Role of Innovation in Quality Management

GIS SCIENCE JOURNAL ISSN NO : 1869-9391
Recruitment and selection process in the IT firms
Chaya J Swamy1 ,Vanishree Beloor2, T S Nanjundeswaraswamy3
Assistant professor, 3Associate Professor

1,2
1 Department of Management Studies
2 Department of Industrial Engineering and Management,
3 Department of Mechanical Engineering
JSS Academy of Technical Education, Bangalore, 560060, India.
Abstract:
Objectives: To understand the existing staffing and selection process, to identify the sources
and different methods of recruitment in IT sector and to analyze satisfaction level of
recruitment and selection from employees perspective at select companies of IT sector.
Method: The Research design chosen is descriptive in nature. The convenience sampling
technique was employed, a total of 105 responses were collected from IT companies located
in Bangalore city, Karnataka State in India. Based on the research objectives, a structured
questionnaire is prepared consisting of recruitment and selection methods, sources of
recruitment and employee satisfaction towards recruitment and selection process,
questionnaires was designed in ﬁve point Likert scale. The collected data were analyzed
through the percentage analysis and ANOVA single factor. Findings: The ﬁndings of the
study showed that there is an association between recruitment and selection methods and
increase in productivity and efficiency of organization. Application: The study helps
policymakers of IT companies in Bangalore City, Karnataka, to take decision about the good
recruitment and selection methods to enhance the employee job satisfaction, productivity and
efficiency of employees working in IT companies, Bangalore.
Keywords: Recruitment, selection, recruitment sources and employee performance.
Introduction
Recruitment may be defined as the mechanism within a company to find potential
applicants to fill current or expected vacancies. Ordinarily, it is a push to pick up the
enthusiasm of the up-and-comers searching for occupations, discover the up-and-comers keen
on the activity and make a gathering of potential representatives, with the assistance of which
the administration can pick the reasonable individual for the activity.
According to Edwin B. Flippo, “Recruitment is the process of searching for
prospective employees and stimulating them to apply for jobs in the organisation”. Barber
defined “Recruitment includes those practices and activities carried out by the organization
with the primary purpose of identifying and attracting potential employees”
The nature of laborers decides the presentation of an association, and in this manner,
people who successfully deal with all the elements of the association are progressively
appropriate for it. Despite the fact that, changes can be acquired some uncouth workers via
preparing and thorough supervision, enrollment of competent and enthusiastic individuals is
without a doubt liked. By delegating the ideal individual on the correct position,
extraordinary measure of time, vitality, and cash can be spared.
Therefore, it is vital for ansupervisor to select excellent applicant so as to satisfy the
company needs.Recruitment is a positive procedure of scanning for approaching workers and
animating them to go after the positions in the company. At the point when more people go
after position then there will be a degree for enlisting better people.It is the techniquenear
pulling in approaching workers and animating them for applying work in association. The
VOLUME 8, ISSUE 5, 2021 PAGE NO: 343

activity searchers as well, On the other hand, are looking for associations offering them
business.
Selection is a procedure where people are picked-up from the pool of employment
form having the necessary information and aptitudes for the activity to be acted in an
association. Choice is a procedure which incorporates different stages, for example,
investigating the candidates so as to check whether they are appropriate for the activity or
not, getting the correct ones from the pool of candidates and wiping out the rests.
Subsequently, choice can be viewed as a negative procedure in its application, as its principle
point is to dismiss whatever number inadmissible people as could be allowed; in order to get
the privilege and suitable contender for the association.
According to TettieNolinske, “Selection is the process of making a hire or no-hire
decision regarding each applicant for a job”. Dale Yoder, defined “Selection is the process
by which candidates for employment are divided into two classes those who will be offered
employment and those who will not”.
The selection is a practice of choosing the best entrant with necessary qualifications
and expertise to occupy the association’s job.Determination is the screening and separating
procedure of employment candidates who have welcomed to go after the empty jobs through
which the procedure reaches a conclusion.
Literature review
Ramkumar et al, (2019) states that the purpose of the study was determine how
effective the recruitment and selection system in IT industry and also to provide suggestions
to IT industry to meet its challenges. The structural questionnaire was used to collect the data
from online survey. The sample size was 105 employees of IT industry to evaluate the data
collected multivariable analysis, linear regression, independent samples krukall – wallir test
and independent samples mann- whitney test. the outcome was mixed result of 2 variables
retaining hypotheses and 2 rejecting results helps IT companies to make recruitment and
selection system effective.
Anjukhandelwal et al., (2019)the objective is to know the process of recruitment and

