shraddha final draft

8/14/2019 SHRADDHA Final Draft

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A

PROJECT REPORT

ON

RECURITMENT PROCESS

A detailed study done in

LOBO STAFFING SOLUTION PVT.LTD.

Submitted in partial fulfillment of the requirement for the award of Post

Graduate Diploma in Business Management under Bharati VidyapeethsInstitute of Management studies & Research

Submitted by

SHRADDHA DEEPAK VARMAROLL NO:41

BATCH: 2008-2010

Under the guidance of

PROF. VEENA CHAVAN

Bharati Vidyapeeths Institute of Management Studies & ResearchSector 8, CBD-Belapur, Navi Mumbai 400614


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ABSTRACT

Internship Placements

Summer Internship is an important and integral part of the academic curriculum. The first

year consists of two terms that stress on academic rigour and the development of

technical skills. The summer internship that follows lasts for 8-10 weeks and tests the

students thoroughly on this learning. The objective of the summer internship process is

two-fold. It helps the students gain first-hand experience in a particular industry. It

provides students with ample opportunity to innovate, add to, and challenge ideas and

techniques imbibed in the first year. It assists students in being more receptive to market

needs, and in deciding their area of specialization in the second year.

Another important facet of summer internship is the flow of information about the

company: the project work and related experiences of the intern eventually gets

communicated to the entire batch through informal, as well as formal, means. This gives

the company an opportunity to enhance its visibility on campus by using the intern as an

ambassador to present itself to the batch.

The Institute has always enjoyed extensive corporate support; with the result that summer

projects have been diverse, challenging and intense learning experiences.

There is also an academic component, interns prepare a report on the summer assignment

and present it to the organization.


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(i)

ACKNOWLEDGEMENT

I feel immense pleasure in taking this opportunity of expressing my profound humble and

deepest sense of gratitude and thanks from the core of my heart towards my guide Mr. M

Surendra (President- Lobo Staffing) for his valuable guidance, inspiration, deep interest,

kind advice and constructive criticism, right from the selection of this respective project.

I would like to extend my deepest sense of gratitude to Mr. Arun Shenoy (Zonal

Head- Lobo Staffing) for providing invaluable suggestions and inputs in carrying out the

project work.

I would also like to thank Ms .Neha sahgal (Project Guide) and Ms. Prachi

Bhaskar and also the entire members of the company for providing valuable information

and data for the fulfillment of study.

Last but not the least I would like to thank my institute and all the faculty members for

the proper guidance and assistance extended by them and also I extend my deepest sense

of gratitude to my mentor and guide Prof. Veena Chavan for her invaluable suggestions

and support throughout the completion of this project.

Signature of the student

(SHRADDHA DEEPAK VARMA)


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(ii)

EXECUTIVE SUMMARY

Today, in every organization personnel planning as an activity is necessary. It is an

important part of an organisation. Human Resource Planning is a vital ingredient for the

success of the organisation in the long run. There are certain ways that are to be followed

by every organisation, which ensures that it has right number and kind of people, at the

right place and right time, so that organisation can achieve its planned objective. The

objectives of Human Resource Department are Human Resource Planning, Recruitment

and Selection, Training and Development, Career planning, Transfer and Promotion, Risk

Management, Performance Appraisal and so on. Each objective needs special attention

and proper planning and implementation.For every organisation it is important to have aright person on a right job. Recruitment and Selection plays a vital role in this situation.

Shortage of skills and the use of new technology are putting considerable pressure on

how employers go about Recruiting and Selecting staff. It is recommended to carry out a

strategic analysis of Recruitment and Selection procedure. With reference to this context,

this project is been prepared to put a light on Recruitment and Selection process. This

project includes Meaning and Definition of Recruitment and Selection, Need and Purpose

of Recruitment, Evaluation of Recruitment Process, Recruitment Tips. Sources of

Recruitment through which an Organisation gets suitable application. Scientific

Recruitment and Selection, which an Organisation should follow for, right manpower.

Job Analysis, which gives an idea about the requirement of the job. Next is Selection

process, which includes steps of Selection, Types of Test, Types of Interview, Common

Interview Problems and their Solutions. Approaches to Selection, Scientific Selection

Policy, Selection in India and problems.


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(iii)PLEASE PASTE HERE THE CERTIFICATE FROM THE COMPANY


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(iv)PLEASE PASTE HERE THE CERTIFICATE FROM THE INSTITUTE


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(v)

TABLE OF CONTENTS

PARTICULARS PAGE NO:

Acknowledgement (i)Executive summary (ii)Certificates (iii)

Chapter 1: Introduction of the Project

1.1: Concept & Significance of the Study1.2: Scope1.3: Objective of the Study

Chapter-2 Introduction to the Industry

2.12.22.32.4

Chapter-3 Introduction to the Company/Organization

3.13.2

3.33.4

Chapter 4: Research Methodology

4.1: Research Design4.2: Data Collection Techniques and Tools4.3: Sample Design4.4: Limitations

Chapter 5: Data Analysis and Interpretation

Chapter 6: Conclusions, Limitations and Suggestions6.1 Conclusions6.2 Limitations6.3 Suggestions

Bibliography

Annexure


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1. INTRODUCTION OF THE PROJECT

Recruitment and Selection

Recruitment and selection are two of the most important functions of personnel

management. Recruitment precedes selection and helps in selecting a right candidate.

Recruitment is a process to discover the sources of manpower to meet the requirement of

the staffing schedule and to employ effective measures for attracting that manpower in

adequate numbers to facilitate effective selection of efficient personnel. Staffing is one

basic function of management. All managers have responsibility of staffing function by

selecting the chief executive and even the foremen and supervisors have a staffing

responsibility when they select the rank and file workers. However, the personnel

manager and his personnel department is mainly concerned with the staffing function

.Every organization needs to look after recruitment and selection in the initial period and

thereafter as and when additional manpower is required due to expansion and

development of business activities. Right person for the right job is the basic principle

in recruitment and selection. Ever organization should give attention to the selection of its

manpower, especially its managers. The operative manpower is equally important and

essential for the orderly working of an enterprise. Every business organisation/unit needs

manpower for carrying different business activities smoothly and efficiently and for this

recruitment and selection of suitable candidates are essential. Human resource

management in an organisation will not be possible if unsuitable persons are selected and

employment in a business unit

The name of the project is Recruitment. This project is based on the Recruitment process,

wherein I have studied the whole recruitment process for example how to screen theresume, how to conduct the telephonic interview, how to short list the candidate ,etc.


