A
PROJECT REPORT ON
“RECRUITMENT & SELECTION PROCESS”
AT
HOTEL AURORA TOWERS, PUNE
PROJECT SUBMITTED TO
UNIVERSITY OF PUNE
&
ALLANA INSTITUTE OF MANAGEMENT SCIENCES
IN PARTIAL FULFILLMENT OF MASTER OF
BUSINESS ADMINISTRATION
UNIVERSITY OF PUNE
BY :
OMERA NAUSHAD ALI SAYYED
MBA
ALLANA INSTITUTE OF MANAGEMENT SCIENCES
PUNE – 411 001
2010-2012
DECLARATION
I, Omera Sayyed (MBA II) declare that the Report for the project
Title.... " A STUDY OF RECRUITMENT & SELECTION PROCESS
AT HOTEL AURORA TOWERS”
Which I undertook is an outcome of my own & sincere efforts towards
the fulfillment of the requirement of the course study.
Hence, the Project Report is my own work and not copied from any other
Source.
Thank You
Yours Sincerely
Omera Sayyed
MBA II
Allana Instittue Of Management Sciences, Pune
TABLE OF CONTENTS
Sr. No. Topics Pg No.
1 Executive Summary
2 Introduction
3 Objectives
4 Scope of the study
5 Company Profile
6 Literature Review
7 Research Methodology
8 Data Analysis & Interpretation
9 Analysis Of Procedures & Methodology Adopted In
The Process Of Recruitment & Selection
10 Findings
11 Suggestions
12 Conclusion
13 Limitations
14 Annexure
15 Bibliography
EXECUTIVE SUMMARY
EXECUTIVE SUMMARY
Project Title : A STUDY OF THE CORE
RECRUITMENT & SELECTION AT
HOTEL AURORA TOWERS, PUNE
Organization : HOTEL AURORA TOWERS
Organization Address : HOTEL AURORA TOWERS, 9
MOLEDINA ROAD, PUNE – 411 001
Project Duration : 2 MONTHS
Academic Guide : PROF. DURDAN
Organizational Guide: SANJAY SHITOLE (HR Manager)
Name of the student : OMERA NAUSHAD SAYYED
INTRODUCTION
INTRODUCTION
The purpose of the study of recruitment and Selection in Hotel Aurora
Towers is to experience the quality & quantity required by the company
and now the requirement is met. It is done to save the time of the
company by supplying the desired manpower which is required by them.
It is done to bridge the gap between desired manpower & actual
manpower i:e. Human Resource. The job profile of the personnel who is
selected by the Hr department is for the front office executive.
In order to fulfill the project requirements I personally did recruitment for
the Hotel Aurora Towers which helped me to understand a practical face
of the study. Apart from the recruitment and selection.
Thus, we found recruitment and selection are the paramount in the whole
Human Resource management chain. The recruitment process is one of
the ways that an organization can cope up with shortcomings in its human
resource needs. Recruitment refers to organizational activities that
influence the number and type of applicants who apply for a job and
whether the applicants accept jobs that are offered. Selection is a term by
which an organization chooses the right candidate for the right job at the
right time, at the right place. In fact the organization shortlists candidate
as a person who best meets the selection criteria for the position
available, considering current environment conditions.
This report is an experience based and does not involve any survey.
However on the basis of my findings, certain recommendations and
suggestions have been provided that can help to increase the efficiency of
HR functions that are carried at Hotel Aurora Towers, Pune.
OBJECTIVES OF THE STUDY
OBJECTIVES OF THE STUDY
The objective behind the study of this project report is:
To know about the concept of recruitment.
To know about the concept of selection.
To know about the difference between recruitment & selection.
To know in detail about the recruitment & selection process
followed by Hotel Aurora Towers in their organization
To have an idea about the growth rate and attrition rate in this
company.
SCOPE OF THE STUDY
SCOPE OF THE STUDY
This study has a wide scope as it explores the entire recruitment and
selection process of the Hotel Aurara Towers Company along with
formats and explanations.
Primary data which was collected from employees was depending upon
the responsiveness, attitude, aptitude, ethical values and constraints on
account of internal rules, regulations, norms, perception level and
understanding level, leadership, experience, expectations and generally
prevailing market trends. Hence dependent assumptions were to be made
through the analysis.
Many a time things could not get opened because of limited transparency
and openness, as a trainee is semi outsider for an organization.
