CHAPTER -1

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EXECUTIVE SUMMARY
Introduction:

This internship report shows cases the work experiences that have been
gathered as an intern at AES services LLP from JANUVARY 23, 2023 to May 23,
2023. This report contains all the daily activities of the organization which is possible
by taking active part in its operations. HR consulting is the practice of delivering all
aspects of human resource management as an external provider, and with the
professional and business issues associated with operating such a practice including
client development, contracts and client management. AES Services LLP is an
eminent placement and engineering firm that is committed to providing superior
value-added service to its clients and candidates alike thereby becoming the most
respected and effective recruitment search firm for contract placements in the non-IT
roles. They are focused on delivering complete quality solutions for organizational
Human Resource needs. AES team-based work culture ensures that employees have
the opportunity to learn, develop new skills or pick up new competencies relevant for
the company's growth. During the internship, the step-by-step process of recruiting
from sourcing of the candidates to on-boarding was observed.

Need of the study:

 The generally purpose of recruitment is to provide a pool of potentially

qualified job candidates Specifically, the purpose is to

 Determine the present and future requirement of the organization in

conjunction with its personnel planning and job analysis activities.

 Increase the job pool of job candidates at minimum cost

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  Help to increase the success rate of the selection process by reducing the
number visibly under qualified or job application.

 Help to reduce the probability that job applicants, once recruited and selected,
will leave the organization only after a short period of time

 Being identifying and preparing potential job applicants who will be

appropriate candidates.

 Increase organizational effectiveness in the short and long term

 Evaluation of the effectiveness of various recruiting techniques and sources

for all types of job applicants.

LEARNING OBJECTIVES

 To gain the comprehensive knowledge of the end-to-end recruitment process,

including sourcing, screening, interviewing, and on-boarding.

 To identify and attract top talent by learning effective sourcing techniques,

utilizing online platforms and leveraging social media.

 To gain experience in collaborating with hiring managers to understand their

talent needs, define job requirements, and develop effective job descriptions
and job advertisements.

 To strengthen interpersonal and communication skills by actively

participating in candidate interactions, gaining experience in conducting
interviews, providing feedback, and maintaining professional relationships.

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 OUTCOMES ACHIEVED

 Recruitment process understanding

 Candidate evaluation

 Communication skills

 Time management

 Adaptability and teamwork

INDUSTRY PROFILE

Field of the organization: Engineering and consultancy services

Engineering Services sector

Engineers need to declare their discipline, or professional practice area, early in their
studies. This will determine the highly specialized training they receive during their
engineering degree and practicum.

The specified engineering discipline will also determine the scope of the engineer’s
professional license. A mechanical engineer, for example, would not typically be
qualified or licensed to authorize an electrical engineering design or drawing. In most
cases, professional engineers will only be trained in one discipline, which means they
only put their “stamp” on designs within their professional practice area.

An established engineering services company will have in-house specialists for all
engineering disciplines. This allows client organizations to maintain smaller
engineering teams and outsource product or project requirements to engineering
services companies.

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The engineering firm provides multidisciplinary consulting related to the design,
simulation, evaluation and investigation needed to safely construct or manufacture
the asset.

Specialized Services

An engineering services company or engineering firm can either provide extensive

consultation to a company in need of expert advice and solutions. The firm can take
on the project and work to evaluate, design, simulate, and test the product.

Industrial engineering services are often grouped with procurement and

construction management. These are known as EPCM companies.

Basically, an engineering services company provides responsible engineers to

complete the project. Bringing a project to market may also require scoping, buying,
and/or fabricating a wide range of materials. These details need to be worked out
during the design phase so it makes sense for engineering firms to have in-house
procurement departments. Likewise, once the design is issued for construction (IFC),
the engineering firm needs to coordinate with the construction contractor to ensure
the project is built to spec.

One of the most important services an engineering company provides is knowledge of

all the relevant codes and standards.

A project with extensive production is nothing without compliance with the codes
and standards set by government institutions. A company will require assistance if
they are just planning to dive into a new market, geography, or technology, for
example.

Engineering (consulting) firms and services companies work with a variety of

organizations in different industries. This allows the firm to amass more experience
and knowledge with specific codes and standards. Ultimately, the engineering firm
will need to ensure the design meets regulatory requirements for a given jurisdiction.

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Engineering firms also help negotiate and evaluate business contracts with vendors
and manufacturers.

A consulting firm that has worked with and built products for other companies in
different sectors and industries already has a reliable and accurate vendor database.
This database can act as a great reference and inform critical material costing and
design decisions.

