recruitment strategy

GIMSR|Recruitment Strategy

PROJECT REPORT

ON

“RECRUITMENT STRATEGY”

For The Partial Fulfillment

Of

Master of Management Studies

-Submitted By

Sakshi Singh

Specialization:

Human Resource Management

(2011-2013)

Roll No:73

Under the guidance of

Prof. Sharmila Antony

Gahlot Institute of Management Studies & Research,

Koparkhairane

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ACKNOWLEDGEMENT

My sincere thanks and gratitude to our college, Gahlot Institute of Management Studies &

Research, Director, Dr. Subhash A. Kulkarni and my project guide Prof. Sharmila Antony for

providing with the necessary support and the timely guidance required for the successful

completion of this project.

I further express my thanks to Miss. Priyanka Mhatre (Team Lead) at Think People Solutions for

giving me the opportunity to carry out my project in the respective department which has further

enhanced my knowledge of the subject both theoretically and practically

Last but not the least, I would also like to thank my parents for their consistent help at all times.

Sakshi Raghvendra Singh

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DECLARATION

I, Sakshi Raghvendra Singh, the undersigned, a student of Gahlot Institute of Management

Studies & Research, Koperkhairane, declare that this project report titled “RECRUITMENT

STRATEGY” was submitted by me in partial fulfillment for the requirement of the course of

Master of Management Studies. This is my original work and has not been previously submitted

as part of another degree or diploma of another Business school or University.

The findings and conclusions of this report are entirely based on my personal study and

experience.

(Sakshi Raghvendra Singh)

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CERTIFICATION

This is to certify that Mr. /Ms. Sakshi Raghvendra Singh, a student of Gahlot Institute of

Management Studies & Research has successfully completed the summer internship project

entitled “Recruitment Strategy” in partial fulfillment of requirement for the completion of Master

of Management Studies as prescribed by the University of Mumbai.

_______________________ _____________________

Internal Project Guide Director

Date: ______________

___________________ Date: ______________

External Examiner

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EXECUTIVE SUMMARY

I opted for this particular topic named “Recruitment Strategy” because recruitment procedures

have taken a dramatic change in the industry. Human resource is responsible for giving birth to

human embalmer. The core function of an organization is Recruitment because the organization

doesn’t want to be a bad recruiter by selecting manpower that might have the potential to spoil

the long earned goodwill or corporate image and also incur heavy recruitment costs on them.

Think People Solutions was founded in early 2003. Think People’s objective is to develop

successful partnerships based on common goals & objectives. It’s a multi-functional, multi-

faculty, cross industry human resource procurement service.

This summer internship project was undertaken at Think People Solutions with the Recruitment

Team. Recruitment involved screening candidates for various IT industries.

The survey is done between the 20 employees of the Think People Solution and with the help of

that survey the data analysis part is get done.

Table of contents:

Page Nos.

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Chapter I:

I) Introduction 8

II) Objective Of the Study 12

III) Need Of the Project 13

IV) Scope Of the Project 14

V) Research Methodology 15

VI) Limitations Of the project 18

Chapter II:

I) Company Profile 20

II) Organization Chart 26

III) Recruitment Process 27

Chapter -III:

I) Theoretical Background 32

II) Data Analysis & Interpretation 40

Chapter - IV:

I) Findings 47

II) Suggestions 48

III) Conclusion 49

6

Bibliography 50


Chapter I

INTRODUCTION

What is Recruitment?

Recruitment is the process by which organizations locate and attract individuals to fill job

vacancies. Most organizations have a continuing need to recruit new employees to replace those

who leave or are promoted in order to acquire new skills and promote organizational growth.

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Recruitment follows HR planning and goes hand in hand with selection process by which

organizations evaluate the suitability of candidates. With successful recruiting to create a

sizeable pool of candidates, even the most accurate selection system is of little use

Recruiting begins when a vacancy occurs and the recruiter receives authorization to fill it. The

next step is careful examination of the job and enumeration of skills, abilities and experience

needed to perform the job successfully.

Recruitment is the process of searching the candidates for employment and stimulating

them to apply for jobs in the organization. Recruitment is the activity that links the

employers and the job seekers.

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 process to discover sources of manpower to meet the requirement of staffing

schedule and to employ effective measures for attracting that manpower in adequate

numbers to facilitate effective selection of an efficient working force.

Needs of Recruitment:

There are three types of needs –

PLANNED

The needs arising from changes in organization and retirement policy.

