SUMMER TRAINING PROJECT REPORT

ON

“The Study of Recruitment and Onboarding Process

of Mozo Hunt Pvt Ltd.’’
MASTER OF BUSINESS ADMINISTRATION

RAJARSHI SCHOOL OF MANAGEMENT & TECHNOLOGY,

VARANASI

(AFFILIATED TO AKTU LUCKNOW)

SUBMITTED TO:- SUBMITTED BY:-

MR. P N SINGH KHUSHI VISHWAKARMA

(ASST. PROFESSOR) MBA -3rd SEM
ROLL NO. 2201080700048
 CERTIFICATE

This is to certify that Summer Training Project Report entitled “The

Study of Recruitment and Onboarding Process of Mozo Hunt Pvt
Ltd” submitted to R.S.M.T. Varanasi affiliated to Dr. A.K.T.U.
Lucknow in partial fulfillment of the requirement for the M.B.A. 3rd
Semester is abonafide walk carried out by Khushi Vishwakarma
underthe guidance of Mr. P N Singh (Asst. Professor) for the
academic year 2022-24.

In my opinion the report fulfills the requirements of standard work for

M.B.A, A.K.T.U, and Varanasi.

Mr. P N Singh
(Asst. Professor)
RSMT ,Varanasi
INDUSTRY CERTIFICATE
 ACKNOWLEDGEMENT

I'm very thankful to Mozo Hunt for facilitating this project “The Study of
Recruitment and Onboarding Process of Mozo Hunt Pvt Ltd.’’
This project would not have been possible without the kind support of many
individuals. I am grateful to our industry guide Mr. Gaurav Singh (HR
Manager)and Faculty Mentor Mr. P N Singh (Asst. Professor) for their
constant help.
Without their cooperation, this project would not have been a success.
I would like to extend my heartfelt thanks to our institute Rajarshi School of
Management & Technology, Varanasi, for providing me with this opportunity
and necessary support throughout this project.
This summer internship project is the milestone in my career growth,
and I will try touse the knowledge and skills that I acquired in the best possible
manner.

Khushi Vishwakarma
M.B.A. 3rd Semester
Roll No-221080700048
 DECLARATION

I Khushi Vishwakarma, student of Rajarshi School of Management

& Technology Varanasi, of MBA 3rd Semester, hereby declare that the
Summer Training Project Report having the title "Study of
Recruitment and Onboarding process Of Mozo Hunt Pvt Ltd” is
the outcome of my own work and the same has not been submitted to
any university/college.

Date:-
Khushi Vishwakarma
Roll No-221080700048
 TABLE OF INDEX

Chapter 1:-
Executive

Summary

Introduction

Scope of the

study
Objective of the

study

Chapter 2:-
Company profile

Chapter 3:-
Literature review

Chapter 4:-
Research methodology
Data analysis and Interpretation

Chapter 5:-
Findings Suggestions and conclusions
CHAPTER 1
 EXECUTIVE SUMMARY

Today, in every organization personnel planning as an activity is

necessary. It is an important part of an organization. Human Resource
Planning is a vital ingredient for the success of the organization in the
long run. There are certain ways that are to be followed by every
organization, which ensures that it has right number and kind of
people, at the right place and right time, so that organization can
achieve its planned objectives.

The objectives of Human Resource Department are Human Resource

Planning, Recruitment and Selection, Training and Development,
Career planning, Transfer and Promotion, Risk Management,
Performance Appraisal and so on. Each objective needs special
attention and proper planning and implementation.

For every organization it is important to have a right person on a right

job. Recruitment and Selection plays a vital role in this situation.
Shortage of skills and the use of new technology are putting
considerable pressure on how employers go about Recruiting and
Selecting staff.
 INTRODUCTION

Recruitment is a process which provides the organization with a pool of potentially

qualified job candidates from which judicious selection can be made to fill
vacancies. Successful recruitment begins with proper employment planning and
forecasting.

Selection is a process of hiring the best among the pool of candidates available.
‘Right person for the right job’ is the basic principle in recruitment and selection.
Every organization should give attention to the selection of its manpower, especially
its managers. The operative manpower is equally important and essential for the
orderly working of an enterprise.

The process of onboarding is carried on in order to make the new employees well
integrated into the company that they have chosen to join. Onboarding helps in
making these employees understand the roles and responsibilities that they are
assigned to and the expectations that is implanted upon them by their superiors and
the company.
SCOPE OF THE STUDY :-

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

2. Meeting some of the top management associates in the

seniorcadre was difficult.
3. The study has been limited due to time constraint.

4. The study is limited based on the rules and regulation

of the organizations.

OBJECTIVES OF THE STUDY:-

1. To get right person at right place and in right time, the organization
should have the specific and clear policies and recruitment and
selection methods which are essential for the growth of the
organization.
2. To analyze the actual recruitment process in MOZO HUNT

PVT LTD.
3. To find whether the existing processes of recruitment and selection
are taking place scientifically or not.
4. To review the importance and needs of recruitment and selection
process.
CHAPTER 2
LOGO OF MOZO HUNT PVT LTD.
 Company Profile

Mozo Hunt Pvt. Ltd.

Mozo Hunt Private Limited is a Private incorporated on 08 October

2021. It is classified as non-govt company and is registered at
Registrar of Companies, Delhi. Its authorized share capital is Rs.
100,000 and its paid-up capital is Rs. 100,000. It is involved in
Business activities.

