CHAPTER 1:

INDUSTRY PROFILE

INDUSTRY INTRODUCTION
The adhesive industry plays a crucial role in various sectors by providing products that bond
materials together. Adhesives are substances used to join or bond two or more surfaces, and
they are utilized in a wide range of applications, contributing to the assembly and
manufacturing processes across diverse industries. The development of the adhesive industry
has led to the creation of a vast array of adhesive types, each designed for specific purposes
and materials.

Key aspects of the adhesive industry include:

Types of Adhesives:

 Cyanoacrylate Adhesives (CA): Known as instant or super glues, they bond quickly
and are used for various materials.

 Epoxy Adhesives: These adhesives are known for their high strength and durability
and are commonly used in construction and industrial applications.

 Polyurethane Adhesives: Provide strong bonds and flexibility, commonly used in

automotive and construction industries.

 Acrylic Adhesives: Known for their fast curing and high-performance characteristics,
used in various industries including electronics and medical devices.

 Hot Melt Adhesives: Solid at room temperature and melt when heated, commonly
used in packaging and woodworking.
 Applications

 Automotive Industry: Adhesives are used in vehicle assembly, bonding components

like panels, interior elements, and structural parts.
 Construction: Adhesives are vital in construction for bonding materials like wood,
concrete, and metals, as well as in insulation and flooring applications.

 Electronics: Used for bonding components on circuit boards, encapsulation, and in the
assembly of electronic devices.
 Packaging: Adhesives are crucial for sealing, labeling, and assembling packaging
materials.
 Medical Industry: Adhesives play a role in medical devices, wound care, and
pharmaceutical applications.

Market Trends:

 Environmentally Friendly Adhesives: Growing demand for adhesives with reduced

environmental impact and low VOC (volatile organic compounds) content.
 Smart Adhesives: Development of adhesives with advanced functionalities, such as
self-healing properties and responsiveness to environmental conditions.
 Bio-based Adhesives: Increasing interest in adhesives derived from renewable
resources to address sustainability concerns.

In summary, the adhesive industry is dynamic and continues to evolve with advancements in
materials science, technology, and increasing demands for sustainable and high-performance
bonding solutions across various sectors.
INVENTION OF ADHESIVES :

The invention of adhesives dates back thousands of years, with early humans using natural
materials to stick objects together. One of the earliest known adhesives was made from plant
resins, such as pine sap or birch tar, which were heated and applied to surfaces.

The ancient Egyptians used natural glues derived from animal hides, while the Greeks and
Romans employed materials like egg whites and milk protein as adhesives. In medieval
times, craftsmen used mixtures of animal glue and other substances to create adhesives for
various applications.

The 19th and 20th centuries saw significant advancements in adhesive technology. Natural
rubber-based adhesives were developed, followed by the invention of synthetic adhesives
such as cyanoacrylate (super glue) in the 20th century. The mid-20th century also witnessed
the rise of various polymer-based adhesives, including epoxy resins and polyurethanes.

Today, adhesives play a crucial role in numerous industries, ranging from construction and
manufacturing to healthcare and electronics. The continuous research and development in
materials science contribute to the creation of new and improved adhesive formulations.
TOP 10 ADHESIVE INDUSTRY

 Henkel AG & Co. KGaA: A German multinational company that produces a wide
range of adhesive products.

 3M Company: An American multinational conglomerate known for its diverse range

of products, including adhesives.

 H.B. Fuller Company: A global adhesive manufacturer with a focus on adhesives,

sealants, and other specialty chemical products.

 Sika AG: A Swiss company that specializes in the development and production of
systems and products for bonding, sealing, damping, reinforcing, and protecting in the
building sector and automotive industry.

 Avery Dennison Corporation: An American multinational company that produces

pressure-sensitive materials, office products, and various adhesive technologies.

 Bostik: A French adhesive company and a subsidiary of Arkema Group, providing

adhesive solutions for various industries.

 DowDuPont (now Corteva): The result of the merger of Dow Chemical Company
and DuPont, which produces a wide range of materials, including adhesives.
  Arkema Group: A French multinational chemical company that includes Bostik,
specializing in adhesives.

 Ashland Global Holdings Inc.: An American chemical company that produces a

variety of specialty chemicals, including adhesives.

 Momentive Performance Materials Inc.: A global leader in silicones and advanced

materials, including adhesives and sealants.

ADHESIVE INDUSTRY SCENARIO IN INDIA

Market Growth

The adhesive industry in India has been experiencing steady growth, driven by factors such
as increased industrialization, growth in the automotive and construction sectors, and the
demand for packaging materials.

There is a growing awareness of the advantages of using adhesives over traditional bonding
methods, leading to an increased adoption in various industries.

Key Applications:

Adhesives find applications in diverse industries, including packaging, automotive,

construction, textiles, electronics, and healthcare.