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ANTICIPATED

Anticipated needs are those movements in personnel, which an organization can

predict by studying trends in internal and external environment.

UNEXPECTED

Resignation, deaths, accidents, illness give rise to unexpected needs.

Purpose & Importance of Recruitment:

Attract and encourage more and more candidates to apply in the organization. Create a

talent pool of candidates to enable the selection of best candidates for the

organization. Determine present and future requirements of the organization in

conjunction with its personnel planning and job analysis activities.

Recruitment is the process which links the employers with the employees. Increase

the pool of job candidates at minimum cost. Help increase the success rate of selection

process by decreasing number of visibly under qualified or overqualified job

applicants. Help reduce the probability that job applicants once recruited and selected

will leave the organization only after a short period of time. Meet the organizations

legal and social obligations regarding the composition of its workforce. Begin

identifying and preparing potential job applicants who will be appropriate candidates.

Increase organization and individual effectiveness of various recruiting techniques and

sources for all types of job applicants.

Recent Trends in Recruitment:

Recruitment industry is changed by time to time and the recent trends in Recruitment are:

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

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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 candidates.

5. Company can save a lot of its resources and time.

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.

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.

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Advantages of recruitment are:

1. Low cost.

2. No intermediaries.

3. Reduction in time for recruitment.

4. Recruitment of right type of people.

5. Efficiency of recruitment process.

Objective of the Project:

1. To give an overview about recruitment process.

2. To analyze how effectively Think People is harnessing its employee capabilities for

achieving organizational goals using learning and growth perspective.

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3. To understand measures to enhance the recruitment process.

4. To understand the satisfaction level of Client companies in terms of recruitment.

Need of the Project:

The need of this project was for understanding recruitment in HR. Recruitment is a function that

requires business perspective, expertise, ability to find and match the best potential candidate for

the organization, diplomacy, marketing skills (as to sell the position to the candidate) and

wisdom to align the recruitment processes for the benefit of the organization. The HR

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professionals – handling the recruitment function of the organization- are constantly facing new

challenges. The biggest challenge for such professionals is to source or recruit the best people or

potential candidate for the organization.

In the last few years, the job market has undergone some fundamental changes in terms of

technologies, sources of recruitment, competition in the market etc. In an already saturated job

market, where the practices like poaching and raiding are gaining momentum, HR professionals

are constantly facing new challenges in one of their most important function- recruitment. They

have to face and conquer various challenges to find the best candidates for their organizations.

Being an HR professional the experience in recruitment will give me a vast exposure in future.

Recruitment not only contents the hiring of candidate, it also includes the understanding different

candidates, requirements of different organization and how to tackle the difficult condition

during the niche demands.

Scope of the Project:

This project helps to structure the recruitment policy of company for different categories of

employees. Also helps to compare the Recruitment policy with general policy of recruitment.

Recruitment helps to provide the right job to right candidate and with the help of this the

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employee and organization both gets satisfied and his helps in increase in productivity level of

organization and the satisfaction level of employees.

Research Methodology

What is RM?

Research means to search again. Research is about studying a phenomenon in order to

find its new aspects. Research also means to search for new knowledge and creating new things

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out of the old ones.

Human Resource Management is a people oriented functional area of management. The

thoughts, view and opinion of people keep on changing. Hence, Research methodology is

greatly centric policies of HR. It is a science of studying how research is done scientifically.

Research Methods are behavior and instruments used in selecting and constructing the

technique (a range of approaches used to gather data). For ex. Observation, questionnaire,

interview, analysis of records, case study, etc.

Research Design :

A research design is the specification of methods and procedure for acquiring the

information needed to structure or to solve problems. It is the overall operation pattern or

framework of the project that stipulates what information is to be collected from which source,

and be what procedure.

“A research design is the arrangement of condition for collection and analysis of the data

in manner that aims to combine Relevance to the research purpose with economy in procedure”.

1. Descriptive Research: When we describe a situation. More explanation needed.

Descriptive research encompasses much government sponsored research including the

census, the collection of a wide range of social indicators and economic information such

as household expenditure patterns, time use studies, employment and crime statistics and

the likes.

2. Explorative Research: When we go into the depth of the problem and try to see answers

for a given issue. For ex. It is one thing to describe the crime rate in a country, to examine

trends over time or to compare the rates in different countries.

3. Causal Research: When we try to find out cause effect relationship. Ex. We might argue

for casual chain, such as that gender affects choice of field of training which in turn

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affects occupational options, which are linked to opportunities for promotion, which in

turn affect income level.

