RESEARCH REPORT

(BBA)
On
“RECRUITMENT AND SELECTION PROCESS
AT MINDLANCE”

Towards partial fulfillment of Bachelor of Business

Administration (BBA)
at
(GALGOTIAS UNIVERSITY)

GUIDED BY: SUBMITTED BY:

PROF. SHIKHA GOYAL LALIT
20GSOB1010233

Session 2022-2023

School of Business
Galgotias University
Gautam Buddh Nagar , Greater Noida
 DECLARATION

This is to declare that I Lalit (20GSOB1010233) student of Bachelor of Business

Administration (BBA), have personally worked on the project entitled

“RECRUITMENT AND SELECTION PROCESS AT MINDLANCE” The data

mentioned in this report were obtained during genuine work done and collected by

me. The data obtained from other sources have been duly acknowledged. The result

embodied in this project has not been submitted to any other university or institute

for the award of any degree.

Name: Lalit

Admission No.: 20GSOB1010233

 ACKNOWLEDGEMENT

Before I get into the thick of the things I would like to add a few heartfelt words for the people

who were part of this research report in numerous ways and people who gave unending support

right from the stage the project was started, appreciated and encouraged when being depressed.

In this context I would like to express my gratitude towards my parents and family members

who have constantly supported and played a pivotal role in shaping my career.

I owe my sincere gratitude towards faculty guide PROF. SHIKHA GOYAL of GU, Greater

Noida for extending the support towards the completion of the Research Report.

And finally I would like to thank my friends for their unending support.

Lalit

3
 EXECUTIVE SUMMARY

The Human Resources are the most important assets of an organization. The success

is dependent on the people of organization. Without people‟s creative thinking and

positive contributions organization cannot progress. In order to achieve goals and

objectives of and organization, therefore, they need to recruit candidates with

requisite skills, qualifications and experience, keeping in mind the present and future

needs of an organization.

Job seekers will respond only when the organization will think of some creative
ways to attract them for the particular position and give them essential information
so that they self-select themselves. Recruiters work from resumes or by actively
seeking individuals qualified for different positions.
A recruiter‟s job includes assessing candidate‟s job experiences, compensations
salaries and placing candidates in pleasing employment positions.

This report includes the process of recruitment and selection in an esteemed

organization where I had done internship in the pandemic situation, how their
company was managing the process in online mode and what is my contribution in
the same.

4
 TABLE OF CONTENTS

1. INTRODUCTION

2. ORGANIZATION OVERVIEW

3. TOPIC INTRODUCTION

4. LITERATURE REVIEW

5. OBJECTIVES OF THE STUDY

6. RESEARCH METHODOLOGY

7. DATA ANALYSIS & INTERPRETATION

8. FINDINGS & CONCLUSIONS

9. SUGGESTIONS AND LIMITATIONS OF THE STUDY

10. REFERENCE & QUESTIONNAIRE

5
INTRODUCTION

I have chosen the subject of this report as "Human Resource Management". I

attempted to coordinate my hypothetical information on HR and consolidate it with

reasonable models as seen during my temporary position. I have attempted to cover

somewhere in the range of not many elements of Human Resource Management-

enlistment, determination. I have likewise attempted to give a few suggestions

dependent on my insight followed by the end which I accumulated during my

temporary position. HR office is the arising area in the new time of corporate world.

Already HRM was disregarded by huge associations.

Today the circumstance has changed, a large portion of the associations are
underscoring on HRM practice. The principal reason is, the association runs by
individuals or HR not by the machine. Thus, it is critical to keep these HR in control
to acquire long haul achievement in Business.
In my Internship Report, my fundamental objective is to distinguish the HR cycle.
There is no question that the universe of work is quickly evolving. As a component
of an association then, at that point, HRM should be furnished to manage the impacts
of the changing universe of work. For them this implies understanding the
ramifications of globalization, innovation changes, labor force variety.
Changing ability prerequisites, persistent improvement drives unforeseen labor
force, decentralized work destinations and worker association are the issue for go up
against. Presently it is really difficult for the HRM to help the association by giving
the best work force to the appropriate situation in briefest conceivable time.
Beginning with perceiving the opportunities and getting ready for them is an
extraordinary errand.
Also choosing drawing in the reasonable applicants and choosing the best individual

in time is a test. The expense of the enlistment is critical. In this way, legitimate

preparation and form those arrangement is the errand that require more clarity of

mind and improvement.

