0703022 recruitment and selection
TRANSCRIPT
A
PROJECT REPORT
ON
“RECRUITMENT AND SELECTION”
IN
INDIA INFOLINE LTD., PUNE
SUBMITED TO
UNIVERSITY OF IN PARTIAL FULLFILMENT OF TWO YEARS
FULLTIME COURSE
MASTER OF PERSONNEL MANAGEMENT (M.P.M.)
SUBMITTED BY
MAHI RANJAN MOHAPATRA
(BATCH 2007-09)
VISHWAKARMA INSTITUTE OF MANAGEMENT
PUNE
DECLARATION
I here by declare that the following documented project report titled “Recruitment & Selection” is an original and authentic work done by me for the partial fulfillment of Masters in Personnel Management degree program at India Infoline limited, Pune.
I here by certify that all the Endeavour put in the fulfillment of the task are genuine and original to the best of my knowledge.
Mahi Ranjan
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ACKNOWLEDGEMENT
First and foremost I express my sincere thanks to Mr.Sharad Joshi for providing me the necessary infrastructure and the right environment for academic excellence.
My heartfelt and sincere thanks are due for Prof. Mrs Radha Damle project guide for providing me valuable guidance and instilling in me a sense of purpose and direction during the course of preparation of this project.
My sincere thanks to Mr. Pawan Sharma HR & Admin and Mr.Pankaj Shukla SALES MANAGER for given me this opportunity to undertake this project work.
I would be failing in my duty if I forget to thank my organizational guide Mr. Nishikant Lohe TERRITORY HEAD or his patients and valuable guidance, support and suggestions, which helped me a great deal in shaping up my project.
Finally I take this opportunity to thank my parents, Friends and well wishers without whom this effort would be pathless.
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CHAPTER 1
EXECUTIVE SUMMARY
Before an organization can fill a job vacancy, it must find people who not only are
qualified for the position but also want the job. Recruitment refers to organizational
activities that influence the number and types of applicants who apply for a job and
whether the applicants accept job that are offered. Thus recruitment directly related to
human resource planning and selection.
Definition:
Recruitment defined by Flippo as a “process of searching for prospective employees and
stimulating them to apply for job in the organization. As per Yoder a process to discover
the sources of manpower to meet the requirement of staffing schedule and to employ
effective measure for attracting that manpower in adequate number to facilitate effective
selection of an efficient working force , thus the purpose of recruitment is to locate
sources of manpower to meet job requirement and job specifications”.
I have done my project at India Infoline for 50 days. The project included recruitment and
selection of candidates for two posts ," Team Leaders and Financial Sales Consultants".
The procedure of recruitment was carried out by inviting candidates from various post
graduate colleges of pune as well as consultancies. The process included contacting
institutes, forwarding them company profile, inviting resumes of interested candidates,
short listing, filling up of application blank , conducting GD, PI ,and finally selecting the
appropriate candidates.
The main objective of carrying this study was to get a first hand knowledge of the of the
HR industry and in general.
The project highlights the process of Recruitment in India Infoline Ltd.(Pune). It also
looks into the Induction programs held for the new recruits and various aspects of the
Training & Development programs are also covered under this title.
1 A inside view of the Recruitment process which includes,
2 Employee Requirements,
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3 Sources of Recruitment,
4 Selection Pattern,
5 Orientation Program,
6 Training.
CHAPTER-2
COMPANY PROFILE
The India info line group, compromising the holding company, India Infoline ltd,
and its wholly -owned subsidiaries, is the business of advising and servicing
Including equity research, equities and the derivatives broking, commodities trading,
portfolio management services, distribution of mutual funds, life insurance, fixed
deposits, GOI bonds, loan products and the investment banking.
2.1 INDIA INFOLINE:
India Infoline is listed on both the leading stock exchanges in India , i.e. The
Bombay stock exchange(BSE) and The national stock exchange (NSE).It is engaged
in the businesses of equities broking, wealth advisory services and Portfolio
management services. It offers broking services in the cash and the derivatives
segments of the NSE as well as the cash segment of the BSE. It is registered
with NATIONAL SECURITIES DEPOSITORY LTD (NSDL) as well central
depository services ltd.
INDIA INFOLINE INSURANCE SERVICES LTD:
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India Infoline insurance services ltd is a registered corporate agent with the
insurance regulatory and development authority (IRDA). It is the largest corporate
agent for ICICI prudential life insurance co ltd, which is INDIAS largest private
life insurance company.
2.2 BOARD OF DIRECTORS OF INDIA INFOLINE
Mr. Sat Pal Khattra Non-Executive Director
Mr. Sanjiv Ahuja Independent Director
Mr. Nilesh Vikamsey Independent Director
Mr. Kranti Sinha Independent Director
2.3 PRODUCT PROFILE:
Equities:
Indiainfoline provided the prospect of researched investing to its clients, which was hitherto restricted only to the institutions. Research for the retail investor did not exist prior to Indiainfoline. Indiainfoline leveraged technology to bring the convenience of trading to the investor’s location of preference (residence or office) through computerized access. Indiainfoline made it possible for clients to view transaction costs and ledger updates in real time.
Pms:
Our Portfolio Management Service is a product wherein an equity investment portfolio is created to suit the investment objectives of a client. We at Indiainfoline invest your resources into stocks from different sectors, depending on your risk-return profile. This service is particularly advisable for investors who cannot afford to give time or don't have that expertise for day-to-day management of their equity portfolio.
Research:
Sound investment decisions depend upon reliable fundamental data and stock selection techniques. Indiainfoline Equity Research is proud of its reputation for, and we want you to find the facts that you need. Equity investment professionals routinely use our research and models as integral tools in their work. They choose Ford Equity Research when they can clear your doubts.
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Commodities:
Indiainfoline’s extension into commodities trading reconciles its strategic intent to emerge as a one-stop solutions financial intermediary. Its experience in securities broking has empowered it with requisite skills and technologies. The Company’s commodities business provides a contra-cyclical alternative to equities broking. The Company was among the first to offer the facility of commodities trading in India’s young commodities market (the MCX commenced operations only in 2003). Average monthly turnover on the commodity exchanges increased from Rs 0.34 bn to Rs 20.02 bn. The commodities market has several products with different and non-correlated cycles. On the whole, the business is fairly insulated against cyclical gyrations in the business.