The scope of the research is very vast, however the total time period
available was very limited for the purpose of study, observations,
analysis, and conclusion. Second important thing is on account of ethical
and moral obligations, analysis and manager disclosure of all pertinent
and particular policies has got limitations because ofhis positional
accountability and responsibility.
COMPANY PROFILE
LITERATURE REVIEW
LITERATURE REVIEW
CONCEPT:
1) RECRUITMENT & SELECTION PROCESS OF MAN POWER
COMPANY'
• What is Recruitment?
Finding and Attracting Applicants
"Recruitment is a process of finding and attracting capable applicants for
employment. The process begins when new recruits are sought and ends
when their applications are submitted. The result is a pool of applications
from which new employees are selected."
It is the first part of the process of filling a vacancy, it includes the
examination of the vacancy, the consideration of sources of suitable
candidates, making contact with those candidates and attracting
applications from them.
The need for recruitment may arise due to the following situation:
1. Vacancies due to transfer, promotion, retirement, termination,
permanent disability or death of worker.
2. Creation of vacancies due to expansion, diversification, growth etc.
MEANING OF RECRUITMENT
Recruitment is understood as a process of searching for and obtaining
applicants for job, from among them the right people can be selected.
Though theoretically recruitment process is said to end with the receipt of
applications, in practice the activity extends to the screening of
applications so as to eliminate those who are not qualified for the job.
Recruitment Process:- The recruitment process can be divided into
seven stages
1. Identify vacancy
2. Prepare job description and person specification
3. Advertising the vacancy
4. Managing the response
5. Short-listing
6. Arrange interviews
7. Conducting interview and decision making
RECRUITMENT PROCESS:
RECRUITMENT PLANING
Number of contacts
Types of contacts
RECRUITMENT STRATEGY DEVELOPMENT
Make or buy employees
Technological sophistication
Where to look
How to look
Competitors
Evaluation of external recruitment
Sources of Recruitment:
There are two sources of recruitment:-
1. Internal Source:- These sources lie within the organization.
2. External Source:- These sources lie outside the organization
Both the sources are shown in the figure (Fig 1.1) given below -
SEARCHINGS
Source activation
Selling
Screening of applications
EVAUATION AND COST CONTROL
Salary cost
Management and professional time spent
Advertisement cost
Recruitment overheads and expenses
Cost of overtime and outsourcing
EVALUATION OF RECRUITMENT PROCESS
Return rate of applications send out
Suitable candidates for selection
Retention and performance of selected candidates
Recruitment cost
Image projection
Factors affecting recruitment:
The recruitment function of the organizations is affected and governed by
a mix of various internal and external forces. The internal forces are the
factors that can be controlled by the organization. And the external
factors are those factors which cannot be controlled by the organization.
The internal and external forces affecting recruitment function of an
organization are:
Recent Trends in Recruitment:-
The following trends are being seen in recruitment:
1) Outsourcing
In India, the HR processes are being outsourced from more than a decade
now. A company may draw required personnel from outsourcing firms.
The outsourcing firms help the organization by the initial screening of the
candidates according to the needs of the organization and creating a
suitable pool of talent for the final selection by the organization.
Outsourcing firms develop their human resource pool by employing
people for them and make available personnel to various companies as
per their needs. In turn, the outsourcing firms or the intermediaries charge
the organizations for their services. Advantages of outsourcing are:
1. Company need not plan for human, resources much in advance.
2. Value creation, operational flexibility and competitive advantage
3. turning the management's focus to strategic level processes of
HRM
4. Company is free from salary negotiations, weeding the unsuitable
resumes/candidates.
5. Company can save a lot of its resources and time
2) Poaching/Raiding
"Buying talent" (rather than developing it) is the latest mantra being
followed by the organizations today. Poaching means employing a
competent and experienced person already working with another reputed
company in the same or different industry; the organization might be a
competitor in the industry. A company can attract talent from another
firm by offering attractive pay packages and other terms and conditions,
better than the current employer of the candidate. But it is seen as an
unethical practice and not openly talked about. Indian software and the
retail sector are the sectors facing the most severe brunt of poaching
today. It has become a challenge for human resource managers to face
and tackle poaching, as it weakens the competitive strength of the firm.
3) E-recruitment
Many big organizations use Internet as a source of recruitment. E-
Recruitment is the use of technology to assist the recruitment process.
They advertise job vacancies through worldwide web. The job seekers
send their applications or curriculum vitae i.e. CV through e mail using
the Internet. Alternatively job seekers place their CV's in worldwide web,
which can be drawn by prospective employees depending upon their
requirements.
