100 rabh summer report on the process of recruitment and (2)

2014
SAURABH TIWARI
MBA
RECRUITMENT AND SELECTION
PROCESS

2
BANSAL INSTITUTE OF ENGINEERING
& TECHNOLOGY, LUCKNOW
Affiliated Uttar Pradesh Technical University, Lucknow
THE PROCESS OF RECRUITMENT AND
SELECTION IN Brindavan Bottlers Pvt. Ltd.
Coca-Cola
Internship report Submitted in partial fulfillment of the
Master of Business Administration’s degree
SAURABH TIWARI (Faculty Guide)

3
1342270040 AKANSHA SRIVASTAVA
Certificate of Completion

4
Acknowledgements
I would like to thank all my tutorials and especially to MR. MANU MEHROTRA
(HR HEAD). For their guidance and approval throughout the process ofwriting the
dissertation.
I am grateful to all the employees of cocacola Company in India for their
generous time and patience in participating and filling the questionnaire.
Special thanks to my mom for the encouragement, supportand motivation
throughout my MBA course period. Without her prayers this would have not been
accomplished.
SAURABH TIWARI

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ABSTRACT
The research is based on the process ofrecruitment and selection of Brindavan
Bottlers Pvt. Ltd. this is to understand the impact of the above mentioned process and
its effectiveness.
The data gathered through questionnaires which were filled by the
employees of Brindavan Bottlers Pvt. Ltd. states that there are many ways through
which company attracts new candidates to participate in the interview process. To know
whether the employees of the company are satisfied with their job and the salary
package offered to them by the company. For the company to realize the reasons for
which their employees can leave the job may be for work pressure or no growth
opportunities etc. another aim is to know whether the deserving employee is performing
the right or not. This will enable the researcher is understand the process ofrecruitment
and selection better.
The main limitation of the research is that the primary data collected
through questionnaire is only employees’ perspective about the recruitment and
selection process notthe employers. If both employees and employers’ perspective
could have been known it would have given a clear understanding of the process.

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INDEX
S. NO. TOPIC
PAGE
NO.
1 CERTIFICATE………………………………………………………… ……..3
2 ACKNOWLEDGEMENT………………………………………….. ……..4
3 ABSTRACT……………………………………………………………. ……..5
4 INTRODUCTION OF COCA COLA…………………………… ……..8
 HISTORY OF COCA-COLA
 COCA-COLA INDIA
 ORGANIZATIONAL STRUCTURE
 MISSION, VISION AND OBJECTIVE
 VARIOUS BRANDS OF COCA-COLA
10 MARKET SHARE CAPTURED BY COCA-COLA…………. ……22
11 HUMAN RESOURCE MANAGER……………………………. ……23
 LITERATURE REVIEW.
 INTRODUCTION
 UNDERSTANDING THE
CONCEPT OF HRM
 DIFFERENCE BETWEEN PERSONNEL
MANAGEMENT AND HRM
12 HUMAN RESOURCE STRATEGY…………………………….. ……29
13 RECRUITMENT ……………………………………………………. ……29
 SOURCES OF RECRUITMENT
 INTERNAL RECRUITMENT
 EXTERNAL RECRUITMENT
 EXTERNAL SOURCES OF RECRUITMENT
 EXTERNAL RECRUITMENT METHODS
 UNDERSTANDING THE PROCESS OF
RECRUITMENT & SELECTION
 INTERNAL RECRUITMENT METHODS
INTERVIEWS
 ISSUES FACED BY BRINDAVAN BOTTLERS PVT.
LTD.
 IMPORTANCE OF THE PROCESS
14
JOB DESCRIPTION
…..49

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15 SELECTION PROCESS……………………….. ….70
 ENVIRONMENTAL FACTORS AFFECTING THE
SELECTION PROCESS.
 STEPS IN THE SELECTION PROCESS
 FACTORS LEADING TO SUCCESSFUL
RECRUITMENT & SELECTION PROCESS……
16 RESEARCH METHODOLOGY…………………. …..83
17 OBJECTIVES OF THE STUDY…………………. …..83
18 SCOPE OF THE STUDY………………………… …..83
19 RESEARCH DESIGN……………………………. …..85
20 METHOD OF DATA COLLECTION…………… …..86
21 SAMPLING DESIGN……………………………. …..86
22 SAMPLING TOOL………………………………. …..87
23 TOOLS OF ANALYSIS…………………………. …..88
24 SWOT ANALYSIS OF COCA-COLA………….. …..89
25 FINDINGS, SUGGESTIONS, CONCLUSIONS. ….106
26 BIBLIOGRAPHY………………………………… ….107
27 QUESTIONNAIRE…………………………………….. ….109
``

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INTRODUCTION OF COCA-COLA
 Founder: John Syth Pemberton
 Type :Soft Drink (Cola)
 Manufacturer : The Coca-ColaCompany
 Country of Origin : United States
 Introduced : 1886
 Area served :Over 200 countries
 Color : Caramel E-150d
 Employees:92,400
 Servings per Day:1.6 Billion
 Website :w w w.coca-cola.com
Coca-Cola, the product that has given the world its best-known taste was born in
Atlanta, Georgia, on May 8, 1886. Coca-Cola Company is the world’s leading
manufacturer, marketer and distributor of non-alcoholic beverage concentrates and
syrups, used to produce nearly 400 beverage brands. It sells beverage concentrates and
syrups to bottling and canning operators, distributors, fountain retailers and fountain
wholesalers. The Company’s beverage products comprises of bottled and canned soft
drinks as well as concentrates, syrups and not ready- to-drink powder products. In
addition to this, it also produces and markets sports drinks, tea and coffee. The Coca-
Cola Company began building its global network in the 1920s. Now operating in more
than 200 countries and producing nearly 400 brands, the Coca-Cola system has
successfully applied a simple formula on a global scale: “Provide a moment of
refreshment for a small amount of money- a billion times a day.”
The Coca-Cola Company and its network of bottlers comprise the most
sophisticated and pervasive production and distribution system in the world. More than
anything, that system is dedicated to people working long and hard to sell the products
manufactured by the Company. This unique worldwide system has made The Coca-
Cola Company the world’s premier soft-drink enterprise. From Boston to Beijing, from
Montreal to Moscow, Coca-Cola, more than any other consumer product, has brought
pleasure to thirsty consumers around the globe. For more than 115 years, Coca-Cola has
created a special moment of pleasure for hundreds of millions of people every day.

9
The Company aims at increasing shareowner value over time. It accomplishes this by
working with its business partners to deliver satisfaction and value to consumers
through a worldwide system of superior brands and services, thus increasing brand
equity on a global basis. They aim at managing their business well with people who are
strongly committed to the Company values and culture and providing an appropriately
controlled environment, to meet business goals and objectives. The associates of this
Company jointly take responsibility to ensure compliance with the framework of
policies and protect the Company’s assets and resources whilst limiting business risks.
HISTORY OF COCA-COLA
HISTORY ABOUT COCA COLA
Atul Singh, recently appointed as the Group President,
Asia Group, The Coca-Cola Company was the former Deputy President & CEO of
Coca-Cola India & SWA and led the
Company’s operations in India, Nepal, Bhutan, Bangladesh,
Sri Lanka and Maldives from 2005 - 2013.
In May, 1886, Coca Cola was invented by Doctor John Pemberton a
pharmacist from Atlanta, Georgia. John Pemberton concocted the Coca Cola formula in
a three legged brass kettle in his backyard. The name was a suggestion given by John
Pemberton's bookkeeper Frank Robinson.
Birth of Coca Cola Being a book keeper, Frank Robinson also had excellent
penmanship. It was he who first scripted "Coca Cola" into the flowing letters which
has becomethe famous logo of today.
The soft drink was first sold to the public at the soda fountain in Jacob's
Pharmacy in Atlanta on May 8, 1886.
About nine servings of the soft drink were sold each day. Sales for that first year added
up to a total of about $50. The funny thing was that it cost John Pemberton over $70 in
expanses, so the first year of sales were a loss.
Until 1905, the soft drink, marketed as a tonic, contained extracts of cocaine as
well as the caffeine-rich kola nut.
Death of the Soda Fountain - Rise of the Bottling Industry until the 1960s, both
small town and big city dwellers enjoyed carbonated beverages at the local soda
fountain or ice cream saloon. Often housed in the drug store, the soda fountain counter
served as a meeting place for people of all ages. Often combined with lunch counters,
the soda fountain declined in popularity as commercial ice cream, bottled soft drinks,

10
and fast food restaurants became popular.
New Coke
On April 23, 1985, the trade secret "New Coke" formula was released.
Today, products of the Coca Cola Company are consumed at the rate of more than one
billion drinks per day.
The world has changed in many ways since pharmacist, John Syth Pemberton first
introduced the refreshing taste of Coca-Cola in Atlanta, Georgia. The name and the
productmean so many things to hundreds of Millions of consumers around the globe.
Coca-Cola products are served more than 705 million times every day, quenching
the thirsts of consumers in more than 195 countries in every climate. That's a long way
to come after such a modest beginning...
May 1886 - Pemberton concocted caramel-colored syrup in a three-legged brass kettle
in his backyard. He first "distributed" the new product by carrying Coca-Cola in a jug
down the street to Jacobs Pharmacy. For five cents, consumers could enjoy a glass of
Coca-Cola at the soda fountain. Whether by design or accident, carbonated water was
teamed with the new syrup, producing a drink that was proclaimed "Delicious and
Refreshing." Dr. Pemberton's partner and bookkeeper,
Frank M. Robinson, suggested the name and penned, in the unique flowing script that is
famous worldwide today, "
1886 - Sales of Coca-Cola averaged nine drinks per day. That first year, Dr. Pemberton
sold 25 gallons of syrup, shipped in bright red wooden kegs. Red has been a distinctive
color associated with the No. 1 soft drink brand ever since.
1891– Atlanta entrepreneur Mr. Candler had acquired complete ownership of the Coca-
Cola business for $2,300. Pemberton was forced to sell because he was in a state of
poor health and was in debt. Within four years, Candler's merchandising flair helped
expand consumption of Coca-Cola to every state and territory.
1893– In January "Coca-Cola" was registered in the U.S. Patent office.
1917 - 3 Million Coke's sold per day. "COCA-COLA" is the world’s most recognized
trademark.
1919 - The Coca-ColaCompany was sol a group of investors for $25 million.