6
Company Overview

Founded in 1999, MINDLANCE is one of the largest diversity-owned staffing firms

in the US and has been on SIA‟s list of Fastest Growing US Staffing Firms for 10
years. MINDLANCE has also been recognized as one of the consistently best-
performing partners to industry-leading MSP programs including Allegis, Kelly,
TAPFIN, PROUnlimited, Pontoon, GRI, WorkforceLogiq and Agile-1.

What started with contingent staffing has developed to a comprehensive portfolio of

workforce solutions. Along with industry specific, talent-centric staffing across a

range of specializations- Technology, Engineering, Scientific, Clinical Research,

Digital, Creative, Marketing, Profession, MINDLANCE provides Managed

Recruitment services- RPO and Direct + Diverse Sourcing, and Pay+ Services-

EoR/Payroll, IC Compliance and AoR.

MINDLANCE is also generating alternative talent pipelines that prioritize diversity

through three Diverse Talent Acceleration offerings:
1. RebootTalent, a diverse returning talent acceleration service
2. Mindlance Diversphere, a private diverse talent pool aggregated from a
network of diversity partnerships
3. Quintrix Solutions, an upskilling recruit-train-deploy service.

With a year-over-year growth rate of 20% and an annual revenue of over

$400 million and growing, the MINDLANCE story is one of calculable
achievement, made meaningful by the commitment to keep getting better in a
mindful way that creates balance in the work and societal ecosystem.

7
Visit www.mindlance.com to learn more about us and our latest job openings.

STAFFING INDUSTRY ANALYSTS RECOGNITIONS:

Fastest Growing U.S. Staffing Firms (2021, 2019, 2018, 2017, 2016, 2015,
2014, 2013, 2012, 2011)
Largest U.S. Staffing Firms (2021, 2020, 2019, 2018, 2017, 2016, 2015)
Largest Diversity-Owned U.S. Staffing Firms (2021, 2020, 2019, 2018, 2017, 2016,
2015)
Largest IT Staffing Firms (2021, 2020, 2019, 2018, 2017)
Largest Clinical & Scientific Staffing Firms (2021, 2020, 2019, 2018, 2017)

Website: http://www.mindlance.com

Industry:
Staffing & Recruiting

Company size:
1,001-5,000 employees
2,041 on LinkedIn
Includes members with current employer listed as MINDLANCE, including part-
time roles.

Headquarters:Union, NJ
Founded:1999

Specialties:
Technology Staffing VLSI Staffing

Professional Staffing Embedded Software Staffing Digital / Creative Staffing

Scientific Staffing
Engineering / ValidationStaffing Office &Administrative Staffing BPO

RPO
SOW - Technology
8
INTRODUCTION
RECRUITMENT AND SELECTION PROCESS

The selection is about the limit of the relationship to source new agents, keeps the
affiliation working and chipping away at the idea of the HR used in the association.
The idea of the enrollment communication is the essential driver for the satisfaction
of chiefs with the organizations given by Human Resources. The standard goal of
the enlistment and decision is connected to noticing the best sources, utilizing the
best gifts from the gig market and keeping the affiliation ferocious hands on market.

The selection and decision cycle is connected to regulating high volumes of

occupation resumes and the ability to pick the right candidates and pushing them

quickly through the affiliation. The enrollment interaction normally needs a solid

help by the devoted enlistment programming arrangement. It tends to be given

remotely, or the product can be run inside. Numerous sellers give the enlistment

programming arrangement, however the association needs to pick cautiously the

right answer for address its issues.

9
Pick warily the right response for address its issues. The enrollment association
needs an all out cycle portrayal. It is unbelievable to hope tohandle the work up-and-
comers autonomously.

HR Recruiters need to follow the association, and they need to keep the contenders
gushing to right bosses to achieve the understanding, and decision concerning the
enroll quickly. The portrayed cooperation helps with drawing and achieve the right
lines. The introduction of the enlistment cycle should be assessed, analyzed, and
new, innovative selection game plans should be completed.
The selection is the exorbitant HR Process, and it eats a colossal degree of the HR

monetary arrangement. The selection is no better time than right now to utilize and

the cost of enlisting innumerous affiliations. The HR is liable for the fitting

organization of the cooperation to deal withthe presentation of the enlistment cycle

to keep the bosses satisfied.