The two kinds of e- recruitment that an organization can use is -
Job portals - i.e. posting the position with the job description and
the job specification on the job portal and also searching for the
suitable resumes posted on the site corresponding to the opening in
the organization.
Resume Scanners: Resume scanner is one major benefit provided
by the job portals to the organizations. It enables the employees to
screen and filter the resumes through pre defined criteria's and
requirements (skills, qualifications, experience, payroll etc.) of the
job.
Some of the advantages and the disadvantages of e- recruitment are as
follows:
Advantages of E-Recruitment are:
Lower costs to the organization. Also, posting jobs online is
cheaper than advertising in the newspapers.
No intermediaries.
Reduction in the time for recruitment (over 65 percent of the hiring
time).
Facilitates the recruitment of right type of people with the required
skills.
Improved efficiency of recruitment process.
Gives a 24X7 access to an online collection of resumes.
Online recruitment helps the organizations to weed out the
unqualified candidates in an automated way.
Recruitment websites also provide valuable data and information
regarding the compensation offered by the competitors etc. which
helps the HR managers to take various HR decisions like
promotions, salary trends in industry etc
Disadvantages of E-recruitment are:
Apart from the various benefits, e-recruitment has its own share of
shortcomings and disadvantages. Some of them are:
Screening and checking the skill mapping and authenticity of
millions of resumes is a problem and time consuming exercise for
organizations.
There is low Internet penetration and no access and lack of
awareness of internet in many locations across India.
Organizations cannot be dependant solely and totally on the online
recruitment methods.
In India, the employers and the employees still prefer a face-to-face
interaction rather than sending e-mails.
ROI ( Return of Investment) on Recruitment:-
An organization makes a tremendous amount of investment in its
recruitment processes. A lot of resources like time and money are spent
on recruitment processes of an organisation. But assessing or quantifying
the returns on the recruitment process, or, calculating the return on
investment (ROI) on recruitment is a complicated task for an
organisation. Indeed, it is difficult to judge the success of their
recruitment processes. Instead, recruitment is one activity that continues
in an organization without anyone ever realizing its worth or measuring
its impact on the organization's business.
A recruitment professional or manager can calculate and maximize the
return on investments on its organization's recruitment by
Clear definition of the results to be achieved from recruitment.
Developing methods and ways measuring the results like the time -
to - hire, cost-Per- Hire and effectiveness of the recruitment source
etc.
Estimating the costs associated with the recruitment project
Estimating the tangible and intangible benefits to the organization
including the payback period ©f the recruitments.
Providing and ensuring proper training and development of the
recruitment professionals.
Assessing the ROI on recruitments can assist an organisation to
strengthen its HR processes, improving its recruitment function and 'to
build a strategic human resource advantage for the organization.
RECRUITMENT STRATEGIES
The level of performance of the organization depends on the effectiveness
of its recruitment function. Organizations have developed and follow
recruitment strategies to hire the best talent for their organization and to
utilize their resources optimally. A successful recruitment strategy should
be well planned and practical to attract more and good talent to apply in
the organisation.
For formulating an effective and successful recruitment strategy, the
strategy should cover the following elements:
1. Identifying and prioritizing jobs
Requirements keep arising at various levels in every organisation:
it is almost a never- ending process. It is impossible to fill all the
positions immediately. Therefore, there is a need to identify the
positions requiring immediate attention and action. To maintain the
quality of the recruitment activities, it is useful to prioritize the
vacancies whether to focus on all vacancies equally or focusing on
keyjobs first.
2. Candidates to target
The recruitment process can be effective only if the organization
completely understands the requirements of the type of candidates
that are required and will be beneficial for the organization. This
covers the following parameters as well:
Performance level required: Different strategies are required
for focusing on hiring high performers and average
performers.
Experience level required: the strategy should be clear as to
what is the experience level required by the organization.
The candidate's experience can range from being a fresher to
experienced senior professionals.
Category of the candidate: the strategy should clearly define
the target candidate. He/she can be from the Same industry,
different industry, unemployed, top perfonners of the
industry etc.
3. Sources of recruitment
The strategy should define various sources (external and internal)
of recruitment. Which are the sources to be used and focused for
the recruitment purposes for various positions? Employee referral
is one of the most effective sources of recruitment.
4. Trained recruiters
The recruitment professionals conducting the interviews and the
other recruitment activities should be well-trained and experienced
to conduct the activities. They should also be aware of the major
parameters and skills (e.g.: behavioural, technical etc.) to focus
while interviewing and selecting a candidate.