The packaging industry is a significant consumer of adhesives, with a rising demand for
sustainable and high-performance bonding solutions.

Technological Advancements:

The industry has witnessed advancements in adhesive technologies, with a focus on

developing environmentally friendly and high-performance formulations.

Innovations in areas such as hot melt adhesives, pressure-sensitive adhesives, and specialty
adhesives contribute to the overall growth of the sector.
Government Initiatives:

Government initiatives promoting the manufacturing sector and infrastructure development

have positively influenced the demand for adhesives in the construction and automotive
industries.

Policies favoring the use of eco-friendly products may impact adhesive formulations and
manufacturing processes.

Competitive Landscape:

Several multinational and domestic companies operate in the Indian adhesive market.
Companies like Pidilite Industries, Henkel Adhesives, and others have a notable presence.

Local manufacturers often cater to specific regional requirements, while larger companies
address diverse applications and industries.

Challenges:

The industry faces challenges related to raw material costs, environmental regulations, and
the need for continuous innovation to meet changing market demands.

Price volatility of key raw materials can impact the overall production costs.

Consumer Trends

Changing consumer preferences, such as a growing demand for eco-friendly and sustainable
products, can influence the development of adhesive formulations.

MAJOR PLAYER IN INDIA

Pidilite Industries Ltd.: Pidilite is a leading adhesive manufacturer in India, known for
brands like Fevicol, Dr.Fixit, and Fevikwik. They have a strong presence in various
industries, including construction, automotive, and consumer goods.

Henkel Adhesives: Henkel, a global company, has a strong presence in India with a range of
adhesive products for industries such as automotive, electronics, and packaging.
Anabond Limited: Anabond is a well-established adhesive manufacturer in India, providing
solutions for industrial, automotive, and electronics applications.

Bostik India Pvt. Ltd. (Arkema Group): Bostik, a subsidiary of Arkema Group, operates in
India and offers adhesives and sealants for industries such as construction, automotive, and
packaging.

Sika India Pvt. Ltd.: Sika is a global player in specialty chemicals, including adhesives.
They provide solutions for construction and industry applications in the Indian market.

3M India Limited: 3M, a multinational conglomerate, has a presence in India and offers a
variety of adhesive products for sectors like automotive, healthcare, and electronics.

ITW India Pvt. Ltd. (Illinois Tool Works): ITW is a diversified multinational company
with a presence in India, offering adhesive solutions for industries like automotive,
construction, and packaging.

Pidilite Specialty Chemicals India Ltd.: Another division of Pidilite Industries, this
company focuses on specialty chemicals, including adhesives and sealants.

Atul Ltd.:Atul is a diversified chemical company in India, providing various chemical

products, including adhesives and sealants.

Dow India (Dow Chemical International Pvt. Ltd.): Dow, a global leader in materials
science, operates in India and offers adhesive solutions for industries like packaging,
construction, and electronics.
 CHAPTER 2:

COMPANY PROFILE

OVERVIEW

Establishment of Shreeji Group of Companies: 2014 we have associated with Henkel from
Shreeji Chemtech and incorporation in 2020 we have 500 plus customer across India.
Warehouse: Ahmedabad, Surat, Rajkot, Mumbai SALES office: Ahmedabad, Surat, Mumbai,
Sales team: New Delhi, Kolkata, Hyderabad, Bangalore, Ahmedabad, Surat, Mumbai
Products We deal in: All type of packaging Adhesives, OEM Machine Parts, Cleaners of all
Industries, Lubricants, Solvents.

SHREEJI CHEMTECH is a Reputable Authorized Channel Partner of HENKEL 150 Year

Old Company in the packaging segment, specializing in providing high-quality adhesive
solutions to meet the diverse needs of the packaging industry. As an authorized distributor of
Henkel, a global leader in adhesive technologies, we offer an extensive range of adhesive
products designed specifically for packaging applications. With our commitment to
excellence and customer satisfaction, we have established ourselves as a trusted partner for
businesses in the packaging industry
HISTORY OF THE COMPANY

Establishment of Shreeji Group of Companies:

2014 we have associated with Henkel from Shreeji Chemtech and,

incorporation in 2020 we have 500 plus customer across India.

Warehouse: Ahmedabad, Surat, Rajkot, Mumbai

SALES office: Ahmedabad, Surat, Mumbai,

Sales team: New Delhi, Kolkata, Hyderabad, Bangalore, Ahmedabad, Surat, Mumbai

Products We deal in: All type of packaging Adhesives, OEM Machine Parts, Cleaners of all
Industries, Lubricants, Solvents.
ORGANISATION STRUCTURE
VISION AND MISSION

Vision:
1. To be a global leader in innovation and technology.