Mortgages:
During the year under review, Indiainfoline acquired a 75% stake in Money tree Consultancy Services to mark its foray into the business of mortgages and other loan products distribution. The business is still in the investing phase and at the time of the acquisition was present only in the cities of Mumbai and Pune. The Company brings on board expertise in the loans business coupled with existing relationships across a number of principals in the mortgage and personal loans businesses. Indiainfoline now has plans to roll the business out across its pan-Indian network to provide it with a truly national scale in operations.
Home Loans:
Get expert advice that suits your needs :
Loan against residential and commercial property
Expert recommendations
Easy documentation
Quick processing and disbursal
No guarantor requirement
Personal Loans:
Freedom to choose from 4 flexible options to repay:
Expert recommendations
Easy documentation
Quick processing and disbursal
No guarantor requirement
Invest Online:
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Indiainfoline has made investing in Mutual funds and primary market so effortless. All
you have to do is register with us and that’s all. No paperwork no queues and No
registration charges
SMS:
Stay connected to the market:
The trader of today, you are constantly on the move. But how do you stay connected to
the market while on the move? Simple, subscribe to India Info line’s Stock Messaging
Service and get Market on your Mobile!
There are three products under SMS Service:
Market on the move.
Best of the lot.
Insurance:
An entry into this segment helped complete the client’s product basket; concurrently, it
graduated the Company into a one-stop retail financial solutions provider. To ensure
maximum reach to customers across India, we have employed a multi pronged approach
and reach out to customers via our Network, Direct and Affiliate channels. Following the
opening of the sector in 1999-2000, a number of private sector insurance service
providers commenced operations aggressively and helped grow the market.
2.4 ORGANIZATION STRUCTURE OF INDIA INFOLINE:
The company structure deal with the total strength of the company as well as the details
about each and every person’s working details in that particular company. The
organization structure is of two types. They are as follows:
1. CLASSICAL OR TALL TYPE:
When one superior controls less number of sub-ordinates, say 3 to 4 subordinates,
who in turns control other 3 to 4 sub-ordinates, we get a tall structure with many layers of
managers. This structure is called as the tall or classical or pyramid structure. Generally,
this structure involves seven layers. Due to this the communication between the top
management and the employees is not very frequent and therefore creates a gap between
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the same. In this type of organization, the cost remains high as in this structure the
organization has to provide each and every thing or one can say the facilities to all the
employees either they are at top level or lower level.
2. FLAT OR NEW TYPE: In the flat structure, one superior control a large number of sub-ordinates, say 5 to
6, who in turns control other 5 to 6 sub-ordinates given rise to a flat structure. Training in
the flat structure is relatively weak because there are more number of people. The degree
of control is loose because of more number of people. The advantages in having this type
of structure are in this case the decision making is very fast because everybody is added
to the time. Besides this the communication between the top management and the lower
employees becomes much easier. India info line followed the same structure at work
place. In the branch where we did our project, the main head of that branch was Mr.
Vikrant Mahajan. He was the territory manager of the company. The sales managers, who
are three in the number, were controlled by the territory manger that is Mr.Vikrant
Mahajan. Further, these sales managers controls and guide the various team leaders of the
company which in turn controls the working of the various financial services consultants.
This can be shown as per the following diagram:
Fig: The organization structure of India info line.
Although this method is also somehow expensive as each and every person at work place is given with the same facilities and amenities that the head of the department or branch manager is having. And in this type of structure getting the feedback or response of the employees on some decision or implementation becomes very easy and as per that they can modify the structure or working condition of the work place. Also the employees remain very motivated as they consider themselves as an important part of the organization.
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In this way, it is confirmed that the company follows the flat organization structure in order to avoid all the problems that occur due to the miscommunication between the top management people and the workers there.
2.5 Privacy Policy:
This privacy statement is applicable to Indiainfoline.com. Indiainfoline.com does not collect personal information about individuals except when such individuals specifically provide such information on a voluntary basis. For example, such personal information may be gathered for contest registration, the registration process for subscription sites or services and in connection with content submissions, community postings (e.g., message boards), suggestions, and voting/polling activities. Personal information on individual users will not be sold or otherwise transferred to unaffiliated third parties without the approval of the user at the time of collection. At such points of collection, the user will have the opportunity to indicate whether he or she would like to "opt out" of receiving promotional and/or marketing information about other products, services and offerings from Indiainfoline.com and/or any third parties.Indiainfoline.com reserves the right to perform statistical analyses of user behavior and characteristics in order to measure interest in and use of the various areas of the site and to inform advertisers of such information as well as the number of users that have been exposed to or clicked on their advertising banners. Indiainfoline.com will provide only aggregated data from these analyses to third parties. Also, users should be aware that Indiainfoline.com may sometimes permit third parties to offer subscription and/or registration-based services through a Indiainfoline.com site. Indiainfoline.com is not responsible for any actions or policies of such third parties and users should check the applicable privacy policy of such party when providing personally identifiable information.
Users are also being aware that non-personal information and data may be automatically collected through the standard operation of Indiainfoline.com's internet servers or through the use of "cookies." "Cookies" are small text files a web site can use to recognize repeat users, facilitate the user's ongoing access to and use of the site and allow a site to track usage behavior and compile aggregate data that will allow content improvements and targeted advertising.
Cookies are not programs that come onto a user's system and damage files. Generally, cookies work by assigning a unique number to the user that has no meaning outside the assigning site. Users are also being made aware that Indiainfoline.com cannot control the use of cookies or the resulting information by advertisers or third parties hosting data for Indiainfoline.com. If a user does not want information collected through the use of cookies, there is a simple procedure in most browsers that allows the user to deny or accept the cookie feature; however, users should note that cookies
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may be necessary to provide the user with certain features (e.g., customized delivery of information) available from Indiainfoline.com.Indiainfoline.com reserves the right to change this policy at any time by notifying users of the existence of a new privacy statement. This statement and the policies outlined herein are not intended to and do not create any contractual or other legal rights in or on behalf of any party.
Third Party Advertising
We use MaxOnline and other third-party advertising companies to serve ads when you visit our Web site. These companies may use information (not including your name, address, email address or telephone number) about your visits to this and other Web sites in order to provide advertisements on this site and other sites about goods and services that may be of interest to you. If you would like more information about this practice and to know your choices about not having this information used by these companies.
2.6 VISION:-
Our vision is to be “the most respected company in the financial services space”
To make our vision a reality, we have to command respect from all the constituents that influence us or are influenced by us.
2.7 ACHIEVEMENTS:-
1 Incorporated on October 18 ,1995 as Probity Research and Services.
2 Commenced distribution of personal financial products like mutual funds and RBI Bonds in April 2000.
3 Launched online trading in shares and securities branded as www.5paisa.com in July 2000.
4 Launched stock messaging service in May 2003.
5 Acquired commodities broking license in March 2004
.6 Listed on NSE and BSE on May 17, 2005.