Data Sources:

Data source is very important to research because through collected data only any

causable conclusion can be arrived at. There are two types of data source.

1. Primary Data source: Primary data is collected through first hand research in the field. It

is collected by actually talking to the sampling units. Various methods of primary data

collections are :

a. Observation Method: When researcher quietly observes the various sampling

units and notes down there behaviour.

b. Interview Method: The sampling units are interviewed and data is generated

through their answer.

c. Sales force opinion survey: The actual people who are doing sales are asked for

their opinion and they are the ones who tell the researcher about customer

behaviour.

d. Expert opinion survey: Various experts are called and they are asked to give an

opinion on the product under study.

e. Delphi Method: Experts are sent e-mails to guess there opinions.

2. Secondary Data Collection: Secondary Data is collected through other sources like books,

magazines, journals, research papers, official websites, news papers, etc. Secondary Data

source should be given to the primary source.

My project is based on primary as well as secondary data. Primary data is collected through the

set of employees of the Think People Solutions and the secondary data is collected through

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internet site like www.google.com, www.thinkpeople.in, recruitment.naukrihub.com/meaning-of

recruitment.html, recruitment.naukrihub.com/importance-of-recruitment.html, etc.

Limitations of Project:

The project has inherent limitations due to its potential scope

1. It was not possible to thoroughly understand the whole recruitment process in a span two

months.

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http://www.thinkpeople.in/

http://www.google.com/


2. Eight weeks is too short to give shape to a new idea for implementation.

3. Not get the some confidential details of organization.

4. Not allowed to interact with the clients, so taking their feedbacks regards to the

organization was not possible.

5. The survey was conducted between only 20 employees not with the entire employees, so

if the opinion gets taken from all the employees then results may var.

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Chapter II

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COMPANY PROFILE

An introduction to Think People

Think People Solutions Pvt. Ltd. is a multi-functional, multi-faculty, cross industry human

resource procurement services company head quartered in Mumbai, India.

Founded in early 2003, there competencies and expertise span the entire cross section of

functions & industries. Think People’s objective is to develop successful partnerships based on

common goals & objectives.

Think People Services

Think People’s services are centered on the human procurement competencies that their staff

excels in. Their service practices change and evolve as the trends in target industries change.

Portfolio of services has constantly increased and they aim to be a one stop People Solutions

provider.

Think People Innovations

At Think People, they believe that like every business innovation will distinguish them from

their competitors, regardless how standardized their industry may be. Their innovations focus not

only on their processes, but also in their business practice models. Some of their innovations are:

Service Delivery Model: A unique service delivery model that addresses three distinct

hiring trends across organization of any size:

Think Instant (TI): TI as the name denotes is an instant recruitment solution. TI is the

outcome of 2 years of intensive R&D in the volume hiring space. Within TI the

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recruiters are trained extensively on referencing & data generation. The TI team

focuses on volume hiring within the 0-4 years space.

Think Perfect (TP): TP is the quality hiring arm of Think People whereby the focus is

solely on quality. Members of this team have been trained on practices followed in

the West and more organized markets. This team operates on TAT of 24 hours and a

CV to Offer ratio of 4:1.

Think Executive (COE) – COE is the leadership hiring arm of Think People. The

COE team is small but a highly efficient one, who has been hand-picked & trained by

the management personally.

Approach: An agency-styled operation that focuses on a continuous sales and service

through a single contact point both internally and client-facing.

Database: Surprising fast and accurate responses from a custom built tool that has a

multi-input interface. The database has a freshness of 6 months and estimated accuracy of

70%.

MIS: The MIS system used by Think People is unique, which helps measure efforts of

the team. The MIS system is robust and accurate and integrates with Windows

phenomenally well.

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MISSION

To create good partnerships with our clients, whereby we make it our business to provide them

with cost effective human resource solutions and to assure our candidates & employees a joyous

working environment whilst maintaining the highest standards.

VISION

By 2015, Think People Solutions will be a Global Organization catering to the entire spectrum of

Human Resource needs, thereby increasing the turnover to a Billion Dollars and be the leader

with the Indian markets.

We believe the wisdom of the world is not in us BUT it is only when a partnership is struck,

that we are able to be our best and deliver value.

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Interesting Facts about Think People

There staff refuses to leave them. 4% of their staff is with them for at least 4 years,

5% for 3 years, a whooping 30% for 2 years and 18% for 1 year.

Their clients love them. More than 8 key accounts are 5+ years old with a continuous

month on month billing, 14 key accounts are 4 years old, 19 key accounts are 3 years

old and 35 key accounts are fresh.