2. To create sustainable solutions for a better world.

3. To inspire positive change in communities worldwide.

Mission:
1. Delivering cutting-edge products and services that exceed customer expectations.

2. Fostering a culture of diversity, inclusion, and continuous learning.

3. Promoting environmental stewardship through eco-friendly practices.

4. Empowering employees to reach their full potential and thrive in their careers.

5. Driving economic growth and social responsibility through ethical business practices.
PRODUCT OF THE COMPANY

BOTTLED WATER &

BEER CARBONATE
SOFTDRINK

WINE DIARY
PRODUCT

LIQUOR & BEVERAGES

PRODUCTS
 NON CSD,
BREAKFAST SHIPPING JUICE,
CEREAL PACKAGING SPORTS

SWEETS, SNACKES
FROZEN FOOD CANNED
& COOKIE,
PRESERVED
CRACKER
FOOD

CHIILED FOOD FRESH FOOD

DIARY PRODUCTS
 COEMETICS PHARMA

HOUSEHOLD
GOODS

PHARMACEUTICAL
PRODUCTS
 CHAPTER – 3
TOPIC RELATED INFORMATION

RECRUITMENT

Recruitment refers to the process of finding and hiring qualified individuals for a job or
position within an organization.

It involves attracting, screening, selecting, and on boarding candidates to fill the vacant
positions.

The goal of recruitment is to identify the right candidates with the skills, qualifications, and
attributes necessary to meet the organization's needs and contribute to its success.

This process can be carried out through various methods, including job postings, networking,
interviews, and assessments.

Effective recruitment is essential for building a skilled and motivated workforce and
ensuring the continued growth and success of an organization

Types of recruitment done in shreeji chemtech :

1. Job Postings:

- Small companies often advertise job openings through various channels, such as local
newspapers, community bulletin boards, or online job platforms.

2. Networking:

- Leveraging personal and professional networks is a common practice. Small business

owners may rely on recommendations from current employees, friends, or business contacts
to find suitable candidates.

3. Referrals:

- Encouraging employee referrals can be an effective way for small companies to identify
potential candidates. Employees may refer individuals from their networks who they believe
would be a good fit for the organization.
4. Social Media:

- Utilizing social media platforms, such as LinkedIn, Facebook, or Twitter, to announce job
openings and engage with potential candidates.

5. Local Community Engagement:

- Engaging with the local community, attending local events, or partnering with local
educational institutions can help small companies connect with potential candidates.

6. Internship Programs:

- Offering internship opportunities can be a way for small businesses to assess potential
talent and provide hands-on experience to individuals who may later become full-time
employees.

7. Job Fairs:

- Participating in or organizing small-scale job fairs or career events within the local
community to connect with job seekers.

8. Freelancers and Contractors:

- Small businesses may opt to hire freelancers or independent contractors for specific
projects or roles, providing flexibility and avoiding the commitment of a full-time hire.

9. Online Platforms:

- Using online platforms like freelance websites, industry-specific forums, or niche job
boards to find candidates with specialized skills.

10. Recruitment Agencies:

- While smaller companies may not always engage with recruitment agencies due to
budget constraints, some may choose to partner with local agencies for assistance in finding
suitable candidates.

Types of challenges faced in recruitment

The challenges faced in recruitment refer to the difficulties or obstacles that organizations
encounter during the process of finding, attracting, and hiring suitable candidates for their job
openings. These challenges can vary across industries and organizations, but some common
ones include:

Talent Shortages: In certain industries or for specific roles, there may be a scarcity of
qualified candidates with the required skills and experience.

Competition: Companies often compete for the same pool of talented individuals, leading to
increased competition and challenges in attracting top candidates.

Changing Job Market: The dynamics of the job market can shift, making it challenging for
organizations to adapt their recruitment strategies to the evolving needs and expectations of
candidates.

Diversity and Inclusion: Achieving a diverse workforce can be challenging, as organizations

may struggle to attract candidates from different backgrounds and demographics.

Technology Integration: The rapid advancement of technology requires recruiters to stay

updated on new tools and platforms, and sometimes adapting to these changes can be a
challenge.

Time Constraints: The recruitment process can be time-consuming, and delays in hiring may
occur due to various factors such as lengthy decision-making processes or a high volume of
applications.

Budget Constraints: Adequate resources are required for effective recruitment, and budget
constraints can limit the ability to use various channels or tools to attract the right candidates.

Candidate Experience: Ensuring a positive experience for candidates throughout the

recruitment process is crucial, and challenges may arise in providing timely and constructive
feedback or maintaining effective communication.

Retention Concerns: Recruiting the right candidates is only the first step; retaining them can
be another challenge. Organizations may face difficulties in creating an environment that
encourages employee retention.