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1.1 Concept & Significance of the study

Contract Staffing:-

Contract Staffing or Temping is a co-employment relationship between an employer, astaffing company and the employee, wherein the staffing company assumes responsibility

for employer obligations related to Recruitment, Payroll & Benefits, Insurance, Statutory

Compliance, Employment Taxes, etc.

Temporary Staffing:-

Temporary workers are employed by staffing companies and sent to work on specific

projects or for specified periods of time with their clients. The worker may move from

one client site to another depending on the staffing companys clients. The temporary

staffing company is responsible for the salary and benefits of the temporary workers,

while it in turn, receives payment from the client.

1 MEANING OF RECRUITMENT :-

Recruitment means to estimate the available vacancies and to make suitable arrangements

for their selection and appointment. Recruitment is understood as the process of

searching for and obtaining applicants for the jobs, from among whom the right people

can be selected. A formal definition states, It is the process of finding and attracting

capable applicants for the employment. The process begins when new recruits are sought

and ends when their applicants are submitted. The result is a pool of applicants from

which new employees are selected. In this, the available vacancies are given wide

publicity and suitable candidates are encouraged to submit applications so as to have a

pool of eligible candidates for scientific selection.In recruitment, information is collected

from interested candidates. For this different source such as newspaper advertisement,

employment exchanges, internal promotion, etc.are used. In the recruitment, a pool of

eligible and interested candidates is created for selection of most suitable candidates.

Recruitment represents the first contact that a company makes with potential employees


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1.2 Definition:

According to EDWIN FLIPPO,Recruitment is the process of searching for prospective

employees and stimulating them to apply for jobs in the organization.

Recruitment is defined as, a process to discover the sources of manpower to meet the

requirement of the staffing schedule to employ effective measures for attracting that

manpower in numbers to facilitate effective selection of an efficient workforce.

1.3 Need for recruitment:

The need for recruitment may be due to the following reasons / situation:

a) Vacancies due to promotions, transfer, retirement, termination, permanent disability,

death and labour turnover.

b) Creation of new vacancies due to the growth, expansion and diversification of business

activities of an enterprise. In addition, new vacancies are possible due to job

specification.

1.4 Purpose and importance of Recruitment:

1. Determine the present and future requirements of the organization on conjunction with

its personnel-planning and job analysis activities.

2. Increase the pool of job candidates at minimum cost.

3. Help increase the success rate of the selection process by reducing the number of

visibly under qualified or overqualified job applicants.

4. Help reduce the probability that job applicants, once recruited and selected, will leave

the organization only after a short period of time.


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5. Meet the organizations legal and social obligations regarding the composition of its

work force.

6. Begin identifying and preparing potential job applicants who will be appropriate

candidates.

7. Increase organizational and individual effectiveness in the short term and long term.

8. Evaluate the effectiveness of various recruiting techniques and sources for all types of

job applicants.

Recruitment is a positive function in which publicity is given to the jobs available in the

organization and interested candidates are encouraged to submit applications for the

purpose of selection. Recruitment represents the first contact that a company makes with

potential employees. It is through recruitment that many individuals will come to know a

company, and eventually decided whether they wish to work for it. A well-planned and

well-managed recruiting effort will result in high quality applicants, whereas, a

haphazard and piecemeal efforts will result in mediocre ones.


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1.5 RECRUITMENT PROCESS :

Receipt of requirement from BD/ Clientwith Terms & condition & LOI/ Agreement

Identifying the need with client & why they shouldpartner us Defining into the process owner

Sending JD to client for approval orReceive JD from client In format

Discussing JD with the client & Timeframe

by which they expect the Delivery

Communicating client's requirement& strategy to Delivery Team

Finding fromMulti Location

Searching for candidate

Referrals,Networking,Walk-Ins,Campus Drive,Job Fairs,Head Hunting,Employment,Job portals,In-house

database

MaintainDatabase

Past database Current database Future database

If Ri ht match found

Execution of Recruitment

1 .Personal interviews2. Assessment3. If shortlisted,arrange final interviewwith client.

1. Initial shortlisting2. Sending CV toclient.3. Initial Selection4. Schedulinginterview

Receipt of requirement from BD/ Clientwith Terms & condition & LOI/ Agreement

If Re ectedIf selected


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Recruitment refers to the process of identifying and attracting job seekers so as to build apool of qualified job applicants. The process comprises five interrelated stages, viz,

1. Planning.

2. Strategy development.

3. Searching

.4.Screening.

5. Evaluation and control.

The ideal recruitment programme is the one that attracts a relatively larger number of

qualified applicants who will survive the screening process and accept positions with the

organization, when offered. Recruitment programmes can miss the ideal in many ways

i.e. by failing to attract an adequate applicant pool, by under/over selling the organization

or by inadequate screening applicants before they enter the selection process. Thus, to

approach the ideal, individuals responsible for the recruitment process must know how

many and what types of employees are needed, where and how to look for the individuals

with the appropriate qualifications and interests, what inducement to use for various types

of applicants groups, how to distinguish applicants who are qualified from those who

have a reasonable chance of success and how to evaluate their work.

STAGE 1:

RECRUITMENT PLANNING:

The first stage in the recruitment process is planning. Planning involves the translation of

likely job vacancies and information about the nature of these jobs into set of objectives

or targets that specify the

(1) Numbers and

(2) Types of applicants to be contacted.

1. Offer Letter ( Temporary)HR & Payroll2. Raising Invoice as per LOI


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STAGE 2:

STRATEGY DEVELOPMENT :

When it is estimated that what types of recruitment and how many are required then one

has concentrate in the activities in the recruitment process.

(1). Make or Buy employees.

(2). Technological sophistication of recruitment and selection devices.

(3). Geographical distribution of labour markets comprising job seekers.

(4). Sources of recruitment.

(5). Sequencing

STAGE 3:

SEARCHNG:

Once a recruitment plan and strategy are worked out, the search process can begin.

Search involves two steps

A). Source activation and

B). Selling.

A). SOURCE ACTIVATION:

Typically, sources and search methods are activated by the issuance of an employee

requisition. This means that no actual recruiting takes place until lone managers have

verified that vacancy does exist or will exist. If the organization has planned well and

done a good job of developing its sources and search methods, activation soon results in a

flood of applications and/or resumes. The application received must be screened. Those

who pass have to be contacted and invited for interview. Unsuccessful applicants must be

sent letter of regret.

B). SELLING:


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A second issue to be addressed in the searching process concerns communications.