Vista Projects has experience spanning more than 35 years of working in the civil
engineering, electrical engineering, mechanical, piping, and process

Recruitment services

A recruitment company, also known as a staffing or employment agency,

is a specialized organization that helps companies find and hire qualified candidates
for job positions. These companies act as intermediaries between employers and job
seekers, streamlining the hiring process and ensuring a good match between the
requirements of the job and the skills and experience of the candidates.

Recruitment companies typically have a team of recruiters who are

skilled in sourcing, screening, and assessing potential candidates. They work closely
with client companies to understand their staffing needs and preferences, including
specific job requirements, company culture, and desired qualifications. On the other
side, they engage with job seekers, reviewing resumes, conducting interviews, and
evaluating their suitability for various job opportunities.

Recruitment companies employ various methods to attract potential

candidates, such as online job boards, social media platforms, professional
networking, and their own candidate databases. They also leverage their industry
expertise and networks to identify passive candidates who may not be actively
seeking new opportunities but possess the desired skills and experience.

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 Once suitable candidates are identified, the recruitment company
presents them to the client companies for consideration. They facilitate the interview
and selection process, coordinating communication between the hiring company and
the candidates. If a candidate is selected for the position, the recruitment company
may also assist with negotiating job offers and finalizing employment contracts.

Recruitment companies can specialize in specific industries, such

as technology, healthcare, finance, or engineering, or they may offer broader services
across various sectors. Some recruitment companies focus on permanent placements,
helping companies fill full-time positions, while others specialize in temporary or
contract staffing solutions

Overall, recruitment companies play a crucial role in connecting employers

with qualified talent, saving time and resources for both parties involved in the hiring
process. They provide expertise, efficiency, and access to a wider pool of candidates,
making them valuable partners for companies seeking to build their workforce.

SUMMARY OF THE ACTIVITIES DONE

During the internship there were several activities like Job Posting,
Resume Screening, Candidate Sourcing, Interview Coordination, Candidate
communication, On Boarding support and Candidate data management. One of the
main responsibilities was to assist in creating and posting job advertisements on
different platforms. This involves writing engaging job descriptions, formatting
postings, and making sure they reach the right audience through various job boards
and social media platforms. Another important task was to review resumes and
applications that come in for open positions. It is done by screening these documents
and identifying qualified candidates based on predetermined criteria. This involves
assessing qualifications, skills, and experience to shortlist candidates for further

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evaluation. It's a crucial step in narrowing down the applicant pool and identifying
potential matches for the job requirements. Candidate sourcing is another area which
is the main step in the recruitment process. This involves searching for potential
candidates through online databases, professional networks like LinkedIn, Found-it,
Indeed and other job portals. This task requires conducting searches, reaching out to
potential candidates, and maintaining a database of potential talent. Interview
coordination is also a part of recruitment which includes scheduling interviews
between candidates and hiring managers or interview panels. It is done by sending
interview invitations, coordinate availability, and manage the logistics of the
interviews, whether they are conducted in person or through video conferencing.

Another important activity done was candidate communication which is by sending

confirmation emails, providing updates on application status and address basic
inquiries from candidates throughout the recruitment process.

LIMITATIONS

 The study period is 4 months which is a major constraint.

 Every employee is busy with their individual work.

 Some of the employees are not interested to interact.

 Lack of availability of employees, consisting for a particular period of time has been
a major disadvantage.

 Candidates are not ready to share their documents.

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CHAPTER -2

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 COMPANY PROFILE

Introduction of the Organization

AES SERVICES LLP

AES Services LLP is the organization which work on non-IT sector

in the India. It will work on the consultancy and engineering project. It is located at
Hyderabad.

S SERVICES LLPAES services have working on the consultancy from past 10 years
and it will recruit the candidates for oil and gas industry. For the role of Electrical,
piping, civil, project designers and Engineers. for various locations in all over India.

AES services work on engineering projects on specified software

like Auto Cad, Tekla software which are using in the piping design and electrical
designs.

AES SERVICES LLP COMPANY, is an entity incorporated on 18

August 2014 under Ministry of Corporate Affairs (MCA). AES SERVICES
LLP COMPANY is also an entity listed under Class as a 2organization having
Registration Number for the Company or Limited Liability Partnership as Other
Business Activities.

AES SERVICES LLP COMPANY is a and further is Classified as

an Other Business Activities. The concerned entity is incorporated and registered
under its relevant statute by the Registrar of Companies (i.e., R.O.C), RoC-
Hyderabad. The official address for the Registered office of the organization in
question i.e., AES SERVICES LLP COMPANY is H No 3-143/B, Kaveri hills,
Madhapur, Jubilee hills HYDERABAD TG 500081, INDIA.