Legal and Regulatory Compliance: Adhering to labor laws, regulations, and ethical standards
in the recruitment process can pose challenges, especially when operating in different regions
with varying legal requirements.
Recruitment can pose various challenges for organizations, but addressing these challenges
strategically can lead to successful hires and improved talent acquisition processes. Here are

some common recruitment challenges and potential.

SOLUTIONS:

1. Talent Shortages:

Solution: Develop a comprehensive talent pipeline by proactively networking and engaging

with potential candidates. Utilize social media, industry events, and partnerships with
educational institutions to identify and attract talent. Consider offering training programs to
upskill existing employees or focus on hiring candidates with transferable skills.

2. High Competition for Top Talent:

Solution: Enhance your employer brand to make your organization more attractive to
potential candidates. Highlight your company culture, values, and employee benefits.
Establish a compelling online presence through social media and employer review sites.
Offer competitive compensation packages and unique perks to stand out.

3. Lengthy Hiring Processes:

Solution: Streamline and optimize your hiring process to reduce time-to-fill. Clearly
define job requirements, create efficient interview processes, and leverage technology such as
applicant tracking systems (ATS) to automate administrative tasks. Regularly review and
update the hiring process to identify and eliminate bottlenecks.

4. Lack of Diversity:

Solution: Actively promote diversity and inclusion in your recruitment efforts. Use diverse
sourcing channels, establish partnerships with organizations that focus on diversity, and
implement blind recruitment practices. Ensure that your hiring team undergoes diversity
training to minimize unconscious biases.

5. Skill Mismatch:

Solution: Clearly define the required skills and qualifications for each role. Utilize skills
assessments, practical exercises, and structured interviews to evaluate candidates' abilities
accurately. Provide feedback to unsuccessful candidates to help them understand the gaps in
their skills and encourage professional development.

6. Ineffective Employer Branding:

Solution: Invest in building a positive employer brand. Showcase your company culture,
values, and employee testimonials on your website and social media. Actively respond to
online reviews and address negative feedback. Encourage current employees to share their
positive experiences on professional networks.

7. Limited Use of Technology:

Solution: Leverage technology to streamline and enhance the recruitment process.

Implement an ATS to manage applications efficiently, use data analytics to optimize
recruitment strategies, and incorporate video interviews to speed up the initial screening
process. Explore AI-driven tools for resume screening and candidate matching.

8. Poor Candidate Experience:

Solution: Prioritize candidate experience to create a positive impression of your

organization. Communicate transparently, provide regular updates on the hiring process, and
offer constructive feedback to unsuccessful candidates. Collect feedback from candidates to
identify areas for improvement in your recruitment process.

9. Remote Hiring Challenges:

Solution: Adapt your recruitment processes to accommodate remote hiring. Use video
interviews, virtual assessments, and collaborative online tools. Clearly communicate
expectations and provide detailed information about remote work policies and support.

By addressing these challenges with a strategic and proactive approach, organizations can
enhance their recruitment processes, attract top talent, and build a strong employer brand.
Regularly review and update recruitment strategies to stay agile and responsive to changing
market dynamics.
 CHAPTER 4:

REVIEW ON LITERATURE
Literature Review

Robert E. Ployharti et al (2002) in their paper “Examining Applicants' Attributions for

Withdrawal from a Selection Procedure” have stated that one should understand the
psychological reasons for applicants’ withdrawal from selection process and the
consequences of their attributions for withdrawal. According to the author, organizations use
selection procedures to identify the best applicant from a large number of applicants. The
author has pointed that one of the major issues during selection procedure is applicant
withdrawal. The paper has found that applicant withdrawal is problematic for three reasons,
first when the organization has different selection procedure for different demographic
groups, second when there is requirement for skilled or qualified candidates and third when
there is negative information about the organization. The main aim of this paper is to
understand candidates’ perception and reasons for candidates’ withdrawal. Since only a
handful of studies have examined withdrawal despite the fact that applicant withdrawal has
important practical consequences, the authors has suggested for further research to assess the
links between attributions and applicant behaviors.