How to evaluate the candidates
The various parameters and the ways to judge them i.e. the entire
recruitment process should be planned in advance. Like the rounds of
technical interviews, HR interviews, written tests, psychometric tests etc.
RECRUITMENT MANAGEMENT SYSTEM
Recruitment management system is the comprehensive tool to manage
the entire recruitment processes of an organization. It is one of the
technological tools facilitated by the information management systems to
the HR of organizations. Recruitment management system helps to
contour the recruitment processes and effectively managing the ROI on
recruitment.
The features, functions and major benefits of the recruitment management
system are explained below:
Structure and systematically organize the entire recruitment
processes.
Recruitment management system facilitates faster, unbiased,
accurate and reliable processing of applications from various
applications.
Helps to reduce the time-per-hire and cost-per-hire.
Recruitment management system helps to incorporate and integrate
the various links like the application system on the official website
of the company, the unsolicited applications, outsourcing
recruitment, the final decision making to the main recruitment
process.
Recruitment management system maintains an automated active
database of the applicants facilitating the talent management and
increasing the efficiency of the recruitment processes.
Recruitment management system provides and a flexible,
automated and interactive interface between the online application
system, the recruitment department of the company and the job
seeker.
Offers tolls and support to enhance productivity, solutions and
optimizing the recruitment processes to ensure improved ROI.
Recruitment management system helps to communicate and create
healthy relationships with the candidates through the entire
recruitment process.
FORMS OF RECRUITMENT:-
Organizations adopt different forms of recruitment practices according to
the specific needs of the organization. The organizations can choose from
the centralized or decentralized forms of recruitment, explained below:
1) Centralized:-
When the HR / recruitment department at the head office performs all
functions of recruitment, the recruitment practices of an organization are
centralized. Recruitment decisions for all the departments of an
organization are carried out by the one central HR or recruitment
department. Centralized form of recruitment is mainly practiced in
government organizations.
Benefits of the centralized form of recruitment are:
Reduces administration costs
Better utilization of specialists
Unifonnity in recruitment
Interchangeability of staff
Reduces favoritism
Every department sends requisitions for recruitment to their central
office.
2) Decentralized: -
Decentralized recruitment practices are most commonly seen in the case
of conglomerates operating in different and diverse business areas. Since
the business areas and offices are diverse and geographically spread, it
becomes important to understand the needs of each department and frame
the recruitment policies and procedures accordingly. Each department
carries out its own recruitment. Choice between the two will depend upon
management philosophy and needs of particular organization.
Lower level staffs as well as top level executives are recruited in a
decentralized manner.
HEADHUNTING
Headhunting refers to the approach of finding and attracting the best
experienced person with the required skill set. Headhunting involves
convincing the person to join your organization.
2)SELECTION
Process of differentiating(Meaning)
Selection is the process of picking up individuals (out of the pool of job
applicants ) with requisite qualifications and competence to fill jobs in the
organization.
DEFINATION
"Selection is a process of differentiating between applicants in order to
identify and hire those with a greater likelihood of success in a job."
SELECTION PROCESS
1. PRELIMINARY INTERVIEW:
The purpose of preliminary interviews is basically to eliminate
unqualified applications based on information supplied in
application forms. The basic objective is to reject misfits.
2. SELECTION TESTS :
Jobseekers who pass the preliminary interviews are called for tests.
These tests may be Aptitude tests, Ability tests etc to judge how
well an individual can perform tasks related to the job.
3. EMPLOYMENT INTERVIEWS:
At this step interview is a formal and in-depth conversation
between applicants acceptability. It is considered to be an excellent
selection device.
4. REFERENCE AND BACKGROUND CHECKS:
This checks are conducted to verify the information provided by
the candidates. Reference checks can be through formal letters,
telephone conversations etc.
5. SELECTION DECISIONS:
After obtaining all the information the most critical step is the
selection decision to be made. The views of the line managers are
considered generally because it is the line manager who is
responsible for the performance of the new employee.
6. PHYSICAL EXAMINATION:
After the selection decision is made the candidate is required to
undergo a physical fitness test.
7. JOB OFFER:
The next step in the selection process is the job offer to those
applicants who have crossed all the previous hurdles. It is made by
away of letter of appointment.
8. CONTRACT OF EMPLOYEE:
Once the job offer is accepted certain documents need to be
executed by the employer and the candidate. Here a formal contract
of employment is prepared and agreed upon.