Directors are basically the people or the force running the Entity i.e.,
the Decision makers of the concerned organization and the Directors of AES

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SERVICES LLP COMPANY are Vinitha Bongu & Bongu Chandrasekhar Rao. As
per the Contact information with the MCA, the email address in the Registrar of
Companies (R.O.C) records for the above entity is chandu@aryasystems.com.

The Current Status of the AES SERVICES LLP COMPANY as per MCA Records is
- Active.

Company Details

CIN : AAC-6044

Company Name: AES SERVICES LLP

Company Status: Active

Rock: Roc-Hyderabad

Registration Number: Other Business Activities

Company Category: Other Business Activities

Company Sub Category: 0

Class of Company: 2

Date of Incorporation :18 August 2014

Age of Company :8 years, 9 months, 19 days

Number of Employees: 12

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Vision of the organization:

The vision of an AES Services LLP is to be a trusted and reliable partner

for both job seekers and employers, facilitating the perfect match between talent and
opportunity. A recruitment company aims to play a crucial role in shaping careers and
helping businesses thrive by providing exceptional staffing solutions.

Mission of the organization:

The mission of an AES Services LLP, is to connect job seekers with

employers and facilitate successful employment matches. The primary goal is to
assist both candidates and companies in finding the right fit for their needs and
requirements. The specific mission may vary slightly depending on the focus and
specialization of the recruitment company. And the mission of a recruitment company
revolves around bridging the gap between job seekers and employers, supporting the
hiring process, and facilitating successful and satisfying employment outcomes for
both parties involved.

Values of the organization:

The values of an AES services LLP are to represent the guiding principles and beliefs
that shape its culture, behaviour, and decision-making. While specific values may
vary among companies, here are some common values that many recruitment
companies embrace.

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Policy of the Organization, in relation to the intern role:

Internship Program Purpose:

The policy outlines the purpose of the internship program, such as

providing valuable learning opportunities, practical work experience, and exposure to
the industry for interns.

Eligibility Criteria:

The policy specifies the eligibility criteria for interns, such as educational
requirements, preferred fields of study, and any specific skills or qualifications
needed.

Duration and Schedule:

The policy states the duration of the internship program and the schedule,
including the expected working hours and any flexible arrangements available. It may
also specify whether the internship is full-time or part-time.

Roles and Responsibilities:

The policy defines the roles and responsibilities of both the interns and
the recruitment company. It outlines the expected tasks, projects, or assignments
interns may undertake, as well as the support and guidance provided by the company.

Compensation and Benefits:

The policy addresses the compensation structure, if applicable, for

interns, such as stipends, allowances, or benefits. It may also mention any
reimbursement policies for expenses related to the internship.

Training and Development:

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 The policy outlines the training and development opportunities available
to interns, such as mentor ship programs, workshops, or access to company resources.
It emphasizes the commitment to the interns' professional growth.

Performance Evaluation:

The policy describes the process for evaluating intern performance,

including any performance metrics, assessment methods, and feedback mechanisms.
It may also mention if there are opportunities for interns to receive formal evaluations
or recommendations.

Code of Conduct and Professionalism:

The policy establishes expectations for interns' behaviour, including

adherence to the company's code of conduct, professionalism, and ethics. It may also
cover topics like attendance, punctuality, and dress code.

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 Organizational Structure

Management Director

Engineering services Business

Consultancy
Development

Client Design
Business
manager manager
Developers

Recruiter -1 Designers

Recruiter -2

Recruiter -3

Recruiter -4

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 Recruiter
Interns

Roles and responsibilities of the employees in which the intern is

placed

Role of the Intern at the organization: Recruiter.

Responsibility of the employees in which the intern is placed:

 Sourcing the profiles from various job portals and from the data base.

 Collect the information from the candidates who are interested in the job
which are mandatory to fill the job applications.

 Verifying the sourced profiles and submitting them to the team lead.

 Collecting information regarding the submitted profiles and updating the

candidates.

 Scheduling the interviews for the selected candidates.

 Discussing and finalizing the candidate rate according to their experience and
current CTC.

 Issuing offer letters to the candidates who are selected for the job.

 Helping the candidates at the time of on boarding at the organization.

 Issuing revealing letters at the time of revealing.

 Updating the candidates regarding the status of their profile.