Wendy R. Boswell and et al (2003) in their paper “Individual Job-choice Decisions And The
Impact Of Job Attributes And Recruitment Practices: A Longitudinal Field Study”, pointed
that the present research is intended to understand how job-choice decisions are made by job
seekers, what are the factors applicants consider while taking decision and the role of
effective and ineffective recruiting practices. The authors found that at the onset of
recruitment, job seekers appear most concerned with company culture, nature of the work,
compensation, benefits, training, and opportunities for advancement. These same job
attributes along with job location and company reputation were considered important while
making an actual job-choice decision. The author has clearly segmented the variables that job
seekers consider important while making job choice decisions and has also suggested few
practical recommendations during pre and post- selection of a candidate.
Chapman and Webster (2007) stated in their paper “Toward an integrated model of
applicant reactions and job choice” have found that previous research mainly focused on
procedural justice (fair selection process), little work has been done on other mechanisms
such as expectancy (receiving job offer) and signals (interviewers behavior about what it is
like to work in the organization) and other variables such as pay and location. The main aim
of the study is to provide a clearer picture of how recruiters influence the job choice decision
of the applicants. This study examined all three mechanisms to determine the combined effect
on applicant’s actual job decision. Thus results found that expectancy and signal have greater
influence on applicant’s job choice. Authors also gave some practical suggestions by
highlighting the importance of recruiter during the selection process and to improve their
interpersonal skills which have greater influence on the applicant’s decision. They even
highlighted the importance of informing the applicant about the results after the screening
process as delay in informing the applicant may result in applicant discounting from the
organization immediately and looking for other options. Also the authors suggested to keep
fair selection procedures as unfair process may result in applicant drop out of the organization
before receiving the job offer. As the current work was limited to organization where
employment term was only for four months, the authors suggested for future research for
organizations with longer term full time employment.

Steven E. Scullen (2012) in the article “What if the Preferred Applicant Rejects a Job Offer?
A Look at Smaller Applicant Pools” has pointed that in a small applicants’ pool when the top
candidate rejects the job offer, the performance is affected as the preferred candidate (top
candidate) is more likely to perform well on the job than the lower ranked candidate. This
article focuses on impact of offer rejection on expected new-hire quality in a small pool
context.

According to the author the performance of the expected new-hire is maximized when
employers hire their first choice candidate. The author states that when employers fail to hire
most desirable candidate, it is advisable to choose some follow-up course of action i.e. to
offer the job to the next candidate in the rank order. But the author feels that there would be
chances that the job performance of that candidate might not be as good as the top ranked
candidate. The method used for answering the questions is order statistics. With the help of
this method, author found that the performance of second or third ranked candidate is less
than the top ranked candidate. The author has suggested for future research on larger pool of
candidates and to examine the attitudes and preferences of employers while hiring people.
Becker et al. (2010) stated in their paper “The Effect of Job Offer Timing on Offer
Acceptance, Performance, and Turnover” have found that offer timing has greater influence
on candidate’s job choice decision. According to the authors during the hiring process, speed
and timeliness plays a significant role in candidate’s job choice decision. The quicker the
candidates gets the offer, he’s more likely to accept it. The purpose of the study is to
investigate whether offer timings had any influence on offer acceptance (whether candidates
accepted or rejected the offer), job performance and turnover. It was found that there was
higher probability of offer acceptance with quicker offers in both students and experienced
candidate groups. Delays post interview resulted negative perception of the organization on
the candidate. Further research found that there was no impact on performance of candidates
who received slower offer than those who received quicker offers. The authors also suggested
for future research as the current work was limited only to one organization, research on low
or medium wage industry would be done to observe how offer timing vary with job type.
Thus this study helped in understanding how offer acceptance and employment outcomes are
impacted due to offer timings in the final phase of selection process. Thus delay in job offers
would ultimately cost the company in terms of decreased offer acceptance.

Kulkarni and Nithyanand (2012) stated in their research paper "Social influence and job
choice decisions", stated that past research concluded that applicant’s job choice decisions is
based on recruitment activity or organizational attributes but according to the authors social
influence also has an impact on applicant’s job choice decisions. The purpose of this paper is
to examine how young job seekers make job decisions based on social influence. The
research was conducted in India from an elite business school. The data was collected
through in depth interview from 37 MBA students which consisted of 26 males and 11
females.

According to the respondents, others get socially influenced by seniors and peers. They also
felt organizations do not provide them with necessary information so most of the applicants
rely on others before making job choices. The paper also found that males feel more parental
pressure than females. The authors have suggested for future research on more diverse
context as the current study was only restricted to MBA students. As the key aim of
recruiting is attracting applicants, the authors have suggested the employers to understand
that social influence is also a key ingredient of job seekers behaviors and thus recruitment
practices should be targeted accordingly.
G.Ramanaiah and Xavier (2012) stated in their article “A Study on Offer Rejection (Abort
Rate) at Wipro Technologies Ltd.” have stated that one of the major issues that recruiters face
today is candidates backing out of job offers. Recruitment process is an expensive activity
and every time a candidate backs out, the companies face revenue loss, projects get delayed
and lot of time and efforts get wasted. The authors conducted the survey at Wipro
Technologies and the sample size was 134 aborted candidates from Chennai, Bangalore,
Hyderabad, Cochin, Pune and Delhi who rejected the job offer. The method used for the
research was structured questionnaire and statistical tools such as percentage analysis,
chisquare, weighted average method and correlation for analysis and interpretation of data.
Challenges Faced by Human Resource Recruiter’s in Post Selection of Freshers’ in IT
Companies