7 Acquired 75% stake holding in money tree consultancy services, which is a distributor of Mortgages and other loan products in October 2005.
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8 Bennett Coleman and Co. ltd (BCCL) invested Rs.20 crores in India Infoline by way preferential allotment in Dec.2005.
9 Became depository participant of CDSL in June 2006.
2.8 CONTACT DETAILS:
Head Office:-India Infoline Ltd., 75,Nirlon Complex,Off Western Express Highway,Goregaon (East), Mumbai 400063.
Branch Office (Pune)
India Info line Ltd,Chinar Heights Complex,Front of Canara Bank, Deep Bungalow Chowk,Pune.
Contact No. 022- 66489176E- Mail: www.indiainfoline.com
CHAPTER-3
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3.1 INTRODUCTION OF HR DEPARTMENT:
We are in the service industry. Our raw material is people, our plant and machinery is people. At the risk of sounding clichéd, we would like to reiterate, that our most valuable asset is our “HUMAN CAPITAL”.3.2 HR Policies and Procedures:-
1 Performance management at India info line is done purely on the basis of JD and KRA’s.
2 Salary, reimbursements and incentives
3 Conduct: Office timing, Holiday and leaves, Probation, Transfer and Exit.
4 Motivating employees.
5 Giving benefits to the employees.
6 Employees in India Infoline are its most valuable resources and development of business and of employees must go hand in hand.
7 Every employee is special and unique in its own field and has infinite potential to make contribution to the organization.
8 Merit is the most important criteria for recruitment and reward.
9 Creativity and innovation in technology and management trough our people is our competitive edge.
10 HR processes facilitate consistent improvement in performance, productivity and effectiveness through agreed stretched targets.
11 Continuously strive to improve quality of work-life for total job satisfaction and social harmony of the employees.
12 HR prepares people to accept and adapt to change and learning as a way of life.
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CHAPTER-4
THEORITICAL BACKGROUND
4.1 Recruitment:
Recruitment refers to the process of finding possible candidates for a job or
function, usually undertaken by recruiters. It also may be undertaken by an
employment agency or a member of staff at the business or organization looking
for recruits. Advertising is commonly part of the recruiting process, and can occur
through several means: through online, newspapers, using newspaper dedicated to
job advertisement, through professional publication, using advertisements placed in
windows, through a job center, through campus graduate recruitment programs, etc.
Suitability for a job is typically assessed by looking for skills, e.g.
Communication skills, typing skills, computer skills. Evidence for skills required for
a job may be provided in the form of qualifications (educational or professional),
experience in a job requiring the relevant skills or the testimony of references.
Employment agencies may also give computerized tests to assess an individual's
"off-hand" knowledge of software packages or typing skills. At a more basic level
written tests may be given to assess innumeracy and literacy. A candidate may also
be assessed on the basis of an interview. Sometimes candidates will be requested
to provide a résumé (also known as a CV) or to complete an application form to
provide this evidence.
SELECTION:
Selection Process is concerned with the development of selection policies and procedures
and the evaluation of potential employees in terms of job specifications This process
includes the development of application blanks, valid and reliable tests interview
techniques, employee referral systems, evaluation and selection of person in terms of job
specifications, the making up of final recommendations to the line management and the
sending of offers and rejection letters.
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Placement is concerned with the task of placing an employee in job for which he is best
fitted, keeping in view the job requirements, his qualifications and personality needs.
4.2 FACTORS AFFECTING RECRUITMENT:
1 The size of organization
2 The employment conditions in the community where the organization is located.
3 The effect of past recruiting efforts which shows the organization ability to locate
4 And keep good performing people.
5 The working condition, salary and benefits package offered by the organization.
6 The rate of growth of organization.
7 The level of seasonality of operation and future expansion and production
programmes and the culture, economic and legal factors, etc.
4.3 POINTS OF RECRUITMENT:
1. Be clear about what you want - Recruiting the right person starts with a detailed
job description and personal specification. It also involves following a recruitment
process that produces a suitable candidate at a minimum cost to the business.
2. Use a thorough recruitment process - The more complex the job, the more
sophisticated recruitment process needs to be. However, as a minimum, the interview
process should include: at least two interviews, a psychometric assessment and a
thorough reference check.
3. Advertise carefully - Advertisements should be clear, to the point and bespoke
consultant such as Executive Search is frequently more effective than advertising under
your own name.
4. Interview thoroughly - Interviews should be highly structured and based on proven
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methodologies. They should reveal the levels of competency in key areas,
appropriateness of experiences, personality strength and weaknesses and integrity.
Professional, thorough and consistent interviewing requires a high level of training and
coaching. The team at Executive search has these skills.
5. Always recruit the right person for the job - Recruitment should be seen as a
'rejection process' as much as a 'selection process'. Don't be tempted to pick the best of a
bad bunch'. You (or your company) will pay dearly in the long run!
6. Pre screening saves time -executive Search will screen likely candidates with a
simple telephone interview before deciding who to invite for the first face-to-face
interview. This will pay you dividends in terms of time and money saved.
7. Don't do all the talking - When you actually meet the candidates, let the them tell
you about their background and achievements. The more you talk, the more you will like
the candidate, so, keep quiet, don't tell him or her about the job, the package, the
company, or you, until they have told you about themselves.
8. Remember training & development - Look for development needs; the perfect person
rarely exists. Identify what initial training will be required and ask yourself; how much
you will need to invest in the candidate and whether he or she is worth that investment.
9. Never over sell the job - Over exceeding expectations, leads to frustrations later.
Honesty about the role is always the best policy.
10. Background & reference checks - Research indicates that around 90% of new
employees never have references taken up. Background checks should be as thorough, as
possible and should include employment history, medical checks, and where appropriate;
character references.
11. Assess appropriately - Psychometric assessments are plentiful, but can be a
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minefield if inappropriately used or administered. Carefully selected assessments are
valuable tools in the selection process, but not to the exclusion of a structured interview.
Individuals should be selected on the basis of past performance, competence and
personality.
4.4 RECRUITMENT PROCESS FLOW CHART:
4.5 Employee Recruitment: How to Hire the Right People:
Recruitment of good employees is a key survival issue in business today. Business will
go someplace else if you don’t offer good service. You need to think more competitively
about recruitment. It can’t be an after thought, something you think about when
somebody leaves; it has to be something you do on a proactive basis — just as you
develop a business plan or marketing plan for the year.