Here, organisation walks tightrope. On one hand, they want to do whatever they can to

attract desirable applicants. On the other hand, they must resist the temptation of

overselling their virtues. In selling the organisation, both the message and the media

deserve attention. Message refers to the employment advertisement. With regards to

media, it may be stated that effectiveness of any recruiting message depends on the

media. Media are several-some have low credibility, while others enjoy high credibility.

Selection of medium or media needs to be done with a lot of care.

STAGE 4

SCREENING:

Screening of applicants can be regarded as an integral part of the recruiting process,

though many view it as the first step in the selection process. Even the definition on

recruitment, we quoted in the beginning of this chapter, excludes screening from its

scope. However, We have included screening in recruitment for valid reasons. The

selection process will begin after the applications have been scrutinized and short-listed.

Purpose of screening

The purpose of screening is to remove from the recruitment process, at an early stage,

those applicants who are visibly unqualified for the job. Effective screening can save a

great deal of time and money. Care must be exercised, however, to assure that potentially

good employees are not rejected without justification. In screening, clear job

specifications are invaluable. It is both good practice and a legal necessity that applicants

qualification is judged on the basis of their knowledge, skills, abilities and interest

required to do the job. The techniques used to screen applicants vary depending on the

candidate sources and recruiting methods used. Interview and and application blanks may

be used to screen walk-ins. Campus recruiters and agency representatives use interviews

and resumes. Reference checks are also useful in screening.

STAGE 5:


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EVALUATION AND CONTROL:

1Evaluation and control is necessary as considerable costs are incurred in the recruitment

process. The costs generally incurred are: -

1. Salaries for recruiters.

2. Management and professional time spent on preparing job description, job

specifications, advertisements, agency liaison and so forth.

3. The cost of advertisements or other recruitment methods, that is, agency fees.

4. Recruitment overheads and administrative expenses.

5. Costs of overtime and outsourcing while the vacancies remain unfilled.

6. Cost of recruiting unsuitable candidates for the selection process.

1.4 EVALUATION OF RECRUITMENT PROCESS

The recruitment has the objective of searching for and obtaining applications for job

seekers in sufficient number and quality. Keeping this objective in the mind, the

evaluation might include:

1. Return rate of application sent out.

2. Number of suitable candidates for selection.

3. Retention and performance of the candidates selected.

4. Cost of the recruitment process

5. Time lapsed data

6. Comments on image projected.

Sources of Recruitment


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SOURCES OF MANAGERIAL RECRUITMENT

INTERNAL SOURCES EXTERNAL SOURCES

1) Promotion 1) Campus recruitment

2) Transfers 2) Press advertisement

3) Internal notification 3) Management consultancy

service(Advertisement) & private employment exchanges

4) Retirement 4) Deputation of personnel or transfer

fromone enterprise to another

5) Recall 5) Management training schemes

6) Former employees 6) Walk-ins, write-ins, talk-ins

7) Miscellaneous external sources

The sources of recruitment can be broadly categorized into internal and external sources-

(I) Internal Recruitment

Internal recruitment seeks applicants for positions from within the company. The various

internal sources include:

Promotions and Transfers

Promotion is an effective means using job posting and personnel records. Job

posting requires notifying vacant positions by posting notices, circulating publications or

announcing at staff meetings and inviting employees to apply. Personnel records help

discover employees who are doing jobs below their educational qualifications or skill

levels. Promotions has many advantages like it is good public relations, builds morale,

encourages competent individuals who are ambitious, improves the probability of good

selection since information on the individuals performance is readily available, is

cheaper than going outside to recruit, those chosen internally are familiar with the

organization thus reducing the orientation time and energy and also acts as a training

device for developing middle-level and top-level managers. However, promotions restrict


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the field of selection preventing fresh blood & ideas from entering the organization. It

also leads to inbreeding in the organization. Transfers are also important in providing

employees with a broad-based view of the organization, necessary for future promotions.

Employee referrals-

Employees can develop good prospects for their families and friends by

acquainting them with the advantages of a job with the company, furnishing them with

introduction and encouraging them to apply. This is a very effective means as many

qualified people can be reached at a very low cost to the company. The other advantages

are that the employees would bring only those referrals that they feel would be able to fit

in the organization based on their own experience. The organization can be assured of the

reliability and the character of the referrals. In this way, the organization can also fulfill

social obligations and create goodwill.

Former Employees-

These include retired employees who are willing to work on a part-time basis,

individuals who left work and are willing to come back for higher compensations. Evenretrenched employees are taken up once again. The advantage here is that the people are

already known to the organization and there is no need to find out their past performance

and character. Also, there is no need of an orientation programme for them, since they are

familiar with the organization.

Dependents of deceased employees-

Usually, banks follow this policy. If an employee dies, his / her spouse or son or

daughter is recruited in their place. This is usually an effective way to fulfill social

obligation and create goodwill.


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Recalls: -

When management faces a problem, which can be solved only by a manager who has

proceeded on long leave, it may be decided to RECRUITMENT AND SELECTION

recall that persons after the problem is solved, his leave may be extended.

Retirements: -

At times, management may not find suitable candidates in place of the one who had

retired, after meritorious service. Under the circumstances, management may decide to

call retired managers with new extension.

Internal notification (advertisement): -

Sometimes, management issues an internal notification for the benefit of existing

employees. Most employees know from their own experience about the requirement of

the job and what sort of person the company is looking for. Often employees have friends

or acquaintances who meet these requirements. Suitable persons are appointed at the

vacant posts.

(II) External Recruitment

External recruitment seeks applicants for positions from sources outside the company.

They have outnumbered the internal methods. The various external sources include:

Professional or Trade Associations :-

Many associations provide placement service to its members. It consists

of compiling job seekers lists and providing access to members during regional or

national conventions. Also, the publications of these associations carry classified

advertisements from employers interested in recruiting their members. These are

particularly useful for attracting highly educated, experienced or skilled personnel. Also,

the recruiters can zero on in specific job seekers, especially for hard-to-fill technical

posts.


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Advertisements :-

It is a popular method of seeking recruits, as many recruiters prefer

advertisements because of their wide reach. Want ads describe the job benefits, identify

the employer and tell those interested how to apply. Newspaper is the most common

medium but for highly specialized recruits, advertisements may be placed in professional

or business journals. Advertisements must contain proper information like the job

content, working conditions, location of job, compensation including fringe benefits, job

specifications, growth aspects, etc. The advertisement has to sell the idea that the

company and job are perfect for the candidate. Recruitment advertisements can also

serve as corporate advertisements to build company image. It also cost effective.