The main aim of the research is to study the problems faced by the Wipro Technologies due
to job offer rejection. From the survey the authors found that interview process has no
influence on the job choice decision of the candidates. Instead various other factors such as
commitment made by recruiters during selection process, inadequate salary, bond, etc. had
greater influence on the candidates to reject the job offer. According to the authors, even
though Wipro has a good brand image, the company should be flexible in negotiating with
the candidates on salary, convincing deals, relocation and should keep communicating with
the candidates once the offer is made. This in turn will help the company to avoid offer
rejection by the candidates.
 CHAPTER 5:

RESEARCH METHODOLOGY

PROBLEM DEFINITION
 CHAPTER 6:

DATA ANALYSIS AND INTERPRETATION

1. What role do technology and AI play in your current recruitment process?

PARICULAR RESPONDENT
A. Highly integrated 53%
B. Moderate integrated 15%
C. Limited integrated 12%
D. No integrated 9%
E. Not applicable 11%
TOTAL 100%

Recruitment process
Not applicable
11%
No integrated
9%

Limited in-
tegrated Highly integrated
12% 53%

Moderate in-
tegrated
15%

Highly integrated Moderate integrated Limited integrated

No integrated Not applicable

Interpretation:

The above pie chart shows that the how technology of AI is used in current recruitment
process of Shreeji group, and it shows almost 53% as highly integrated and at almost 20% of
the times there is no involvement of AI in recruitment process.
2. How do you measure the success of your recruitment efforts?

PARTICULAR RESPONDENT
A. Time to hire 10%
B. Quality of hire 10%
C. Diversity metrics 70%
D. Retention rates 10%
E. Other (please specify) 0%
TOTAL 100%

success of recruitment efforts

Retention rates Time to hire

10% 10% Quality
of hire
10%
Time to hire
Quality of hire
Diversify metrics
Retention rates
Others

Diversify metrics
70%

Interpretation:

The above pie chart shows that how they usually measure the success of their recruitment
efforts, through diversity metrics they measures their almost 70% of recruitment efforts and
through the time they take to hire, Quality of hiring & retention rates of employees they
contributes almost 30% of success in recruitment efforts.
3. What methods do you use to assess the cultural fit of potential candidates with your
organization?

PARTICULAR RESPONDENT
A. Behavioural interviews 12%
B. Cultural assessments 12%
C. Team interviews 60%
D. Reference checks 16%
E. Other (please specify) 0%
TOTAL 100%

Methods to use cultural fit

Reference Behavioral interviews

check 12%
16% Coltural
assess-
ments
12% Behavioral interviews
Coltural assessments
Team interviews
Reference check
Team interviews others
60%

Interpretation:

The above pie chart shows that what method does the firm uses to measure cultural fit of the
potential candidates of shreeji group and it shows that through team interview they assess
almost 60% of cultural fit and second most with reference check i.e.12%.
4. To what extent do you believe unconscious bias affects your hiring decision?

PARTICULAR RESPONDENT
A. Significantly 7%
B. Somewhat 66%
C. Neutral 23%
D. Minimally 7%
E. Not at all 0%
TOTAL 100%

Unconscious bias effect

Minimally Significantly
7% 7%

Neutral
22%

Somewhat
64%

Significantly Somewhat Neutral Minimally Not at al

Interpretation:

The above pie chart shows that at what extent firm believes unconscious bias affects their
hiring process, through chart it is stated that at somewhat level it affects highly with 66% and
23% of respondent remains neutral when it comes to unconscious bias affecting hiring
process.
5. How satisfied are you with the quality of candidates recruited through your current
process?

PARTICUALR RESPONDENT
A. Very satisfied 5%
B. Satisfied 55%
C. Neutral 25%
D. Dissatisfied 10%
E. Very dissatisfied 5%
TOTAL 100%

Satisfaction with quality of candidates

10
5 5

25

55

Very satisfied Satisfied Neutral Dissatisfied Very dissatisfied

Interpretation:

The above pie chart shows that how satisfied they are with the quality of the candidates
recruited through their current recruitment process, and it shows that 55% of the people are
satisfied with current recruitment process and 25% voted that they stays neutral and 5% of
respondent are very satisfied and almost 15% of people remains dissatisfied.
6. What is the average time it takes to fill a vacant position in your organization?

PARTICUALR RESPONDENT
A. Less than a month 77%
B. 1-2 months 10%
C. 3-4 months 2%
D. 5-6 months 10%
E. More than 6 months 1%
TOTAL 100%

Time to fill a vacant position

5-6 months More than 6 months
3-4 months
1-2 months

1st Qtr

1st Qtr 1-2 months 3-4 months

5-6 months More than 6 months

Interpretation:

The above pie chart shows that how much average time does the firm takes to fill a vacant
position in the organization, and most of the respondent respondent that within a month they
fill the vacant position of the firm almost 22% of total respondent voted that within 1-6
months they fill the vacant position and only 1% of respondent voted that it takes more than 6
months to fill a vacant position.
7. How effective is your current employer branding strategy in attracting potential
candidates?