The vicious HR the chiefs reliably starts with the genuine selection process. The
affiliation develops the high ground with its laborers. The enlistment connection
needs to conclude the best sources hands on market. The HR Recruiters need to
utilize the selection sources and administrators need to choose the right and quick
utilizing decisions. This is the basic set-up of the vicious enrollment process

MAIN RECRUITMENT AND STAFFING AREAS

RECRUITMENT

Recruitment Process Description Internal Recruitment

External Recruitment

Recruitment Sources Management Recruitment Agencies Management Recruitment

Outsourcing

Recruitment Software
10
STAFFING

General Staffing Rules and Principles Job Design and Job Description

Organizational Design and OrganizationalPlanning Job Vacancies Management

Talent Gap Analysis

THE RECRUITMENT PROCESS STARTS WITH A VACANCYARISING

JOB ANALYSIS AND DESCRIPTION

Once a vacancy arises the human resource manager will first identify and record the
responsibilities and tasks which are related to the job. After analyzing the
responsibilities and tasks they are noted down which becomes the Job description
for the job. It includes:
o A job title

o Department of the business in which new employee would work

o Details of the tasks to be performed

o Responsibilities involved

o Place in the hierarchical structure

o Methods of assessing the performance

JOB SPECIFICATION

On the basis of Job description, a Job specification is made. It is a document which

outlines the requirements, qualifications and qualities, skills and knowledge required
for the job. It is also known as person specification.

JOB ADVERTISEMENT

Subsequent to finishing the individual particular (work determination) the

opportunity is promoted. It very well may be publicized inside (on the organization
notice board or bulletin) or might be promoted remotely in a paper or magazine.

11
The promotion will normally contain the components of an individual determination
with extra data like the name and profile of the organization, date and season of
meeting, address of the organization and the contact individual and so on

APPLICATIONS RECEIVED AND SHORTLISTED

Once a job is advertised, there might be hundreds of application received. All of the
applications received might not be suitable for the job. Thus a short listing of the
applications will be done. The applications most near to the job specification will be
called for interview and those who do not qualify the criteria will be rejected.

INTERVIEW

The shortlisted candidates will be called for an interview to verify their

qualifications, personal qualities and aptitude for the job. It may involve a face to
face discussion between the interviewer and interviewee. The firm may also conduct
skill test, aptitude tests or personality test if it deems fit so.

SELECTING THE SUITABLE CANDIDATE

The candidate who scores maximum in the interview will be selected for the job and
given an appointment letter.

EFFECTIVE RECRUITMENT AND SELECTION

The key to successful recruitment is to ensure that the criteria of suitability are overt

and relevant to the job itself. Once these criteria are agreed and shared it is possible

to make more rational decisions about someone's suitability for a job, based on

evidence rather than gut feeling or instinct. Effective recruitment and selection

should not be about the luck of the draw. Systematic planning and preparation will

increase the likelihood of taking on the right person. The key to effective

recruitment is preparation: knowing the job and what is required of someone to

perform it well. The

12
costs of recruiting the wrong person can be significant. The cost of employing someone
may be at least twice their salary when factors such as training, expenses and employer's
contributions to their pension are added.
Incorrect assumptions about class, gender, ethnic group or physical ability, or any other
type of discrimination, can cloud your objectivity in recruitment and selection. At worst
this may contravene legislation that exists to protect individuals from discrimination.
Other prejudices may be generated by particular organizational traditions regarding the
type of person „considered suitable‟.

However, it is important to ensure that the qualities of the successful applicant match
what the organization requires, perhaps in terms of being forward looking, customer
focused or market orientated.

It is easy to discriminate in the recruitment and selection process through personal

responses and reactions to certain types of people.

The recruiter‟s perception is often influenced by striking characteristics or similarities to

themselves. Thesis called the halo effect and can work in either a positive or negative

direction (the latter is sometimes called the horns effect). The halo effect actsas a filter to

any information that contradicts first impressions. For example, someonewho attended

the same college or university as the recruiter would be at an advantage,while a person

not wearing a suit would not be management material. It is often the case that people

judge more favorably those individuals with whom they have something in common.

Ultimately, you are seeking the best person for the job and anydiscrimination, intentional

or not, may prevent you from achieving that.

Before we look more closely at the recruitment process, spend about ten minutes on the
following activity.