Employment Exchanges:-

Employment Exchanges have been set up all over the country in deference to the

provision of the Employment Exchanges (Compulsory Notification of Vacancies) Act,

1959. The Act applies to all industrial establishments having 25 workers or more each.

The Act requires all the industrial establishments to notify the vacancies before they are

filled. The major functions of the exchanges are to increase the pool of possible

applicants and to do the preliminary screening. Thus, employment exchanges act as a link

between the employers and the prospective employees. These offices are particularlyuseful to in recruiting blue-collar, white collar and technical workers.

Campus Recruitments:-

Colleges, universities, research laboratories, sports fields and institutes are

fertile ground for recruiters, particularly the institutes. Campus Recruitment is going

global with companies like HLL, Citibank, HCL-HP, ANZ Grindlays, L&T, Motorola

and Reliance looking for global markets. Some companies recruit a given number of

candidates from these institutes every year. Campus recruitment is so much sought after

that each college; university department or institute will have a placement officer to

handle recruitment functions. However, it is often an expensive process, even if

recruiting process produces job offers and acceptances eventually. A majority leave the


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organization within the first five years of their employment. Yet, it is a major source of

recruitment for prestigious companies.

Walk-ins, Write-ins and Talk-ins-

The most common and least expensive approach for candidates is direct

applications, in which job seekers submit unsolicited application letters or resumes.

Direct applications can also provide a pool of potential employees to meet future needs.

From employees viewpoint, walk-ins are preferable as they are free from the hassles

associated with other methods of recruitment. While direct applications are particularly

effective in filling entry-level and unskilled vacancies, some organizations compile pools

of potential employees from direct applications for skilled positions. Write-ins are those

who send written enquiries. These jobseekers are asked to complete application forms for

further processing. Talk-ins involves the job aspirants meeting the recruiter (on an

appropriated date) for detailed talks. No application is required to be submitted to the

recruiter.

Contractors:

They are used to recruit casual workers. The names of the workers are not entered in the

company records and, to this extent; difficulties experienced in maintaining permanentworkers are avoided.

Consultants:-

They are in the profession for recruiting and selecting managerial and executive

personnel. They are useful as they have nationwide contacts and lend professionalism to

the hiring process. They also keep prospective employer and employee anonymous.

However, the cost can be a deterrent factor.

Head Hunters:-

They are useful in specialized and skilled candidate working in a particular company. An

agent is sent to represent the recruiting company and offer is made to the candidate. This

is a useful source when both the companies involved are in the same field, and the


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employee is reluctant to take the offer since he fears, that his company is testing his

loyalty.

Competitors:-

This method is popularly known as poaching or raiding which involves identifying

the right people in rival companies, offering them better terms and luring them away. For

instance, several executives of HMT left to join Titan Watch Company. There are legal

and ethical issues involved in raiding rival firms for potential candidates. From the legal

point of view, an employee is expected to join a new organization only after obtaining a

no objection certificate from his/ her present employer. Violating this requirement shall

bind the employee to pay a few months salary to his/ her present employer as a

punishment. However, there are many ethical issues attached to it.

Evaluation of External Recruitment:

External sources of recruitment have both merits and demerits.

The merits are-

The organization will have the benefit of new skills, new talents and new

experiences, if people are hired from external sources.

The management will be able to fulfill reservation requirements in favour of the

disadvantaged sections of the society.

Scope for resentment, heartburn and jealousy can be avoided by recruiting from

outside.


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The demerits are-

Better motivation and increased morale associated with promoting own

employees re lost to the organization.

External recruitment is costly.

If recruitment and selection processes are not properly carried out, chances of

right candidates being rejected and wrong applicants being selected occur.

High training time is associated with external recruitment.

1.2 Scope

1. The studys emphasis is on recruitment process of the organization.

2. The study was done only to know the various sources of recruitment

What has been rated as the fastest growing human resource trend, the phenomenon of

contract staffing is finally catching up in India. While industry experts estimate employee

leasing to be $140 billion business worldwide, the domestic staffing industry is yet to

boast of big figures. The scenario is however about to change considering the fact that in

the near future 2.5 to 3 percent of the workforce in the country will be hired on a

temporary basis. The IT industry being a trendsetter of sorts, will witness a large

percentage of such hirings in the next few years.

Contract staffing is expected to grow exponentially in the country, in the near future. It

is the quality and ease of availability of manpower that would define the role employee

leasing organizations stand to play, not only in non-core functions but also certain core

business areas of organizations, points out Reddy, adding that it is imperative for

outsourcing partners to move from only employee leasing to complete end-to-end

activity management. It is also necessary for outsourcing partners to be equipped with


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vertical and functional specializations, with key differentiators customized to the Indian

employment scenario.

In a recruitment market where the concept of full-time employment is increasingly

becoming a thing of the past, temporary staffing is emerging as the viable option.

The concept of labour has changed. It has evolved. Temporary or contract staffing has the

negative connotations of precarious employment, but there is another side of the coin,

namely the positive dimensions of flexibility, outside access, lower employment, greater

employability and increased labour mobility. Temp or contract staffing is todays buzz

word in corporate world.


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1.3 Objective of the Study

The purpose of research is to discover answers to questions through the application of

scientific procedures. The main aim of research is to find out the truth which is hidden

and which has not been discovered as yet.

The Objective of the projects that have been assigned as a part of the internship is:

1. To understand the Placement Industry

2. To analyze and compare the services provided by different contract staffingcompanies with Lobo Staffing Solutions Pvt Ltd.

3. To understand the Recruitment process in-depth.

4. To understand the flow chart of the sourcing team in the organization.

5. To understand the Job Description of client and sourcing candidates for the same.

6. To understand the Recruitment Strategy followed by the organization.

7. To learn about the corporate culture.

8. To understand the various services offered by the placement industry.

9. To identify any improvements needed for recruitment process of lobo staffing

solution pvt.ltd.


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2. INTRODUCTION TO THE INDUSTRY

Human resources is an increasingly broadening term with which an organization,

or other human system describes the combination of traditionally administrative personnel

functions with acquisition and application of skills, knowledge and experience, Employee

Relations and resource planning at various levels. Human resources has at least two

related interpretations depending on context. The original usage derives frompolitical

economy and economics, where it was traditionally called labor, one of fourfactors of

production although this perspective is changing as a function of new and ongoing

research into more strategic approaches at national levels. The more traditional usage

within corporations and businesses refers to the individuals within a firm or agency, and

to the portion of the organization that deals with hiring, firing, training, and other

personnel issues, typically referred to as `human resources management'.