All across the country it is difficult to hire good people today. The market is very
tight, especially for entry-level jobs. Thus we need to think differently about how we
source good candidates — how we even get good people to come to our doors.
Targeting: Recruiting is a lot like marketing. We’re marketing jobs to people and we
need to think about who our target customer is. Have we been focusing on the wrong
market? Is there another way to look at the ideal employee for the business? We need to
identify all the appropriate target markets for recruitment — such as older persons. Then
we need to use targeted messages and targeted activities to reach those people.
How can you attract those individuals? Look at the influencer market — parents,
teachers, counselors, organizations who may influence prospective employees.
There are two kinds of job seekers: 1) motivated, i.e. unemployed, desperate for a job,
and 2) window shoppers who already have a job. Most newspaper ads attract the
motivated job seeker, as opposed to ones happily employed. Thus, you need to shift your
thinking to placing ads that say what you have to offer — the benefits of working for you.
Make advertising messages so compelling they draw people who really weren’t looking
for a job.
Try more intrusive methods, such as direct mail. Target-mail it to a demographic
list of people in certain categories and/or physical locations. If your targeted candidate is
someone who already has a job, you need to be pretty lenient about the times of the day
you will accept applications.
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Think about using clip-out coupons as a form of advertising. Persons who reply
can simply indicate position interest and basic address information. Follow up by phone.
Create a positive recruitment image. If your employment ad is in the newspaper week
after week, people will start thinking your organization is such a bad place to work that it
can’t keep people. Watch the frequency of the ads you place in any one media. You may
be desperate for help — but you don’t want to appear that way.
Any message on an outside reader board that says “Help Wanted” sounds extremely
desperate. One fast-food location solved that with a message that read, “Place your name
on our employment waiting list.” It helped them actually generate a waiting list.
One of the most inexpensive ways to turn around your image as an employer is through
public relations campaigns. Send a news release to the media when your employees earn
an award, are involved in some charities or other noteworthy activities. Publicize
something you are doing that’s out of the ordinary.
There are great programs for any targeted group you would like to attract. There are
groups that can help place older adults, people with disabilities, displaced homemakers
and dislocated workers.
Work with high schools and vocational schools. Get involved with the high school
distributive education classes or vocational clubs. Offer to speak to a class. The more
they know who you are, the more likely they are to get good students from that source.
Contact newcomer groups like “Welcome Wagon” and realtors who may be moving
people into your community.
Employee referral is still the most effective recruiting resource you can use. It tends to
replicate the current makeup of your current workforce. Offer some kind of incentive for
employee referrals: a special prize or individual bonus. Some offer trips, VCRs, laptop
computers — you name it. Publicize it on your employee bulletin board and in payroll
stuffers, and talk about it in staff meetings.
Whenever you hire someone new, ask them for the names of three to five people they know who might like to work for you. Get their phone numbers and call them.
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CHAPTER-5
ACTUAL PRACTICE OF RECRUITMENT & SELECTION AT INDIA INFOLINE
At India Infoline, I was asked to recruit candidates for two designations for the product Insurance. These are as follows:
1. FINANCIAL SALES CONSULTANTS (FSC) - Employees at this position were directly linked to selling insurances related products such as, "LIFE TIME GOLD" (ULIP), "SMART KID", "PENSION PLAN", "HOSPITAL CARE" etc in the market. They comprised the sales force of the company. Fresher were entertained.
2. TEAM LEADER (TL) - Employees at this designation occupied the level next to the FSC in organizational hierarchy. Their job profile included recruiting, selecting, training, motivating and assuring realization of results from the FSCs. Candidates with some kind of selling experience were entertained.
JOB ANALYSIS
ASSESSMENT OF VACANCIES
PREPARING THE DATABASE OF COLLEGES AND CONSULTANCIES
CONTACTING THE COLLEGES AND FORWARDING THEM THE COMAPANY PROFILE
SCREENING OF RESUMES OF INTERESTED CANDIDATES
SHORTLISTING OF RESUMES
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FILLING UP OF APPLICATION BLANK
GROUP DISCUSSION
PERSONAL INTERVIEW( 1st Round)
2nd PERSONAL INTERVIEW( 2nd Round)
SALARY OFFER
INDUCTION & TRAINING
DETAILED DESCRIPTION OF THE WORK DONE
JOB ANALYSIS:
The project duration was for 2 months, and we did it under the guidance of Mr.
PANKAJ SHUKLA. We were suppose to recruit different people from different institutes for the post of financial service consultant as well as team leader , for the marketing profile job. We were told to target only the Maharashtra state for the
purpose of recruitment.
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JOB ANALYSIS:
PREAPARING THE DATABASE OF COLLEGES AND CONSULTANCIES : The
list of the institutes pursuing masters in management were prepared with the help of
internet. Since our internship was held in the months of May and June, we could not
approach institutes pursuing bachelor degree as they were closed down due to summer
vacations . The list was for Pune and the in and around areas of Pune. We then
segregated the number of institutes amongst us.
I was assigned 15 management institutes of Pune region.
Apart from institutes we also contacted 50 consultancies in Pune region, out of which i
undertook 8.
We also had a visit to Job Fairs held during the month of May and June.
CONTACTING THE INSTITUTES AND CONSULTANCIES AND FORWARDING
THEM COMPANY PROFILE :
I then contacted the respective colleges by getting their numbers through internet.
After talking to the Placement Head of the college, I then forwarded our comany profile
along with job profile of the required vacancies. For the post of financial sales
consultants, students of marketing specialization applying for summer internship were
considered. For the post of team leaders students, students applying for final placements
with marketing specialization were considered (with the condition that they must have
done their summer internship in sales profile, preferably any financial product.
Consultancies were also also contacted for recruiting the candidates for the designation of
team leaders.
SCREENING OF RESUMES OF INTERESTED CANDIDATES:
After approaching the respective institutes, i then received the resumes of the interested
candidates (generally the soft copies).As the requirement was for two different posts,
different factors were taken into consideration for the purpose of screening of resumes.
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These are discussed as below:
Team Leaders:
For the designation of Team Leaders, I looked into the following factors for the purpose
of screening of resumes:
PRESENTATION OF RESUME :- The overall presentation of the resume was
looked upon. Resumes with grammatical errors, bad layout, informal presentation
were rejected.
AUTHENTICITY:- In case of a hard copy, authenticity was checked by assuring
that the resume was duly signed by the candidate.