Mozo Hunt Private Limited's Annual General Meeting (AGM) was last
held on N/A and as per records from Ministry of Corporate Affairs
(MCA), its balance sheet was last filed on N/A.

Directors of Mozo Hunt Private Limited are Ashish Kumar Singh and
Ajay Kumar Singh.

Mozo Hunt Private Limited's Corporate Identification Number is (CIN)

U74940DL2021PTC387941 and its registration number is 387941.Its
Email address is AJAY.PATEL84@GMAIL.COM and its registered
address is B 261 THIRD FLOOR OLD NO A7 AND A8 FLAT NO TF
03 NEW ASHOK NAGAR NEAR METRO DELHI South West Delhi
DL 110096 IN .

Current status of Mozo Hunt Private Limited is - Active.

 Background of Company:

Company Details

CIN U74940DL2021PTC387941

Company Name MOZO HUNT PRIVATE

LIMITED

Company Status Active

RoC RoC-Delhi

Registration Number 387941

Company Category Company limited by Shares

Company Sub Category Non-govt company

Class of Company Private

Date of Incorporation 08 October 2021

Director Details

DIN Director Name Designation

09342928 ASHISH KUMAR SINGH Director

08784350 AJAY KUMAR SINGH Director

COMPETITORS :

 Daily Hunt
 You Tube Channels
 Online Education material provider
 Vision and Mission of Mozo Hunt:

VISION:

• Targets to become leader in Digital Media Library

• To create 24*7 enabled integrated digital knowledge
source for nation.

MISSION:

• To maximize its reach among reading audience.

• Make its product affordable for everyone.
• Long term relationship with existing customers.
 Products of Mozo Hunt

Mozo Hunt is Digital Media House. Its website design is just like
Digital Library.
Mozo Hunt is a platform which provides a quality-based
education products like Newspapers, Magazine and UG/PG
courses.

• Customer can Share user id and password with 5 people.

One user id works on 5 devices
• Customer can read All Content like Newspaper,
Magazine,
• Students Reading Material, Case Study, Project Report,
Assignment, Research project blog, article, current news
everything in single platform that is easy to access.
There are 4 Categories:

1. Newspaper
2. Magazines
3. Study Material
4. Books

Newspaper in 6 Languages:
1. Hindi Newspaper: Jansatta, Amar Ujala, Dainik Jagran
2. English Newspaper: The Telegraph, Economic Times,
Deccan Chronicle, The Statesman, Financial Express, etc
3. Gujarati Newspaper: Sandesh
4. Kannada Newspaper: Vijaya Karnataka
5. Tamil Newspaper: Dinakaran
6. Marathi Newspaper: Loksatta
2) Types of Magazines:

1. Science/Technology
2. Food/Diet
3. Sports/Health
4. News/Politics
5. Fashion/Style
6. Business/Finance
7. Traveller/Outdoor

In each category they provide approximately 30 to 35 magazines.

All the magazines are the authorized magazines

3) Study Material:
1. Research Report
2. Operation & IT
3. Human Resource
4. Finance
5. Marketing

This section is very Informative on Student Point of View to

Enhance Their Knowledge and Skill

4) Books:
1. Coding and Programming
2. Personal Finance and Investment
3. Social Science and Environmental Science
4. Entertainment and Media
5. Reference and Informational
6. History and World events
7. Technical and Scientific
8. Funny and Humorous
9. Action and Adventure
10. Mythology and Legend
11. Horror and Supernatural
12. Poetry
Samples:
Free Content & Testimonial:

Contact Us:
Subscription Plan

1 3 Months Package – 900

2 6 Months Package – 1500
3 1 Months Package – 2000
4 2 Months Package – 3200
5 3 Months Package – 4900
6 Unlimited Package– 7500
 Marketing Mix:

1) Product:
• Products sold in Mozo Hunt are digital products which
areavailable on its website.
• Products are available in four categories that is Books,
Newspaper, Magazines and Study Material.
• All the products are available in form of Subscriptions
based like
3 Months, 6 Months, 12 Months, 24 Months, 36 Months,
Lifetime, etc.

2) Price:
• Pricing of product is on Subscription based which is
monthly, yearly, lifetime, etc.
• It starts with 900rs for 3 Months, 1500rs for 6 Months,
2000rs for 1 Year and goes on till 7500rs for lifetime
user

3) Place:
Products that are available is in online mode. Anyone
can access from anywhere in the world through website

4) Promotion:
Mozo Hunt Promote their product through social media
likeInstagram, Facebook, LinkedIn, Twitter, etc.
 PORTER’S FIVE FORCES ANALYSIS:

Threat of New Entrants: Threat will be Moderate. India is a

country with a populace of 140 crores; henceforth, are an
exceptionally wide customer base. In this way there is scope of
homegrown and unfamiliar brands that enter the market.
Existing Contender have continued to Innovate and improve
their offering to maintain a competitive edge.

Bargaining Power of Buyers: Bargaining Power of Buyers is

High; reason is there are many other alternative platforms and
content providers available to users.
Price sensitivity and the availability of free or lower-cost
educational resources online further increase buyer power.

Bargaining Power of Supplier: Bargaining Power of Supplier

will be Moderate. Suppliers include Authors, publishers, and
technology providers. Company needs to negotiate favourable
licensing agreements and partnerships to ensure access to high-
quality educational materials.
Threat of Substitute: Threat of Substitute will be High. Digital
libraries for e-learning can be replaced with conventional print
material, physical libraries, and other online educational
platforms.
In order to reduce the impact of alternatives, company must stand
out by offering special features, interactive experiences, and
selected material.