Their business turnover has almost tripled each year since their inception in 2003,

except for the year 2006-07 where their business grew over two fold. They started as

teams of 2 in one location and at their peak were a team of 140+. Currently they are a

team 50+, Head Quartered in Mumbai.

They have placed more than 5000 candidates till now, averaging at over 2+

candidates placed daily.

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Think People Clients (partial list)

Wipro Technologies Accenture Services Intelligroup Asia

Hewlett Packard Cap Gemini Consulting Satyam Computers

Sybase Software PTC Dell India (R&D)

GE Research Persistent Systems Symphony Services

Microsoft India Gemstone AOL

Sungard Qualcomm Net Apps

ICICI Prudential Aviva Life Insurance HDFC Standard Life

Kotak Life Insurance Kotak Securities Kotak Mahindra Bank

Reliance Life Insurance Reliance Money Deustche Bank

Tata Communications Flextronics Sasken

Tata Power Global Telesystems

Limited

Wipro BPO

Shaadi.com Intellenet Fidelity Services

D Link India Citigroup Anand Rathi Securities

India Infoline ICICI One Source HSBC

SET Discovery Infomedia India Madison

India Today AC Nielsen – ORG

Marg

Financial Technologies

J Walter Thompson Alliance One GVR Infrastructure

Grey Worldwide Praxair Reliance

Communications

Wipro Infotech Global Telesystems

Limited

HSBC

Mediaturf Tata Motors Dharma Productions

FCB Ulka Louis Vuitton Idea Cellular

Cleartrip Fullerton India Ericsson

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Value Proposition

At Think People Solutions, they look at their clients as organizations which need talent

to compete and grow, this partnership approach has enabled them to extend their

relationships with their clients beyond the pool of talent that they recruit for them to

advising on new strategies and proficiencies, and building talent pools which may be

required in the future.

This philosophy is the cornerstone of Think People’s reputation. They find the right

match between employers and candidates thus ensuring mutual satisfaction to both

parties. So clients secure high caliber employees, while the employees find careers that

not only fit their profile but also their personality.

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Organization Chart of Think People Solution

RECRUITMENT PROCESS

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Resource Executive

Senior Resource Executive

Team Lead

Assistant Manager

Manager


Recruitment Process followed by a Recruiter

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Understand JD

Search ID

Discussion with Candidate

Interest Level

Quality Check

Line Up

Pre-Interview Follow Up

Select/Reject

Post-Interview Follow Up


Description:

Step 1: Recruiter has to understand the Job Description (JD) given by organization for respective

job.

Step 2: According to the JD, the recruiter has to search the relevant candidate for the given job

opening.

Step 3: When the candidates profile matches with the JD then the process of discussion with

candidate takes place.

Step 4: Checking the interest level of candidate in the given job is also very important.

Step 5: When candidate gets agree for the job opening then the quality team checks the details of

candidate and his knowledge regards to the respective opening.

Step 6: After quality check we line up the candidate for the interview.

Step 7: Before interview the process of pre-follow up takes place, like giving him the proper

detail of required document, keep him updating about the interview date, time and venue.

Step 8: During interview either the candidate gets selected or rejected.

Step 9: After interview, the post-follow up process takes place like

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Recruitment Process at Think People Solution

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Description:

Step 1: After the all checks the respected CV’s are sent to the client for short listing.

Step 2: After that the client short lists the relevant CV’s.

Step 3: After short listing, the first round of interview get scheduled.

Step 4: If candidate gets selected in first round, so he went for second round.

Step 5: Then second round of interview takes place.

Step 6: Here also when candidate gets selected he sent to further round of interviews.

Step 7: According to the opening, the required interview round takes place.

Step 8: After all technical rounds HR rounds get done, where the discussion regards to salary

also takes place like negotiation.

Step 9: If everything went fine, so candidate gets selected for given designation.

Step 10: After selection the candidate needs to submit the required documents to the

organization.

Step 11: Verification of candidate and of his past experiences takes place.

Step 12: After all verification, organization provides the offer to the candidate.

Step 13: After full satisfaction regards to designation and salary, candidate accepts the offer.

Step 14: Candidate joins the organization.

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Chapter III

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THEORATICAL BACKGROUND

Recruiting is the discovering of potential applicant for actual or anticipated organizational

vacancies. In the other words, it is a “linking activity” bringing together those with job and those

seeking jobs.