11
1923 - The Coca-Cola Company was sold after the Prohibition Era to Ernest Woodruff
for 25 million dollars. He gave Coca-Cola to his son, Robert Woodruff, who would be
president for six decades.
Woodruff's leadership took the business to unrivaled heights of commercial
success, making Coca-Cola an institution the world over.
During the Woodruff era, Mr. Woodruff made a promise to the armed forces of the
United States to supply Coca-Cola to every serviceperson. He said that costs and
location did not matter; he supplied 5 billion bottles to the service.
1925 - 6 Million Coke's sold per day.
1928 - Sales of bottled Coca-Colasurpassed fountain sales for the first time.
1943 On June 29, an urgent cablegram arrived from General Dwight Eisenhower's
Allied Headquarters in North Africa, requesting 10 Coca-Cola bottling plants to serve
American servicemen overseas. Eventually, 64 plants were set up during WWII.
1950 - Advertising on the television began. Currently Coca-Cola is advertised on over
five hundred TV channels around the world.
1961 - Sprite was introduced.
1971 - The song "I'd like to Buy the World a Coke" was released.
1978 - The two liter bottle was introduced, and during that same year the company also
introduced plastic bottles
1982 - Diet Coke was introduced in July.
1985 - The Coca-Cola Company made what has been known as one of the biggest
marketing blunder. They stumbled into a new formula in efforts to produce diet Coke.
They put forth 4 million dollars of research to come up with the new formula.
1985 - July 10, eighty-seven days after the new Coke was introduced, the old Coke was
brought back in addition to the new one. This was greatly due to dropping market share
and consumer protest. The market share fell from a high of 15 percent to a low of 1.4
percent. This was said to be a classic marketing retreat. Coca-Cola executives admitted
that they had goofed by taking the old Coke off the market.

12
The Coca-Cola Company’s eight hundred number received eighteen thousand calls of
gratitude. The comeback of old Coke drove stock prices to the highest level in twelve
years. This was said to be the only way to regain the lead on the cola wars.
1993 - Coca-Colaexceeds 10 Billion cases sold worldwide.
1996 - The Summer Olympics will be held in Atlanta, Georgia, the home of Coca-Cola.
For more than 65 years, Coca-Colahas been a sponsorof the Olympics.
COCA-COLA IN INDIA
Coca-Cola was the leading soft drink brand in India until 1977 when it left rather than
reveals its formula to the government and reduces its equity stake as required under the
Foreign Exchange Regulation Act (FERA) which governed the operations of foreign
companies in India. After a 16-year absence, Coca-Colareturned to India in 1993,
cementing its presence with a deal that gave Coca-Colaownership of the nation's top
soft-drink brands and bottling network. Coke’s acquisition of local popular Indian
brands including Thums Up (the most trusted brand in India), Limca, Maaza, Citra and
Gold
Spotprovided not only physical manufacturing, bottling, and distribution assets but also
strong consumer preference. This combination of local and global brands enabled Coca-
Cola to exploit the benefits of global branding and global trends in tastes while also
tapping into traditional domestic markets.
Leading Indian brands joined the Company's international family of brands,
including Coca-Cola, diet Coke, Sprite and Fanta, plus the Schweppes productrange.
In 2000, the company launched the Kinley water brand and in 2001, Shock energy drink
and the powdered concentrate Sunfill hit the market. From 1993 to 2003, Coca-Cola
invested more than US$1 billion in India, making it one of the country’s top
international investors. Coca-ColaIndia had won the prestigious WoodruffCup from
among 22 divisions of the Company based on three broad parameters of volume,
profitability, and quality. Coca-Cola India achieved 39% volume growth in 2002 while
the industry grew 23% nationally and the Company reached breakeven profitability in
the region for the first time.23 Encouraged by its 2002 performance,
Coca-Cola India announced plans to double its capacity at an investment of $125
million (Rs. 750 crore) between September 2002 and March 2003.
Coca-Cola India produced its beverages with 7,000 local employees at its twenty-
seven wholly-owned bottling operations supplemented by seventeen franchisee-owned
bottling operations and a network of twenty-nine contract-packers to manufacture a
range of products for the company. The complete manufacturing process had a

13
documented quality control and assurance program including over 400 tests performed
throughout the process.
The complexity of the consumer soft drink
market demanded a distribution process to support700,000 retail outlets serviced by a
fleet that includes 10-ton trucks, open-bay three wheelers, and trademarked tricycles
and pushcarts that were used to navigate the narrow alleyways of the cities.25 In
addition to its own employees, Coke indirectly created employment for another 125,000
Indians through its procurement, supply, and distribution networks.
Organizational Structure
Following table shows different Departments in BBPL along with their respective
functions:-
DEPARTMAENT FUNCTION
Accounts department To prepare monthly, quarterly and annually accounts, costing,
budgeting & forecasting. To handle payable and insurance,
inventory & stores etc.
Finance Department Arranging Finance and negotiate over coat of finance, To handle
sale, receivable, debtor aging, cashand bank etc.
Internal Audit To monitor the implementation of internal procedures, policies
internal controlsystems and repot any violation. Detection and
control of financial risk and frauds.
Information
Technology
Department
Development of SAP program, Networking, Hardware Maintenance
Human Resource Hiring new manpower, satisfaction, Motivation, Appraisals etc
Health Environment &
Security (HEC) ISO Audit and ISO implementation, Internal safety & enviro
ISO Audit and ISO implementation, Internal safety & environmental
awareness and health improvement.
Production Department To undertake productionactivity and maintain desired production
volume
Electrical & Instrument Maintain and economies electricity consumption, Installation and
maintenance of Electrical & Electronics Instruments
Mechanical Department Installation and maintenance of plant and machinery.
Research and
Development (R&D)
Productdevelopment, productimprovement and economies
production costby discovering raw material substitute or change in
production process.
Quality Control Maintain quality and deal with complaints
Project Department To design and build structural design of new plant to be installed.
Marketing & Sales To increase existing demand, to work as organization’s intelligence
in large outer environment, customer satisfaction, advertisement,
smooth dispatch, rationing of products in case of excess demand

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BENCHMARK
 Coca-Cola ranks no.1 brand in the world by the business world survey followed by
companies like Microsoft and IBM.
DIRECTOR
HR HEAD
HR
EXECUTIVES
GM SALES
SALES HEAD
CITY
SALES HEAD
OUTER
ASSISTANT
SALES
MANAGER
SALES
EXECUTIVE
TEAM LEADER
MARKETING
DEVELOPER
TRAINEE
VP FINANCE
& A/C
MANAGER
FINANCE &
A/C
ASSISTANT
MANAGER
A/C

16
 Coca-Cola is the market leader in the whole world in beverage industry.
 Business week magazine ranks Coca-Cola on 4th position in Indian FMCG industry.
 Coca-Cola enjoys approx60% market share in Indian beverage industry.
SOFT DRINKS INDUSTRY IN INDIA
BEVERAGES
ALCOHOLIC
NON-
ALCOHOLIC
CARBONATED
COLA NON-COLA
NON-
CARBONATED
NON-COLA

17
MISSION, VISION AND OBJECTIVE
Our mission, vision and values outline who we are, what we seek to achieve, and how
we want to achieve it. They provide a clear direction for our Company and help ensure
that we are all working toward the same goals.
COCA-COLA: VISION
VISION FOR SUSTAINABLE GROWTH
PROFIT: Maximizing return to shareowners while being mindful of our
overall responsibilities.
PEOPLE:Being a great place to work where people are inspired to be the best
they can be.
PORTFOLIO: Bringing to the world a portfolio of beverage brands that
anticipate and satisfy peoples’ Desires and needs.
PARTNERS: Nurturing a winning network of partners and building mutual
loyalty.
PLANET: Being a responsible global citizen that makes a difference.
COCA-COLA: VISION

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COCA-COLA: MISSION
Create consumer products services and communications customer’s service and bottling
system strategy process and tools in order to create competitive advantage and deliver
superior value to-Consumers as a superior beverage experience.

19
 Consumers as an opportunity to grow profit through the use of finished drinks.
 Bottlers as an opportunity to make reasonable to grow profits and value added
 Suppliers as an opportunity to make reasonable when creating real value added in
environment of system wide teamwork, flexible business system and continuous
improvement.
 Indian society in form of contribution to economic and social development.
OBJECTIVES
Coca Cola's Objectives of the Company
Mainly all companies' objectives are to survive, maximize their profits and to expand
their business, however, from when CocaCola had started, over the years they had
achieved these objectives. So the companies have come up with six strategic objectives
to provide the company with a framework for the company's success.In 2003, every
function of The Coca-Cola Company integrated these priorities into their business plans.