AGE :- The minimum age required for the candidate to apply for the above post
was 21years.
WORK EXPERIENCE:- The most important factor to be looked upon was the
work experience of the candidate. If non-mba, .the candidate needed to have
minimum work experience of at least 2-3years in the field of selling any financial
product, preferably insurance. An mba graduate , without any work experience,
was required to have done his/her summer internship in selling only financial
product, preferably insurance.
NATIVE CITY:- The native city of the candidate was also looked into so as to
find out if the company had any office out there in that city. If the city matched,
then the candidate could be considered for transfer.
SPECIALISATION:- The M.B.A graduate should be pursuing his masters in only
in Marketing specialization.
EXTRA CURRICULAR ACTIVITIES:- Since the requirement was for a
"Leader", leadership qualities were tried to be assessed through the resume
forwarded. It was preferred if the candidate had held any position of Captain of
any team or had organized any event on his own, or any other activity that
demonstrated his leadership.
FINANCIAL SALES CONSULTANTS:
I looked into the following factors while screening the resumes for the post of FSCs:
PRESENTATION OF THE RESUME:- The overall presentationThe overall
presentation of the resume was looked upon. Resumes with grammatical errors,
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bad layout, informal presentation were rejected.
AUTHENTICITY:- In case of a hard copy, authenticity was checked by assuring
that the resume was duly signed by the candidate.
AGE :- The minimum age required for the candidate to apply for the above post
was 18years.
SPECIALISATION:- The M.B.A graduate should be pursuing his masters in only
in Marketing specialization.
NATIVE CITY:- The native city of the candidate was also looked into so as to
find out if the company had any office out there in that city. If the city matched,
then the candidate could be considered for transfer.
ACADEMIC QUALIFICATIONS:- Candidates having at least 55% throughout
were proffered.
EXTRA CURRICULAR ACTIVITIES:- The pre- requisite requirement for the
candidates applying for this post was to have excellent communication skills. This
was assessed by looking into the extra curricular activities performed the
candidate. Candidates with active participation in debates and in similar events
where strong communication skills were required, were considered.
HOBBIES:- As the post of FSCs included massive interaction with customers, the
person of an extrovert personality was proffered. The personality of the candidate
was tried to be judged through his/her hobbies. A person interested in outdoor
games, giving performances( such as dancing ets) or any other activities involving
interaction with people generally reflected the traits of an extrovert personality.
On the other hand, person inserted in indoor sports and activities( reciting poems,
painting etc) generally reflected the traits of an introvert personality.
LINGUISTIC PREFERENCES:- Candidates familiar with the local language
were also given preference.
SHORTLISTING OF THE RESUMES
I then short listed the appropriate candidates by preparing an Evaluation Sheet. The sheet
included the parameters, important for the applied post (as discussed above). This helped
in short listing of the resumes. After short listing ,I submitted the evaluation sheet to our
23
Sales Manager for approval. The specimen of the evaluation sheet has been attached at
the end.
INFORMING THE SHORTLISTED CANDIDATES AND FIXING DATE FOR
INTERVIEW
After gaining approval from our Sales Manager regarding the short listing of the resumes
of the candidates, I then prepared the list of short listed candidates. Thereafter, I informed
the candidates by either mailing the list to the respective institutes or by contacting the
candidates personally( incase of candidates applying off-campus). The date and time for
carrying out the selection process was then decided upon with mutual consent.
FILLING UP OF APPLICATION BLANK
The short listed candidates were then called upon the decided date and time and were
then asked to fill up application blank. Hereupon, the candidates gave their personal
details along with academic qualifications and work experience. It helped to cross-check
with the information provided in the resume by the candidate. It also gave an insight into
the family background of the candidate and also provided the details of the persons to be
referred to.
CONDUCTING GROUP DISCUSSION.
I then conducted a Group Discussion round with the candidates. A group of generally 6-
8students was formed for the discussion. The topic given for GD was either related to
current affairs or any other topic related to Sales/Marketing. I prepared an Evaluation
Sheet for the the purpose of assessing the candidates. The candidates were assessed on
five parameters ,as given below:
Communication Skills:- Communication skills were assessed on the basis of
fluency, accent, tone, manner of speaking and convincing power.
Content :- I also assessed the candidate on the basis of his/her
familiarity with the topic. More marks were given for facts and figures and
examples.
Body Language:- I also marked the candidates on their body language
24
which included the way they sat, usage of gestures. Their dress up was also taken
into account.
Team Spirit:- This was assessed to know how good the candidate was
at managing human relationships. This I assessed by seeing whether the candidate
is allowing others to speak or n
not, by checking aggression in his tone, how well he
handled the arguments.
Self-Confidence:- Self-confidence of the candidates was assessed on the
basis of number of times he spoke, whether he took the the initiative to start the
GD or conclude it .
If any candidate did not get a chance to speak, he/she was purposely asked to put his/her
views on the topic at the end.
The candidates were then marked on these individual parameter son the scale of 1-5. I
submitted the evaluation sheet to our Sales Manager for approval. Candidates having
scores more than 17 out of 25 qualified for the PI round.
CONDUCTING PERSONAL INTERVIEW
For the designation of Team Leaders, I took the first PI round of the candidates. The short
listed candidates were qualified for 2nd PI round which was usually at taken by our Sales
Manager or any other concerned senior authority.
For the designation of FSC, only one PI round was conducted, solely by me.
Though the PI round was a two-way communication round, I spoke less and encouraged
the candidate to speak the most.. I tried my best to put the candidates at ease and to make
them fully comfortable started off with the interview with some light chat like asking the
candidate to speak something about himself and about his family background. This
helped me to check his communication skills and his confidence. Details about family
background provided me an insight about the native place, family culture, his own
responsibilities towards family. To some extent it also helped in judging his behaviour
and his basic need for the job I then asked questions related to his/her hobbies to allow
him/her to speak more. This further allowed me to judge his/her as a person .I then asked
25
the candidate about his strengths and asked to support them with examples. This helped
me to judge whether the candidates strengths matched with those required for the job
profile. For working in insurance sector one needed to have good communication skills,
should be adaptable, capable of handling stress, managing time and good at building
relationships. I aslo asked the candidate about his weaknesses and then asked him as what
he was doing to improve upon them . This helped me to judge his attitude, sense of
responsibility and level of seriousness. All these questions also helped me to find out as
such how much the candidate knows about himself. I asked the candidate about his
knowledge regarding the company and the reason he wanted to join our company. This
helped me to judge how interested the candidate was in the company and his urge to
join .If I was interviewing for the post of Team Leader , I asked him summer internship
based questions. If the candidate had done his internship in insurance sector then I asked
him insurance-product related questions to check his knowledge. I also inquired about the
total amount of sales made by him in rupees and also the number of customers made by
him. I also asked him other project details such as his work timings, difficulties faced by
him and how he overcame them. These details helped me to judge his adaptability and
ability to handle pressures. If the candidate was having work experience then he was
asked about his job profile including his reason for switching over . In between I also
discussed about his Extra Curricular activities and asked about his experience. I
congratulated him for any achievements made to keep the atmosphere less tensed. I also
asked him questions related to sales marketing. I also asked the candidates some
situational based questions regarding selling. Then I tried to put some questions to check
the candidate's retain ability in the company such as by asking his future plans. I asked
the candidate what were his expectations from the company. I then explained him the job
profile, CTC and cleared all his queries. At last I thanked him for applying to the
company.