selection in the organization and also its link to growth of organization and its effectiveness.
Selection of right candidate with set of desired skills, knowledge and ability leads to cost
effeteness. Research also takes some measures to evaluate they are competency recruitment
process, organization climate.
NunoRebeloDos Sants (2017) research focuses on the transparency of the process of
recruitment and selection, criteria used to rank the applicant and relationship of the people
involved. This study inspired by different ideas the researcher concludes that levels of
recruitment and selection and the attitudes and behaviors that a person who is responsible for
it shows.
Zyderpetrylaite(2017)study found recruitment and selection habit of practical
application of theoretical aspects. The data was collected from the questionnaire method.
Statistical analysis was used to analyze the data. The final outcome of this research paper is
in private sector the employees get selected on certain recommendations. In private
enterprises the screening interview method is commonly used.
Jessica Furtado (2016)conducted a study to understand the recruitment and selection
practices used in Irish sector. This study also tells that it aims at filling the gap between the
recruitment and selection and also identifies the ways through which it can improve. The
quantitative analysis method is used to analyze the interviews in IT sector. The final result of
their study is 2 important issues are cultural fit and value of funding team.

Abdoulaye (2016) the vision of this paper “A Comparative Study On Personnel

Recruitment And Selection In Chinese Telecom Sector: The Case Of Huawei In Sengal And
China” is to understand the practices of recruitment and selection used in HUAWEI
Company and to know the problems faced in recruitment and selection practices. Quantitative
and qualitative method is used for analyzing data. Sample size of 80respondants and
questionnaire method was used to collect data. Both primary and secondary data is used in
this research. The final outcome is that the HUAWEI Company uses different recruitment
practices and also uses internal and external sources for recruiting which in turn leads to right
person to right job.
It’s a complicated task for organizations to look , hire, and choose capable people
in today’s labour market. Obtaining the correct ability is turning into an inexorably
unpredictable and testing movement. The recruitment and selection process must not be
outdated or traditional, the hiring managers must update to new technologies and must
respond with the speed. Therefore, it is crucial for companies to know exactly what they
are going to deliver to prospective workers.
From the above literature reviews we can understand the recruiting and selecting
success with its link to organization growth and process of enrollment and selection. Aside
from thestudy examines the acceptable degree of the workers for the procedure, the current
enlistment and determination process.
This survey assist us to make out the existing lprocess of lhiring and iselection, and
various sources and system used to fill up the vacancies with the right candidates. The study
also helps us to make out the satisfaction of staff.
Objectives of the study
 To understand the existing staffing and selection process at select IT companies of
Bangalore.
 To identify the sources and different methods of recruitment in IT sector Bangalore.
 To analyze satisfaction level of recruitment and selection from employees perspective
at select companies of IT sector in Bangalore.
Methodology:
For the present study,descriptive research was conducted. Population of the study is
employees working in IT sector of Bangalore. A Sample 105 is collected, using
questionnaires. Different statistical test were conducted to achieve stated objectives.
Demographic characteristics of respondents:
Table 1. Demographic characteristics of the respondents

Demographic characteristics Number of Percentage of
Respondents Respondents
Gender Male 55 52%
Female 50 48%
Age 18 up to 20 6 6%
20 up to 35 91 87%
Above 35 8 7%
Domicile Urban 85 81%
Rural 10 9%

Semi Urban 10 10%

Education lavel Diploma 13 12 %
Graduate 68 65%
Post graduate 24 23%
Experience 0 up to 5 years 64 61%
It is 5 up to 10 years 33 31%
10 up to 15 years 5 5%
15 years and above 3 3%
Annual income Up to 5 lakh 78 74%
5 up to 10 lakh 26 25%
10 lakh and above 1 1%
observed from the research that among the respondents 52% are male and 48% are
female.From the research it is observed that 87% of workforce fall in the age group of 20 up
to 35, followed by 7% of them fall in age group of above 35 and remaining 6% are of the age
group of 18up to 20.From the research it is observed that among the respondents 81% leave
in urban area, 10% of them leave in semi urban area, 9% of them leave in rural area.It is
observed from the research that 65%of them are graduate, 23% of respondents are post
graduate, and 12% of respondent are diploma.It is observed from the research that 61% of the
respondents have the experience of 0 up to 5 years, 31% have the experience of 5 up to 10
years, 5% have 10 up to 15 years of experience, and 3% above 15 years of experience.It is
observed from the research that 74% of the workers have the income level of up to 5 lakh,
25% of the workers have the income level of 5 lakh upto 10 lakh, 1% of the workers have the
income level of 10 lakh and above.
Descriptive statistics
Any software is used in your organization for tracking application
Table 2 Any software is used in your organization for tracking application.