20
And this year, they will continue to establish these priorities, and their benefits into
every aspectof the business.
Coca Cola's Six Strategic Priorities
1. Acceleratecarbonatedsoft-drinksgrowth led by coca
cola
CocaCola leads with their strengths. Carbonated soft drinks remain their most
profitable business and CocaCola is the most popular brand in the world. This strategy
paves the way for growth.
2. Selectivelybroaden our family of beverage brands to
drive profitablegrowth
Enormous opportunity exists in categories such as juice and juice drinks, bottled water,
teas, energy drinks, coffee and more.
3. Grow system profitabilityand capabilitytogether with
our bottlingpartners
CocaCola is a company of relationships, and one of our most important relationships is
the one we share with our bottling partners. In 2003, those relationships became more
profitable and productive.
4. Serve customers with creativityand consistencyto
generate growth across all channels
We will continually strive to increase growth for the customers' businesses, helping
create a context for the company's growth.
5. Direct investments to highest-potentialareas across
markets

21
CocaCola tailor their business approachto the individual marketplace based on its
stage of development. In this way, we direct our investments in a way that makes the
most business sense.
6. Drive efficiency and cost-effectivenesseverywhere
By leveraging technology, creating alignment across business units and achieving
economies of scale, we are able to operate with more efficiency.
VARIOUS BRANDS OF Coca-Cola

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The Coca-Cola Company is the world’s largest beverage company. The Coca-Cola
Company markets four of the world’s top-five soft-drink brands—Coca-Cola, diet
Coke, Sprite and Fanta. Their beverage offerings encompass nearly 400brands,
including coffees andteas, juices and juice drinks, sports drinks andwaters as well
as carbonatedsoft drinks withoperations inmore than 200 countries. The products
of The Coca-Cola Company touch lives everywhere. Sowherever youare, you're sure
to finda Coca-Cola product to enjoy. The main product range is as follows:
Diet coke
Kinley mineral water
Kinley soda
Minute maid orange
Minute maid Mango
Minute maid Pulpy
Thumsup
Sprite
Fanta
Limca
Coca-
cola
Maaza
Sprite 3G

23
MARKET SHARE CAPTURED BY
PEPSI &Coca-Cola in
INDIA
PEPSI ZERO
13%
PEPSI
33%
COCA
COLA
42%
COCA COLA
ZERO
12%
Sales

24
Human Resource Manager:
An individual who normally acts in an advisory or staff capacity, working with other
managers to help them deal with human resource matters. One general trend is that HR
personnel are servicing an increasing number of employees. The human resource
manager is primarily responsible for coordinating the management of human resources
to help the organization achieve its goals. There is a shared responsibility between line
managers and human resource professionals.
The recognition of HR as a legitimate business unit has made it highly strategic
in nature and more critical to achieving corporateobjectives. To succeed, HR
executives must understand the complex organizational design and be able to determine
the capabilities of the company’s workforce, bothtoday and in the future. HR
involvement in strategy is necessary to ensure that human resources supportthe firm’s
mission. The future appears bright for HR managers willing to forge a strategic
partnership with other business units.

25
Distinguishamong human resource executives,
generalists,and specialists.
a. HR Executives:-
Executives are top-level managers, who report directly to the corporation’s chief
executive officer or the head of a major division.
b. HR Generalists:-
Generalists are people who perform tasks in a wide variety of human resource-
related areas. The generalist is involved in several, or all, of the human resource
management functions.
c. HR Specialist:-
Specialist may be a human resource executive, manager, or non-manager who
typically is concerned with only one of the functional areas of human resource
management.

26
LITERATURE REVIEW
Introduction
This is to understand the HR strategies in terms of the process ofrecruitment and
selection in the topmostbeverage company in India i.e., BrindavanBottlers Pvt. Ltd.
Also to view the basic problems faced by BBPL Company while recruiting and
selecting staff in India from their head office based in United States.
Recruitment and selection is a critical feature of human resource management
therefore different methods of recruitment will also be highlighted. It is very evident to
see the recruitment and selection process becoming important to all the organizations
across the world. Its effectiveness is vastly mentioned in this literature review. Human
resource management has essentially developed from ‘industrial relations’ and
‘personnelmanagement’. An organization expects a justifiable return which is
equivalent to the efforts made by their employees. The main motive for the human
resource is to maximize the value gained by the hard work of the company employees.
1999). Human resourceshould make sure that they recruit only sufficient number of
employees according to the work to be fulfilled. They should encourage a mix of
employees from different regions with qualifications. The management of lab our
market internally within the organization is also crucial. Also should encourage
adequate turnover in order to minimize the layoffs and generate new openings. When
the organization is going through its bad time it is necessary for the human resource to
plan and provide workforce reductions and also to reallocate the employees.
Understandingthe concept of Human Resource
Management
Human resource management’s core area is recruitment and selection and it is
very crucial for an organization’s successfulfunctioning. As per Wilson (2005), in
human resource management, training and development, performance management,
selection and reward management are the key features. Human resource management
believes in the growth of the firm as well as the employees and having effective
communication by ignoring differences with the employees and giving them
information regarding the company’s progress. Human Resource Management is
abbreviated as HRM and the activities carried out by the HR team are Recruitment,
Compensation and Training which can be classified as three main activities of HRM:-

27
� PersonnelManagement
- Staffing & Assortment.
- On Site Penal, Discharge, Dismissal, Argument resolutions services.
- Demonstration at Judges and Trials.
- Agreements of occupation.
- Employee manual.
- Rules and actions e.g. Restraint, Grievance & Harassment.
� Preparation& Improvement Management of
employees
- Fitness & Safety Defiance.
- Social Reserve Defiance.
- Message Services.
- Labour-intensive Management.
- Consumer Facilities.
� Health& Safety Consultancy
- Wellbeing & Safety Risk Assessment.
- Wellbeing & Safety Statements.
- Wellbeing & Safety Training e.g. - Maltreatment & Aggravation policies &
procedures, Health & Safety Compliance, Labor-intensive Handling Exercise.
The above points can be classified into many points. Personnel management can
be referred to with many terms. The main work of the HR Department is to Recruit,
Select, Manage the employees, look after the compensation, look after the Health and
Safety of the employees and also give consultancy options for the employees for their
grievances, Training them appropriately for the positions which will be vacant in the
organization. The HR department also gives the employees the opportunities for growth
and trains them accordingly for being future managers for the betterment of the
organization.
Personnel management and human resource
management are two different terms. They distinguisha
lot. The differences are as follows:-

28
• Where human resource management is a long term plan and is focused to proactive
strategic management; the personnel management is short term and reactive.
• Human resource management aims mainly at commitment whereas personnel
management focuses on obedience.
• Personnel managers are controlled externally where human resource management has
self-control.
• Human resource management maintains unity with the employees of the organization
however personnel management remains pluralist and has less trust on employees.
• In personnel management, bureaucracy prevails whereas there is flexibility in human
resource management.
• The personnel management is considered as specialist whereas the human resource
management is highly incorporated in management.
• HRM lays stress on maximizing human assets whereas cost minimization is the one of
the main motive of personnel management.

30
Human Resource Strategy
The HR functional strategy is basically how it should organize itself and make
use of its resources. It deals with developing own in-house resources. Nothing should be
done by human resource in isolation. People management is nothing but an acquired
partnership between human resource and the managers. PepsiCo Inc. formed in 1965 is
the major global competitor of Coca-ColaCompany even in India. Though Coca-Cola
stated that in UK, main competitor is Robinsons instead of PepsiCo. Having many local
as well as international competitors, Coca-Colashould strive to make their human
resource strategy stronger and focused. The core of human resource strategy is
recruitment, deployment and departure of employees The human resource strategy
emphasizes on the organizational strategy. Their main aim is to lay stress on the
commitment instead of compliance.
RECRUITMENT
It is the process of attracting individuals on a timely basis, in sufficient numbers and with
appropriate qualifications, and encouraging them to apply for jobs with an organization.
a. Goals of Recruitment:
Mainly there are two recruitment goals
b. To attract qualified applicants
Recruiting process is used to create the pool of qualified applicants. By qualified applicants
we meet those applicants who are having abilities that are perfect match with the job
requirements.
c. To discourage non qualified applicants.
Second goalof recruitment is to avoid nonqualified applicants. When recruiting is based
upon careful designing ofthe job disruption and job specification most of the applicants
having irrelevant qualifications are eliminated from the list of potentialapplicants which
makes recruiting process more effective and easier.
D. Constraints of Recruitment Process:
Different factors in internalor externalenvironment can influence the effectiveness of
recruiting process in negative mannerand can become hurdles in recruiting process. They
mainly include:

31
I. Image of the Organization.
If employees believe that their employer deals with them fairly, the positive word-of-mouth
support they provide is of great value to the firm. It assists in establishing credibility with
prospective employees.
Image of the organization is mainly assessed by its performance,salary, benefits provided
by it potentialopportunities to excel and respect etc. If all these factors are good enough
than the image of the organization will be positive in the market that will help the
organization to have reasonable numberof applicants ready to apply for then given job
openings, But if the salary benefits provided by the organizations are not compatible with
the market there are no potentialopportunities forthe career development and to excel in
future than these factors will be contributing towardsnegative image ofthe organization.
This bad image is hurdle in acquiring good numberof applicants through recruitment
process specially if any firm is having business in the declining industry and managementis
least bothered about the welfare and wellbeing of the employees.
II. Attractiveness of the job
Attractivenessofthe job mainly depends upon its contribution towards achievement of
organizations objectives, challenging assignments,its contribution in the career
development ofthe job holder. Secondly the benefits and salary associated to particular job
also plays importantrole in defining the importance of the job. Therefore jobs having
challenging assignments, careeroriented in nature and having good remunerationpackage
can attract best applicants from the labor force available in the market or vice versa.
III. Government Influence
The recruitment process is influenced by the laws provided by the government.
Organizations to be more successful are required to work according to these laws.
IV. Labor Market Influence:
The recruitment process is influenced by labor market conditions. When the economyis
growing rapidly and unemployment levels are very low, recruiting is extremely difficult.
However,when the economy is stagnant and unemployment levels are high, organizations
can obtain large applicant pool with very little effort.