Industry Rivalry: Competitors like Magnik, Tenherd, Volume

9, Outlook Group are the main rivalry for the Mozo Hunt
To stand out from the competition, Mozo Hunt must focus on user
experience, content quality, technological innovation, and
business alliances.
 SWOT Analysis:
1) Strength:

• Customers would have access to all resources on a single

platform (Everything Under Same Umbrella)
• As it is a digital library so it is easily accessible from
anywhere at anytime
• Can buy a subscription and share it with up to five people
(one user id works on up to five devices)
• They have similar content for all the subscriber regardless
of package they buy which is their main USP

2) Weakness:

• Consumers are unaware of all the product of

MOZO HUNT because of lack of advertising
andmarketing about all the products.
• Few consumers complains that the price of the MOZO
HUNT product is quite high compare to contentthey
provide
• Many people think that they will get this material free on
YouTube or other sites
• Application of Mozo Hunt is not available Also website
isnot up to mark, required better interface to attract
customers
 3) Opportunities:

• Increasing demand for e-learning services in education,

less expensive eLearning services when compared to the
traditional learning platforms, growth of technology
across all industries will help Mozo Hunt to grow in
future
• Introducing Audio and video materials for better reach in
the growth
• Collaborating with educational institutions, publishers, or
subject matter experts can enhance companies’ visibility

4) Threats:

• The threats for the company are the competition from

other companies which are in the same segment in which
Mozo Hunt is in
• Rapid advancements in technology may require
continuous updates and investments to keep the digital
library up-todate, relevant, and competitive.
• Product is loosely not well structured, required better
planning for better customer reach. Company has to look
upon this problem otherwise customer might swift to
other resources.
Chapter-3
 LITERATURE REVIEW

STUDY OF RECRUITMENT AND ONBOARDING PROCESS :-

At MOZO HUNT PVT LTD. the recruitment and selection policy has been named

“Talent Engagement Policy” and the company will recruit the required

Human resources through policy.

TALENT ENGAGEMENT POLICY:

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

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

The recruitment of new associates is based on the vacancies in the approved

organization structure of the company.

For recruitment of any position in the organization, a manpower requisition duly

filled in by the format shown in the annexure-1 has to be sent by the department
head. Based on the request, the HRD will initiate the process.
OBJECTIVES OF THE MOZO HUNT PVT LTD. RECRUITMENT AND
SELECTION POLICY:

• To create sound procedure to appoint employees within the stipulations of the

approved policy.
• To recruit, select and place competent and suitably skilled people who will
contribute to the achievement of the MOZO HUNT strategic and operational
requirements.
• To attract talented and motivated people who will achieve and contribute to
the

MOZO HUNT continued business success while enjoying long term carrier
success.
• To recruit and select employees, but also to ensure the full utilization and
continued development of human resources.

• To ensure that all recruitment activities are handled according to best practice

and professional guidelines. • To create positive image of the company.

METHODS FOLLOWED BY THE COMPANY FOR RECRUITING ITS

HUMAN RESOURCES:

1) INTERNAL JOB POSTING:

• Whenever there is a job opening in the organization, it would be posted

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

EMPLOYEE REFERRAL PROGRAM PROCESS:

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

If the referral candidate is selected (except in case of trainees), the concerned

associate referring the candidate will be eligible for a reward money equivalent to
5% of the CTC.(excluding PF, Superannuation &performance pay) of the referral
candidate. The amount will be discussed as mentioned below:
❖ 30% of the reward money will be paid soon after the candidate joins the
organization. In case the candidate leaves the organization before 6 months of his
joining, the same will be removed from the referring associate.

❖ Balance 70% of the amount will be given after the 1st performance review of
the candidate is over and on candidate getting at least “GOOD” or equivalent
rating in the review.

1. RECRUITMENT AGENCY:

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

Manpower recruitment.

❖ Details of the position required, will be intimated to the agency through

email/phone by the HRD.

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

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

Vacancy advertisement will be given in the reputed national newspapers, based on

the type of the vacancy. Generally this method will be used only to recruit the senior
management cadre.

3) RELATIVES OF ASSOCIATES:

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

4) RE-JOINING OF EX-EMPLOYEES:

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

STEP 1:

• The preliminary short-listing of candidates will be made by HRD/ P& A along

with concerned departmental head based on:
• Minimum qualification required

• Experience except (for fresher)

STEP 2:

• Once the short-list is completed it will be return to HRD. HRD will inimate

all the short- list candidate by phone or email advising them of their interview
date, venue, time etc.

STEP 3:

• The company is having a full-fledged “Talent Engagement Form” which

should be filled by all the candidates at the time of interview. This form
contains all the details of the candidate i.e. his/ her family background,
qualification, experience details, references, salary particulars etc.
• The short-listed candidates will go through a selection process consists of all/
one combination of the following based on the need.
• Written-test

• GD (in case of campus selection)

• Interview
INTERVIEW PANEL WILL CONSIST OF:

• Functional experts from within/outside the organization

• Department/ division head

• Representative from HRD/ P & A

STEP 4:

• After 1st round interview, the interview panel short lists the candidates (if the
no. Of candidates attended are high compare to the available positions) for
the final round interview.

STEP 5:

• HRD will conduct the referral verification of the selected candidate by

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

STEP 6

(ON THE DAY OF JOINING)

• On the day of joining the candidates will be sent for Medical checkup, based
on the cadre they have selected.
 • The candidate must submit the following documents to HRD. HRD will verify
these documents and will be filed in the individual fie of the candidate.
• Acceptance of the offer of the appointment duly signed.