DIFFERENCE BETWEEN RECRUITMENT & SELECTION:
RECRUITMENT SELECTIONRefers to the process of identifying and encouraging prospective employees to apply for jobs.
It is concerned with picking up the right candidates from a pool of applicants.
Recruitment is said to be Positive in its approach as it seeks to attract as many candidates as possible.
Selection on the other hand is different in its application as it seeks to eliminate as many unqualified & unfit applicants as possible in order to identify the right candidate. For the right task, at the right time.
COMPANY REQUIREMENT FLOW CHART EXPLAINATIQN
MAIL FROM BM ABOUT THE VACANCY (NEW /
REPLACEMENT)
This is the starting point of the recruitment process. The BM
(Business Manager) may feel the need for candidates (employees)
with various job qualifications in accordance to the fulfillment of
vacant posts within the organization.
The candidates may be appointed for a NEW segment or post or
may be appointed to REPLACE an existing employee's job due to
various reasons such as transfers, promotions, terminations etc. A
job requisition format is to be followed for requirement of
candidates.
RESOURCING TEAM SOURCES PROFILES
This mail order from the BM is sent to the resourcing team who
search for the specific qualified candidate profiles as required by
the BM by going through the CV's (Curriculum Vitae) of various
candidates by sourcing them at various Job Sites(Active Search),
Competition Mapping (raiding i.e. attracting employees from other
organizations to our organization), Internal References or through
Networking & Head hunting ie picking up the individuals out of
the pool of job applicants with requisite qualifications &
competence to fill up the job in organization.
SCREENING OF SOURCED PROFILES
Once the candidates profile with requisite qualification as per BM's
mail are obtained, a proper screening of those profiles is carried out
and a list of such candidate profiles is made which need to be
further processed.
TELEPHONIC INTEREST CHECK & UPDATING OF SHORT
LISTED PROFILES
Selected candidates from the list made are then interviewed on
telephone about their profiles and their interest, whether they
would like to join our company as we have an opening. A
Telephonic interview questionnaire format is followed and on the
basis of the telephonic interview interested candidates are short
listed and their profiles are carried forward to the next step of
recruitment and the uninterested candidate profiles are kept in the
HIRING TRACKER (i.e the date of contacting the person as a
database of the company) for any future reference.
SHARING OF THE INTERESTED PROFILES WITH THE BM s
The interested profiles which are carried forward are shared with
the BM's . The approved profiles amongst them by the BM's are
called for the interview and the rejected ones are kept in the hiring
tracker as database for future reference. The selection process starts
from this stage.
CANDIDATE IS CALLED FOR FIRST ROUND OF
INTERVIEW(FILLS THE JOB APPLICATION FORM i.e JAF)
The first round of interview is conducted with the approved
profiles and the JAF is filled by them. In Job Application Form the
candidate need to fill his/her details such as
Personal details
Educational qualification
Work experience.
HR ROUND OF INTERVIEW
This round of interview may be conducted by well experienced HR
heads or their assistants with the help of Interview Question Bank
& Interview Scorecard where job related questions are asked and
the skill of the interviewee is tested. On the basis of this interview
the selected profiles are carried forward and the rejected ones are
kept at hiring tracker and at rejected hard copy files for future
reference.
SHARING OF IIR FINDINGS & SCORECARDS WITH BM's
After conducting the HR round interview the HR opinions and
interview scorecards regarding selected profiles are shared with the
BM's as to know the BM's opinion about the profiles. The rejected
profiles by the BM's are then sent to the hiring tracker and the
selected ones are carried forward.
PERSONAL INTERVIEW WITH BM / REPRESENTATIVE
The selected profiles at this stage are called for a personal
interview with the BM / Representative and once again the profile
selected by the BM by personally meeting the candidates are
carried forward and the rejected profiles are kept in hiring tracker /
rejected hard copy files for future reference.
PERSONALITY ASSESSMENT (SHL / THOMAS)
After passing the personal interview with BM the selected
applicants have to give an online personality assessment test such
as SHL / THOMAS. At this test the attitude, the personality, the
SWOT Analysis of the applicant is judged.
If the personality assessment is positive the applicant profile is
carried forward and if it is negative then it is rejected and kept at
the hiring tracker / rejected hard copy file for future reference.
FINAL ROUND INTERVIEW
The positive applicants profile is finally called for the final round
interview to test his IQ, his intelligence and his suitability to the
vacant job.
After this interview the rejected applicant profiles are kept at hiring
tracker / rejected hard copy files for future reference and the
selected applicant profiles are carried forward for final verdict.