2.1 Human Resource Industry Overview

The human capital market place remains highly competitive and is poised for

enormous growth in the next 10 years, since companies around the world are investing

heavily in their human resources infrastructure.

Human Resources Sourcing or the Placement Industry is recognized as the fastest

growing industry. Establishments classified under this industry may assist either

employers or those seeking employment. In India only, while 150lacs agencies help non-

professional labor with placements such as construction, transport and certain industrial

jobs, about 800lacs work with professionals in ever-widening fields, such as nursing and

teaching.
http://en.wikipedia.org/wiki/Resource_(economics)http://en.wikipedia.org/wiki/Political_economyhttp://en.wikipedia.org/wiki/Political_economyhttp://en.wikipedia.org/wiki/Economicshttp://en.wikipedia.org/wiki/Labour_economicshttp://en.wikipedia.org/wiki/Factors_of_productionhttp://en.wikipedia.org/wiki/Factors_of_productionhttp://en.wikipedia.org/wiki/Resource_(economics)http://en.wikipedia.org/wiki/Political_economyhttp://en.wikipedia.org/wiki/Political_economyhttp://en.wikipedia.org/wiki/Economicshttp://en.wikipedia.org/wiki/Labour_economicshttp://en.wikipedia.org/wiki/Factors_of_productionhttp://en.wikipedia.org/wiki/Factors_of_production


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HR Sourcing (placement) is a large and complex universe in itself, encompassing the

many different functions associated with the HR department.

2.2 Understanding the Human Resources Marketplace

The human resources function of an organization is responsible for all the

practices and processes that impact the companys most important asset their employees.

And while admittedly there are many ways of categorizing the human resources industry,

the simplest and most logical method is to organize the industry within the following HR

pillars:

Recruitment and Staffing: This includes searching for and hiring new employees and a

wide variety of services from job boards to staffing and relocation firms, testing and

assessment technologies, applicant tacking technologies, executive search/placement

firms, background checking services, etc. For the most part, this category ends when the

employee is hired.

Compensation/Payroll: This includes everything from payroll processing companies to

companies specializing in specific payroll and compensation services, compensation

design, and salary statistics services.

Employee Benefits: This category encompasses a wide variety of employee benefit and

related services from traditional health and welfare benefits to worksite/voluntary

products, pharmacy benefit programs, benefits administration and communication

software, third-party administrators, retirement plan services, and workers'

compensation/disability insurance services.

Talent Management/Employee Relations: This category includes all the human

resources services related to managing the individual once they are hired as an employee

appraisal, evaluation, recognition, promotion, retention, and succession planning services.


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Training and Development: This category includes the many products and services

related to training and developing employees from instructor-based training to eLearning

solutions.

Compliance: This category includes all the services related to complying with and

managing the various aspects of labor laws, labor relations, legislation, litigation,

alternative dispute services, etc.

In addition to these specific human resources categories, it is also important to highlight

services that are cross-functional in nature and relate to one or all the HR pillars:

Consulting Services: This cross-functional category includes the thousands of consulting

firms that can help HR departments with one or all aspects of human resources

management and process improvement.

HRIS/ERP/ATS Solutions: At one time, this might have been considered a separate

pillar within HR but today, technology is integrated with and impacts all aspects of HR

from applicant tracking to eLearning. The Internet and other technologies are

fundamentally changing the human capital marketplace as companies strive to become

more efficient. Technology allows HR to automate processes and eliminate many of the

more labor-intensive transactional and administrative processes that have burdened HR

professionals for years.

Outsourcing: Any and all aspect of HR can be outsourced. According to research by

Gartner, Inc., 80 percent of companies now outsource at least one HR activity, and the

number is swiftly growing. For this reason, we do not consider outsourcing as a

functional pillar within HR, but rather cross-functional. Increasing numbers of

organizations are turning to specialized firms to supplement various aspects of human

resource management. While outsourcing makes sense for many reasons, the primary

benefit is containment/reduction of costs of routine transactional and administrative

work. Another key reason is the belief that a company should outsource all non-mission

critical aspects of its business.


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2.3 Understanding Staffing Industry

Dramatic changes in the way, have brought about many innovations in the

personnel and human resources industry, including the advent of flexible and temporary

staffing agencies and the emergence of professional employer organizations (PEOs).

With the downsizing and outsourcing from many large employers, highly

qualified professionals often find themselves out of work, seeking assistance from

employment services and staffing agencies. In fact, in recent decades, the traditional

employment agency has really transformed into the flexible staffing agency, with benefits

for employers and employees alike.

Business can benefit from the experience of others, particularly well-educated

professionals who are willing to trade off steady salaries and solid benefits for the ability

to spend more time with their families and choose when and where they want to work.

Companies prefer flexible staffing as well, which allows them to take more time to make

permanent hiring decisions, at the same time giving them an excellent pool of workers

from which to recruit on a temporary or even permanent basis.

According to the Bureau of Labor Statistics, temporary jobs accounted for 9

percent of the new jobs created in 2004. Research conducted at Lehigh University and the

University of Oklahoma found that firms using contingent, or temporary employees had

better gross margins than those that relied solely on a permanent workforce.

As businesses have expanded their staffing needs, employment agencies have had

to expand the types of workers available. The staffing industry now provides a wide

variety of services to clients, including light industrial and clerical staffing, information

technology staffing, healthcare staffing, executive staffing and financial management

staffing.

In general, the staffing industry can be categorized as follows:


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Temporary staffing services hire their own employees and assign them to

client firms to supplement the client's permanent workforce, particularly in cases of long-

term leaves of absence, vacations or temporary work overloads. Today temporary staffing

includes more than 60 percent of the staffing industries.

Managed services include cases when the client firm wants to have a

specific facility of function managed on an ongoing basis sometimes referred to as

outsourcing.

Payroll services typically assign workers, who have been hired by the

client, back to the client firm.

Permanent placement services are provided when a staffing service

screens, interviews and qualifies individuals for long-term placement in a client firm.

Temp-to-hire services combine the services of a temporary staffing agency

and a permanent placement service.

Long-term staffing agencies provide employees from the firm to a client

for work on a long-term or indefinite assignment.

Employee leasing today more often referred to as Professional Employer

Organizations involves relationships in which a client firm places its employees on the

payroll of the staffing company, a service that appeals to small and mid-sized firms that

find it cost-effective to use a professional employer rather than provide their own human

resource department.