13
METHODS OF SELECTION

The Interview as a Selection Methods: Pros and Cons

Traditionally, the interview has been the main means of assessing the suitability of

candidates for a job. Almost all organizations use the interview at some stage in their

selection process. Similarly, most applicants expect to be interviewed. Interviews are

useful for assessing such personal characteristics as practical intelligence and

interpersonal and communication skills. The interview can be used for answering

applicants „questions, selling the organization and negotiating terms and conditions. It is a

matter of debate whether an interview accurately assesses ability at work, relevant

experience and work skills. A further problem with interviews is that factors that are not

related to the job influence the decision: clothing, color, ethnic origin, gender, accent,

physical features or a disability might be such factors. There is also evidence that

interviewers make decisions very rapidly on little information. You needto be aware of

the potential pitfalls in using selection interviews and may choose to supplement them

with a variety of tests. Some of these are considered below.

Tests as a Selection Method

There are various types of tests and ways in which they might be used as part of the
selection process. Before using any kind of test you should ensure that you know why
you are using it and how it relates to the job specification.

14
SELECTION TESTS

APTITUDE TESTS

Tests of Physical Ability: Used for the selection of manual workers. For example, a test
of the ability to perform lifting operations might be used. Mental ability tests: Tests of
literacy, numeracy and intelligence.
Analogous Tests: Tests which simulate some of the actual tasks in the job, for example a
typing or word-processing test for secretaries. Group problem-solving exercises and
presentations may be suitable for managerial jobs.

PERSONALITY TESTS

The use of these in selection comes from the assumption that certain jobs require certain
personalities and that test can identify them. The most common form of personality testis
questionnaires designed to rate respondents on various personality dimensions. The
individual is rated for being persuasive, socially confident, competitive, decisive,
introspective, artistic, conceptual, traditional, independent, extravert, stable, optimistic,
and so on. Most reputable personality tests need to be administered and scored by trained
and licensed users. Organizations selling personality tests usually recommend that they
are not the only method used for selection.

15
ASSESSMENT CENTRES
A assessment center could collect 12 candidates after screening and challenge them to

exams which include intelligence exams, presentations, institution paintings and

interviews. Tests

may be very beneficial withinside the choice procedure as they genuinely mirror sure

components of the job, while a choice interview can most effectively imply whether or

not the individual has that ability. However, maximum exams are time-ingesting to

manage and may be used indiscriminately. It could be very uncommon to apply a check as

the only manner of choosing and, specifically with character exams, it has to now no

longer be the fundamental proof on which the choice to rent or now no longer is made.

Very regularly the outcomes of character exams are utilized in interviews as the idea for

in additionresearch and wondering approximately an applicant`s abilities.

THE SELECTION INTERVIEW

The aim of the selection interview is to determine whether the candidate is interested in the

job and competent to do it. A selection interview also has the following functions:

To explain the work of the organization, the job and any features such as induction and
probation
To set expectations on both sides, including a realistic discussion of any potential
difficulties (if appropriate)
To enable the candidate to assess whether they want the job being offered.

Selection interviews are not easy to conduct and it is preferable-some organizations insist

on it -that everyone involved has participated in some kind of training. Most managers

believe they can interview competently but probably few have subjected

16
their interviewing practice to close scrutiny and thought about how they can improve their

performance. Important decisions have to be made, such as how many people should be

on the interview panel, who would be the most appropriate people, and whatrole they

should play. One-to-one selection interviews are difficult to conduct, not least because

there is more likelihood of subjectivity creeping in.

REQUIREMENTS OF A GOOD INTERVIEW

A structured interview plan enabling the interviewer(s) to assess what they are looking for
in the candidate and whether the person:

Could do the job (assessment against the person specification)

Would fit (elements of person-organization fit).

A clear idea of the areas of questioning for each candidate to check that they fulfill the
criteria.

Agreement on the roles of those involved in the interview if there is a panel: who will
chair and how questions will be divided among the panel members in an organized way.

A disciplined approach to timing: enough time for each candidate and not too many

candidates per day. Interviews have distinct and recognizable stages, and

individuals have certain expectations about what should happen when, but try not to
become reutilized or mechanistic in your approach.

HUMAN RESOURCE AND RECRUITMENT AND SELECTIONPROCESS

Human asset is a term with which numerous associations portray the blend of generally
regulatory staff capacities with execution, worker relations and asset arranging. The field
draws upon ideas created in modern/hierarchical brain science. HR have something like
two related translations relying upon setting.