As Yodel and other points out: “Recruitment is a process to discover the sources of manpower to

meet the requirements of the staffing schedule and to employ effective measures for attracting

that manpower in adequate numbers to facilitate effective selection of an efficient working

force.”

Recruitment has been regarded as the most important function of personnel administration,

because unless the right type of people are hired, even the best plans, organization charts and

control systems would not do much goods.

Recruitment is often termed positive in that it stimulates people to apply for jobs to increase the

“hiring ration”, i.e., the number of applicants for jobs. Recruitment is the development and

maintenance of adequate manpower resources. It involves a creation of a pool of available labor

upon whom the organization can draw when it needs additional employees.

Factors affecting recruitment:

Most of the organizations, whether large or small, do engage in recruiting activity, though not to

the same extent. This differs with:

1. The size of organization.

2. The employment conditions in the community where the organization is located;

3. The effects of past recruiting efforts which show the organizations ability to locate and

keep good performing people;

4. Working condition and salary and benefit packages offered by the organization – which

may influence turnover and necessitate future recruiting;

5. The rate of growth of organization;

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6. The level of seasonally of operations and future expansion and production programs;

7. Cultural, economic and legal factors, etc.

Factors governing recruitment may broadly be divided as internal and external factors.

The internal factors include:

i. Recruiting policy of the organization;

ii. Human resource planning strategy of the company;

iii. Size of the organization and the number of employees employed;

iv. Cost involved in recruiting employees, and finally;

v. Growth and expansion plans of the organization.

The external factors include:

i. Supply and demand of specific skills in the labor market;

ii. Political and legal considerations such as reservation of the jobs for SCs, STs, etc.

iii. Company’s image-perception of the job seekers about the company.

Recruitment Policy:

A recruitment policy asserts the objective of the recruitment and provides a framework of

implementation of the recruitment program of an organization in the form of procedures.

As Yoder and other observe:

“Such a policy may involve a commitment to broad principles such as filling vacancies with the

best qualified individuals. It may embrace several issues such as extent of promotion from

within, attitudes of enterprise in recruiting its old employees, handicaps, minority groups, women

employees, friends and relatives of present employees. It may also involve the organization

system to be developed for implementing recruitment program and procedure to be employed.”

Therefore, a well considered and pre-planned recruitment policy based on corporate goals, study

of environment and the corporate needs need to be developed which may avoid hasty or ill-

defined procedure and may go a long way to cater the organization with the right type of

personnel.

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A good recruitment policy must contain these elements:

a) Organization’s objective – both in long-term and short-term must be taken into

consideration as a basic parameter for recruitment decisions and needs of the personnel-

area-wise, job-family-wise.

b) Identification of the recruitment needs to take decisions regarding the balance of the

qualitative dimensions of the would be recruits, i.e., the recruiter should prepare profiles

for each category of workers and accordingly work out the main specifications, decide

the sections, departments or branches where they should be placed and identify the

particular responsibilities which may be immediately assigned to them.

c) Preferred sources of recruitment, which would be tapped by the organization, e.g., for

skilled or semi-skilled manual workers, internal sources and employment exchanges may

be preferred; for highly specialized categories and managerial personnel, other sources

besides the former, may be utilized.

d) The cost of recruitment and financial implications of the same.

A recruitment policy, in its broad sense, involves a commitment by the employer to such general

principles as:

i. To find and employ the best qualified persons for each job;

ii. To retain the best and most promising of those hired;

iii. To offer promising opportunities for life-time working careers and;

iv. To provide programs and facilities for personal growth on the job.

The recruitment policy is concerned with quality and qualifications of manpower. It establishes

broad guidelines for staffing process. Generally, the following factors are involved in recruitment

policy.

i. To carefully observe the letter and spirit of the relevant public policy on hiring , and, on

the whole, employment relationship;

ii. To provide individual employees with the maximum of employment security, avoiding,

frequently lay-off or lost time;

iii. To provide each employee with an open road and encouragement in the continuing

development of his talent and skills;

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iv. To assure each employee of an organization interest in his personal goals and

employment objectives;

v. To assure employees of fairness in all employment relationships, including promotions

and transfers;

vi. To encourage one or more strong, effective, responsible trade unions among the

employees.