7. During this process of recruitment we took interview of the candidates
available, short listed them, and the short listed candidate were called up for the
training which was to be conducted at ICICI, the student were suppose to fill the
monitory form.
26
8 During this course of training the selected candidate were given full
knowledge about the all products for which they were suppose to do the
marketing.
9 The selected candidate were totally molded perfectly to perform at there
best on the field. The next very aim of this project was to learn more
about corporate presentation which is a regular phenomena to be
performed within the organization. “CORPORATE PRESENTATION”
means presentation in a more professional manner.
10 In the context of our project we were to perform presentation in front of
the whole management i.e.; the the member of the of the institute . during
the presentation we were made to introduce our self and speak about the
company profile, campus placement, more about the job requirement. We
were made to introduce our self and the company details i.e.; profile,
campus placement, more about the job requirement.
We were suppose to be well prepared for the presentation in every context i.e.; well communication, well dressed up (we were suppose to wear formal uniform), we were to answer as many question asked by the audience, as we were told by our company not to get frustrated or irritated during the course of the presentation. The presentation was to prepared well in advance as a small mistake can be a of negative sign for the company. So every thing was to be prepared well in advance.
27
CHAPTER-6
RESEARCH METHODOLOGY:
RESEARCH OBJECTIVE:
1 To find out the Recruitment and selection process existed in India Infoline. 2 To examine satisfaction level of research.3 To find out the knowledge gaps & leads of the recruitment Process.4 To find out the detailed recruitment process.
Research Design:
A Research design is the arrangement of collection and analysis of data from the
employee in a manner that is relevance to the research purpose as per the company’s
guidelines. Research is a journey from known to unknown facts. The manipulation of
things, concepts or symbols for the purpose of generalizing to extend, correct or verify
knowledge, whether that knowledge aids in construction of theory or in practice of an art.
It is the descriptive research and to find the effectiveness of Recruitment and selection.
The main aim is, to find out the effectiveness of Recruitment & Selection procedure and
submit the suggestions and recommendations, which is coming out from the research, to
India Infoline Limited Pune, Maharashtra.
Data Collection:
1. Primary data
The literature study was also useful in designing the questionnaire. Several rough drafts
were prepared for forming of the questionnaire. These data’s were collected by structured
questionnaire, inline with the outcome to fetch the real findings what is the prevailing
practice with respect to India Infoline recruitment & Selection policy.
2. Secondary data
Secondary data was collected on the basis of company profile, Company magazines and
some advertisement, internet and the likes.
Sample Size
Sample size is 50 employees from various department exclusively
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Management staff.
Analytical tool:
Analytical tool used is graphical representation, sample size and pie chart for easy
understanding of the finding of result.
SCOPE OF THE STUDY:
The entire project study is designed to cover the whole organization of india
Infoline limited, Pune.
The primary objectives are to analyze and understand the employee’s opinion and
ideas regarding Recruitment and Selection.
To understand the kind of Recruitment and Selection, preferences of employees and
observe the prevailing practice at. India Infoline limited, Pune.
The scope of study can be classified into:
Benefits to the organization:
This study helps to understand the nature of employee’s opinion about Recruitment and
Selection procedure, and identify the improvements to be made in the existing system .By
verifying the employee’s suggestion; the company can adopt new policies towards
Recruitment & Selection.
Benefits to the Researcher:
This study helps to understand the realistic procedures of Recruitment & Selection and gain the practical knowledge to the researched.
METHODOLOGY ADOPTED FOR DATA COLLECTION:
In order to recruit the Financial services consultants for the company we were told to
contact the consultancies and after that directly to the colleges. For the post of financial
services consultants we targeted to those colleges who are either perusing their course in
Bachelors (Graduation colleges) or MBA colleges within Maharashtra wings are the
methods through which we collected the data regarding the recruitment in the colleges:
29
1. Making the list of graduation based colleges in Pune: First of all, we collected the
names of the various colleges that were running the courses of graduation in Pune
only. After that we called up the placement coordinator or the principal of the
college and asked them for the appointment for presentation. During this
collection of data we searched on the internet for the contact numbers of the
various colleges. But we were supposed to target the whole of the Maharashtra,
and in this way we covered only one district of Maharashtra i.e. Pune. So, in order
to cover the other districts we chose an another option that was :
2. We contacted just dial mobile yellow pages services in order to get the addresses
and contact numbers of those colleges which were not in Pune but in the other
parts of Mahrashtra. In this way we got the addresses and contact details of many
colleges and thereafter we called the placement coordinators and principals of the
respective colleges.
3. Making the list of various consultancies: In order to have the contact details of
the consultancies, we called up the consultancies again. There we got the names
of the consultancies and contact numbers of the concerned persons there. We had
the Conversations with them. But we did not talk about the cost per individual or
charges that were charged by the company. The charges and everything that was
related to the money
4. It was handled by the seniors itself by listening to their talks with the various
consultancies we get to know about the negotiations that was to be done at that
time.
5. We got registered ourselves as recruiters at various job sites at internet like
monster India, times groups, naukri.com etc. out of these sites only one site got
back and responded back and it was times group. They sent me a number of
students who had experience in insurance field and were interested in marketing
profile job also But unfortunately, we were bound to the Maharashtra only and the
candidates were out of the Maharashtra. So, we collected the data through the
30
secondary sources also that is internet.
