NO PARTICULARS TABLE & PAGE

SR.NO PARTICULARS TABLE PAGE

Human resource management involves all management decisions and practices

Human resource planning is a systematic process of determining the

Human resource planning is an essential part of every organization to ensure the

Recruitment is the first step in building an organization's human capital. At a

There could be various reasons for recruitment:

 The vacancy can be created due to growth, diversification and expansion

 Vacancies due to the transfers, termination, retirement,

Selection is the process of hiring employees among the shortlisted candidates

Selection is an HR process that helps differentiate between qualified and

It consists of two comprehensive concepts: Recruitment and selection. These

There is a small difference between recruitment and selection.

According to Dale S. Beach: " recruitment is the development and maintenance

As we know, human resource is the lifeblood of organizations. So it is very

An effective recruitment strategy can minimize the risk of employee turnover

The benefits of the centralised form of recruitment are:

 Every department sends requisitions for recruitment to their

(2) decentralised recruitment

Decentralised recruitment practices are in conglomerates operating in

 Creation of new Vacancies due to the transfers, termination,

 vacancies due to growth, diversification and expansion of the

• the needs arising from changes in organization

• Anticipated needs are those movements in personnel,

• Resignation, deaths, accidents, illness give rise

 Create a talent pool of prospective candidates that enables the selection of

 Determine present and future organizational requirements taking into

 Links the employers with the potential employees.

 Increase potential candidates’ pool at less cost.

 Increases the success rate of the selection process by reducing the

 Reduce the probability of leaving the organization only after a

 Meet the organization’s legal and social obligations while maintaining

 Determine the appropriateness of the candidates by identifying

 Increase organizational and individual effectiveness regarding the

 Cooperation and coordination with colleges, universities and

 Recruitment helps HR personnel and managers to adapt to changes

 To attract people with multi-dimensional skills and experience that

 To obtain a pool of suitable candidates for vacant posts.

 To ensure that all the recruitment activities contribute to company

 To induct outsiders with a new perspective to lead the company.

 To develop an organizational culture that attracts competent people to

 To devise methodologies for assessing psychological traits.

 To design entry pay that competes on quality but not on quantum.

 To search or headhunt/head punch people whose skills fit the

 To infuse fresh blood at all levels of the organization.

 To conduct recruitment activities in an efficient and cost-effective