Flexible staffing has gained in popularity for a number of reasons. With the

advent of technology that enhances productivity and creates more intense competition,

businesses are forced to become more frugal and profit-motivated. Flexible staffing is

cost-effective.

Secondly, temporary staffing allows management to change its employment levels

as it sees fit to respond to peak times and special projects. The savings enables firms to

increase the benefits and compensation offered to permanent staff in order to attract the

most highly skilled and qualified individuals.


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3. INTRODUCTION TO LOBO STAFFING SOLUTIONS PVT LTD

3.1 COMPANY PROFILE

MISSION OF THE COMPANY

Build a Vibrant organization that provides quality staffing solution, creates opportunities

for all and is among the top three staffing companies in the country.

QUALITY OBJECTIVE OF THE COMPANY

To add value to the stakeholders by increasing the PPP by 1.50 client growth of 25%

reduce cost to 10% and increase the prices of products and improve the customer

satisfaction by 60% to 75% by September 2009.


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QUALITY POLICY OF THE COMPANY

At Lobo Staffing Solutions Pvt.Ltd., We will endeavor to implement quality management

system in every sphere of our business activity so as to ensure that we are able to meetcustomers expectations and confidence within the frame work of statutory and

Regulatory requirements.

This we shall achieve by : -

1. Establishing and reviewing measurable quality objectives.

2. Ensuring communication and understanding of quality policy within the

organization.

3. providing necessary inputs and training to our employees.

4. Continuously improving the effectiveness of the quality management

systems.

5. Being competitive and proactive in providing HR solutions.

6. Providing quality services and exceeding customer expectations.

7. Partnering mutual business goals through clearly understood and defined

benchmarked services.

Individual Ethics & Values of Lobo Staffing Solutions Pvt Ltd

Responsibility & Accountability

Treat everyone as adult

Respect all including Internal & External customers

Transparencies and openness in all dealing

No compromise on ethical standards

Non compliance and disobedience would be taken seriously and action to bedefined


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Creative

Reward

Business Ethics & Values of Lobo Staffing Solution Pvt Ltd

Speed & Accuracy

Anticipate both Failure & Success

Do it right First Time

Closure Commitment to close to be mandatory and actionable

Continuous Improvement

Quality & Customer Care

Lean

Leadership

Integrity

Welcome to Lobo Staffing Solutions Pvt.Ltd

Lobo Staffing is a contract staffing company that delivers payroll processing services,

employee testing, training and induction programs to contract staffing personnel on

behalf of our clients.

About LSS

Lobo Staffing is a part of the PSS Group. The flagship company of the group Personnel

Search Services, is a pioneer and leader in the executive search profession in India,

specializing in recruitment of senior and middle management level professionals, with

more than 25 years of successful experience. Lobo Staffing has been spun off as an


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independent company to offer the best of Human Capital through flexible, interim and

contract staffing solutions, thereby making a visible difference to the client organization.

Lobo Staffing Solutions is part of the Personnel Search Services (PSS) Group, who is

pioneers in the field ofexecutive search, having started PSS 26 years back. Lobo

Staffing Solution Pvt Ltd brings to the table an in-depth understanding of HR matters

especially related to the selection and recruitment of human resources. Members of the

top management team of the PSS Group are post-graduates in management from the

premier HR management school in India XLRI, Jamshedpur, and bring strong

professional qualification and experience to bear in various lines of HR related services

that they operate.

Lobo Staffing Solutions is a contract staffing company that delivers payroll processing

services, employee testing, training and induction programs to contract personnel on

behalf of our clients.

With a pan-India presence in Mumbai, Bangalore, Chennai, Delhi, Hyderabad, Pune,

Vadodhra and Kolkata, Lobo Staffing Solutions is positioned to cater to a companys

contract staffing needs across multiple locations.

Today, the costs, logistics and legal tightrope associated with hiring temporary labor in

India has compelled companies to outsource these services to trustworthy and dependable

contract staffing firms. Lobo Staffing can be your companys partner in this regard. The

quality of our services as well as our focus on statutory compliances will allow your

companys top management to focus on more pressing strategic issues.


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3.2 Services of LSS

An Understanding of Contract Staffing

Contract Staffing or Temping is a co-employment relationship between an employer, a

staffing company and the employee, wherein the staffing company assumes responsibility

for employer obligations related to Recruitment, Payroll & Benefits, Insurance, Statutory

Compliance, Employment Taxes, etc.

Temporary workers are employed by staffing companies and sent to work on specific

projects or for specified periods of time with their clients. The worker may move from

one client site to another depending on the staffing companys clients. The temporary

staffing company is responsible for the salary and benefits of the temporary workers,

while it in turn, receives payment from the client.

Although, temp staffing has always existed, it operated in a local, almost informal

fashion. Temping was usually routed through small agencies, chartered accountancy

firms and locals who were into small-time placements for corporatist. While a permanent,

full-time job may still be the norm, labor markets worldwide are changing. The job-for-


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life is being replaced with life-long learning, multi-skilling and a working life with

multiple careers and flexible hours.

Contract Staffing

Reference Checks, Validations & Testing

As employers manage more people due to growing operations, it is difficult to verify and

check the backgrounds of new incoming employees before beginning their recruitment

tenures. Lobo Staffing, offers this value added service to companies to help avoid on-the-

job problems or disciplinary actions against unfit personnel.

Payroll Processing

payroll services of LSS offer an attractive alternative to in-house processing. LSS

calculate payroll, adhere to the latest tax obligations, print and deliver cheques, and

provide management reports. In addition, LSS consultants have the professional

competency to diagnose the entire payroll process and recommend a more cost-effective

system for other company.

Rest assured that LSSs professional team is capable of responding speedily to any

concerns client may have. LSS responses are back by state-of-the-art tools, technology

and processes.

Statutory Compliance

Every year there are close to 70 compliances under various laws that employers had to

adhere to. companies coverage of these requirements ensures that clients who outsource

their staffing needs to LSS are not found in violation of these laws. LSS not only keep

track of these laws but also consistently update their partners about changes /amendments to these laws. The intensity with which they track these legal changes has

drawn praise from their clients in the recent past..

Training

Quick, on-the-job training is a difficult proposition for employers especially for


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temporary labor personnel. Lobo Staffing offers quick, effective on-the-job training to its

staffers given our understanding of the job requirements, organization cultures and

project goals.

Induction

Lobo Staffing organizes weekly walk-in sessions for its candidates selected by their

clients to prepare them and ensure a smooth transition.