17
The first use gets from political economy and financial aspects, where it was generally
called work, one of four elements of creation. The more normal use inside partnerships
and organizations alludes to the people inside the firm, and to the piece of the company's
association that arrangements with employing, terminating, preparing and other faculty
issues.

The goal of Human Resources is to augment the profit from speculation from the

association's human resources and limit monetary danger. It is the obligation of human

asset supervisors to direct these exercises in a successful, legitimate, reasonable and

reliable way

HUMAN RESOURCE SERVE THESE KEY FUNCTIONS:

Recruitment & Selection. Training and Development

Performance Evaluation and Management

Promotions Redundancy

Record keeping of all personal data.Compensation, pensions, bonuses.

Confidential advice to internal 'customers' in relation to problems at work. Career

development

18
 LITERATURE REVIEW

“A process of searching for prospective employees and stimulating and encouraging them
to apply for jobs in an organization," according to the definition of recruitment and
selection. In layman's words, recruitment and selection are two separate processes that
cannot exist without the other. Recruitment is defined as "looking for and getting a pool of
potential Candidates with the requisite knowledge, abilities, and experience to enable a
company to select the most suited persons to fill job vacancies against stated job
descriptions and specifications." "The chain and sequence of operations connected to the
recruitment and selection of employable candidates and job searchers for a company" is
what recruitment and selection refers to.
THIRUVENKATRAJ T.R, NIRMAL KUMAR HR is solely responsible for hiring the
best person for the best job role from the available talent pool. The HR have to set some
pre-defined standards for all and criteria of selection. In the present scenario, “It is the
biggest challenge for a HR manager to hunt for talent”.

John T. Delaney and Mark A. (1996), from the National Organizations Survey, for profit
and non-profit organization, positive associations between human resource management
(HRM) practices, such as training and staffing selectivity, and perceptual firm
performance measures has been contemplated. Results also suggest methodological
issues for consideration in examinations of the relationship between HRM systems and
firm performance.

Asif Kamran, Jawad Dawood the research is based on the practical facts with which HR

deal in their work routine and it‟s all regarding to salary issues and personal issues and

also regarding to change in the staff and to job and organization‟s requirement.

JEROME BALADAD The process was " recruiting and selection " by some companies.

19
However, there is agreement among certified HR practitioners on how to

best implement the most successful recruitment and hiring process to help the firm

achieve its objectives. The author has drawn on his many years of experience working in

HR recruiting and hiring to recommend measures that he believes would be beneficial to

companies looking to implement a formal recruitment and hiring process. This article will

assist you in understanding the processes of the official recruitment and hiring process,

which will aid in increasing a company's efficiency, growth, and profit.

Ms. G. KARTHIGA, Dr. R. KARTHI , Ms. P.Bailaishwarya evaluate employee

perceptions ofthe recruitment process and identify average time of selection and new
ways to improve the current recruitment procedure. The study is based on research
methods such as chi square tests and anova on sample data collected from respondents.
The researcher was able to identify the researching modules conducted in the
organization, according to the findings of the study and company survey on the
recruitment and selection process. It aids in focusing on problem areas and suggesting
ways to improve the recruitment and selection process.
According to the Burack (1985) Employee performance, employee turnover, employee
contentment, employee wants, and organizational commitment are all directly related to
recruitment sources (Burack, 1980). These recruitment and selection processes should be
carried out in all sectors in order to achieve organizational goals (Nartey, 2012).
According to Michael D. White and Glipsy Escobar (2008), recruiting and selection
methods were significant in the police department around the world, and this article
demonstrates the significance of seven issues connected to recruitment, selection, and
training processes in the organization.

Ongori Henry and Temtime Z (2009) state in their paper the recruitment and selection
practises of small and medium-sized businesses and encourage them to improve their HR

20
practices (R.D.Omolo, 2012)

Dr. V. Vijay Anand This study mainly aims to understand the effectiveness of recruitment

and its process as well as support its organization to present knowledge in the best way.

Recruitment effectiveness is becoming increasingly popular as a metric to determine the

recruitment process in an organization and as a tool for developing the recruitment

process. There is little empirical research confirming the effectiveness of recruitment in

this organization. Michael D. white and Glipsy Escobar (2008) state that recruitment and

selection has become an issue of importance for police services worldwide. This article

highlights seven issues, two in recruitment and selection and five in training, that we

believe are important for finding, recruiting, and training effective police officers.