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Performance of the Organization

AES Services LLP make profits by charging the clients with

9.33% of the annual CTC of the candidates. They do not take any amount from the
candidates. The client pays only when the candidate has successfully completed the
one month in their organization. They have 20+ clients all over India and they
actively get the requirements from the clients for the job roles. They maintain strong
relationships with their clients by fulfilling the requirements of the clients.

The market value of HR recruitment firms is estimated to be Rs 30 crore to Rs 40

crore.

Future Plans of the Organization

 To cover all locations in India.

 And start recruitment for abroad locations.

 Expanding Engineering Services to USA and to middle east nations.

 And expand the recruiters as per the requirements.

 Need to expand to various industries.

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 Identifying new sources for the company.

 Effective brand making to attract the new candidates.

CHAPTER -3

18
 INTERNSHIP PART

Description of the Intern Organization

As a Recruiter intern at AES services LLP, I was responsible for various

activities related to recruiting and hiring new employees. Throughout the internship, I
gained hands-on experience in the recruitment process, contribute to candidate
sourcing strategies, and assist in administrative tasks. Here is a breakdown of the
activities and responsibilities done during the internship:

Assisting with Job Postings:

I helped in creating and posting job advertisements on various job

boards, social media platforms etc. This includes formatting job descriptions,
ensuring consistency and maintaining relevancy.

Resume Screening:

I was involved in reviewing and screening resumes received for open

positions. This includes evaluating candidates based on their qualifications, skills,
and experience, and determining which candidates meet the initial requirements.

Sourcing Candidates:

I supported the team in sourcing potential candidates through various

channels, such as online databases, professional networking platforms, and job
portals. I was also involved in conducting initial outreach to potential candidates.

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Coordinating Interviews:

I assisted in scheduling and coordinating interviews between candidates and

hiring managers. This includes sending interview invitations, organizing interview
logistics, and maintaining interview schedules.

Assisting with on boarding:

I had the opportunity to participate in the on boarding process for new hires.
This involved preparing new hire paperwork, coordinating with different
departments, and ensuring a smooth transition for new employees.

Working Conditions:

As an intern, I primarily worked in an office environment. I worked

during regular office hours, Monday through Friday and had the flexibility to take
few leaves. I had to report to the HR manager every day and give updates regarding
the work done by me.

Weekly work schedules:

During the internship period I have worked at AES Services LLP as a recruiter.
Every day After I reached to the organization client manager sent the details of the
job role then, we have started sourcing profiles from various portals and screen the
suitable profiles. And then make the calls to the candidates and take their feedback
and details which are mandatory to fill and verify the profile and sent to client
manager. Then, client manager can submit the profiles to the clients and take the

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feedback and schedule the interviews for the selected profiles. And discuss about the
salary and issues the offer letter.

Equipment Used

Computer:

During the internship, I was provided with a PC, along with access to
relevant software applications, such as the Microsoft Office suite, and communication
tools email, messaging platforms and access to some job portals.

Mobile phone:

Mobile phones were provided to make calls to the candidates for to confirm
the candidates and taking feedback from them.

Employee handbook:

Organizations typically distribute an employee handbook to all employees

upon hire. These handbooks act as a centralized resource for employees to understand
the company's policies, expectations, benefits and processes. They may include
copies of other important HR documents within them, such as attendance policies or
company culture information.

Note book:

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 A book was provided to the recruiter to write the requirements according to their
understandings. And to wrote the brief information that can provide by the
organization and rough note the details of the candidates at the time of call.

Tasks performed in the organization:

Sourcing:

At the time of internship, I have learnt about how to source the profiles from
various job portals like Zoho, Naukri, Found-it, Linked-in.

Screening:

In this process I have screened the resumes and select the profiles which are
suitable for the job role in the organization.

Finalizing the candidates:

In this process, we can make the calls to the candidates and taking their feedback
regarding the job role. If the candidate is interested take the mandatory details and
documents which are mandatory to fill for the submission of profile to the clients.

Scheduling Interviews:

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 In this process we have schedule the interviews for the selected candidates
and updating them about the interview. And take the confirmation mail from the
candidate and coordinating with the client and candidate until the interview done.

Discussion about the pay:

In this process we have to discuss about the pay with the candidates
according to the client rates. In this step client has decided the pay and sent it to the
company then, we have to start negotiation with the candidate and finalize the salary
and sent the confirmation mail to the candidates and clients.

Issuing offer letter:

After completion of recruitment process the final step is to issue the offer
letters to the selected candidates and start the on-boarding procedures at the
organization.

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CHAPTER - 4

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