Particulars Number of Respondents Percentage of respondents
Resume Passing 37 26.
Bulk upload resume 37 26
Keyword search 32 23
Flexible applications 4 3
form
Other 20 14
Not known 9 7
No software used 2 1

30 26 26
25 23
20
14
15
10 6
5 3 1
0
Figure 1 Any software is used in your organization for tracking application.
From the research it is observed that 26% is resume passing, 26% is bulk upload resume,23%
Keyword search , 14% of other, 7% of not known, 3% flexible application forms,1% of no
software used.In the research majority of the respondents has chosen resume passing and bulk
upload resume as software used in their organization for tracking application.
Test conducted and interview process of the organization is lengthy
Table 3 showing test conducted and interview process of the organization is lengthy.
Particulars Number of Respondents Percentage of respondents
Stronglyagreed 20 19%
Agreed 47 45%
Neutral 36 34%
Disagreed 2 2%
Strongly disagree 0 0%
105 100%

50
45
45
40
34
35
30
25
19
20
15
10
5 2
0
0
Strongly agree Agree Neutral Disagree Strongly disagree
Figure 2. Test conducted and interview process of the organization is lengthy.
It is understood from the research that among the staff 45% of respondents agree, 34% of
employees are neutral, 19% workers strongly agree, 2% of them disagree, 0% of them
strongly disagree.From the research it is interpreted that maximum of them have the same
opinion that the test conducted and interview process of organization is lengthy.
Recruitment done by consultancies provides a best platform for the candidates for the
candidates for finding right job.
Table 4. Recruitment done by consultancies
Particulars Number of Respondents Percentage of Respondents
Stronglyagree 19 18%
Agreew 59 56%
Neutral 23 22%
I Disagree 4 4%
I Stronglydisagree 0 0%
105 100%

60 56
50
40
30
22
20 18
10
4
0
0
Strongly agree Agree Neutral Disagree Strongly agree
Table 3. Recruitment done by consultancies

Noticed from the research that 56% of answerer agree, 22% of them are neutral, 18%
strongly agree, 4% disagree, 0% strongly disagree.Majority of the workers be of the same
opinion that recruitment done by consultancies provide a best platform for the candidates for
finding right job
Table showing the consultancy have the power only to recruit the candidates and filter
them according to the requirements of the organization.
Table 5.The consultancy have the power only to recruit

Particulars Number of Respondents Percentage of Respondents
Agreer 49 47%
Neutral 17 16%
Disagree 8 7%
Strongly disagreej 0 0%
105 100%
50 47
45
40
35
30
30
25
20 16
15
10 8
5
0
0
Strongly agree Agree Neutral Disagree Strongly agree
Figure 4.The consultancy have the power only to recruit

It can be recognized from research that 47% of the responders agree, 30% strongly agree,
16% are neutral, 7% disagree, 0% stronglydisagree. Majority of the answerers agree that
consultancy have the power only to recruit the candidates and filter them according to the
recruitment of the organization
Background check is done ethically for all the candidates before giving the offer letter.
Table 6.Background check
Particulars Number of Percentage of
Agree 60 57%
Neutral 5 5%
Disagreep 1 1%
105 100%
70
60 57
50
40 37
30 Series2
20
10 5
1 0
0
Strongly Agree Neutral Disagree Strongly
agree disagree
Table 5.Background check
In the research it can be detected that 57% of the respondents agree, 37% strongly agree, 5%
are neutral, 1% disagree, 0% strongly disagree.From the research it is interpreted that
maximum of the workforce agree that background check is done ethically for all candidates
before giving the offer letter
Right candidate for right job enhances the efficiency of the organization and also
motivates employees to work.
Table.7 Right candidate for right job enhances the efficiency
Particulars Number of Percentages of
Respondentsn Respondents
Agree 55 52%
Neutral 10 10%
Disagreep 1 1%
Strongly 0 0%

disagree
105 100%
60
52
50
40 37
30
Series2
20
10
10
1 0
0
Strongly Agree Neutral Disagree Strongly
agree 39 disagree
Table.6 Right candidate for right job enhances the efficiency
In the research 52% of the workers agree for the statement, 37% strongly agree for the query,
10% are neutral with the statement, 1% disagree , 0% strongly disagree. By the research it is
interpreted maximumof the staff agree that right candidate for right job enhances the
efficiency of the organization and also motivates employees to work.
Recruiting from external source increases the cost of recruitment and also increases the
performance of organization.
Table 8.Recruiting from external source increases the cost of recruitment
Particulars Number of Percentages of
Agree 53 50%
Neutral 17 16%
Disagree 4 4%
Strongly 0 0%
disagree
105 100%