32
Human Resource Management
Recruiting Costs
Companies use to bear very high costs while performing the recruitment process especially
when the recruitment is external. Therefore organizationscan perform this function only
and only if they are having sufficient resources to perform the recruitment process.
VI. Global Issues
Whenever staffing function is performed at the internationallevel or across the national
boundaries beside internalenvironment oforganizationpolices of the host country
regarding employment also influence the recruitment process.They can include basic labor
laws regarding quality of work life EEO, remuneration packages, etc.
Diversity through Recruiting Efforts:
To offset the momentum ofpast discrimination in employment,firms must resort to
additionalrecruitment approaches.A recruitment program that is designed to specifically
attract women and minorities is referred to as affirmative recruitment.To ensure that an
organization's recruitment programis nondiscriminatory, the firm must analyze its
recruitment procedures. Each individual who engages in recruitment should be trained in
the use of objective,job-related standards. With few exceptions, jobs must be open to all
individuals. When placing job orders with employment agencies, an organization should
emphasize its nondiscriminatory recruitmentpractices. Organizations engagedin
affirmative recruitment should develop contacts with minority,women's, and other
community organizations.
E. Philosophy of the Recruitment:
Major decision in performing the recruitment process is selection of sources from the
available sources which are:
• Internal Recruitment
• External Recruitment.
Both of these have pros and cons and to have the best pool of the applicant’s pool it is
suggested that the multiple approach should be used instead of depending upon any single
sources

33
F. Ethical Issues in Recruitment:
• Performs recruiting and employment activities for the off-site location, providing
qualified candidates in a cost-effective and timely mannerwhile ensuring adherence to the
corporate job posting procedure.
• Verifies that all job offers to internaland externalcandidatesare within company policy
and that any unusual questions regarding employment are referred to the Managerin order
to ensure fair and equitable treatment ofall job candidates.
SOURCES OF RECRUITMENT
After studying this, students should be able to understandthe following:
A. Explain Recruitment
B. Describe Sources of Recruitment
C. Identify alternatives to recruitment
D. Understand Recruitment – an applicant’s perspective
E. Evaluate the Recruitment Process
LESSON OVERVIEW
Today we will discuss about the first step of staffing function which is Recruitment.We
begin this lecture by presenting the recruitment process. This section is followed by
internalrecruitment methods, externalrecruitment sources, and externalrecruitment
methods. Finally, recruitment evaluation will be discussed.

34
A. Recruitment:
Recruiting refers to the process of attracting potentialjob applicants from the available
labor force. Every organization must be able to attract a sufficient numberof the job
candidateswho have the abilities and aptitudes needed to help the organization to achieve
its objectives. An effective employee selection procedure is limited by the effectiveness of
recruiting process.Outstandingjob candidates cannotbe selected if they are not included
in the applicant pool.
The recruitment process also interacts with otherpersonnelfunctions, especially
performance evaluation compensationtraining and developmentand employee relations.
Recruiting is typically a human resource function.
In planning recruiting activities, an organization needs to know how many applicants
must be recruited.
Since some applicants may not be satisfactory an others may not accept the job offers, an
organization must recruit more applicants than it expects to hire.
Yield Ratios help organizations decide how many employees to recruit for each
job opening.These ratios express the relationship between the numbers of people at one
step of the recruitment process relative to the numberof people who will move to the next
step.
Now we will discuss the different sources of recruitment that are available to organization:

35
RECRUITMENT PROCESS
B. Source of Recruitment:
Basically organizations are available by the two man sources of recruitment which are:
I. External Recruitment.
II. Internal Recruitment.
Vacancies in upper level management can be filled eitherby hiring people from outside the
organization or by promoting lowerlevel mangers. Both strategies have advantages and
disadvantages.
We will considerboth internaland externalrecruitment sources in detail:
RECRUITMENT
PROCESS
IDENTIFY
VACANCY
PREPARE JOB
DESCRIPTION
&
SPECIFICATION
ADVERTISING
THE VACANCY
ANALYSING THE
RESPONSE
SHORT LISTING
ARRANGE
INTERVIEWS
CONDUCTING
INTERVIEW &
DECISION
MAKING

36
I. Internal Recruiting Sources:
When job vacancies exist,the first place that an organization should look for placement is
within itself. An organization’s present employees generally feel that they deserve
opportunities to be promoted to higher level positions because of their service and
commitmentto organization.More over organizations have opportunities to examine the
track records of its present employees and to estimate which of them would be successful.
Also recruiting among present employees is less expensive than recruiting from outside the
organization.The majorforms of the internalrecruiting include:
1. Promotionfrom within.
2. Job posting.
3. Contactsand referrals
a. Promotion from within:
Promoting entry level employees to more responsible positions is one of the best ways to
fill job vacancies and importantreason why company should have a human resource
planning system.An organization that has human resource planning system uses
succession plans and replacement charts to identify and prepare individuals for upper level
positions. Skills inventories are useful in identifying individuals who have the
b. Job posting
An organization can also use the policy of job posting as a internal recruitment source.In
the job posting system the organization notifies its present employees about job openings
through the use of bulletin boards, company publications, or personalletters. The purpose
of the job posting is to communicate that the job opening exists. An effective job posting
system involves the following guidelines:
 Job posting should be prominent.
 Clear job specification should be communicatedso that applicants assess themselves
either they are eligible to apply or not.
 Once the decision is made,all applicants should be informed about the decision.
 Job posting systems generally work quite well.

37
c. Contacts and Referrals:
Many firms have found that their employees can assist in the recruitment process.
Employees may actively solicit applications from their friends and associates.
Before going outside to recruit employees, many organizationsask present employees to
encourage friends or relatives to apply for the job openings. Contacts and referrals from
the present employees are valuable sources of recruits. Employee referrals are relatively
inexpensive and usually produce quick responses.
Howeversome organizations are concerned about problems that result from hiring friends
of employees for example, the practice of hiring friends and relatives favoritisms, cliques
etc.
• Advantages of Internal Recruitment:
1. Provides greatermotivationforgood performance.
2. Provides greateropportunities forpresent employees
3. Provides betteropportunity to assess abilities
4. Improves morale and organizationalloyalty
5. Enables employees to perform the new job with little lost time
• Disadvantages of Internal Recruitment:
1. Creates a narrowing thinking and stale ideas
2. Creates pressures to compete
3. Creates homogeneous workforce
4. Chances to miss good outside talent Requires strong managementdevelopment
programs specially to train for technology.
II. External Recruiting Sources:
A broad variety of methods are available for externalrecruiting. An organization should
carefully assess the kinds of positions it wants to fill and select the recruiting methods that
are likely to produce the best results.
EXTERNAL SOURCES OF RECRUITMENT
There are some employee needs that a firm must fill through external recruitment.
Among them are: filling entry-level jobs, acquiring skills not possessedbycurrent
employees, and obtaining employees with different backgrounds to provide new ideas.
a. High Schools and Vocational Schools
Organizations concerned with recruiting clerical and entry-level operative employees
often depend on high schools and vocational schools.

38
b. Community Colleges
A number of community colleges are sensitive to the specific employment needs in
their local labor market and graduate highly sought-after students with marketable skills.
c. Colleges and Universities
Colleges and universities represent a major sourceof recruitment for many
organizations. Potential professional, technical, and management employees are
typically found in these institutions. Different institutes use to publish booklets having
information about the graduates that can be communicated to organization who are in
search of applicants.
d. Competitors and other Firms
Competitors and other firms in the industry or geographic area may be the most
important source of recruits for positions in which recent experience is highly desired.
e. Unemployed
Individuals, who are unemployed, regardless of the reason, often provide a valuable
sourceof recruitment.
f. Older Individuals
Older workers, including those retired, may also comprise a valuable sourceof
employees.
g. Military Personnel
Using this sourcemay make sense to many employers because these individuals
typically have a proven work history, and are flexible, motivated, and drug free.
h. Self-Employed Workers
These individuals may provide a source of applicants to fill any numberof jobs requiring
technical, professional,administrative,orentrepreneurialexpertise.

39
III. EXTERNAL RECRUITMENT METHODS
Recruitment methods are the specific means through which potentialemployees are
attracted to the firm.
a. Advertising
b. Employment Agencies
• Public Employment Agencies.
• Private Employment Agencies
c. Recruiters
d. Special Events
.
e. Executive Search Firms
f. Professional Associations
g. Unsolicited Walk-In Applicants
h. Open Houses
i. Event Recruiting
j. Virtual Job Fairs

40
k. Cyber Recruiting
o Advantages of External Recruitment:
1. provides new ideas and new insights
2. Provides greaterdiversity and helps achieve EEO goals by making affirmative action
easy
3. Provides opportunitiesto handle rapid growth if the organization
4. Opportunities to get people with up-to-date knowledge education and training
o Disadvantages of External Recruitment:
1. It is more expensive and time consuming
2. Destroys incentives ofpresent employees to strive for promotion
3. More chances to commit hiring mistakes due to difficult applicant assessment that will
lead
to wastage ofresources.
C. ALTERNATIVES TO RECRUITMENT
When an organization decides to add personnel to its staff, it makes a significant
financial investment.
Recruitment and selection costs are high, especially for professionals, technical and
managerial employees.
Therefore before an organization decides to recruit new employees, it ought to consider
the feasibility of other alternatives.
I. Outsourcing
Out sourcing is the process oftransferring responsibility for an area of service and its
objectives to an external service provider instead of internal employee.