Mir Mohammed Nurul Absar (2012) Recruitment and selection are argued to be one of
the most important functions of human resource management. This study aims to
investigate the differences and similarities between public and private sector
manufacturing companies in Bangladesh with respect to recruitment and selection
methods, recruitment sources and selection mechanisms.

According to Clifford Woody, Research includes identifying and redefining problems,

formulating hypotheses or proposed solutions, collecting, organizing and evaluating data,

and drawing conclusions and conclusions. And finally, the conclusions are carefully

reviewed to determine whether they are consistent with the hypothesis being formulated.

21
OBJECTIVES OF THE STUDY

 to study the recruitment and selection process of

 the organisation
 to know the views of the selected candidates about the satisfaction / dissatisfaction of
the process.

22
RESEARCH METHODOLOGY

Research methodology can be understood as a process of generating information and

data which will be helpful in effective solving of the stated research problem.
It clearly defines the approach used to properly execute the research process. It
provides the researchers some specific guidelines of studying.
It also emphasizes over the collection and analysis of the methods used to collect
data.

RESEARCH METHODOLOGY HAS FOLLOWING ASPECTS:

1. Research
2. Research Design
3. Sampling Design
4. Data collection
5. Tools and Techniques
6. Survey Regions
7. Sampling Size

RESEARCH

Term research can be understood as a caution and comprehensive study of specific

problem or matter using various types of methods.
Research is essential in order to approve the display facts, modify the finding of
preceding researchers, and find solution of recently developed or existing problem
and development of new theories.

OBJECTIVES OF RESEARCH

The research is basically done in order to get insights of the topic and issue which
has not been studies or discovered till now. But besides that there are some main
objectives of research which are as follows:

1. Research is done in order to find out solution of various problems (scientific, non-
scientific and social)
23
2. It is done to examine the cause and effect and relationship.
3. Research is done to uncover new facts.
4. It is also done with an objective to illustrate the qualities of a gathering or an
individual.

RESEARCH DESIGN

Research design can be understood as a gluing element which helps in holding of all
the research elements together. In other words, it is a plan of the proposed research
work. Research design gives an understanding to the researcher, about the way they
should conduct their research and is used to conduct a scientific study with
systematic approach. In order to get an authentic, effective and accurateresult, the
research design should follow a deliberate methodology

DATA COLLECTION METHOD

Generally, the two most common platforms or tools used for collecting data are:
1. Primary source
2. Secondary sources
Primary source will be helpful in obtaining the primary data and secondary sources
will be helpful in obtaining data regarding the research

PRIMARY DATA
It is also referred to as firsthand information which a researcher obtains for his own

use by various sources. The most common sources for collecting primary data are

questionnaires, interviews, field observation and experiments. The source which has

helped in collecting data for his research is a filling up of questionnaires by both

marketers and customers. The questionnaire initially asks the basic questions

regarding the gender, age and occupation of the sample and then it ask some

important questions regarding the impact of SMM on the sample taken.

SECONDARY DATA

24
It is referred to the data which is already been collected by some other researchers or
companies for their own use.
The most common sources for collecting secondary data are public libraries,
newspaper, business magazines, research papers and internet.
The sources which have helped in collecting the data for this research are research
papers written by other researchers and internet. These sources were taken in
consideration because of their availability on low cost and in less time.

RESEARCH METHODOLOGY USED

For the overall research design, the data collection method and analysis procedures,
I did my survey in Mindlance. For data collection it was scheduled prior to survey
work, like whom to get feedback. The primary and secondary source of data
collection were:
Universe - Finite

Research Design - Descriptive

Sampling Method - Simple Random Sampling

Data Collection:

1. Primary DataQuestionnaire

2. Secondary DataJournals Magazines

Companies Reports andCompanies Websites

SIZE OF SAMPLE: 58
SAMPLING UNIT: The sample unit consist the employee of Mindlance and people
who know something about this company.

25
DATA ANALYSIS AND INTERPRETATION

GENDER

There is total 58 respondents in which all are not the member of Mindlance global
solutions No. of males: 32, No. of females: 25

DO YOU WORK IN MINDLANCE?