REFERENCE CHECK TO BE CARRIED OUT BY HR
The candidate who is finally selected or who is getting the job is
asked for a reference check. This reference check is conducted to
know more about the candidate, his background, his behavior and
to check whether the information provided by him is correct or
wrong.
This reference check is carried out by following the Reference
check format. If the reference check is negative the profile is kept
at the hiring tracker/ rejected hard copy files and if it is positive his
profile is carried forward.
MAKING OFFER & NEGOTIATION
Profiles having positive reference checks are called up for making
final offer and negotiation with them regarding their job,
Organizational Structure & his / her position in the organizational
structure, his / her Current Salary Structure in the organization,
explaining about the company goals and objectives, rules and
regulations of the company, allowances given by the company etc.
He is also given his final approval mail from the BM.
If the applicant rejects or does not agree to the terms & conditions
of the company his profile is kept at hiring tracker / rejected hard
copy files and if he accepts the terms & conditions he is given the
job and his profile is updated and he is updated in the
organizational structure.
RESEACRH METHODOLOGY
RESEACRH METHODOLOGY
This project report is based on primary as well as secondary data.
PRIMARY DATA:
"The primary data is the data collected afresh & first time and
happens to be the first hand information."
OR
"The primary data is data which is collected by researcher directly
from the respondents"
There are various methods of primary data collection, such as:
1. Observation method
2. Interview method
3. Questionnaire
4. Schedules etc.
• Sample size:
It means the number, of persons or items selected from the universe to
constitute a sample.
The sample size of this project is 10-12 executive employees of Hotel
Aurora Towers
Sampling technique:
It refers to the method to be applied / the technique to be used in
Selecting the Sample. The technique used may be deliberate or purposive
sampling, random sampling, systematic sampling, stratified sampling,
area sampling, extensive sampling.
The sampling technique applied for this project report is Simple random
technique
Study period
Study period refers to the time and duration required for the
researcher to complete his research.
Study period for this research report is: 60 days in total.
Tools for data collection:
The tools / methods used to collect primary data for this research
report are through:
1. Telephonic interviews
2. Personal face-to-face interview
3. Oral questionnaire method.
SECONDARY DATA:
"The data which is collected by someone and gone through the statistical
process is called secondary data."
OR
"The data which is collected by someone and used for the purpose of
research by another person is called secondary data."
Tools for secondary data collection:
The tool / methods used for collecting secondary data for this project
report are different websites of manpower, Google , HR reports of the
company, company profile magazines etc.
ANALYSIS & INTERPRETATION
ANALYSIS & INTERPRETATION
To Recruiters of the organization
1) Are you satisfied with the recruitment process in Hotel Aurora Towers
is seen that
a) Not at all b) Satisfied c) Totally satisfied d) Good e) Excellent
Options b d e Total
Response 3 4 3 10
Percentage 30 30 40 100
b d e0
5
10
15
20
25
30
35
40
3 4 3
30 30
40
ResponsePercentage
Interpretation: -
From the above response it is seen that Hotel Aurora Towers
management meets the standards of recruitment process
2) Whether the recruitment process is documented?
a) Yes b)No
Options a b Total
Response 7 3 10
Percentage 70 30 100
a b0
10
20
30
40
50
60
70
73
70
30 ResponsePercentage
Interpretation: -
From the above responses it is seen that majority of employees feel that
recruitment process is documented in the company. However, they can
access whenever they want. 30% of the people don't have knowledge
about it.
3) Is the recruitment process uniform at all level?
a) Yes b) No c) Varies as per department
Options a c Total
Response 1 7 10
Percentage 30 70 100
a c0
10
20
30
40
50
60
70
1
7
30
70
ResponsePercentage
Interpretation: - From the above responses it is seen that recruitment
process varies many time department heads to select the right person
for the from department to department, so it helps the job as per his
requirement and needs.
4) Whether the response from the client after giving the requirement in all
the process is satisfactory?
a)Not slow b)Slow c)Quick d)Very responsive e)Excellent
Options b c e Total
Response 2 5 3 10
Percentage 20 50 30 100
b c e0
10
20
30
40
50
60
25
3
20
50
30ResponsePercentage
Interpretation: -From the above responses it is seen more than 50% of
recruiters feel that the response is quite quick.