Value - Add HR Solutions

Beyond Contract Staffing and its associated value added services, Lobo Staffing

Solutions offers clients its expertise in areas like:

Organization Restructuring

Competency Mapping

Grievance Handling

Manpower Planning

3.3 Sector Expertise

As a partner LSS provide the right candidate who will make a difference to the company.

LSS provide their clients with professionals with high job knowledge and skills, thereby

enhancing the clients human capital.

LSS focus sectors & functions are


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Sector

Engineering, Manufacturing,

Infrastructure, Construction

IT & Telecom

Banking & Financial Services

Airlines, Logistics & Shipping

Oil & Gas, Petroleum

Healthcare & Pharmaceuticals

ITES

Retail

Hospitality

Media

FMCG

Functions

Customer Service

Data Entry Operator

Secretary

Account Executive

Finance Executive

Receptionist

Tele Caller

Legal

Sales

HR & Admin

Others

3.4 Group Companies

Personnel Search Services Pvt. Ltd.

Personnel Search Services (PSS) has been a pioneer in Executive Search in India offering

clients a comprehensive Executive Search and Consulting service since 27 years. Today,

PSS has offices at 5 business centers Mumbai, Delhi, Bangalore, Hyderabad and

Chennai - with planned offices in other main locations.

Lobo Management Services

Lobo Management Services is reckoned as one of the top-tier recruitment firms in the

Middle East. During the past fifteen years, the firm has established an impeccable track
http://www.pssindia.com/


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record of providing over 5000 key individuals to approximately 400 organizations in the

GCC.

Personnel Selexions

Since its inception in 1992, Personnel Selexions has been a pioneer in the ExecutiveSelection business. It offers HR solutions for Sales & Marketing, Accounts, Finance,Legal, Secretarial, Manufacturing and Supply Chain functions.

We use our Mission, Vision and our Values as the motivating force and directive toprovide you with a quality of service that differentiates us.

Lobo Selections

Lobo Selectionss origin was triggered by a need for contemporary HR services that offer

you the right people at the right time, especially when you have work to get done, but

want to avoid a tedious hiring process and keep your organization lean with low fixed

costs.

Lobo Staffings origin was triggered by a need for contemporary HR services that offeryou the right people at the right time, especially when you have work to get done, butwant to avoid a tedious hiring process and keep your organisation lean with low fixedcosts. We are a human resources company that focuses on delivering flexible, interim andcontract staffing solutions.
http://www.personnelselexions.com/http://www.lobomanagement.com/


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Lobo Staffing has Pan India presence with offices at Mumbai, Bangalore, Chennai, Delhiand Hyderabad. Franchisee arrangements at other centers ensure timely delivery ofquality services across the country.

3.5 Policy of LSS

3.5.1 Hiring Policy

Your work at the organization should be a challenging and stimulating experience. No

matter what job you hold, you are a part of the team that will mold the organization.

Your contribution is essential to our continued success.

Recruitment and Selection

Hiring is need -based. Managers will gain approval from Directorson the timing of the hire.

A member of HR would conduct the first round interview. Afterwhich the immediate manager would be conducting the interview. The finalround of the interview would be with the Managing Directors of theorganization.

Appointment letters are issued by HR & signed by the ManagingDirector Copies of the appointment letter and resumes are to be forwarded toAccounts to ensure timely disbursement of salaries.

Interns/Part Timers/ Management Trainees

The concerned Managers and a member of HR interview prospectivecandidates. On joining, candidates are entitled to a stipend. Candidates arerequired to work in specific areas as stipulated by their Manager or on a definedproject.

Reference/completion certificates, if required by the candidate is the

responsibility of each respective Manager along with HR.Copies of allappointment letters/letters of candidates are required to reach Accounts to ensuretimely disbursement of salaries/ stipend.

Employee Referral Program

The aim of the program is to make our recruiting process more efficient aswell as to award the employees who make the effort to refer prospective employees.

We believe that many of the best candidates in the market today are peopleknow to us -- ex colleagues and friends who can bring a diverse range of talents, ideas,


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4. RESEARCH METHODOLOGY

Research Methodology is a way to systematically solve the research problem. It may

be understood as a science of studying how research is done scientifically.

4.1 Research Design

A Research Design is the arrangement of conditions for collection and analysis of

data in a manner the aims to combine relevance to the research purpose with economy in

procedure. The research design was quantitative in nature. The sample size was forty

respondents. The medium of research was through email. A detailed questionnaire was

made regarding different contract staffing services and the questionnaire was a structured

one. The questionnaire was then sent to all the forty clients for their response. A liker

scale was used to record the response of the clients wherein the scale started from

average, good, very good, to excellent.The questionnaire was formed based on this scale and clients were supposed

to record their responses on this scale so that their level of satisfaction can be gauged.

The questionnaire also had a format of answering certain questions in yes or no.


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4.2 Data Collection Techniques and Tools

The task of data collection begins after a research problem has been defined

and research design/ plan chalked out. While deciding about the methods of data

collection to be used for the study, the researcher should keep in mind two types of data

viz., Primary and Secondary.

The Primary data are those which are collected afresh and for the first time, and

thus happen to be original in character.

The Secondary data are those which have already been collected by someone

else and which have already been passed through the statistical process.

The methods of collecting Primary data are:

1. Observation Method

2. Interview Method

3. Through Questionnaire

4. Through Schedules

5. Warranty Cards

6. Distributors Audits

7. Pantry Audits


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8. Consumer Panels

9. Using Mechanical Device

10. Through Projective Techniques

11. Depth Interviews and

12. Content Analysis

The methods of collecting Secondary data are:

1. Reliability of Data

2. Suitability of Data

3. Adequacy of Data

The interview method of collecting data involves presentation of oral

verbal stimuli and reply in terms of oral verbal responses. This method can be used

through personal interviews and, if possible, through telephone interviews.

The data collection method used for this project is through Interview, and that

to be very precise a Telephone Interview.

The merits of Telephone Interview Method are:-

1. More information and that too in greater depth can be obtained.


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2. It is more flexible in comparison to mailing method.

3. It is faster than other methods i.e., a quick way of obtained information.

4. It is cheaper than personal interviewing method; here the cost per response is

relatively low.

5. Recall is easy; callbacks are simple and economical.

6. There is a higher rate of response than what we have in mailing method; the non

response is generally very low.

7. Replies can be recorded without causing embarrassment to respondents.

8. Interviewer can explain requirements more easily.

9. At times, access can be gained to respondents who otherwise cannot be contacted

for one reason or the other.