60
50
50
40
30
30
20 16
10
4
0
0
Strongly agree Agree Neutral Disagree Strongly
disagree
Table 7.Recruiting from external source increases the cost of recruitment
It is understood that 50% of the responders agree, 30% strongly agree, 16% are neutral, 4%
disagree, 0% strongly disagree.In the research it is interpreted greatest part of the respondents
agree that recruiting from external source increases the cost of recruitment and also increases
the performance of organization.
Image of the organization directly influences on attracting qualified and potential

candidates.
Table 9Image of the organization influences
Particulars Numbers of Percentage of
Agree 54 52%
Neutral 17 16%
Disagree 0 0%
105 100%
60
51
50
40
32
30
20 16
10
0 0
0
disagree
Table 8 Image of the organization influences

From theresearch it is noticed that 52% agree, 32% strongly agree, 16% are neutral, 0%
disagree and also strongly disagree. Majority of the responders agree with the statement good
will/image of the organization directly influences on attracting qualified and potential
candidates.
Organization can collect large pool applicants through e-recruitment.
Table 10. Recruitment through e recruitment

Particulars Number of Percentage of
iStronglyagree 16 15%
iAgree 67 64%
tNeutral 21 20%
pDisagree 1 1%
iStronglydisagree 0 0%
105 100%
70 64
60
50
40
30
20
20 15
10
1 0
0
disagree
Figure 9. Recruitment through e recruitment
By the research we can note 64% agree for the question asked, 20% are neutral to the
statement, 15% strongly agree, 1% disagree , 0% strongly disagree.It can be interpreted by
research 64% have the same opinion that organization can collect large pool applicants
through e-recruitment
The right candidate for right job enhances the efficiency of the organization and also
motivates employees to work
Anova: Single
Factor
SUMMARYy
Groups Count Sum Averagee Variancei
Column 1 105 39 0.37143 0.23571
Column 2 105 55 0.52381 0.25183
Column 3 105 10 0.09524 0.087

Column 4 105 1 0.00952 0.00952

Column 5 105 0 0 0
ANOVA
Source of P-
Variation SS df MS F value F crit
1.8E-
Between Groups 23.2571 4 5.81429 49.7742 35 2.38908
Within Groups 60.7429 520 0.11681
Total 84 524
In ANOVA single factor if ‘F’ is greater than ‘F- critical’ (F – critical= 2.38, F= 49.77, i.e. F
> F critical) hence Null hypothesis [H0] is rejected and Alternative Hypothesis [H1] is
accepted. From the above analysis, we can interpret that right candidate for the right job
enhances the efficiency of the organization.
Result and conclusion

By the research we can interpret that maximum of the respondents are male with 52%.By the
research it is interpreted that 87% of the workforce are of the age group of 20 up to 35 with
87%.As per the research it is interpreted that most of the workers leave in urban area.
Majority of the employees has choosen resume passing and bulk upload resume as software
used in their organization for tracking application.In the research it is interpreted that
maximum of respondents have the same opinion that the test conducted and interview process
of organization is lengthy.Greater part of the staff agree that recruitment done by
consultancies provide a best platform for the candidates for finding right job.47% of the
workers agree for the statementconsultancy have the power only to recruit the candidates and
filter them according to the recruitment of the organization.57%have the same opinion that
background check is done ethically for all candidates before giving the offer letter.47% of the
respondents agree that organization selects the external candidates even though it has best
and deserved employees in organization.52% of the respondents agree that selecting the right
candidate for right job enhances the efficiency of the organization and also motivates
employees to work.
50% of the respondents agree that recruiting from external source increases the cost of
recruitment and also increases the performance of organization.Greater part of the employees
of the IT companies agreegood will/image of the organization directly influences on
attracting qualified and potential candidates.47%of the respondents have the same opinion
that their organization use website for recruitment.Most of the workers agree that there is a
favourism and baisdness at the time of recruitment and selection.55% be of the same opinion
that job description and job specification is clearly defined by the HR at recruitment and
selection.
Majority of the companies are under-going this structured interview and also aptitude test for
the selection of the candidates.63%of the respondents have a common opinion that the rate of
recruitment and selection should be in promotional to the actual need within the
organization.45% of the staff agree that their organization provide consideration to internal
candidates for all jobs before outside recruitment begins.57%of the respondents are satisfied
with resume screening and shorting – listing method used by the company.In the study it can