PARTICULAR RESPONDENT
A. Very effective 15%
B. Somewhat effective 60%
C. Neutral 5%
D. Ineffective 15%
E. Not sure 5%
TOTAL 100%

Effectiveness of branding strategy

Very effective Effective Neutral Ineffective Not sure

Interpretation:

The above pie chart describes about the effectiveness of the marketing strategy used by their
current employer to attract potential candidates, and it shows that almost 75% of total
respondents feels it is very & somewhat effective and 5% of respondents remains neutral and
20% doesn’t feels its effectiveness.
8. To what extent do you utilize social media platforms for recruitment purposes?

PARTICULAR RESPONDENT
A. Extensively 68%
B. Moderately 12%
C. Limited 8%
D. Rarely 10%
E. Not to all 2%
TOTAL 100%

Utilization of social media

Extensively Moderately Limited Rarely Not at all

Interpretation:

The above pie chart describe about the utilization of social media platforms in recruiting
process and almost 80% of respondents responds that it is used at extensively and moderate
level and 8% of respondent thinks that they are utilizing at limited level and 10% are going
with rarely option, while 2% are saying that they don’t even utilize it.
9. How would you rate the communication process between your recruitment team and
hiring managers during the hiring process?

PARTICULAR RESPONDENT
A. Excellent 5%
B. Good 90%
C. Fair 2%
D. Poor 2%
E. Needs improvement 1%
TOTAL 100%

Communication process

Excellent Good Fair

Poor Needs improvement

Interpretation:

the above pie chart shows the rating of the communication process between the recruitment
team and hiring managers during the hiring process and respond of the responders shows that
are 90% of communications flows good and remaining 10% distributes among others.
10. How do you address the challenge of ensuring a positive candidate experience
throughout the recruitment process?

PARTICULAR RESPONDENT
A. Regular communication 9%
B. Clear and transparent process 11%
C. Streamlined application process 9%
D. Personalized interaction 51%
E. Other (please specify) 20%
TOTAL 100%

Challenges

Regular communication Clear and transparent process Streamlined application process

personalized interaction others

Interpretation:

The above pie chart describes about how they address challenges of ensuring a positive
candidate experience throughout the recruitment process and it shows through personalized
interaction they manage 51% of challenges in ensuring communication process and clear and
transparent process also helps in ensuring a positive candidate experience that is good for the
recruitment process.
11. What steps do you take to continually improve the efficiency and effectiveness of
your recruitment process?

PARTICULAR RESPONDENT
A. Regular training for recruitment 23%
team
B. Continuous process evaluation 54%
C. Incorporating feedback from 12%
candidates and hiring managers
D. Exploring new technologies 8%
E. Other (please specify) 3%
TOTAL 100%

Steps taken for improving recruitment process

Regular training for recruitment process

continuous process evaluation
Incorporating feedback from candidates and hiring managers
Exploring new technologies
others

Interpretation:

The above pie chart describes about the steps taken for the continually improving the
efficiency and effectiveness of the recruitment process and trough the response we can say
that through continuous process evaluation they improve their efficiency and effectiveness
and later they use the step of regular training for recruitment team these are the two major
steps in improving efficiency and effectiveness of the recruitment process.
12. What measures do you have in place to ensure diversity and inclusion in your hiring
process?

PARTICULAR RESPONDENT
A. Diversity training for recruiters 69%
B. Blind resume screening 12%
C. Diverse interview panel 8%
D. Targeted outreach programs 10%
E. Other (please specify) 1%
TOTAL 100%

Diversity in hiring process

Diversity training for recruiters Blind resume screening Diverse interview panel
Targeted outreach programs others

Interpretation:

The above pie chart describes that what measures does the firm are having in place to ensure
diversity and inclusion in their hiring process and through the response it can be clearly stated
that diversity training for recruiters have measure response of 69% and after that blind
resume screening have the response of 12% respondent.
13. How often do you review and update your recruitment strategies to stay aligned
with industry trends?

PARTICULAR RESPONDENT
A. Quarterly 49%
B. Semi-annually 11%
C. Annually 13%
D. Rarely 15%
E. Not sure 12%
TOTAL 100%

Reviewing recruitment startegies

Quarterly Semi-annually annually Rarely Not sure

Interpretation;

The above pie chart describes about how often does the firm review and update their
recruitment strategies to stay aligned with the industry trends and it can be clearly stated from
the response of the respondent that firm often update their recruitment stages every Quarterly
and that is good for the betterment of the firm.
14. What are the primary challenges you face in sourcing qualified candidates for your
job openings?