Literature Review

Article: Setting Up a Formal Recruitment and Hiring Process

Author: Jerome Baladad (Web content writer and Ex-HR practitioner)

Source: http://ezinearticles.com/?expert=Jerome_Baladad

Objective: To study the influence to the directions on how recruitment is done in any

organization

Summary: Some organizations even call the process "recruitment and selection." But there is

consensus among credentialed HR Practitioners on how to best put in place the most effective

recruitment and hiring process to help accomplish the goals of the organization. The author has

also culled from his many years of experience doing HR recruitment and hiring work to suggest

steps that he believes would be helpful to those interested in having formal recruitment and

hiring process in place.

On the over-all, the following steps are followed when one would like to put in place a formal

recruitment and hiring process:

1) First, define the strategy of the organization related to Human Resource (HR) management.

This has to be done in order to define the parameters involved in the very dynamic nature of

recruitment and hiring. This strategy has to come from the top-level leaders and managers of the

organization, following the size.

2) Depending on the size of the organization, the person will have to be given the authority and

be empowered to make decisions related recruitment and hiring. This person has to be a direct

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http://ezinearticles.com/?expert=Jerome_Baladad


report of the CEO (if it happens to be a bigger business concern). Or we can also call him or her

the Chief HR Executive in the meantime.

3) Assign who else will be involved in the recruitment and hiring process. This can be a standing

committee of leaders and managers who are also doing other assignments on top of recruitment

and hiring. Or this can be a separate group that is tasked at all times to do recruitment and hiring.

4) Come up "organizational chart," the job descriptions, and the pay scale and its different

grades.

5) The responsible person who is empowered to do recruitment and hiring will have to identify

the vacancies, or the jobs that have not been filled up, or without incumbents.

6) The Chief HR Executive can decide how the vacancies will be filled up. This can be done by

using in-house recruitment.

7) The group referred to in number "3" will then be tasked to accept applications. He / She will

have to read, evaluate and study all applications received within a certain time frame. It's

suggested to consider candidates who are most qualified and ready to do the job at once. From

these applications received, a tentative short list will be made. If recruitment is done in-house the

whole time, a tentative short-list will have to be drawn up. This list will be made up of the

applicants to be considered for interview.

8) The recruiter will then have to start getting in touch with the tentative shortlisted candidates

by fixing a schedule for an initial interview with each one of the candidates, or group interview.

9) Conduct the initial interview. During the interview date, the candidates will fill up application

form if you have one to “get to know each other" the first time with the purpose of feeling out

each other if both parties can work together in the organization.

10) The recruiter will then have to decide who among the candidates are worth taking a more

serious look by using certain tools like Psychological.

11) Come up with a definite short list for final interview.

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12) If nobody qualifies, or no one can be included in the shortlist, then the recruiter can repeat

step number "6," or study other recruitment options. Or announce for referrals of applicants from

other employees in the organization. Or put on hold the recruitment process, and continue at a

more appropriate time.

13) If there's a strong shortlist, the recruiter can proceed with the hiring process with approval

and finality by the CEO. But the CEO will make his / her decision depending on the

recommendations of the Chief HR executive and the members of the group referred to in number

"3".

14) Make a job offer. Confirm if the candidate will accept the offer. If there's a negotiation on the

compensation package, then this has to be clarified and completed first. Have the hired submit

the required legal documents to be able to start working with the organization. Agree on which

date to start with the job.

15) Make sure the desk or place of work has been cleaned out and ready for the next employee a

day or two before the start of employment. Prepare all the tools, office supplies that will be used

by the new hired.

16) Announce the name and relevant job details of the new hired with the rest of the

organization. This is to ensure that everyone has been told about changes that may be brought

about by the joining of a new hired.

17) Make sure you have someone to spend at least two hours with the new hired on the first day

of on the job. Or even spend lunch time or break time with the new hired, as soon as possible.

This can be either the direct supervisor, or even one of the other employees of the organization.

He / She buddies up with the new hired to better explain about the culture of the organization.

RELEVENCE TO THE PROJECT: This article helps to understand the steps of formal

recruitment and hiring process that would be helpful in making a company’s efficiency,

development and profit, it helps in assessing the employees for their integration and retention

and also influences the existing employees and the organization’s performance.

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Article: Effective Recruitment by Reference Check Method

Author: NGO VINET

Source: http://ezinearticles.com/?expert=Ngo_Vinet

Objective: To study the purpose of using the reference check method in the recruitment process.

Summary: Checking candidates' information via reference is an essential step in a recruitment

process. However, many companies do not pay much attention to such an important thing.

Information that needs checking is:

1. Candidate’s behavior/ habits that can badly affect your department or company's

activities.

2. Achievements which candidates mention to be theirs but in fact, those achievements

belong to the whole team. Awfully, some candidates make up such achievements.