CHAPTER-7
Analysis of data and interpretation1. Gender
S.no Gender No of respondents
% of respondents
1 Male 44 882 Female 6 123 Total 50 100
No of respondents
Male88%
Female12%
Male
Female
Data Interpretation:-
In the above table 88% of respondent belongs to male category and 12% of respondents belongs to female category
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2.Qualification
Sl.no Qualification No of respondents
% of respondents
1 Schooling/metric 4 82 Diploma 20 403 Graduate 18 364 Post graduate 2 45 Prof. Qualification 6 126 Total 50 100
No of respondents
8%
40%36%
4% 12% Schooling/matric
Diploma
Graduate
Post graduate
Prof.Qualification
Data Interpretation:-
In the above chart 8% of respondents are schooling/metric and 40% of respondents are Diploma holders and 36% of respondents are Graduate and 4% of respondents are Post graduate and 12% of respondents are prof. qualification.
32
3. Experience
S.no Years of experience No of respondents
% of respondents
1 1-5yrs 36 722 6-10yrs 6 123 11&above 8 164 Total 50 100
years of Experience
72%
12%
16%
1-5yrs
6-10yrs
11&above
Data Interpretation:-
In the above chart 72% of respondents have 1-5yrs experience and 12% of respondents have 6-10yrs experience and 16% of respondents have 11 &above experience.
33
4. Cadre
S.no Cadre No of respondents
% of respondents
1 Trainee(GET/DT) 36 722 Junior mgmt 4 83 Middle mgmt 8 164 Senior mgmt 2 45 Total 50 100
72%
8%
16% 4% Trainee(GET/DT)
Junior mgmt
Middle mgmt
Senior mgmt
Data Interpretation:-
From the chart, we come to know that 72% of respondents belongs to trainee cadre and 8% of respondent belongs to junior mgmt and 16% of respondents belongs to middle mgmt and 4% of respondents belongs to senior mgmt cadre
34
5. Recruiting candidates on the basis of merit
S.no Merit No of respondents
% of respondents
1 Yes 46 922 No 4 83 Total 50 100
92%
8%
Yes
No
Data Interpretation:-
From the chart we come to know 92% of recruitments are done on the basis of their merit.
35
6. Providing information to employees, during vacancy
S.no Information to employees No of respondents
% of respondents
1 Yes 42 842 No 8 163 Total 50 100
notice for internal recruitment
Yes84%
No16%
Yes
No
Data Interpretation:-
From the chart we come to know 84% of respondent say that the organization inform during the vacancy.
36
7.Special preference to current employees for filling up vacancy
S.no Special preference to current employees
No of respondents
% of respondents
1 Yes 46 922 No 4 83 Total 50 100
No of respondents
92%
8%
Yes
No
Data Interpretation:-
From the chart we come to know 92% of respondent answers Yes and 8% of respondent answers No.
37
8.Campus interview scheme
S.no Campus interview scheme No of respondents
% of respondents
1 Yes 36 722 No 14 283 Total 50 100
current interview scheme
72%
28%
Yes
No
Data Interpretation:-
From the chart we come to know 72% of respondent answers Yes and 28% of respondent answers No
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9. Employee referral scheme
S.no Employee referral scheme No of respondents
% of respondents
1 Yes 42 842 No 8 163 Total 50 100
employee reference
84%
16%
Yes
No
Data Interpretation:-
From the chart we come to know 84% of respondent answers Yes and 16% of respondent answers No
39
10. Recruiting candidates on the basis of job profile
S.no Job profile No of respondents
% of respondents
1 Yes 44 882 No 6 123 Total 50 100
recruitment on the basis of job profile
88%
12%
Yes
No
Data Interpretation:-
From the chart we come to know 88% of respondent answers Yes and 12% of respondent answers No.
40
11. Selection procedure
S.no Selection procedure No of respondent
% of respondents
1 Satisfied 30 662 Highly satisfied 8 173 Dissatisfied 8 174 Total 50 100
satisfaction level with selection procedure
66%17%
17%Satisfied
Highly satisfied
Dissatisfied
Data Interpretation:-
From the chart we come to know 66% of respondent are satisfied and 17% of respondent are highly satisfied and 17% of respondent are dissatisfied.
41
12. Methodology of selection:
S.no Methodology of selection No of respondent
% of respondents
1 Excellent 4 162 Very good 18 363 Good 20 404 Poor 8 85 Total 50 100
Selection Method
8%
36%
40%
16%Excellent
Very good
Good
Poor
Data Interpretation:-
From the pie chart we come to know 40% of respondents have chosen the answers good and 36% of respondents have chosen the answers very good and 8% of respondents have chosen the answers excellent and 16% of respondent chosen poor.
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13. Internal source of recruitment
S.no Internal source of recruitment
No of respondent
% of respondents
1 Excellent 10 202 Very good 18 363 Good 22 444 Poor 0 05 Total 50 100
Internal source of recruitment
Excellent20%
Very good36%
Good44%
Poor0%
Excellent
Very good
Good
Poor
Data Interpretation:-
From the pie chart we come to know 44% of respondents have chosen the ans. good and 36% of respondents have chosen the ans. very good and 20%of respondents have chosen the ans. excellent and 0% of respondent chosen poor
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14. Medical test done at the time of selection
S.no Medical test No of respondents
% of respondents
1 Yes 44 882 No 6 123 Total 50 100
medical test done or not
88%
12%
Yes
No
Data Interpretation:-
From the chart we comes to know 88% of respondent answers necessary and 12% of respondent answers unnecessary
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15. Employee rehiring policy
S.no Employee rehiring policy No of respondents
% of respondents
1 Strongly agree 36 722 Strongly disagree 14 283 Total 50 100
is there any employee rehiring policy
72%
28%Strongly agree
Strongly disagree
Data Interpretation:-
From the chart we comes to know 72% of respondent are strongly agree and 28% of respondent are strongly disagree
45
16. How did you get an offer?
S.no Offer No of respondent
% of respondents
1 Campus recruitment 15 02 Walk-in 20 443 Consultant 6 124 others 9 445 Total 50 100
How did you get the offer letter
Campus recruitment
30%
Walk-in40%
Consultant12%
others18%
Campus recruitment
Walk-in
Consultant
others
Data Interpretation:-
From the chart we come to know 0% of respondent preferred campus recruitment and 44% of respondent preferred walk in and 12% of respondent preferred consultant and 44% of respondent preferred others
46
17. Promotion is based on:
S.no Promotion No of respondent
% of respondents
1 Experience 2 42 Performance 36 723 Knowledge 10 204 Skill 2 45 Total 50 100
promotion based on
4%
72%
20%4%
Experience
Performance
Knowledge
Skill
Data Interpretation:-
From the chart we come to know 4% of respondent preferred experience and 72% of respondent preferred performance and 20% of respondent preferred knowledge and 4% of respondent preferred skill
47
18. Internal transfer/job rotation is based on:
S.no Internal transfer/job rotation
No of respondent
% of respondents
1 Performance 8 162 Knowledge 16 323 Policy 8 164 Need based requirement 14 285 Others 4 86 Total 50 100
Internal transfer/ job rotation
Performance16%
Knowledge32%Policy
16%
Need based requirement
28%
Others8%
Performance
Knowledge
Policy
Need based requirement
Others
Data Interpretation:-
From the chart we come to know 16% of respondent preferred performance and 32% of respondent preferred knowledge and 16% of respondent preferred policy and 28% of respondent preferred need based requirement and 8% of respondent preferred other.