PARTICULAR RESPONDENT
A. Limited candidates pool 72%
B. High competition from other 7%
employers
C. Lack of specialize skills 12%
D. Lengthy hiring process 8%
E. Other (please specify) 1%
TOTAL 100%

Challenges during sourcing

Limited candidate pools High competition from other employer

Lack of specialize skills Lengthy hiring process
others

Interpretation:

The above pie chart describes about the primary challenges they faces while sourcing
qualified candidate for their job openings and from the response it can be stated that the most
faced challenge they faces is that they have very limited candidate pool for and lack of
specialize skills is also a biggest challenges.
15. How do you handle rejected candidates to maintain a positive employer brand?

PARTICULAR RESPONDENT
A. Provide constructive feedback 62%
B. Offer resource for improvement 17%
C. Communicate transparently 14%
D. Limited communication 6%
E. Not applicable 1%
TOTAL 100%

Handling rejected candidate

1%
6%
14%

17%
62%

Provide constructive feedback Offer resource for improvement Communicate transparently

Limited communication Not applicable

Interpretation:

The above chart describes about how the firm handles the rejected candidate to maintain a
positive employer brand and through the response we can clearly say that firm provides
constructive feedback to the rejected that at which stage what went wrong for them and that
helps in maintain a positivity.

16. How would you describe the impact of remote work on your recruitment strategy?
 PARTICULAR RESPONDENT
A. Positively impacted 6%
B. Neutral 14%
C. Challenging but manageable 73%
D. Significant challenges 7%
E. Not applicable 0%
TOTAL 100%

Describing the impact of Remote Work

Significant chaalenges Positively impacted
7% 6%
Neutral
14%

Challenging but
managable
73%
Positively impacted Neutral Challenging but managable
Significant chaalenges Not applicable

Interpretation:

The above pie chart shows about the impact of remote work on their recruitment strategy and
that shows that it is challenging but manageable.

17. How do you handle candidate feedback and experience during the recruitment
process?
 PARTICULAR RESPONDENT
A. Actively seek and implement 46%
feedback
B. Collect feedback but rarely 15%
implement changes
C. Neutral 17%
D. Rarely collect feedback 21%
E. Not applicable 1%
TOTAL 100%

Handling candidate feedback

1%
21% Actively seek and implement
feedback
Collect feedback but rarely im-
46% plement changes
Neutral
17% Rarely collect feedback
Not applicable

15%

Interpretation:

The above pie chart describes about handling candidate feedback and experiences during the
recruitment process and it shows that firm actively seek and implement feedback as it can
helps for the betterment of the firm. But 21% of respondent also responded that they rarely
collect feedback if this is correct then it is not a good thing from the recruitment agency.

18. In your opinion, what is the biggest hurdle in adapting to new recruitment
technologies?

PARTICULAR RESPONDENT
 A. Cost 57%
B. Resistance from team members 16%
C. Integration challenges 10%
D. Lack of awareness 14%
E. Other (please specify) 3%
TOTAL 100%

Hurdle in adapting new technologies

Other
4th Qtr 3%
14%
Lack of awareness
10%

Resistance from
team members
Integration chal- 57%
lenges
16%

Resistance from team members Integration challenges Lack of awareness

4th Qtr Other

Interpretation:

The above pie chart describes about the biggest hurdle while adapting new
recruitment process and through the response we can say that cost is the biggest
hurdle in adapting new recruitment technologies and after this resistance from team
members is also the biggest hurdle.

19. What tools or software do you currently use for applicant tracking and recruitment
management?
 PARTICULAR RESPONDENT
A. Applicant Tracking System (ATS) 6%
B. Recruitment CRM 3%
C. HRIS 83%
D. Excel/Spreadsheets 6%
E. Other (please specify) 2%
TOTAL 100%

Software
Re-
cruit-
Applicant
menttracking sys-
Excel/spreadsheets other tem(ATS)
CRM
6% 2% 3%6%
Applicant tracking system(ATS)
Recruitment CRM
HRIS
Excel/spreadsheets
other

HRIS
83%

Interpretation:

The above pie chart describes about the tools or software the firm is currently using for
applicant tracking and recruitment management and that shows that HRIS is the most used
software in their form and excel & ATS are second most used application.

20. How would you rate the current efficiency of your recruitment process on a scale of
1 to 5, with 1 being highly inefficient and 5 being highly efficient?

PARTICULAR RESPONDENT
 A. 1 11%
B. 2 3%
C. 3 78%
D. 4 3%
E. 5 5%
TOTAL 100%

Rating
4
3%
5 1 2
5% 11% 3%

1
2
3
4
5

3
78%

Interpretation:

The above pie chart shows about the rating to the current efficiency of recruitment
process as per the response we can say that most of the respondent responds 3 star to
their current recruitment process.