• Original education certificate along with one photocopy set for file copy

( the original certificates will be return immediately to the associates after

verification)
• Relieving letter, in original from past employer- if applicable

• Last pay-slip, in original from previous employer, if applicable.

• Copies of service certificates of previous employers, if applicable.

• 4 passport size photographs.

All associates are required to open a saving bank account with company
nominated bank.

Their salary and other re-imbursement would be credited directly to their bank
accounts.

STEP 7:

ORIENTATION

To understand who’s who in the organization, functions of various departments and the
work culture and induction programme will be arrange to the new recruitee. The
induction programme of the new employee will be circulated to all the concerned
departments. The main purpose of this program is to get:
STEP 8:

COMMENCEMENT OF SERVICE:

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

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

FITMENT OF TRAINEES:

The company recruits various categories of trainees from different educational

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

Recruitment is an important part of an organization’s human resource planning and

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

Recruitment and selection are two of the most important functions of personnel
management.

Recruitment precedes selection and helps in selecting a right candidate.

‘Right person for the right job’ is the basic principle in recruitment and selection.
Every organization should give attention to the selection of its manpower, especially its
managers. The operative manpower is equally important and essential for the orderly
working of an enterprise. Every business organization/unit needs manpower for
carrying different business activities smoothly and efficiently and for this
recruitment and selection of suitable candidates is essential. Human resource
management in an organization will not be possible if unsuitable persons are
selected and employment in a business unit.

Meaning of recruitment:
“It is the process of finding and attracting capable applicants for the employment.
The process begins when new recruits are sought and ends when their applicants are
submitted. The result is a pool of applicants from which new employees are
selected”. In this, the available vacancies are given wide publicity and suitable
candidates are encouraged to submit applications so as to have a pool of eligible
candidates for scientific selection.
Recruitment refers to the process of attracting, screening, and selecting qualified
people for a job at an organization or firm.Recruitment process involves a
systematic procedure from sourcing the candidatesto arranging and conducting the
interviews and requires many resources and time.

A GENERAL RECRUITMENT PROCESS IS AS FOLLOWS:

1) Identifying the vacancy:

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

• Posts to be filled

• Number of persons

• Duties to be performed

• Qualifications required

2) Preparing the job description and person specification.

3) Locating and developing the sources of required number and type of employees

(Advertising etc).

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

characteristics.
5) Arranging the interviews with the selected candidates.

6) Conducting the interview and decision making

1. Identify vacancy
2. Prepare job
description and person
specification 3. Advertising
the vacancy
4. Managing the
response
5. Short-listing
6. Arrange interviews
7. Conducting interview
and decision making

RECRUITMENT IS A CONTINUOUS PROCESS BECAUSE OF:

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

b) Changes in business requirements (e.g. new products, markets,

expended operations)
c) Changes in business location (are relocation often triggers the need for
substantial recruitment)
d) Promotions

e) Transfers

OBJECTIVES OF THE RECRUITMENT PROCESS

• To obtain the number and quality of employees that can be selected in order
to help the organization to achieve its goals and objectives.
 • It helps to create a pool of prospective employees for the organization so that
the management can select the right candidate for the right job from this pool.
• To induct the outsiders with new perspectives to lead the company.

• To recruit people whose skill fit the company values?

• To search for talent globally not just within the company.

• To device methodology for assessing psychological traits.

• To anticipate and find people for positions that does not exist yet.

FACTORS AFFECTING RECRUITMENT:

• The size of the organization.

• The employment conditions in the community where the organization is

located.

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

• Rate of growth of the organization.

• Cultural, economic and legal factors.

However these factors may be divided specifically as:

• Internal factors

• External factors
INTERNAL FACTORS:

• Recruitment policy of the organization

• Human resource planning strategy of the company

• Size of the organization and number of people employed

• Cost involved in recruiting employees

• Growth and expansion plans of the organization

EXTERNAL FACTORS:

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

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

RECRUITMENT CHECKLIST:

• Before going to actual recruitment a checklist to be made which helps the

recruiter till the end of the process.
• Whether the vacancy has been agreed by the responsible manager
• Availability of the job description
 • Whether the job advertisement been agreed

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

• Whether the interview arrangement have been made

• Whether offers letters been agreed and dispatched

RECRUITMENT POLICY:

In today’s rapidly changing business environment, a well defined recruitment

policy is necessary for organizations to respond to its human resource requirements
in time. Therefore, it is important to have a clear and concise recruitment policy in
place, which can be executed effectively to recruit the best talent pool for the
selection of the right candidate at the right place quickly.

Creating a suitable recruitment policy is the first step in the efficient hiring
process. A clear and concise recruitment policy helps ensure a sound recruitment
process.

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

INTERNAL SOURCES: The most common internal sources of internal

recruitment are

1. Personal recommendations

2. Notice boards

3. Newsletters

4. Memoranda
1) Personal References

The existing employees will probably know their friends or relatives or

colleagues who could successfully fill the vacancy. Approaching them may be
highly efficient method of recruitment but will almost certainly offend other
workers who would have wished to have been considered for the job.

2) Notice Boards
This is the convenient and simple method of passing on important messages to
the existing staff. A job advertisement pinned to a notice board will probably be seen
and read by a sufficient number of appropriate employees at little or no cost.