3. Reasons why candidates do not work for the previous companies.

4. Candidate’s salary in their previous companies.

5. Relationship among candidates and their colleagues or managers.

Recruiters can easily check such information by calling referees. The more important the

position is, the more carefully they have to check the reference. In any circumstances, recruiters

should highly appreciate and focus on the reference check. By 2-3 minute calls, it is quite

difficult to know much about candidates' achievements or problems. So they should spend at

least 20 minutes for the call plan.

The questions they will ask about candidate’s are-

1. How long have you worked with him? What is his ability?

2. What are the main strengths and weaknesses of him?

3. What do you think in general about his competence and what are his main achievements?

4. Could you please tell me the relationship between him and his managers, inferior or

colleagues?

5. Do you know why he wants to change his job at this time?

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Recruiters had better say thanks to the referees for spending time talking to you and ensure that

you will keep secret about the talks.

Sometimes, referees do not want to share negative information about candidates. If recruiters are

professional and clever when talking, referees will agree to share with you information they

need. Recruiter should talk to the most appropriate people like candidates' direct managers, co-

workers or inferior is the best way. The ones who know candidates at present are more suitable

than the ones who knew them 10 years ago. Normally, the recruiters just need to find information

from 3 recent companies that candidates have worked for. The recruiter must remember that

candidates' past achievements are the best mirror reflecting their future achievements.

RELEVENCE TO THE PROJECT: This article helps to understand that reference check in

recruitment process is a simple step that does not take so much time but can help to save money

and take some more information that is not mentioned in the candidate’s applications or

interviews.

39


Data Analysis & Interpretation

1. Through which source the organization recruit the employees?

25%

20%

55%

The source used by organization for recruitment

Internal External Both

About 55% of employees said that they use both internal as well as external method for

recruitment where as only 25% gone for internal and 20% gone for external.

2. Which job portal does your organization use?

25%

20%30%

25%

Job Portals used by organization

Naukri Times Jobs Monster All of the above

About 30% of employees said that they use monster job portal for recruitment where as

25% gone for Naukri, 20% gone for Times Jobs and 20% gone for all the job portals.

40


3. Which Source do you prefer the most for hiring Management employees (middle level)

25%

30%

45%

Source used for hiring Management employees (middle level)

Internal sources External Sources Both

About 45% of employees said that they use both internal as well as external sources for

hiring the Middle level management employees where as only 25% gone for Internal

sources and 30% gone for External Source.

4. Name the source you find most suitable for hiring management employees?

35%

35%

30%

Source used for hiring Management employees

Job Portals Referral Both

About 35% of employees said that they use Referral as a source for hiring the

management employees and 35% gone for Job Portals where as 30% gone for both.

41


5. What way you find most suitable to contact candidates?

45%

20%

35%

Most suitable way to contact candidate

Telephone call E-mail Post

About 45% employees said that the most suitable way to contact a candidate is a

Telephone call where as 20% gone for E-mail and 35% gone for post.

42


6. Rank the following according to importance given while selection of top & middle level

employees.

45%

15%

25%

15%

Importance given while selection of top & middle level employees

Qualification Experience

Communication Leadership Qualities

About 45% employees said that most importance is given to Qualification during

selection where as 15% gone for experience, 25% gone for communication and 15% gone

for leadership qualities.

43


7. Does the procedure adopted for recruitment of employees enable the organization to give

right person for the right job?

70%

20%

10%

Procedure adopted for recruitment by organization to give right job to right candidate

Yes No To some extent

About 70% employees said that the procedure adopted by organization is enable to give

right person to right job where as 20% gone for no and 10% gone for to some extent.

44


8. What is the average time spent by resource executive on each candidate during

processing?

55%

30%

15%

Average time spent by resource executive on each candiate

10 mins 10 to 20 mins More

About 55% employees gone for 10mins the average time spend by resource executive on

each candidate where as 30% gone for 10 to 20mins and 15% gone for more than that.

9. How do you rate the recruitment procedure in your organization?

50%

30%

20%

Rating to recruitment process of an organization

Excellent Good Need to work on

About 50% employees said that the recruitment procedure adopted by organization is

Excellent where as 30% gone for good and 20 % gone for need to work on.

45


10. The rejected candidates are informed by?

30%

55%

15%

The rejected candidates are informed by

Mail Phone Not informed

About 55% employees said that the rejected candidates gets informed through Phone

where as 30% gone for Mail and 15% gone for not informed.