41
II. Contingent Workers
It is also known as part-timers, temporaries, and independent contractors, comprisethe
fastest-growing segment of our economy.
III. Professional Employer Organization (Employee
Leasing)
Using this approach, a firm terminates some or most of its employees. A leasing
company then hires them, usually at the same salary, and leases them back to the former
employer, who becomes the client.
IV. Overtime
Perhaps the most commonly used method of meeting short-term fluctuations in work
volume is through the use of overtime.
D. Recruitment - An applicant perspective:
• Applicant should be provided with necessary information regarding organization job,
remuneration package etc.
• If rejection is to be communicated it should be done with tactics.
E. Evaluating the Recruitment Process:
Recruitment process canbe evaluated by the following factors:
1. Quantity of the Applicants
2. Quality of the Applicants
1.Quantity of the Applicants
Recruitment process canbe evaluated by the number of applicants who have applied for
the job greater the number of applications greater will be the chance to select best
people from available pool.
2.Quality of the Applicants
Effectiveness of recruitment can be estimated by the quality of the applicants. Quality
can be assessed by the education, skills, capabilities and competencies of the applicants.

42
Yield Ratios:
The effectiveness of the recruitment process also depends upon the acceptability
of the yield ratio.
Understanding the process of Recruitment and
Selection
Human resource management believes in the growth of the firm as well as the
employees and having effective communication by ignoring differences with the
employees and giving them information regarding the company’s progress. Their plans
and strategies are integrated with the business objective of the organization. Human
resource’s fundamental strategy is to maintain and strengthen the human capital base,
also whether the employment decision taken is positive or negative, the workforce
quality overall, and the motto remaining the same “if you cannotchangepeople, change
the people.” Majorly the ineffective recruitment and selection is related to the people
problem.
As mentioned by Cascio in the year 2005, “Recruitmentis generally treated as a one
way process i.e. organizationssearching for prospective employees and this approach
is known as Prospecting Theory of recruitment.” Recruitment is generally a deficient
relation of selection. The main attention is grabbed by the selection process.
The failures made in the process cannotbe swept over by selection techniques.
One of the early famous writers, Taylor (1911) suggested that the process ofselection is
very important and mentioned “Thebest man for the job”
Majorly, there are two different types of recruitment methods generally used by the
employers:-
� External Recruitment Methods
The external labour market is used in this approach.
1) Closed Searches:
i. Word-of-mouth:Spreading the vacancy news through word-of
mouth to friends, family and others.

43
ii. Links to schools, colleges and universities: Spreading
information in schools, colleges and universities by announcements and notice
boards.
iii. Recruitment agencies:Hiring recruitment agencies to search and
deal with the candidates in the initial round of interviews. This method is a
solution if the employer is getting insufficient applications or else too many
unsuitable candidates.
2) ResponsiveMethods:
i. Speculativeapplications:Distributing applications for various
vacancies.
3) Open searches:
 Local newspaper advertisement:Placing ads in the local
newspaper enables the potential candidate to approachthe employer for the
particular position in that local community.
 Ads in specialistpress:- placing adverts in specialist press is like special job
newspapers.
 Job fairs: - this enables candidate from local communities to come and
participate in the fair and apply for their desirable post.
Walks-ins:- Through ‘word of mouth’ or any job seeker wants to apply
can come in and ask if there is any vacant position in that particular company.
 National newspaperadverts: - mainly multinational companies
use this method in order to spread the news to the whole country so that they
receive many applications from candidates which enables them to screen and find
best and potential candidate.

44
EXISTING CV
(Created & Maintained by HR)
VACANCYADVERTISEMENT
INNEWSPAPERS
HIRING CONSULTANTS
(MOSTLYFORSENIOR&
MIDDLELEVEL CRITICAL
POSITIONS)
E-RECRUITMENTPORTALS
CV DATABASEACCESS
REGULAR JOBPOSTING
MARKET INTELLIGENCE
PERSONAL NETWORK
HEAD HUNTING
 Job centre plus and predecessors: - Individuals generally
approachto job centered plus to great immediate responseas the job vacancies on
job portals are sometimes invalid or expired.
 Employer’s website: - the most common method used by various companies is
publishing on their own company website. The best and the direct way of
communicating with the candidates and getting direct responses.
 Radio or TV adverts: - TV commercials and announcements on radio
are also affective way of spreading the news.
RECRUITMENT METHOD
RECRUITMENT METHOD

45
Internal Recruitment Methods
Since the time of rationalization the internal recruitment method has been used.
Vacancies can be filled by analyzing employee talents and improvement and then
redeploying them from on position/department to another. This motivates the employee
and enables their future growth in the organization as well as helps the organization by
being cost-effective and not wasting time in hiring recruitment agencies and giving
advertisements. This lower downs the attrition rate as well. In order to nurture the
talents of the employees within an Organization, employees are selected through the
process ofIJP
There are some selection methods which are popularly known and use for
managerial staff are:-
 � Interview Panel
 � Application forms
 � Assessment Centers
 � One-to-one Interviews
 � References
 � Biographical Data (CV/Resume)
 � Psychometric test
 � Graphology

47
INTERVIEWS
Interview is the most vital part of the selection process. According to Fletcher
(1988),
“An interview is a meeting of two people, face to face, to accomplish a known purpose
by discussion”
An interview basically aims in the following:-
a) Supportin the procedureof choosing desired candidates for the vacant positions.
• Notifying the deserving candidates about the work.
• Deciding which applicant will be the most suitable for the required position and
predict whether he will be willing to do the desired work.
• Influencing the applicant chosento accept the job offer.
b) To inform all the candidates both selected and the rejected ones about their success
or failure in a manner in which the company image does not get spoiled and the process
of selection was fair.
There are many phases in the recruitment process:-
a) Pre-RecruitmentPhase – Determine scale and timescales of the project
undertaking; decide whether more employees are to be recruited or the existing
workforce can meet the demand by increasing flexibility of work; in order to develop
strategy liaising with other stakeholders may be essential; agreeing with the
employment packages prepared and to which extent the compensation. Packages can be
negotiated can be decided, also consenting with the contractual details, etc.
b) Key RecruitmentActivities – Analyzing job and preparing recent an accurate job
description; deciding the key recruitment method whether internal or external;
determining the method of communication to be used, specifying standards and ideal
candidate specification, etc.
c) Key SelectionActivities – Establishing competency statements and
frameworks, determining the approachto be used for the process ofselection and the
short listing criteria; while decision making in the selection process,building checks
and safeguard measures; documenting the selection criteria as well as applicant’s
profiles in order; training staff in interview, questioning and taking feedbacks, etc.
d) Post-SelectionActivities–Reference checks and other evidences which
are relevant; if necessary, implement employment eligibility and medical tests for the
candidate; preparation of employment offer letter documents for the candidate selected;
filing the profiles of the rejected candidates who may be suitable for a different position
in the organization; informing the rejected applicants through e-mail or postand giving
them feedback which maintains a positive impression on the unsuccessfulcandidate
about the company.

48
Issues faced by Brindavan Bottlers Pvt. Ltd.
There are various issues which an international organization like Coca-
Cola Company generally faces while starting their business in some other country,
some of which are majorly related to recruitment and selection are:-
i. Staffing InternationalOperations
• Knowledge of the local operating criteria is also a critical problem.
• Local personnel incentives.
• Costof transferring managers from the home company.
• Legal Restrictions in the other country
• Control
• Long-term Focus/Plans of the organization while setting up their roots in the other
country.
• Management Development
ii. Global mobilityof personnel
• Local Prejudice
• Technical Competence
• Repatriation
iii. Recruitment, Selectionand Training
• Recruitment of candidates who are highly expertise is difficult.
• Cross-Cultural Ability
• Training Compensation in other countries.
Another issue faced by Coca-Cola is that they no longer only check the job profile and
the experience but they need a diverse, multi-skilled, flexible workforce who can work
together as a team. While interviewing, now-a-days, more focus is on the person’s
attitude towards team work and adjusting capabilities.
As extracted from Albrecht, M. H. (2001) above mentioned points which Coca-Cola.
Company had to take into considered while planning to set up Hindustan Coca-Cola
private limited (India) can be summarized as:-
a) The main purposeand general information about India.
b) Preparing relocation
c) Relocation to host location
d) In order to sustain standard of living allowances are to be considered.
e) Leave.
f) Allowances for education for the children who are dependent.
g) Benefit coverage.
h) Tax policy applicable.
i) Successionplan.
j) Termination agreement.