3) Newsletters
Many companies regularly produce in-house newsletters, magazines or journals
for their staff to read. It is hoped that latest company news sheet is read avidly by
all staff thus ensuring that everyone is aware of the job opportunity advertised in
it.
4) Memoranda

Possibly the best way of circulating news of the job vacancy is to send
memoranda to department managers to read out to the teams or to write all
employees perhaps enclosing memoranda in wage packets if appropriate.

EXTERNAL SOURCES
There are many sources to choose from if you are seeking to recruit from outside the
company.

1. Word of mouth

2. Notices

3. Job centers

4. Private agencies and consultants

5. Education institutions

6. The press

7. Radio

8. Television

1) Word of Mouth
Existing employees may have friends and relatives who would like to apply for
he job. Recruiting in this way appears to be simple, inexpensive and convenient.
Never use word of mouth as a sole or initial source of recruitment if the work force
is wholly or predominantly of one sex or racial group.
2) Notices

Displaying notices in and around business premises is a simple and often

overlooked method of advertising a job vacancy. They should be seen by a large
number of passerby, some actively looking for work.

3) Job Centers
Most large towns have a job center which offers employers a free recruitment
service, trying to match their vacancies to job seekers. Staff will note information
about a post and the types of person sought and then advertise the vacancy o
notice boards within their premises.

4) Private Agencies and Consultants

There are various types of private organization that can help to find the right
person for a particular job. Employment agencies exist in many town and cities.
Some handle all general vacancies from junior unto supervisory level while
others specialize in various occupations such as accountancy, clerical or
computer personnel and marketing or sales.

Accordingly, increased time, effort and expertise are needed to compile a quality
short list. This will be reflected in the fees charged, often between 18 and 22%
of the annual salary of the staff recruited. Again a proportion of this may be
refundable if the employees proves to be unsatisfactory and subsequently
departs.

.
5) Educational Institutions or Campus Recruitment
Those companies which require a steady intake of young person’s for new Youth
Training to trainee management positions ought establish and maintain close
contact with colleges and universities. The advantage of campus recruitment is,
it is known that who the audience to be addressed are. P

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

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

7) Radio
Many radio stations broadcast special job finders advertisements throughout the
day for companies looking for new recruits. Advertising through the radio has
got many advantages as it will be transmitted to over a wide geographical area
to potentially large audience.
Variety of age groups listens thus making it a suitable medium for different
types and levels of jobs. Advertisements can be broadcast very quickly
sometimes within hours.
8) Television

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

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

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

Essentials of Selection Procedure

The selection process can be successful if the following requirements are satisfied:

a. Someone should have the authority to select. This authority comes from the
employment requisition as developed by an analysis of the work-load and
workforce.
b. There must be some standard of personnel with which a prospective
employeemay be compared i.e., a comprehensive job description and job
specification should be available beforehand.
 PROCESS OF SELECTION

Selection

Preliminary screening interview

Completion of application or form if not done previously

Employment tests

Comprehensive interview

Back ground investigation

Final employment decision

Preliminary Interview or Screening

The initial screening is usually conducted by a special interviewer a high caliber

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

Basic criteria that must be met for an application to be eligible for consideration. If
these criteria are not met, there is no obligation on the employer to consider such
applications.

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

a) Application forms

b) Curricula Vitae (CV’s) and

c) All other relevant documentation.

What is the purpose of short-listing?

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

May short-listing be used to reduce a vast number of applications to a manageable

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

Application Form:-
Application form is also known as application blank. The technique of application
blank is traditional and widely accepted for securing information from the
prospective candidates. It can also be used as a device to screen the candidate at the
preliminary level. Many companies formulate their own style of application forms
depending upon the requirement of information based on the size of the company,
nature of business activities, type and level of job etc. they also formulate different
application forms for different jobs, at different levels, so as to solicit the required
information for each job. But few companies in our companies in our country do
not have prescribed application forms.
Psychological Testing

Test is defined as a systematic procedure for sampling human behavior

Tests are used in business for three primary purposes.

1) For the selection and placement of new employees

2) For appraising employees for promotion potentials and

3) For counseling employees if properly used psychological tests can be of

paramount importance for each of these purposes.

Classification of Tests on the Basis Of Human Behavior

A. Aptitude or potential ability test

Such tests are widely used to measure the latent ability of a candidate to learn
new jobs or skills. They will enable us to know whether a candidate if
selected, would be suitable for a job, which may be clerical or mechanical.
These tests may take one of the following forms.
a) Mental or Intelligence Test - measures and enables to know whether he or she has

mental capacity to deal with new problems.

b) Mechanical Aptitude Test - measures the capacity of a person to learn a

particular type of mechanical wok. This could help in knowing a person’s

capability for spatial visualization, perceptual speed manual dexterity, visual
motor coordination or integration, visual insights etc.
c) Psychometric tests – these tests measures a person’s ability to do a specific
job

B. Achievement test
Also known as proficiency tests they measure the skill, knowledge which is
acquired as a result of a training program and on the job experience they
determine the admission feasibility of a candidate and measure what he/she
is capable of doing.
a) Tests for measuring job knowledge – this type of test may be oral or written.

These tests are administered to determine proficiency in shorthand and in

operating calculators adding machines dictating and transcribing machines
and simple mechanical equipment.
b) Work sample tests – demand the administration of the actual job as a test. A

typing test provides the material to be typed and notes the time taken and
mistakes committed.