OPINI NO. OF PERCENTAGE

ON RESPONDENTS
YES 28 48.3%

NO 30 51.7%

TOTA 58 100
L

According to the graph 48.3 % of the respondents work in the company and rest of

52.7% do not work in the company and know about the company through different

portals.

26
WHAT SOURCES OF RECRUITMENT IS USED BY THE COMPANY?

PERCENTAGE
OPINION NO.
OF
RESPONDENTS

NEWSPAPER 2 3.4%
RECRUITMEN 41 70.7%
T PORTALS
EMPLOYEE 9 15.5%
REFERRALS
PLACEMENT 6 10.3%
AGENCIES
TOTAL 58 100

According to this graph, 3.4% said newspaper, 70.7% said recruitment portals like

LinkedIn , Naukri etc. 15.5% said employee referrals and 10.3% said placement

agencies.

27
DO YOU THINK THAT THESE SOURCES ARE APPROPRIATE?

OPINI NO. OF PERCENTAGE

ON RESPONDENTS
YES 51 87.9%
NO 7 12.1%
TOTA 58 100
L

According to this graph 51 respondents that means 87.9% said the sources are
appropriate and remaining 7 respondents that is 12% said that these are not
appropriate.

28
DOES YOUR ORGANISATION RECRUIT EMPLOYEES THROUGH LATEST
METHOD OF RECRUITMENT i.e. INTERNET?

OPINI NO. OF PERCENTAGE

ON RESPONDENTS
YES 49 84.5%
NO 9 15.5%
TOTA 58 100
L

According to this graph, 84.5 agree that the latest method is applies but15.5% do not
agree.

29
IS ONLINE RECRUITMENT EFFECTIVE IN YOUR OPINION?

OPINI NO. OF PERCENTAGE

ON RESPONDENTS
YES 47 81%
NO 11 9%

34

30
DO THEY PROVIDE ALL INFORMATION ABOUT JOB PROFILE, SALARY,
COMPENSATION, ETC..?

OPINI NO. OF PERCENTAGE

ON RESPONDENTS
YES 48 82.8%
NO 10 17.2%
TOTA 58 100
L

Study reveals that 82.8% said that information given to them is enough while 17.2%
said that it is not enough for them.

31
DOES THE RECRUITMENT AND SELECTION METHODS USED BY THE
ORGANISATION ARE RELIABLE?

OPINI NO. OF PERCENATG

ON RESPONDENTS E
YES 49 84.5%
NO 9 15.5%
TOTA 58 100
L

Study reveals that 84.5% think that recruitment and selection methods are reliable
and 15.5% are not reliable.

32
DO YOU AGREE THE RECRUITMENT AND SELECTION IS THESCALE OF
DEVELOPMENT AND SUCCESS OF THE ORGANISATION?

OPINIO NO. OF PERCENTAGE

N RESPONDENTS
YES 42 72.4%
NO 4 6.9%
CAN‟T 12 20.7%
SAY
TOTAL 58 100

Study reveals that 72.4% said yes, 6.9% said no and 20.7% can‟t say anything about
this.

33
ARE YOU SATISFIED WITH JOB PROFILE/RESPONSIBILITY?

OPINI NO. OF PE
ON RESPONDENTS RC
EN
TA
GE
YES 50 86.
2%
NO 8 13.
8%
TOTA 58 10
L 0

Study reveals that 86.2% said that they are satisfied with job profile and
responsibility given to them and 13.8% of the remaining are not satisfied.

34
ARE YOU SATISFIED WITH RECRUITMENT PROCESS OF YOUR
COMPANY?

ARE YOU SATISFIED WITH YOUR JOB ROLE IN THE COMPANY?

OPINI NO. OF PERCENTAGE

ON RESPONDENTS
YES 48 82.8%
NO 10 17.2%
TOTA 58 100
L

Study reveals that the 82.8% are totally satisfied with job role and remaining 17.2%
are not really satisfied.