49
These facts were considered by Coca-Cola Company while developing their
international human resourcepolicy for Coca-Cola, India.
Importance of the Process
After being more than 12 million online job seekers as online recruiting sites have come
up, still the most popular method of selection i.e. face-to-face interview remains in
demand in terms of decision making especially for higher positions. The process of
recruitment leads to selection.
Promotion of the employees is also a kind of employee selection. If the process of
recruitment is weak it is possible that the recruited person may not necessarily perform
his task well, though this performance issue can be sorted by giving effective training to
the newly joined employee. But in order for the individual not to lose his enthusiasm
and get demotivated and also for the organization to save time, effort and minimize the
cost, effective recruitment is essential. It is very crucial for the selector to select a
candidate who can meet the job criteria and requirement of the company, in whom the
company can see their future employees. Therefore, this process ofselection is very
important otherwise it may lead to waste of time and money spent on recruitment
process as well as selection process and training of the employee, loss of valuable
resources, accidents, also a chance of selecting a better employee, etc. This means the
recruitment process is equally important in order for a successfulrecruitment process.
Otherwise it may bring about heavy loss for the organization. The quality and
quantity of employees should not be less than what the organization requires otherwise
human resource system will not be effective.
The basic motive of selection is to equalize employee with work. Work can be of
different type in environments like physical, social or economic. It is important to select
candidates according to the work load and time flexibility in today’s world as flexibility
is the one of the first major plus point seen/tested in the candidates while interviewing.
The importance of recruitment is that the organization will receive many responses
from candidates but it is the responsibility of human resource to search for the right
candidate suitable for a particular position. Also stability in any organization is the
biggest issue. While interviewing any candidate, stability criteria must be checked may
be through his profile as in the number of companies changed till date. Always job
analysis is essential to get clarity in the job description.

50
Job Description
As discovered by Muller-Camen et al. (2008), job description is used as a base
for the human resource to clearly determine personal attributes and candidate
specification for the job which are written in the personspecification. The
advertisement placed for the job vacancy should mention the job duties as well as the
specification of the candidate desires for that position. Fletcher (1988) suggested that a
job description basically includes of the following mentioned information:-
• Title and background
• Terms of contract
• Compensation package
• Duties of the position vacant and advertising for
• Pros’ and cons’
• Training, promotion and other contract details
Vigilant recruitment is essential for any organization.
o A lot of candidates are expected to apply for the vacant postadvertised for.
o There will be difference in the candidate’s performance.
o There is always a predictable average stay of the newly hired employee.
o A number of people can be recruited.
o Hazards connected with the appointment
o The process ofrecruitment and selection is costly.
o It is tough to terminate the employees already hired in the company. SELECTION

52
After studying this, we should be able to understand the following:
A. Explain SelectionProcess
B. Describe Environmental factors affecting the selectionprocess
C. Identify Steps in the selectionprocess
A. SELECTION PROCESS
We begin this with a discussion of the significance of employee selection and the
environmental factors that affect it. Then, we describe the selection process, the
preliminary interview, and review of the application for employment.
SelectionProcess an Overview
Selection is the process ofchoosing from a group of applicants those individuals best
suited for a particular position. Most managers recognize that employee selection is one
of their most difficult, and most important, business decisions. This process involves
making a judgment -not about the applicant, but about the fit between the applicant and
the job by considering knowledge, skills and abilities and other characteristics required
to perform the job Selection procedures are not carried out through standard pattern and
steps in this. Process canvary from organization to organization some steps performed
and considered important by one organization can be skipped by other organization

53
SELECTION PROCESS
FINAL APPROVAL
REFERENCE CHECK
MEDICAL
EXAMINATION
EMPLOYMENT
INTERVIEW
SELECTION TEST
APPLICATION
BLANK
PRELIMINARY
INTERVIEW

54
B. ENVIRONMENTAL FACTORS AFFECTING
THE SELECTION PROCESS
A permanent, standardized screening process could greatly simplify the selection
process. However, development of such a process—evenif it were possible and
desirable—would not eliminate deviations to meet the unique needs of particular
situation.
• Legal Considerations
Legislation, executive orders, and court decisions have a major impact on human
resource management. It
is important for hiring managers to see the relationship between useful and legally
defensible selection tools.
• Speed of DecisionMaking
The time available to make the selection decision can have a major effect on the
selection process. Closely following selection policies and procedures can provide
greater protection against legal problems; however, there are times when the pressure of
business will dictate that exceptions be made.
• OrganizationalHierarchy
Different approaches to selection are generally taken for filling positions at different
levels in the organization.
• ApplicantPool
The number of applicants for a particular job can also affect the selection process. The
process canbe truly selective only if there are several qualified applicants for a
particular position. The number of people hired for a particular job compared to the
individuals in the applicant poolis often expressed as a selection ratio.
• Type of Organization
The sectorof the economy in which individuals are to be employed—private,
governmental, or not-for profit— can also affect the selection process.
• ProbationaryPeriod
Many firms use a probationary period that permits evaluating an employee’s ability
based on performance.
This may be either a substitute for certain phases of the selection process ora check on
the validity of the process.

55
• SelectionCriteria:
Mostly the selection of applicant depends upon the following factors or criterions.
1. EDUCATION
2. COMPETENCIES
3. EXPERIENCE
4. SKILLS AND ABILITIES
5. PERSONNAL CHARECTRISTICS
Applicant who is best fit should be hired instead of hiring a person with extra ordinary
skills it means right person for right job should be hired personwho is over or under
qualified for the particular job will not be able to adjust in the organization.
C. STEPS IN THE SELECTION PROCESS
The selection process typically begins with the preliminary interview; next, candidates
complete the application for employment. They progress through a series of selection
tests, the employment interview, and reference and background checks. The successful
applicant receives a company physical examination and is employed if the results are
satisfactory. Several external and internal factors impact the selection process,and the
manager must take them into account in making selection decisions. Typically selection
process consists ofthe following steps but it is not necessary that all organization go
through all these steps as per requirement of the organization some steps can be skipped
while performing the selection process.
1. Initial Screening
2. Application Blank
3. Pre-employment Testing
• GeneralIntelligence Tests
• Aptitude Tests
• Personalityand Interest Tests
• Achievement Tests
• Honesty Tests
4. Interview
• Structured Interview
• Unstructured Interview
• Mixed Interview
5. BackgroundChecks
6. Conditional job offer
7. MedicalExam/Drug Tests
8. Final SelectionDecision

56
1. INITIAL SCREENING: The selection process oftenbegins with an
initial screening of applicants to remove individuals who obviously do not meet the
position requirements. At this stage, a few straightforward questions are asked. An
applicant may obviously be unqualified to fill the advertised position, but be well
qualified to work in other open positions. The Purposeof Screening is to decrease the
number of applicants being considered for selection.
Sources utilized in the screening effort:
Personal Resume presented with the job application is considered as source of
information that can be used for the initial screening process.It mainly includes
information in the following areas:
• Employment & education history
• Evaluation of character
• Evaluation of job performance
Screening Interviews:
Screening interviews are used to:
• To verify information provided on resume or application blank.
• They are usually very short (approximately 30 minutes or so).
Advantages of Successful Screening:
If the screening effort is successful, those applicants that do not meet minimum required
qualifications will not move to the next stage in the selection process. Companies
utilizing expensive selection procedures put more effort in screening to reduce costs.
2. APPLICATION BLANK /REVIEW OF
APPLICATIONS
APPLICATION BLANK: is a formal record of an individual’s application
for employment the next step in the selection process may involve having the
prospective employee complete an application for employment. The specific type of
information may vary from firm to firm and even by job type within an organization.
However, the application form must reflect not only the firm’s informational needs but
also EEO requirements. Application forms are a good way to quickly collect verifiable
and fairly accurate historical data from the candidate.

57
Factors affecting Selectionprocess
Muller-Camen et al. (2008) & Rosenfeld et al. (1999) pointed out the factors that
influence the interviewer’s evaluation (Taylor, 2005). Mentioned below are the
potential sources that may affect an interviewer’s evaluation of candidate:-
- Effect of Expectancy
A good application form / resume of a candidate may give them an advantage where in
the interviewer may expect or may judge the performance of the individual in the
interview process and may confirm the preliminary expectations of the interviewer.
- FirstImpressions
The initial moments of interview can also have a long-lasting effect on the interviewer
which may still be the same at the time of final outcome. It can be either positive or
negative.
- Categorizing
This may happen when the interviewer evaluates the candidate on the basis of his/her
personal understanding, this is also known as stereotyping; Fore.g.: ethnic group,
blacks, etc.
- Goodand Bad Effect
Generalizing about the candidate’s performance, as good or bad by the interviewer in an
organization is the example of good and bad effect. This is also known as Halo and
Horn Effect (cited in Searle, 2003).
- ContrastEffect
The interviewee may be compared or distinguished with/from other applicants.
It may be difficult for the interviewer to avoid this comparisonor differentiate.
- Softness and Roughness Effect
The tendency of the interviewer in which he/she judges the candidate’s act favorably or
unfavorably can be called as softness and roughness effect.
- UndesirableInformationPartiality
This may take place when negative information gains more limelight in the
conversation than any other favorable information. The undesirable matter is weighted
more while the interview process which may lead to unfavorable partiality.
- ‘SimilarTo Me’ Effect
This may occurwhen the interviewer feels the interviewee similar to himself.
This creates favorable biasness towards that candidate which may affect the final
decision to be made.