C. Personality tests
These tests aim at measuring those basic make up or characteristics of an
individual which are non-intellectual in their nature. In other words they
probe deeply to discover clues to an individual’s value system, his emotional
reactions and maturity and motivation interest his ability to adjust himself to
the illness of the everyday life and his capacity for interpersonal relations and
self image.
 a) Objective tests – it measures neurotic tendencies self-sufficiency dominance

submission and self-confidence. These are scored objectively. They are paper
and pencil tests or personality inventors.
b) Projective tests – it is a test in which a candidate is asked to project his own

interpretation into certain standard stimulus situation.

c) Situation tests – these tests measures an applicant’s reaction when he is

placed in a peculiar situation his ability to undergo stress and his

demonstration of ingenuinity under pressure.
d) Interest tests – these tests aim at finding out the types of work in which a

candidate is interested. They are inventories of the likes and dislikes of the
people of some occupation hobbies and recreational activities.

Interviews
Interviews are a crucial part of the recruitment process for most organizations. Their
purpose is to give the selector a chance to assess the candidate and to demonstrate
their abilities and personality. It’s also an opportunity for an employer to assess
them and to make sure the organization and position are right for the candidate. An
interview is an attempt to secure maximum amount of information from candidate
concerning his suitability for the job under consideration.
The recruitment process ƒor most organizations ƒollows a common theme:
Applications/CVs are received, either online or by post; and candidates are short-
listed and invited for interview. The interview format can vary considerably and
may include an assessment centre and/or tests. The number of interviews also varies.
Some companies are satisfied after one interview, whereas others will want to recall a
further shortlist of candidates for more. If successful at the final interview stage, an
official job offer is sent to the candidate. Interview format is determined by the
nature of the organization, but there are various standard formats.

Chronological Interviews -These work chronologically through the candidate’s

life to date and are usually based on the CV or a completed application form.

Competency-Based Interviews -These are structured to reflect the competencies

that an employer is seeking for a particular job (often detailed in the recruitment
information). This is the most common type of interview for graduate positions
today.

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

1. One to one interview: in this type of interview one selector interviews one
Candidate alone.

2. Informal interview: in this type there are discussions between the candidate

and twoor more interviewers.

3. Panel of interviews: in these pre planned standard questions ranging overall

aspectsof the job are asked. They focus directly on elements of person
specification.
4. Direct planned interview: this interview is straight forward, face to face,

question and answer situation intended to measure the candidate’s knowledge

and background.
5. Indirect and direct interview: in this type of interview the interviewer refrains

fromasking direct and specific questions but creates an atmosphere in which

the interviewee feels free to talk and go into any subject he considers
important. Patterned interview: in this interview a series of questions which
illuminates validated against the record of employees who have succeeded or
failed on the job.
6. Stress interview: in this interview the interviewer deliberately creates stress

to see how an applicant operates in stress situation. To induce stress,

the interviewer responds to the applicant’s answers with anger, silence and
criticism.
Background Checks and Enquiries

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

Final Selection Decision

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

The particular manual consists of specificities on the department of internal

HR’s responsibilities in the process of onboarding beginning from the offerings
of job letter till the end of an employees initial year of his career.

It also includes the various ways and activities of onboarding for all the new
recruits of an organisation.

Onboarding – what is it?

The process of onboarding is carried on in order to make the new employees

well integrated into the company that they have chosen to join. Onboarding
helps in making these employees understand the roles and responsibilities that
they are assigned to and the expectations that is implanted upon them by their
superiors and the company. It also helps the employees to understand the on-
going culture of the organisation and the systems and unsaid rules about their
workplace.

In proper definition of Human Resources, onboarding is a procedure in which

recently recruited workers are invited and brought into the association. It is a
significant piece of assisting representatives with understanding their new
position, work necessities and furthermore gives them a thought regarding what
is generally anticipated out of them as a worker of a specific association. The
onboarding cycle comprises of both virtual and physical interactions relying
upon the conditions under which the worker acknowledges the work.

Onboarding’s importance:

Beginning a new career is both exhilarating and stressful! When an incoming

employee begins new responsibilities, a really well onboarding process can
make them feel more welcome and at ease. Furthermore, by expediting the in-
processing process, such as completing new hire documentation, badging, and
gaining access to IT systems, the employee will be well on their way to
becoming efficient and motivated.

Finally, onboarding can assist the employee identify with the firm by
communicating the mission and values of the organisation. This is critical in
acquainting the employee to the organisational strategy and providing
suggestions for how he or she might contribute to its objectives.

It's worth noting that the efficiency of this procedure is critical to preserving the
employees' proficiency and level of contribution to the company. An effective
onboarding process also helps the organisation since it increases retention rates,
and because new recruits are more engaged, the company enriches from greater
production and efficiency.

Who is involved in the onboarding process?

Each and every new employee! Every employee who joins the company for the first
time should go through an onboarding procedure.

What does Onboarding entail?

Employee onboarding encompasses the full duration from the moment an offer is
made to the time an employee becomes a valuable contributor to the company.

Onboarding occurs between the moment you make an offer and the time the
individual begins to perform well in their new position.

Onboarding encompasses all processes that take place during that

 timeframe, such as the orientation process, training plan, establishing
performance metrics, and establishing a feedback loop.

How does the onboarding procedure work?

The greatest method to welcome and keep new staff is to create a strong
onboarding process. Effective onboarding requires forethought and
consideration of the incoming employee's perspective. It does not really start
and finish with the fresh hire's first week on the job. It begins with the
recruitment process and finishes when the hired employee is fully integrated
into their position.