48
19. Background investigation:
Sno Background investigation No of respondent
% of respondents
1 Verification by certificate 30 602 Verification by previous
employer/institution8 16
3 Verification by family background
2 4
4 Police verification 10 205 Total 50 100
Bacxk ground investigation
Verification by certificate
60%Verification by previous
employer/institution
16%
Verification by family
background4%
Police verification
20% Verification by certificate
Verification by previousemployer/institution
Verification by familybackground
Police verification
Data Interpretation:-
From the chart we come to know 16% of respondent chosen Verification by previous employer and 4% of respondent chosen Family background investigation and 20% of respondent chosen police verification and 60% of respondent chosen Verification by certificate
49
20. Best method to recruit candidates :
S.no Best method of recruitment No of respondent
% of respondents
1 E-recruiting 10 202 Consultant 12 243 Telephonic interview 4 Out sourcing 8 165 Advertisement 20 406 Total 50 100
Best method to recruit
E-recruiting20%
Consultant24%
Telephonic interview
0%
Out sourcing16%
Advertisement40%
E-recruiting
Consultant
Telephonic interview
Out sourcing
Advertisement
Data Interpretation:-From the chart we come to know 20% of respondent chosen E-recruitment and 24% of respondent chosen Consultant and 16% of respondent chosen Outsourcing and40% of respondent chosen Advertisement
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CHAPTER-8
FINDINGS
1 Most of the respondents belongs to the age group of 20-25 years
2 Most of the respondents belong to male category.
3 Most of the respondents Diploma and degree holders.
4 Most of the respondents belong to 1-5 yrs experience category
5 Most of the respondents Trainee.
6 60% 0f respondents are satisfied with the selection procedures and remaining
respondents are highly satisfied, dissatisfied, highly dissatisfied.
7 76% of respondents are satisfied with the performance management system and
remaining respondents are highly satisfied, dissatisfied, highly dissatisfied.
8 40% of respondents have feel good in methodology of selection..
9 Majority of the respondents preferred internal source of recruitment is “good”
10 Most of the respondents preferred conducting medical test is necessary.
11 Most of the respondents strongly agree the employee rehiring policy.
12 24% of respondents preferred “poor” for furnishing bond with new entrants.
13 Most of the respondents preferred “performance” for promoting employees.
14 Most of the respondents considered avoiding frequent recruitment as a advantage
in using a contract agreement.
15 Majority of respondent are preferred attitude, skill, achievement are the base for
internal source of recruitment
16 Majority or respondent feels to adopt new concepts with the existing system.
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CHAPTER-9
SUGGESTIONS
1) Internal recruitment sources like employee referrals, past employees etc if used
for recruiting may result in getting eligible candidates at low cost.
2) Proper care has to be taken to be taken to avoid errors that distort the interview.
3) Physical examination if conducted would avoid further difficulties regarding that.
4) A periodic audit of the selection programmed if conducted would result in
effective evaluation of the selection programmed.
5) Preference on the basis of sons of soil should be given to a certain percentage
because the company could take advantage of his local language knowledge. It
increases the corporate image too.
52
CHAPTER-10
CONCLUSION:
1. The company will be interested to have advisors who are winner.
2. To recruit winners, company need to emphasize on selection based on competency and
attitude.
3. In insurance the largest manpower requirement is in the marketing and sales function.
4. The requirement is high because of the high attrition rate. The 80:20 rules applies in
the insurance company whereby 20% recruits turns out to be the winners and the rest
80% are looser who are soon terminated.
5. The advisors must sound good communication skill so that he can explain the terms.
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CHAPTER-11
LIMITATIONS:
In course of the project there were certain limitations that came across. The followings
are the limitations faced:
1. Limited knowledge about insurance.
2. Advisor’s perception about less payment.
3. This study is not carried out with all the employees of the organization.
4. Sometimes the internet connections gets fail.
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CHAPTER-12
BIBLIOGRAPHY
Name of the book referred Author's name
Year of publication of the book Topic reffered
Human Resource Management
Prof. Geet Sharad D.Ms. Geet Asmita S.Prof. Geet Amit A.Mr. Deshpande Amit D. January, 2005
Recruitment and Selection
Human Resource Management Aswathapa K. 2005
Recruitment and Selection
Website http://www.indiainfoline.com Personnel Department
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CHAPTER-13
ANNEXURE
Research topicRecruitment& Selection
1. Gender Male Female
2. Qualification Diploma ITI Graduate Post graduate
3. Years of experience 1-5 5-10 10& above
4 What is your cadre in the organization? Trainee(GET/DT) Junior management Middle management Senior management
5 Is your organization recruiting candidates on the basis of merit? Yes No
56
6 Is your organization providing information to employees about vacancy? Yes No
7 Is your organization giving special preference to current employees for filling up vacancy? Yes No
8 Do you have campus interview scheme in your organization? Yes No
9 Is you are organization having employee referral scheme? Yes No
10 Is you are organization recruiting candidates on the basis of job profile? Yes No
11. Selection procedure Satisfied Highly satisfied Dissatisfied
12. What is your opinion about methodology of selection? Excellent Very good Good Poor
13. What is your opinion about internal source of recruitment? Excellent Very good Good Poor
14 What is your opinion about conducting medical test?
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Yes No
15. Employee rehiring policy Strongly agree Strongly disagree
16. How did you get an offer? Campus recruitment Walk-in Consultant others
17. Promotion is based on Experience Performance Knowledge Skill
18. Internal transfer/job rotation is based on Performance Knowledge Policy Need based requirement Others
19. What are procedures involved in background investigation? Verification by certificate Verification by previous employer/institution Verification by family background Police verification
20. According to you which will be the best way of recruitment? E-recruiting consultant Telephonic interview out sourcing Advertisement
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59