10. No field staff is required.

11. Representative and wide distribution of sample is possible.

12. There is greater flexibility under this method as the opportunity to restructure

questions is always there, especially in case of unstructured interviews.

13. Observation method can as well be applied to recording verbal answers to various

questions.


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14. Personal information can as well be obtained easily under this method.

15. The interviewer can usually control which person will answer the questions. This

is not possible in mailed questionnaire approach. If so desired, group discussions

may also be held.

16. The interviewer may catch the informant off guard and thus may secure the

most spontaneous reactions than would be the case if mailed questionnaire is

used.

17. The language of the interview can be adapted to the ability or educational level of

the person interviewed and as such misinterpretations concerning questions can be

avoided.

18. The interviewer can collect supplementary information about the respondents

personal characteristics and environment which is often of great value in

interpreting results.

Some Demerits of Telephone Interview Method

1. Little time is given to respondents for considering answers; interview period is not

likely to exceed five minutes in most cases.

2. Surveys are restricted to respondents who have telephone facilities.

3. Extensive geographical coverage may get restricted by cost considerations.

4. It is not suitable for intensive surveys where comprehensive answers are required

to various questions.

5. Possibility of the bias of the interviewer is relatively more.


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6. Questions have to be short and to the point; probes are difficult to handle.

7. Interviewing at times may also introduce systematic errors.

A questionnaire was prepared by the researcher which contained basic

questions regarding the services of the companies. And the researcher called 5

competitors of Lobo Staffing to understand the services, these companies provide to their

Internal and External employees/client.

4.3: Sample Design:

A sample design is a definite plan for obtaining a sample from the sampling

frame. It refers to the technique or the procedure the researcher would adopt in selecting

some sampling units from which inference about the population is drawn.


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4.4: Limitations

As the client companies were busy, many of them didnt responded to the

questionnaire and as the survey was done through mails, most of the companies didnt

replied as many of them were on leave or were busy with other meetings. It made the

survey suffer a little as the researcher was able to collect and analyze only fifteen

responses out of forty respondents

5. Data Analysis and Interpretation

The data, after collection, has to be processed and analyzed in accordance with the

outline laid down for the purpose at the time of developing the research plan. This is

essential for a scientific study and for ensuring that we have all relevant data for making

contemplated comparisons and analysis. The term analysis refers to the computation of

certain measures along with searching for patterns of relationship that exist among data-


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groups. Thus, in the process of analysis, relationships or difference supporting or

conflicting with original or new hypotheses should be subjected to statistical tests of

significance to determine with what validity data can be said to indicate any conclusions.

Processing of data in this project is done in Tabulation.

Tabulation: -

When a mass of data has been assembled, it becomes necessary for the researcher to

arrange the same in some kind of concise and logical order. This procedure is referred to

as tabulation. Thus, tabulation is the process of summarizing raw data and displaying the

same in compact form for further analysis. Tabulation is an orderly arrangement of data

in columns and rows.

Tabulation is essential because of the following reasons.

1. It conserves space and reduces explanatory and descriptive statement to a

minimum.

2. It facilitates the process of comparison.

3. It facilitates the summation of items and the detection of errors and

omissions.

4. It provides a basis for various statistical computations.

Tabulation can be done by hand or by mechanical or electronic devices. The choice

depends on the size and type of study, cost considerations, time pressures and the

availability of tabulating machines or computers. We may use mechanical or computer

tabulation if other factors are favorable and necessary facilities are available. Hand

tabulation is usually preferred in case of small inquires where the number of


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questionnaires is small and they are of relatively short length. Hand tabulation may be

done using the direct tally, the list and tally or the card sort and count method. When

there are simple codes, it is feasible to tally directly from the questionnaire.

Tabulation may also be classified as simple and complex tabulation. Simple tabulation

results in one way tables which supply answers to questions about one characteristic of

data only. Complex tabulation usually results in two way tables, three way tables or

still higher order tables, also known as manifold tables, which supply information about

several interrelated characteristics of data. Two way tables, three way tables or

manifold tables are all examples of what is described as Cross tabulation.

The analyzing of Recruitment services of contract staffing company with LSS is done in

the chart given below.

COMPARISION CHART

Sr No QuestionsPercentage ofExcellent

Percentage ofVery Good

Percentage ofGood

Percentage ofAverage

1 Comparison with Lss4.35% 26.09% 47.83% 21.74%

2 Quality of Candidates 4.35% 13.04% 65.22% 17.39%3 Turn Around Time 4.35% 39.13% 34.78% 21.74%

4End to EndRecruitment 8.70% 34.78% 34.78% 21.74%

5Long TermPartnership 0.00% 43.48% 43.48% 13.04%


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We have concluded our Hyderabad interviews and let me openly accept and appreciate

about superb support we got from LSS Hyderabad office. 9 out of 10 candidates came for

interview and short-listing was also nicely done before forwarding CVs to us.

Chapter 6: Conclusions, Limitations and Suggestions

6.1 SUGGESTIONS & CONCLUSIONS

1. LSS Pvt Ltd can charge fees for making resumes for the candidates which will be

a new way to generate money.

2. LSS Pvt Ltd doesnt check candidates criminal record which is essential inensuring the authenticity of the candidate, so there can be improvement here.

3. LSS Pvt Ltd should arrange get together and farewells for internal employees, soas to motivate them for better performance.


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BIBLIOGRAPHY

During the project, the researcher had referred some books and websites which helped the

researcher to accomplish this project. These are mention below:

Books:

1. Human Resource Management

K. Ashawathappa

2. Strategic HRM


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P.K. Gupta3. Personnel and Human Resource Management

P.Subba Rao

Journals:

Websites:

1. www.lobostaffing.com.

2. www.googlesearch.com.

ANNEXURE

Questionnaire

Feedback on Recruitment Services provided by Lobo StaffingSolutions Pvt Ltd.

Note : - Please tick for your response for the below mentionedquestions.

Sr.No Questions Excellent V.Good

Good Average

1 Rate Lobo Staffing Solutions in comparison withother recruitment firms in terms of Recruitmentservices.


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2 Rate the quality of the candidates provided by LoboStaffing Solutions as compared to otherconsultancies?

3 How do you find our TAT (Turn around time) forproviding services?

4 Rate the end to end recruitment process handled byour Employees i.e. From Sourcing till the Candidate'sJoining in your esteemed organization.

5 How do you rate us in maintaining the long termpartnership?

6 Rate us on JD understanding ability and executing thesame.

shraddha final draft

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