58
2.8 Factors leadingto Successful Recruitment and
Selection
It is not an easy task for any multi-international company to achieve success in the
process ofrecruitment and selection as there are various criticisms faced by the human
resource department whenever there is a problem with the employees’ performance or
something else. As mentioned by Bilsberry (1996), “Having the right person in the
right job at the right time is therefore critical to success” (as cited in Muller-Camen et
al., 2008, p.142). Always the responsibility is on the recruitment team as to what kind
of candidates are being chosen. Many times, questions are raised suchas whether the
candidate has potential and is capable or not for the desired position, have enough
experience or are qualified enough, etc. This is deep focused processis very difficult as
well as very vital for any organization to performance to the best of its capabilities.
There are several factors leading to successfulrecruitment selection, most
important of which is personality which acts as supplementary predictor of job
performance. Secondly, while conducting interviews and advertising for vacancies, the
human resource has to take the full advantage to enhance the company’s brand image
and also make sure it is costeffective. Selecting candidates, equivalent to the work type
is a difficult task, but the main factor is the quality not the quantity. Comparatively
typical interviews are unstructured.
In a structured interview, generally the candidate faces similar kind of questions which
improves the quality of the interview. Including job circumstances while interviewing a
candidate gives a clear picture as to who are good performers and who are bad.
Interviewers need intense training as majority of them are not trained for the process of
interview. There three major selection methods used in UK as observed by Wilson
(2005) i.e. ability tests, assessment centre and personality questionnaires have doubled
their usage by big firms in UK. These methods also bring about successfulselection
process. Storeyand Wright (2001) also argued that selection decisions are now-a-days
based on cultural fit and attitude of the candidate and no more based on the traditional
job criteria.
The process ofrecruitment and selection should be based on equality. It is very
important for any human resource to provide equal opportunities to all the candidates
applying for the post. There should not be any kind of discrimination as it may affect
company’s image and reputation.
Illegal discrimination should be avoided such as:-
- Race/caste
- Gender (Male / female)
- Disability
- Age

59
- Ethnicity
- Religion
Factors that can affect the process ofselection in an organization are:-
a) Budget available
b) Accuracy is required
c) Time-scale for appointment
d) Selection criteria for the postto be filled
e) Satisfactoriness of the methods
f) Type of vacancy and level of the position to be filled
g) Past Customs and Practices
h) Ease in administration
i) Capability of the staff involved in the process ofselection.
Systematic recruitment process has the following criteria which lead to successful
recruitment process in Hindustan Coca-Cola private limited:-
• Determining the Vacancies:Vacancies are determined on the basis of
organizational objective and demand for that particular vacancy in that firm.
Contents of recruitment will be decided in the human resource planning which can be
revised.
• Consideringthe Sources:It depends on the nature of demand and supply
of labour while designing the human resource planning. There is a possibility of internal
recruitment for filling vacancies because the employees are known to the organization,
the time and costof recruitment and selection is saved, the capabilities of employee is
known to the organization and it is a way of building up trust in the eyes of employees
as they will view it as a sourceof growth and their career development which will lead
to low attrition rate in the organization. Other sources of recruitment would be
institutional agencies, employment agencies and advertisement.
• Preparingand PublishingInformation: This method requires a
lot of time and energy as accurate information has to be provided which can attract
suitable candidates for that particular post. Also the job description for the postis
mentioned, rewards, etc. This can be in the form of job advertisement in newspaper or
press, application form, etc.
• Processing and AssessingApplications: After receiving the applications from
candidates the next step is to select the candidates who are most suitable for the given
postand can be seen as the future employees for the organization which makes the cost
and time for the selection process worthwhile. This is done in three basis categories:
suitable, marginal and not suitable.
• Notifying the applicants: The final stage is to inform the successfulcandidates that
they are successfulof the arrangements for the selection procedures and to the rejected
applicants that they are unsuccessful. The letter to the chosencandidates may include

60
date, time, venue, travel and expenses. Also it will be easy for the candidate if company
profile and job description is also attached in the letter.
There are several advantages and disadvantages supported by Rosenfeld et al.
(1999):-
Advantages of SelectionInterview
1) Candidates most of the time eagerly wait for the interview call. Therefore, it is
easy to organize interviews.
2) Interviews are quick. It required verifying the details mentioned in their resumes
or application form, checking their verbal communication skills and knowledge /
experience about the job they have applied for.
3) It is difficult to find equivalent to this kind of method as the employers want to
see and analyze after talking to them whether the candidate can be a future
employee of the company or not.
Disadvantages of SelectionInterview
1) If there are multiple interviewers in an interview, they are likely to pick up
different a candidate and end up with a different conclusion; this makes the
process tougher.
2) Premature impression makes the interviewer to come to a conclusion sometimes.
This may be totally oppositeof how exactly the candidate is.
3) Interviews are generally biased.
4) In the interview process, it becomes difficult for the interviewer to realize the
irrelevant or the relevant information.
There are three key individual characteristics which are essential in the process of
selection for an organization like Coca-Cola Company in India:-
I. Universals:Intellectual skills, energetic candidate who priorities his / her job
duties.
II. Occupational:characteristics essential for the job to be taken up.
III. Relational:Emotional strength.
These above mentioned criteria may differentiate according to the job requirement.
Once the candidate is selected for a given post, human resource should make sure the
below mentioned criteria are available before issuing the offer letter to the candidate:-
- MRF (Manpower RequisitionForm)
- Curriculum Vitae (CV) of the candidate
- AssessmentSheet of the Interview conducted
- Details of References
- CompensationOffer

61
After the new employee gets hired, employee may submit documents listed
below as asked by the human resource according to the company policies:-
- Copy of offer letter signedand acceptedby the candidate.
- Copy of candidate’s educationaland professionaldocuments.
- Date of Birth ID
- Passportsize photographs of the new employee.
- Pay-slips of previous employment.
- Relieving Letter from the previous employer.
- Filled MedicalInsurance Form of the company.

63
RESEARCH METHODOLOGY
OBJECTIVES OF THE STUDY
 The main objective of the project is to analyze and study in efficient way the current
position of Brindavan Bottlers Pvt. Ltd.
 To perform PESTLE and SWOT analysis of Coca-colaglobally as well as locally.
This would help us identify areas of potential growth.
 The study was aimed to perform Market Analysis of BBPL & find out different
factors effecting the growth of Coca-Cola.
 Another objective of the study was to perform Competitive analysis between Coca-
Cola and its competitors.
 To understand the reasons behind the purchase of Coca-Cola products.
SCOPE OF THE STUDY
This study basically tries to discover the current position of Coca-colain the market. It
also tries to discover the preferences of the customers when posed with a choice
between Coca-Colaand Pepsi. It is primarily directed to the general public but was
done only in Lucknow.
RESEARCH DESIGN

64
A research design is the specification of methods and procedures for acquiring the
needed information. It is overall operational pattern or framework of the project that
stipulates what information is to be collected from which sourceby what procedure.
``There are three types of objectives in a marketing research project:-
1. Exploratory Research.
2. Descriptive Research.
3. CasualResearch.
1. ExploratoryResearch:-Theobjective of exploratory research is to
gather preliminary information that will help define problems and suggest hypothesis.
2. DescriptiveResearch:-Theobjective of descriptive research is to
describe things, such as the market potential for a productor the demographics and
attitudes of consumers who buy the product.
3. Casual Research:-Theobjective of casual research is to test hypothesis
about casual and effect relationships.
Based on the above definitions it can be established that this study is a
Descriptive Research as the attitudes of the customers who buy the products have been
stated. Through this study we are trying to analyze the various factors that may be
responsible for the preference of Coca-Cola products.
METHOD OF DATA COLLECTION
The data has been collected from both primary as well as secondarysources.
PRIMARY DATA:-The primary data has been collected simultaneously
along with secondarydata for meeting the established objectives to provide the solution
for the problem identified in this study.
The methods that have been used to collect the primary data are:-
 Questionnaire
 Personal Interview
SECONDARY DATA:-It is defined as the data collected earlier for a
purposeother than one currently being pursued.

65
As a researcher I have scanned lot of sources to get an access to secondary data which
have formed a reference baseto compare the research findings. Secondarydata in this
study has provided an insight and forms an outline for the core objectives established.
The various sources of secondary data used for this study are:-
 News papers
 Magazines
 Text book
 HR reports of the company
 Internet
SAMPLING DESIGN
An integral component of a research design is the sampling plan. Especially it addresses
three questions: Whom to survey (sample Unit), how many to survey (Sample Size) and
how to select them (sampling Procedure). Making the census study of the entire
universe will be impossible on the account of limitations of time and money. Hence
sampling becomes inevitable. A sample is only his portion of population. Properly done,
sampling produces representative data of the entire population.
SAMPLE SIZE:-
 Through questionnaire – 40 respondents.
 Through personal interview-10 respondants.
SAMPLING TOOL:-Questionnaire was used as a main toolfor the
collection of data, mainly becauseit gives the chance for timely feedback from
respondents. Moreover respondents feel free to disclose all necessary detail while filling
up a questionnaire. Respondents seeking any clarification can easily be sorted out
through tool.
Sampling Tools Respondent Number
Questionnaire Employees 40
Personal Employees 10

66
HYPOTHESIS TESTING
Here we take a sample of 50 employees in an organization out of which only 42
employees are satisfied & 8 employees are not satisfied with the recruitment and
selection process ofBrindavan Bottlers Pvt. Ltd.
Given :-
No. of satisfied employee (p) = 42
No. of unsatisfied employee (q) = 02
Total no. of employees selected (n) =50
The level of significance= 5%
Testing tool used:-
Z- Test because the sample size >30
Formula used:-
Z=√{( 𝒑.̂ 𝒒̂)/n}……………(eqA)
Solution:-
𝒑̂=
𝒑
𝒏
=
𝟒𝟐
𝟓𝟎
=0.84……………………(eq1)
interview
Total 50

67
𝒒̂= 1-𝒑̂
= 1-0.84
=0.16……………………(eq2)
On putting the values of eq1 & eq2 in eqA, we get
Z=√{( 𝒑.̂ 𝒒̂)/ 𝒏}
=√{
𝟎.𝟖𝟒∗𝟎.𝟏𝟔
𝟓𝟎
}
= √0.1344
= 0.3666
Here, at 5% level of significance the value of z-test= 1.964
Hence, Zcal < Ztab
H0 hypothesis is accepted.
FIELD WORK:-Thestudy was conducted in Lucknow.
 The questionnaires were given to the respondents to fill in order to get their feedback.
 Questions were read out to the respondents and the answers were noted.
TOOLS OF ANALYSIS
The primary tool for the data collection used in this study is the respondent’s response
to the questionnaire given to them. The various research measuring tools used are:-
 Questionnaire
 Tables
 Percentages
 Pie-charts
 Bar-charts