Hr managers and recruiters can utilise the following planning schedule and
checklists to create a positive employee onboarding experience:

1. Pre-boarding:

• The Hr department must guarantee that the recently recruited employees'

contact information is collected.

• Sending welcome emails to new hires with a mobile video feed greeting from
the team expressing they are looking forward to their arrival can help new
members of the organisation feel a sense of belongingness.

• Creating a work email account for your new hire.

• Send them key personnel guidelines and documents so they may read it
according to their own time, as well as any instructional videos, which they
can view at their leisure.
Continue to reassure personnel of the company's unique value propositions, such as flexible
schedules, the company's culture, and so on.

• Prior to the new staff's first week, Hr managers could have the fresh employee's
coworkers approach them via their new email account. They'll get to learn the important
names and faces ahead of time, and they'll be able to start building virtual relationships
prior meeting the person.

• Creating a first-day (or first week) plan is a great approach to reassure new employees
while also increasing efficiency. There is nothing more intimidating than the unfamiliar,
and while the applicants should be familiar with your goods and mission, they are
unlikely to be familiar with the day-to-day operations of your business. HR specialists
can put together a timetable for them and inform them know what to expect.

• Employees can also be given a welcome package. Sending prospects a letter, a present,
or some corporate swag in the mail before they start is a lovely touch. It's a nice break
from the obligatory forms as well as other electronic data they'll have to fill out. Corporate
swag (t-shirts, plastic bottles, etc.) will promote the organization's brand image and,
presumably, assist the new hire in establishing a positive first impression.

2. Allot mentors:

o Be familiar with the field of job and the assistance that new employees are likely
to involve.
o Assign mentors to departments based on where they were employed.
o Make the assignments based on the advisor's area of expertise and amount of
expertise.
 o Schedule an informal meeting between the supervisor and the mentees well before
incoming hire's scheduled date.
o Request that the supervisor assign specific assignments to the mentee in order for the
mentee to gain a deeper understanding of their work functions and the company.

3. Provide job specific training:

• Determine whether new hire training is needed and collect the information needed to develop
a training programme.

Figure out what kind of training is required. The learning objectives must be defined and
linked to the areas indicated in the job analysis. They must be difficult, precise, attainable,
and easy to comprehend by all participants.

• Assess and describe the aims and objectives effectively.

• Staff are expected to understand how the instruction is organised and what it means.
Employees are encouraged to attend the training session by making statements, giving their
understanding and information, understanding via hands-on situations, and sometimes even
role-playing activities.

• Assessing the learning including by the participants and the trainers is one essential to secure
that the learning programme is meeting its objectives.
4. Introducing employees to the company’s expectations and work culture:

• Hold a proper orientation meeting for new employees to learn about the company's
objectives, strategy, goals, and previous accomplishments.

• Utilize oratory skills to tell inspirational stories that demonstrate a company's goal,
history, and beliefs.

• Assemble groups and have them engage with each other in a casual setting.

5. Introduction of AI in onboarding practices:

• Hold a training course for new employees to familiarise them with the many aspects of
the AI tool or application that will be utilised during the onboarding process.

• Introduce new staff to the AI-powered digital assistant, which will aid them in accessing
crucial data and completing the onboarding process.

• Make sure hires have a thorough understanding of how to use the technology and AI
helper. Throughout the meeting, keep giving them attention and allowing them to tackle
their problems.

• The next phase after the instruction is data gathering. The new hire must enter his name
and email address, and the Artificial intelligence will immediately pull information from
the previously updated personnel database.
ONBOARDING FLOWCHART
CHAPTER 4
 RESEARCH METHODOLOGY

The research was done in order to understand the Recruitment and Selection Process

followedat MOZO HUNT and the perception of the employees from all the cadres

regarding it.
To know how an organization performs in terms of productivity and this should be
directly proportional to quality and quantity of its human resource. In order to get the
Right kind of people in right place in the right time the organization should have
the specificand clear personnel, policies and recruitment methods which are essential
for the growth of the organization. Hence it was necessary to conduct aresearch
on the process.

SAMPLE SIZE

The sample undertaken to conduct research study consist of 50 people which is

approximately one tenth of the total strength working in the organization. The sample
covered the employees from all the cadres, encompassing the senior most officers to
the workers. The sample was collected from all the departments of the organization.

TOOLS AND METHODS OF DATA COLLECTION

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

OBSERVATION MADE DURING THE STUDY AND ANALYSIS OF

THE COMPANY POLICY

• Initial interviews will be conducted at the area office by the concerned area manager.

• Sometimes screening will be done by telephonic interview which is

conducted by the HRdepartment in corporate office.
• The candidate will be filtered based on merit and experience.

• The company is recruiting its manpower through consultancy also. The

consultancy will be selected based on the process used by them before
sending the candidate to the company.

• The candidate will be selected based on the communication and their

presentation at the time of interview. Subject knowledge is also essential
based on type of the vacancy.

• The time lag between recruitment and placing will be done within one month.

• Rejected candidates will be intimated and their profile will be kept in data bank
for a periodof 6 month.

46
 1) The recruitment and selection process of company meets the current legal requirements.

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

Response Pattern Remark Percentage

Strongly Agree 10 19%

Agree 30 59%
no opinion 7 14%

Disagree 2 4%

strongly disagree 2 4%

Interpretation:

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

Observation:

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

47
2. Internal source is better for company

4% 2%

22 35 Strongly Agree
Agree
no
opinion
37
disagree

Response Pattern Remark Percentage

Strongly Agree 18 35%

Agree 19 37%

no opinion 11 22%

Disagree 2 4%

strongly disagree 1 2%

Interpretation:

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

Observation:

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

1
3. External source is better for company.