5) Whether the management are satisfied with the recruitment process
carried out by company?
a) No b) Not much c) To some extent d) Very much
Options b c d Total
Response 2 5 3 10
Percentage 20 50 30 100
b c d0
5
10
15
20
25
30
35
40
45
50
25
3
20
50
30
ResponsePercentage
Interpretation: -
From the above responses it is seen that management are satisfied to
some extent.
6) Whether the candidates are satisfied with the recruitment process
carried out?
a) No b) Not much c) To some extent d) Very much
Options a b c d Total
Response 1 2 1 2 10
Percentage 10 20 50 20 100
a b c d0
10
20
30
40
50
60
1 2 1 2
10
20
50
20
ResponsePercentage
Interpretation: -
From the above responses it is seen that most of the candidates are
satisfied with the process of recruitment but still almost 30% were
not so satisfied.
Analysis Of Procedures & Methodology Adopted In The Process Of
Recruitment & Selection
1. What are the Sources used for talent acquisition ( Hunting the
Heads )?
Personal contacts
Referrals' from the candidates.
Job portals where candidates have posted their resumes
Direct walkins.
From consultancy
2. From the Above different sources which is the source you get
more response?
Referrals' from the candidates. &
Job portals where candidates have posted their resumes
3. What are the stages used for conducting the interview ?
First stage call up the potential candidates
First round is the HR round where candidate's communications
skills & academic records are checked
Second round is the aptitude round where candidate's IQ level is
checked
The last round is the operations round where the operations
manager takes the interview of the potential candidate he checks if
the candidate is fit for his process.
4. How do you co- relate the job fit and culturally fit manning ?
Earlier it was a problem where the job of Hotel & the culture of the
people was clashing now everybody is aware that they have work
in shifts & they would be dealing with people from residing in
India an abroad. Also at the beginning candidates been asked by
the consultants & HR if they comfortable in working shifts.
5. Which are the preferential areas in selecting a candidate
The preferential areas in selecting the candidate is his fluency in
English. The other things which come in the later part which are : -
Education Qualification
Personality
Knowledge about subject matter
6. What is generally the lead time to join the organization
expected by the employer and generally taken by the
candidates ?
According to the company the candidate should join as soon as
possible,
If the candidate is currently working somewhere then in that case
he might take one month to join as he need to serve the notice
period in his existing company which is the requirement for
leaving the present job & based on that the employees are given the
experience letter.
7. Which parameters do you consider for selection even if the
employee possessing the resignation?
If the on the resume of the candidate if it is shown that the
candidate is a job hopper & frequently shifting from one company
to another generally these kind of candidates are not selected if it is
found that they hopping jobs because of like in the salary.
If there is other reason such as too growth Or else the entire
company got shut down then based on the circumstances the
candidates are considered.
8. What is the ratio in between the requisition of the vacancies
and the candidates interview?
As this is a volume hiring always the candidates interview should
be higher than the requisition of the vacancies as few of the
candidates do not turn up at the time of joining. Generally the ratio
is 20% higher the requisition of vacancies.
9. Do you have the data and information bank related with
unsolicited application And the candidates who have been
rejected ?
Yes we have to maintain the data of all the candidates whether they
are selected or not also at the same time we need to maintain a
separate data for the unsolicited application as at times they are not
allowed to apply in future.
10.Do these candidates are called for the subsequent interview for
Reconsideration ?
Yes the candidates who have been rejected on the basis of
communication skills or Education background etc.. they are
reconsidered.
For the same position they can apply after 3 months.
FINDINGS QF STUDY
The findings during the work carried out by me can be categorized into
two categories as it is said that every coin has two sides:-
a) Positive findings:-
1. A majority of employees feel that recruitment process carried out
in the company is satisfactory.
2. Some employees feel that each recruiter gets an opportunity to do
the whole process right from the recruitment to client co-
ordination.
3. The new joiners are very much satisfied with the process of
training given to them regarding recruitment.
4. Since the recruitment is a volume based recruitment it can be easily
achieved with the help of the consultants & placements service.
5. Consultants make sure that the right candidate is placed in the right
company for e.g. if the candidate demands for the higher wages
then he can pro actively ask the consultancies that which is the
company paying the highest wages in the market based on the
information he can directly join that company instead of him going
through different companies & checking the package.
B) Negative findings:-
1. Some employees were moderately or not much satisfied with the
process.
2. Since there is a gap in between their expected pay scales & actual
in hand compensation
3. Since rules and regulations are very dynamic, so most of the
employees face difficulty to adjust with them.
4. Most of the candidates do not turn up when they are called up for
the interview.