be understood that a large amount of the companies conduct the campus interview to fill the
vacancy and also acceptance of employee referrals.In the research it is interpreted that 40%
of workers agree that there is no link between organization performance, selection,
recruitment.62% of the respondents are satisfied withthe process of recruiting and selecting in
their organizations.
According to the findings most of the sample prefer simple recruiting process and
selection and they regard consultancies as major platform through which candidates find a
job and they even realized that right recruitment process can bring efficiency by recruiting
accurateapplicant for the right occupation, this is possible when the candidate are made aware
of the selection and recruitment process.
The driving force for any employee to perform is to give maximum liberty and
encouragement to unleash their hidden talent and derive maximum benefits to the
organization, and even reward and recognizition can boost employee morale.
Deploying right set of guidelines and strategies can make much difference to the
structure of organization, exploring different sources and methods of recruitment keeping the
organizations core values and vision in line with these factors guarantees success to the
organization and its team of employees.
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and Selection in Chinese Telecom Sector: The Case of Huawei in Senegal and
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(2020).A study on job satisfaction and employee welfare in garment industries. Indian
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practice (pp. 145-152).
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Recruitment, Selection and Employee Retention, 91.
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SMEs in the Irish IT sector (Doctoral dissertation, Dublin Business School).
 Khandelwal, A., & Kumar, A. (2019).A study on recruitment and selection process
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GIS SCIENCE JOURNAL ISSN NO : 1869-9391

Recruitment and selection process in the IT firms

Chaya J Swamy1 ,Vanishree Beloor2, T S Nanjundeswaraswamy3

Assistant professor, 3Associate Professor

JSS Academy of Technical Education, Bangalore, 560060, India.

VOLUME 8, ISSUE 5, 2021 PAGE NO: 343

Anjukhandelwal et al., (2019)the objective is to know the process of recruitment and

VOLUME 8, ISSUE 5, 2021 PAGE NO: 344

Abdoulaye (2016) the vision of this paper “A Comparative Study On Personnel

Demographic characteristics of respondents:

Table 1. Demographic characteristics of the respondents

VOLUME 8, ISSUE 5, 2021 PAGE NO: 345

Semi Urban 10 10%

Any software is used in your organization for tracking application

Table 2 Any software is used in your organization for tracking application.

VOLUME 8, ISSUE 5, 2021 PAGE NO: 346

Figure 1 Any software is used in your organization for tracking application.

Test conducted and interview process of the organization is lengthy

VOLUME 8, ISSUE 5, 2021 PAGE NO: 347

Figure 2. Test conducted and interview process of the organization is lengthy.

VOLUME 8, ISSUE 5, 2021 PAGE NO: 348

Table 3. Recruitment done by consultancies

Table 5.The consultancy have the power only to recruit

Figure 4.The consultancy have the power only to recruit

VOLUME 8, ISSUE 5, 2021 PAGE NO: 349

Table 5.Background check

VOLUME 8, ISSUE 5, 2021 PAGE NO: 350

Table.6 Right candidate for right job enhances the efficiency

VOLUME 8, ISSUE 5, 2021 PAGE NO: 351

Table 7.Recruiting from external source increases the cost of recruitment

Image of the organization directly influences on attracting qualified and potential

Table 8 Image of the organization influences

VOLUME 8, ISSUE 5, 2021 PAGE NO: 352

Table 10. Recruitment through e recruitment

Figure 9. Recruitment through e recruitment

VOLUME 8, ISSUE 5, 2021 PAGE NO: 353

Column 4 105 1 0.00952 0.00952

Result and conclusion

VOLUME 8, ISSUE 5, 2021 PAGE NO: 354

VOLUME 8, ISSUE 5, 2021 PAGE NO: 355

 Nanjundeswaraswamy, T. S., &Swamy, D. R. (2013). Review of Literature on

VOLUME 8, ISSUE 5, 2021 PAGE NO: 356

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