35
FINDINGS

1. Maximum number of respondents selected through recruitment portals such as

LinkedIn, Naukri.com ..etc
2. Majority of respondents say yes that the sources of recruitment are appropriate.
3. Majority of respondents say yes that organization use latest method of recruitment
methods that is internet.
4. Most of the respondents agree that internet recruitment is effective.
5. It is accepted by the respondents that the procedure of choosingright person for the
right job is accurate.
6. Mostly respondents agree that the organization provide all the relevant
information related to job profile, salary, compensation, etc.
7. Most of the respondents thought that the method used by the organization for
recruitment and selection is reliable.
8. Most of the respondents agree that the recruitment is the scale of development
while few disagree and rest can‟t say about it.
9. Majority of the respondents are satisfied with job profile/responsibility.
10. Mostly respondents are satisfied with the recruitment process of the
company.
11. Most of them are satisfied with the online interview process in covid-19.
12. Almost all of them are satisfied with their job role in the company.

36
CONCLUSION

Mindlance is using the portal of his own for looking the perspectives employees.

References are also taken into consideration. A search is made for the required

candidate on the parameter like, what is the qualification he possess and for a sales

persons his certificates are not that important as compared to the experience. As the

person with good work experience can do marketing in much- much better way than

the person who possesses number of certificates in the same field. Data of

perspectives employees from naukri.com and timesjob.com are taken and the criteria

for the selection of candidate from the website is not only their educational

background but their work experience and cost to company is also given equal

weightage. In selecting the candidate and these selected candidates are given calls

and are called for interview rounds by giving them the complete detail of their profile

so that no confusion remains in their mind regarding, the company profile as the

company is on the growing stage and people are not very much aware of the

company. So they need to know about the company profile and then the job profile.

After getting satisfactory answers and by getting convinced by the answers, the

applicants sometimes start negotiating for Salary Package and the probable answer

for the question is that they will get a hike of around 30% in their present package. If

still not convinced then they are called for interview and asked to negotiate for

salary with the Hr head after the interview round.

37
SUGGESTIONS

1. Increase the source of recruitment like campus placement, promotion, transfer and
present employees.

2. Increase advertisement on more professional portalsor recruitment portals.

3. To improve recruitment strategies and process assome of them are not satisfied.
4. To involve the suggestions of employees for the improvement.

5. To make job profile more clear in front of the candidate.

6. To improve the working of HR Department.

7. Start coordinating more with the employees and taking their opinions time to time

as they know more about the environment in the organization.

8. Selection process is good but it should be modified according to the requirements

and also job profile so that main objective is achieved. Overall if recruitment and
selection process is improvedthe performance of the organization will also increase.

9. Most of the respondents are satisfied but changes are required according to the
changing scenario as recruitment process has a great impact on the working of the
company.

38
LIMITATIONS

1. Time was a major constraint.

2. An employee has fear to reveal negative aspect

3. Very importantly they were hesitant to answer the questions freely.

4. In online interview that is telephonic interview, we can‟t really know who the
person is to whom we are hiring.

5. The information collected is based on the perception of the respondents

6. There are some of them who didn‟t even respond to the survey.

7. Respondents did not take the questionnaire method seriously.

39
REFERENCES

JOURNALS

Research Methodology -C.R.Kothari.

Personnel and Human Resource Management – P. SubbaRao, Himalaya Publication

WEBSITES

□ http://www.emc.com/

□ https://www.google.co.in

□ http://recruitment.naukrihub.com/meaning-of-recruitment.html

□ http://en.wikipedia.org/wiki/Recruitment

40
QUESTIONNAIRE

NAME :
GENDER :
EMAIL :
1. Do you work in
MINDLANCE? o YES
o NO
2. What sources of recruitment is used by thecompany? o Newspaper
o Recruitment portals(LinkedIn,Naukri..) o Employee Referrals
o Placement Agencies
3. Do you think these sources are appropriate?
o Yes
o No
4. Does your organization recruit employees through latest method of recruitment i.e
internet?
o Yes
o No
5. Is online recruitment effective in your opinion?
o Yes
o No
6. Does the procedure adapted for the recruitment and selectionof employees enables

to right person at the right job?

o Yes
o No

41
7. Do they provide all information about job profile, salary,compensation, etc..?
o Yes
o No
8. Does the recruitment and selection methods used by theorganization are reliable?
o Yes
o No
9. Do you agree the recruitment and selection is the scale ofdevelopment and success
of the organization?
o Yes
o No
o Can‟t say
10. Are you satisfied with job profile/responsibility?
o Yes
o No
11. Are you satisfied with recruitment process of your company?
o Yes
o No
12. Are you satisfied with online interview process due to covid-19?
o Yes
o No
13. Are you satisfied with you job role in the company?
o Yes
o No

42