5. Many a time the interview calls are spontaneous the result yielded
is the prospective candidate does not have time to prepare for
interview.
C) Special Findings: -
Since the process involves continuous sitting at one place so refreshment
was provided to the candidates who had come for the interview.
This being as unique exp by candidates it helps to build the goodwill of
the company
SUGGESTIONS
SUGGESTIONS
Following are the suggestions to improve the recruitment process:-
The process should be future oriented, which can be done by
keeping attitude and knowledge in consideration instead of just
emphasizing on qualification and experience.
While following the process the time and economy factor should be
taken into consideration.
The recruiter should also take the references of his friends or any
one he knows who looking for a job from the candidate who has
come for the interview.
CONCLUSION
CONCLUSION
Recruitment is the first step in the process of acquiring and
retaining human resources for an organization. In today's rapidly
changing business environment organizations have to respond
quickly to requirement for people.
The purpose of recruitment is to carry out effective recruitment of
strong candidates as in to retain them in the organization and
achieve the required goals of it.
Improper recruitment can prove very costly for the organization
and can lead to loss to company.
But Hotel Aurora towers takes into consideration the time allotted for
fulfilling the requirements and fulfills them in an appropriate manner
within the stipulated time. It believes in quality not quantity. It realizes
the value of manpower and try the best not to waste the manpower. Hence
each and every employee is guided to follow the process taking this into
consideration.
Ensuring the quality of the persons to be recruited is a very difficult task
because there are several diff influential factors impacting on the system,
in context to the recruitment,
So the base of selection is considerably broad.
LIMITATIONS
LIMITATIONS
Each and every research carried out has some limitations due to various
reasons. Since the research is a never-ending process so some limitations
arise, because some expectations are not fulfilled. The major limitations
are as follows: -
Due to the stipulated time frame, the headhunting process was
difficult to carry out, and was unable to work on hard-core
requirements of IT
Convenient sampling is used as a mode of conducting research.
Since most of the candidates were never use to turn up so the drive
for the interview was not possible.
Most of the recruitment was done on the executive/advisor level so
couldn't study much as compare to middle level or higher
management level recruitment.
The study was carried out within 2 months time period.
ANNEXURE
1. Are you satisfied with the recruitment process in Hotel Aurora
towers
2. Whether the recruitment process is documented?
3. Is the recruitment process uniform at all level?
4. Whether the satisfactory?
5. Whether the Management satisfied with the recruitment process
carried out by company?
6. Whether the candidates are satisfied with the recruitment process
carried out?
BIBLIOGRAPHY
BIBLIOGRAPHY
a. Books:-
Mamoria C. B, S.V Gankar(2006); Personnel Management;
Himalaya Publishing House Pvt. Ltd; Mumbai; pp. 186-190.
Ashwathappa K.(2006); Human Resource Management; Tata Mc
Graw Hill; Noida; Pp. 137-140
b. Internet Sites :-
<http://recruitment.naukrihub.conVmeaning-of-recruitment.html>
>http://recruitment.naukrihub.com/importance-of-recruitment.html>
>http://recruitment.naukrihub.com/recruitment-process.html>
<http://recruitment.naukrihub.com/e-recruitment.html>
<http://www.citehr.com/14439-difference-between-recruitment-
selection.html>
c. E-recruitment
Many big organizations use Internet as a source of recruitment. E-
Recruitment is the use of technology to assist the recruitment
process. They advertise job vacancies through worldwide web. The
job seekers send their applications or curriculum vitae i.e. CV
through e mail using the Internet. Alternatively job seekers place
their CV's in worldwide web, which can be drawn by prospective
employees depending upon their requirements.
The two kinds of e- recruitment that an organization can use is -
Job portals - i.e. posting the position with the job description and
the job specification on the job portal and also searching for the
suitable resumes posted on the site corresponding to the opening in
the organization.
Resume Scanners: Resume scanner is one major benefit provided
by the job portals to the organizations. It enables the employees to
screen and filter the resumes through pre defined criteria's and
requirements (skills, qualifications, experience, payroll etc.) of the
job.
Some of the advantages and the disadvantages of e- recruitment are
as follows:
Advantages of E-Recruitment are:
Lower costs to the organization. Also, posting jobs online is
cheaper than advertising in the newspapers.
No intermediaries.
Reduction in the time for recruitment (over 65 percent of the hiring
time).
Facilitates the recruitment of right type of people with the required
skills.
Improved efficiency of recruitment process.
Gives a 24*7 access to an online collection of resumes.