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

Response Pattern Remark Percentage

Strongly Agree 2 4%

Agree 15 30%

no opinion 4 8%

Disagree 20 40%

strongly disagree 9 18%

Interpretation:

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

Observation:

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

2
4. I feel scarcity of manpower at my working place.

12%
10 Strongly Agree
%
Agree

43 25 no
opinion
disagree

Response Pattern Remark Percentage

Strongly Agree
5 10%

Agree 5 10%

no opinion 13 25%

Disagree 22 43%

strongly disagree 6 12%

Interpretation:

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

Observation:

This shows that HR department fulfills all the requirements of human resource in the organization
as soon as required. But as some are disagree with this statement means the recruitment process
needs change.

3
5. I feel that the right job is being performed by the deserved person at my working
environment.

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

Response Pattern Remark Percentage

Strongly Agree 9 17%

Agree
22 43%

no opinion 9 18%

Disagree 7 14%

strongly disagree 4 8%

Interpretation:

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

Observation:

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

4
6. The employee’s competency matches with the job specification.

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

Response Pattern Remark Percentage

Strongly Agree 1 2%

Agree 20 39%

no opinion 21 41%

Disagree 5 10%

strongly disagree 4 8%

Interpretation:

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

Observation:

This interpret ate that company’s recruitment process is helpful in getting right candidate for right
job but as per of the some respondent dissatisfaction the recruitment should be more filter.

5
7. To what extent you are satisfied with the external source (job portals) for
recruitment process.

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

Response Pattern Remark percentage

Strongly Agree 3 7%

Agree 4 9%

no opinion 22 49%

Disagree 15 33%

strongly disagree 1 2%

Interpretation:

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

6
8. To what extent you are satisfied with the employee’s reference for recruitment
process.

14 20
%
Strongly
22 Agree
Agree

4 no opinion
40 disagree
% % strongly

Response pattern Remark percentage

Strongly Agree 10 20%

Agree 20 40%

no opinion 2 4%

Disagree 11 22%

strongly disagree 7 14%

Interpretation:

60% of respondent are in favor of the statement that they are satisfied with the employee’s referral,
this helps in getting known candidates as company knows the skill and behavior of the recruitee.
But near about 35% are disagree with the statement so, recruitment process need good external
sources for recruitment process.

7
9. To what extent the selection procedure followed for your recruitment is suitable to
your job.

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

Response pattern Remark percentage

Strongly Agree 14 28%

Agree 20 40%

no opinion 2 4%

Disagree 10 20%

strongly disagree 4 8%

Interpretation:

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

8
10. Do you know about the recruitment and onboarding process.

Interpretation:

66 % of the employees substantially know about recruitment and onboarding process

10% of the employees marginally know about recruitment and onboarding process
18% of the employees to certain extent know about recruitment and onboarding process
6% of the employees not know about know about recruitment and onboarding process

9
 11. Are you satisfied by the performance of recruitment and onboarding process

Interpretation

56% of the employees are substantially by the performance of recruitment and

onboarding process.
31% of the employees are marginally satisfied the performance of recruitment
onboarding process.
9% of the employees are certain extent satisfied the performance of recruitment and
onboarding process.
. 4% of the employees are not substantially satisfied by the performance appraisal.

10
 12. Are you think that recruitment and onboarding process is helpful for better
performance

Interpretation

41% of the employees certain extent for the better performance.

19% of the employees substantially for the better performance.
19% of the employees marginally agree that the better performance.
15% of the employees less extent the better performance

11
Chapter 5

12
 FINDINGS AND INTERPRETATION

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

The questionnaire contains 12 questions related to recruitment & selection topic.

The questionnaire has been distributed to 50 employees from various departments
(HRD, Marketing, Legal and Finance & Logistic) and asked them to answer the
questions by selection the given choices.

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

1. The process of recruitment & selection which is followed by the company is

helpful to meet the company’s manpower requirement to some extent.

2. The recruitment & selection policy of company is clearly stated but no

updation according to the company’s objective.

3. Company is highly dependent on employee’s referral for higher position and

for lower posts company prefers job portals and outsourcing.

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

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

13
 CONCLUSION

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

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

14
 SUGGESTIONS

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

1. The organization should not majorly clear job description is given to the

candidates at the time of interview itself, to avoid disappointment after

joining.

2. The candidate should be informed in time whether they have been selected or

not. There should not be any delay in informing the candidate.

3. There should be reliability on external sources.

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

recruitment process.

5. The employees should be called for the interview only after checking their

educational qualifications and job experience in a proper way so as to save

the time and cost involved in the recruitment process.

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

candidate for recruitment purpose. It should also consider other sources which

could provide them better options.

15
 BIBLIOGRAPHY
Books :-

 Donald L. Kirkpatrick, 2006, Improving Employee Performance through Appraisal and

Coaching.
 Richard Rudman, 2003, Performance Planning and Review.
 Roger E. Herman, 1997, The Process of excelling, oak Hill press.
 P. Subba Rao, 2006, Essentials of Human Resource Management and Industrial
Relations, Himalaya Publishing Hous

Journal:-

 Gitam Journal of Management.

 Journal of Occupational and Environmental medicine.
 Indian Journal of Social Work.
 Indian Journal of Human Resource.

Website;-

www.mozohunt.com
www.google.com

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