69
FINDINGS, SUGGESTIONS, CONCLUSIONS
Introduction
STRENGTHES
DistributionNetwork.
Strong BrandImage.
Low Cost ofOperation.
WEAKNESSES
HealthCare Issues.
Small Scale Sector Reservations.
OPPORTUNITIES
Large Domestic Markets.
Export Potential.
HighIncome among People.
THREATS
Imports.
Tax & Regulatory Sector.
SlowdowninRural Demand.
SWOT
ANALYSIS

70
This chapter evaluates the findings which are analyzed through questionnaires
filled by the employees of Brindavan Bottlers Pvt. Ltd. concerning the recruitment
and selection procedurein their company and how they were selected and if they are
satisfied with their job or not. The data is analyzed received from the questionnaires
filled by the company employees of BBPL.
Analysis of Respondents / non-respondents
About 10 questionnaires were issued to be filled by the employees of Brindavan
Bottlers Pvt. Ltd. about the process ofrecruitment and selection in their Organization.
All of them given their full supportby giving their feedback with the help of filling
questionnaire given to them.
For more information I have undertaken the personal interview from the
employees of BBPL. Because most of the employees work in the field and there is a
more chance to lost the questionnaire or not to be answered by them due to lack of time.
In which about 40 employees gave their feedback.

71
Findings for each research question
The employees of Brindavan bottlers Pvt. Ltd. was asked some questions regarding the
process ofrecruitment and selection in their company through questionnaires. The
responses from them are as follows:-
Answers of questionnaires
1
S.NO. PARTICULARS NO. OF
PARTICIPANTS
TOTAL
PARTICIPANTS
MALE FEMALE
1 GENDER 48 2 50
2 AGE 18-20 0 0 0
20-30 22 0 22
30-40 12 1 13
ABOVE 40 14 1 15
3 LENGTH OF
SERVICE
0-1YEARS 0 0 0
1-2 YEARS 6 0 6
3-4 YEARS 9 0 9
MORE THAN 4
YEARS
35 2 37

72
2
3
0
5
10
15
20
25
30
35
40
0-1YEARS 1-2 YEARS 3-4 YEARS MORE THAN 4 YEARS
Chart Title
MALE EMPLOYEE FEMALE EMPLOYEE TOTAL NO. OF EMPLOYEE
100%
0%
TRAINING PROVIDED
YES NO

73
4
0
5
10
15
20
25
STRONGLY
AGREE
AGREE DISAGREE STRONGLY
DISAGREE
NO OPINION
EMPLOYEES SATISFIED WITH THEIR JOB
NO. OF EMPLOYEES SATISFIED WITH THEIR JOB
74%
26%
SATISFIED WITH COMENSATION PACKAGE
YES NO

74
5
6
0
10
20
30
40
INTERNAL
RECRUITMENT
EXTERNAL
RECRUITMENT
BOTH
BEST RECRUITMENTSOURCE
BEST RECRUITMENT SOURCE
ATTRACT RECRUITS
OFFERING BETTER PAY
PACKAGES THAN INDUSTRY
AVERAGE
MOVING TO OTHER CITIES
LOOKING BEYOND
GRADUATES(DIPLOMA
HOLDERS)
TIE- UP WITH INSTITUTIONS
VOCATIONAL COURCES

75
7
8
SHIFT TIMINGS
4%
HIGHER
STUDIES
14%
WORK PRESSURE
30%
ORGANIZATIONAL
CULTURE
40% GROWTH
OPPORTUNITIES
12%
OTHERS
0%
Other
12%
REASONS FOR LEAVING THE ORGANISATION
0
5
10
15
20
25
SOURCING METHOD
SOURCING METHOD

76
9.
10
JUNIOR LEVEL
MIDDLE LEVEL
SENIOR LEVEL
0
2
4
6
8
10
12
14
16
18
ONE
TWO
THREE
MORE
JUNIOR LEVEL
MIDDLE LEVEL
SENIOR LEVEL
0
10
20
30
40
YES
NO
REFERRALPOLICY IN COCA-COLA
REFERRAL POLICY IN COCA-
COLA

77
11
12
13
YES NO
12
38
REWARDFOR REFFERING EMPLOYEES
REWARD FOR REFERRING EMPLOYEES Column1 Column2
FEEDBACK FROM CANDIDATE
0
20
40
60
YES
NO
AxisTitle
YES NO
FEEDBACK FROM CANDIDATE 3 47
FEEDBACK FROM CANDIDATE

78
14
YES
16%
NO
84%
JOB SITES AS SEARCHING TOOL
0
2
4
6
8
10
12
14
AxisTitle
Axis Title
SELECTION OF JOB SITES
SELECTION OF JOB SITES

79
15
16
23
23.5
24
24.5
25
25.5
26
26.5
YES NO
ONLINE RECRUITMENTIS IMPORTANT
ONLINE RECRUITMENT IS
IMPORTANT
0
5
10
15
20
25
30
20
9
3
8
21
10
26
BEST RECRUITMENT CHANNEL

80
17
18
YES
84%
NO
16%
SATISFIED WITH RECRUITMENTAND
SELECTION PRACTICE
YES
93%
NO
7%
CHANGE IN RECRUITMENT& SELECTION
PRACTICEOVER THE YEARS

81
19
20
0
5
10
15
20
25
30
35
40
45
YES NO
IS INTERNAL RECRUITMENTMOTIVATING?
IS INTERNAL RECRUITMENT
MOTIVATING?
0
10
20
30
40
YES
NO
RIGID ELIGIBILITY CRITERIA
RIGID ELIGIBILITY CRITERIA

82
21
BIBLIOGRAPHY
ADOPTION OF INNOVATIVE TECHNIQUES
0
10
20
30
40
YES
NO
34
16
ADOPTION OF INNOVATIVE TECHNIQUES

83
BOOKS:
 Research Methodology – Kothari.
 The Evolution of Human Resources-ScottThor
 Modern office management- Dr. I. M. Sahai
WEBSITES:
 www.thecoca-colacompany.com
 www.news.bbc.co.uk
 www.india-server.com
 www.magindia.com
 www.coca-colaindia.com
 www.wikiinvest.com
 www.open2.net
OTHERS
 Annual report of Coca-Cola 2008.
 Annual report of Coca-Cola 2009
ANNEXURE

84
QUESTIONNAIR
NAME:-………………………………….. DESIGNATION:-………………
GENDER: - MALE FEMALE AGE:-……………….
CONTACT NO:-………………………….. EMAIL ID:-………………………
Q1. How long have you been with the company?
0 to 1 years
1 to 2 years
3 to 4 years
More than 4 years
Q2 Were you given proper training after being hired?
YES NO
Q3 Are you satisfied with your job?
Strongly agree
Agree
Disagree
Strongly Disagree
No opinion
Q4 Are you happy with the compensation package offered to you by the company?
YES NO
Q5 What should be the best recruitment sources according to you?
Internal Recruitment
External Recruitment
Both
Q6 What are the strategies adopted by your firm to increase the number of recruits:-

85
Offering Better pay packages than industry average
Moving to other Cities
Looking Beyond Graduates (Diploma Holders)
Tie-up with Institutions
Vocational Courses
Others (Please Specify)____________________
Q7 According to you, what are the main reasons for the employees to leave this organization?
Better Pay Packages
Shift Timings
Higher Studies
Work Pressure
Organization Culture
Growth Opportunities
Others (Please specify)_____________
Q8 Which of the following methods does your company prefer for sourcing?
Tick [√] all the valid options mentioned below:-
1. Campus
2. Employee Referrals
3. Consultants
4. Walk in
5. Advertisement
6. Job Fairs
7. Websites
Q9 How many rounds of interviews are conducted before a candidate is offered the Employment?
One Two Three More
Junior level
Middle level
Senior level
Q10 Do you have referral policy in your organization?
Yes No (If No, go to question number 12)
Q11 Is there a reward for referring employees?
Yes No
Q12 Does your organization take feedback from candidates on recruitment process?

86
Yes No
Q13 Do you use jobsites as one of the tool for searching jobs?
Yes No (If No, go to question number 15)
Q14 Which online service do you use?
……………………………………………………………………………………………………
Q15 Do you think online recruitment is important?
Yes No
Q16 Which is the best Recruitment channel? Please Tick [√]
Ads in specialist newspaper
Job centers/portals
Word of mouth
Employee referral
Ads in general news paper
Employment agencies
Link with educational institution
Others…………………………..
Q17 Are you satisfied with the present Recruitment & Selection practices at your organization?
Yes No
Q18 Do you think, there has been a change in Recruitment & Selection practices over the years in
your organization?
Yes No
Q19 Does internal hiring helps in motivating the employees of your organization?
Yes No
Q20 Do you think Recruitment & Selection practices are quite rigid in terms of eligibility criteria?
Yes No
Q21 In selection process, do you think innovative techniques (like stress level test, psychometrics
Test) should be adopted?
Yes No
Q22 What type of improvement you want in your organization?
…………………………………………………………………………………………………………
I shall be highly thankful to you for giving your precious time.
DATE: -………………
PLACE: - …………………
SIGNATURE

100 rabh summer report on the process of recruitment and (2)

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