46


FINDINGS

In Think People Solutions most of the employee feels that the recruitment process followed by

their organization is good. About 55% of employees say that they prefer both internal and

external source for recruitment. 30% of employees gone for the monster job portal for

recruitment. 45% of employees said that they prefer both internal as well as external sources for

hiring middle level management employees and 35% prefers the referral as a source for other

hiring other management employees.

Think People prefer to the qualification of the candidate regards to the opening. The rejected

candidate majorly informed through phone call and fro contacting any candidate the telephone is

the most suitable way. The other modes of recruitment used by them are advertisement, E-

recruitment and reference also plays a major role in it.

50% of employees think that the recruitment process of an organization is Excellent and 30%

gone with good. Sometimes employees face problem regards to the job description given by

certain companies because they are not very well explained and took more time of executive to

understand than usual time.

47


SUGGESTIONS

Think People solutions should improve their infrastructure and the canteen facility for the

employees.

Training and development program should get conducted for employees, so that

employees should get update their selves.

The salary increment and performance appraisal should be given on time, so that the

employees should feel motivated.

Proper break time should be given or some stress bursting game time should be given.

The company should start survey time to time to know the grievances of client as well as

employees.

More improvement is required in the resourcing of candidate and the quality check

process, because for niche requirements the strict criteria is needed.

48


CONCLUSION

The recruitment is the major function of HR department and the recruitment is the competitive

strength and strategic advantage for the organization. Recruitment act as a link between the

employees and the job seekers and ensures the placement of right candidate at the right place at

right time. The completion of this project has helped me with the practical nuance of HR

recruitment process.

It has also helped in understanding the importance of a job requirement as per organizational

priority and the need of searching the best talent. Recruitment process involves systematic

procedure from sourcing the candidates arranging and conducting the interviews to joining of the

candidate and requires many resources and time. Recruitment process is very important for an

organization to select the quality work force and to maintain the competitive advantage in the

long run.

49


BIBLIOGRAPHY

Websites

www.google.com

www.thinkpeople.in

recruitment.naukrihub.com/meaning-of recruitment.html

recruitment.naukrihub.com/importance-of-recruitment.html



50



http://www.thinkpeople.in/

http://www.google.com/


ANNEXURE

QUESTIONNAIRE

Dear Respondent,

We are conducting a survey for the RECRUITMENT PROCEDURE. Your free and frank

opinion would be very valuable in conducting the survey. Please answer the following questions.

1. Through which source the organization recruit the employees?

a. Internal

b. External

c. Both

2. Which job portal does your organization use?

a. Naukri

b. Times Jobs

c. Monster

d. All of the above

3. What are the other modes of recruitment used by your organization for sourcing?

…………………………………………………………………………………………..

4. Rate the recruitment process carried out by the client:

a. Accenture 1 2 3 4

b. HCL 1 2 3 4

c. 3DPLM 1 2 3 4

d. Others 1 2 3 4

51


5. How would you rate the following in terms of effectiveness for sourcing candidates:

(Please tick your preference. Where 1 is least & 4 is best)

a. Job Portals 1 2 3 4

b. Referrals 1 2 3 4

c. Other 1 2 3 4

6. Which Source do you prefer the most for hiring Management employees (middle level)

a. Internal Sources

b. External Sources

c. Both

7. Name the source you find most suitable for hiring management employees?

a. Job Portals

b. Referral

c. Both

8. What way you find most suitable to contact candidates?

a. Telephone call

b. E-mail

c. Post

d. Any other……………….

9. Rank the following according to importance given while selection of top & middle level

employees.

a. Qualification

b. Experience

c. Communication

52


d. Leadership Qualities

e. Any Other

10. Does the procedure adopted for recruitment of employees enable the organization to give

right person for the right job?

a. Yes

b. No

c. To some extent

Your comments/suggestions: …………………………………………………….

11. What is the average time spent by resource executive on each candidate during

processing?

a. 10mins

b. 10 to 20mins

c. More

Any comments/suggestions: ……………………………………………………..

12. What is the back out percentage of candidates after being offered with the position?

a. 10%-20%

b. 20%-30%

c. 40% – 50%

d. Others ………………………………………………………………………

13. How do you rate the recruitment procedure in your organization?

a. Excellent

b. Good

c. Need to work on

d. Any comments/suggestions: ……………………………………………….

53


14. The rejected candidates are informed by?

a. Mail

b. Phone

c. Not informed

15. Additional suggestions for improvement:

………………………………………………………………………………………………………

………………………………………………………………………………………………………

54

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